Importance of Employee Relations in HRM Decision Making

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and function of HRM ........................................................................................3
P2. Strength and weaknesses of different approaches to recruitment and selection...................4
Task 2...............................................................................................................................................7
P3. Benefit of different HRM practices for both employee and employer................................7
P5. Importance of employee relations in terms of influencing HRM decision making..............8
TASK 3............................................................................................................................................9
P6. Key elements of employment legislation and its influence on HRM decision making........9
P7. Application of HRM practices using specific examples.....................................................10
CONCLUSION .............................................................................................................................12
REFRENCES.................................................................................................................................14
Books and journals:...................................................................................................................14

INTRODUCTION
Human resource management is a part of management function which continues
throughout with an organisation. It is an important function of managerial activity to promotes
organisational growth in terms of profitability by ensuring every aspect of business factors which
creates influence on organisational activities. HRM function creates an environment of
introducing growing youth faces with a creative mind and confidential working potential towards
organisational benefit, by the process of recruiting, interviews session, selection procedure,
training and development criteria to make best use out of limited resources. AUDI is a world
leading manufacturer and retailer of high prestige cars and customer services (Al-Sarayrah, and
et. al., 2016). This company founded in 1990 and headquarters in Ingolstadt, Germany. It has its
membership with Volkswagen groups. It also has wide manufacturing outlet in 10 countries, also
huge supply chain and independent franchise. This report is going to include all the HRM
practices for which AUDI needs to fulfil its requirement of more employees by analysing its
strength and weaknesses and opposed legislations for HRM decision making.
TASK 1
P1. Purpose and function of HRM
Mission statement: For every organisation, it is an important and foremost objective to
attain its organisational goals with the coordination of their employee and fulfilling both
employee and customer needs.
Objectives:
 it is an essential work of an organisation to provide valuable product services.
 To gain attention of large number of people, hire good skill workforce which
indulge creativity in their work to reach large number of buyers.
PURPOSE
 The purpose behind the HRM function is to analyse the business position or
requirement of human resource for various fields.
 To be efficient and effective in delivering customer service
FUNCTIONS OF HRM

Workforce planning: It is the first and foremost function of HRM manager to analyse
required capacity of workforce in an organisation by go through the capabilities and skills of
existing human resource and verify the areas where need of development is required as well as
by recruiting new applicants as per the demands and needs of customer satisfactory products
(Alomari, 2020). AUDI must ascertain and finalize its requirement for needed applicants in each
department so that no department will left idol.
Employee Relations: Relations are to maintained, in order to management for smooth
functioning of an organisation. Coordination amongst the employee leads an organisation to
future growth as it is the essence of every management function. HRM manger needs to ensure
inter-personal relations between their employees and reasons of conflict with the view to solve it
within the premises. AUDI has been the best car dealer and manufacturer in the whole world by
maintaining its inter-personal relations amongst employee and has independent decision making
is every franchise it holds.
P2. Strength and weaknesses of different approaches to recruitment and selection
 Recruitment
It is a process of selecting the applicants which are suitable for the required job profile for
an organisation by ensuring their skills and capabilities in the form of internal or external
procedure as HRM manger of AUDI perform its function in the view of fulling the working
needs for every department (Baran, Filipkowski, and Stockwell, 2019).
Approaches: This process has mainly two approaches:
Internal: It is the process of selecting the workforce within existing area of organisation by the
two methods:
promotion:
it is a motivational concept of recruiting as it gives an opportunity to the existing workers
to develop their skills with the benefit of rise in pay scale by moving up to high responsibility.
Which promotes morale of other employees to work hard.
Transfer:
It is a process of recruitment in which employees are transferred from one position to
another by proving well in an organisation.