Contemporary Human Capital Development in Auto - mobile

This dissertation explores the impact of contemporary human capital development on the UK economy, with a focus on Mercedes Benz. It examines the definitions and impact of human capital development on the UK economy, the benefits of human capital development on Mercedes, and proposes strategic outcomes for enhancing the growth and development of Mercedes Benz in the UK.

Contemporary Human Capital
Development in Auto - mobile

TABLE OF CONTENTS
Dissertation Topic: Contemporary Human Capital Development in Mercedes Benz.................4
CHAPTER 1: INTRODUCTION....................................................................................................4
Background of the study..............................................................................................................4
Overview of the organisation.......................................................................................................6
Research Aim...............................................................................................................................7
Research Objectives.....................................................................................................................7
Research Questions......................................................................................................................7
Rationale of study........................................................................................................................7
Significance of study....................................................................................................................8
Research Gap...............................................................................................................................8
Summary of Chapters..................................................................................................................8
CHAPTER 2 LITERATURE REVIEW........................................................................................11
Introduction................................................................................................................................11
Theme 1: Definitions and impact of human capital development on the UK economy............11
Theme 2: Benefits of human capital development on Mercedes...............................................17
Theme 3: Strategic outcome of what will help enhance the growth and development of
Mercedes Benz in UK................................................................................................................21
CHAPTER 3 RESEARCH METHODOLOGY............................................................................26
Research Type............................................................................................................................26
Research Philosophy..................................................................................................................27
Research Approach....................................................................................................................28
Sampling ...................................................................................................................................28
Data Collection..........................................................................................................................29
Data analysis .............................................................................................................................30
Ethical Consideration.................................................................................................................31
Research Limitations.................................................................................................................32
Reliability and Validity..............................................................................................................33
Ethical statements......................................................................................................................34

CHAPTER 4 DATA ANALYSIS AND DISCUSSION...............................................................35
Questionnaire.............................................................................................................................36
Data Analysis and Interpretation...............................................................................................37
CHAPTER 5 CONCLUSION AND RECOMMENDATION......................................................53
Conclusion.................................................................................................................................53
Recommendation.......................................................................................................................56
REFERENCES..............................................................................................................................58

Dissertation Topic: Contemporary Human Capital Development in Mercedes Benz
CHAPTER 1: INTRODUCTION
Background of the study
Contemporary human capital development is one of the important elements for attaining
growth of economy and business. The process of developing human capital requires learning
environment by applying innovative ideas, acquiring new competencies, developing skills,
attitudes and behaviours (Cherkesova and et.al., 2016). Development of human capital in an
organisation is related with enhancement of employee’s skills and knowledge with respects to
career development. On the other hand, human capital development with regard to economic
growth is related to job training and education in specific field of study. Human capital is a
fundamental source for economic growth as it is a source to increase in productivity and
technological advancement (Filinova and et.al., 2015).
Knowledge, skills and capability of a person are an intangible asset which creates
economic value for the particular individual, community and employer. Education is the main
source of investment in human capital development of economy (Acemoglu, Gallego and
Robinson, 2014). Education system of UK is worldwide reputed for its high-quality standards
sources and learning institutions. The universities in UK provides career focuses sources a
learning to students which is the major factor of growth of economy. Human capital
development in an organisation is based on training, retaining, talent management and gaining
high performance of employees. Majority of organisation in UK focuses on managing on going
professional development of employees which supports individual career development (Popescu,
Comanescu and Sabie, 2016). This assist the companies in enhancing working skills, interest,
knowledge and capabilities of workers. On the other hand, ongoing career development when
working supports employee’s motivation. Infrastructure and technological innovation on
developing regions are closely linked with human capital of countries. Skilled workers contribute
to Gross domestic product in developed region via flow in tertiary and primary education.
Apparently, the study outlined negligence of developing countries over basic primary and
secondary education with focus on tertiary education. This leads to lack of quality to contribution
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to GDP because of poor foundation and attention to primary and secondary education (Birasnav,
2014).
Human development in automobile industry is relate to economic growth because training
employees according to changing market trends and preferences helps in product innovation.
Innovation in product range encourages international trade and Foreign Direct investment which
is directly proportional to economy development. For example, training of employees as per
trends of Artificial intelligence has become crucial part of manufacturing process and therefore it
is important for the management of organisation to focus on expert training of workforce with
regard to cognitive functions of the human mind which can be incorporated in automotive.
Primary objective of human capital development aim at development of superior
workforce which is accountable for guiding and leading employees in different department. The
individual’s authority on the basis of own expertise which provides them the power to control
employees’ activities and enhance their workplace skills. Superiors in organisation are
encouraged with the purpose of internal promotion of job and profile which is beneficial for
individuals personal and professional development. Apart from this, Human development is
about development of entire department. This aid in skill and knowledge enhancement of
particular department by organisation specific on the job training session. Accomplishment of
this objectives assist the organisation in providing departmental work and maximizing
productivity.
Figure 1: Balanced Career: Human resource development
(Source: Han, Han and Brass, 2014)
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Specialized skills of human resource have become more important in our technology-
driven economy. Skilled workers are the economic backbone of developed countries. No longer
high school education is sufficient to secure a family-supporting job. In fact, the majority of all
jobs in the UK, labour market requires postsecondary training or education. In ac accordance
with this it can be said that to efficient deal with market requirement and competitive spirit
skilled workers have become must for economy. Development of workers is supportive aspect
for innovation and economic development. For example, long term growth of organisation is
based on quality and innovation in work which improve economic contribution of different
industries of the country. Thus, increase in human capital induce a rise in number of innovative
products and entrepreneurs, who indirectly prompt economic development via channel of
innovation.
Overview of the organisation
Mercedes Benz is a German Global automobile company and the brand is known for its
buses, vehicles, trucks and coaches. The company is focused on continuous development of
brand for which the firm has complies to different legislations and polices to meet international
requirement and management innovation in automotive services (Roeckle and et.al., 2018). The
manufacturing process of company is focused on customer demand which encourages optimum
utilisation of resources. The company has strength of 298,700 employees among which almost
145, 400 employees work for Mercedes-Benz Car division.
Apart from this, organisation appreciates interest of buyers in its products and addresses
individual queries and concerns online via internet site. Protecting privacy of employees and
customers is foremost concern which is considered by Mercedes benz. This process of managing
personal information assist the organisation in establishing corporate reputation among key
stakeholders. The company focuses on innovation management in automobiles on the basis of
advanced technology which enhances services of business. The company organises regular job
training programmes for employees of different department. The employees are trained to meet
needs of customer on the basis of changing expectations of customers. This on the job training
initiative of firm helps the organisation in supporting career development and boost in skills of
individual employees.
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Human capital development of Mercedes Benz is focused on cost effective performance
management. For example, management believes cost effectiveness can be achieved by 2 %
increase in performance of workforce within 18 months pays for the system (Mercedes Benz:
Cost effective Performance Management, 2019). This accomplishment is evident to management
and therefore motive of firm is on ongoing education o employees on the basis of job role. In
addition, HR professionals of automobile company presented a link between profitability and
employee learning and development. Human resource alignment and corporate culture of
Mercedes Benz aim at gaining support to improve skills of staff to meet different demands of
business (Human resource management and Mercedes-Benz USA, 2019). In accordance with
management, training and enhancement in skills of employees are the best way to improve
productivity and prepare staff to meet challenges of dynamic working environment.
Research Aim
“To investigate the impact of contemporary human capital development on UK economy:
A case study of Mercedes Benz”
Research Objectives
 To investigate the definitions and impact of human capital development on the UK
economy
 To examine the benefits of human capital development on Mercedes
 To propose a strategic outcome of what will help enhance the growth and development of
Mercedes Benz in UK
Research Questions
 How impactful is human capital on growth and development of the UK Economy?
 Has human capital development contributed to Mercedes workforce?
 Has human capital development contributed to Innovation and Sustainability of Mercedes?
 What is the success factor of human capital development of Mercedes in UK?
Rationale of study
The motive behind choosing this human capital development is personal interest. The
study will boost learning over skills and knowledge requirement and its impact on economic
growth. Further, learning over factors and sources of human capital development in an
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organisation which enhance will knowledge over plans and polices of companies which should
be focuses on employees training. On the other hand, the topic is of personal interest where
scholar will gather specific information regard workforce development in automobile industry.
The scholar will be able to gaining knowledge over skills and capabilities required to be focused
for approaching career in automobile company.
Significance of study
The research is significant as it is focused on development of workforce of organisation
with respect to economic growth. The study will derive the importance of incorporating structure
of ongoing professional development in company for employee training and management. The
continuous improvement in skills and knowledge of employees will assist the organisation career
development of workers which is beneficial for not only organisation by for economy. Skilled
workers are a necessary resource for the development of a country. Therefore, the study is
important and different as it will help in deriving employee training can led to development and
growth of economy with regard to interpersonal skills and technology. The study topic is
significant as it will assist in deriving developing human capital with respect to innovation and
rise in number of success entrepreneurs. This will reflect support of growth of individual citizen
of country and their contribution in economic development.
Research Gap
It is problem or question which cannot address with particular field of study. In accordance
with area of study, it can be said that with this particular researcher will be unable to outline
about growth of company with skilled workforce as it is specifically focused on economic
growth. Further, the research lacks focus on specific focus on workforce of chosen company and
its benefits. The findings and recommendation will be for accomplishing growth of economy by
focusing on the job training and development of employees.
Summary of Chapters
 Chapter 1: Introduction: The chapter will help in developing brief understanding over
research topics which is impact of human capital development on UK economy. The
concept of study is wide but the research will be specific to automobile company that is
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Mercedes Benz. The chapter has outline objectives and question of research on the basis
of which information will be gathered and analysed. The focus of objectives of research
is on outlining impact and benefits of human capital development on the UK economy
and deriving strategic outcome which company can enhance growth of Mercedes Benz.
Lastly, the chapter has outlined motive, significant and gap of the research.
 Chapter 2 Literature Review: The chapter will be completely based on secondary
source s that is articles, journals, online blogs, government publication, annual report of
company, news, etc. Information in this chapter will helps in developing understanding
over different aspects of research. This section of dissertation will be divided into three
themes which will be specific research objectives that is impact and benefits of Human
capital development and strategic outcomes which enhance growth of automobile
company. The chapter supports critical analysis of information on same element of study.
 Chapter 3 Research Methodology: This chapter of dissertation will discuss about
different methodological tools suitable for the study and which will be used by scholar. In
first researcher will derive research philosophy and its types like realism, interpretivism,
positivism, etc. However, scholar will make use of interpretivism philosophy as it helps
in incorporating human interest in research topic. Further, researcher will derive use of
inductive research approach which will assist in logical reasoning of collected
information. This will help in deriving understanding of researcher over chosen topic.
Further, the chapter will outline data collection and analysis tool of research that is
secondary sources and primary data collection which will be via survey questionnaire.
The chapter will suggest qualitative type of analysis which will be done by scholar. Thus,
the chapter will conclude by ethical consideration and deriving about viability and
reliability of research.
 Chapter 4: Data Analysis and Discussion: The chapter outlines discussion over
collected results from primary data collection method. This is the most critical part of
research where it is important for the intellectual to compare and contrast accumulated
information. This will be done in form of thematic analysis where themes will be formed
on the basis of survey questionnaire. Interpretation of information on the basis of themes
is a part of analysis whereas discussion in this chapter will be done by comparing primary
and secondary information.
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 Chapter 5: Conclusion and Recommendation: The chapter is summary of all the
chapter and helps in outlining important aspect and outcome of study and each chapter
Conclusion will be chapter wise which will give brief understanding over researched
information. Further, recommendation will be on the basis of discussion which will be a
critical analysis of primary and secondary information.
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CHAPTER 2 LITERATURE REVIEW
Introduction
Review is based on different researches conducted on similar topic. The chapter is about
accumulation different findings, facts and statistics relevant to research topics which is
contemporary human capital development in Mercedes Benz. The discussion of review will be
done on the basis of theme. Thus, will help in developing clear understanding over different
aspects of research like impact of workers development on economy of UK. Further, the scholar
will accumulate information on benefits of human capital development on Mercedes Benz. The
review will be based on different and specific example of automobile industry and their focus on
leaning and development of employees. Critical analysis will be done on the basis of arguments
of different articles, governmental publications books, journals, online blogs, etc. However,
evaluation of last theme will propose strategic outcome that can aid in enhancing growth and
development of Mercedes Benz in UK.
Theme 1: Definitions and impact of human capital development on the UK economy
Human capital development
According to Pelinescu, 2015, human capital refers to skills and abilities of human
resource of country whereas human capital development is a process of increasing and acquiring
number of persons who are educated, experienced and skilled for economic development. It is
considered as one of the most important elements for success of company. This requires creation
of necessary learning environment, innovation ideas, development of skills and acquiring of new
competencies (Human capital development, 2018). As per the views of Ogunleye and et.al.,
2017, human capital is human factors which is related to production process and combines,
education, knowledge and skills of staff of the organisation. However, development is about
learning and ability of workforce to adapt changes and present innovation work. Development
of human capital is a continuous process of organisation which produces economic value for
promoting sustainable national development. Human development pathway to progress has
gained currency in many developing countries including Nigeria. Talent management and
appropriate workforce planning has assisted country to become part of 20 leading economies. In
accordance with this, it can be said that continuous learning programmes of organisation are
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supported to skilled workers in economy. Development programme by companies for human
capital development act as a base for socio economic development of country.
As per the views of Felício, Couto and Caiado, 2014, Human capital development is
specific to Human management practices of organisation like ongoing professional’s
development programme of Tesco encourage continuous learning of employee. This is beneficial
for the career development of workers. However, personal and professional development via
learning programmes of enterprises promotes skilled workers in economy. In accordance with
this it can be stated that learning and development session of organisation are supportive
economic growth. Donate, Peña and Sanchez de Pablo, 2016, stated that the training of
companies is focused on boosting innovation ability of staff where management focuses on
identifying individual skills of working. The identification of employee’s skills and creative
ability enhances performance for organisation and contribution for economy.
In contrast, Coff and Raffiee, 2015, outlined that workforce is a source of sustained
competitive advantage because it supports employee mobility. Employees are hesitant to invest
in firm-specific skills because such investments may come at the cost of developing general
skills. The investment of staff in firm specific human capital is necessary for value creation. The
major assumption on firm specific skills development is of employee retention. For example,
employee working for automobile company will be trained for technological tools used for
managing innovation automotive. By this means, employees see their growth for specific
companies regardless of the facts that developing skills for specific aid in sustaining advantage in
labour market.
Ways of Human capital development
According to Rocha, Ferraz and Soares, 2017, increasing employee satisfaction by
investing in professional development of staff helps the organisation in managing job
satisfaction. This is most systematic ways of managing workforce learning and developing
human capital within company. In learning and development session of organisation,
management focuses on learning needs of employees on the basis of individual job role. For
example, HR professionals of Mercedes Benz organisation learning session of employees on the
basis of departments and need of improvement. The training Mercedes Benz works in
partnership with Intex Business colleges to provide NVQ training in team leading and customer
services to its staff. The training academy began in autumn of 2010 and is performing well and
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has been actively involved by workforce of organisation (Mercedes-Benz drives Employee
Training, 2016). The training academy aim at employee ability to deliver excellent customer
services and also supports person development of employees. Thus, the strategy is considered as
ongoing learning support for employees of Mercedes Benz.
Figure 2: Elements of Knowledge management
(Source: The True Value of Learning & Development, 2016)
Further, as per the views of Cullen and Calitiz, 2017, knowledge management is
appropriate way of human capital development. This strategy aims at improvement, process,
employees, technology, practice, insights, information and advice. Knowledge management in an
organisation is planned and continuous management of tools, systems, processes, cultures and
structures to improve ability of workforce to create, share and use of knowledge for critical
thinking and decision-making to attain competitive advantage. The scholar outlined that need of
improvement in knowledge management strategy in automobile industry. This will enhance
employee ability to manage innovation ion automotive and their services on the basis of rivals.
The strategy of human capital development emphasizes on employee’s ability grab opportunity.
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This supports collaborative working ability of employees which is directly related to
development of human capital with respect to economic growth. Knowledge management of
organisation is focused on Four Pillar Framework that comprise leadership, organisation,
technology and learning.
Figure 3: Alignment of KM aspects with Four Pillars
(Source: Cullen and Calitiz, 2017)
According to Heckman and Mosso, 2014, talent management is another crucial aspect of
human capital development. Key components of workforce development comprise strategic
employee planning, acquisition and retention of talent, succession planning, career development
and compensation. It is important for the organization to focus on job satisfaction of employees
in order to retain talent within the organization. The best way to which is used by HR
professional of multinational firm to retain talent is compensation. As per the views of ____,
compensation employee for their unique work, efforts and productivity aid the companies in
managing innovation. Innovation capability of staff is the basis of developed human capital
within organization and for economy as well.
Molloy and Barney, 2015, articulated that talent sourcing has been one of the most
daunting challenges for HR professionals of enterprises in the automobile sector. Despite
employing over 19 million people, skill gap has been a major problem in industry.
Simultaneously, ‘talent churn, regardless of millennial over the past two decades is still limited.
This emphasize on key strategic thinking on HR managers of the organization to be innovative
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on the talent strategies at the workplace. Thus, in accordance with this, it can be said that
automobile industry needs to focus on capabilities of employees and workers to manage
creativity in initiative, bold new thinking and original product development in an age of digital
transition.
As per the views of Nyberg and et.al., 2014, performance management is essential aspect
of human capital development. This is the process of creating work environment where people
are able to perform best with their abilities. It is a never-ending process which is focused in
aligning workforce e, building competencies and improving employee’s performance. This is
done to improve business results and therefore organisations are focused on continuous training
and evaluation of performance of workforce. Performance management aid the manager of
companies to set certain target o increase productivity of employees with regard to increased
efforts. It is based on scope of work, business goals, efficiency of staff continuous monitoring,
prioritising, time and improvement in work.
As per Mahoney and Kor, 2015, it is identified that progress sin Mercedes Benz is
recognized by Apprenticeship program and also focus on increasing technical apprenticeship
program which motive of firm to ensure women in managerial roles. The programs are organised
to provide employee opportunity to work on own skills and learning. This offers practical
learning experience which is not specific to organisation but is for individual employees.
Impact of human capital development on the UK economy
According to Pelinescu, 2015, contribution to employees’ education is directly related to
eco nomic performance and enhancement. Skilled workers in economy reflects innovation
capability of country is major aspect which depicts growth. Economic development is based on
two measured inputs that is capital and labour. However, human capital analysis is related to
education and training of employees in organisations. Mobility of trained workers in labour
market is evident to economic growth. The individual human capital stock grows in economy
over the life cycle by means of investment first in schooling, later in job choice, job training and
job mobility. In contrast, KritiKoS 2014, stated that development of human capital affects
growth of economy and develops economy by expanding skills and knowledge of people.
Therefore, labour mobility is necessary as it increases opportunities for labour market. Economic
growth level is driven by business investment and consumer spending which determines the
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amount of skilled labour required. This is the aspect which helps in outlining need of important
in education system and on the job training of employees.
Jones and Chiripanhura, 2010, estimated stock of UK human capital by applying lifetime
labour income methodology to data from survey of labour force. In accordance with results. It
has been found out that annual discount rate of 3.5 % and annual labour growth productivity of
2% reflected market value of human capital of UK which was £16,686 billion in 2009. The
value is more than two & half times of estimate of Blue Book Net worth of UK for 2009 which
was £ 2,703 billion. However, in 2009, per head average human capital stock of working age
population was £ 419,326.
Figure 4: Full and employed human capital, real and nominal, UK, 2004 to 2017
(Source: Human capital estimates, UK: 2004 to 2017, 2019)
From Human capital estimates, UK: 2004 to 2017, 2019, outlined about real human capital
stock of UK of 2017 which was £20.4 trillion which is equal to over 10 times the size of Gross
Domestic Product of UK. In 2017, human capital stock of UK grew by 1.8 %in current price
whereas the real human capital stock fell by 0.8 %. The fall was the first fall of human capital
stock since 2012 and denotes slower growth of economy as per consumer price index. Further,
per person annual growth in real human capital stock in 2017 was lowest among people of age
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26 to 35 years and 16 to 25 years at negative of 0.9 % and 1.1 %. However, overall changes in
human capital stock of UK differ in trends across groups and regions of population. The
difference is evident among people with degree of higher qualification. In accordance with this,
it is outlined that the average real human capital stock of people living in West Midlands fell by
5 % in 2017 which was the biggest drop of six year and denoted negative real earning growth.
Apparently, the average real human capital stock of those of people living in Midlands with
degree or higher qualification increased by 9% in 2017 to £564,79. Apart from this, it is
identified that value of human capital stock of average people of age between 16 to 25 years with
degree or higher qualification fallen by 8 % during 2004 and 2017. In 2004 the pay premium for
obtaining a “first and other degrees” was 41% compared with the UK and by 2017 it reduced to
24%.
In accordance with this, it can be said that human capital development is about employer
efforts for managing improvement in employees’ skills and education of people. The skilled
workforce in economy is the major asset to growth and innovation making abilities of region.
Therefore, continuous learning with organisation and high degree qualification of youth
population are the major influential factor of UK economy.
Theme 2: Benefits of human capital development on Mercedes
As per the views of Noe and et.al., 2017, human capital development leads to various
benefits to organisation as well as to economy. The major benefit of developing workforce is
increased employee satisfaction and improved retention rates. Job satisfaction is the key aspect
of success, improved productivity and innovation in job role. To manage job satisfaction of
employees, automobile industry is focused on maintaining occupational health and safety of
workers which is foremost concern as the major of workers works in accident prone areas with
advanced tools. Further, the organisation organises continuous training with regard to changes in
business environment, competitors, technological advancement and need of innovation. This
helps the management in protecting employees’ interest and improved workplace skills and
knowledge of staff. The focus on improvement on competencies of workers helps in serving kb
satisfaction and booting individual capability to grab labour market opportunities.
Shah and Steinberg, 2017, articulated benefits of human capital development in
companies like employee’s engagement which is encourages via informal and formal training
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session and learning programmes. In this employee are able to interact and share own skills and
competencies. The interaction over competencies is the best way which boost morale of workers
and encourages individual interaction. Communication at workplace is a key employee’s
engagement and learning. For example, working environment of Mercedes Benz is regulated by
people where company aim at nurturing, retaining and attracting best people and empower them
to deliver personalised and genuine experience. The company considers its employees as most
important asset and therefore aim at keeping workforce motivated and engaged. The employee’s
engagement is the key aspect which allows firm to attain competitive advantage. In accordance
with this, management of Mercedes Benz aim at continuous improvement of employees on the
basis of individual competencies. Further, employee engagement platform of Mercedes Benz is
based on record engagement within all departments of business. This promotes instant
communication among employees on important matters. This aid the management in analysing
employees’ capabilities and providing better place to work and engage.
In contrast, Ashourizadeh and et.al., 2014, stated about improvement in company culture
as a benefit of human capital development within organisation. Culture of organisation is based
on 4 aspect that is role, task, power and politics. It is important for the management of
organisations to focus on managing effective role culture which help in managing employee
attitude towards job role. Management of Mercedes Benz focused on maintaining stability in role
culture by for which professionals aim at delegating authorities as per defined structure. Power
denotes employee expertise which is the prior focus of organisation. This define individual work
and skills for particular job role. This delegation supports learning of new employees and
promotes continuous Human capital development within organisation. Apart from this,
organisation emphasize on task culture at workplace which aim at team working and achieving
business goals. Task culture with automobile industry is managed to manage employees work
according to individual innovation making ability. Task culture supports creativity an expertise
in work which denotes developed human capital of organisation. As per the views of Wright,
Coff and Moliterno, 2014, culture of organisation is evident to developed human capital of
organisation because it reflects positive working environment and coordination and cooperation
among employees. Coordination among workers reflects individual interest in working together
which promotes shared learning environment within firm. Shared learning helps workers in
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developing understanding over own strength and weakness which is the beneficial step to human
capital development.
In contrary, Spring, 2015, discussed about organisational communication which is a
benefit of investing in your human capital development. This denotes informal and formal
interaction of employees which depicts individual interest in work. Better communication leads
to better employee satisfaction and engagement. This improvement, in turn, leads to
enhanced overall productivity and performance. Communication is the basis aspect of
improvement and therefore Mercedes follows matrix function structure which promotes
interdepartmental communication. This allows employees from different areas of work to
interact and work with respect to shared working environment. As per the views of Deng and
Poon, 2014, working with shared perspectives and thinking allows employees to work with
innovation and aid in building individual working capacity.
In accordance with benefits of developing human capital Eder and et.al., 2016, articulated
about HR management. Human resource development is specifically focused on career
development, training and learning of employees with regard to changing business environment.
Development efforts of HR professional of organisation are focused on managing effectiveness
in key competencies of employees. The scholar outlined set of practices for human capital
management and development which comprise, maintaining, retaining, recruiting, developing
and rewarding workforce. There are different approaches which are used by HR managers of
organisation to enhance working on HRM practice. For example, for recruiting developed human
capital modern organisations are focused on online staffing which aid in hiring diverse
workforce which supports innovation within enterprise. However, for selecting millennials HR
professionals conducts competence-based test and panel interview which aid in deriving
individual ability to working in dynamic business environment.
On the other hand, Davis, 2010, stated about approaches of training employees which is
essential aspect of human capital development for company as well as for economy. Training
offers continuous learning of employees which reflects skills and competencies of workers. Skill
enhancement of employees is development of skill which will help employee in succeeding at
workplace and will also add to career growth. For example, Mercedes Benz has its own training
Apprenticeship programs which focuses on nurturing and training millennials on the basis
business environment and diverse customer needs (Apprenticeship Training, 2019). The major
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advantage of the apprenticeship training at company is in boost in ability of employees to work
independently. According to Ramingwong and Sopadang, 2015, it outlined that Mercedes offer
two stream apprenticeship training where first is related to automotive where learner choose
Motor mechanic and Automotive electrician. Second training is equipment and plant oriented
which comprise learning over Millwright, Electrician or Fitter and Turner. According to Kruss
and et.al., 2015, human capital development with respect to working independently skills which
helps staff in becoming self-aware, self-correcting and self- monitoring. This is the competence
which aid the workers in enhancing own working capability and management improvement in
own work. The skill enhancement is beneficial for human capital development of organisation as
well for economy. For instance, if in case skilled workers of Mercedes Benz leaves organisation
because of any reason like salary concerns, opportunity, etc. then it is beneficial for the other
organisation in economy as the individual is self-sufficient to manage own work, accept
challenging task and set innovation in own work. On the other hand, Popa, 2015, stated that
independent working skill of one employee sets competition and benchmark for working which
aid in increasing productivity and improvement in work of staff.
Further, Jamali, Dirani and Harwood, 2015, discussed about HR management on the
basis of rewarding and retaining workforce. This is another aspect of human capital development
which is focused on employee’s motivation. Motivation is necessary for human capital
development as it regulated organisational policies and management for retaining skilled
employees. In accordance with this, Mercedes Benz focus on providing flexible working
condition to employees. As per this HR professional of organisation supports staff by allowing
individual to work according to own convenience like by taking week of and working own
Sunday, apprenticeship training is also organised on on-the job time. These all HR practices of
automotive company aid in gaining employees interest. According to Shiel and et.al., 2016,
retention of employee is beneficial for human capital development as it supports improved
culture of company. Another benefit of investing in human capital is improving your
organization's culture. Better employee satisfaction, engagement, and communication lead to an
improved overall culture. The happy culture increases your employees' productivity, which
improves bottom line.
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Theme 3: Strategic outcome of what will help enhance the growth and development of Mercedes
Benz in UK
In accordance with Fischer, 2019, with Development of Mercedes Benz in UK depends
upon four future oriented fields which can be set to radically change the nature of mobility;
greater vehicle connectivity, advances in automated and autonomous driving, the development of
digital mobility, and transport services and electric mobility and enhancement. Their training
objective should be clear and they should intend to continue to be a leading vehicle manufacturer
while developing in to a leading provider of mobility services in UK. Every strategic action of
Mercedes Benz should revolve around one thing, Customer. Therefore, it can aid in innovation
making capability of Mercedes Benz's UK which will support growth and development of
company.
As per the view of Shaw, (2019) By strengthening their global core business: There goal
should be to continue their global growth in all the vehicle segments in which they are
represented and also in the service segments of UK. They should try to thrill their customers with
outstanding innovative products and strong brands. They can also use their earning power
generated by their core business to make extensive investments in the big future developments of
their sector in UK. Through their strong worldwide network, they should create a foundation
which will help the company in flexibly reacting towards the changing preferences of the
customers and the market conditions. They should plan for expansion of their different units that
includes service, development and the production units globally.
In accordance with Parvathalu and Johnson, 2017, company can involve in Leading in new
future fields. They should opt for CASE where C stands for connected, a is autonomous, s means
shared services and electric. These are counted as the areas within which they need to focus in
order to attain growth and the development in the future. They are been seeking for facilitating
the mobility services with providing user-friendly services and the products which in turn
simplify the mobility and the lives of the customers. They can electrify their cars, trucks, vans
and buses, and in the car segment they can electrify their complete portfolio as connected
vehicles and digital services are already an important purchasing criterion today in UK. At the
cultural level Mercedes Benz should start responding to the transformation of the auto industry
by adopting their corporate culture to the new challenges of UK market which will help them in
their growth and development. They should focus on Increased challenges and the dynamism
21

within the automotive sector needs fast pace of the agile action and the innovation which is
directly aligned with the customers and the markets. In order to develop cooperation among their
employees, they should opt for the development of the new leadership culture program. They
should reinforce entrepreneurial spirit, creating more and more space for bringing innovation.
For ensuring growth and the development in future periods, they seek for promoting the new
methods for the development and the new models in relation to the interdisciplinary cooperation
in targeted way.
As per the opinion of Strenkert, Schildhauer and Richter, 2018, strengthening their
divisional structure: With three powerful companies under one umbrella; Mercedes Benz AG,
Daimler Truck AG, Daimler Mobility AG, the group should try to give itself more flexible and
focused structure. Focusing by the new companies on their customers, markets and core
competencies, new growth and earning potential can be tapped in UK.
In accordance Sureka and Bansal, 2016, stated about setting benchmark for each of these
strategic components should be their fifth and most important C: Mercedes Benz should try to
create strong divisions with an even sharper focus on UK customers and market. For this
Daimler AG can be the connecting element that will ensure cohesion and the impact of global
corporation. Through these five components, Mercedes Benz can transform their company from
a leading auto-maker, achieve profitable growth, increase the value of their company and
significantly shape the future mobility in the UK market.
As highlighted by the Delery and Roumpi, (2017), it has been reviewed that there are
some other key growth strategies that should be adopted by Mercedes Benz for gaining success
in the long run. Establishing the value proposition is the major growth strategy that helps in
sustaining their business towards long run growth. For creating value, they must consider the
customer expectations and providing them a luxurious experience. The interiors are been
designed for the purpose of encompassing the comfort that is been outfitted through quality
material. The research and the engineering team of the Mercedes Benz can look for new
advances regarding the safety segments and new features like automatic emergency brake which
helps in minimizing and avoiding accidents. This leads the company towards high growth and
the development with stability and sustainability in the overall market across the globe.
22

Hollenbeck and Jamieson, (2015), viewed that, Mercedes Benz can achieve growth in its
business by identifying their ideal customers that the places or the countries where it is serving
has its ideal customers or not. They must nail down their ideal customers and reverting back
towards their ideal audience helps them in stimulating the growth in future. By defining their key
indicators, they must measure the changes through determining the key indicator that impacts the
growth of their business and for correcting it they must dedicate their time and the money within
that areas so that it doesn't hampers their growth and development in the coming years.
It has been stated by the Aryee and et.al., (2016), making verification within their
revenue streams helps them in achieving more profits or earnings in the probable periods.
Identifying potential revenue streams like developing great ideas and assessing the areas within
which the company can expand its market results in gaining sustainable success for the longer
period. Looking towards the competitor for understanding their growth strategy is also a major
factor that the company must focus on. They must make analysis of the competitive forces that
helps them in determining degree in relation to the inflow of the investment and the ability of the
organization for sustaining the above-average earnings. By adopting the competitive strategy,
they can attain success in the new and the growing market.
23

Figure 5: Strategy of Human capital development
(Source: Saddington, 2015)
Marvel, Davis and Sproul, (2016), reviewed that, they must focus on the strengths instead
of making improvement on their weaknesses in order to establish and develop the effective
growth strategies. This leads to reorientation of the playing field that for suiting the strengths and
in developing them for the purpose of growing their business. Investing in the talent is also a
major strategic outcome that helps the company in leading its business towards growth. They
must hire such employees who are been fully inspired and motivated by the value proposition of
Mercedes Benz. Human capital act as the most important resource that plays a significant role in
development and the growth of an entity.
In view of the Donate Peña and Sanchez de Pablo, (2016), it has been analysed that
Mercedes Benz can opt for diversification as the growth strategy within which it will be
launching its new products and the services on the previous unexplored markets. Vertical
24

diversification is been considered as most suitable where Mercedes Benz can enter into the
supplier segment that is the engine transmission company. Mercedes Benz can also adopt
product development strategy where it will be bringing innovation and creativity in respect of the
new products globally. Ideas relating to the product development could be obtained by making
the investment in the R&D of the additional products and by making the assessment of the
distribution channels of Mercedes Benz.
25

CHAPTER 3 RESEARCH METHODOLOGY
Research Methodology is defined as a particular process, concept, technique with the use
of which researcher can make identification, selections and analysis of data as well as
information gathered. By selecting appropriate research methodology process, it assists in
successful completion of the research project (Kumar, 2019). Different parts of research
methodology are required to be followed for making research proper and effective.
Research Type
Research is a process of making in depth study of a specific subject matter with the help
of different scientific modes and concepts. It is considered as one of the systematic procedures of
investigating or inquiry which has been conducted with the aim of describing, forecasting,
explaining and having control over the information as gathered. Research has been classified into
different types which can help in gaining better understanding about research topic (Mackey and
Gass, 2015). Most basic type of research includes Qualitative Research as well as Quantitative
Research.
The qualitative research type helps the researcher in generating in depth as well as better
quality information in line with the subject matter. With the help of such type, one can learn
about new values, concepts, experience as associated with the research topic. Such type of
research is important in case of behavioural sciences having its main aim of discovering as well
as observing underlying aims of behaviour of particular human. It is having its main focus on the
qualitative phenomena such as emotions, attributes, values, thoughts. Also, it deals with the non-
statistical part of the information and provides better interpretation of information gathered from
case studies, observation, face to face interviews etc.
In case of Quantitative research, emphasis is made on use of numerical or statistical data
in relation to the topic of research. By making use of different types of mathematical, numerical
as well as statistical tools, analysis of data has been done by the researcher for providing other
scholars with better understanding and interpretation (Silverman, 2016). Such study helps in
determining relationship among two variables as collected from sample.
26

The researcher in completing this research project has made use of qualitative research as
it has helped in determining different information about values, concepts, thoughts, feelings as
perceived by particular respondent among large population. With the help of open-ended
questions, in depth interviews, conversion communication etc. quality and relevant information
along with ideas, hypothesis has been collected.
Research Philosophy
It is belief, concept or custom related to the manner as per which researcher is required to
collect, gather, analyse and evaluate relevant data for making research project more effective and
reliable. It basically deals with the nature, manner as well as sources crucial for the development
of knowledge factor in line with the research topic (Flick, 2015). For every research study,
research philosophy is considered as one of the most important part of research methodology. By
formulating own beliefs, values or assumptions researcher can gather best information and can
make effective analysis of it.
Research philosophy is basically of two types named as Positivism and Interpretivism
philosophy. Positivism research philosophy deals with the scientific part of research topic by
making more emphasis on aspects such as surveys, questionnaire and statistical data collected.
With the help of positivism theory, knowledge related to natural phenomenon, relationship in
between them can be better understand.
The Interpretivism philosophy deals with the humanistic analysis on the basis of
qualitative methods. It thus helps in providing deep insight about different thoughts, concepts
and serves better understanding to the respondents (Ledford and Gast, 2018). Such philosophy is
based on naturalistic approach for collecting data and information as required by the researcher
with the help of interviews, observations etc. In this philosophy type, data can be collected with
the help of small samples, in depth interviews, inquiry or investigation in context of qualitative
phenomenon.
The researcher has been using Interpretivism Research philosophy as it offers with the
facility of better understanding, interpretation about data collected. This philosophy is considered
as one of the best means for Qualitative research type because it provides both the researcher as
well as other scholars option of gaining in depth knowledge about the research topic. By making
use of Interpretivism philosophy, researcher has been able to incorporate human interest in the
27

research topic as well which can further benefit other scholars in completing their own research
studies.
Research Approach
Approach is considered as a plan, procedure, system which comprises of several different
types of steps related to all the values, beliefs as well as assumptions made while undertaking the
process of collecting, analysing and making interpretation of data (Quinlan and et.al., 2019).
Researcher has been required to make proper disclosure about the type of research approach used
in successful completion of the research project. Also, specification is required to be made by
researcher that how the information about research topic has been collected and interpreted by
breaking it into different points.
Research Approach is of two types i.e. Deductive & Inductive approach. Deductive
research approach is related with the formulation of hypothesis as required for undertaking
proper and smooth quantitative research process (Fletcher, 2017). It focuses on checking validity
of all the theories, assumptions as well as hypothesis made so that evaluation made in respect of
data gathered is of reliable nature.
Inductive one lays its emphasis on undertaking effective observation along with all the
theoretical aspects related to the subject matter of research topic. It doesn't involve process of
hypotheses formulation and begins with research aims, objectives and questions which is
required to be achieved while performing of research study.
The researcher has used Inductive approach for this research project as it has provided
logical thoughts, concepts about all the data as well as information collected. It also provides
emphasis on making of new and better effective theoretical framework via observation done
(Norris, 2016). This approach type has helped researcher in deriving quality understanding about
research topic selected.
Sampling
For a researcher to conduct research study in successful and effective manner, it is required
to gather all the crucial as well as relevant information about the subject matter. Studying whole
population is not possible for researcher while performing research function, there sample
technique is taken into consideration. By selecting some sample out of large population, data is
gathered as well as analysed for having better and clear interpretation about the subject matter
28

(Krippner, 2018). It refers to the practice of selecting the units from the population of the interest
for the purpose of making the sample study.
Specifically, there are two types of the sampling technique that include probabilistic
sampling and non-probabilistic sampling. Probability sampling means the technique within
which the sample is been selected from the large population by making the use of the method
that are based on probability theory. This means that everyone will be getting an equal chance of
being selected from the entire population. On the other hand, non-probabilistic sampling is the
method where samples are been gathered within the process that doesn't give equal chance to
every individual of getting chosen. Under this the scholar selects the sample on the basis of the
subjective judgement instead of the random selection.
With reference to this research report, random sampling has been used by the investigator
which is considered as the probabilistic sampling as it best suits in making the qualitative study
more useful. The sample is been taken as 50 employees of Mercedes Benz for making the study
more useful and reliable. This sampling technique helps in eliminating the sampling bias as equal
chance is been given to the population of being selected. It is best sampling tool because
producing the random sample is very less complicated as compared to the other methods and is
very easy to understand. Thus, researcher has selected 50 employees of Mercedes-Benz for
collecting data with the help of questionnaire prepared.
Data Collection
The process of data collection is related with gathering, collecting, arranging and
managing of all the information for its further usage. It is required on part of researcher to
gathered relevant, appropriate information from all sources available so that research questions
of crucial nature can be answered in proper manner (Long, 2016). It is also related with testing of
hypothesis formed for evaluating outcomes in an effective manner. Collecting relevant and
adequate data is very much important for successful completion of the research study.
The process of data collection is divided into two types named as Primary data collection
method and Secondary method. Primary source of data collection is a method of collecting
information directly from fresh or first-hand sources. Survey, direct communication,
experiments, observation are some of the means which can assist researcher in having full
control over fresh information. Secondary means of collecting data means a process in which
data related to research topic has already been collected by some other researcher, scholars etc.
29

(Gray and Malins, 2016). The secondary data is not fresh as it is already collected as well as
analysed by more than one user. One can collect required data with the help of books,
magazines, journals, articles etc.
For conducting Qualitative research project in most successful manner, researcher by
making use of primary sources can collect data such as interviews, open ended form of
questionnaires, observation, case studies etc. Also, data collection and analysis tool of research
that is secondary sources and primary data collection which will be via survey questionnaire.
Researcher has gathered data from both the primary as well as secondary sources by taking into
consideration questionnaire as prepared (Rodrigues and Rosa, 2017). Such questionnaire
prepared has been useful for researcher in collecting relevant and reliable data from 50
employees of Mercedes Benz.
Furthermore, for development of brief thesis and concepts in line with the research topic,
researcher has made use of secondary sources of data such as books, journals, articles etc. It thus
helps in providing better understanding of data to all other researcher as well as scholars in
completing their own research studies.
Data analysis
After the process of data collection is completed, researcher is required to proceed further
with next step of analysing such data. Data gathered is required to be analysed in a proper and
effective manner with the help of appropriate statistical as well as mathematical tools (Hartas,
2015). All the collected data from the primary data collection method is required to be
interpreted in such manner that it can assist in making proper comparison in between all the
accumulated information.
Researcher has made use of thematic analysis tool for making correct and meaningful
analysis as well as interpretation of data as collected. Furthermore, themes in line with the
research topic has been formed with the help of survey done and questionnaire prepared.
Interpretation of data on the basis of different themes is considered as one of the most important
part of data analysis (Hammersley, 2015). Thus, by making use of thematic analysis tool
researcher has been able to make proper interpretation of all the data and information gathered.
Different types of themes have been prepared along with the questionnaire for supporting
data analysis process in an effective manner. Furthermore, by making use of several themes,
30

proper interpretation can be made in an easy way depicting about the type of research and its
subject matter. With the help of themes as formulated in line with the research topic, researcher
has been able to conclude the findings of research study. Thus, it has been able to provide better
understanding about research project to large number of researcher as well as scholars in
completing their own research study.
Ethical Consideration
Ethics has been defined as basic norms, standards which are considered as one of the
most essential aspect to be followed by the researcher. By laying down strong ethical systems, it
has helped every researcher in maintaining decorum of conducting research process. Also, it
helps in making differences among wrong as well as right research procedures as undertaken by
number of scholars, researchers etc. (Collison and Marchesseault, 2018). While conducting
research study, it is required on the part of researcher to make compliance of all the applicable
standards, norms as well as quality measures.
In completing this research project, researcher has made compliances of all the ethical
norms as requisites and specified. By taking into consideration, ethical norms it helps in
determining crucial differences in between behaviours which can be acceptable and which is not
of acceptable nature. Considering ethical issues is one of the most important part of research
methodology. In successful completion of research project, all the ethical norms, values and
standards has been complied with (Pardo and Prato, 2016). All the respondents taking part in
questionnaire has given their written consent by filling in the participation form. Also, not a
single employee or respondent has been forced to become part of this questionnaire as prepared
in line with the subject matter of research topic. Every respondent has taken willing participation
in this process.
Furthermore, all the data has been collected from number of different websites as well as
sources keeping in mind both the reliability and relevancy aspect of data. Also, no data or
information has been copied as it is in the research project after collecting it from different
sources including primary as well as secondary (Bhaskar and Manjuladevi, 2016). Total
rephrasing of data has been done for making use of it in research study. Along with it, privacy
protection in respect of all the respondents taking participation in the research study has been
31

ensured. Confidentiality has been maintained by the researcher of data collected for protecting it
from getting misused and disrupted.
Research Limitations
In every research study, researcher has to face number of limitations which are not in
control of researcher. Research limitation are defined as those influencing factors which creates
negative impact on the scope of research project. For successful completion of research project,
it is required on part of researcher to make proper compliance of all the ethical norms and
standards as specified (Ary and Walker, 2018). By adhering to concepts and beliefs, researcher
has been able to deliver best quality work.
Limitation imposes restrictions on selections procedure which has to be overcome by
researcher by making use of key words related to the subject matter of research topic. Such
restrictions are generally in respect of selecting of appropriate research methodology and its
related works. Generally, limitation in research study are of shortcomings or such conditions
which are out of control of researcher and thus have impact on overall research study. For
completing this research project, limitations faced by researcher includes process of collecting
data, time constraints, financial as well as other research related resources, sample size etc. Also,
it is very much important on part of researcher to select appropriate and best method for
completing the whole study.
By making use of key words such as Human Capital Development, its benefits and
contribution in the development of economy etc. has been used by researcher. Time, financial as
well as accessibility constraints has been faced by researcher while carrying on research study
(Bresler and Stake, 2017). For overcoming such time constraints, available resources has been
used in much effective manner such as previous research projects, articles, books, annual reports
etc. It has helped researcher in gathering of relevant data about company.
Another limitation affected researcher is related with availability of low financial
resources. Due to financial constraint, it has restricted researcher from making use of new and
better improved systems related to human capital development and its contribution in
development of both the company as well as of the economy as a whole. Such limitation has
resulted researcher from limiting the use of fresh information as available under the primary
sources of data (Dikko, 2016). This has affected the study of researcher thereby resulting in
32

making use of secondary sources of data such as books, journals, articles as published from the
perspective of gathering of the best and relevant data about the company.
Reliability and Validity
For every research study, it is very much important to have best quality work done by
ensuring that all the research related standards have been followed. Research done in any subject
matter is required to have reliable as well as viable nature in it. Research either of qualitative
type or of quantitative nature should contain reliability and Validity characteristics (Ledford and
Gast, 2018). When it comes about reliability aspect of research study, it means that there should
be consistency enough that in case if any researcher is required to consider this project, the
results or outcomes produced will be of same nature. Thus, it should be capable of producing
same results and outcomes on repeating of it.
Validity on the other hand means ensuring accuracy as well as correctness of the research
study made. It helps in determining whether outcome received from completion of research
project is appropriate and meaningful nature or not (Rodrigues and Rosa, 2017). Furthermore, by
conducting Validity testing, it helps in ascertaining the extent to which data as well as
information gathered is having feature such as plausibility, credibility and trustworthy. Validity
of research ensures that all the tools, techniques and methodologies used for completing research
is appropriate and proper which helps in delivering of correct outcomes and findings.
In context of research, reliability aspects refer to the degree which helps in measuring the
extent up to which solutions or answers as provided by the respondents are of reliable nature.
Also, such data collected can be used further in making crucial business-related decision by
making proper interpretation. Reliability is considered as a system which helps in ensuring
whether the researcher has been able to receive same outcomes or not on applying same tool on
same type of sample set (Mackey and Gass, 2015). When it comes to Validity aspect of research
project, it is important for researcher to deliver relevant information about the subject matter so
that it can be used by other scholars as well.
33

Ethical statements
While conducting the whole research project, researcher has made compliance of all the
ethical norms and standards. No data has been copied and paste as it is directly from the internet
or website sources. Proper rephrasing has been done before making use of gathered data and
information in completion of the whole research study by the researcher. Furthermore, key words
such as human capital development, globalisation, etc. has been used by the researcher for
gathering of relevant and proper data. Also, before collecting data all the respondents has filled
the consent form in writing depicting about their willing participation in giving detail about the
research related subject matter. No respondent has been threatened to provide information about
the subject matter. All the data and information has been collected from number of different
websites as well as sources by keeping in mind both the reliability and relevancy factor of data.
34

CHAPTER 4 DATA ANALYSIS AND DISCUSSION
35

Questionnaire
Name:
Age:
Gender:
1. Are you aware about the concept of the contemporary human capital development?
 Yes
 No
2. What according to you is the essential aspect of human capital development in the business
organisation?
 System enhancement
 Learning management
 Organisational integration
 Competency development
3. Are you aware about the different ways of developing human capital?
 Yes
 No
4. Do you believe that the human capital development within the business organisation leads to
the economic growth?
 Yes
 No
5. What according to you is the best approach of the human capital development in case of
Mercedes Benz?
 Apprenticeship training
 Ongoing professional development
 Coaching and Mentoring
6. How human capital development of the Mercedes Benz in UK has impact on the economy of
the country?
 Flow of skilled labourers
 Diversity in work practices
 Increased labour inputs
7. Do you believe that the human capital development contributed to the Innovation and
36

Sustainability of the Mercedes?
 Yes
 May be
 No
8. What are the benefits of the human capital development on the Mercedes?
 Employees engagement
 Improvement on company culture
 Human Resource management
 Improved communication and coordination
9. What according to you is the success factor of the human capital development of the Mercedes
in UK?
 Leading development Programs
 Management Processes
10. What strategies are implied by the Mercedes Benz in UK to enhance the growth and
development?
 Competency development
 Organisational integration
 Learning development
11. Can you recommend strategies which can enhance the growth and development of the
Mercedes Benz in UK
Data Analysis and Interpretation
Theme 1: Yes, majority of the employees of the Mercedes Benz are aware about the
concept of contemporary human capital development
Are you aware about the concept of contemporary human
capital development? Frequency
Yes 37
No 13
37

In accordance with theme formed it has been outlined that majority of the employees
working in the Mercedes Benz are aware about concept of human capital development. As per
the survey conducted, it has been identified that the human development within business
organisation is considered as one of the beneficial approach for bringing in improvements in the
overall business skills and competency level of its workers as well. This further helps in
promoting integration among employees when working together in the same team or group of the
company. However, only few employees stated about the successful management of learning
within the business operations of the Mercedes Benz. Furthermore, it has been evaluated that
when selecting managed seeks for the purpose of academic learning skills of workers and other
competencies are developed with the help of on-the-job training. Some employees in survey
stated points like the development of human capital is one of the essential aspect for the success
of business because it helps in enhancing the working productivity of the staff. Moreover, staff
discussed about improvement in the cost efficiency and waste management which is directly
related to the employee growth and development.
On the other hand, few participants were unaware about the concept of human capital
development but were aware about terminologies like training and development, learning,
coaching and mentoring as provided by the company. Thus, from the analysis it can be said that
the employees of the company understand the needs and importance of human capital
development. Auto mobile industry nowadays mainly depends on making use of the most
38

appropriate and better improved techniques, features and updated technologies with the aim of
capturing of large market share as well as to increase its customer base. This will further assist
the company in making large profit and improving the overall efficiency and performance level.
Theme 2: Competency development is the essential aspect of the human capital
development in the business organisation
What according to you is the essential aspect of human capital
development in organisation? Frequency
System enhancement 13
Learning management 11
Organisational integration 8
Competency development 18
From the above theme, it can be interpreted that majority of employees of Mercedes -
Benz believe that the competency development is one of the major aspect of developing human
capital for every business organisation. This is considered as one of the element which allows
company to make focus on the career development of the employees which will be beneficial for
39

from the point of view of economic growth and development as well. Apart from this, as per few
respondent system enhancements is the aspect which is focused by ensuring development of
employees’ skills because it improves the way of working and increases the overall business
productivity level. As per the views of employee, it can be articulated that the system of
organisation is based on making employees work according to the dynamic business
environment. Therefore, focus of Human Resource management of the company is always on
human capital development which in turn helps in promoting diversity among its business
employees. For example, Human Resource manager of the automobile business firm presents
link between the profitability aspects and employee learning and development. Employees
during the survey stated that the workforce alignment and corporate culture of the Mercedes
Benz has aimed at gaining support so as to improve skills and knowledge base of its workers as
well as staff in order to meet the different demands of business and its customers in the market
place. Furthermore, emphasis is made on ensuring proper capital as well as human resource
management in the company so as to capture the current market opportunities as prevailing in the
market and gaining of the competitive edge.
Theme 3: Yes, majority of the employees of the Mercedes Benz were aware about the
different ways of developing human capital
Are you aware about the different ways of developing human capital? Frequency
Yes 41
No 9
40

From the above specified table, it has been identified that the majority of the survey
participants were aware about all the ways of developing Nahum capital. As per views of
employees, it can be articulated that the human capital development is one of the approach for
enhancing skills and competencies level of the workers which plays a crucial role in the making
improvement in the level of productivity of business. Some of the participants has discussed
about the talent management and knowledge planning practices as adopted by the business
organisation which promotes activities such as skills diversity. Employees in the survey specified
about training and development session of the organisation which encourages continuous
development and on the job learning programme for the workforce. On the job training in case of
the Mercedes Benz is very effective approach of developing human capital because it allows the
management to share employee attitude and behaviour towards work (Mercedes-AMG Drives
Performance with SAP SuccessFactors Solutions, 2019).
These way are not limited to the skill enhancement and knowledge development but also
promotes to the inter personal relationship of the staff. On the other hand, employees has also
discussed about the Knowledge management programme which is defined as a process of
creating, sharing, using and managing of available information and knowledge within the
organisation. It is a multidisciplinary approach which has its main focus on achieving
organisational objectives thereby making the best use of available knowledge base. Thus, in
accordance with the discussion made it can be said that majority of employees were aware about
41

the ways of human capital development and the ones who were unaware had partial knowledge
over on the job and off the job training programmes as offered within the business organisation.
By seeking benefits from such management programmes, most of the employee's can bring
improvement in their business performance level and thus can contributes to economic
development of the company.
Theme 4: Yes, majority of the participants believes that the human capital development
within the organisation leads to the economic growth
Do you believe that the human capital development within the
organisation leads to the economic growth? Frequency
Yes 36
No 14
In accordance with the above mentioned theme, it has been outlined that by developing
human capital within the organisation it aids in the economic growth of the company as well as
of the country too. Also it helps in promoting diversity related to the skills of the employees.
Development of the workforce within the organisation is considered as one of the aspect for both
the personal as well as professional development which leads to the flow of skilled workers in
the economy. The best example quoted in the survey conducted by the employees was related to
42

the aspects of the apprenticeship training programme of the Mercedes - Benz where the
management of the company encourages the basic industry learning of its employees. As per the
learning programmes,it helps the employees in gaining more and making them capable of
learning and exploring of own competencies for both the specific areas of the work. The flow of
skilled workers of the automotive company in the economy of UK reflects over the facts that
knowledge people gain through education aid in the developing economy and supports economic
growth whereas the workers with academic knowledge tend to have higher earnings which
supports increase in economic growth. The views of majority of the employees can be justified
by stating that the economic growth of the country depends on human capital formation of
country and therefore it is important for the organisations to focus on learning and development
of the workforce so as to manage the overall growth of the economy. According to Shah and
Steinberg, (2017), the positive effects of the human capital development on the economy
comprises of improvement in life expectancy, skills and knowledge of people.
Theme 5: Apprenticeship training is one of the best approach of the human capital
development in case of the Mercedes Benz
What according to you is considered as the best approach of the
human capital development for the Mercedes Benz? Frequency
Apprenticeship training 22
Ongoing professional development 19
Coaching and Mentoring 9
From the above mentioned theme, it has been evaluated that the best approach of
developing human capital in case of the Mercedes Benz is Apprenticeship training. It is
considered as one of the best approach as it focuses on the development of employees skills and
capabilities from the very basic industry level. As per the views of employees it has been
identified that the individual seeks for the career development and better opportunity with
respect to the professional growth and salary increment. Employees in survey has discussed
about the need for development of human capital which is considered as one of the fundamental
43

source of the economic growth. Improvement in the workforce is beneficial for increasing
productivity and technological advancement. As per this it can be interpreted that focus of the
workforce is made on the career growth and success, therefore continuous learning within the
organisation helps in boosting individual morale for working with the firm in more efficient
manner and focusing on future growth (Keep up-to-date in your specialization area Learn,
2019). In this contrast, to the apprenticeship program employees stated that the apprenticeship
training by Mercedes is one of the effective approach of investing in the human capital formation
as it focuses on learners interest and boost in technical career by providing all the practical
learning (Apprenticeship Training, 2019).
On the other hand, only few participants shared there opinion in case of on the going
professional development of the automotive company. The participants of study stated that the
knowledge base that employees gains usually derives their success for tomorrow. Focus of the
management of the Mercedes is more on the On going professional development. This
programme can be made more successful by offering educational facilities in its own corporate
academy related to required as well as specialised business areas. The automotive company has
its own Mercedes - Benz learning academy which is both an trade test centre as well as
accredited training provider. The employees of the organisation are satisfied more with the
learning services as it offers practical exposure as well as knowledge about concentrated theory.
44

Theme 6: Increased labour inputs is one of the major impact on the economy by the
human capital development of the Mercedes Benz UK
How human capital development of the Mercedes Benz UK has
impact on the economy of the country? Frequency
Flow of skilled labourers 16
Diversity in work practices 12
Increased labour inputs 22
From the above theme assessment has been made that the human capital development
initiation programmes of the Mercedes Benz helps in making contribution to the economic
growth of the country. Also, it has been identified that the company is required to make focus on
unemployed learners working in the company which are being paid stipend for the training
duration. In this individuals are trained to work with all the necessary as well as requisite
protective equipments which are required to be maintained in the workshop environment of the
company. The learning employees and interns also reflects support or backbone of the company
thereby assisting in ascertainment of the economic growth (Benn, Edwards and Williams, 2014).
In accordance with the survey participants, it can be articulated that the training and learning
programmes within the organisation helps in economy growth thereby increasing labour inputs.
45

Continuous learning at workplace helps in enhancing the working productivity of employees and
further in case employees, they find it as one of the better opportunity for learning and skill
development. It will be considered as one of the most permanent and continuous business
process for all the individuals so that they can perform with the same efficiency also at the other
workplace which is supportive factor for the economic growth. Apart from this, few employees
of the Mercedes Benz believes that the flow of skilled labours is one of the major benefit to the
economy ranging from the training aspects of the company because on the job training session in
the companies are more focused on the skill enhancement of the workforce.
Theme 7: Yes, all the participants believes that the human capital development contributed
to the Innovation and Sustainability of the Mercedes
Do you believe that the human capital development contributed to the
Innovation and Sustainability of the Mercedes? Frequency
Yes 36
May be 9
No 5
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In accordance with the theme formulated, it has been identified that the human capital
development in the automotive company helps in making contribution to the sustainability as
well as innovation aspects of the company. As per views of all the participants, it has been
identified that the investment in the human capital depicts about investment made in the
education of its own employees i.e. through on the job training process. The sessions, workshops
are planned and organised so as to improve the overall standards as well as quality of the
workforce as improving the quality of work is evident to the sustainability of the business
operations. Further, the employees discussed about the technological evolution and advancement
because of which the nature of economic growth and development has depends upon the
innovation making ability of the companies within the country. Focusing on the skill
development of the workforce, which helps the company in boosting the innovation capability of
the staff is considered as the basis of developed human capital within the organization and for the
economy as well (Amui and et.al., 2017). Training of employees about use of new technological
tools, systems, business processes and dynamic business environment helps the management of
the Mercedes in making its workers as well as staff aware about the need of innovation,
maintaining cost efficiency, change in the operation management, etc. Increased knowledge over
the work practices supports the alignment of work activities, optimum utilisation of resources
and waste management which directly aids to the automotive company in maintaining the level
of sustainability in its own business operations. Thus, in accordance with the views of
participants it can be said that the Mercedes Benz is successfully involved in the process of the
human capital development which aids to attaining of sustainability and innovation.
Theme 8: Human Resource management is considered as one of the benefit for human
capital development for the Mercedes
What are the benefits of the human capital development for the Mercedes? Frequency
Employees engagement 13
Improvement in the company culture 12
Human Resource management 15
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Improved communication and coordination process 10
According to the above table and graph, it can be articulated that the human resource
management is considered as one of the most important business procedure for smooth
operations of the company. It helps the company in providing major benefits to the Mercedes
thereby making focus on the development of the human capital and its related business
resources. HR management basically comprises of major aspect of employees learning and
management that is recruitment, selection, maintaining, training and retention. Employee
discussed that the managing effectiveness in HR practices promotes in sync learning and
motivation of the employees. For example, during training management of the Mercedes - Benz
encourages learning but partial have focus of the Human Resource professional is on
interpersonal communication of employees which is necessary to maintain motivation. Apart
from this, in case of the apprenticeship program the company is required to provide stipend to its
interns which will help in encouraging their skills development. This will in turn provide benefits
for the economy as well as for the company thereby emphasizing on the individual interest in the
organisation.
On the other hand, as per few employees it can be interpreted that focus on the human
capital development has bring in improvement in the working culture of the company as well as f
48

its employees. For example, the management of the Mercedes Benz aims at maintaining of
stability and transparency in the role culture by delegating authorities as per defined structure as
well as standards. The management defines work as per the power culture because it helps in
reflecting employee expertise in the work. This culture further helps in maintaining clarity in
individual skills and work for the specific job role.
Theme 9: Leading development programs the success factor of the human capital
development of Mercedes in UK
What according to is the success factor of the human capital
development of the Mercedes in UK? Frequency
Leading development Programs 28
Management Processes 22
As per above table, it can be interpreted that all the Leading development programs as
designed by the company for the success factor of the human capital development of the
Mercedes in UK is required to be successfully implemented. The company have specified plan
and procedure of training and is based on specific area of development. Like Apprenticeship is
focused on two areas. Further, employees stated about success factors of Mercedes Benz which
are based on performance management and HR process of organisation. The company
continuously expects to improve and standardize its working process and HR practices to
49

provide the exceptional learning experience to its employees. The success of learning and
training program of the company is reflected in the digital workforce of the organisation. Human
capital management solutions of automotive company drive digital transformation in workforce
(Mercedes-AMG and Barilla Choose SAP® SuccessFactors® Solutions to Drive Digital HR
Transformation, 2017). From survey review it is identified that more than 500 Apprenticeship
programs of Mercedes Benz have passed all the professional qualifications at organisations in
house training academy. In accordance with this, it can be stated that the firm has its own
structure training criteria as well as standard and therefore is able to circulate to its skilled
workers in the economy of UK.
For example, Mercedes learning academy is having its core focus on the shop floor skills
training and related aspects where learners are given with both the practical as well as theoretical
training so as to equip all the individuals with the core understanding of the manufacturing
world. This includes learning over specific topic like, hand tools, logistics, power tools, quality,
production system and safety (Shopfloor Skills Training, 2019). On other hand, few survey
participants outlined about management process of Mercedes Benz which play a crucial role in
human capital development within organisation. The employees stated about their continuous
motivation and practical learning which has been provided during the job is considered as one of
the influential process of the business enterprise. Learning from the job role with respect to the
interest aid will help in increasing the level of labour productivity which is considered as
beneficial part for the innovation making capabilities of the UK economy. Emphasis is required
to be made on the development of skilled as well as knowledgeable employee's so that their
operational efficiency can be improved.
Theme 10: Learning development and Competency development are the strategies which
are implied by the Mercedes Benz in UK so as to enhance the growth and development
factor.
What strategies are implied by the Mercedes Benz in UK so as to
enhance the growth and development ? Frequency
Competency development 16
Organisational integration 14
50

Learning development 20
As per the above theme, it can be evaluated that the development of competency as well
as learning are the main strategies which can be implied in the automotive company so as to
enhance both the factors viz. growth and development. Strategies for encouraging learning
aspects in the Mercedes Benz are focusing on formalizing of training and development plan
thereby seeking feedback, suggestions from the employees. Also by engaging in the business of
performance evaluation and developing knowledge of the workforce with reference to the
industrial environment, it will help company in gaining competitive edge. All the participants of
the survey also started about the competency development framework of the Mercedes Benz
which mainly comprises and is having focus on the sufficient expertise, recruitment and selection
on the basis of academic knowledge, evaluation of performance done on the basis of work.
Further the identification of gap in the level of competency and skills is one of the another
essential part of the framework on the basis of which the company can organize different types
of customize training sessions and workshops for the benefit of both the company as well as
employees. By making allocation of job role as per the skills and efficiency of employee's can
help company as well in making improvement in their performance level.
51

Theme 11: Recommendation of the strategic outcome which can help in enhancing the
overall growth and development factor of Mercedes Benz in UK
In accordance with the theme 11, it has been found out that the employees of Mercedes
Benz feels the need of improvement in all the plan as well as strategies so as to enhance the level
of growth and development of the company as operating in UK. By making use of better
improved technological factors it will help the company in making more profit. For example,
employees articulated about improvement of management on performance evaluation process
because it helps in outlining gap in skills and competencies of individual employees. This in turn
supports development in knowledge and working skills of individual workers. On the other hand,
some employees recommended about implementation of CASE strategy to improve business
outcomes which comprise innovation in automotive on the basis of future. With the use of better
improved as well as innovative techniques related to the business operations, processes while
conducting of business activities, it will help the company in capturing large market share.
Also, it will result in increase in the customer base of the company thus bringing in
improvement in its performance level. This emphasize on economic growth and sustainability
according to which company will be able to develop better understanding over customer
expectations. The approach is future oriented but supports successful growth in services and
workforce planning and talent management within organisation. However, as per few survey
participants it is recommended that company should focus on knowledge management as it will
assist in enhancing ability to handle resources and information. Improving employees learning
ability over their capability of handling of resources in efficient manner is not only specific to the
growth of the company but also helps in supporting economic growth and sustainability.
52

CHAPTER 5 CONCLUSION AND RECOMMENDATION
Conclusion
Development of human capital has been defined as one of the most essential business
factors on the basis of which every business organisation can brings changes in their operational
as well as other business-related activities. By making continuous changes in the business
operations with the help of the best plans and strategies, Mercedes - Benz has been able to
achieve success and growth in today's competitive market.
Human capital development is having its main emphasis on development of the best
human management practices so that the employees of Mercedes – Benz can improve their skills,
capabilities and knowledge. This will further help the company in gaining competitive advantage
as prevailing in the market thereby increasing the profitability margin as well. On the flip side,
along with benefit to the company, it will also provide growth opportunities to employee's as
with better technological knowledge they can perform in much better manner. For maintaining
business position in this tough competitive market, it is very much important for both the
employee’s and company itself to capture one of the best and attractive business opportunities as
and when arising in the market. One of the methods of developing human capital in current
market phase is adoption of the best online professional development programmes for the
betterment of human resources of the company (Birasnav, 2014).
By imparting requisite training and workshop related to new and advanced
technological, it helps both the company as well as employees in improving their operational
efficiency level. This in - turn assists the company in increasing the level of production thereby
reducing unnecessary cost expenses as associated therein (Rocha, Ferraz and Soares, 2017). The
main aim behind making this research report is the personal interest of the scholar regarding the
human capital development. In order to make improvement in the performance level of the
overall business, it is required on part of the management of the company to formulate effective
plans and business related strategies for smooth operational activities. Allocation of job role
should be done as per the calibre as well as knowledge base of the employee's working in the
company. It will thus help the company in carrying own its business – related operations in more
smooth as well as effective manner (Subramony and et.al., 2018). Thus, continuous learning and
the high degree of the qualification of the youth population are considered as the main influential
53

factors of the UK economy. From the research study it has also been concluded that the foremost
objective of the human capital development is developing the superior workforce that is
accountable for leading and guiding the employees in the different departments. Also, it has been
assessed from the research project conducted that by making use of best as well as better
improved human capital resources' profitability level can be improved up to a great extent. It
should be ensured on the part of the company that proper working conditions along with safety
measures has been provided to all the workers and employee's working in the company
workplace. From the above - mentioned report, it can be concluded that for gaining maximum
benefit out of the current market opportunities, it is very much important to have proper planing
and strategies in line with the business objectives. Human capital development has been defined
as a procedure with the help of which improvement can be made within the performance level of
every business employees as well as organisation.
Also, it has been evaluated that most of the business organisation as operating in the UK
market are making use of the best and appropriate business practices considering analysis of cost
as well as benefits(Subramony and et.al., 2018). There are number of business models with the
help of which Mercedes - Benz has been able to evaluate the extent to which contribution made
by employees in relation with production, manufacturing, knowledge base. With the help of
research project as undertaken by the researcher, it has provided assistance to many other
scholars as well as researchers in successful completion of their research project. Information
and data have been gathered with the help of both the primary as well as secondary sources
including different articles, journals, books etc.
From the same report, it has also been assessed that though company gets benefits from
online professional development programmes, but it also affects its business cost. For gaining
competitive advantages in form of technological advancement it is required on part of the
company to incur some cost expenses related to the imparting of training and learning of new
techniques. Sometime, such cost of developing valuable skills and knowledge provides positive
as well as negative return to the company. It is of very much importance for every business firm
engaging in the operations of automobile industry to have proper safety and security measures
for its employee’s. Also, it is required on part of Mercedes – Benz to give relevant and
appropriate guidance related to handling and using of automobile technologies, tools while
performing business operations so that there can be less machine breakdown in the company.
54

With the help of development of human capital, Mercedes – Benz has been able to capture huge
benefit in terms of employee’s satisfaction and retention level. By imparting the best training and
knowledge programs, skills can be developed among the employee with the aim of
accomplishment of business aims and objectives. Number of factors plays vital role for Mercedes
– Benz when it comes to acquisition, retention as well as development of human resources in the
organisation. It is required on part of the management of the company to deliver updated
knowledge in context of rules and regulations pertaining to aspects of business environment,
technological advancement, innovative techniques. Gaining deep insight about competitors
strengths, strategies and plans related to marketing activities can help the company in seeking
competitive advantages in the current market place (Miletzki and Broten, 2017).
Employee engagement and involvement in the decision-making process, task work is
considered as one of the most effective means which further assists in the human capital
development. By formulating sound and effective business-related strategies and plans in respect
of employees and other business-related operations, it has helped Mercedes – Benz in raising of
large benefits. It is required on the part of company to design a better effective plan for reducing
turnover of employees by understanding the needs and requirement thereof.
Furthermore, it can be concluded from the selecting appropriate research methodology
process i.e. making use of particular process, concept, technique so that gathering as well as
proper identification, selections and analysis of data can be done. Research itself is defined as
one of the process of investigating a particular subject matter so as to ascertain some conclusion
out of it (Mellander and Florida, 2018). Also, by undertaking qualitative research, it has assisted
researcher in successful completion of the research project. Qualitative research is considered as
it helps in providing better understanding about the subject matter with the help of development
of new concepts, thoughts, values in line with the research topic. In case of philosophy, focus has
been made on using of Interpretivism Research philosophy as it helps in generating better
interpretation of all the data gathered. With the help of research approach, researcher has selected
one of the best plan systems, procedure in line with the research subject matter defining steps
which is required to be followed for making of a quality research project. In this research project,
use of Inductive approach has been done. By making use of Inductive approach, researcher has
been able to provide new effective theoretical framework with the help of observation made.
This type of approach assists in deriving better quality understanding about the topic and subject
55

matter of research as selected by the researcher. Furthermore, the sample has been taken from 50
employees of Mercedes - Benz with the aim of making research more useful and reliable. In case
of process of data collection, both the sources named as primary as well as secondary has been
used by researcher (Ketchen Jr and et.al., 2017). In case of primary sources by undertaking
survey, means of direct communication, experiments, observation etc. has been used. Thematic
analysis has been used by researcher for making correct interpretation of data. By making
different types of themes in relation with research topic, it has facilitated researcher as well as
other scholars in making of effective findings related to the study matter. While formulating
quality project report, researcher has complied with all the ethical norms and standards. No data
has been used as it is i.e. direct copy and paste has been restricted and data is used after doing
total rephrasing of it.
Recommendation
In accordance with entire research of literature review and finds of data analysis there are
changes which Mercedes Benz can implement to enhance its human capital development
process. Skilled workforce is a key to country development as the individual own the ability to
create differentiated business environment with own way of thinking and working. Therefore,
there are few suggestions which can be implemented or focused by Mercedes Benz to improve
its process of human capital development with reference to growth of company and economy.
Some recommendation to automotive company is as follows:
 Mercedes Benz should focus on employees’ skills, performance and manufacturing
flexibility. The aspect needs to focused because of dynamics nature of competition in
automotive industry. In accordance with the study it can be recommended that company
should focus on employees’ skills which influence new product development, because
skills of workforce foster effective approach to manufacturing which directly influence
performance of business (Kloppers, 2014). Thus, it can be said that Mercedes Benz
should focus on developing skills of workforce for manufacturing new product. This will
enhance individual ability to manage innovation and efficient use of resources.
 Automotive company should focus on knowledge management of employees because it
will aid the firm in encouraging sharing, accessing and updating knowledge of workforce
about internal and external business environment (Su, 2014). As per this approach of
human capital development, Mercedes Benz should focus on cross training programs
56

which comprise shadowing, mentoring, employees in order to main them aware about
business practices.
 Company can also focus on promoting ethical businesses values at the core reinforce
ethical conducts and successfully build trust among employees and other stakeholders.
Leading to the formation of an ethical and trustworthy corporate culture and a positive
corporate environment (Jadhav, Mantha and Rane, 2015). In accordance with this,
Mercedes Benz will be able to encourage ethical working practices in workforce by
focusing on interaction, employee’s engagement and by knowledge sharing among
employees.
 Automotive company should made focus on interpersonal skills training which will assist
in increasing the level of awareness among employees about gap in skills and
competency. This is another effective way of human capital development with regard to
economic benefits as it focuses on identifying personality types, improving, listening and
communication skills and the body language. Further, the training aim at development of
employees on the basis of identified areas of improvement. According to Noe and et.al.,
2017, it is articulated that Mercedes Benz should focus on interpersonal skills training
for gaining commitment and cooperation among workforce.
 In accordance with above data analysis, it can be said that Mercedes Benz should focus
on development of human capital on the basis of necessary employees’ skills which can
also be customized like according to individual are of improvement. In addition,
automotive company should focus on empowering workforce because it is effective way
of investing in human capital.
 One of the recommendation includes employment of skilled and knowledgeable
employee's in the company so that overall business performance can be improved. Also,
by considering business practices and standards as adopted by the competitive business
firms operating in the same sector helps the Auto - mobile company in gaining
competitive edge as well. Focus is required to be made on the development of skills as
well as competency of its workers and employees so that they can perform in more
effective and efficient manner thereby capturing of profit making opportunities as and
when arising in the market place.
57

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