This report discusses the type of HRM concept used by BMW, which is soft HRM. It explores the pros and cons of this concept and highlights the areas of the HR department and strategies used by BMW to improve HRM activity.
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COURSEWORK 1
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Table of Contents INTRODUCTION...........................................................................................................................3 MAIN BODY...................................................................................................................................3 CONCLUSION................................................................................................................................6 REFERENCES................................................................................................................................7
INTRODUCTION Human Resource management (HRM) as the name suggest is the strategic approach which looks ateffectivemanagementofthepeopleintheorganization.BMWistheautomobile manufacturing company. This report highlights the type of the HRM activity used by BMW and the pros and cons of same. After that the report highlights area of HR department and strategies which help BMW in improving the HRM activity. MAIN BODY Human Resource management (HRM) as the name suggest is the strategic approach which looks at effective management of the people in the organization. So that the work perform by the employee in the organization, helps the organization in achieving the goal of the business. There are generally two type of the concept of the HRM on the basis of which all the organization used to build the different type of the strategies in the organization namely soft HRM and Hard HRM. Theme 1: “Type of HRM concept which is followed by BMW” Bayerische Motoren Werke (BMW) uses the Soft HRM concept in the organization to manage the employee of the organization in the efficient way. In this soft HRM concept the organization used to make all the policy in the organization by looking at the needs and the requirement of the employee in the organization. As this concept used to see employee as one of the important assets which can help the company in achieving the organizational goal efficiently in the market. At the time of making the policy and regulation regarding the management of the Human resources in BMW organization used to analysis the internal environment and also used to understand the need of the consumer and make the policy in the organization. This statement can be cited by highlighting that all the HRM policy which are made in the BMW are developed by keeping in mind the different compliance and rules & regulation related to the employer act
2007(Noe and et.al., 2017). This help the BMW in bringing good and positive environment in the organization and also building good goodwill and the employer brand of the company in the organization. That's the reason BMW is able to manage that high number of the employee in the organization. 134,682 employee are being employed by the BMW in the today's scenario. Theme 2: “Benefits and drawbacks brought by selected concept to the BMW” Applying this concept in the organization help the organization in building the good and the positive environment in the organization. As all the employee in the organization are motivated enough to work for the organization. Not only that this approach also has helped the organization in saving the cost of the company as company is able to mange the employee for the longer period of time which eventually help the business in investing the low cost on the recruitment process of the organization and also as this concept help the company in building good employer brand this will eventually help the company in getting the replacement in the organization very easily(Mondy and Martocchio, 2016). At the same time there are many issue which are also faced by the BMW due to same concept. As it has been find out that the employee of the organization sometime feel lethargic in the organization to work asas they are not that force by the senior authority in the organization to perform the activity individual. Also this concept also creates the issue in the BMW about addressing the problem of the individual employee. As this concept used to study the individual as a group of the people. Theme 3: “Different Areas in the HR department of BMW” Recruiting and Staffing: It is the Area of the BMW which used to look at bringing the new employee in the organization. BMW generally uses both external and internal recruiting method to fulfil the position open in the organization. As For filling the higher or seniority position in the organization, BMW used to trustthe internal recruitment method in the organization,wheretheyusedtopromotenextbestalternativeforthepositioninthe organization. At the same time for more technical position in the organization. BMW used to take the help of the external recruitment method as this help the organization in bringing the new and well skilled employee in the organization. This help the company in improving the efficiency of the work in the organization. Training and development: It is the another important area of HRM in the BMW. As in the rapidly changing environment there are lot of changes which used to come in the operation of
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the business for defending the same the organization has to give the training to the employee in the organization. HRM department of the BMW used to be in touch with the research department and on the basis of the information gather used to conduct the training program in the organization(Noe and et.al., 2015). As per the report which has been generated on the Website of the BMW it has been find out that Average day of further training per BMW group employee are 3.4 days, which is the evidence that BMW HR departmentused toConstantly develop the skills of our employees and promoting them according to their individual strengths and investing in there future. Strategies and Planning:It is another important area of the work for the HR department of BMW.As HR department of the organization generally used to be in contacted with all the department in the organization and try to fix the different HR policy in the organization.So that with the help of the same the HR department used to pass on the message or the information to the senior authority in the organization so that they can use the information as a basis to form the different policy in the organization. Theme 4: “Different strategies which is used by BMW to manage the human resource in the organization” There are many different strategy which is used by the HR department of the BMW to manage the employee in the organization. Some of the theories are as follows: Formal and informal meeting: HR department of BMW used to organize different informal and the formal meeting in the organization which help the organization in bringing all the employee together in the organization and eventually help the company in bringing good flow of the communication in the organization(Chelladurai and Kerwin, 2018). Formal meeting are the meeting in which all the employee used to give there suggestion about what they are require in the organization. At the same time in the organization at the last day of the month Birthday of all the employee are celebrated in the organization. Training and development: It is the another strategy which is used by the BMW for retaining the employee in the organization as it helps them in passing on the message to all the employee in the organization that the organization used to care about them, that's the result they are providing the training to them to build the new skill set in the organization.
CONCLUSION After going through the above report it has been summarized that BMW used to use the soft concept of HRM in the organization and also it has been summarized that organization meeting and training program are the two type of the strategy which is used by BMW.
REFERENCES Books and Journal Noe, R. A and et.al., 2017.Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Mondy, R. and Martocchio, J. J., 2016.Human resource management. Pearson. Noe, R. A.and et.al., 2015. Human resources management.Instructor,2015. Chelladurai, P. and Kerwin, S., 2018.Human resource management in sport and recreation. Human Kinetics.