Type of HRM Concept Used by BMW

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.

COURSEWORK 1

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
at effective management of the people in the organization. BMW is the auto mobile
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 as as 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 trust the internal recruitment method in the
organization, where they used to promote next best alternative for the position in the
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

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 department used to Constantly 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.