Strategic HR Solutions for Audi

As an HR of Audi, my goal is to develop a team that will help me find the most suitable candidate for the job. I will prepare a job specification and description to achieve this. As a coordinator, I will guide my staff to work efficiently and effectively. The selected candidates may play different roles such as planter and shaper within the team. To analyze team dynamics, I will use self-evaluation and feedback methods. For resolving problems, I will develop solutions using benchmarking and evaluate employee database to identify issues. Strategies for resolution include organizing motivational classes and management games to boost morale and reduce stress. The potential impact of implementing these strategies is to boost employee morale, increase revenue, and raise productivity.

EMPLOYABILITY SKILLS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Responsibilities of Human Resource Coordinator...........................................................1
1.2 Own effectiveness against defined job.............................................................................2
1.3 Recommendation for improvements................................................................................2
1.4 Use of motivational techniques in improving the quality of performance.......................3
TASK 2............................................................................................................................................4
2.3 Effective time-management strategies.............................................................................4
TASK 3............................................................................................................................................5
2.1 Solutions to work based problems....................................................................................5
2.2 Communicate in a variety of styles and appropriate manner at various levels................5
3.1 The roles which people play in a team for achieving shared goals..................................6
3.2 Analyse the team dynamics..............................................................................................7
3.3 Alternative ways to analyse team dynamics and understanding of the role which I play in
teams.......................................................................................................................................7
TASK 4............................................................................................................................................8
4.1 Developing solutions to problem......................................................................................8
4.2 Strategies for resolving this problem................................................................................8
4.3 Potential impact of implementing strategy on Audi.........................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
Employability skills are those proficiencies which are very important for being and
getting successful at the work place. These are non-technical skills which are very important for
employees to perform effectively. These skills help employees to work with their full efficiency.
It includes proficiencies like planning, communication, problem solving, decision making, self-
management and organizing (Hilderbrand, 2011). Present report is about car manufacturing
company, Audi in UK. Report focuses on determining responsibilities and performance towards
the firm. Along with that, it determines the solutions to work based problems as well as identifies
the effectiveness of time management. Further, it also covers the alternative ways for completing
a task and develops strategies for resolving particular problems.
TASK 1
1.1 Responsibilities of Human Resource Coordinator
Being the Human Resource Coordinator, my role is to support the basic operations of
HR. HR department deals with the management, training of employees and administration.
Moreover, I am involved in developing relationship with employees and in taking disciplinary
actions. Further, following are the responsibilities of Human Resource Coordinator: Recruitment process: This is one of the processes in which Human Resource Coordinator
hires employees. Whenever there is a job vacancy, it is my responsibility to fill up the
post with suitable candidate. I should be able to select a candidate who would be able to
work in a team, possess good communication skills, capable to manage stress, time, etc. Providing proper training: I should provide proper training programs for employees so
that they can work effectually in the firm. Training is essential for employees to improve
their effectiveness towards the job. I should provide frequent training so that workers can
increase their knowledge towards the work that they perform. Developing relationship: My responsibility is to develop a strong relationship with the
employees so that they may feel free to discuss any problems with me. Further, I should
be able to solve the problems which occurs among workers and must be able to take
effective decisions so that the problems can be solved effectively.
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 Retaining employees: It is always better to retain employees than hiring the new one.
Hiring new one increases the cost for the firm. I should always look for retaining the
employees by understanding their problems and by solving them effectually.
1.2 Own effectiveness against defined job
 I have analyzed my own effectiveness against the defined job, which are as follows:
Recruiting employees: It is one of the important roles which I have to perform while
making the selection of suitable candidate for my firm. In this context I found myself
very effective. The candidates which I select are highly qualified and possess skills like
effective communication, planning, organizing, efficient in working in a team and the
most important is that they all are keen interested in learning new things.
 Maintaining strong relationship: It is important for me to develop a strong relationship
with the employees and maintaining it. But in this case, I have not fully known with all
the employees. I have to develop a strong relation with them and have to understand their
problems in order to solve them.
 Training program: Timely training is very important for employees to improve their
skills. I have always found problem in selecting the right method of training for
employees. There are many employees to whom on the job training will be effective
while for some, off the job training method is appropriate.
 Unable to retain employees: Retaining employees is most cost effective than hiring the
new ones. I am not able to retain working people of the firm for long run as I am
generally unable to understand the problems which they are facing. Retaining will be
possible only when I will be able to understand their issues and make them satisfied with
solving them.
1.3 Recommendation for improvements
Following are the steps which I can follow in order to remove my weaknesses: Developing relationship: For developing relationship, one should need to talk with the
other person and should make him realize that he will always help him in understanding
all his problems. I have to talk with all the employees and need to create same feeling in
them that in all kinds of problems, I will help them. Motivating employees is very
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important for creating a strong relation. Among all this, I should monitor, teach and
coach them in their job. Training programs: For solving my confusion, I should be able to identify the employee's
behaviour. All workers possess different understanding of situations and have different
way of learning things. I have to identify the employees who can be trained through On-
the-job training methods and few who can be trained through Off-the-job training. This
would help me in providing suitable training to them.
 Solving problems and decision making: HR should have the quality of solving problems
and decision making and I lack in both. For improving my decision making skills, I
should always take help from experts. This will help me in understating the point which
these experts keep in mind while taking any decision. One more thing which I can do is
listing out the number of solutions which can be applied in a particular situation. I will
analyse the alternatives and select the best solution. In solving problems, I should always
be neutral, should have an open mind and must focus on the situation.
1.4 Use of motivational techniques in improving the quality of performance
Motivation is the level of employee’s desire in performing job. Employees who are
motivated will be more engaged, more productive and devote more time for work (Hind and
Moss, 2005). In addition to this, motivated employees will improve their quality of work that is
performed by them. Following are the techniques through which employees can be motivated in
improving the quality of performance: Salary: By providing employees with proper salary, one can improve his quality of
performance. Money is essential in fulfilling the requirements (Messum, Wilkes and
Jackson, 2011). If the desires and requirements would be fulfilled through providing them
with proper salary then they will perform effectively. Incentives: Providing incentives to workers will be very helpful in motivating them and
in improving their performance as well. Individual incentives should be developed for
each worker. Incentives should include gift cards, cash prizes, etc. This will help
employees in improving the effectiveness towards their work. Setting goals: This is the best way through which employees will get self motivated
(Jackson, 2014). Setting them the goal which they have to achieve will help them in
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improving their performance. When employees know where they have to reach then it
makes the path easy to achieve.
 Listen: Head should always be open to their employees. They may be having issues
regarding understanding the job or any other issues (Anderson, 2012). Workers should
always be heard and their issues should be solved quickly. This will help them in
improving their job performance.
TASK 2
2.3 Effective time-management strategies
Time management is a planning process which helps in spending time on specific
activities which in return help to increase productivity, effectiveness and efficiency (Rosenberg,
Heimler and Morote, 2012). Following are different strategies of time management which the
firm can adopt: Setting up priorities: For effective management of time, one should always prioritize
activities which have to be done quickly. For setting up priorities one should list out the
things which have to be done. This will help in completing the task on time. Managing time wasters: Time may be wasted due to external factors which can be
imposed by other people (Mason, Williams and Cranmer, 2009). Individual can utilize
this time by applying simple tips like avoiding short talks, starting the meeting on time,
etc. Focusing on one work at a time: According to a psychological study, multi-tasking
consumes more time. Individuals should focus on one particular task at a time. This will
help in increasing focus and completing the task quickly. Delegating: This simply means appointing task to someone else (Wilton, 2011). It is
done by identifying suitable person who could do the assigned task effectively. Planning tool: This includes pocket diary, wall charts, calendars, etc. which will help in
focusing priorities. Individual should identify any one planning tool which will be
suitable for him.
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TASK 3
2.1 Solutions to work based problems
Following are the solutions to certain problems which an HR faces: Productivity: It is the responsibility of the HR to look after productivity of the firm.
Productivity becomes a problem when business is not operating effectively. Audi should
maintain the production level so that they could deliver products on time to their
distributors. HR is required to understand that whether this problem is due to lack of
resources or poor working practices (Kazilan, Hamzah and Bakar, 2009). HR should also
identify the cause of this problem and then proper training should be given to the
employees so that they can work effectively. If this problem is caused due to lack of
resources then, HR should take proper measures so that resource could be made available
in the organization. As an alternative, new technologies should be adopted that would use
less resources but produces more.
 Safety and health: Employees should be provided with proper health and safety
facilities. Proper records should be prepared for health and safety information. This will
help in keeping the employees safe and it will also help the firm to meet its legal
obligations.
2.2 Communicate in a variety of styles and appropriate manner at various levels
There are different ways through which message is communicated in different levels of
the organization. Following are the ways through which communication is done in different
levels:
o Top level: For communicating with the top level, presentations are used to communicate
the message to them. Frequent presentations are taken regarding the problems which
occur in the firm or in adopting different strategies (Wickramasinghe and Perera, 2010).
Interactions and opinions take place in these presentations.
o Another way of communications in top level management is through board meetings. In
this, they take important decisions which may be regarding the problems which the
organization may be facing. In board meetings, new strategies are discussed which helps
in enhancing the growth and in addition to this, in these meeting discussions are held
regarding the solution for problems which they will be currently facing.
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o Middle level: For providing information to the middle level, emails are commonly used.
Any important changes or decisions which are taken by the top level management and
conveyed to middle level management through emails. In addition to this, secular are sent
to different groups in middle level regarding the decisions and the changes which top
level has decided.
o Lower level: For communicating with the lower level, seminars can be conducted.
Seminars consist of speakers who would be discussing with the lower level management
regarding different topics which would help them in understanding the problems which
the firm would be going through (Stoner and Milner, 2010). These speakers will provide
the steps or precautions which this level has to follow for overcoming the problems.
3.1 The roles which people play in a team for achieving shared goals
Belbin's team role model is a model which is designed for using the talents of a team.
This model helps in understanding the behaviour of individuals in working together (Saunders
and Zuzel, 2010). According to Belbin, there are nine team roles for achieving maximum
performance. From the study it is found that department of Audi plays different roles in
following ways:
1. Plant: These are one who is highly creative and are good in problem solving. This role is
played by the top level management.
2. Shaper: They are the one who challenges the team to improve their performance. In
Audi, this role is played by HR manager.
3. Implementer: They are the one who get things done and apply their concepts into
practical actions and plans. This role is played by operational level employees.
4. Completer finisher: They are the one who work without any errors and omission. They
are the quality department of Audi.
5. Coordinators: They lead the team to achieve corporate objectives. They are considered
as a good listener and consider all the valuable suggestions which are given my team
member within Audi.
6. Team worker: They provide valuable support and ensure that the employees are working
effectively. They are the employees of the firm.
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7. Specialist: Self-starting, dedicated, provides knowledge and skills in rare supply. This
role is played by top managers.
8. Resource investigator: Enthusiastic, outgoing, communicative, develops contacts and
explores opportunities. This role is played by marketing managers.
9. Monitor evaluator: They see all options and judges accurately. They are also considered
as a critical thinker. This role is also played by quality.
For achieving shared goals these teams should work together and should help each other in
achieving the organizational goal.
3.2 Analyse the team dynamics
Team dynamics is a psychological force which affects and influences the direction of
team performance and behaviour within the cited company. This team dynamics are usually
developed by different individual traits working in a team, their working environment and
relationship in which team is performing their activities. As a HR coordinator of Audi, for
recruiting and selecting the best individuals I will make a team which will help me in getting
suitable candidate for the job. I will prepare a job specification and description which will assist
me to get most suitable candidate for the job.
I will be playing the role of coordinator as I will guide my staff to work with best of their
efficiency to achieve their goals. The candidates who are selected might possess many roles like
few will be planter as well as shaper and other will play different roles in a team.
3.3 Alternative ways to analyse team dynamics and understanding of the role which I play in
teams
Two ways which I use in analysing team dynamics are as follows:
Self-evaluation: I will evaluate each individual and look for problems which they will be facing.
Employees with poor performance will be replaced with more effective one.
Feedback: Feedback will be taken from employees regarding the team performance and
according to that required changes will be made.
In the team, I will play the role of a planter who generates ideas and solves problems. As a
coordinator who is confident, identifies talent and delegates effectiveness. As an implementer
who turns plans into action.
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TASK 4
4.1 Developing solutions to problem
As an HR of Audi, I have found that employees of Audi are quite dissatisfied with work
pressure. To accomplish and resolve it, I will use benchmarking as a tool which will help me in
measuring performance standards against predetermined standards of corporate. This will help
me in comparing sales and productivity with previous few years and this will show a vivid
statement that there is a huge reduction in profitability and sales of Audi. In addition to this, I
will evaluate employee database which will provide information regarding their absenteeism and
turnover. From this, it will be clear that employees are not performing well compared to previous
year.
4.2 Strategies for resolving this problem
I will organize motivational classes based on human resource which will develop positive
attitude among employees of Audi. Further, I will organize management games which assist in
reducing the stress of the employees which will be helpful in keeping them energetic. Moral of
motivated employees will be boosted and they will work effectively. Therefore, non-monetary
and monetary factors will help me in reducing high turnover rate and absenteeism of employees.
Monetary benefit such as bonuses, incentives, conveyance allowance and job satisfaction can be
offered.
4.3 Potential impact of implementing strategy on Audi
Above mentioned strategies will create positive impact and it will help in boosting
employee’s morale. Through this, corporate will be able to provide cost effective services and
quality to their large customer base. In addition to this, it will also help the company in
increasing revenue and sales (Wilton, 2011). In context to this, monetary and non-monetary
benefits motivate employees to come up with best of their efforts. Games and activities will help
in distracting their mind from routine work load. They will become more energetic in performing
their task. Moreover, it leads in building a team of effective employee which will help corporate
in raising their productivity as well as efficiency.
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CONCLUSION
From this report, it can be articulated that HR plays very important role like recruitment,
organizing training, developing customers and in addition to all this role retention is very helpful
for the firm as retaining employees is the most cost effective than hiring a new one. Further, this
report concludes that effective communication and leadership are more effectual alternative to
work as a team.
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REFERENCES
Books and Journals
Hilderbrand, J., 2011. Bridging the Gap: a training module in personal and professional
development. Karnac Books.
Hind, D. W. G. and Moss, S., 2005. Employability skill. Business Education Publishers.
Jackson, D., 2014. Testing a model of undergraduate competence in employability skills and its
implications for stakeholders. Journal of Education and Work. 27(2). pp. 220-242.
Kazilan, F., Hamzah, R. and Bakar, A., 2009. Employability skills among the students of
technical and vocational training centers in Malaysia. European Journal of Social
Sciences. 9(1). pp. 147-160.
Mason, G., Williams, G. and Cranmer, S., 2009. Employability skills initiatives in higher
education: what effects do they have on graduate labour market outcomes?. Education
Economics. 17(1). pp. 1-30.
Messum, D., Wilkes, L. and Jackson, D., 2011. Employability skills: Essential requirements in
health manager vacancy advertisements. SAGE.
Rosenberg, S., Heimler, R. and Morote, E. S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1). pp. 7-20.
Saunders, V. and Zuzel, K., 2010. Evaluating employability skills: Employer and student
perceptions. Bioscience Education.
Stoner, G. and Milner, M., 2010. Embedding generic employability skills in an accounting
degree: development and impediments. Accounting Education: an international journal.
19(1-2). pp. 123-138.
Wickramasinghe, V. and Perera, L., 2010. Graduates', university lecturers' and employers'
perceptions towards employability skills. Education+ Training. 52(3). pp. 226-244.
Wilton, N., 2011. Do employability skills really matter in the UK graduate labour market? The
case of business and management graduates. Work, Employment & Society. 25(1). pp. 85-
100.
Online
Anderson, P. R., 2012. 10 Strategies for Better Time Management. [Online]. Available through:
<https://www.ag.ndsu.edu/burkecountyextension/home-and-family/10-strategies-for-
better-time-management>. [Accessed on 28th October 2015].
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