Evolution of HRM and its implications on staff, line managers, and organizations: A case study of BMW and Tesla

This report discusses the evolution of HRM, its advantages and disadvantages, and the role of HRM in managing staff, line managers, and organizations. It also covers the implications of HRM policies on staff, line managers, and organizations, and a comparison of corporate strategies and HR policies between BMW and Tesla. The report includes a critical self-evaluation of the author's strengths and weaknesses in managing people.

BMM5552 People
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Consider how HRM as a discipline and a sector has evolved through the decades to the
current times, critically comment on the pros and cons........................................................3
What is the current role of HRM now, and what is the HRM System?...............................5
What are the implications and consequences of this to staff, line managers and the
organisation, and the sector?....................................................................................................6
Comparison between corporate strategy of BMW and TESLA...........................................7
TASK 2............................................................................................................................................8
Critical Self Evaluation: -.........................................................................................................8
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................13

INTRODUCTION
The human resource management may be defined as a strategic approach which assist in
effectively manage and people or workforce of the organisation in order to attain the competitive
advantage in the market (Blštáková and et. al., 2020). The HR strategies are designed in order to
maximize the performance of the employees and attain the employer's strategic objectives. The
human resource department of the company is responsible for managing or oversees the
employee benefits, recruitment, training and development, reward management and performance
appraisal. For this report Tesla and BMW has been taken in to consideration. The following
report is going to covers the evolution of the Human resource management over the decades and
the advantages and disadvantages of the HRM within the business organisation. This report also
covers the whole concept of the HRM department of the company and their role within the firm.
Afterwards, this report covers the implications of the HRM policies the staff members, line
manager, organisation and the industry. In addition to this, this report also covers the comparison
of corporate strategies and the HR policies and practices between the chosen companies. In the
end a reflective part is also been covered in this report.
TASK 1
Consider how HRM as a discipline and a sector has evolved through the decades to the
current times, critically comment on the pros and cons
The Human Resource management is being considered as one of the most important parts
of the management discipline and the different sector. HRM follows the pattern of developing
the business management because of the interconnection between the problem of both the fields
(Armstrong, 2020). The Human resource management is basically the recent term in order to
manage the Human resources within the firm. The evolution of the HRM for the 19th century in
different stage has been classified below: -
 Industrial Revolution ERA: - the development of the HRM has started with the
industrial revolution in the Western Europe and USA during the time period of 1850s. In
this era to manage the factory workers three HRM system has been developed i.e.,
recruitment of workers, training for workers, and control of workers, master- servant
relationship is followed.

 Trade Union Movement Era: -after the industrial era the workers start organizing
themselves as per the common interest by forming the associations called as trade
unions. The main objectives behind the formation of these associations are protect the
interest of the employees.
 Social Responsibility Era: - Humanistic and paternalistic approaches are adopted by the
companies in order to manage the workers. In these approaches the owner of the
company treats their employees as their own child.
 Scientific Management Era: -after the beginning of the 20th century the Taylor find out
the way of doing the business on the basis of time and motion studies.
 Human Relations Era: - During the 1920s human factor within the workplace are taken
into consideration by the researcher of management. They concluded that in order to
increase the productivity of the employees, the management of the company need to paid
focus on the human relations instead of physical condition at the workplace (Knies, de
Beeck and Hondeghem, 2021).
 Behavioural Science Era: - in comparison to the human relation era, the researcher of
this era focusses on the understanding the behaviour of the employees. The scientist of
the behavioural management focus on producing the new insights instead of new
techniques.
 Systems and Contingency Approach Era: - in the present era the system and the
contingency approach has attract the thinker attractions. In this approach the human
resource department of the company is totally based on the empirical data.
 Human Resource Management Era: - in this era industrial relation department came
into existence when factory system has been converted into the production functions and
huge number of employees are working together in a firm. A need is arisen to take care
of the recruiting, developing, and looking after welfare of these workers.
The biggest advantages of the human resource department within the organisation are that, with
the help of them right number of skilled people carrying out the different activities of the
organisation and along with this they also help in retaining the skilled employees within the
organization and handling disputes and queries (Andrejczuk, 2018). On the other hand, the
disadvantage is that the installation of the HRM is very costly and every business can’t afford.

Along with this, their inability of predicting the external environment may affect in developing a
coherent approach.
What is the current role of HRM now, and what is the HRM System?
The HRMS or the Human resource management system is basically a human resource
software which effectively combines all the process of the human resource as well as the system
in order to make sure that there will be an easy management and effective functioning all the
data and various business processes. The human resource management system plays a very
important role in creating coherence to effectively manage the various types of the HR functions
within organisation (Dewsbury, Lim and Steiner, 2021). With the help of HRMS, the data of the
employees can be stored in a safe and efficient manner. The HR representative can get the info of
employees without any paperwork and wasting the time. Along with this, the pay roll of the
employees, recruitment management, employees’ performance and many more functions are
effectively managed by the Human resource management system. The Human resource
management system of the BMW make their people more productive as well as creative for a
long period of time. They HRM department of the company thinks that if the workers of the
company will be more productivity, then the jobs becoming more skilled. On the other hand, the,
Human resource management of the TESLA involves the proper training programme to
improves the productivity and orients the employees as pee the features of the company
organisational culture. For the business development organisational culture is used by the
TESLA as a tool.
Role of current human resource management: -
 Building a pool of talent: -all the business organisation operates their business
functions in the competitive environment and all the firms are clamouring to get the skill
full and talented employees (Winkler and Portocarrero, 2018). The HRM department of
the company plays a very important role in branding of the employees and develop new
skill within them so that they can add some value towards the towards the business.
 Manage the retention by employee engagement: - the role of the HRM department of
the company is not only limited to the adding the employees within the organisation they
also played a very important role in managing the retention rate of the employees within
the organisation. The regular replacing of the staff members results in increasing the cost.

By properly engaged the employees within the different activities of the firm the
productivity of the employees has been improved. So, strong HR department enhance the
employee retention rate in this era of talent competition.
 Employees wellness with compensation and benefits: - the Human resource
department of the company act as a mediator between the workforce and management of
the company. Mentoring role is also played by the HR department of the company and
they also overlook their performance by gathering feedback form their managers. The
wellness of the staff members is also become very trendy, different healthcare services
are given to the employees (Sandjojo and et. al., 2018). In order to motivate the employee
HRM of the firm appraise their extra performance in return give the monetary benefits.
What are the implications and consequences of this to staff, line managers and the
organisation, and the sector?
Implications of HRM to Staff members: -
 By offering the different types of benefits to the employees of the company to stay within
the firm positive behaviour has been encouraged. The policies which are implies by the
HRM support the employees of the companies who perform in a very effective manner.
On the other hand, the employees who are not focused towards the objectives of the
company received the fewer rewards.
 The HRM policies which are implement within the management develop a bridge
between the management and employees. With the help of these policies different types
of skills has been developed within them which can be used for the further success which
result in creating coherence (Piwowar-Sulej, 2020).
Implication of HRM to Line manager: -
The sound workforce policies which are developed by the Human resource management
of the company support the managers to manages their subordinates. The decisions which are
made by the HR manager affect the company manager. The decision of a HR manager to recruit
a candidate affects the finance manager because the finance manager must allot funds to hire,
select, orient, train, and retain the employee. Human resources managers also select workers who
effectively and efficiently achieve operational goals that affect operations managers.
Implication of HRM to organisation and sector: -

The human resource management is directly or indirectly related to the outcomes of the
organisational or industry. These practices allow the company employees to provide high quality
of services by effectively handling all the internal as well as external obstacles (Gal, Jensen and
Stein, 2020). Effective HRM policies facilitate the business organisation to attain all its set goals
and objective. The training and development along with the education of aligning HR policies
with the corporate strategy provided by the HRM department which have a positive impact on
the performance of the company.
Comparison between corporate strategy of BMW and TESLA
Corporate strategy BMW TESLA
Key Difference The corporate strategy which
are followed by the BMW is
that they focus on their
customers and put their all
efforts to meet their needs
which are differ from country
to country. Pioneering
technologies, emotional
products and personalized
customer support are
combined by them in order to
develop a unique overall
experience.
The corporate strategy which
are followed by the TESLA is
that they focus on those
customers who are ready to
pay a premium price then,
with each subsequent model,
push the market down as
quickly as possible with more
quantity and lower prices.
Similarities The strategy which follows by
the BMW management not
only supports the business
goals but also helps them to
attract the large base of
customer towards them in the
competitive market. In order
The focus differentiation
corporate strategy of the
TESLA also allows them to
attain a sustainable growth in
the market attract middle and
upper-level customers. The
motive of the firm is to offer

to fulfil this growth, offer their
product to every market
segment.
excellence and innovation to
its customers (Lean and et. al.,
2019).
TASK 2
Critical Self Evaluation: -
It is very important to address that giving time to yourself is necessary. It helps the person in
analysing his strengths and weaknesses. In order to manage people , it is essential to firstly
understand your own capabilities. Since managing people requires communication and
leadership skills. Self evaluation helps in realising which traits are lacking in yourself and the
areas on which one should pay attention. After performing this evaluation, following outcomes
have been recognised :
Strengths :
 Teamwork : I believe that being a good team player is a great skill which I possess. This
keeps the environment of the organization healthy. I think every person has to be given a
chance to present his views in order to keep their moral high. Understanding of
everyone's opinion is necessary in order to successfully complete a team project.
Example – There are 20 employees in my team. At the time of discussion of any project,
everyone is free to give his suggestion or to ask any query from anyone. It maintains a
positive atmosphere among the employees in the organization.
 Adaptability : I think I am very adaptable person. Since I analyse the situation first and
then after understanding the situation, do my work accordingly.
Example – If any work is wrongly done by any team member, I make sure that I
understand the reason behind that and accordingly plan the next action.

 Communication : I think I possess good communication skills which helps in giving the
confidence to properly explain my views.
Example – I first listen what the other person has to say and then I will put my point in
front of them. Listening is a very good quality in communication skills.
Weaknesses :
 Impatience : I think sometimes I loose my patience which may lead to wrong decision
making. I need to stay patient in every kind of situation for improving the quality of my
work.
Example – One time I panicked after seeing the deadline of the project. I need to stay
calm and respond according to the situation.
 Attention to detail : Sometimes I do not pay attention to details which can affect the
project or work completely.
Example – One time I only read the topic of the project without studying the details
therein. It may waste the efforts of other members of the team.
 Time management : I am very bad in managing time. I get confused in which activity to
do first. In this, I waste a lot of my precious time.
Example : If I had to do a work in 3 hours, I generally waste around half an hour in
deciding from where I start my work.
360 Feedback from colleagues and other members :
 Teamwork : It builds a strong relation with the team members. It helps in achieving the
organization goals in a effective and efficient manner. It is proven that working together
or in a team lead to better results. Since they have backing of the team, they tend to work
freely which improves their quality of work.
Positive :
He plays an important role in the team.
He identify ability of each team member and assign work accordingly.
Negative :
Sometimes uses his personal interest in front of others.

 Working under pressure : This is a very good trait to have in an individual. It increases
courage and enthusiasm among employees. It also keeps a person stay focus. Generally
pressure gives rise to a different kind of energy which makes work more productive.
Positive :
He remain cool and calm under pressure.
 Initiative : It helps in building decision making and logical skills. It gives the person
confidence of doing the work alone without any support.
Positive :
He acts on the situations very quickly before they turn into any problem.
He loves to take initiatives from himself. He does not look at others to perform his tasks.
 Communication skills : These skills are the most important skills in an individual. It
helps in increasing the job satisfaction and also improve relations among the team. The
productivity and quality of work also gets improved.
Positive :
He has excellent communication skills.
He is not afraid to speak when it is important.
Analysis and Findings :
Skill Current ability Target ability How to develop Judgement
criteria
Time period
Patience Low High I will definitely try to
be patient in all
circumstances. For
that I will listen
everyone's opinion
patiently. And I will
take long view in
decision making.
I talked to my
colleagues and
now they all
say that they
have seen
changes in my
personality.
And I am a
much more
patient
individual than
3 months

before.
Attention
to details
Low High From now on, I will
focus on paying the
required attention to
the work. I will listen
the instructions
carefully. And
prepare notes of
important things.
I have realised
that after
following
these rules,
now I give
required
amount of
attention to
everything. It
can be seen in
my work. The
quality of my
work is getting
improved day
by day.
3 months
Time
managem
ent
Low High Now I will prioritize
my work so that my
time is saved. I will
also concentrate on
more important
issues. I will set short
and long term goals
for myself.
Now I finish
my work
before the
deadline. I
achieve my
daily goals. I
don't waste my
time in
distractions.
6 months

CONCLUSION
From the above report it has been concluded that HRM department played a very
important role in shaping the strategies of the organisation and contribute in the future success of
the BMW and TESLA because they know the workforce better then others. The human resource
management of the firm, promote the company’s corporate strategies within each level of the
organisation by asking some question to the employees of each level like “where we are going
and what do we need to do to go their”. The HRM, also plays a very crucial role of
communicating the vision, goals and objectives of the firm to the potential employees which are
created by the executives of the corporate and that is how HRM function align the corporate
strategies with the HR policies. In comparison to the TESLA, the HRM of the BMW best align
the HR policies of the people management with the corporate strategy because of focusing on the
each and every segment in the market along with their employees goals.

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