CV Leaflet for New Staff on HR Function

This CV leaflet provides insights into the HR function at BMW, including the recruitment and selection process, performance management, and the role of HR in the automobile industry. It also compares traditional and contemporary approaches to recruitment and analyzes the procedure and practice of performance management and remedial actions. The leaflet is aimed at new staff on the HR function.

CV LEAFLET FOR NEW STAFF ON
HR FUNCTION

Leaflet
Background of the company
HR is one of the significant function which
is related with having the procedure of recruitment,
workplace safety, employee relations, compensation
planning and having proper compliance with labor law.
In the current era, having significant HR function into
business is important in order to gain the relevant
processing so that higher ability to coordinate with the
prevailing circumstances can become possible. The
current study is based on BMW is multinational
corporate manufacturer of luxury vehicles & motor
cycle that operate sin automobile sector. The present
study will give emphasis on mission & vision, role of
HR, recruitment & selection process, comparing the
current practice & past, performance management,
traditional & contemporary approach of recruitment. It
will focus on analysis of procedure & practice of
performance management & remedial.
Mission & vision
Mission:
The BMW group is the one of the leading
organization which provides premium products &
premium service for mobility of individual
Vision:
The particular organization has the vision to
Recruitment and selection process
Recruitment is the one of the crucial procedure
which ends and after than selection process begins. The
recruitment & selection procedure includes identifying the
hiring needs, preparing job description, talent search, has
screening & shorting, interviewing, introduction & induction
of the new employee (Greer, 2021). In the MBW much
emphasis is provided on having the effective functioning of
the recruitment & selection procedure that involves having
online application & CV, reasoning test, phone or video
interview, assessment center, partner interview. There is
focus is provided on judging the candidate as per the
suitability of role such as experience, knowledge, skills, etc.
Recruitment and selection procedure focuses on adopting
this course of action in order to attain new staff in the
specified firm so that effective competitive advantage can be
obtained in automobile sector.
Comparing the current practice & past
In the current era, BMW is highly paying attention
on improving the lacking areas that can influence negatively
to its growth & development. In the past HR practices,
concentration was provided on gaining greater productivity
via influencing motivational level of employees that used to
work for shorter run. On the other side, in the present time
there are different kinds of HR actions implemented by firm
which ensures long term positive impact on the growth &
development of firm. This comprises effective recruitment &
Critical examine traditional & contemporary
approach of recruitment
The traditional hiring approach of
recruitment involves utilization of newspaper, local
employment office, temp agencies, and having
internal hiring procedure, asking for referrals, posting
on job portal, etc (Aburumman and et.al., 2020).
These methods were common in the previous time
which used to gain desirable objectives of having
right candidate at corrective job can become possible.
On contrast to this, there are various modern
techniques which are highly used by firm in order to
obtain effective workforce in respect to meet
predetermined objectives. This methods comprise
applicant tracking system, virtual reality, direct
advertising, talent pool database, boomerang
employees, promotions & transfer, social media
platform, online personality survey, etc. On the basis
of this, it can be interpreted that firm can achieve
effective employees via suing this approaches.
Analysis the procedure & practice of performance
management & remedial
PM is one of the highly focused practice
that is conducted in BMW in respect to meet
objectives with ensuring effective optimum
utilization of resources. The procedure for

be one of the most successful premium manufacturer in
the industry.
Role of human resources
There are different kinds of the role which
are performed by HR in the specified company that
includes recruiting, hiring, on boarding, training, firing
employees, having effective talent management,
compensation & benefits, training & development,
compliance with HR and ensuring workplace safety
(Saeed and et.al., 20190. In the automobile industry,
HR of the BMW organization pay attention on
accomplishing this roles so that effective management
of staff can be done in order to maintain good
employee relation and inclining retention to get higher
productive outcomes. Conducting proper performance
management and executing feedback mechanism is as
well responsibility of HR in the specified firm that
helps in receiving desirable outcomes.
selection process, performance management, employee
relations and executing suitable training and development
procedure. Personal managing & controlling is exerted by
proper team building, effective meetings, time management,
and appropriate decision-making to solve problems. These
current practices of HR is boosting performance of BMW in
positive pattern as compared to previous time.
Performance management
PM is one of the essential part of HR function that
contributes in gaining ability in firm to develop the
capabilities of individuals to accomplish the goals and
objectives. For this purpose strategic human resource
management is used in BMW which aids firm's manager to
understand requirements of employees via setting feedback
mechanism so that quality of performance can improved.
Firm provides emphasis on gaining ability to measure
performance and comparing it with set standards so that
achieving better results via improving lacking areas, having
continuous feedback mechanism, clarifying goals to
subordinates, having mutual respect and transparency, etc.
these are allowing enterprise to receive higher benefits to
gain competitiveness in automobile sector.
performance management that is used by BMW
involves having collaborative, communication based
g process via planning, monitoring and reviewing
employee's objectives so that long term contribution
to company's growth can be derived. The practices
which are adopted by HR in BMW involves
clarifying goal, having transparency & respectful
working environment, two-way communication via
developing feedback mechanism, problem solving
approach, measuring comparing outcomes with
standard bench marking, etc. these all are permitting
enterprise to get better performance. These remedial
actions are helping firm to grow & attain leading
position.
CONCLUSION
From the above report it can be concluded
that human resource is one of the significant function
which play distinct roles that involves recruitment,
selection, performance management, etc. These are
helping firm to gain better performance so that
competitive position can be derived. The current
study ah involved recruitment & selection procedure,
comparison between current & previous practices,
performance management. In addition to this,
evaluation of tradition & modern approach for
recruitment and procedure & practice of performance
management & remedial has involved in study.
REFERENCES
Books and Journals
Saeed, B.B. And et.al., 2019. Promoting employee's
proenvironmental behavior through green human
resource management practices. Corporate Social
Responsibility and Environmental Management.
26(2). pp.424-438.
Aburumman, O. and et.al., 2020. The impact of
human resource management practices and career
satisfaction on employee’s turnover
intention. Management Science Letters. 10(3).
pp.641-652.
Greer, C.R., 2021. Strategic human resource
management. Pearson Custom Publishish