Importance of Employee Relation in HRM Decision-Making at Tesla

This document discusses the importance of employee relation in HRM decision-making at Tesla. It explores the different approaches adopted by the company, such as workforce planning, recruitment and selection, development and training, and performance management. The document also highlights the significance of flexible working practices and their impact on employee engagement and productivity.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Overview of the Tesla..................................................................................................................3
The purpose of the HR function and Key role and responsibility of HR functions....................4
Critically evaluate different approaches within company...........................................................6
Importance of employee relation and flexible working practices...............................................7
Analyse significance of employee’s relation to influence HRM decision-making.....................8
Employee legislation:..................................................................................................................8
PART 2..........................................................................................................................................10
Job Specification........................................................................................................................10
Preparatory notes for interview.................................................................................................12
JOB OFFER...................................................................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management can be defined as the strategic approach which is used by
the effective management in the company that supports business to gain competitive advantage.
HR management plays essential roles such as planning, organizing, controlling and coordinating.
There are several functions i.e. recruitment, management and gives guidance which are
performed by the HRM. They deal with issues which are related to staff such as recruitment,
training, development, compensation, motivation, communication and administration. There is
an example of Tesla company to understand significance of HRM wi9thin organization. The
brief study of the report supports to understand the purpose of the HR function and key roles and
responsibilities of the HR functions. It includes approaches of the workforce planning,
recruitment and selection, development and training, performance management and rewards
system in the organization context.
PART 1
Overview of the Tesla
Tesla Inc. is an American electrical vehicle and clean energy company which is based in
Palo Alto, California. It is vehicle manufacturer company which is specialized in electric vehicle
manufacturing, battery energy storage and solar panel. Organization has good financial
performance in the global market. It has wide number of subsidiaries i.e. Solar City, Tesla
Grohmann Automation, Maxwell Technologies, Deep Scale and Hiber System. The major
products of the company are Electric vehicle and Tesla Energy which are offered to the
customer. Mission statement of the company is to accelerate the world’s transition to sustainable
energy. Vision statement of the organization is to organize the most compelling car of the 21st
century which drives the world’s transition to electric vehicles. To meet vision of the company
HRM creates number of objectives such as to recruit highly talented employees whose skills
suitable with job position.
The purpose of the HR function and Key role and responsibility of HR functions
There are five main purpose of the HRM such as staffing needs, compensation, benefits,
performance appraisal and law compliance which are considered into roles and responsibility of
HR functions.

Staffing needs
HR management is mainly known for the responsibility of hiring suitable staff. the
primary duty of the HR management to seek needs of employee within workplace as per
requirement (Hosain, 2016). They announce for the job position and specify their requirement
which is important for the job position. Human resource enlists employee who applies for the job
and screens out suitable candidate for job by completing reference checks, written test and
interviewing potential talent which is match for the job position. Recruitment and selection is the
major role of the HR which is performed in the organization to fulfil staff needs on time.
Compensation
HRM personnel analyses and make some kind changes in a company’s pay structure
through researching compensation trends which change by government time to time. Another
reason is to ensure staff that they get fair payment on the basis of their performance which is
major responsibility of the HR. In addition, they focus policies and supports company to comply
with different norms of government in order to compensation such as the Fair Labour Standards
Act that represent low wage and get payment for overtime work. So, HR includes overall terms
and condition in the employment policy which supports individual to understand pay structure as
well pay set up of company. When HR out updated for the new terms and condition then have to
faces various by organization such as shortage of employee within workplace, reduces goodwill
of the company in the business market. so, it is primary duty of the HR management to aware
about overall rules so that can build trust of employee on the brand.
Benefits
HR has main purpose to develop effective recruitment and retention techniques which
attracts new candidate to apply for job and maintains employee’s wellbeing within company. HR
offers health insurance, dental insurance and retirement plan to the staff to lead self-actualization
from the job. HR has primarily duty to research such kind information which obtain best package
of the benefits and declines employer cost. it is another duty which is performed by the manager
because it helps company to meet its objectives. When manager unable to develop employee
benefits strategy then can’t attract highly talented employee and reduces wellbeing of existing
employee within workplace (Maheshwari and et.al., 2017).

Performance appraisal
It is the main function of the HRM which is performed by the human resource. The main
purpose of the function to encourage individual to give high quality work at workplace so that
easy to meet objectives over the period. HR takes equitable practices while conducting appraisal
system which is based on promotion, retention and termination. The major role of the function to
motivate employee for giving high performance and supports to achieve short-term and long-
term goal over the period. HR must keep transparency while offering promotion and rewards to
the staff because any type of discrimination can demotivate employee at the workplace.
transparency in decision making process, promotion process and reward system builds good
relation between employer and employees and motivates employees to give high efforts at
workplace.
Law compliance
Businesses are specifically responsible for the safety and fair treatment of its employees.
HR department has main function to keep themselves aware of employee law which is changed
by the government over the time. So, HR department keeps organization up to date about rules
and regulation so that each to fulfil predetermined objectives over the time (Oke, 2016). It is
primary responsibility of the HRM to comply with law and leads continued growth and existence
within organization. It supports human resource to resolve conflicts of employee about salary
status, discrimination and job policies and manage their wellbeing within company (Nankervis
and et.al., 2019).
Critically evaluate different approaches within company
There are several approaches which are adopted by Tesla. These are explained below:
Workforce planning
It is important approach which is adopted by organization to offer creative working
environment to the staff so they can apply suitable skills for dealing with task at workplace.
HRM management plays essential role in the approach because they initially analyse current
situation of the workplace then access future situation which can create challenges for the
company. In addition, HR analysis gap skills between current and existing employee. In last

manager conducts training classes to gain profit within company by analysing overall situation
(Sanders and Yang, 2016). This process is quite time-consuming procedure because have to
evaluate overall situation then execute any action to take advantage from the situation which is
major weakness of the approach. while by the workforce planning easy to identify weak area of
employee which needs to improve. Thus, human resource easy to conduct suitable classes which
helps to improve employee performance so that they can lead high profitability within company
that is major strength of the approach.
Recruitment and selection
It is another approach which is performed by HR of the Tesla. The main goal of the
approach to appoint highly suitable employee for the specific job. HR announces abo0ut job
position and job specification which is included into recruitment procedure. While screening of
reference check, written test based on the academic knowledge, group discussion and personal
interview etc. encompasses into selection procedure. It is quite good approach because it helps
HR to elect skilled employee which lead profitability within company in the future. Recruitment
and selection approach is time-consuming procedure which is weakness of the approach.
Another demerit is that most of the time organization losses incredible talent due to academic
based knowledge exam.
Development and training
It is another approach which supports company to improve employee performance and
maintains their wellbeing within company. HR conducts skills and development program for the
staff where they can improve number of skills by learning new activities and tactic that helps
company to compete with their competitors in future. the major advantage of the program is to
fulfil numerous needs of employees so that easy to maximize efficiency of the company. But it is
time consuming and costly technique and requires high maintenance which is considered into
weakness as well.
Performance management and reward system
Performance management and reward system approach adapts by the company to
improve employee performance and identify incredible talent which can lead future benefit

within company (Shortell, Rundall and Blodgett, 2019). Performance management conducts
various procedures i.e. analysing, monitoring and takes action based on these procedures. By the
approach company easy to improve each employee performance and enhance confidence. While
reward system supports to motivate employee to give high performance along with good work
quality during work pressure. the major strength of the approach helps to screen out different
talent while rewards system helps to take short-term goal. This approach is time-consuming and
needs high maintenance which is major weakness of the approach.
Importance of employee relation and flexible working practices
Employee relation
Employee relation is very important approach for the Tesla because it helps business to
meet its objectives and leads healthy working environment. In addition, conflicts crisis also
reduces between employee and management for salary status and work pressure. it leads high
retention of employee within workplace and self-satisfaction as well.
Employee engagement
Employee engagement approach is quite effective approach because it supports company
to manage their wellbeing within workplace. high employee engagement is not only lead high
productivity of employee but also supports to lead effectiveness within workplace.
Flexible working practices
Tesla adapts flexible working practices within workplace which supports to get large
number of tasks on time along with high quality. HR is flexible with time which reduces pressure
on employee and inspires them to give honest performance so that fulfil organization’s
objectives over the time. so adaption of the practices helps organization to get desirable result
over the time by the help of employees.
Analyse significance of employee’s relation to influence HRM decision-making
Manager involves staff in decision making process and gives them values by listening
their opinion which helps to improve effectiveness in decision making process. In addition, it
helps to establish good relationship between employer and employees (Voegtlin and Greenwood,
2016). Good employee relation supports manager in each and every decision and follows

effectively which supports company to improve brand image in global market. HRM takes
decision to give high level training session to staff per quarter months which improves their
quality of work and make them multitasker. To offer creative workforce to staff which compels
them to do some creativity. These decisions are taken by the HRM to meet mission and vision of
the company over the period. Where good employee relation influences HRM decision-making
process by following strictly.
Employee legislation:
The key areas of employee legislation which Tesla focuses on for constructing a strong
committed workforce structure and high brand value are there is high adherence to employment
laws, legal practices to govern safety standards of employees. There is no discrimination among
employees and company leaders in all departments give equal work opportunities to showcase
their skills and talents. Employers and employee are connected with each other to maintain
strong parameters of working environment and there is high focus on building creativity and
innovation to bring high cost effective outputs within all regions. Employees motivation is highly
important and leaders are at utmost level present to provide training and development, solve their
work related grievances. The employee legislation is strongly followed by managers and HR
professionals at Tesla where there is high focus given to determinants of employees working
standards, functional efficiency and building their potentialities to cope up with dynamic
working environment (Wilkens,2020).These practices has improved Tesla brand image globally
with high profitability factors and completion of production targets has enabled to construct high
goodwill among customers around the world. Employee legislation factors also imply to safety
and employee relations with their supervisors which gathers deep analysis on internal workforce
strength.

PART 2
Job Specification
JOB TITLE: Production Manager
Department: Production department
Qualifications and experience:
 MBA
 Experience of working in more than 2 years of production department at supervisory level in a company
 Proven track record of successfully training employees in productivity and safety
Work Based Skill Competencies:
 Production manager at Tesla is responsible for leading teams of up to 60 employees and has to supervise in
fast paced and busy production environment
 Lead the team members by giving them best training of producing cost effective technology and engines
for all cars
 Report to top management all details of resources being used in department
 Maintaining strong work record of all essentials and outputs produced
Duties and Responsibilities:
 Assessing project and resource requirements
 Estimating and agreeing budgets with timescales of clients and managers
 Determining the best quality standards for high scale production levels
 Maintaining optimum utilization of resources
 Overseeing the production procedures within all teams
 Handling training sessions of all production teams
Skills and Specifications:
 Excellent communication skills and interpersonal skills to build interaction with employees of various
teams.
 Strong knowledge of Latest manufacturing standards
 Exceptional organization skills

JOB CV
NAME: David Thomas
Contact: [e-mail]
Qualifications and experience:
 MBA
 Leader in production department at a company for 2 years
Hard skills:
 Data understanding
 Knowledge of latest technology and equipment’s used in cars
 Machinery equipment’s and resourcing latest resources for cost effective outputs
 Production with latest integrated technology to produce high quality standards in outputs.
Soft skills:
 Interpersonal skills to communicate effectively with team members
 Strong leadership skills
 High problem-solving ability
 Quick decision ability
 Dynamic working potentialities

Preparatory notes for interview
Tesla Human Resource Department is focused to choose highly efficient production
manager in the interview procedure, who has strong experience of working in production
department for car manufacturing company. The person who comes in for interview will be
tested based on his qualifications, integrity of knowledge in latest manufacturing standards to
produce best production targets within specified time frames. Interview will be held in totally
formal method where candidates will be approached based on prerequisites mentioned in job
specification. Their performance will be measured by various metrics such as the leadership
ability he possesses which is highly important to lead employees working in teams at production
department. Selection criteria will be essential as there is major focus given by company
standards to hire advanced skilled employees, who have diverse knowledge of working under
various situations and there is high functionality in their operational structure (Nigrini,2020).
Interview Questions:
 Hello, kindly give brief introduction of yourself?
 What are your skills and competencies through which you will lead the production department?
 Do you possess research knowledge of bringing in innovative products based on the
manufacturing criteria and standards of our company management?
 Do you posses’ analytical skills through which you can gain insights on resource budgeting
activities?
 What are your future plans with which you seek your career enhancement?
Selection criteria:
The candidate appeared in interview is appropriate to the prerequisites and requirements
of production manager head, the job role we are looking for. His CV is strong and shows
experience of working as production head has enlarged his knowledge of latest technological
standards, machinery equipment’s and the research breakthrough. The selection criteria is
highly focused by our HR professionals to choose best candidate whose knowledge is highly
functional and productivity records have been dynamic in his past experience. Tesco HR
department maintains high parameters in choosing the best candidate at production department
as it is one of the most crucial job role, and leverages high technical efficiency to supervise
resource allocation and duties within all employee teams (Hamilton and Finley, 2020).

JOB OFFER
Process of recruitment
HR department at Tesco focuses in gaining high efficiency for choosing the best
candidate as per the job vacancy, reviewing all applications and screening is done on various
Name: David Thomas
Contact: [e-mail]
Address: Lake Street, Palk view apartment (UK)
Dear David,
We the HR department at Tesco is happy to inform you that you have been selected as the
production manager in department of production. We are delighted and looking forward to your joining
from this month, kindly mail us your acceptance for this letter so that we complete procedure of

parameters. Recruitment is done by social media advertising and various other sources to spread
job specification among all young potential candidates. These practices are governed by high
ethical practices and are governed by legislations which help to gather data on various levels for
keeping the use of resources intact and also focusing on orientation of employees who join new
in company structure. Experience of working in production department is highly important for
choosing the best candidate as per job requirement and functionally he should be efficient in
reaching the set targets with efficiency (Saman,2020).
Rationale for conducting HR practice
The rational for conducting HR practice can be understood on the fact that it is highly
important to maintain strong competitive workforce and connect to employees by the leadership
practices. HR practices not only enhance motivation among employees and keep them retained in
company for long terms but also provide safe working conditions with all departments. Overall
company image and brand value is enhanced when the parameters of HR practice are evolved
and employees are selected, recruited with ethical strategies. The rationale for conducting HR
practice can also be analysed on factors that corporation and leadership helps to demonstrate the
working standards among employees and there is high focus given to their satisfaction levels at
workplace.
Evaluation of process:
The recruitment and selection procedure conducted for choosing production manager is
highly rational and ethical practice of business legislations have been followed. It shows that the
candidate chosen is best as per job specification requirements and there was no bias or informal
mis-conduct in whole procedure ,which enables us to understand that HR department has high
focus in keeping strong workforce and the legality of procedure is maintained under all forms
(Scales and Brown, 2020).

CONCLUSION
This report can be concluded by the detailed explanation on Human Resource
Management department operating within Tesla, a multinational Car manufacturing company
who has attained high goodwill among people around world. This report concludes the varied
role, responsibilities of HR function where it is imperatively important for maintain strong
parameters to enable the formulation of committed workforce. This report conclude approaches
of workforce planning, recruitment and selection procedures from online networking through
which Tesla aims to determine best evaluation for high functionality. There are various strengths
and weaknesses of all approaches which enables us to understand how Tesla chooses the best
cost effective and resourceful way of making potentially strong workforce. This report also
concludes importance of employee relations, engagement with leaders and the various benefits it
implies on company structure. Flexible working conditions and high leadership by leaders keep
employees motivated and retained for longer periods which develops brand image and si strong
factor for quick decision making at times of high dynamic business scenario. This report
concludes how job specification, job offers and interviews are conducted as major element of
recruitment and selection. Tesla maintains strong factors in evaluation of employee skills which
are based on experience and his leadership skills to guide his subordinates and fellow team
mates. This report concludes rationale for practicing HR practices, various benefits and long
term impact on company performance in industry (Wilder, Cymba and Villacorta,2020)

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