Human Resource Management dd88

Illustrating your analysis with examples, including those covered during the module and examples from your own organisation or one known to you, discuss the role of human resource management (HRM) in organisations and critically review the link between HRM and wider organisational strategy. please include: (i) a brief introduction (at the beginning of your essay) and (ii) a brief conclusion (at the end of your essay), and (iii) separate your essay into clear paragraphs, making use of sub?headings to clarify which paragraphs contain a separate idea or argument

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the University
Author note

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HUMAN RESOURCE MANAGEMENT
Introduction
Human Resource Management refers to part of the management that deals with the
people in the workplace and their relationship within the framework of an enterprise. It helps
in the procurement of the required talents that takes place with the help of the process of the
recruitment, placement, training along with the promotional policies. It helps in securing the
co-operation among the employees of company that aids in achieving the goals of a company.
It helps in enhancing dignity of the labour and it creates the healthy relationship among the
workers of a company. The human resources are responsible for the development of a
company that helps in the generation of the organisational culture. BMW is the multinational
company of Germany that is instrumental in producing the automobiles along with the
motorcycles (Bmwgroup.com 2020). The headquarters of the company is located in Munich
and it produces the motor vehicles within the Germany, China, Africa, United Kingdom,
United States and the Mexico. This essay discusses about the role that is played by the human
resources management in the company. This essay elucidates on the relationship that exists
between the human resources and the corporate strategy of the organisation.
Role of the human resources management
BMW have the enviable position within the framework of the changing automotive
world. The products of the organisation are recognised across the world for their
performance, technology along with the quality. An important factor that have kept the
company in the forefront is the element of the customer satisfaction. The company recruits
right people and provide them with the outstanding training that have helped the company in
excelling itself in the world arena (Bratton and Gold 2017).
BMW takes recourse to a rigorous selection process for the internal along with the
external applicants that has helped it in appointing the staff of the highest quality. The firm

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organises the special selection events that helps in providing the opportunity to the applicants
of demonstrating the skills and the abilities in various kinds of the relevant activities
(DeCenzo, Robbins and Verhulst 2016). It aids the employees in the area of learning about
the respective roles that they have applied for in the organisation. The company recruits the
employees internally and in the event of the internal recruitment not being possible the
company considers the external employment. The organisation provides the encouragement
to the employees so that they can develop the careers.
The firm makes significant investment in the area of the training and the development
of the employees. BMW organises the seminars along with the training opportunities that
helps in providing customers with highest level of the customer service. The company have
the practical workshop bays, syndicate rooms and the training rooms that takes care of the
training of the employees who are working in the company (Stewart and Brown 2019). The
organisation takes recourse to the cutting edge IT technology that helps in strengthening the
knowledge of the employees of the company. The company have the library along with the
“Apprentice Clubhouse” where the new recruits can relax after undergoing the process of the
training (Sparrow, Brewster and Chung 2016). These have been arranged so that the
delegates can come together for discussing the essential items with the colleagues and the
trainers. It aids the workers in absorbing the training so that it can be utilised by them at a
later time when they are working in the organisation.
BMW provides the employees with the practical support along with the training
opportunities that encourages the aspect of the personal development of the workers. The
organisation takes care of the fact that the training is aligned to the achieving of the corporate
objectives. BMW selects the training programme on the basis of the needs of the workers.
There are various kinds of courses which are available for the staff which is inclusive of
management, sales, after sales, technical along with the dealer service (Marchington et al.

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2016). The managers carry out the interaction on the daily basis with the members of the
team which is formalised with the aid of the performance management system which is called
the ‘portfolio’. The managers involve themselves in reviewing the performance of the
employees against the agreed objectives that assists in improving the efficiency of the
workforce. The planning actions are on the basis of the strengths of the employees and the
training addresses the weakness of the employees in the company (Guest 2017). The
company ensures that the employees are treated in a fair manner and they are valued
notwithstanding their race, religion along with the gender. The human resources of the
organisation takes care of the fact that all kinds of the employee receive the favourable
treatment and that they are not disadvantaged by any kind of the organisational policies.
Link between the human resources and the organisational strategy in BMW
BMW have laid emphasis on the aspects of the business and the service that have
helped the company in responding to the changes in the business environment. The human
resources of the organisation acts in a proactive manner that have aided the company in
dealing with the new concepts of the present age. It have aided the company in becoming
more oriented towards the customers that have increased popularity of company among
people. The human resources have changed the structure of the company so that it can deal
with the new ways of the operation (Bailey et al. 2018). Organisational structure helps in
defining the crucial relationship in the business that helps in achieving the business
objectives. It helps in defining the business culture that can be of use in adjusting to changes
present in the environment. The culture is deeply embedded within the employees of the
organisation that helps in contributing to the strategies of the company. The human resources
policies of BMW are hence crucial for the conduct and the performance of the organisation.
The goal of the human resources is to add the value to the products that can help them in
competing with the global market. The human resources have made the workers more

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productive that have aided the company in maximising the profits. The organisation have
made the employees flexible so that they can adjust themselves on the basis of the changes
that are taking place in the global arena (Boon et al. 2018). The department of the human
resources takes care of the needs of the people so that they would stay committed to the
organisation in the long term.
The company provides the equal opportunity to the employees that have aided in the
creation of the healthy culture in the organization. The organisation supports the young
female executives and the female insights have helped the company in excelling itself in the
area of technology. The company provides the extensive training to all levels of the staff in
the company. BMW have the Group Trainee Promotion Programme that helps in providing
the practical along with the theoretical knowledge to the employees of company (Delery and
Roumpi 2017). The trainees receive various kinds of benefits like the holidays, bonus along
with the travelling subsidy that is instrumental in providing relaxation to workers. They also
take recourse to the health programmes which are arranged by the human resources of
company that improves the satisfaction level of the employees.
BMW does not view the employees as the cost factor but like the essential
performance factor that provides encouragement to workers. The employees are provided
with the respect by the people in the senior management of the company that have aided in
maximising the potential of the employees. The human resources policy of the company
states that the policies which are not oriented towards the associates would lead to the
negative cost effect in longer frame of time. The activities pertaining to the human resources
have helped BMW in taking the great strides that have taken care of the success of business
of the company. The policy of the human resources acts as integral feature of the overall
corporate policy that have helped the organization in the area of strategic along with the
operative decisions.

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Conclusion
BMW makes use of rigorous selection process that have helped in drawing the right
people to the company. It have aided in the process of the appointment of staff of highest
quality that have aided in development of business. Special selection events are held in the
company that is instrumental in providing opportunity to applicants who demonstrate the high
skills along with the abilities. The investment is made by BMW in the area of training that
have helped in personal growth of employees. The seminars are held in the organization that
have provided the customers with the high level of consumer service. BMW have in its
possession syndicate rooms along with the training rooms that have helped in providing
training to employees. Human resources have changed organisational structure that have
helped them in handling the new operation process in company. Organisational cultures
proves to be pivotal in defining business culture which can aid company in adjusting to the
changes of the environment.

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References
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Bmwgroup.com (2020). BMW Group. [online] Bmwgroup.com. Available at:
https://www.bmwgroup.com/en.html [Accessed 14 Feb. 2020].
Boon, C., Eckardt, R., Lepak, D.P. and Boselie, P., 2018. Integrating strategic human capital
and strategic human resource management. The International Journal of Human Resource
Management, 29(1), pp.34-67.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Marchington, M., Kynighou, A., Wilkinson, A. and Donnelly, R., 2016. Human resource
management at work. Kogan Page Publishers.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.