Managing and Coordinating the HR Functions

This study material discusses the effectiveness of HR functions in different organizational contexts, focusing on talent management strategies in the automotive industry. It explores the challenges faced by HR in attracting and retaining employees and provides insights into the strategies adopted by Tesla and Bentley Motors. The material also highlights the importance of aligning HR strategies with business goals and the need for continuous learning and career growth opportunities.

Managing and Coordinating
the HR Functions

Table of Contents
Introduction......................................................................................................................................1
Issues related with effectiveness of HR functions in different organisational context..........3
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Introduction
Human resources refers to division of business which are charged with findings, their
screening, recruitment and rendering training to job applicants along with administering
employee-benefit programs. HR within the organisation are liable for carrying out wide range of
crucial functions and this involves recruitment, performance management, development, learning
and many more (Ahammad, Glaister and Gomes, 2020). Talent management refers to strategic
process that is methodologically organised and involves having right talent onboard as well as
assist them within growing their optimised capabilities by ensuring organisational objectives.
Different countries have distinct ways for talent management depending upon the needs
of market place. But the basis is same that comprises of identification of talent gaps, vacant
positions and onboarding relevant candidates that will lead them to grow in system and develop
skills that are needed by emphasising on future. This acts as basis but the ways in which they
work or formulates strategies for talent management varies depending upon marketplace. HR
function refers to unlike approach for managing employment to have edge through having
deliberately competent employees through usage of merged personnel, cultural and structural
methods. There are diverse functions that are being carried out by HR within the organisation
and talent management is one of them.
Evolution of HR functions:
Each country have different culture which acts as basis for firms according to which they
deliver their operations. This also leads to creation of organisational structure. Depending upon
these aspects firm evaluate the market and acknowledge the needs of customers. With
advancement of technology, aspects of HR functions have evolved like online training sessions
are given to employees rather making investments on offline sessions. This aids within talent
management as capabilities of workforce are enhanced within the premises (Armstrong and
Taylor, 2020). An instance can be taken with respect to two countries like in Tesla survey was
carried out and emphasis is laid on being anonymous so that honest answer can be attained. In
Bentley Motors, managers facilitates discussion with employees to address their point of
opinions and have some innovative thoughts.
Strategic Focus
The HR of the organisation formulates different strategies for talent management for
fulfilment of gap and attaining growth drive approach for management of employment that is
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liable for seeking competitive edge via strategic deployment that us highly committed as well as
proficient by optimisation of skills, expertise along with traits of employees (Armstrong, 2019).
Different primary strategies which are being carried out by distinct countries are similar and they
are specified below: Detailed job description: The well-defined description aids individuals within
acknowledgement of job role in better manner. Candidates can have informed
understanding through which decisions can be made. Person organisation fit: The organisational culture vary which might make employees
unhappy that will further lead them to be unproductive. This is evident from their actions.
The organisation must acknowledge the expectations of individuals which means that
healthy environment will yield affirmative outcomes. Collaborate-coach-evolve: This is critical aspect within talent management which
evolves around creation of culture that comprises of coaching, monitoring as well as
collaboration. Constructive feedback leads in long run when it involves assisting
employees as well as developing their expertise. Reward and recognise right: This acts as crucial aspect which involves motivating,
engaging and managing employees for their better. The reward and recognise schemes
inspires employees and creates a relevant impact on their productivity as well as
performance.
 Opportunities for continual improvisation: Managing talent must be taken into
consideration in future context where they have envisioned themselves. This makes it
important for them to equipped with adequate tools through which potential can be
maximised.
The practices that are being conducted by human resource management leads to drive in
competitive edge as, it enables firm to acquire workforce who is capable enough to work within
as well as perform as per the desired standards (Crane and Hartwell, 2019). HR is accountable
for aggregation of inherent capabilities, skills and acquired knowledge that will be illustrated by
talents and aptitude of persons that are employed within the firm. This enables them to align
strategies with organisational goals.
In order to acknowledge the concept of Managing and co-ordination HR functions,
Bentley Motors Limited and Tesla Inc. are taken into consideration. Both the firms render their
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operations in different countries, they are: England and California respectively. Bentley Motors
is British firm that manufacture SUVs along with luxury cars. The firm delivers their services
worldwide and for this they opts for strong human resource practices that enables them to retain
their employees as well as meet expectations of customers in appropriate manner. Tesla Inc. is
American firm which deals within clean energy and electric vehicles. They also deliver their
services across world and this is only attained by possessing talented human resources. Both the
firm deals within same industry that is automotive but talent management is done via distinct
manner. The report will emphasise on effectualness of HR functions that are being conducted in
two distinct countries and organisational settings. Furthermore, strategies will be illustrated that
are used for attainment of competitive edge.
Issues related with effectiveness of HR functions in different organisational context
The responsibilities that are undertaken by HR of organisation to ensure that goals and
objectives can be attained within timely manner is referred to as HR function. The critical
functions conducted by HR of both Tesla and Bentley Motors comprises of: formulation of job
description, initiation of relevant selection process for hiring relevant individuals, training and
education, real-time feedback, conduct monthly performance reviews, designing appropriate
compensation system and exit process (Crawshaw, Budhwar and Davis, 2020). These are basic
functions conducted by HR and talent management is one of the essential component for well-
bring within the business irrespective of organisational size.
Human resources go through wide range of challenges that involves alterations within job
markets along with shift of firm for opting for new technologies. There are certain aspects that
must be analysed by both the companies who are delivering their services in different regions in
context of talent management includes furnishing employees with mentoring and employee
coaching. Furthermore, appreciate as well as render feedback to employees if it is important.
This also comprises of rendering continual training & development opportunities, rewards &
recognition and cultivate honest career path as per their skills and knowledge. Certain aspects are
specified below in context of Tesla and Bentley Motors that leads to creation of pessimistic
influence on HR.
Issues related with effectiveness of HR functions:
Organisations makes use of different strategies for attaining competitive edge within the
marketplace. This involves planning of workforce, employee engagement, selection,
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management of performance, etc. This leads to formulation of buy and build strategy that is
shared widely. But with respect to talent management it becomes necessary to identify the issues
which might hamper overall performance of the employees and firm on the whole (Gemar and et.
al, 2019). With reference to Tesla and Bentley Motors, certain issues are specified beneath: Embracing new interests: Young employees interact with others via technology and this
is there initial instinct. But management or senior leaders are new which means that they
might lack skills. This can be a week point for Tesla and Bentley Motors as young
employees need a challenging environment where they can amplify their knowledge. Attracting and retaining employees: It is not possible for organisation to provide equal
or high salaries to all the workforce. The reason behind this is obvious that each have
their own abilities, skills and knowledge which makes each of them different from other.
The initial salary that is offered by Tesla is high in comparison to Bentley Motors.
Furthermore, the motivational levels that are in monetary terms may not always seem
appealing as people also aspect that they are given recognition for the project
irrespective of team on the whole.
 Being narrow-minded: The higher authorities of firms are not open minded like leaders
of Tesla might not be able to welcome the new ideas given by a new individual as they
might feel they do not have relevant experience and lacks market knowledge. But this
clearly illustrates that there is a need to alter the way in which organisations work
otherwise it will become difficult for them to retain employees for certain time frame.
These are some issues that are being faced by HR of Bentley and Tesla while acquiring
and management of their employees. It is important to develop strategies with respect to working
culture, structure and environment that prevails within the country (Harsch and Festing, 2020).
Strategies of Tesla:
While delivering services within the marketplace, it becomes important to formulate
strategies according to which offerings can be delivered within the marketplace. To ensure that
Tesla is able to attain their goals as well as objectives within peculiar time span and as per
desired standards, human resources needs to be managed in an effective manner. Talent
management within Bentley Motors comprises of organisational programs, processes and
practices that are formulated with an intent for attracting, empowering, developing, energising
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and mobilising appropriate candidate within right job at right time for attainment of business
goals (Madani and Wajeetongratana, 2019). The different strategies with reference to talent
management formulated by HR of Tesla are specified beneath:
Define & align business strategies: Effectual delivery, global expansion and production
needs distinct planning for driving in innovation. For this, it is necessary that senior leadership is
aligned with employees as it will lead them to acknowledge their perspective as well as
anticipations. This will enable HR of Tesla to align strategic objectives with goals of firm which
must also incorporate talent optimisation process.
Identification of leadership gaps: The activity for evaluation of leadership team can be
conducted in distinct ways. Initial step that can be taken for doing so is personality-based
behavioural assessment for identification of ways team members can approach their work,
formulate decisions and interact with them. This will enable leaders of Tesla to be self-aware
about their teams, have collaboration and develop relationship. The gap can be identified by
emphasising on skills as well as competencies. This will lead to identify the limitations and work
on them through which a coordinated and motivated environment is being created. An instance
can be taken like if leader of Tesla do not give their employees with an opportunity to voice out
their opinions then they will lack innovation as well as productivity might be hampered.
Development of talent: HR of Tesla conducts a formal analysis for illustrating complete
picture related with experience, traits, values and many more which will aid them within
attaining success in peculiar role. They emphasise on having a precise information about
candidate they need and accordingly select them by formulation of clear interview questions
(McDermott and et. al, 2019). Furthermore, organisation makes use of different training methods
through which they are able to amplify skill set of their candidates. In addition to this, the
training is delivered as per the market requirements and technologies that prevails so that firm
can withstand competition that exist.
HR of Tesla have opted for strategies illustrated above for talent management. They have
identified the gap which might lead to hamper overall productivity of the firm and accordingly
relevant steps are being taken for dealing with them. This is carried out to identify issues faced
by employees and provide them with relevant assistance through which overall impact can be
minimised. This further leads to talent management within the Tesla.
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Strategies of Bentley Motors:
The different issues have been identified and distinct steps are being taken up by Bentley
for ensuring that they are able to cope up with needs of the marketplace. It is crucial for
management of firm to have a mutual relationship with colleagues. It leads to attain valuable
experience along with add up skills within the profile (Nankervis and et. al, 2019). Furthermore,
Bentley Motors takes leverage of talents in order to attain their vision. The HR of the firm has
analysed each aspect that may hamper overall performance of employees and accordingly
different strategies have been formulated. They are illustrated below:
Career growth: Career plans are formulated with reference to colleague's ambition,
aptitude, skills along with needs of the firm. Employees will have the opportunity to work with
manager that will enable them to identify opportunities through which knowledge as well as
skills can be expanded. Employees have an option to learn in a manner that fits in their interests
and are also aligned with objectives of business (Talent Management, 2020). Colleagues are
empowered within Bentley for taking up ownership of career growth. HR offers job profiles,
competency assessment along with development plans for identification of stretch assignments,
best fit, job mobility and mentoring.
Learning: HR of Bentley has inspired as well as empowered employees to reach their
complete potential via continuous learning culture. In this case, development opportunities and
global learning are being integrated within the firm via formal education, certification, internal
training and on-the-job learning (Parry and Battista, 2019). Working with field experts and
industry leads employees to amplify their skills, make contribution within success of business
and aid firm within sustaining world's infrastructure.
Global mobility: Bentley is a global firm that renders opportunities across the world.
Employees have an option to collaborate with others those who are from distinct culture,
perspectives and countries on regular interval. In addition to this, HR of Bentley provides their
employees with a chance to be an effectual part of global mobility program. This furnishes
colleagues an opportunity to work within different countries when business and personal
requirements are in harmony.
For talent management, HR of Bentley Motors have opted for providing their employees
with summer programs which may be either for short or long term and also for development of
higher potential. Furthermore, transfer options are also rendered through which they can learn
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new things and develop themselves in a wider perspective (Samson, Donnet and Daft, 2020).
These are strategies that are being opted by Bentley Motors for talent management and ensure
that employees are aligned with organisational objectives and goals.
Conclusion
From above, it can be concluded that human resource management refers to approach that
is liable to attain competitive edge by making use of capable workforce through usage of
different approaches. There are distinct HR functions that are being carried out by firm for
ensuring that they are able to render their operations in adequate manner. They comprises of
formulation of plans, recruitment, development, performance, evaluation, rendering rewards,
communication along with health & safety. Talent management refers to acquisition of human
resources who possess enhanced capabilities through which organisational goals can be attained
in an effective manner. For this, it is important to determine the issues that are being faced by
organisation this can be attracting individuals to job offerings, retaining them, rewarding and
many more. For dealing with this, it is important to formulate strategies that will be dealt in
effectual manner.
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References
Books & Journals
Online
Talent Management. 2020. [Online]. Available through: <https://www.bentley.com/en/about-
us/careers/discover-bentley/offers/programs/overview/talent-management>.
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