MercedesBenz Human Resource Requirement and Management

UNIT 3 : MERCEDESBENZ
HUMAN RESOURCE
REQUIREMENT AND
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explaining the main areas of HRM in contribution to develop sustainable performance...........3
HRM practices in relation to retention and recruitment of employees........................................5
Review of the effects of changes on human resource..................................................................7
Impacts of internal factors on HRM............................................................................................9
Impacts of external factors on HRM..........................................................................................10
Human resource practices in organization for improvement in sustainable performance.........11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the practice which is based on the process of
recruiting and training right individual for performing job. The HR hires adequate and
skilled employee for which may improve the overall productivity and efficiency by
performing task and activities. It also plays vital role in management of people at the
workplace culture. Mercedes-benz is German luxury as well as commercial vehicle
automotive brand, it was established in 1926 (Saeed and et.al., 2019). they produce
such luxury vehicles which is badged under Mercedes-Benz and the commercial
vehicles are heavily badged and maintained by Daimler lorry which is former part of
group.
This report will execute the broad areas which will discuss organization human
resource management functions for achievement of business objectives and
organizational performance. It will also discuss its key factors which impact human
resource management decision-making on the basis of adequate recommendations.
This will provide on the basis of examples to illustrate their support organization and
talent development. Further, in this report, it will be discussing critical aspects of role of
recruiting and retaining of skilled employees from the availability of labour markets. By
the end of this it will determine strengths and weakness of HRM practices referring to
SWOT analysis, it will make justifications regarding with sustainable organizational
performance with illustrations.
MAIN BODY
Explaining the main areas of HRM in contribution to develop sustainable performance
Sustainable human resource management refers to adoption of HRM tactic and
practices which enables the achievement of social, financial and ecological aims. It
impacts inside as well as outsider the organizations and on long-term time horizon it
controls for unintended side effects. The sustainable HRM refer to method which social
and human outcomes contribute to continuous process of organization in long term
which can be referred to sustainable organization. Similarly, the functions of HRM
ensures that Mercedes-Benz is able to achieve success through skilled people. Human
resource management helps to improve their organization effectiveness and ability to
develop their capacity to form the best use of resources available to them (Sardi and

et.al., 2020). On positive note it is essential for company to adopt with hrm policies and
grow to higher extent in industry. Human resource management is alinged with process
which starts with recruitment and hiring. Similarly, HRM is highly concnerned witht
adequate measures of providing the effective training and developmental aspects. They
maintain structural and organization culture in workplace by promoting through
monitoring various terms aligned to develop the better result for the organization. On
the other hand it may negatively impact on the organizational performance in the
situations when it is not favourably met with the recruiting methods. The functioning of
HRM retains great influence in success criteria and overall expansion of Mercedes-
Benz. The employee grow their skills so the company automatically drive to make the
sustainable performance in industry. There are various functions of Human resource
management which enables to make better lucrative outcomes. HRM enables smoother
functioning of organization, the process of these starts with developing right policies for
job requirement and sum up with ensuring success driven factor of overall business.
There are various HRM functions such as hiring and recruitment, training, employee
relations, maintaining company culture, employee benefits, safe working environment
and managing disciplinary actions.
Each of the human resource management functions are lucrative for
organizations, whereas in recruitment and selection process it allows Mercedes-Benz to
execute well-trained and professional workforce having such innovative thinking and
soft skills (Otoo, 2019). This may help organization to achieve their strategic and
financial objectives. Further, in the process of training and development it may impact in
two ways such as training strengthens the skills which is adoptable and also it improves
their satisfaction with present employment and workplace. The training and
development are focused to make effective contribution to growth of individual and for
the organization like Mercedes-Benz it is mandatory to have the skilled workforce to get
the result in higher level of extent. Also, the company adopts the training and
development program in which it procures the leadership development programme for
the duration of five months for management staff. Such programs ensure that all leaders
must be able to communicate their vision and motivate to develop others as well.
Whereas such programs are highly effective for their employees in which company wills