Human Resource Management and Practices

This assignment provides a comprehensive overview of human resource management (HRM) theories and practices. It includes references to various studies and publications on topics such as staffing, team work, organizational innovation, social media recruitment, and online human resource development. The resources include academic papers, books, and PowerPoint presentations from reputable sources.

UNIT 03 HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Functions, roles and responsibilities of human resource manager and importance of HR in
acquiring the best talent in business.......................................................................................1
2. Assessment of workforce planning, recruitment, selection procedure and performance
management and reward system.............................................................................................2
3. Case study for examination of different methods of HR practices....................................4
4. Effectiveness of employee relation and employee engagement with flexibility of
organisation............................................................................................................................5
5. Key aspects of the employment legislation........................................................................5
6. Impact of employee relation and employment legislation in informing decision making and
meeting the business objectives..............................................................................................6
7. Application of HR practice in work related context and preparation of job description,
personal specifications, set of questions to be asked in interview and job offer latter...........7
8. Use of technology in improvement of recruitment and selection process..........................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management can be defined as a process of management which includes
an effective management of employees and other human resources in an organisation so as to
increase their efficiency and provide them the best job satisfaction in return. Mercedes Benz is
the top most brand of luxury cars. It was established in 1926 and have more than 3,00,000
employees working in it. The study includes functions, roles and responsibilities of Human
Resource manager (HR). It also shows the planning, recruitment, selection and training and
development procedures for development of workforce. Study provides various methods of HR
practices, brief evaluation of employee relations and employee engagement for decision making
process. Further, it also shows a job description and job letter for a specific job and evaluation of
use of technology, digitalisation and online resources in improvement of recruitment and
selection process.
TASK 1
1. Functions, roles and responsibilities of human resource manager and importance of HR in
acquiring the best talent in business
HRM can be defined as a proper management of the human resources in an organisation
as to have an appropriate use of them and enhance their efficiency within the business. The main
purpose of functioning HRM in the organisation is to enhance the capabilities of human
resources and make an effective use of them. The main purpose of HRM includes recruitment
and selection of skilled and knowledgable candidates within an organisation who are capable to
attain goals and objectives of company.
Function of human resource managers
Mercedes has employed over 3,00,000 employees in it. HR performs activity to manage
the human resources of the company (Benz. PowerPoint Presentation, 2019). For Mercedes
Benz, its human resources are the most important asset. The main functions of HR are:
 Frequently update its HR practices as per the social changes as to provide better
satisfaction its employees.
 For better results, it has divided its HR practices into 3 broad areas i.e. corporate
functions, human resource functions and service functions. All the departments of HR
works as per the responsibilities provided to them.
 Perform the recruitment procedure for attracting the best talent in the company.
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Roles and responsibilities of HR
As the Mercedes have huge number of human resources, its HR who have to fulfil large
amount of responsibilities and play a vital role in the organisation like:
 Innovating the HR practices as to retain the talent in the company for long time.
 Frequently innovate the recruitment and selection procedure for the purpose of recruiting
the best qualified and talented person on the right post (Bulsara, 2017).
 Take feedbacks from the employees for the purpose of identifying their needs in the
organisation and develop the organisational strategies accordingly.
 Maintain healthy and friendly environment within the organisation.
Significance of the HR in meeting the organisational objectives
Human resources plays an essential role in achieving the organisational objectives. In this
regard, HR of Mercedes plays a vital role in meeting the organisational objectives. All the
objectives can be achieved only if right person is being recruited at right place. This can be
achieved through good HR only.
Talent management: HR of Mercedes conducts frequent training program for all employees as
per their qualification and skills (Kang, 2016). It leads in improvement of their knowledge.
Shape company's culture: They shape valuable culture within company by developing effective
communication and values within organisation. It enhances the efficiency of workforce within
the company.
To organise company: Further, to meet the organisational goals, mangers need to distribute
different roles to different workers of company as per their qualifications and skills.
In this regard, it can be analysed that HR have a significant role and responsibility in the
Mercedes. Further, effective HR practice also helps the company in achieving its organisational
goals.
2. Assessment of workforce planning, recruitment, selection procedure and performance
management and reward system
Workforce planning
Workforce planning refers to planning to recruit the best person at best place.
Recruitment of talent is always not enough for providing growth to the company. Therefore, HR
of Mercedes need to be placed at the right place within the organisation at which talent of the
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workforce can be utilized more effectively for company's growth. Further, placing the recruited
employee in the suitable team is also a part of workforce planning.
Recruitment and selection
Recruitment and selection is procedure relating with recruiting new employees in the
company. In recruitment process, Mercedes searches the best talent and selects the suitable
candidates for the vacant post (Ahmad, 2015). Further, calling all the selected candidates is also
a part of recruitment procedure.
In selection procedure, Mercedes takes interviews of all the recruited candidates using
various methods after taking interview, it selects the best qualifies and skilled employee for the
post. Various recruitment and selection methods are:
Personalized Recruitment method
In this procedure, HR takes personal interview of each candidates and selects the best
suitable candidate for the job.
Strengths weaknesses
HR can personally evaluate the candidate. It enhances the work of HR.
This method helps in effectively evaluating the
confidence level of each candidates.
Many suitable candidate may fails to give
interview due to the distance of interview
venue.
Systematic Recruitment method
In this method of recruitment, HR performs a series of procedure to laid down
information of all candidates for the recruitment purpose (Fratričová and Rudy, 2015). HR
analyses each information of the candidate for comparing with the job description and selects the
best suitable candidate.
Strengths weaknesses
It results in selection of the best employee It increases the work of HR eventually.
Person specifications are properly analysed
before the selection process.
This process is quite lengthy to be applied.
In this way, company enables to select the best employee in the company.
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Development and training
In this procedure, HR performs its most important activity i.e. conducting training and
development program for each employee as per their skills. It helps in updating the talent of the
workforce and enhance their efficiency. It is the major step to help the company in achieving its
objectives.
Performance management
It can be termed as the creation of a healthy working environment in which workforce
can work with their bets efficiency. HR plays an important role in the Performance management
process. It includes providing making all the job description and role in the organization clear to
each employee. It also includes the team management procedure (Raven, 2015). In simple words,
it can be said that performance management includes all those procedures which enhances the
effectiveness of management of workforce in business.
Reward system
Reward system plays a significant role in the providing motivation to the employees. In
Mercedes, HR have a strategy to give rewards to employees for their best performance in the
organisation. This strategy helps in providing self motivation to the employees for gaining the
rewards. It results in enhancement of efficiency of workforce without any training and
development program as well. Rewards can be provided in the form of monetary and non-
monetary rewards.
3. Case study for examination of different methods of HR practices.
There are numerous methods for HR practices like Employment security, Self managed
teams, development of internal HR skills, talent acquisition, etc. All the HR practices provides an
effective management of the human resources in an organisation. HR can adopt the best practice
after analysing all the HR practices.
Case studies for HR practice examination
Mercedes can uses the employment security practice. In this practice, it provides a
security to the workforce and their families as well. This practice results in providing mental
satisfaction to the employees. With the help of this adoption, it also enables to retain the talent
with them for long time. However, strategy of providing mental satisfaction may not be enough
for each situation as many key elements like appropriate salary, appropriate job profile which is
needed for the enhancement of efficiency.
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On the other hand, HR of Mercedes can also adopt the selective hiring strategy. Due to
this strategy HR does not hire anyone in the organisation, but they search the best qualified
employee among numerous candidates. This practice helps the business in recruiting the best
employees (7 Human Resource Best Practices (A mini-guide to HRM), 2018). It also reduces the
task of HR so as to providing frequent training programs for the workforce (Eißfeldt and Heil,
2017). This strategy may also result in increasing the cost of organisation due to the complex
recruitment procedure.
Mercedes uses the HR practice of contingent compensation. It can be termed as the best
HR practice. By using this practice, company pays a fair amount to the employees. The amount
of payment depends upon their performance in the organization. Further, it also provides
appraisal and incentives to them as per the efficiency in the work. With the help of this practice,
Mercedes provides best job satisfaction to its employees. It also leads in retaining them with the
company as well. Although, there are also cons of this practice, as healthy working environment,
peer to peer communication networks, etc. are also major elements of job satisfaction.
In this regard, there are several HR practices which can be used to manage the human
resources of the company. HR need to adopt the best practice for the organisation which could
help the company in achieving their organisational goals.
4. Effectiveness of employee relation and employee engagement with flexibility of organisation
Employee relation is a strategy of management for maintain healthy relations with other
members of the organisation. On the hand, employment engagement strategies helps the
managers in enhancing the passion of all employees for performing their jobs.
Employee relation approaches
 Psychological approach: this approach says that problem in employer and employee
relation arises due to difference in psychology of them.
 Sociology approach: As per this system, as all individuals belongs from different
cultures and families, conflict among them may arise (Nolan and Garavan, 2016).
Mercedes need to develop an environment as to avoid these conflict within organisation.
 Human relation approach: this approach says that each human resource of the company
need some sort of security. Company need to provide security to each individual.
Employee engagement approaches
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 Provide positive input: As per this approach each employee need to provide feedback of
their work so that they can make improvement in it.
 Furnish them to perform best: this approach provides responsibility to manager of
mercedes-benz to provide training and development program so that employees can
perform with their best capabilities.
 Make what is important to them important to you: managers need to prove
opportunities to aid their career, conduct training programs for their own growth. It
would lead in engaging them with company for long time.
Adoption of an effective employee relation and employee engagement approach helps the
company in sustaining the employees with company even in flexible organization and flexible
working which results in effective performance of tasks. Good employee relations within
organization helps in improving motivation level of employees. This helps in increasing
engagement of employees in activities and operations of company which leads to attainment of
goals and objectives of company.
5. Key aspects of the employment legislation
Employment legislation refers to the rules and regulations which have been framed as to
provide protection to the employees at their workplace. Employment legislation laws need to be
followed by each organisation (Jeske and Shultz, 2016). It also helps the company in maintaining
staff welfare environment within the workplace.
As the Mercedes has employed large number of employees, it has to work within the
employment legislation. The key elements within which Mercedes has work are:
Being a multinational company, it follows all the regulations of each country in which it
has its business to protect its employees.
 Data protection Act 2018: Due to implication of this law, company has to keep the
personal information secure. It helps HRM in making the employees rely upon them
about the secrecy of their personal information.
 Equality Act 2010 :Due to application of, this act, the company has to provide fair
treatment to each employee (Bratton and Gold, 2017). It does not discriminate them on
the basis of gender, physical appearance or religion.
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 Minimum wages Act: For the purpose of complying provisions related to minimum
wages law, it pays a minimum salary to each employee as stated in the employment laws
of each country. It helps in taking decision about amount to be payable to each employee.
 Health and safety Act 1974 : Mercedes-Benz also need to comply, as per which it has to
provide a health insurance to the workforce and their family members. It helps top
provide mental satisfaction to the employees.s
 Employment and labour law, 2018 : Mercedes-Benz follows. It makes the organisation
to develop employer employee relationship management in the company.
 It has employed a separate team of managers which have duty to take care of all the
human resources of the organisation. They develop new strategies and plans to provide
more protection to the workforce along with the best job satisfaction.
The organisation has yo work as per all the above key aspects. it helps the company in
providing protection to each employee of the organisation in all over the world.
6. Impact of employee relation and employment legislation in informing decision making and
meeting the business objectives.
Employee relation can be defined as the management strategy of the company in order to
maintain a healthy relation between employer and its workforce (Ladkin and Buhalis, 2016).
Employee relation leads in providing fair treatment to each employee of the organisation.
Employment legislation can be defined as a combination of all the rules, regulations and
acts which provides satisfaction to each employee at the time of its employment at workplace.
Mercedes-Benz adopts both employee relation and employment legislation in the
company which helps the company in achieving the organisational objectives and taking
effective decisions for the business.
By adopting a healthy employee relation policy, Mercedes enables to develop strong
communication with the employees (Nickson, Warhurst and Witz, 2017). It has developed a
combination of formal and informal communication network within the business organisation. It
helps in easily identifying the needs and demands of the employees from the business. Managers
molds their strategies or develop new strategies and takes their managerial decisions accordingly
so as to satisfy all the valid needs and demands of the workforce. It results in providing
satisfaction to the employees. A satisfied employee always works with the full efficiency which
is most important element to meet the organisational goals.
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In addition, by complying all the employment legislation, Mercedes provides protection
to each employees. Employee legislation makes the company to adopt several policies like
payment of minimum wages, elimination of discrimination, providing health insurance to
workforce, maintaining healthy and safety environment within the organisation, etc. all these
helps the managers in providing mental satisfaction to each employees. It directly results in
meeting the organisational objectives.
In this regard, it can be analysed that employee relation and employment legislation helps
the business in inform, decision making and meeting the organisational objectives as well.
7. Application of HR practice in work related context and preparation of job description,
personal specifications, set of questions to be asked in interview and job offer latter
Application of HR practice
It is a major task of HR to recruit the best qualified and skilled employees on the vacant
post by using various recruitment and selection methods and retain them with the company as
well.
HR of Mercedes recruits candidates by three tier interviews, group discussions for
checking their knowledge and confidence, in recruitment process (Goss, 2015). They select the
candidate as an employee only after taking personal interview it enables them to identify the
actual skill, qualification and personality of candidate. In addition, with help of personal
interview, they can also identify whether the person is appropriate for the job or not.
Further, they also provide training to each employee whenever it implements new
technology. All these activities of HR leads in achievement of organizational objectives.
Job description
Name of the organisation : Mercedes-Benz
Job title : Human Resource manager
Required qualification:
 Person must have done MBA in human resource management from a
recognized university.
 Candidate must have done a personality development certification course.
 Have basic knowledge about computer.
Experience required: 2-4 years
Key competencies :
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 Candidate need to have a good communication skills.
 Leadership skills
 Capable to monitor each employee of company.
 Excellent decision making power.
 Ability to maintain healthy relation with each employee.
 Capability to handle all the complaints of employees patiently.
Job responsibilities :
 To manage the human resources of the company.
 To handle all quarries of workforce.
 Taking managerial decision as to maintain the job satisfaction level.
 Take care about compliance of all the employment legislation applicable
on the business.
 Provide an effective and immediate solution to each quarry of employees.
Person specifications
Essential Desirable
Skill 1. Good communication skills.
2. Skill to handle quarries.
3. Decision making power.
 Have done personality
development course from
recognized center.
Knowledge  Basic knowledge of computer
 Basic knowledge of excel
 Good knowledge about
computers.
 Expertise in excel.
Experience 2-4 years 5-7 years
Attitude  Ability to maintain healthy
relation with employees.
 Capability to handle quarries
with patience.
 Excellent leadership attitude.
 Ethical behavioral attitude.
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 Friendly nature.
Interview questions
Q.1) Introduce yourself?
Q.2) Describe your strengths and weaknesses?
Q.3) How can you effectively manage all the employees?
Q.4) What are the reasons behind leaving the previous job?
Job offer latter
Name of candidate: Anita Mann
Name of the organisation : Mercedes-Benz
Date of joining : 6/02/2019
Dear Ma'am,
Mercedes-Benz has appointed you as a human resource manager with the following details.
Post in the company: Human Resource Manager
Salary package: €500,000 pa.
Probation period: 4 months
Working Hours : 9 Am. To 6 PM.
Note: you may have to work extra in addition to the normal working hours and may also attend
the office on holidays whenever it is required.
8.. Use of technology in improvement of recruitment and selection process
Today, technology has become need of every field. With the help of using technology,
performance of a job becomes easier. Efficiency of HRM practices can also be enhanced by
using technology and various online sources.
By using the latest technology like mails, social media, etc., HR can be able to recruit the
best talent from all over the world. Which helps in collecting the best talent in the company for
the purpose of its future growth. Further, with the help of online resources, it has become easier
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for the HR to keep in touch with each candidate personally (Yamada, 2015). It helps in
identifying personal details of the candidates easily and identifying their suitability for the job.
Use of digital platform helps HR in maintaining the records of each candidates. It reduces
the work of HR to recruit suitable candidate each time whenever they required to appoint new
employee for the company. Instead, they can keep records of each candidates which has been
applied for any job and find the suitable candidate for the interview purpose.
Further, social networking helps the HR in advertising the need on employees in the job,
they provide job description on social media platform. All the suitable candidates may apply for
the job on the prescribed platform. It also leads in recruiting the candidates from all over the
country.
Use of technology has also improved the selection procedure like, now they don't need to
call each candidate to the office for the personal interview (Fay, 2015). Rather, they can also take
interview through telephones, video calls, etc. In this regard, all the digital platforms,
technologies, online resources, etc. helps the HR in improving their recruitment and selection
procedure.
CONCLUSION
From the above study it can be concluded that the Mercedes-Benz have strong HR
management system in the organisation. HR has analysed all the functions along with their role
and responsibilities in the company. It has helped the HR in performing their job accordingly.
HR have also analysed different recruitment and selection approaches and have selected the best
approach in order to appoint the best talent in the company. They have adopted employee
relation and employee engagement approach that has helped the HR in making the employees in
performing various activities in the organisation in an effective way. HR has also adopted all the
employment legislation applicable to the business. Further, they have also maintained the best
employment relations and employment legislation which has helped them in the decision making
process and meeting the organisational objectives. They have also developed job description and
person specification and offer letter for each employee in order to describe them proper
information regarding their job and responsibilities. HR of Mercedes-Benz also uses the latest
techniques, digital platforms and various social networking for recruitment and selection process.
It has helped them in improving their efficiency in this regard.
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REFERENCES
Books and Journals
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent Business &
Management. 2(1). p.1030817.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Bulsara, H. P. and et.al., 2017. Exploring green business functions and green brand equity:
proposition of a conceptual framework. International Journal of Qualitative Research in
Services. 2(4). pp.262-279.
Eißfeldt, H. and Heil, M. C., 2017. Staffing the ATM system: The selection of air traffic
controllers. Routledge.
Fay, D. and et.al., 2015. Teamwork and organizational innovation: The moderating role of the
HRM context. Creativity and Innovation Management. 24(2). pp.261-277.
Fratričová, J. and Rudy, J., 2015. Get Strategic Human Resource Management Really Strategic:
Strategic HRM in Practice. International Journal of Management Cases. 17(4).
Goss, D., 2015. In search of small firm industrial relations. In Deciphering the Enterprise
Culture (Routledge Revivals) (pp. 172-195). Routledge.]
Jeske, D. and Shultz, K. S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
Kang, H. R., 2016. Convergence Study on the Method and Effectiveness of Mirror Linking
Smartphones to Automobiles. Journal of Digital Convergence. 14(4). pp.379-385.
Ladkin, A. and Buhalis, D., 2016. Online and social media recruitment: Hospitality employer and
prospective employee considerations. International Journal of Contemporary Hospitality
Management. 28(2). pp.327-345.
Nickson, D., Warhurst, C. and Witz, A., 2017. The labour of aesthetics and the aesthetics of
organization. In The Aesthetic Turn in Management (pp. 89-110). Routledge.
Nolan, C. T. and Garavan, T. N., 2016. Human resource development in SMEs: a systematic
review of the literature. International Journal of Management Reviews. 18(1). pp.85-107.
Raven, J. and et.al., 2015. Using a human resource management approach to support community
health workers: experiences from five African countries. Human resources for
health. 13(1). p.45.
Yamada, D. C., 2015. Workplace bullying and the law: US legislative developments 2013-
15. Emp. Rts. & Emp. Pol'y J. 19. p.49.
Online
Benz. PowerPoint Presentation. 2019. [ONLINE] Available through
<http://www.academia.edu/11405246/Benz._PowerPoint_Presentation>
7 Human Resource Best Practices (A mini-guide to HRM). 2018. [ONLINE] Available through
<https://www.digitalhrtech.com/human-resource-best-practices/>
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