Unit 3 Human Resources Management - Desklib

This report discusses the importance of HRM in maintaining organizational performance, strategic HRM in relation to the changing business environment, recruitment and retention of the right employees, strengths and weaknesses of HRM, and internal and external factors that influence HRM decisions. The report is based on the case of Bentley, a British car manufacturing company.

Unit 3 Human Resources
Management

Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Presenting comparison of various HRM areas and their contribution to organizational performance.....3
Analyzing the strategic HRM in relation with the changing business environment.................................4
Critically evaluating the role of recruiting and retaining the right employees.........................................5
Analyzing the strengths and weakness of HRM......................................................................................6
Identifying internal and external factors that influence HRM decisions..................................................7
Evaluating the above factors in supporting organizational development.................................................9
CONCLUSION...........................................................................................................................................9
TASK 2.....................................................................................................................................................10
Job description.......................................................................................................................................10
Person specification...............................................................................................................................11
Recruitment and selection flowchart......................................................................................................12
Analysing the performance management and reward systems...............................................................13
Presenting the current approach of the company in maintaining better employee relations...................14
REFERENCES..........................................................................................................................................16

INTRODUCTION
Human resource management is very important practice that allows the various firms to
focus on those practices that will. Help to generate greater revenues for the firm. Also, the
present report is based on the BENTELY that is biggest British car manufacturing company and
will identify certain HRM areas that has help in maintaining the organizational performance.
Furthermore, the importance of strategic HRM in relation with the current environment will also
be covered under this report. Moreover, certain strengths and weakness that affects the success
of the business will also be identified. Lastly, detailed investigation on certain internal and
external factors that affects the HRM decisions and how these support organizational
development will also be discuss in detail.
MAIN BODY
Presenting comparison of various HRM areas and their contribution to organizational
performance
There are various types of HRM areas that are working for the benefit for the firm so that
maximum revenues could be generated in specified period of time. Moreover, in context of
Bentley that is British manufacturer of most of the luxury cars it can be said that HRM areas
plays very crucial role in satisfying the needs of various individuals. Furthermore, detailed
comparison of such areas is as follows:
The first most important areas are of recruitment and boarding where the right
candidates for the fulfilling certain business responsibilities are been selected so that quoted firm
is able to fulfill certain objectives. However, this area is of more importance than others because
if right person is not selected for the specified job than chances of the losses are higher
(Armstrong and et.al., 2020). Also, this comparison could be made with the performance
management area where all the Bentley employees are reviewed on regular basis to make sure
that all the process are carried out in systematic manner . Furthermore, training and
development programs are designed from this area when lack of skills is found out in any
individual while carrying out certain task. Other than this area HRM another important area is
providing employee compensation and benefits that is required to keep the workers motivated

for the job and get bests results in the future. Also, compensation is provided in forms of
retirement savings, health insurance coverage, sick leave etc. thus enabling the firm to retain the
best talents that will continue to deliver high quality products and will maintain brand image in
the long run. Moreover, workplace safety and health issue is another area that is different from
the rest others as it is very important that in certain workplaces of Bentley proper safety
instructions along with warning signs are provided so that better workplace practices could be
followed. Hence, it can be said that though HRM areas are very vast but all these areas in spite of
working independently are linked together in some or other way so that organization could grow
together in much harmonious manner and generate maximum profits for the firm.
Analyzing the strategic HRM in relation with the changing business environment.
Strategic management refers to process where large number of employees are managed
effectively through conducting activities like attracting, developing, selecting, retaining and
controlling the human resource in most efficient manner. Also, such practices could be only
accomplished when better HR programs are developed that will focus on upliftment of the
employees in form of rewards or recognition so that creativity for the business is enhanced and
also new ideas is generated on regular basis (Berhil, Benlahmar and Labani, 2020). Also, in
company like Bentley it can be said that strategic HRM helps in developing programs that
increases the employee productivity and enhance the motivation level to greater extent.
Also, through strategic human resource management (SHRM) Bentley is able to increase
the overall organizational performance and gain competitive advantage among the rest of its
competitors. Moreover, with the changing business environment and situations like pandemic
strategic HRM have made organizations realized that people are important part for the success of
any business. Furthermore, strategic management have allowed quoted firm to develop better HR
strategy that will help in increasing the employee performance and also maintain better employee
supervisor relationships in the long run. Strategic management also supports the HR department
by fulfilling the vacancy in the firm with right manpower (Darmawan and et.al., 2020). Also,
with the changing effects on the firm through SHRM it can be said that quoted firm has been
able to avoid the talent shortages as timely availability of manpower is made through bests
SHRM practices. Further, the firm is able to maintain timely compliance with certain
government rules and regulations so that work is not disturbed. SHRM has also allowed the firm

to identify the changing needs of the manpower in the current business environment where use of
technology is very high. Also, the firm has been able to plan for the short and long term goals for
the business and improved the business operations in much better manner. Furthermore, through
SHRM the firm is also able to facilitate certain staffing changes so that productivity is not
impacted in any form. Thus with current business environment strategic HRM has been able to
mitigate all types of risks for the firm and facilitate growth in the easiest manner so that firm is
able to adjust more effectively in the globalized economy having large number of competitors.
Critically evaluating the role of recruiting and retaining the right employees
Recruiting and retaining the right candidate for the job will not only help the firm in
achieving unexpected targets but will also allow the firm to develop better policies within the
firm in most efficient manner. Also, recruiting the best candidate could only be possible when
the right strategy is developed so that experienced and skilled talent is selected in carrying out
various business functions. Moreover, the best recruitment practices are those that involves
minimum resources and firm is able to deliver best outputs in short period of time. Also, the firm
could get best talent either from the external or internal sources depending upon the goals that it
wishes to achieve in the future.
Retaining the best talent is also major tasks or all organizations and especially in case of
Bentley it can said that to do so the firm faces challenges in developing the bests compensation
plans and people leaving under similar patterns and much more that becomes the consistent issue
for the development of the firm in identifying the driving force (Fihla and Chinyamurindi, 2018).
Thus, best recruitment and retention practices could be only developed by the firm when internal
management is quite effective, more number of career development opportunities are made
available within the workplace, various number of work life balance programs are created, strong
compensation and incentive programs are being developed and much more that will help the firm
in achieving greater height of success in the future.
Also, the company need to conduct regular feedback from the employee’s so that if any
kind of inefficiency is shown on the part of management than corrective actions could be taken
in timely manner. Moreover, open communication channels must be provided so that
employees are able to speak freely without much hesitation and all management problems could
be solved in the right manner. Furthermore, the organization could grow on these aspects not

only through mere words but through implementing actions that have been promised by the firm
for employee’s personal growth and development (George, 2019). Thus, it would allow the firm
to enjoy better employee management relationship for longer time period that will also develop
higher commitment and trust among other people that are wishing to work in the organization in
the future. Also, in the modern technology the quoted firm could use various talent management
software that would allow the firm to store various data related to the employees so that better
planning could be done related to the organization structure and goals for long term success.
Furthermore, in complex situations there are various HR consulting firms that could allow the
firm in hiring the right talent for those roles that are difficult and requires experienced
professionals for higher posts.
Analyzing the strengths and weakness of HRM.
Every HRM in any organization plays very important role in making qualified resources
available for the organization so that firm is able to gain competitive advantage in long run. Also,
there are some of the major strengths of this department that has allowed many businesses one
like Bentley to grow on the large scale and build the brand image that is completely different
form rest of its competitors. Also, some other strengths of HRM are described briefly as
follows:
Priority in learning and development: Through HRM the firm is able to incorporate
continuous learning within the organization as people are able to acquire new skills while
carrying out specific tasks that is important for the growth of the business (Kassymova and et.al.,
2019).
Advocate the employees: HRM helps employees in bridging the gap between the
employer subordinate relationship as it allows open platform where certain issues could be
solved in the most efficient manner. Thus, it ensures that there is safer working environment for
all its employees and there is no problem of dissatisfaction.
Understand compliances: Having the specialization in designing various compensation
and benefits plans, HRM ensure that all legal requirements and national expectations are met in
the right manner so that company does not have to face any negative consequences later.

Moreover, it establishes better goals for the organization so that technical and professional
expertise could be given in regular manner (Koko and Nabie, 2019).
However, there are certain weakness that are seen in the functioning of HRM in any organization
some of them are as follows:
Ignore finances: It is very difficult for the organization to set better collaboration
between the HR and finance department and in most of the cases it is seen that HR manger need
to analyses the total cost in conducting various programs so that maximum revenues could be
generated for the firm in due course of time. Furthermore, use of funds must be in way that other
activities could be carried out without much problems and analysis (Strengths & Weaknesses of
HR Managers Unveiled, 2022). However, maintaining balance between both these departments
is much problem as both departments have certain constraints that does not allow them to
compromise in any form.
Lack of strategic foundation: HRM helps in laying down the strategies that HR
department strictly follows so that there are no losses in the future. However, it can be said that
these strategies are only made for proper functioning of HR department and there is no link form
the overall organizational strategy that every individual needs to follow. Thus it might create
problems for the firm in showing transparency in the business operations when HR and business
strategy varies in any manner.
Little customer focused: HRM is purely based on the employee, managers and business
and hence it does not work on the demands and needs of the customer that need to be fulfilled
over due course of time (Milewska and Gembalska-Kwiecień, 2018). Furthermore, this is major
weakness as business also need to closely analyses the external environment while carrying out
any business functions. Also, HRM is purely focusing on the internal working of the firm so that
employees remain motivated and satisfied in accomplishment of certain business tasks.
Identifying internal and external factors that influence HRM decisions.
In company like Bentley that having efficient workforce that is able to deliver the best
targets there are certain internal and external factors that influence the HRM decisions to the
great extent. Also, for analyzing the internal factors it can be done through the SWOT analysis
that is helpful in analyzing certain strengths and weakness of the quoted firm.

Level of growth: This type of internal factor largely impacts the decisions of the firm as
all HRM activities are directed in accordance with company projected and current growth rate so
that better work culture could be developed.
Use of technology: This is another factor that affects the human resource planning as
with the help of online tools available with firm the HR department has more time available to
devote in activities that are essential for the growth of the firm (Momin, 2018). Also, this factor
can also make certain amount of resources and time available to the firm
Organizational culture: This is another type of internal factor that make HRM sure that
all the candidates for the job selected are accordance with the business goals. Thus, person could
easily adapt to the changes that are expected to occur in future within the firm due to changing
business environment.
Business conflicts: These are the part of every organization and hence HRM decisions
are influenced through making sure that all employees follow the business policies that are laid
down by the management and strictly follows the same so that business ethics could have
maintained for much longer time.
On the other hand, there are various external factors that could be identified through
considering some of PESTLE analysis factors that influence the business decisions of any
organizations that are as follows:
Economic factors: This factor is crucial for the firm like Bentley that has to continuously
work in accordance with the current business environment and hence new programs and changes
in the existing plan could be done only when economic conditions of the country are favorable.
For instance: in time of Covid the firm was not able to launch new products in the market due to
unfavorable circumstances.
Legal factors: This is the factor that allows the quoted firm to decide the process where
the employees would be hired, selected and retained in the company. Also, all the HR business
decisions are based on keeping in mind the government regulations so that negative impact on
the firm could be avoided.

Environmental factors: This is the factor that defines the process the company is using
while carrying out certain business activities. Moreover, HRM decisions are based on giving
suggestions to the quoted firm in hiring those experienced professionals that will bring creativity
within the firm that will cause least damage to the natural environment. For e.g.: Launching fuel
efficient cars and using renewable energy sources.
Evaluating the above factors in supporting organizational development.
Thus all the above factors help the firm in devising policies that are for better
development and growth of the employees that are working hard for achieving certain
organizational goals and objectives. Also, through identifying the external and internal factors
the organization could identify future possible threats and also develop better risk mitigation
plans so that major losses have not be suffered in any terms (Pius, Alharahsheh and Sanyang,
2020). Furthermore, with the help of better identification of these factors the firm is able to
adjust certain HR strategies in right manner so that efficiency and productivity is not impacted
highly. Also, through clear identification of internal and external factors HRM build culture that
is highly competitive and different from its competitors so that maximum benefits could be
derived.
CONCLUSION
From the above report it can be concluded that HRM plays very important role in
managing and hiring those employees that are best suited for the organisation. Also, the report
had identified different HRM areas such as recruitment and boarding, training, compensation etc.
that helps the in getting the best resources for the Bentley. Furthermore, the role of strategic
HRM in relation with current changing business environment had also been covered under this
report. Also, importance of better recruitment programs and retaining of top talents to achieve
the future goals of the business had also been analysed.
Also, certain strengths such as learning and development, understanding compliances etc.
had been identified that has make the organisation success over the years. Furthermore, various
weakness of the firm in terms of lack of strategic foundation, ignore of finances and much more
had been investigated closely. Lastly, detail analyse of the internal and external factors such as

economic, political, technological, organisational conflicts had been covered under this study so
that better organisational development could be done in future.
.
TASK 2
Job description
MARKETING MANAGER
Post: Sales and marketing manager
Location: London, United Kingdom
Working hours: flexible 4 hours per day.
Reporting to: Senior marketing manager
Purpose of job:
 To create appropriate marketing strategy for the firm.
 Coordinate and participate in various organisation promotional activities.
 Initiate in market research and analyse the findings for same.
 Manage daily activities with sales and marketing seniors.
Duties and responsibilities:
 To closely monitor company sales and performance
 Follow up the marketing activities with potential clients
 Use sales forecasting and strategic planning to ensure profitability and sales of the
products.
 Develop proper pricing strategies based on the company objectives and customer
satisfaction.

 Evaluate existing marketing strategy and create product catalogues.
 Manage all business involvement in trade shows and exhibitions.
 Coordinate internal communication with the company and optimise the sales and
business growth.
Qualification
 Four-year bachelor degree
 Marketing course certificate if any
 Prior experience of 3 years in any marketing company
Competencies
 Must be cooperative
 Good leadership skills
 Honest and ethical
 Reliable and responsible
 Strong communication skills
Person specification.
Essential Desirable
Education qualifications Business degree in marketing
or any other digital marketing
subject.
Experience Three years of experience in
managing the online website
and developing as well as
designing marketing plans
Any experience in marketing
consultancy firms
Skills  Project management
skills
 Written and oral
communication skills
 Training skills

 Interpersonal skills
Practical skills  Use of excellent
computer skills
 High level of creativity
 Experience in mass
marketing
 Time management
skills
 Ability to make certain
business presentations.
 Can make business
minutes.
Attitude  Self-manager
 Confident
 Self-motivator
 Well disciplined
Recruitment and selection flowchart.
This is type of flowchart that helps the organisation in designing format in which the
right candidates would be selected by the firm for the various job roles. Moreover, for the
company like Bentley below is the flowchart through which the right persons are hired for the
job.

Thus from the above chart it can be clearly seen that firm is actively involved in hiring
those candidates that are best fit for the organisation in terms of efficiency and productivity.
Moreover, the firm is running on very large scale and hence it is very important that only
qualified talents are attracted for the various organisational posts. Below are detailed analyses of
the above chart as follows:
Stage one: This is the crucial stage for the company as Bentley HR department identifies
the requirement of new job roles in carrying out unique tasks in the firm (Rodríguez-Sánchez and
et.al., 2018). For this purpose, proper job description regarding the new job role is prepared so
that potential candidates could be attracted.
Stage two: Though Bentley is operating in luxury car market and has already developed
brand image even though little job advertising is done through all its official websites career
sections so that candidate is very well informed about the new posts in the company. Also, these
candidates could apply for current post either directly from the online website by uploading the
current CV or also have option of walk in interview in Bentley offices.
STAGE ONE
DEFIENS REQUIREMNETS
Job description
Job specification
STAGE TWO
ATTARCT POTENTIAL
EMPLOYEES
Job advertising
STAGE THREE
SELECT RIGHT PEOPLE
Job interview rounds
Ability tests
STAGE FOUR
OFFER LETTER AND
SELCETION

Stage three: This is stage where the Bentley HR department closely analyse all the lists
of applicants so that bests candidate could be shortlisted. Moreover, the one that is been
shortlisted is further asked certain questions by talent acquisition team so that difference could be
make out. Also, selected candidate is required to pass several tests and onsite interview to finally
get selected for the required job posts.
Stage four: This is the last stage in Bentley where talent team sends the offer letter to
the candidate that has performed extraordinary well in the test and interview round. Also written
or mail draft of joining letter is being provided to selected candidate that specifies date of
joining, posts, salary, office timings etc. (Vrchota and et.al., 2019)
Analysing the performance management and reward systems.
Performance management is very important tasks as it allows the firm to identify where
the company is performing inefficiently or what the required skills that needs to be developed in
any individual. Furthermore, there are various methods through which performance of the
employees could be measured over period of time. Some of the methods are 360-degree
feedback technique where each individual employee of the company is evaluated on the basis of
the collective opinions given by others. This will help the firm in identifying what skills the
individual is lacking so that better training programs could be developed in the future in making
the process much easier. Moreover, use of performance appraisal is another method that
allows the firm to evaluate the individual on the basis of answers provided in certain
questionnaires forms. Also, key performance metrics technique is also adopted by the Bentley
to ensure that work is carried out systematically on the basis of these indicators that are designed
for the future growth and development of the firm (6 Practical Performance Appraisal Methods
for the Modern Workforce (With Examples), 2022). Moreover, balance scorecards are used by
the quoted firm to develop better strategies and communicate the most important priorities of
business to the employees and public. Also, based on the scorecard that is collected by the firm
better action plans are been developed for achieving certain future targets.
In case of reward systems, it can be said that all employees are motivated to work only
when the firm is valuing the efforts that is put in by each employee in achieving the complex
tasks. Moreover, efficient reward systems could be either in form of appraisals, promotions,
increments, better wages etc. that allows potential candidates to get attracted to the job. Also, in

case of Bentley it can said that employee is highly satisfied with the reward policies that are
introduced in the firm for instance: the company has amazing pension schemes for those people
that have precious times to the company over the years (Wawer, 2018). Also, the company is
better known for the flexible working conditions that creates feeling of satisfaction among
others. Further, the company offers the competitive salary and large amount of development
opportunities in form of rewards. However, for instance most of people are unhappy with the
current paying structure of the company that restricts the freedom and innovation at the
workplace.
In spite of the above challenges the firm is been able to provide personalised customer
experience and faster response times through a team of efficient workers that are ready to handle
all organisational problems in positive manner.
Presenting the current approach of the company in maintaining better employee relations.
Bentley is very much involved in ensuring better relationship with employees as these are
the major reasons through which the organisation has achieved greater success. Also, the
company collects timely feedback from its employees to ensure that there are no problems are
faced while carrying out any kind of organisational work. Also, the firm asks for suggestions and
tries to develop the work culture where all employees are able to share opinions or ideas without
much hesitation (Zhang, 2019). Thus, such type of involvement by the quoted firm ensures that
effectiveness of employees is not degraded in any manner. Moreover, through better employee
relationship the firm has been able to reduce the overall organisational conflicts, retain most of
the talent workforce for the organisation and is able to timely improve the productivity among its
various workers and much more. Thus, it can be said that motivation level of Bentley employees
is very high in delivering the quality services to large number of customers that has also allowed
the firm to maintain the brand value in the long run.
However, there are certain recommendations that could be provided to the firm are that
there should be more transparency and open communication among the employees so that better
decisions and organisations structure could be design in the future (Wan, 2018). Also, it is to be
suggests dot the quoted firm that more training programmes need to be organised so that older
employees that are less tech efficient could learn new skills and are less likely to leave the
current job role or posts. Moreover, it is also to be suggested to Bentley that continuous growth

development plans also need to be developed within the firm so that people are able to remain
motivated for longer time period and also ready to take certain complex future responsibilities in
easiest manner.
REFERENCES
Books and Journals.
Armstrong, A. and et.al., 2020. 8. Human Resources Management. In Understanding the Social
Economy of the United States (pp. 221-251). University of Toronto Press.
Berhil, S., Benlahmar, H. and Labani, N., 2020. A review paper on artificial intelligence at the
service of human resources management. Indonesian Journal of Electrical Engineering and
Computer Science. 18(1). pp.32-40.

Darmawan, D. and et.al., 2020. The Quality of Human Resources, Job Performance and
Employee Loyalty. International Journal of Psychosocial Rehabilitation. 24(3). pp.2580-2592.
Fihla, S. and Chinyamurindi, W. T., 2018. Human resources management practices on employee
commitment: The case of a local municipality in South Africa. Journal of Public
Administration. 53(2). pp.215-233.
George, E. Y., 2019. Human resources and economic development in Ciudad Juárez. In The
Social Ecology and Economic Development of Ciudad Juarez (pp. 121-140). Routledge.
Kassymova, G. К. and et.al., 2019. Impact of stress on creative human resources and
psychological counseling in crises. International journal of education and information
technologies. 13(1). pp.26-32.
Koko, M. N. and Nabie, B. L., 2019. Perceived influence of human resources management on
teachers’ job performance in senior secondary schools in Rivers state. International Journal of
Innovative Research & Growth. 7. pp.46-52.
Milewska, E. and Gembalska-Kwiecień, A., 2018. Selected aspects of human resources
management based on competence matrix. In 5th International Multidisciplinary Scientific
Conference on social sciences and arts SGEM 2018 (pp. 861-866).
Momin, M. M., 2018. Role And Relevance Of Human Resources Management In Contemporary
Profit-Centric ERA. Sinergi: Jurnal Ilmiah Ilmu Manajemen. 8(1).
Pius, A., Alharahsheh, H. H. and Sanyang, S., 2020. Trends and issues in strategic human
resources management. In Trends and issues in international planning for businesses (pp. 17-
41). IGI Global.
Rodríguez-Sánchez, J. L. and et.al., 2018. Successful human resources management factors in
international mergers and acquisitions. Administrative Sciences. 8(3). p.45.
Vrchota, J. and et.al., 2019. Human resources readiness for Industry 4.0. Journal of Open
Innovation: Technology, Market, and Complexity. 6(1). pp.1-20.

Wan, H. L., 2018. Global human resources: a key to mission accomplishment. Journal of Global
Mobility: The Home of Expatriate Management Research.
Wawer, M., 2018. The use of HR metrics in human resources management. Przedsiębiorczość i
Zarządzanie. 19(3.2). pp.303-317.
Zhang, H., 2019, March. Reflections on the innovation of human resources management in the
era of big data. In 2018 8th International Conference on Education and Management (ICEM
2018) (pp. 518-520). Atlantis Press.
Online:
6 Practical Performance Appraisal Methods for the Modern Workforce (With Examples). 2022.
[Online]. Available through:< https://kissflow.com/hr/performance-management/employee-
performance-appraisal-method/>.
Strengths & Weaknesses of HR Managers Unveiled. 2022. [Online]. Available through:<
https://blog.clearcompany.com/the-best-hr-leaders-strengths-weaknesses-unveiled>.