Unit 3- Human Resource Management

This report analyzes the roles and responsibilities of HRM in Audi, including recruitment, organizational structure, and employee relations. It also examines the impact of HRM activities on company productivity and decision making.

Unit 3- Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BOODY...............................................................................................................................3
LO1..................................................................................................................................................3
P1- Roles and responsibilities of HRM.......................................................................................3
P2- Strength and weaknesses of HRM approaches.....................................................................4
LO2..................................................................................................................................................5
P3- Impact of HRM activities......................................................................................................5
P4- HRM activity impact on company’s productivity.................................................................6
LO3..................................................................................................................................................7
P5- Impact of employee relation on HRM decision making.......................................................7
P6- Employee legislation impact on HRM decision making.......................................................7
LO4..................................................................................................................................................8
P7- HRM practices in work related context................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Organization is the collection of individuals with their unique skills and capabilities, in which
they have gathered together for achieving a common target. Organizational activities done in
order to efficiently manage company’s resources such that goals can be achieved are called as
human resource management. Audi is the selected brand for the analysis in this report. Audi is a
multinational organization which provides luxury driving options to its customers such that
company is able to increase its customer count by increasing its geographical reach. Analysis of
role of HRM within organization is done in this report, with the proper evaluation of its activities
such as planning and resourcing organization. With that analysis of effectiveness of HRM
activities in terms of goal achievement for the organization is also evaluated.
MAIN BOODY
LO1
P1- Roles and responsibilities of HRM
Organizations like Audi have to improve their working capabilities as per changing
market trends such that they are able to provide products on the basis of customer requirement
and also within a specific time frame. This is important because if the final provided product is
not as per customer requirement then customer's engagement in organization will be decreased
which will make negative impact on company's goal achieving capabilities (Adla, Gallego-
Roquelaure and Calamel, 2019.). Thus it is the role of HRM to resource organizations with
workforces and develop effective working plan such that the goal achieving capabilities of the
organization can be improved. For achieving this HRM implement several organizational
changes through which it tends to improvise the working capabilities of Audi in such a way that
organization is able to tackle current market competition and also at the same time achieve its
future objectives. Therefore in order to resource organization HRM has to closely evaluate the
current market trends and then compare it with the expected organizational position in the market
(Ansari, Farrukh and Raza, 2020). This will showcase company's performance in such a way that
HRM can make sure that company is able to achieve its targets or not, if the company is not able
to achieve its target with the current performance then it will improvise its working in such a
way. Thus it can be evaluated form this analysis that HRM is also responsible for developing
organizational departments which will enable organizations like Audi to identify the areas which
are not able to work according to the company’s requirements by which HRM can improvise its

organizational working on the ground level. Through this interrelationship among departments
can be spread which will enable equal load distribution among all the organizational employees.
This equal load distribution will not only motivate employees to concentrate their efforts on
improving their performance but also at the same time it will increase their creativity for solving
a problem with out of the box ideas.
P2- Strength and weaknesses of HRM approaches
HRM is responsible for resourcing organization with new candidates in such a way that company
is able to achieve its target and also at the same time work load is equally distributes among all
its employees (Armstrong and Taylor, 2020). This is important because by recruitment process
HRM will be able to fulfil Audi’s requirement for improvement in performance and thus it has to
recruit suitable candidate for the specific position. In order to achieve this HRM can recruit
individuals from two ways which are as following.
Internal Recruitment-
In this type of recruitment candidates are chosen from with the organization, this type of
recruitment process has following advantages and disadvantages.
Advantage-
Employees are well aware of the working procedure of the organization due to which less
amount of training is required and also at the same time high trust is available between company
and employee because company is also well aware of employee’s working capabilities.
Disadvantage-
Since existing employees are employed due to which availability of the new creative ideas is
limited to existing organizational employees which make a negative impact on company’s
economic growth because lack of creativity with make negative impact on product development
and thus sales will be affected.
External Recruitment-
When recruitment for a specific position is done from external sources from outside the company
then this is called as external recruitment. This has following advantages and disadvantages
(Azeez, 2017).
Advantages-

Candidates are chosen from outside the organization due to which Audi will be resourced with
new creative ground breaking ideas resulting improvement in product quality. With that
company can also generate its positive image that outsiders are also allowed to contribute their
efforts in organizational working,
Disadvantage-
Since new outsiders are selected due to which less amount of trust can be seen in this stage and
also which that there are high chances that new recruitments may leave the organization due to
which recruitment process has to be established again.
LO2
P3- Impact of HRM activities
HRM is responsible for developing organizational strategy and developing organizational
structure in such a way that company’s performance can be increased at minimum expenditures
which is having advantages of existing structure and special features of new developed product.
This is important for HRM at Audi to develop a organizational structure such that it provide a
balanced condition for employee and employer as well, by this HRM will make sure that
employees are motivated for performing their activity and with that employer will get high
organizational output (Bratton and Gold, 2017. ). Following are the HRM activities through
which it provide benefits to employee and employer.
Recruitment- Recruitment is one of the main activity which is done by HRM in order to
resource organization with new candidates which will provide Audi some fresh new ideas for
improving its performance. While recruiting HRM has to make sure that the selected candidate is
able to fulfil company’s requirements by which it develop its recruitment procedure in such a
way that only worthy candidates are selected for the position. Also at the same time it also make
sure that existing employees will get a sense of expertise because they can effectively showcase
their learning’s and experiences which will motivate them for increasing their working
capabilities.
Organizational structure-
HRM is also responsible for developing organizational structure through which it is able to
equally distribute the work load among all its employees which will not only increase their
engagement in organizational activity because they are able to implement their creative ideas for

improving the working capabilities of the organization (Curado, 2018). With that it has to make
sure that employees are able to discuss their issues with the higher authorities which will reduce
the problem solving time resulting improved working capabilities of the organization.
P4- HRM activity impact on company’s productivity
Creating organizational culture-
Organizational culture is the way in which organizational activities is done this is done by
the proper evaluation of individual’s performance in such a way that organization is able to
achieve its targets. HRM is responsible for developing effective organizational culture in which
employees can effectively communicate with each other by which high team work can be seen
this will increase Audi’s productivity and also at the same time increase that chances that
company will be able to achieve its targets which will increase the profit margin (Fesharaki and
Sehhat, 2018). Thus HRM has to make sure that a effective and efficient work culture is
developed in the organization.
Training and development employee-
Organizations like Audi have to change their working strategy in such a way that it is
able to attract wide range of customer towards the organization because this company will make
sure that high organizational profit is achieved. Therefore in order to change the complete
working capabilities of the organization HRM has to provide training to employees by which it
will make sure that employees are able to work according to the changing organizational
structure. But while providing effective training to employees HRM has to make sure the
organizational expenditures are done in a concentric way otherwise it will make a negative
impact on company’s economic conditions (Yong and Mohd-Yusoff, 2016).
Increasing employee retention and satisfaction-
The main objective of HRM’s organizational working strategy is that to make sure that
Audi is able to achieve its organizational goals and for which it has to make sure that employees
are able to work as per the organizational requirements. Because of which HRM develop
organizational strategy such that high level of employee motivation can be achieved and also
with that through employee training HRM make sure that employee loyalty is also increased.

LO3
P5- Impact of employee relation on HRM decision making
Employee relationship with organization is every important because employees are responsible
for maintaining organizational activity and if somehow employees are not able to work as per
company’s requirement then Audi’s performance in front of its customers will decrease. Thus it
the company is not able to achieve its organizational targets then in that case customer’s
engagement with the organization will decrease, by which chances for brand switching will
increase (Marchington and et.al, 2016). Therefore organizations like Audi have to make sure that
it is able to maintain employee’s engagement with the organization and for which HRM has to
suggestions and feedbacks from employees. By which company will get a better understanding
of employee requirements by which company will make sure that employee’s basic requirements
are fulfilled because by which HRM will make sure that employees are developing a sense of
achievement which will increase their engagement. This happens because employees are assured
that organization is taking their ideas seriously and is working to implement these, by which high
creativity and improved performance can be achieved (Ruparel and et.al, 2020).
Thus HRM’s decision making is directly affected due to maintaining efficient relationship with
employees by whom company will make sure that employees are having high loyalty towards the
organization. This is essential because employees are the individuals which are having specific
skills sets which is required for the organization in order to achieve its organizational targets.
Thus if employee’s motivation towards achieving their target is reduced or their loyalty towards
the organization, due to which employees may switch to other competitive organizations and
therefore there are high chances that Audi’s sensitive information is leaked (Miebach, 2017).
Due to which it is very important for HRM to make sure that the developed strategy is able to
fulfil employee’s requirement by which there will be high chances that company will be getting
high level of improved performance which will increase the chances of goal achievement.
P6- Employee legislation impact on HRM decision making
Employee legislations are the governmental laws which are made in such a way that the
basic human rights of employees are not being violated by the organizations like Audi and
therefore HRM has to develop a structure such that it is able to fulfil all the rights of employees
because if it is not able to consider these laws then company has to pay penalties. Following are
the key employee legislations laws which affect HRM decision making.

Equity Pay- In this type of legislation law HRM has to make sure that all the employees are
having equal payment due to which employees don’t feel discrimination and also if employees
feel discrimination on the basis of their gender, cast or any other factor then their engagement in
organization will decrease (Nejati, Rabiei and Jabbour, 2017). With that company will also have
to pay penalties to the governments.
Work place safety- Organizations like Audi have to provide a safe and hygienic work
environment to its employees by which it is able to achieve high organizational profit and also at
the same time employees will also be able to concrete their efforts on achieving targets rather the
working in a continuous threat of getting hurt. Thus HRM has to improvise the working
environment in such a way that employees are having a safe and hygienic environment in which
they can concentrate their efforts for achieving their targets.
Harassment laws- The female employees of the organization often faces sexual harassment at
the place of work and because of which their engagement in organizational activities is reduced.
Thus it is responsibility of HRM at Audi to implement such a organizational structure by which
female employees can work in a friendly environment (Olson and et.al, 2018). This is important
for HRM to take strict actions against the culprit by which it can achieve a safe and friendly
environment for its employees.
LO4
P7- HRM practices in work related context
Job specifications
Post: HRM
Job Description: Human resource management has to monitor organizational working and has
to develop company’s working strategy as per that, such that company’s working capabilities can
be improved.
Experience: Minimum 3 years of professional experience is required.
Education Qualification:
- Bachelors degree in management
- Masters in business studies
CV

Tony Brown
Mob No. 123456789
Professional skills
Human resource manager who is looking for a decent job in a multinational organization. I have
been a important part of market sectors and also have field experience because i have been
designated as an management associative and manager executive.
Core Skills
- Good communication skills
- Problem solving skills
- Research skills
- Learning to improve my performance
- Delegation skills
- Decision making skills
Education Skills
- Graduate in commerce
- Masters in management
- MBA in Marketing and business
Work Experience
- 6 years as business associative
- 3 years as management executive
- 4 years as human resource manager
Preparation Notes
1) Why you want to join our organization Audi?
2) Why do you believe that you are the suitable for the required position?
3) How do you see yourselves in the next 5 years?

Audi
21 November 2020
Dear, Tony Brown
Congratulations! On behalf of team Audi we are glad to have you on board with us. You
are required to join our organization on 1st December, 2020. We hope your new journey
with us will be very adventurous and fruitful for all of us and for your currier objectives.
Wishing you all the best this Emily Addison, Human Resource department, Audi.
Process Evaluation
The selection process is based on the classifying wide range of knowledge which the
candidate is having. For which all the rounds are customized in such a way that it provide
complete authenticity of the employee’s performance to the recruiter.
CONCLUSION
For the above analysis it can be concluded that multinational organizations like Audi have to
implement changes in their product development such that it is able to efficiently tackle the
current market competition. Thus in order to achieve this HRM has to improvise organizational
working as per company’s requirements, such that company is able to efficiently utilize its
organizational resources and at the same time achieve its targets. Thus in order to achieve this
HRM has to evaluate the current working capabilities of the organization and compare it with the
expected position. With that HRM also has to effectively manage company’s workforces such
that they are motivated for improving their performance by learning new skills, through this
activity HRM make sure that company is getting creative ideas for problem solving.

REFERENCES
Books and journals
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review.
Ansari, N.Y., Farrukh, M. and Raza, A., 2020. Green human resource management and
employees pro‐environmental behaviours: Examining the underlying
mechanism. Corporate Social Responsibility and Environmental Management.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Azeez, S.A., 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade. pp.1-10.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Curado, C., 2018. Human resource management contribution to innovation in small and medium‐
sized enterprises: A mixed methods approach. Creativity and Innovation
Management. 27(1). pp.79-90.
Fesharaki, F. and Sehhat, S., 2018. Islamic human resource management (iHRM) enhancing
organizational justice and employees’ commitment. Journal of Islamic Marketing.
Marchington, M. and et.al, 2016. Human resource management at work. Kogan Page Publishers.
Miebach, B., 2017. Handbuch Human Resource Management. Springer Fachmedien Wiesbaden.
Nejati, M., Rabiei, S. and Jabbour, C.J.C., 2017. Envisioning the invisible: Understanding the
synergy between green human resource management and green supply chain
management in manufacturing firms in Iran in light of the moderating effect of
employees' resistance to change. Journal of Cleaner Production. 168. pp.163-172.
Olson, E.M. and et.al, 2018. The application of human resource management policies within the
marketing organization: The impact on business and marketing strategy
implementation. Industrial Marketing Management. 69. pp.62-73.
Ruparel, N. and et.al, 2020. The influence of online professional social media in human resource
management: A systematic literature review. Technology in Society. 63. p.101335.
Yong, J.Y. and Mohd-Yusoff, Y., 2016. Studying the influence of strategic human resource
competencies on the adoption of green human resource management
practices. Industrial and Commercial Training.
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