Unit 3- Human Resource Management

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-