Human Resource Management in Bentley: Practices and Effectiveness

This report provides a detailed analysis of Human Resource Management (HRM) practices at Bentley, a UK-based premium car manufacturer. It covers the purpose and functions of HRM, including team development, employee retention, and creating employment opportunities. The report assesses the strengths and weaknesses of different recruitment and selection approaches, such as internal, external, and third-party sourcing, as well as personal, online, and group interviews. It identifies and analyzes HRM methods used at Bentley, highlighting the benefits of appraisal systems, cost reduction, innovation, and quality service. The report also examines the importance of employee relations and the impact of employee legislation on HRM decision-making. Furthermore, it applies specific HRM practices in a work context, including job specifications, interview notes, CVs, and offer letters, providing a rationale for their application. This analysis offers insights into how Bentley leverages HRM to achieve its organizational objectives.

HUman resource management
BENTLEY

Table of Contents
INTRODUCTION...............................................................................................................1
TASK 1...............................................................................................................................2
P1 PURPOSE AND FUNCTIONS OF HRM..................................................................2
M1 ASSESSMENT OF FUNCTIONS OF HRM IN BENTLEY OFFERING SKILLS
AND TALENT FOR ACHIEVING THE OBJECTIVES...................................................4
P2 STRENGTHS AND WEAKNESS OF DIFFERENT SELECTION AND
RECRUITMENT APPROACHES...................................................................................6
M2 VALUATION OF STRENGTH AND WEAKNESS OF SELECTION AND
RECRUITMENT APPROACHES...................................................................................9
TASK 2.............................................................................................................................10
P3 APPROACHES TO RECRUITMENT AND SELECTION.......................................10
M3 IDENTIFICATION AND ANALYSIS OF METHODS USED IN HRM WITH
EXAMPLES..................................................................................................................12
P4 EFFICIENCY OF HRM PRACTICES: EVALUATION............................................13
TASK 3.............................................................................................................................14
P5 IMPORTANCE OF EMPLOYEE RELATIONS IN BENTLEY WITH RESPECT TO
HRM DECISION MAKING...........................................................................................14
P6 RECOGNIZING KEY ELEMENTS OF EMPLOYEE LEGISLATION AND ITS
IMPACT ON HRM DECISION MAKING......................................................................15
M4 ASSESSMENT OF CHARACTERISTICS OF EMPLOYEE RELATIONS AND
EMPLOYEE LEGISLATION THAT HAVE AN IMPACT ON HRM DECISION MAKING
IN BENTLEY................................................................................................................16
TASK 4.............................................................................................................................17
P7 APPLYING HRM PRACTICES IN WORK CONTEXT...........................................17
M5 RATIONALE FOR APPLICATION OF SPECIFIC HRM PRACTICES..................22
1

CONCLUSION.................................................................................................................23
REFERENCES................................................................................................................24
2

INTRODUCTION
The individuals who work for the organization and the department responsible for
management of the resources fall under the major functions of the human resource
management (HRM). A case study is given that includes the study of UK based
organization planning to restructure the Human resources department. For this, the
organization Bentley is taken into consideration which is a major manufacturer and
vendor of premium cars and SUV. Overall, the report will contain the description of
firstly, HRM, functions and purpose along with an evaluation of the strengths and
weakness of the methods used for staffing and selection processes. Moreover, the
major elements of Human Resource Management will be assessed for Bentley along
with analyzing the external and internal factor that influences the HRM decision making
along with the employee's legislation. Followed by it, HRM practices will be applied that
will comprise of job specification, Interview notes, CV, the offer letter followed by the
rationale for HRM practices.
3

TASK 1
P1 PURPOSE AND FUNCTIONS OF HRM
The Bentley, a subsidiary company of Volkswagen AG since the year 1998 was
founded in the year 1919 in Cricklewood, north London now headquartered in Crews
provide services in the automobile customization and manufactures and sells the
premium cars and SUV’s. It was found by H. M. Bentley with the vision of becoming
best car manufacturer and supplier in the world and has 3600 employees (2013).
The activities carried out in the workforce planning is mainly apprehensive for managing
the priorities and business requirements along with making sure that proper planning of
the workforce delivers benefit by meeting the objectives of the business in the aspects
of production, services and requirements. The main motive of HRM in Bentley is
effective management of workforce so as to obtain maximum output by improvement of
skills of employees and thus their work efficiency (Obeidat, 2012). The purpose of HRM
in Bentley is illustrated in detail below-
 Team development delivering maximum output in less amount of time with the
availability of limited resources
 Retention of the employees who showcase good performance
 Creation of employment opportunities to benefit the society
 Proper practice of Human Resources keeping in mind the standards set for
sustainable development
The HRM functions in Bentley are categorized into following-
 Operational functions ensure the reliability and stability of operations performed
by the employees
 Managerial functions comprise the scheduling, directing, organizing and
monitoring functions and activities in the HR department
4

 Advisory team is formed for providing solutions to the problems that staff
encounter (Snape and Redman, 2010)
The functions of Human Resource Management in Bentley are described as-
 Planning and management of the workforce that incorporates audits at regular
intervals for accomplishing the needs of the workforce of Bentley
 Recruitment followed by a selection of the right candidates for different work
profiles
 Organizing training and induction programs for the newly recruited employees so
as to get reviews at intervals of 6 months and accreditation
 Conducting performance reviews by appraisal programs for assessment of the
work performed by the staff members
 Motivation gave to the employees for their good performance by giving them
rewards and honour (Van De Voorde, et al. 2012)
5

M1 ASSESSMENT OF FUNCTIONS OF HRM IN BENTLEY OFFERING SKILLS
AND TALENT FOR ACHIEVING THE OBJECTIVES
The department of Bentley responsible for handling the operations and functions of
Human Resources undertakes various functions illustrated in previous sections so as to
achieve the goals and objectives set by the company. The functions are assessed as
follows-
 The audits conducted in Bentley at regular time intervals for workforce
management provides aid to the company for determining the requirements of
the workforce in present and for future. This assessment provides an agreement
to the Human Resource department for planning for enrollment of new
employees having skills and knowledge (Ashkezari and Aeen, 2012)
 The company has separate induction programs for the new employees that offer
quick introduction the company norms and standards and further career
opportunities for the existing employees in the form of coaching, automotive
training programs, e-learning and workshops to deliver better performance. It has
received the Princess Royal Training Award for providing outstanding training
and expertise development program.
6

 The recruitment procedure of Bentley include the advertisement of vacancies on
online job advertising platforms such LinkedIn for selecting the right match
 The company has been recognized as the top employer in the UK for 2018 and
holds Silver Investor in People accreditation and has several reward
management programs for the employees
7
HRM
Functions
Appraisal
Training and
developmen
t
Workforce
Planning
Motivation
and
Employee
Recognition
Recruitment
and
Selection

P2 STRENGTHS AND WEAKNESS OF DIFFERENT SELECTION AND
RECRUITMENT APPROACHES
The different methods used in the recruitment and selection process in Bentley include
third-party sourcing and internal and external sourcing.
Recruitment approaches with strengths and limitations
Internal sourcing is the practice of recruitment of employee from the organization itself.
This is one of the most convenient approaches as it eliminates the complexity of
selecting from a large number of candidates (Schweyer, 2010)
Strengths
 Involves fewer expenses and saves time
 Employees are familiar with the company rules and regulations
Weaknesses
 Disregards new talent
 No advantage for the aspirants
External sourcing is a type of recruitment where the candidates are hired by
organizing recruitment drives in the institutes and advertisements on Job portals. The
8
R e c r u i t m e n t
Internal Sourcing
External Sourcing
Third Party
Sourcing

candidates matching the job profile are shortlisted based on some criteria and undergo
a screening process.
Strengths
 Recruitment and selection of new candidates opens the door for innovative ideas
 Option for selecting from a large number of candidates
Weakness
 Consumes a lot of time
 The whole interview process involves many people and is a tedious task
Third party sourcing is the process of recruitment that involves the intervention of
consultancies and the third party agencies for selection of the suitable candidates
whose interviews are conducted directly by the experts, therefore, eliminating the
intermediate tasks (Finkelman, 2010).
Strengths
 Reduces the complexity and efforts of recruitment team in Bentley
 Consultancies have filters according to criteria decided by companies for various
job profiles
Weakness
 Extra charges adding to expenses of Bentley
 Sometimes consultancies fail to shortlist profiles which leads to dissatisfaction
Methods of selection with strengths and weaknesses
Personal Interview
These comprise of face to face interviews between the candidates and the managers.
The benefit involved is that it delivers instant feedback to both the parties and makes
the recruitment process more interactive that provides ease in selecting the suitable
candidate (Mason, 2010).
9

The negative aspect associated with it is that it requires skilled interviewers and
consumes a lot of time and other resources.
Online Interviews
These type of interviews are taken through the web which saves a lot of time and
money and provides feasibility to the aspirants and interviewers to select time according
to their convenience.
But this selection and recruitment approach is informal and excludes the transparency
of the interview process (Brinkmann, 2014).
Group Interview
Group interviews involve more than one candidates and a panel of knowledgeable
people taking the interview. This will be beneficial for Bentley for recruitment of
candidates in bulk for some job profile and save a lot of time.
But this process causes a lot of confusion and sometimes neglects deserving
candidates due to the pattern of the interview process (Brinkmann, 2014).
10

M2 VALUATION OF STRENGTH AND WEAKNESS OF SELECTION AND
RECRUITMENT APPROACHES
The organization follows the aforementioned approaches and methods for hiring the
deserving candidates. The recruitment and selection process has limitations as well as
strengths. The company follows online recruitment approach which helps in providing
legitimacy for the job openings but fails to some level when the candidates are not
aware of the internet sites and wish to apply personally for the job.
In the personal interview approach, the process needs some improvement to carefully
examine the calibre of the candidate to facilitate transparent recruitment. This approach
is amongst the best approaches to selection of candidates (Hobson, et al. 2010).
The organization, Bentley organizes interviews as per the requirement of the job roles. It
has an E-recruitment system for enabling the candidates to apply from around the
world. This system helps the line managers to track the progress of the vacancies
around the clock. The candidates have access to the web-based system and can fill the
application form from any place and book themselves for interviews and assessment
centres. It helps to organize the recruitment and selection process completely on the
web thus eliminating the use of paperwork and reduce complex work by human
resources. This process is advantageous in a lot of aspects but it has the limitation of
the people not using much internet able to look for job openings and every time the
candidate has to visit company's website to look for a job rather than through third party
or any other recruitment method (Cascio, 2018).
11