BMW's HRM: Talent Acquisition, Development, and Retention Strategies

Desklib provides solved assignments and past papers to help students succeed.

Human Resource management- BMW
0

Table of Content
Introduction......................................................................................................................................2
Purpose and scope of Human Resource Management (HRM) in terms of resourcing an
organisation with talent and skills to fulfil business functions........................................................3
Evaluate the key elements of Human Resource Management in an organisation...........................5
Internal and external factors that affect Human Resource Management decision making
including employee legislation........................................................................................................7
Conclusion.......................................................................................................................................8
1

Introduction
One of the crucial functions that are leads to increase the effectiveness of the operation in an
organization is the Human Resource Management. The HR department enables the company to
achieve its objective in the most appropriate manner by applying the suitable strategies. Staffs
are termed as one of the import factors of the production that is also managed by the HR
department of the company. Thus, one of the responsibilities that are played by the HR
department of the company is to manage all the activities of the employee and also helps to
develop the capability to raise the level of productivity. Furthermore, the HRM analyze the
entire external and internal environment in order to determine various methods and strategies
that can be applied to raise the position of the company. Thus, all the key elements are highly
accentuated in the present study to determine the role and functions of the HRM in the
organization.
BMW is one of the leading motorcycle and automobile industry that has operated it business unit
globally. The approx revenue that is earned by the company all over the world is €97.48 billion,
whereas the operating income that has been analyzed for the study is €9.12 billion. Thus, more
than 134,682 employees are appointed by the company all over the world wherever the company
has established unit business. The HRM in these sector industries plays a crucial role in the
operations as well as for the smooth functioning of the company. Thus, it is important that the
HRM must be appointed as a person who is highly skilled in the motorcycle and automobile
industries with at least 4 years of experience. The HR department of the company are highly
responsible to maintain productivity of the company that leads the company to identify the name
of the brand in the market. Thus, due to the effective trait and functioning of the HRM in the
BMW Company, the brand is earning high reputation in the market of automobile. The respected
company has set a standard level and position on the market that is actually unbeatable.
Moreover, it has been observed that in the UK market of the automobile BMW is one of the
mostly preferred car by the population.
2

Purpose and scope of Human Resource Management (HRM) in terms of resourcing an
organisation with talent and skills to fulfil business functions
As per the above mentioned discussion the HR department of the company pays the most crucial
functions and operation that lead to achieve the main objective of the organization. Due the
presence of the HRM the company are able to earn its assumed profit margin as well as develop
all the essential activities. Furthermore, it has been observed that the level of employees can be
developed with the effective HRM practice. Moreover, HR department of the company is also
responsible to manage all the activities that are performed by the employees to determine the
effective outcome from the resources. In Addition, the duty of the human resource management
is to allocate all the resources to all the department of the company that instance finance,
operating and administration in the most appropriate manner (Bratton and Gold, 2017). Thus, in
the given study it can be analyze that the role of human resource management is to provide the
benefits to the organizations as well as to the employees. Furthermore, it can be assumed that the
scope and purpose of the human resource management is not at all limited to the recruitment as
well as personal planning but beyond that. The HR department also evaluate the scopes that deal
in enhancing the mental as well as physical capability of the company. The talent of retaining the
human resource is accentuated in the current era in relation to the competitive edge. The primary
function of the human resource management of the company is to attract the most efficient and
effective candidates for the benefits of the company that will help to achieve the main objective
in the most appropriate manner. Thus, the HR department of the BMW focuses on the providing
the effective internal training to the employees that will ultimately enhance the level of the
productivity. Moreover, the process that is enacted by the HR department of the company must
be transparent as well as must emphasis the oriented functions for selecting the best and suitable
candidates (Farashah, 2015). Moreover, the recruitment as well as selection must be done
keeping in mind the goals and strategies of the company that are aligning. The retention of the
competent is essential in order to determine the effectiveness of the training program in the
organization. The HR department of the BMW Company ensure the most effective programs that
can be used to develop the essential skills within the employees. However, it has been observed
that in the UK store of the BMW Company more than 3500 employees are appointed in a most
appropriate salary scale. In Addition the company is also involved in organizing the external
3

training session that includes the vendor training. However, the HR department of the company
is aware with the importance of short training session s for the development of the internal staffs
and thus pay more attention to exhibit the same (Nankervis et al., 2016).
Moreover, there is a slogan that has been organized by the BMW Company that is “Get Set Go”
session. This is the session that provides many short training activities for the employees of the
company that leads to enhance the basic skills of the employees related to the product, company
and its objective while brushing up the skills and knowledge of the employees. The sessions also
enable the HR department to determine the effectiveness of the employees and their capability as
well as dedications for the company.
All the sessions that are established by the human resource management if the company ensures
that name of the brand in the market get massive attention by enhancing the productivity of the
operational level (Noe et al., 2017). This is the concept that has aim to enhance the skill, develop
the availability, provide adequate training and many others.
4

Evaluate the key elements of Human Resource Management in an organisation
There are many crucial components that are applied by the HR department of the company that
are determined by the various scope, size and objective of the organization. Thus there are many
key elements that are used by the company in respect to enhance the performance of the overall
company by developing various strategies. In order to evaluate the key element of the BMW
Company some of the factors are discussed below:
● Selection and recruitment
The HR department of the BMW highly focus on the recruitment that includes attraction of the
suitable and preferable candidates for the betterment of the company that will help to achieve the
main object in the most effective manner (Marie Ryan and Derous, 2016). Thus, in the respected
company at the time of selection the experienced members are involved to do the final
determination.
● Training
After the process of selection and recruitment the human resource management organization
several program that aims to provide adequate training to the newly appointed candidates in
order to increase the capability of the productivity. The training also give a vivid explanation on
the mission, vision and objective of the company that is required to be followed by the
employees. Thus, all the effective measures are taken into consideration by the HR department of
the company as it ensures that the company will be able to achieve high profit in future.
● Planning in HRM
The planning is the primary function that is performed by the HR department of the BMW
Company. Thus, it is important that the HRM must be a person that are having high skills and
experience in the field of automobile as well as motorcycle (Cascio, 2015).
● Labour relation
The HR department company followers many legal legislature in its working environment in
order to maintain effective labour relation. Several acts like for saying Equality Act, Sex
Discrimination Act and many other are highly compiled by the HR department of the company
(Knights and Willmott, 2016).
● Management of the performance
5

The human resource department are liable to maintain the effective of the performance of the
employees. Moreover, they also measure the range of activities to determine the talent of the
employees in an organization. In order to motivate the employee the HR department reward them
with certain appreciation facts.
● Information system on the administration management
The HR department of the company also plays a role of administration that leads to check that all
the objective as and activities of the company are undertaken with proper laws and order of the
companies acts (Kavanagh et al., 2017). The HR department are responsible to make aware of all
the laws and order that are required to maintain i9n the policies of the company to all the
employees.
● Succession planning
One of the important elements that are crucially applied by the BMW Company is the succession
planning by the HR department. This is the facts that underpin the leadership management and
planning that are adopted by the organization.
6

Internal and external factors that affect Human Resource Management decision making
including employee legislation
There are many external and internal factors that are highly responsible to influence the
performing and function of the organization. Thus, in the recruitment function, the competition
orientations serves as the external factors associated. In addition, the rate of labour supply in
relation to the experience and skills that highly consequences the objective of the business unit
are the other factors that are highly strict by the HR department (Brewster, 2017). On the other
hand the police that are followed by the management of the company for the effectiveness of the
company serve as the internal factors.
The crucial employee legislation that are associated with the company policies are important to
be followed by the company in the United Kingdom. Some of the acts that are highly evaluated
by the BMW are the Equality Act, Healthy and safety Act, Sex Discrimination and Employee
Rights Act are highly maintained by the HR department of the company for avoiding any sort of
legal actions from the Government and other legislative, although the company is self employee
oriented. The HR department of the BMW Company are very much cautious that all the rights of
the employees are attainable for the welfare of the employees. The company seeks equal attitude
towards all the employees thus this can evaluate the following of the sex discrimination act
(Jacobs et al., 2016). The respective company are aware with the fact that offending all the
mentioned act will penalise the operation of the company and rather lead to decrease the massive
brand name position in the market.
7

Conclusion
The main aim of the above study is to determine all the functions and operation of the human
resources management that plays the crucial role in achieving the objective of the company.
Moreover, several key elements are discussed in the assignment in order to accentuate the roles
and responsibility of the HR department of the BMW Company. Furthermore, the study
evaluates that recruitment and selection is not the only task performed by the HRM of the
company, they are responsible for the tasks that are beyond the recruitment. Thus, all the
operations of the company are undertaken keeping the mission, vision and objective of the
company. In addition, it has been observed that the HR department also determines the
fundamental and administrative activities that includes over viewing the objective that are
required to be compiled with the policies. Moreover, the planning of the organization has been
done after proper analysing the both the external and internal environment. Thus, all the effective
points that are performed by the HRM of the multinational automobile and motorcycle Company
are all mentioned in this assignment.
8

References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Farashah, A.D., 2015. Strategic fit framework of succession planning: effects on career attitudes
and career success. International Journal of Human Resources Development and Management,
15(2-4), pp.233-257.
Internal and external factors that affect Human Resource Managemen
Jacobs, M.A., Yu, W. and Chavez, R., 2016. The effect of internal communication and employee
satisfaction on supply chain integration. International Journal of Production Economics, 171,
pp.60-70.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Knights, D. and Willmott, H. eds., 2016. Labour process theory. Springer.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment, 24(1), pp.54-62.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
9