Analysis of HRM Role and Performance Management in Automotive Firm

This report analyzes the critical role of Human Resource Management (HRM) within Briggs Automotive, a high-performance sports car manufacturer. It details HRM's functions, including staffing, policy development, compensation, employee retention, and training. The report evaluates the company's performance management processes, emphasizing goal identification, alignment with strategic objectives, progress monitoring, culture formulation, and feedback mechanisms. It concludes that effective HRM practices enhance employee motivation, productivity, and overall organizational success by fostering skill development and engagement. The report also highlights the importance of performance management in supporting employee career growth and achieving organizational goals.

Assessment 1

Contents
Introduction:................................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Description of the Role of Human resource management in the company:.............................................3
Evaluation of performance management processes for employees:.........................................................4
Conclusion:.................................................................................................................................................5
References...................................................................................................................................................6

Introduction:
The human resource management activity is considered as the crucial function in
management as it deals with selection of workers as well as development of employee skills in
order to attain competitive edge in the market. The role of human resource management is
important as it helps the organization to meet with daily objectives by maintaining as well as
improving positive attitude among workers of the firm. For this report Briggs automotive firm is
taken into consideration. The company is the manufacturer of high function sports cars and is
headquartered in Liverpool, UK. The report will cover the role of HRM in the process of
selection as well as recruitment in company. In addition to this, the report will also include
procedure of performance management.
MAIN BODY
Description of the Role of Human resource management in the company:
The Human resource management is related to the set of processes undertaken for
selecting right people, providing training to them as well as formulating policies in order to
retain them in the company for longer durations. In context to Briggs automotive, the Human
resource management in the company ensures recruitment of right people and also provides
immersive training for improving the skill set of employees (Podgorodnichenko, Edgar and

McAndrew, 2020).The following are the main roles of Human resource management in the
organization are:
Staffing function: The most important function of human resource management in the company
is to hire employees in order to maintain the smooth functioning of the operations. In addition to
this, the HR is also accountable for the development of policies regarding promoting
multicultural business environment. In context to Briggs Automotive company, the HRM of the
organization is not limited to selection as well as hiring process bus also ensures the delivery of
best training programs with the purpose of boosting motivation level of employees.
Development of work-related policies: The other main role of HRM is to formulate policies
related to promoting positive work culture in the organization. In context to Briggs Automotive
company, the HR of the company makes work related rules in the company in order to maintain
the continuity of fairness as well as embrace empathy within the organization(Monaci, 2020).
Providing compensation as well as benefits: This role of HRM is also critical as giving proper
and fair compensation drives the motivation level of workers to a certain extent. In context
Briggs automotive firm, the HR of the firm ensures that its employees are receiving salaries as
per set pay standards in the market. In addition to this, the HR also provides other benefits such
as overtime payment, bonuses and much more.
Employee retention: The other major role of HRM is to make sure that the employees are
motivated enough to work for longer durations in the company. In context to Briggs automotive
company, the HRM of the firm ensures that employees are inspired by giving them competitive
salaries as well as providing best infrastructure which supports the workers in boosting their
productivity level.
Training and development: The other most critical role of HRM is provide workers with
specific trainings in order to make them develop new skills necessary for performing job in
optimal manner. In context to Briggs automotive, the HRM plays a crucial role in providing best
training sessions that aligns with their business strategy such as job skills training or ethical

training. This supports the workers to develop unique skill sets in order to give best
performance(de Azevedo, Schlosser and McPhee, 2020).
Evaluation of performance management processes for employees:
Performance Management: This is considered as the strategic process involved in maintaining
as well as promoting employee performance by delivering constructive feedbacks as well as
rewards. In context to Briggs automotive firm, the performance management team supports the
company to keep employees engaged with the goals of the organization in the most effective
manner. The following are the procedures followed by performance management of Briggs
automotive organization are:
Identification of goals: In this very first process, the goals of performance management are built
according to the strategic goals of the company. The firm can make achievable objectives related
to increasing employee productivity or decreasing employee turnover.
Aligning goals with performance plan: In this step, the goal of performance management should
not be too long that the employees can’t properly visualize in order to achieve set goals
effectively. The goals should be well paired with common goals of the firm (Stah and et.al.,
2020).
Monitoring progress in achieving performance targets: The other main process of performance
management is to measure key performance areas of workers by using analytical tools. This
support the management to know whether employees are going in right direction or wrong.
Formulating performance aligned culture: In this, the goal of performance management is to
build business working environment a harmonious as well as pleasant place to work. The
management promote shared values as well as beliefs among workers in order to attain
performance targets of employees in the most appropriate manner.
Offering actionable feedbacks: The other most importance procedure of performace managent
team is to provide the employees with constructive feedbacks with the purpose of improving
their Motivational level as well as their productivity level)(Zehir, Karaboğa and Başar, 2020).

Conclusion:
It has been analyzed from the above report that Human Resource Management supports
the firm to find best employee which leads to timely achievement of goals. It was further
concluded that Human Resource Management role is important for the company in improving
the motivation level as well as productivity level of employees by developing their skills as well
as group engagement. In relation to this, the report has also covered the processes of
performance management in order to support workers for leading successful career.
References
Books and Journal
Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing
sustainable organizations: Contemporary challenges and contradictions. Human Resource
Management Review, 30(3), p.100685.
Monaci, M., 2020. Embedding humanizing cultures in organizations through
‘institutional’leadership: the role of HRM. Humanistic Management Journal, 5(1), pp.59-83.
de Azevedo, M.C., Schlosser, F. and McPhee, D., 2020. Building organizational innovation
through HRM, employee voice and engagement. Personnel Review.
Stah and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach to
HRM. Human Resource Management Review, 30(3), p.100708.
Zehir, C., Karaboğa, T. and Başar, D., 2020. The transformation of human resource management
and its impact on overall business performance: big data analytics and AI technologies in
strategic HRM. In Digital business strategies in blockchain ecosystems (pp. 265-279). Springer,
Cham.