Analysis of HR Functions at Arash Motor Company: A Report

This report provides a detailed analysis of the HR functions within Arash Motor Company, a supercar and hypercar manufacturer. It explores key HR areas including recruitment and selection, orientation, maintaining good working conditions, employee relations, training and development, and workforce planning approaches. The report delves into the recruitment and selection processes, different training and development approaches, performance management, and reward systems. It also examines employee engagement, flexible working practices, and the importance of employee relations in HRM decision-making. Furthermore, the report covers relevant employment legislation, including the Minimum Wages Act, Equality Act, and Health and Safety Act. The report also includes a job specification for a manager, a CV, and a job offer letter to provide a complete recruitment process and concludes with an evaluation of HR practices.

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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4
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INTRODUCTION
The report is about the Arash motor company. It is an automobile company. The
importance of the human resource functions are discussed. The approaches to workforce
planning, recruitment and selection, development and training, performance management and
reward system are given. The flexible organization and flexible work practices are discussed
along with how the employee relation impact the decision-making process of the HR department.
The employment legislation that the organization must consider are discussed. The design of job
specification for a manger is given. The CV is provided for applying in one of the post at the
organization. A job offer letter to the selected candidate is given. A complete process of
recruitment is discussed. The evaluation of HR practices is given.
MAIN BODY
Arash motor company is a supercar and hyper car manufacturing company and is based
in the new market, Suffolk, England (Meghdari and et.al, 2018).
The roles of HR functions are:
Recruiting and selection
In this process the HR department need to select desirable candidates for the company.
The candidates are supposed to help the organization in the development and the growth.
Recruitment and selection is thus considered the most important part in the function of HR. the
candidates are selected based on the company’s needs and objectives. The company require to
create a team members for the recruitment of the candidates. The selection and the recruitment is
the responsibility of the HR. the recruitment process is very crucial for the company as it reduces
the cost of mistakes and keep the employees motivated to work for longer time in the
organization. The selection of the employees can involve various interviews.
Orientation
The HR function after the recruitment process is to provide the new employees with the
initial training where they can adjust to the working environment. The employees are provided
with the information about the company’s objectives and introduced with the senior employees
of the organization. The initial training is called the induction training. The employees is
assigned with the roles and duties they are required to serve for the organization. This helps the
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employee to get a clear knowledge about the company and keeps them motivated (De Stefano,
Bagdadli and Camuffo, 2018).
Maintaining good working conditions
The HR needs to look for the positive and lively conditions for the workplace to help the
employees to work comfortably and achieve the best results. Good working condition motivate
the employees to work with their full efficiency. The HR needs to provide the employees with
the benefits from the various departments to keep them motivated. The welfare of the employees
is also managed by the HR department that helps the employees to get the job satisfaction. Job
satisfaction allows the HR to retain the employees in the organization.
Maintaining employee relation
The employees are the assets of the organization and keeping good relation with them is
the crucial part of the HR functioning. Good relations with the employees helps the HR to create
good behavior habits within the work place. The organization provide the organization with
various activities that helps in strengthen the employee and the employer’s relation. A balanced
relation between the employees and the employers can bring the organization more closely in
achieving the objectives and becoming successful (Ahammad, 2017).
Training and development
Providing the employees with the required training and development is the responsibility
of the HR department. The training helps the employees to be up to date with the changing time
and help in the productivity of the company. The training makes the employees more skilled for
their respective position of roles that bring more efficiency in doing their work. The employees
feel empowered and motivated while working.
Approaches of the work force planning includes:
Supply analysis
The organization need to understand the skills and the interest of the employees and how it can
be used in the benefit of the organization. The organization can assign roles to the employees
with specific skill sets.
Demand analysis
This need to be identified that what amount of workforce is required to meet the current goals of
the company and the amount of workforce needed for the future growth and development
(Asamani, Christmals and Reitsma, 2021).
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Approaches of Recruitment and selection :
Recruitment approaches : -
There are different approaches including the direct advertisement, employee referrals,
promotions and the transfers, employment exchange, agencies recruitment, and talent pool
database. These are the approaches which the Arash organization used in there recruitment
process.
Strength and weakness of Recruitment : - Recruitment help the organization in increasing the
workforce in the business. The weakness of the recruitment is that it cost a lot of money in the
process.
Selection Approaches : -
Arash motor company are using different selection approaches in the process of working. They
are using the selection approach including the CV, interviews, test, letter of application, group
activities, references, application form etc. the organization can use a lot of strategies in the
process of selection to increase there process of hiring people.
Strength and weakness of selection : - Strength of the selection process is that it provide the
selected employee with skill and knowledge. The weakness of the approaches is that sometimes
process can lead to loss of talent.
Approaches of Training and development :
On the job training : — this approach include the training to the employee within the working on
their job. It is on the job process including the development focus with the job to improve in
internal growth.
Management Games : — management games include the process where the organization
provider the gaming method including the education about the management in the business so
that the employee working in the business get educated and developed.
Strength and weakness of Training and Development : — Training development provide
huge advantage to the business as I give new skills and knowledge to the employee in improving
of performance. But on the other hand it cost a lot of time and money for the organization.
Approaches of Performance management :
 Determining of the organizational goals to understand the performance of the
management.
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 Online feedbacks from different managers and employee to get the understanding of the
employee performance.
 The self evaluation and the inputs in the organizations while working for the business.
Strength and weakness of Performance development : — It helps the organization in
understanding the strength of the employee but it takes a lot of time to evaluate the performance
which can cause them issues in there working.
Approaches of Reward systems :
There are different approaches of the rewards' system include the process where the
organization finds the information about the employee and make them get the rewards to
increase the confidence and developed performance in the business. They also utilize the
performance related pays in the business model to give the rewards system in the organization. It
also includes the ways in development of the overall business objective and goals if the
employee are motivated.
Strength and weakness of reward system : - It helps in motivation of the employee and on the
other hand it is not necessary for the business to spend the money on the rewards according to
financial condition.
Approaches and effectiveness of Employee Engagement : -
Strength Employee and Positive self-image : - It is crucial for the organization to maker sure
that they are developing the employee and motivating them to increase there performance and
increased performance.
Communication your expectation :- Communication is one of the most important factor and
the organization need to communicate what they actually want from the employee or expect from
them.
Convey his importance in business : - Provide the employee the information about how
important are they for the business.
Promote continuous Feedbacks : - It is crucial for the business to convey the feedbacks about
the performance of the employee so that they get better options in growth (Delery, and Roumpi,
2017).
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Flexible working practices : -
Flexible working practices help the organization in increasing the flexibility in the
workplace. It includes the flexible time, job sharing, compressed work week, gradual retirement
etc. these things help the organization and employee to get better relation and increased in the
overall performance in the business. These help the employer in creating a better workplace for
the business and increased the overall working of the organization. This is crucial for the
business to make sure that they are developing the strategy to increase the overall working in the
business and also provide the flexibility in the workplace. Flexible working increase the
confidence in the employee and the employee perform better this also increase in the process of
development in business and increased in the overall business objectives and goals. Flexible
working are favourite to the employee as they feel good while working in the flexible working
and improve there process in development of work in business (Strohmeier, 2020).
Importance of employee Relation in Respect to HRM decision-making
1. Heightened Employee Loyalty.
If the organization have a good relation with their employee it increases in the loyalty of the
customer and also provide them with the better performance in the workplace. It is crucial for the
business to develop a process where they are creating a process of increased performance.
2. Increased Motivation.
Better relation provide better motivation to do the work and improve the performance which will
help in increased of performance of business and achieve objective.
3. Fewer Chances of Workplace Conflicts.
Employee relation help in increasing the performance and also decrease the conflicts of the
workplace in the business. This help the Arash in increased performance and less of the
workplace conflicts.
4. Improves the Trust and Confidence.
Relationship help in gaining the trust and confidence of the employer on employee and it also
provides them better results which can be beneficial for the business and increased performance.
Employee relation help in the better decision-making process in the workplace as it increase the
process of working and the organization have trust on their employee that they will able to
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perform the given task. It helps in getting better results and the organization can get better and
increased performance in the workplace. It can also be giving the confidence to get better
decision in business. Decision making is important and for that the employee relation plays
important part. It help them in understanding the relation and better conservation between the
people so that they can develop a process of decision in workplace to improved performance. It
will increase a better understanding and developed performance in the business (Michael, 2019).
Employment legislation : -
Key areas of employee legislation are : -
Minimum Wages Act 1948 : — Minimum wages act refer to the process in which the
government claim to the organization to provide the minimum amount of wages to the employee
so that thy can get the basic rights and can full fill there needs wants. It is crucial for the business
to make provide the employee with the minimum wages act at workplace to provide motivation
to work.
Equality Act 2010 : — Equality act refer to the process of developing the equality in the
workplace which is mandatory. It is important for the organization to provide the people at the
workplace with the equality and treat them right. This also provide motivation and increased
performance in the people with there working to develop a process in the work. Equality is
needed to provide in the workplace so that the organization works with proper procedure and the
employee working in the organization get respected and important. It is crucial for the business
to provide them equality and also initiate the development at workplace (Kianto, Sáenz and
Aramburu, 2017).
Health and Safety act 1974 : - health and safety act refer to the act in which it is provided that
the organization need to provide the health and safety requirement to be matched by the business
towards the employee. It is crucial for them to develop a process where the business need to
develop and provide necessary requirement to the people so that they do not harm themselves at
the workplace in the business. The equipment provides the confidence to the employee that they
are safe at the workplace, and they will not get harm during the working for the business and can
work easily.
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Job Specific
Job Role: Human Resource Manager
There is a requirement of Human Resource Manager, They must have the specific job measure
up. We are looking forward to interviewing those candidates which are going to have the
following qualifications because ARASH MOTOR COMPANY is a very acknowledged
company and it is crucial for the company to have the right manager for the position (Guest,
2017).
Education
 Bachelor's Degree
 Bachelor of Human resource or a related field required at least.
 MBA Degree
Experience
 The candidates must have at least 5 years of experience in the field (Experienced
applicant will be preferred) We would be looking for an experienced candidate since the
joining date is close.
 They must know how to handle the employee in pressure situation
 Job position which is offered comes with a lot of responsibility of more than 1000
employees. For that the experience is must.
Skills and Knowledge
 Candidates must be fluent in vocalization English and the communicating with everyone
should be strong.
 Conflicts and trouble in the enterprise should be resolved by them which is a very
crucial factor they must do.
 Time management skills are one of the crucial skills which are required for the position.
 HR manager need to develop new strategies so that they can improve the working in the
business and also develop the human resources.
Salary
 Salary for the human resource manager would be $90,000 per annum and as per the
qualifications the salary can vary (Amrutha and Geetha, 2020).
Timing
 Flexible timing for the manager to control all over the organization and have a good
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command on the business. But they need to do 8 hours shift.
Accountability
 The HR Manager will be responsible to the administration for the training and reportage
so that they can match the standardized of the company from time to time.
Personal Specification.
Basis Essential Skills Desired Skills
Qualification Educated till degree level is
compulsory
CIPD qualifications and MBA is
also going to be good for the
candidate
Skills Excellent solve problems,
communication, flexible thinking,
impressive language, and they must
know how to keep human
relationship with all
Knowledge There knowledge should be up to
date, must know how to use
computer and should understand the
HR issues and processes for the
future (Kim and et.al., 2019).
Regulation knowledge and
information about KCSIE and ISI.
Experience The least experience the
organization can expect from the
candidate are the HR advisor.
Manager level in Human resource
and educational setting
CV
Name: Peter Robinson
Address: 49 Street Road Middle, London, UK (Tang and Et.al., 2018).
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Career Perspective
I wish to have the most cherishing career over the role of marketing professional. I want
to have a best level of career where I get to express my creative skills and ideas.
Education:
 Master in tourism and hospitality at the Birmingham University.
 Mass communication from the Surrey University.
Skills and abilities
 Decision making skill
 Communication skill
 Analytics skill
 Critical thinking
 Problem solving skill
 Motivation ability
OFFER LETTER
DATE :
Name: Peter Robinson
COMPANY : ARASH MOTOR COMPANY
ADDRESS : UK
Dear Peter Robinson,
We are pleased to offer you the position of Human Resource Manager at ARASH MOTOR
COMPANY. We feel confident that you will contribute your skills and experience to the
growth of our organization.
As per the discussion the Starting date will be 27 April 2021. Please find the employee
handbook which contain all the benefits the company offer to you.
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Please confirm your acceptance of this offer by signing and returning the copy of the letter.
We are looking forward to welcoming you on board.
Sincerely,
ARASH MOTOR COMPANY
HR HEAD
Interview Questions for Manager.
 Have you ever worked with any company and why did you leave and come here?
 How did you deal when your time line was missed and if the employees are still not
being able meet the objective?
 There did you start your journey from and where do you see yourself in the next 10
years?
 What are the methods which will be used by you to keep in touch with the employees? How do you deal with the difficulties which rise in front of you?
Selection Criteria
ARASH MOTOR COMPANY is looking for an intimate candidate since the joining
date is close and the business wants someone experienced so that they can understand the
functioning as fast as possible. The selection criteria are on the basis of the experience a manager
required and the organization is looking for the people to get a better development in the
management. For that the organization need an experience applicant in the prior list. There need
to be having a communication skills for the place offered as it will encourage the people ibn
development of the working in the business. Experience can also be very helpful in situations
where they are required to act on time and there will be minimum mistakes in the company
which is a very important factor since Marks and Spencer has been in market from a long run.
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