Strategic HRM, Performance, and Bentley Motors: An Analysis

This essay provides an in-depth analysis of strategic human resource management (HRM) within the context of Bentley Motors. It explores the core functions of HRM, including attracting, developing, and retaining employees, emphasizing the role of the HR department in formulating strategies to meet organizational goals. The essay examines how strategic HRM contributes to business performance by fostering innovation and flexibility, covering key responsibilities such as workforce strategy, recruitment, training, and employee relations. Furthermore, it delves into the Balanced Scorecard as a strategic performance tool used to monitor employee activities and assess performance, highlighting its application in evaluating the effectiveness of HRM strategies. The analysis includes how HRM strategies relate to wider management strategies, organizational capabilities, and overall performance, concluding that effective HRM is crucial for achieving business objectives and enhancing organizational success. The essay references various academic sources to support its findings, providing a comprehensive overview of the topic.

essay

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCE...................................................................................................................................6

INTRODUCTION
Human resource management refers as a person who is responsible for both functions of
organisation as well as for people who are working in a organisation. HRM is the important
department in any organisation who control over functions and prepare policies for employees
welfare (Paauwe and Boon, 2018). HRM is the management resource who analysis the needs of
employees and make efforts to complete their needs and wants. HRM is valuable for
organisation who plays vital role in organisation and increase profitability. To understand role
and responsibilities of HRM Bentley Motors has been taken taken that is British manufacturer
and luxury car maker organisation. It was founded by W.O Bentley, H.M. Bentley in 1919. This
report discusses about role of strategic HR management and balance scorecard that helps to
analyse the employees performance in order to accomplish business objectives (Shappell and et.
al., 2017).
Main Body
Strategic human resource management is the process of attracting, developing, retaining
employees and rewarding them for the benefit of employees as well as organisation. The main
function of HRM is to hire the effective employees who helps to complete the work and attain
business objectives (Demir, Wennberg and McKelvie, 2017). Strategies are formulated by HR
manager who analysis the needs of organisation even each department then strategies are
formulated accordingly. For example, HR manager of Bentley Motors analysis the needs and
wants of employee and provide them proper assistance that helps to complete the targets.
Whenever, new technology is introduced in market then HR manager is playing a most important
role as it conduct training programme and provide training to employees that helps to adopt new
technology in order to manufacture new model of sports and luxury cars. So, HRM helps to
improve the business performance by developing organisation culture by fostering flexibility and
innovation (Lasserre, 2017).
Human resource manager of Bentley formulates workforce strategy and defines
functional processes in order to meet organisational goals. Strategic HRM department is
responsible for handing out applications, recruiting employees, payrolls, incentives, rewards and
compensates that attracts employees and retain them for long period of time. In regard of Bentley
Motors, Human resource management is playing a important role in Evolving Terminology and
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language it understand the sea changes in organisation and provide training to employees in
order to accept the changes effectively (Strategic role of Human resource management, 2019).
This is people centred approach, that focuses on strength and talent of employees in order to
perform business functions. The another strategic role of HRM is Workplace safety and risk
management in which HR manager of Bentley Motors evaluate the risk of organisation in which
employees are working as provide them proper safety that make happy employees and increase
the profitability. Moreover, HR manager provide family safety to employees that retain them for
long period of time. The another role is Compensation and benefits that helps employees to get
benefits and compensation which attracts employees and they work effectively. Employee
training and development role is performing by strategic HR of Bentley and other organisation
such as new policies and plans are introduced by management that helps to produce new car
model in selected organisation (McCracken and et. al., 2017). In order to adopt new technology
and technical skills HR manager should provide training and development programme that helps
to work according to new technologies. Therefore, it is consider as important function that is
used to accept the changes and challenges in order to develop the new products and services. By
providing training and development education employees become confident that helps to work in
perfect manner.
The another role of HRM is Recruitment and selection that fill the needs of employees
in any organisation in order to accomplish business objectives. In context to Bentley Motors,
there is need many employees in may department who are recruited by HRM manager by
conducting interview round s and selecting best employees for organisation (Webb, 2019). It
helps to perform all function in which they are specialised. On the other side, Employer –
employee relation is maintained by HRM by performing role and responsibilities. It is important
for business organisation to develop employer and employees relations so goals can be achieve
effectively (Shet, Patil and Chandawarkar, 2017). Employees should have freedom to share
information which they wants like salary, safety, benefits. Training and development,
compensation and business information so work can completed within efficient time. For
instance, such role is played by Bentley's HRM who provide information and share with
employees in order to accomplish business goals. The employer should communicate with
employees as what they wants and how they can be satisfied so, goals can be accomplish within
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specific time (Gelfand, Harrington and Jackson, 2017). Good relation between employer and
employees states the achievements and enhancement of business entity.
Balanced scorecard is a strategic performance tool which is used by managers to keep
track the execution of execution of business activities by the employees. Employees are working
at different profile by performing different activities which are monitor by managers in order to
accomplish business goals (Mamman and et. al., 2018). Scholars says that Balanced scorecard is
a management system that looks towards organisation in order to complete the complete business
goals. It helps to choose the right things to monitor and measure the performance so goals can be
achieve. In context to, Bentley Motors, goals are decided by employer and manager which need
to perform by employees. In this situation, performance can be evaluate by Bentley's HR by
monitoring that will help to improve the business performance and increase profitability by using
Balance scorecard (Balanced scorecard that improves performance, 2019).
Balanced scorecard is the strategic management tool which can be use by all organisation
in order to evaluate the performance of employees. It identify the problems in internal functions
of organisation and monitor the employees performance that helps to know where is need to
make improvements. It is also used to rewarding the employees who are performing well in
business organisation and increasing profitability. For instance, Bentley Motors is British car
manufacture whose manager are up to date from new technology and uses new technology in
order to develop new and attractive products. Different roles and responsibilities are delegated by
HR manager among employees according to their skills and experiences. The HR manager of
respective company monitor the performance of each employees on regular basis that helps to
reward them for their good performance (Aguinis, Edwards and Bradley, 2017). Moreover, by
using Balance score card manager can maintain the data of good performers and provides
training to other employees who are unable to complete target in particular time. Therefore, it
has analysed that Bentley Motors can used Balance scorecard for the purpose of communicating
well to know the desire of organisation, to align the daily work of employees in organisational
strategy, to give preference to product, project and services level and to measure and monitor the
progress of business firm in order to attain business objectives. The HR manager of Bentley
Motor can identify the downfall in internal functions of organisation and also suggests ways to
improve the performance with the help of such management tool. It is important for companies
to provide feedback to employees regarding their performance and outcomes.
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Thus, organisation can use Balanced scorecard to collect the data, gather realistic
information, interpreted them and perform well that helps organisation to improve the
performance of employees by providing guidelines to employees and make future decisions.
Business organisation can achieve business goals with the help of Balance scorecard
management system that helps to manage all business activities and make efforts to accomplish
goals (Hopkin, 2017).
analyse how HRM strategies relate to wider management strategies and organisation capabilities
and performance
HRM strategies are the set of rules and policies that attracts employees and perform all
business activities effectively. HRM strategies such as Overarching strategies and specific
strategy that relates to the different aspects to human resource management. In overarching
strategy general intention of business organisation that consider how people should be managed
and developed and what steps should be taken to ensure that business organisation can attract
and retain the people by motivating them (World Health Organization, 2017). And specific HR
strategies covers talent management and continuous improvement that helps to increase the
business performance and organisation capabilities. HRM strategies are related to management
strategies for instance, by using overarching and specific strategies the business activities of
Bentley Motors can be managed that helps to operate business successfully. If HR strategy are
not followed by management then it will be difficult for organisation to manage all function and
maintain the profitability also. Moreover, HRM strategies are related to organisation capabilities
and performance such as by implementing employees safety, reward management , performance
evaluation and employee welfare legislation employees feel happy that helps to work perfectly
which increases organisation capabilities as well as performance of employees and organisation
(Saridakis, Lai and Cooper 2017).
HRM strategies are important for organisation that helps to accomplish the business
objectives such as management of skilled employees are recruited by HR manager who analysis
the employee's performance and provide proper training and support to employees that helps to
perform all business functions effectively. By following all employment legislation and
providing benefits to employees are helpful to increase the capabilities and organisational
performance as employees feel good and make decision to work for long period of time (Jha and
Singh, 2017).
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CONCLUSION
From the above report it can be concluded that HRM is the main function in any industry
that perform all business activities effectively. HR is a person who manages all function and
formulates the policies for welfare of organisation as well as employees. Strategic HRM refers as
activity which is used to maintain the productivity and profitability of organisation. Strategies are
developed by managers who have control over organisation and think about welfare of
organisation. Therefore, strategic HRM is playing important role within organisation and
enhance the profitability.
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REFERENCE
Books and Journal
Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.
Shappell, S., and et. al., 2017. Human error and commercial aviation accidents: an analysis using
the human factors analysis and classification system. In Human Error in Aviation (pp.
73-88). Routledge.
Demir, R., Wennberg, K. and McKelvie, A., 2017. The strategic management of high-growth
firms: A review and theoretical conceptualization. Long Range Planning. 50(4). pp.431-
456.
Lasserre, P., 2017. Global strategic management. Macmillan International Higher Education.
McCracken, M., and et. al., 2017. Human resource business partner lifecycle model: exploring
how the relationship between HRBPs and their line manager partners evolves. Human
Resource Management Journal. 27(1). pp.58-74.
Webb, G. M., 2019. Human resources management in libraries. Routledge.
Gelfand, M. J., Harrington, J. R. and Jackson, J. C., 2017. The strength of social norms across
human groups. Perspectives on Psychological Science. 12(5). pp.800-809.
Shet, S., Patil, D. S. and Chandawarkar, M., 2017. Competency based Human Resource
Practices and Organisational Productivity-An Empirical Evidence from Indian
Companies.
Mamman, A., and et. al., 2018. Developing human capital in Africa: carving a role for human
resource professionals and practitioners. Human Resource Development International.
21(5). pp.444-462.
Aguinis, H., Edwards, J. R. and Bradley, K.J., 2017. Improving our understanding of moderation
and mediation in strategic management research. Organizational Research Methods.
20(4). pp.665-685.
Hopkin, V. D., 2017. Human factors in air traffic control. CRC Press.
Saridakis, G., Lai, Y. and Cooper, C. L., 2017. Exploring the relationship between HRM and
firm performance: A meta-analysis of longitudinal studies. Human Resource
Management Review. 27(1). pp.87-96.
World Health Organization, 2017. Critically important antimicrobials for human medicine:
ranking of antimicrobial agents for risk management of antimicrobial resistance due to
non-human use.
Jha, J. K. and Singh, M., 2017. Human Resource Planning as a Strategic Function: Biases in
Forecasting Judgement. International Journal of Strategic Decision Sciences (IJSDS).
8(3). pp.120-131.
Online
Strategic role of Human resource management. 2019. [Online]. Available through:
<https://smallbusiness.chron.com/strategic-role-human-resource-managers-11782.html>
Balanced scorecard that improves performance. 2019. [Online]. Available through:
<https://www.hrhelpboard.com/performance-management/balanced-scorecard.htm>
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