Application of HRM Practices: BMW Corporation Case Study

This report examines the application of Human Resource Management (HRM) practices within the BMW Corporation. It delves into various aspects of HRM, including the role of the HR department in developing employees through training, compensation, and productivity enhancement. The report highlights key HRM practices such as job specifications, job descriptions, advertisement, CV review, interviews, and job offers. It differentiates between job descriptions and job specifications, outlining their definitions, meanings, and components. The report also provides a sample curriculum vitae and details the interview process, including sample questions. The report concludes with an analysis of the process evaluation and rationale for conducting HR practices within BMW, focusing on the selection of a sales manager. The document also contains job offer details, and selection criteria for the position.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 4............................................................................................................................................1
P7 Application of HRM practices..........................................................................................1
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................8

INTRODUCTION
The department of human resource is performing various kinds of roles in order to
developing individuals with the help of facilitating required training and development lessons,
appropriate compensations and boost up their productivity for creating effective and efficient
employees and maintain relation to achieve their pre determine targets and goals in sufficient
manner. There are various human resource practises that are being imposed with in ban company
(Altman and Sabato, 2010). In this appropriate individuals can be chosen direct the efficient
method and tool. In it determines different sort or criteria for choice candidates such as job
statement that provide assistance in order to examine about persons acquisition qualification as
well as their occurrence. On the different part, CV involves various arrangement in regards of the
objective, skills , qualifications of the person. The procedure of interview also aid in order to
determining the suitable answers about defining all the questions. It should be essential to
facilitates all the required informations to the interested individual through utilising
advertisement tools for the particular job vacancy. For the BMW firm, there needs to be effective
and efficient workforce who are having a lot of skills and abilities.
TASK 4
P7 Application of HRM practices
Department of human resource playing a signify roles in order to maintain the whole of
organisational workforce and staff members. They have several responsibility and duties such as
resolving every types of problems that are generated with in the company. It is be looked that at
current era, human resource department required to work on different types of aspects apart form
selecting and hiring individuals for a particular job posts (Wilson, 2010). the sited file determine
effective employees team with the help of frame appropriate and positive working conditions as
their firm will provide suitable training and development program in order to make improvement
in each individual's performance so that they can be able to work for attaining particular
objective and goals in effective manner. Hence, manager opts sound decision or strategies to rid
off all the issues and problems in immediate basis that provide health working conditions
(Battisti, 2011).it is very strong and essential aspect the find out about the goals and objective
and their attainment in suitable manner. BMW corporation is concentrating on the appointing
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better employees team and staff members through the evaluation of their ability and skills or
eligibility in order to performing any certain task and project. They arranges better human
resources sections through focusing executing with higher educated and talented which provide
aid in order to having per determine objective and goals. In this consider the certain criteria for
the recruitment and selections individuals for the proper job. These are some process that has
been utilise while hiring new persons such as:
Find vacancy : it is the very first step in that examine certain job chances as well as
posts with in the firm cause it should be required to determine the particular job post in respect to
proceeding further process in sufficient manner (Perry, 2011).
Job analysis : in it, evaluation in the regards of particular vacancy cause the division of
the human resource generally observe most desirable individual with high abilities and major
skilled in effective manner. For it they prepare some major and important document such as job
description and job specification because both are the part of the same.
Advertisement: it is very essential to facilitates proper data and information in regards
of the job vacancies so that the numbers of the employees will be captured towards certain
position with in the organisation. Hence the advertisement aid support in order to facilitating
information of the vacancy opening among desired persons.
Review of applications: here in, it details that all candidate those whom are curious for
applying for certain vacancy as all of them needs to be present with their resume in the firm or
on the wed site of the BMW firm so that appropriate person can be search out. The division of
human resource is playing a important role in viewing the whole of applications and creates calls
to suitable application in order to invite them for the interview round.
Interview : in it, all those person who are showing their curiosity as it refers as the
procedure in that HR manager will check all the persons by having face-to-face interview phases
as well as group discussion so that high-grade candidate can be chosen.
Offer letter: This is final step where letter are provided to the recruited persons. The
letter is having related information in regards of terms and condition, time of joining and job.
Job specification
this is about a statement of a certain job vacancy in that includes the summarized form of
requirement of work or project, which needs to be execute in the firm (Blackburn and Hart,
2013). it is initial role that is needed to determine the special job posts as it involves minimal
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required educational activity, qualification and more worthy aspect for a certain job. It should
required to manage or manage the job specifications for the next positions as these systems are
relay on the different feature such as several wider that incapable to alteration, revised as well as
cancel without having permission of the chief.
Job description:
It consider as the different written document that assistance in facilitating details and
subject matter in regards of the task and work. Here in, all the responsibilities related to the post
is prescribed to the desired or selected candidates. All the duties and role is detailed for a certain
appellation as well as job post (Wainwright, 2013). it has several obligation towards the strong
administration as they required to communicate messages and data in regards to their empty
post along with details, needed educations, salary, vacancy report, specifications, skills and
eligibility etc.
Difference between job description and job specification
Basis Job Description Job Specification
Definition It aid in showing respect future that
may be appropriate and needs to be
done by workers who are chosen
with in the firm.
It define different informations that
are required for the candidates and
applicants for the purpose of
completing certain criteria and
vacancy.
Meaning It details in the written document
that supports to defining the
various requirements of certain job
post. (Bridge, 2012).
It depict a statement which
showcase the eligibility criteria
which needs such as ability, skills
and knowledge for finishing task.
List out It determine different elements
such as responsibility, job name
and duties for particular task.
In this determine the requirement
such as skills, qualification,
experience, ability involves in it.
Prepared from Job investigation Job report
Describes Jobs Job holders
Comprises of It consider some of factors like as Qualification, Experience,
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roles, scope, work, reporting
authority working hour and so on.
knowledge, abilities,educational
and work orientation etc. are
enclosed in this.
Job Specification
Education Graduation in BBA (Bachelor of Business
Administration.)
MBA in sales
Experience Experience of 3 year in the field of marketing
Experience of 2 year in sales department.
Area of expertise Individual required to have knowledge and
ability to insight improved possibility for
advancing organization trade good and work.
Risk management.
Portfolio management.
Number of vacancies 20
Curriculum Vitae
it is determine as the well written representation that depicts image about the individual's
experience along with other qualifications for the reason of the facilitating job chances. This
aspect also known as resume that are having some details and informations about the certain
person and they impose in in the firm (O'Neill, 2012). this can be determine as the longer data
and data in regards of educations, individuals abilities or experience. Curriculum vitae generally
utilise in the filed of research, academic and medicine.
Curriculum Vitae
NAME:
ADDRESS:
PHONE NUMBER:
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E-MAIL ADDRESS:
Career Objectives:
There are need for sales Manager who has cognition to arrange the sales section and place few
attempt to heighten the sales mass of trade goods and work within administration.
Academic Qualification:
 BBA.
 MBA (sales)
 Diploma in Marketing and sales
Career Experience:
 Least 3 year content in Marketing field as sales executive.
 Currently working in ABC company as marketing manager.
Personal Skills:
 Team directing and treating quality, good or effective communication skills.
 Make skilfulness and arrange among various division of commercialism for increasing
sales and preparation for publicity.
Declaration: I hereby declare that the above data is faithful as per my knowledge and
experience.
Date :
Name
Place :
Interview:
It is determine as the procedure in that an individual is invited for having face to face
interaction as in this interviewer asks questions to their respondent in order to analyse his
knowledge, skills as well as find out the best appropriate answers so that they can chose
appropriate person for certain job space (Carraher and Paridon, 2015). in it different kind of
tools and techniques will be used such as personal meeting, videoconferencing, telephonic
interviews etc.
Questionnaires
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 Tell me about yourself?
 What are the specific attribute in you?
 Why you want to join BMW Business firm?
 What is hard-hitting commerce?
 What are the latest tendency for commercialism techniques for advance commodity.
Job Offers:
It is a written document that are having particular detail and information in regards of
their certain job vacancy by utilising media such as newspapers, internet sources (Gronum and
Verreynne, 2012). There is a particular formate of the job offers of the BMW business firm that
facilitates suitable data to the individuals such as:
Job Offer
BMW Corporation is hiring a candidate for the post of Sales Manager
Post –Sales manager
Education – prospect needs to have degree of graduation and bachelor from established
university and specialised in the field of Sales.
Experience- Candidate required to have at least 3 year experience in sales administrative district
in any firm.
Desired candidates can apply for job by company's website.
Last date- 31st march, 2018
Address- Head Office in Munich, Germany
Website- www.bmw.com
Process evaluation and rational for conducting HR practices:
BMW business firm direct a way to employ and choice a appropriate person for the
responsibility of sales administrator in the firm (Kastelle, 2012). Through the enlisting of same
or for sales manager then an individual required to be selected for the sales teams not form
marketing or other division. Company has a particular criteria for the selection procedure that is
listed as:
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Job specification: Firm needs to depict a job specifications that has all the property
about particularly job. An individual's qualification, any of experience of the last occupation. It
involves the expertness places of the persons like as risk administration which can be involved in
the listing. It mentioned all the elaborate for the option of a persons that fills up the empty
vacancy.
Job offer – it utilises such as promotion, it is facilitates to all the prospect whoever needs
a job. It depicts all necessary information related to qualifications and vacancy. It also includes a
data that a candidates should be graduate and post graduate for the well recognise university in
sales management (Herbane, 2010). the criteria of experiences embrace with having at least 3
years of working as the sales officer and executive.
Scrutinising of CV- firm collects CV form the different candidates. It will be shortlisted
by the HR recruiter and manager in and end it analyse the details the individuals.
Interview – after short listing the CV, selected candidates will get invitation for
participating in the face to face interaction in the firm or videoconferencing (Rae, 2010). They
will have some questions that required to be asked by the HR manager.
Giving offer letter- after selection, chose candidates will get their offer letter.
CONCLUSION
From above assignment, it is depicted that company can choice foremost prospect for
appropriate post in accordance to the necessitate. They can utilise different methods such as job
offers, job specification as well as job draw that provides assistance in the supply of inside
information regarding job.
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REFERENCES
Books and Journals
Altman, E.I., Sabato, G. and Wilson, N., 2010. The value of non-financial information in small
and medium-sized enterprise risk management. The Journal of Credit Risk. 6(2).p.95.
Battisti, M. and Perry, M., 2011. Walking the talk? Environmental responsibility from the
perspective of small‐business owners. Corporate Social Responsibility and
Environmental Management. 18(3). pp.172-185.
Blackburn, R.A., Hart, M. and Wainwright, T., 2013. Small business performance: business,
strategy and owner-manager characteristics. Journal of small business and enterprise
development. 20(1).pp.8-27.
Bridge, S. and O'Neill, K., 2012. Understanding enterprise: entrepreneurship and small business.
Palgrave Macmillan.
Carraher, S.M. and Paridon, T.J., 2015. Entrepreneurship journal rankings across the discipline.
Journal of Small Business Strategy. 19(2).pp.89-98.
Gronum, S., Verreynne, M.L. and Kastelle, T., 2012. The role of networks in small and medium‐
sized enterprise innovation and firm performance. Journal of Small Business
Management. 50(2).pp.257-282.
Herbane, B., 2010. Small business research: Time for a crisis-based view. International Small
Business Journal.28(1).pp.43-64.
Malhotra, R. and Temponi, C., 2010. Critical decisions for ERP integration: Small business
issues. International Journal of Information Management. 30(1).pp.28-37.
Rae, D., 2010. Universities and enterprise education: responding to the challenges of the new
era. Journal of Small Business and Enterprise Development. 17(4).pp.591-606.
Schaper, M.T., and et. Al 2014. Entrepreneurship and small business.
Southern, A. ed., 2011. Enterprise, deprivation and social exclusion: The role of small business
in addressing social and economic inequalities (Vol. 2). Routledge.
Storey, D.J., 2016. Understanding the small business sector. Routledge.
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