HRM Practices, Recruitment, and Employee Relations Report

This report provides a comprehensive overview of Human Resource Management (HRM) practices within the context of Audi, a leading automotive manufacturer. It begins with an introduction to HRM, outlining its purpose and function in achieving organizational goals, and then delves into th...Read More

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION............................................................................................................................3
MAIN BODY...................................................................................................................................3
Purpose and function of HRM.....................................................................................................3
Different approaches to Recruitment and Selection.....................................................................4
Different HRM Practices..............................................................................................................6
Effectiveness Of HRM Practices..................................................................................................7
Importance of Employee's Relationship.......................................................................................8
Key elements of employment legislation and the impact it has upon HRM decision-making....9
Application of HRM practices in a work-related context..........................................................10
CONCLUSION..............................................................................................................................15
REFERENCES...............................................................................................................................15

INTRODUCTION
HRM refers to managing people of company to achieve the desired goals of the company.
It is a strategic approach for effective management of the people of the company such that it
helps the company in gaining the competitive advantage. HRM main function is to ensure that
company is able to achieve success with the help of its people. Audi is a German auto-mobile
manufacturer that design, market, produces and distributes luxury cars. It is the part of the
Volkswagen group and its branded vehicles are manufactured in nine production facilities
worldwide. Present report will address to scope and purpose of human resource with reference to
company recruiting skilled and talented employess. It will brief on key elements of HRM in the
company. It will also evaluate internal and external factors affecting HRM and will also brief on
practices of Human resource in working environment.
MAIN BODY
Function and purpose of HRM
Purpose of human resource is to increases productivity of the company by improving the
efficiency of the employees of Audi. Its main purpose is to coordinate with the people of the
company to achieve the specific business objectives, fulfilling the needs of the staff and
maintaining satisfaction of the employees. The purpose of HRM is to make job and to deal with
the job holder that is employees. The main purpose of is to identify right employee at right time
for right place and at right job,which helps the company to achieve desired goals. Its main
purpose is to analyse the reports of the employees and to provide information to management
about its employees. Its main purpose is to implement and develop policies that adjust &
balance to the needs of its shareholders and ensures management of with diversity of workflow
and takes into consideration employment differences which can be individual and on the basis of
group. The main target of human resource is to ensure the accessibility of talented workforce in
the company as well as to meet their needs, values, aspirations and dignity of its employees
(2016.Mayrhofer, Gooderham, Brewster,).

Scope of Human resource management is very wide and vast as it includes activities
starting from planning of manpower till the employees leave company (Mehra,2018). It consists
of development, acquisition control and retention of HR in company.
Functions of HRM is analysis of job, organization, staffing and utilization of employees.
Appraisal and measurement of employees performances , implementing reward system for
workforce, professional developing its employees and maintenance of workforce in order to
ensure goals of Audi are met efficiently. Its basic function are to plan, direct, control and
organize business activities, utilization of workforce and main functions is related to recruitment
and selection. These activities are all linked u organisation to achieve its objectives p for a
concern for ensuring well-being of employees and ensuring that the company treats its employee
in a way that gives mutual benefits for both the employees and the company. This all functions
helps in providing talented and skilled employee's that help in achieving the objectives of the
company (Ahammad, 2017).
Different method of Recruitment and Selection
Recruitment refers to process of Audi in identifying, attracting, screening, interviewing
and short listing the candidate for jobs who are most suited to work for dynamic prestigious
brand. It refers to the process of choosing people in company for the roles available within the
company (Denisa,2018). There are 2 approaches in recruitment that are external and internal
recruitment.
Internal recruitment
It is method of recruitment where Audi looks to fill up vacancies from the existing
workforce or employees. Company uses to promote loyalty and progress for its employees.
Strengths
This recruitment helps the company in reducing their training cost as it is not required to
train existing employee's because they are aware of how the system works. It also helps in
employees retention and decreases the employee's turnover which helps Audi in sustaining
quality employee's.
Weaknesses
It results in the lack of fresh perspective as it does not hire employees having fresh ideas
and perspective that can result in bringing new ideas to organisation. It leads to workplace
jealousy as it leads to lose of promotion for one employee which goes to other co-worker.

External recruitment
It is the process when Audi looks to fill the vacancy from candidates who are outside to
the company. It is the evaluation from the open pool of outside candidates other than existing
employee's for the job role (Ahmed,Ahmed,2019).
Strengths
It helps the company with better quality of candidate who can execute new ideas which
helps company in achieving their desired goals. This process helps in attracting new business
ideas and skills which helps the business to reach at next level.
Weaknesses
This process is time-consuming and involves huge cost as for Audi it receives hundreds
of resume for every single position for which screening takes lot of time. It includes heavy cost
as posting on several job portals is not cheap process for the company.
Selection refers to process of selecting and short-listing right candidate with necessary
qualification and skill set to fill the vacancy in Audi (Ye, de Salas,Ollington,2016). It the process
of hiring applicant for filling up vacancies in the company. Selection approaches includes:-
Interviews
Interview helps in assessing the skills, knowledge, experiences of the candidate which
helps the employer to know whether the candidate is suitable for the job role or not.
Strength of interviews is that it helps in building relationship between employer and
employee's as both get to know each other. Weaknesses of interview is that it may lead to
rejection of employees on points where employer feel not satisfied for the job role on the part of
the employee's.
Aptitude test
This process of selection helps the interviewer of Audi to assess the logical reasoning on
the part of employees who applied for the vacancy. It is the way to assess the candidate's ability
in various given situations.
Strengths of this is it help In understanding individual strength to perform a task and help
in analysing an individual. Weakness of this process is aptitude test does not judge over soft
skills of individuals. It also leads to early judgement for certain candidates for rejection where
the test taken by recruiter was not in accordance with individual's strength.

Different HRM Practices
It is a system that attracts, motivates, develop and retain the employee's which ensure
effective implementation and survival of members and company. This is important on the part of
Audi as it help to increase the employee's productivity to achieve the desired goals. It includes:-
Training and development
It refers to the activities which are created by Audi to enhance skills & knowledge of
employees by providing instructions and information to employees on how to perform better in
their respective job role. It helps in increasing the effectiveness of the company and individuals
(Training and Development,2019).
Training & development helps employers in maintaining and keeping pace with the
changes in the industry. It helps employer to have up-to-date knowledge about the industry
which will help to stay ahead in the competition. It helps employee's in a way to derive job
satisfaction and morale as it has direct impact on the career growth of individual's and helps them
in scope for internal promotion (Otoo,2019.).
For example, training and development at Audi happens on continuous basis to
enhance skill in employees so that they are able to deliver the brand value associated with Audi.
Method adopted by Audi for training & development is on the job training where its success is
determined by groundbreaking premium communication with employees.
It sometimes results in wastage of time& money as some employees find it a moment to enjoy
and not to work which results in loss of efficiency to work which in turn affect the company as
employer has to pay huge cost and requires time to carry such activities.
Fair and performance based compensation.
It refers to paying employees of Audi for special outcome or paying extra as employees
have performed before there normal working hours. It is system of rewarding employees
financially outside their regular compensation in company.
Fair and performance based compensation helps employer to see positive impact on the
results and efficiency produced by its employees. It helps employees of Audi to be self-motivated
which increases their performance level and helps them to get recognition in company
(Okeke,Ikechukwu2019).

For example employees of Audi are paid decently on the basis of their outcome to the
company. They are paid on the basis of average hours worked above the normal working hours
which boost up their morale to work more.
It leads to employee's demotivation when the goals are too hard to achieve, where too
much of the system relies on the quality judgement made by the manager where manager can be
biased to certain employees to increase their salaries and help them to achieve bonuses.
Effectiveness Of HRM Practices
Success of Audi in employees retention directly depends on how the HRM practices are
executed and implemented which in turn will help organisation to achieve its objectives . It helps
in assessing how employees regards to their empowerment, job design through training and
development, expects to retain through their performance and many others to help company in
raising profit and productivity.
Training and development help the company in increasing the profit and productivity as it
helps employees to perform at their best level because they become more skilled in their job and
are able to complete the work quicker than before (Armstrong,Landers,2018).
Performance based compensation helps the company in a way to recognize the efforts &
contribution made by the employees, thereby facilitates in optimization of cost and rewarding of
talented workforce in turn resulting in the profitability and productivity of the company.
Employee's relations helped Audi in uninterrupted production which ensures the
continuity of production which helps in strengthening the relationship between employer and
employee resulting in higher profitability and achievement of desired goals.
Providing security to employees helps Audi in boosting up their morale towards job
satisfaction which results in retention of its employees which helps the company not to look
outside for vacancy which saves lot of money and time resulting company to achieve its desired
goals (Taamneh, Alsaad, Elrehail, 2018).
Recognition helps the company in a way as its employees responds to appreciation to
their good work because they are confirmed that their work is valued in company, which in turn
result in the increase in the satisfaction and productivity level of the employee's resulting in the
achievement of profits for the company.

Importance of Employee's Relationship
It refers to the efforts of Audi in maintaining and managing relationship between its
employer and employee's. Audi provides good employee relationship program where its
employees are treated fairly and consistently which in turn results its employees to be loyal and
committed towards their job(Employment Relationship,2020).
Employee relationship is important as it helps in improving the productivity of its
employees as it helps in creating pleasant atmosphere within the work environment which helps
in increasing motivation and confidence level of its employees.(Helfen, Schüßler, Sydow,2018).
Employee relation helps in increasing the employee's loyalty as pleasant working
environment effect drastically on employee's loyalty which encourages loyal workforce and
retention of the same.
Employee relationship help in reducing conflicts at the workplace as when the
environment id friendly and efficient, the possibility of conflicts reduces which results in
increased focus and concentration level of employees to perform tasks to achieve the goals.
Effective employment relationship helps in easy delegation of authority where employers
and employees develop sense of understanding of their strength and weaknesses which helps in
performing tasks better (Amossé,2016).
To maintain a pleasant employment relationship it is required by each other to know stress and
sensitivity level where the feedback can be communicated more effectively. This relationship is
all about approaching the way one need to be approached to bring the best out of it.
Critical Analysis- Employee relationship can sometime turn out to be negative as employer and
employee of Audi might become too personal which results in resentment and gossips among
individual resulting in lack of performance and productivity of employees. It also results in risk
of as the line of distinction between employer and employees become blurr resulting in conflicts
at various time. It results in lowering down the retention of employees as bad employment
relationship results in conflicts leading to employees dissatisfaction and leaving job.

Key elements of employment legislation and its effects on human resourcedecision-making.
Employment legislations are the body of laws that regulate the relationship between employers
and employees. There are various types of laws such as :
Working time regulations act 1998 – This act lays down rights of employees for time
they work. These act implemet to all employees and lays down daily rest breaks maximum time
to work in week and other regulations . HR of Audi when framing their policies regarding
working hours keeps this regulation in mind and particularly keeps a right for suffienct breaks for
every six hours worked, right of one day weekly off which should be minimum 24 hours and
various others.
Health and safety Act 1974 - This act defines the authority and fundamental structure
for engagement, enforcement and regulation of work-related health, welfare and safety. The act
defines general duties on employees, employers and other which works at the premises
(Ponsonby, 2017). The HR of Audi in their policies includes the following points: secure and
protect the employee against the risk to health or safety like making the provision maintenance of
plant and system of work. Arrangement for ensuring safety in use, handing, storage and transport
of articles and substances. Keeping and controlling and use of hazadous or highly flammable or
dangerous things.
Data protection Act 2018 - This act lays down measures on how to control information
which its employees can use . It was replaced by Data Protection Act 1998. The act introduces
new offences committed by the employees in there consicous or recklessly obtaining or
displaying data to other partieswithout the consent of the data controller (Carey, 2018). The HR
of Audi when deciding on the policy considers this law and use the employees' data in a fair,
lawful and transparent manner and employees are given right to be informed abut how the data is
being used, right to stop or restrict the processing of your data, right of data portability etc.

Application of Human-resource-management practices in a work-related context.
Job Specification.
Audi
Position : Customer Relationship Manager
Description
Customer relationship manager has to build and maintain relationships with key
customers that are profitable. Resolving complaints of customers efficiently. Looking the
relationship with customers handled by team. Keeping customers updated on the models in
order to increase profitability
Experience
3-5 years experience required in similar or related profile.
Education
Degree of bachelors in adminnistration or related field
Post Graduation in Business Administration or MBA in Customer relationship
management.
Key skills required
Excellent communication skills.
Experience in customer service is preferred(sales).
Problem-solving skills.
Experience in CRM practices.

Salary
£338.22
* No age and sex bars.
CV
Jack Atkinson
[phone]
[e-mail]
Career Objective
Actively Searching for a well-reputed organization where I can implement my
knowledge and skills that contribute to organization's growth and myself.
Professional Profile
I have been a part of this industry from last 2 years and has done 1 year internship in client
relationship management, worked as sales executive for 1.5 years and was customer
relationship manager for 1 year in a renounced company.
Core Skills
Presentation skills
Customer relation and management

Decision-making skills
Research skills
Communication skills
Multitasker
Problem solving ability
Effective planning skills.
Education profile
Graduation in commerce.
PG Diploma in Customer relationship management.
Work Experience
Was a client relationship intern for 2 year
Worked as executive in sales for 1.5 years
Worked as a customer relationship manager for 1 year.
Declaration
I hereby declare that information provided above are in the best interest and correct to
my knowledge.
Jack Atkinson

Questions for interview.
Q1. Introduce yourself?
Q2. Why do you want this job?
Q3. Why should we hire you?
Q4. How you encounter to position of store manager?
Q5. Out of all the candidates, why should be hire you?
Q6. Where see yourself in 5 years?
Job Offer
Audi
5th October 2020
Dear,
Mr. Jack Atkinson
Congratulations on having recruited for the position of Customer Relationship Manager. We
welcome you to join the office and take account of your position on 19th October 2020. We
hope you will have a great experience and will add more potential and growth in your career as
well as your job.
This is Emily Brown Assistant Human Resource Officer.
Department of Human resource ,
Audi
Person specification.
Essential criteria Desirable criteria

Problem solving ability
Work experience of handling customers and
Maintaining relationship
Presentation skills
Experience of working in similar profile
Knowledge of one major UK language and one
Asian language.
Knowledge of computer languages.
Job advertisement.
Audi showroom requires
Customer Relationship Manager
Qualification and experience:
Degree of bachelor's in administration or related field
Post Graduation in Business Administration or MBA in Customer relationship management.
3-5 years experience required in similar or related profile.
Job description:
Customer relationship manager has to build and maintain relationships with key customers that
are profitable .
Looking into the relationship with customers handled by your team.
Resolving complaints of customers efficiently
Keeping customers updated on the models in order to increase profitability
Salary: £338.22
Interested candidate can mail their CV at [e-mail]
Candidates can apply till 13th October.

CONCLUSION
It can be concluded that there are various purposes and functions of HRM of the Audi and they
do workforce planning by finding out the difference in the present workforce and the required
workforce, and they resource for the same. There are various approaches of recruitment like
internal and external and both the approaches have their strength and weakness. Selection
process is also have both strength and weakness. There are various HRM practices undertaken in
the organization and it has benefited both employer and employee and these practices are
effective in terms of raising productivity in terms of increasing profits of company. Employee
relations are very important because they influence HRM decisions and HRM also follows
various employment legislations.
REFERENCES
Books and Journals
Ahammad, T., 2017. Personnel Management to Human Resource Management (HRM): How
HRM Functions. Journal of Modern Accounting and Auditing.13(9). pp.412-420.
Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.
Amossé, T., andet.al., 2016. Comparative Workplace Employment Relations. Basingstoke:
Palgrave.
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development.22(2). pp.162-169.
Brewster, C., Gooderham, P.N. and Mayrhofer, W., 2016. Human resource management: The
promise, the performance, the consequences. Journal of Organizational Effectiveness:
People and Performance.
Carey, P., 2018. Data protection: a practical guide to UK and EU law. Oxford University Press,
Inc.
Denisa, A., 2018. New Approaches Regarding The Recruitment And Selection Of The
Employees. Management Strategies Journal. 42(4). pp.7-14.
Helfen, M., Schüßler, E. and Sydow, J., 2018. How can employment relations in global value
networks be managed towards social responsibility?. Human Relations .71(12).
pp.1640-1665.
Mehra, M.R., 2018. Human Resource Management and Its Importance for Today’s
Organizations. Journal of HR, Organizational Behaviour & Entrepreneurship
Development. 2(2).pp.15-20.

Okeke, M.N. and Ikechukwu, I.A., 2019. Compensation Management and Employee
Performance in Nigeria. International Journal of Academic Research in Business and
Social Sciences.9(2).
Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational
performance. Employee Relations: The International Journal.
Ponsonby, W., 2017. Global occupational health. Occupational Medicine. 67(5). pp.331-333.
Taamneh, A., Alsaad, A.K. and Elrehail, H., 2018. HRM practices and the multifaceted nature of
organization performance. EuroMed Journal of Business.
Ye, M., de Salas, K. and Ollington, N., 2016. Internal versus external recruitment the story of
three consecutive project managers in an IT project. arXiv preprint arXiv:1606.00878.
Online
Employment Relationship.2020[Online].Available
through<https://www.sciencedirect.com/topics/social-sciences/employment-
relationship>
Training and Development.2019[Online]. Available
through<https://www.toppr.com/guides/business-management-and-entrepreneurship/
human-resource-management/training-and-development/>