HRM Practices and Employment Legislation: An Audi Case Study Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Audi, a prominent automobile manufacturer. It begins by outlining the purpose and function of HRM, emphasizing employee engagement, staffing, organizational development, and career development. The report then critically evaluates recruitment and selection approaches, comparing internal and external sources, and discussing the strengths and weaknesses of each. It explores the benefits of various HRM practices for both employees and employers, including training, performance strategies, and conflict resolution. Furthermore, the report assesses how different HRM practices impact organizational profit and productivity, focusing on training, reward systems, and flexible working hours. The importance of employee relations in influencing HRM decision-making is also examined, highlighting the impact on employee retention, productivity, communication, and conflict resolution. Finally, the report delves into key elements of employment legislation, such as the Occupational Health and Safety Act and the Data Protection Act, and their impact on HRM decision-making within the context of Audi's operations. The report concludes by illustrating the application of these HRM practices in a work-related context, providing practical insights and recommendations.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
P1. Purpose and function of HRM practices in organization.......................................................3
P2. Strengths and weakness of different approaches in Recruitment and selection....................4
P3. The benefits of different HRM practices in organization for employee and employers.......5
P4. Evaluation of different HRM practices in terms of raising organizational profit and
productivity..................................................................................................................................6
P5. Importance of employee relations in respect to influence HRM decision-making. .............6
P6. Key elements of employment legislation and the impact upon HRM decision making.......7
P7. Application of HRM practices in a work-related context. ....................................................8
CONCLUSION .............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management states strategies approaches of organization and help in business
for gaining in competitive advantages. It is process of recruitment, selection, providing training
and orientation to candidates. Audi is auto-mobile manufacture that designs, produces and
marketing distribution of luxury vehicles. It is entirely closely-held adjunct of Volkswagen
group. Produced Audi brand vehicles in nine production with quickness worldwide (Bayo,
Galdon and Martinez, 2020). This report critically evaluate purpose and scopes of HRM and
recurrent and selection of different approaches with their strengths and weakness. This also
evaluate the key element of HRM in organization and analyse the internal and external, including
employment legislation. Also examine the application of HR practices in work related context
through giving example.
P1. Purpose and function of HRM practices in organization
The main purpose of human resource management are followed below-
Employee engagement:- HR have to main their relationship with employee for helping them in
solving problem and also give some benefits regarding their performance of work such as
rewards, bonus and provide them proper training for making them prepare for facing challenges
hence this can create the relation with their employee in company.
Staffing:- Audi should make sure about their vacancy for right position in company and also hire
the right candidates for right job. HR main purpose is to focuses in recruiting and selecting the
right person for company which could help them for competing the target.
Organizational development :- HR team in Audi helps for developing themselves at market area
for decreasing competitors (Delery and Gupta, 2016). Department helps the company for making
proper use in allocation of resource and also implement the plan for achieving the goals and
objective.
Career development ;- Audi company helps in their employee for developing their career by
giving them proper training and development according to their skills and knowledge. Which
could be more benefits for company in attracting towards their brand image.
Function of HRM in Audi company-
Recruitment and selection- Recruitment is process of hiring the employee and select them on the
basis of their qualification skills which is based on Audi measure for specific jobs. The main

objective is to hire best qualifies employee and to encourage other unskilled employee applicants
to prefer themselves out. Before starting recruiting the candidates company HR team must go
through the staffing plans and also prepare the list how much employee as they needed.
Prediction of employee should depend on their fund of company and long term and short term
goals or objective of organization.
Orientation- Audi provide orientation for their new employees. This step could help employee
for adjusting themselves in company and with their job. These programme should include the
goals or objective of company (Kianto, Sáenz and Aramburu,2017). Orientation managed by
human resource for assigning employee duties, job description and improvement to them about
the organization for what they are working.
Training and development- This programme in company attempt to improve the current and
future performance of employee while by increasing their abilities for work and by giving them
proper knowledge and skills in their project.
P2. Strengths and weakness of different approaches in Recruitment and selection
Recruitment refers to process that affects the individual, with adequate number, proper
qualification, to apply for jobs in organization. Audi company main aim to focus on internal
sources and if necessary they also focused on external sources. But they have to use both internal
and external sources for generating numerous number of applicants.
Internal sources:- In this sources recruit of employee is done within the organization by
involving promotions, transfer, change or lay-offs made without any participation in voluntary of
working employee. It can be strengths for Audi company without using any costs they got well
experience employee with the best creative ideas or thinking and decrease time for training.
External sources:- This sources uses hiring from employee referrals, campus placement,
advertising and employment agencies. Weakness can be created for company in training and
development for their work that should be increasing cost with time-consuming (Santhanam and
et. al., 2017). Recruiting more creative candidates with innovative ideas, skills and basic
knowledge about their work that could be strengths for Audi company for selling out more goods
and services for customer satisfaction.
Selection- The process of picking and choosing the right person for right job in company. It also
helps in identifying and hiring the applicants for filling the vacant job in company. The selective

candidates receive the physical examination in company and have several effect on internal and
external factor that the Audi company manager must take them into decision.
Interview:- It can be conduct in the form of telephonic interview or physical interview for
specific job. This can be strength for Audi company for selecting the best candidates in achieving
their task goals or objective. If wrong candidates is hired in company that could harmful for
organization and be weakness for them.
Role play:- After job applicants the candidates given one task in the form of role and by having
confident they can be selected for further tests. Strengths increase productivity and save the time
for selecting candidates.
P3. The benefits of different HRM practices in organization for employee and employers
Here are some different benefits of human resource management in organization for making
successful business-
Training and hiring:- Searching the right person for company is very difficult task and for
performing task in hiring Human resource management plays a important role.
There will no all approaches for suitable candidates and could not have perfectly for designing
the job description (Taamneh, Alsaad and Elrehail, 2018). After the hiring the new employee
will have training for their project and fit into workplace without any issue. HRM helps in
understanding them and keep performing their duties by regularly checking them on their work
efficiency, this can maintain the maximum productivity.
Performance strategy:- Motivation always help employee for doing their work and also keeps
them some efforts for work. Without any reward's system employee will be demotivated and try
to ignore the work. HRM department in Audi company may help in measuring the efficiency and
performance of employee. Which will be more beneficently for employee and employer for
realized their work. HR is always open in appreciation of employee and keep them recognition.
Developing relationship:- HR team in Audi create a good relationship between their employee
and employers, make them ensure in providing safety and healthy environment. Building the
relationship among the clients, employee and employers, keeping their workplace balanced and
without any barriers and valuing the employee is more responsibilities.

Conflict direction:- When working in organization there could be chances of conflict among the
(worker) Audi company. There can be problems internal and external at workplace, generally
internal conflicts can decrease the chance of importance with the help of HRM department.
HRM department quickly try to solve out the conflicts and take timely action where people are
sharing their common information.
P4. Evaluation of different HRM practices in terms of raising organizational profit and
productivity.
There are different HRM practices through which organizational profit and productivity can be
evaluated:
Training and Development – Training is a type of investment which Audi does on their
employees which helps in enhancing the skills of them. It does not adds on to the organizational
expense but through training and development they can be cost effective by brushing skills,
knowledge and abilities of the customers (Noe. and Kodwani, 2018). As the employees are able
to perform at their full potential therefore it helps in raising organizational profit and
productivity.
Reward system – Reward system is an effective way to raise organizational profit and
productivity as rewards gives the employees a feeling of motivation and also boosts their
performances (Noorazem, 2020). Audi gives rewards by two means monetary and non-monetary.
This reward system boosts healthy work culture and helps in raising the profits and productivity
of the organization.
Flexible working hours – Flexible working hours provided by the organization to their
employees creates a sense of belongingness and employees feel that the firm think about their
employees too. Therefore the employees also work in a bona-fide intention for the company
(Chung. and Van der Lippe,2018). This attitude of the employees helps in raising profit and
productivity of the organization. The results which came from giving employees flexible
working hours which are apart from nine to five hours system. Flexible working hours reduces
absent ism and also reduces costs and improve satisfaction among employees.
P5. Importance of employee relations in respect to influence HRM decision-making.
There are various importance of employee relations that can influence HRM decision-making
such as:

Employee retention – Cordial and healthy relation among employees and between employees
and employers increases employee retention at Audi. As healthy relations among employees are
very important at the workplace and due to this employees have a less chances of leaving the
organization and therefore HRM of the organization also does not have to hire again and again
which adds on to the cost of company.
Employee productivity – Good employee relations helps in enhancing productivity of the
employees this also leads to sharing of knowledge and skills among employees. Therefore this
helps benefits HRM decision-making of giving training (Muller, 2020). As HR will be able to
make decision regarding which training to be given to which employee so that the skills in which
they are lacking will be overcome.
Effective Communication – If there are healthy employee relations in the organization then the
communication in the organization can be effective (Thelen, 2020). Employees feel engaged in
at the workplace and based on that HRM takes the decision of line of communication and
reporting relationships.
Discourage conflicts – A healthy working environment among employees at the workplace
discourages conflicts among them which influences the decision making of HRM of resolving
conflicts between them.
Reduces absenteeism – Good employee relations helps in reducing absent ism of the employees.
As workplace is the only place where they spend most of their time therefore to ensure that they
do not take more leaves and enjoy the workplace employee relations are important and it also
helps in influencing HRM decision-making in regards to motivate the employees.
P6. Key elements of employment legislation and the impact upon HRM decision making.
Following are some of the key elements of employment legislation and their impact on HRM
decision-making:
Occupational health and safety act – It is a law which Audi has to incorporate in their
employment legislation as employees health and safety are of utmost importance. It is the
re4sponsibiltiy of the employer to structure and frame policies that safeguards employees health
and safety by assessing their working condition. The company might establish a committee for
ensuring health and safety at workplace and assign duties and responsibilities which are needed
to maintain the same. Proper drinking water facility, first aid, maintenance of heavy and risky
machinery, training to handle complicated machines etc. are some of the component of this law.

While making laws HRM has to consider this law as employees are the asset of their
organization.
Data protection act – The data protection act is also known as Bundesdatenschutzgesetz. It
ensures protection against all the IT working and functioning. It ensures transparency of
information and also take strict actions if there is any disobey of law in context of data
protection. This law checks on privacy of the information and communication which takes place
in the organization (Carey, 2018). It also fines if the law of data protection is not abide by people
in the organization. HRM has to consider and include this law in their policies as data is very
crucial for the organization and protection of crucial data is the responsibility of the organization.
Labour and employment law – The labour and employment law is based on relation between
employers and employees. The law works mostly in favour of employees as it consider them to
work 12 weeks per year and the maximum average working week of 48 hours. Working on
Sundays are generally not allowed. The employees also gets a claim for 20 working days holiday
per calender year. They also provide sickness salary for a term of six month and also females are
entitled for maternity leaves. When the HRM makes the policies, they have to consider this
labour and employment law as taking care of employees motivated them.
P7. Application of HRM practices in a work-related context.
The following are certain application of HRM practices:
Job Specification
Job Specification
Job Position – Sales Executive
Closing Date – 8-12-2020
Job Responsibilities – Reviewing sales performance, negotiating contracts, demonstrating and
presenting models, identifying and approaching new prospects, attending trade exhibitions,
organizing sales visits.
Job Requirements – Bachelor's or master's degree in business administration or marketing,
minimum 3 years of experience in sales and marketing.
Additional Skills required – Strategic leadership abilities, negotiating skills, presentation skills,
IT skills.

CV
CV
Name – Jack Armstrong
Address – 51, Tottenham Court Road, England, UK
Email ID – [e-mail]
Mobile No. - [phone]
Date of birth – 16 August, 1991
Career objective
To secure a challenging position in the organization where I can deploy my skills, knowledge
and experience for the growth of the organization and also of myself.
Qualification
BBA in marketing
MBA in marketing
Diploma in sales and marketing
Experience
2 years experience as sales assistant.
3 years experience of marketing in auto mobile industry.
Skills
Communication skills
Negotiating skills
confident
Patience
Interpersonal skills
Public speaking skills
Declaration
I hereby declare that all the information provided above are true at the best of my knowledge.
Jack Armstrong
Interview Questions
Introduce yourself?
Tell me your long-term career goals?

Sell me this notebook?
What do you know about our company?
Tell me one of your best memory of a sale you won?
How do you balance your work and life?
Job offer
Job offer
Dear Jack,
Audi is pleased to inform you that you have cleared all your interviews and you have been
selected for the role of Sales Executive. Your date of joining will be from 14-12-2020. lokking
forward to see you at the office on 14-12-2020.
Miss Sophia Brown
HR Assistant
CONCLUSION
It can be concluded that there are various purpose and functions of HRM which are
applicable to workforce planning and resourcing an organization. There are different approaches
to recruitment and selection and each approaches have both strength and weakness. These HRM
practices have benefits to both employers and employees and also evaluation of effectiveness of
different HRM practices is done in terms of raising organizational profits and productivity. There
are various employment legislations that the company has to follow which also impacts the
decision making of HRM such as health and safety act, data protection act, labour and
employment act etc. Lastly various applications of HRM practices were also briefed about like
job specification, Curriculum vitae, interviews questions were also discussed and job offer letter
was presented.

REFERENCES
Books and journals
Bayo-Moriones, A., Galdon-Sanchez, J.E. and Martinez-de-Morentin, S., 2020. Business
strategy, performance appraisal and organizational results. Personnel Review.
Carey, P., 2018. Data protection: a practical guide to UK and EU law. Oxford University Press,
Inc..
Chung, H. and Van der Lippe, T., 2018. Flexible working, work–life balance, and gender
equality: Introduction. Social Indicators Research.pp.1-17.
Delery, J. and Gupta, N., 2016. Human resource management practices and organizational
effectiveness: internal fit matters. Journal of Organizational Effectiveness: People and
Performance.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research.81. pp.11-
20.
Muller, D., 2020. HR is stepping up on employee relations. HR Future, 2020(Aug 2020). pp.20-
21.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Noorazem, N.A., 2020. The effects of reward system on employee performance.
Santhanam, N. and et. al., 2017. Impact of human resource management practices on employee
turnover intentions. Journal of Indian Business Research.
Taamneh, A., Alsaad, A.K. and Elrehail, H., 2018. HRM practices and the multifaceted nature of
organization performance. EuroMed Journal of Business.
Thelen, P.D., 2020. Internal communicators’ understanding of the definition and importance of
employee advocacy. Public Relations Review. 46(4). p.101946.
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