Human Resource Management Report: AUDI - HRM Practices Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within AUDI, a leading global automotive manufacturer. The report begins with an introduction to HRM and its core functions, followed by a detailed examination of AUDI's mission and objectives. Task 1 delves into the purpose and functions of HRM, including workforce planning and employee relations, and evaluates the strengths and weaknesses of different recruitment and selection approaches, such as internal and external methods, and the role of advertising and campus recruitment. Task 2 explores the benefits of various HRM practices like training and development for both employees and the employer, along with their impact on organizational profit and productivity. The importance of employee relations in influencing HRM decision-making is also discussed. Task 3 examines key elements of employment legislation and its influence on HRM decisions, supported by specific examples of how these practices are applied within AUDI. The report concludes with a summary of findings and references.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Purpose and function of HRM ........................................................................................3
P2. Strength and weaknesses of different approaches to recruitment and selection...................4
Task 2...............................................................................................................................................7
P3. Benefit of different HRM practices for both employee and employer................................7
P5. Importance of employee relations in terms of influencing HRM decision making..............8
TASK 3............................................................................................................................................9
P6. Key elements of employment legislation and its influence on HRM decision making........9
P7. Application of HRM practices using specific examples.....................................................10
CONCLUSION .............................................................................................................................12
REFRENCES.................................................................................................................................14
Books and journals:...................................................................................................................14

INTRODUCTION
Human resource management is a part of management function which continues
throughout with an organisation. It is an important function of managerial activity to promotes
organisational growth in terms of profitability by ensuring every aspect of business factors which
creates influence on organisational activities. HRM function creates an environment of
introducing growing youth faces with a creative mind and confidential working potential towards
organisational benefit, by the process of recruiting, interviews session, selection procedure,
training and development criteria to make best use out of limited resources. AUDI is a world
leading manufacturer and retailer of high prestige cars and customer services (Al-Sarayrah, and
et. al., 2016). This company founded in 1990 and headquarters in Ingolstadt, Germany. It has its
membership with Volkswagen groups. It also has wide manufacturing outlet in 10 countries, also
huge supply chain and independent franchise. This report is going to include all the HRM
practices for which AUDI needs to fulfil its requirement of more employees by analysing its
strength and weaknesses and opposed legislations for HRM decision making.
TASK 1
P1. Purpose and function of HRM
Mission statement: For every organisation, it is an important and foremost objective to
attain its organisational goals with the coordination of their employee and fulfilling both
employee and customer needs.
Objectives:
 it is an essential work of an organisation to provide valuable product services.
 To gain attention of large number of people, hire good skill workforce which
indulge creativity in their work to reach large number of buyers.
PURPOSE
 The purpose behind the HRM function is to analyse the business position or
requirement of human resource for various fields.
 To be efficient and effective in delivering customer service
FUNCTIONS OF HRM

Workforce planning: It is the first and foremost function of HRM manager to analyse
required capacity of workforce in an organisation by go through the capabilities and skills of
existing human resource and verify the areas where need of development is required as well as
by recruiting new applicants as per the demands and needs of customer satisfactory products
(Alomari, 2020). AUDI must ascertain and finalize its requirement for needed applicants in each
department so that no department will left idol.
Employee Relations: Relations are to maintained, in order to management for smooth
functioning of an organisation. Coordination amongst the employee leads an organisation to
future growth as it is the essence of every management function. HRM manger needs to ensure
inter-personal relations between their employees and reasons of conflict with the view to solve it
within the premises. AUDI has been the best car dealer and manufacturer in the whole world by
maintaining its inter-personal relations amongst employee and has independent decision making
is every franchise it holds.
P2. Strength and weaknesses of different approaches to recruitment and selection
 Recruitment
It is a process of selecting the applicants which are suitable for the required job profile for
an organisation by ensuring their skills and capabilities in the form of internal or external
procedure as HRM manger of AUDI perform its function in the view of fulling the working
needs for every department (Baran, Filipkowski, and Stockwell, 2019).
Approaches: This process has mainly two approaches:
Internal: It is the process of selecting the workforce within existing area of organisation by the
two methods:
promotion:
it is a motivational concept of recruiting as it gives an opportunity to the existing workers
to develop their skills with the benefit of rise in pay scale by moving up to high responsibility.
Which promotes morale of other employees to work hard.
Transfer:
It is a process of recruitment in which employees are transferred from one position to
another by proving well in an organisation.

External:
In this procedure, recruiting conduct outside an organisation in order to explore new and
experienced candidates with creative mindful spirit to make their reliable contribution for an
organisation. On context with AUDI, interested candidates require to prepare well for placement
drive to get pass on tier written examination.
Advertisement :
It is the most effective and attractive method of recruitment, by way of advertising job
vacancy, number of applicants who fits in the job are willing to apply for the same. This method
would be costly for an organisation but at the same time would have less time taking procedure.
Advertising can be done through online and offline by the way through newspaper, social media
platforms AUDI does not provide advertisement for its job vacancies as it holds standardised
position. And only believes in placement drives.
Campus recruitment:
It is also an effective way to hire candidates for the requirement job through visiting campus and
selecting most fitted candidates by taking on campus interview and offering them an attractive
package with a view to get their fresh talents into their organisation. Managers of AUDI follows
this method by visiting reputed campuses and find the most fitted and qualifies candidates for
further selection procedure (Bastida, Marimon, and Carreras, 2018).
Strength Weaknesses
Internal: in relation with AUDI, internal
recruitment proves effective and less time
consuming.
External: external recruitment proves to
generate new talent and creativity in the
organisation (Chaudhary, 2019).
Internal: This recruitment method does not
meet with ability to generate new and fresh
talent also causes discrimination conflicts
amongst employees.
External: This recruitment method leads high
cost to the organisation as it held reputed
position in market.
Selection:

It is the second last procedure of recruitment by short-listing, further pursue the desired
candidates to make them aware about their job profile and make decision regarding selecting the
best out of them.
Approaches: There are four approaches followed by AUDI while selecting suitable candidates.
Online screening through placement drive.
Firstly, interested candidates needs to prepare for placement drive and has to pass
placement examination by their well qualifies talent and abilities. Applicants must have good
communications skills and good mathematics and technical knowledge.
Aptitude test
After passing examination through placement drive the candidate has to perform in
aptitude test to meet with the expectation of company's requirement as per their knowledge and
ability (Hitka, and et. al. 2019).
Group discussion
After passing aptitude round, candidate must go trough group discussion to check
knowledge and point of views by providing case study or relevant topics to be discussed on.
Technical round.
This round analyse the ability and technical knowledge in engineer, IT, technological
field of selected candidate.
Strength Weaknesses
 All the selection procedure proves
beneficial for AUDI by conducting it
with proper manner, helps to get
desirable candidate who can serve best
of their knowledge.
 Group discussion round helps to
maintain inter-personal relation in
AUDI store (Westerman, and et. al.,
2020).
 AUDI requires high skilled workforce,
which leads to conduct difficult
interview round, not every person could
pass it thoroughly.
 Procedure of technical round does not
work accurately as there are many
practical situation which require on
spot solution.

Task 2
P3. Benefit of different HRM practices for both employee and employer.
 Training and development:
Training and development is the overall procedure of improving an individual's knowledge and
competence in the supervision of efficient trainer that helps an employee to boost their morale
and motivates them to be more qualitative in their work. AUDI is providing both on the job and
off the job training method whether an employee is existing or newly hired. Their first priority
are customers and their wants, in respect of this view trainings are provide and developments are
adored (Homberg, and Vogel, 2016). Benefits to employee:
In working with AUDI, employees not only earn good money but also fulfil their self
esteem, self actualization needs by being working in a reputed organisation which helps them
create good working experience.
 Benefit to employer:
By giving proper training of work, employers feel relax in terms of work load as they can
delegate their responsibility to the new employee to improve their skills. AUDI ensures
delegation of authority from higher to lower level which also helps in fast decision making.
P4. Effectiveness to different HRM practices in relation of raising organisational profit and
productivity
HRM practices plays an important role for long terms growth of a business which are mentioned
below: Raising organisational productivity: HRM function creates a pool of different
managerial activity in order to achieve organisational goals by way of product efficiency.
A company's productivity eventually depend on its workforce. Training and development
programs increases the level of working potential, hence leads to rise in productivity of
an organisation (Rodríguez-Sánchez, and et. al. 2019). AUDI has adaptable and efficient
workforce, that's why it has became capable in expansion of their stores across global
market. In terms of facing competition, those are in wait to grab marketing opportunities,
main competitors of AUDI are BMW , Mercedes. AUDI needs to make future strategies
with the help of qualified team to predict future circumstances.

 Raising organisational profit: Every business organisation is providing some product or
service in the market with the main aim to achieve profit maximisation, for which an
organisation needs to work on making plan and policies on constant basis, which
automatically rise in profitability (Kaufman, 2020). AUDI making its significant cost
contribution through recruiting new candidates and make them feel part of their company
therefore, they work selflessly in companies favour.
From the above discussion, it is analysed that company has its high potential power to
give and take competition in effective manner through coordination of workforce and also attract
more members to make their contribution in companies success.
P5. Importance of employee relations in terms of influencing HRM decision making.
Employee relations plays a vital role in HRM function as it is main duty of HRM
manager to know the working environment of its organisation then try to find difficulty areas to
work on disputes between co-workers to maintain fruitful environment in relation with decision
making criteria by indulging in group discussion, strategical activities which will help in quick
and smooth transfer of information from higher authority to lower. In relation with AUDI, it has
qualified and skilled workers those are capable to take responsibility to answer by giving
delegation of authority for each department, employee will become more confident and feel
motivated. Some of important aspects are mentioned below: Elimination of conflict: In an organisation, conflicts should be resolve on a short term
basis for further clear functioning of organisation. It retain much importance for both
employer and employee to work while coordination things (Kew, and Stredwick, 2016).
In past years AUDI has been facing situation of conflict by being not able to fulfil
employees demand and has to suffers employee-customer relations , to resolve these
conflicts it should make several policies regarding employees benefits along with
personal feedback of each employee must be taken to attain their state of mind.
 Improving engagement level: HR manager ensures the tasks that has to be given to
every worker by not leaving them idol, otherwise that will make their human tendency
not to work or demand for less work. Which will not be in the favour of companies
objectives it must ensure to make them engage in productive activity in every department

In relation with AUDI, it engage their employee in team work and take pride into in work
which eliminate overload of work from higher department so that they can engage in
more valuable activity like planning and organising other field.
TASK 3
P6. Key elements of employment legislation and its influence on HRM decision making.
Employment legislations conquer all the area of employee benefit by putting influence on
HRM function. The manager contain all the information of employee working in their
organisation under several regulatory law and provisions (Malik, Pereira, and Budhwar,
2017). German legislation regulate employment law such as employment status, health and
welfare, working hours/leaves, retirement policies, discriminatory law, socio-cultural
environment, discipline and decorum, bullying and harassment
Once an employee agrees to work within regulation of these laws he/she will be eligible to
perform. Some of HRM decisions depends on alterations in the law, like employment law
implement more additional laws for 'Right to Worker's' as this law have not justified to its extent
but can cause impacts on business policies. In relation with AUDI, it is abide by all the
provisions and laws which includes Minimum Wage Act 1998, Health and Safety Act 1974. all
these laws stated in employment contract of AUDI as described below:
 Equality Act: The purpose of this act is to ensure equal and fair services to each and
every worker. No one is perfect in everything, everyone want equal working rights. Right
of fair pay, right to being treated equally in terms of caste, colour, background,
disabilities. In relation with AUDI, They follows every government regulation regarding
equality act and take decisions with the view to protect the employees relations
(Morgeson, Brannick, and Levine, 2019). AUDI runs its business with the abidance of
several equality laws such as Sac Discrimination Act 1975, The Race Relation Act
1976, The disability Act 1995. employees feels their safety and security in working under
these laws which create a positive image of AUDI.
 Health and Safety Act: The purpose of this act is to ensure safety and security of the
employees and act according to rules and regulations. The Health and Safety Act 1974
also known as HASWA Act, which abide duty of employers and employee towards each
other. AUDI provide health services to their employees by promoting health and

sanitization program, also Audi check-up procedure is held in every 6 months into the
organisation. Moreover, AUDI maintain several preventions for any miss happening by
using high quality tools and less harmful products.
P7. Application of HRM practices using specific examples
Audi is hiring for the post of receptionist and the requirement for the candidates are mentioned
below:
JOB SPECIFICATION
Job title: Receptionist
Report to: Respective Manager
Job summary: To provide effective an efficient services to the customers and manage the paper
work should be innovative and forward thinking.
Responsibilities:
 Keeping the record of customers
 Answering the phone calls
 Solve the quarries of customers
 Convey the message clearly and confidently
 Should give recommendations whenever there is requirement
Qualifications:
 Good customer handling skills
 Excellent interpersonal as well as managerial skills
 Conflict resolving ability
 Diploma from high school or any equivalent degree
PERSON SPECIFICATION
Essential skills:
 Should have excellent written and verbal skills
 Multi-tasking skills
 Some knowledge of computer
 Efficient administration
Desired skills:

 Should be flexible and adaptive to change while working
 Should posses good confidentiality practice and understand its importance
 Should be patient and caring
JOB ADVERTISEMENT
We're HIRING !!
Receptionist (Full-Time)
Opportunity for those who want to work with Audi and become part of the organisation. There
is vacancy for full-time receptionist
The respective candidate has to work 5 days a week with full focus and will get fringe benefits.
There will training and development programme for the same. The application is open till 15
December 2020.
Pay and Benefits
-London Living Wage
-26 Days Annual Leave
-Benevolent Pension Scheme
Contact us today
If you want to work for the post in our organisation the you
are most welcome or if you have any friend or relative who is
right for the job and wants to work then please either:
send you CV to 688 Muffin Lane, W45 WXC
or email it to [e-mail]
Preparatory notes of interview
Interview is an vital part for every individual as well as organisation to select the candidate by
analysing the personality and attitude of that respective person. So here are some questions for
the purpose of receptionist in Audi and those are as follows:
Q1. What is the importance of receptionist in an organisation?
Q2. What do you manage your day?
Q3. Describe your work that you did in previous jobs?

Q4. Can you handle stress or are scared of work load ?
Q5. Are you able to work in fast-paced working environment?
OFFER LETTER
Audi
January 30th, 2020
XYZ
Dear XYZ,
It is a privilege to inform you that you are hired for the post as you have cleared all the
rounds and now selected as Receptionist in our organisation. The background check is the last
step that is now required to be done. The process of selection is completed and all the skills and
knowledge that are required for the job are analysed.
As per our discussion, you are hired for receptionist in our organisation and can join
from 1/January/2020, please acknowledge the mail as a sign of your acceptance. If you have
any quarries then feel free to contact the undersigned.
Sincerely,
HR Manager
CONCLUSION
HR is an important part of every organisation and a good HR Department leads to success
of organisation. Audi follows a process of recruitment and selection and hire right candidates
which work effectively and leads to growth of the organisation. There is discussion about many
techniques of recruitment as well as there strengths and weakness. Also Audi maintains good
employee relations and keep the employees motivated which increases production and sales of
the organisation.