Human Resource Matrix Report: Volkswagen Group - Recommendations

This report provides an analysis of the Human Resource Matrix of Volkswagen Group, a multinational automotive company. It examines the company's approach to employee training and development, highlighting the importance of hiring the best candidates and investing in comprehensive training programs. The report identifies strengths, such as orientation and induction programs, as well as areas for improvement, including aligning training goals with corporate objectives and incorporating employee feedback. Recommendations include prioritizing corporate goals during training, encouraging employee questions, and evaluating performance through surveys and assessments. The report emphasizes the significance of effective training in enhancing employee performance and contributing to the overall success of the organization. The report uses references to support its findings and recommendations.

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1HUMAN RESOURCE MATRIX
Volkswagen AG, internationally known as Volkswagen Group is a multinational
automotive company, which is headquartered at Wolfsburg, Germany. The company is
currently operating at approximately 150 countries. With over 600,000 employees, the
company manufactures, distributes and designs commercial and passenger vehicles and offers
related services as well. The organization’s management board is responsible for managing
the overall group. The supervisory group monitors, advises and appoints the management
board. Moreover, it is directly consulted on the decisions those are of primary significance of
the company. The employees of the company are highly talented and experienced. Moreover,
the company has various strategic focuses on sustainable development of management and
leadership models (Volkswagenag.com. 2018).
The company strives to find the best applicant for their job positions. Volkswagen
believes in hiring the best candidate for serving the customers with their best of services.
Moreover, the company has different training goals. It goes through several processes while
recruiting, like interviewing, screen tests, driving tests and more. It invests so much time and
money on employee training and hiring processes to ensure that all the knowledge gaps are
adequately filled. The training procedures vary depending on the job position’s type and
employees’ skills and abilities. Volkswagen Group conducts several orientation and induction
programs in order to train the newly hired employees. In addition to this, certified trainers
and professional experts educate the employees regarding car testing, automobile’s parts and
others (Becker, Huselid & Ulrich, 2001).
However, the company lacks some training goals, which it needs to improve. It has
problem in aligning and crafting the right training procedures with corporate goals. Firstly,
the company needs to align their training goals with their corporate ones, that is, the
employees must be given an overview of the company’s policies and procedures. Secondly,
during the training sessions, the trainers must prioritize and define the corporate goals and

2HUMAN RESOURCE MATRIX
mission. Thirdly, the employees must be encouraged and motivated to ask questions. This
helps in understanding the issues of the employees as well as resolving their queries, if any.
The duration of the training period is decided depending on the job position. The educational
programs must be designed in order to motivate the employee give his/her best services. The
training and development programs should ensure that the newly hired employees are skilled
and competent enough to perform his/her job roles, once the session is over (Ford, 2014).
Fourthly, in the end of the training session, survey forms must be distributed to the
newly hired employees. The questions should be prepared on the basis of their competencies
and in-competencies. Moreover, it should include a recommendation section, where the
employees must be asked to comment on the overall training procedure and what more can be
included according to them. Once the training session is over, the employees must be tested
on how well he/she has grasped the concepts and training materials. It will improve their
performance level (Elnaga & Imran, 2013). Lastly, the employees should be evaluated on
their performance level. Furthermore, selecting the right blend of delivery options will prove
to be beneficial for improving their performance level (Daley, 2012).

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References
Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy,
and performance. Boston, MA: Harvard Business School Press.
Daley, D. M. (2012). Strategic human resources management. Public Personnel
Management, 120-125.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European
Journal of Business and Management, 5(4), 137-147.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Volkswagenag.com. (2018). Volkswagen Group Homepage. Volkswagenag.com. Retrieved
17 January 2018, from https://www.volkswagenag.com/