BTEC Level 4 Human Resource Management Report: Bentley Motors

This report provides a comprehensive overview of Human Resource Management (HRM) principles, practices, and their application within an organization, specifically focusing on Bentley Motors. The report explores the purpose and functions of HRM, including job design, recruitment, training, compensation, and performance management. It examines various recruitment and selection approaches, analyzing their strengths and weaknesses. The benefits of different HRM practices, such as organizational culture development, planning for change, training, and conflict management, are discussed. The report also assesses the effectiveness of HRM practices in planning, staffing, compensation, training, performance appraisal, employee satisfaction, and maintaining relations. Furthermore, the report analyzes the importance of employee relations and the impact of employment legislation on human resource decision-making. The report concludes by demonstrating the trends of HRM practices in a work-related context using specific examples.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 Purpose and the functions of HRM........................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................2
P3 Benefits of different HRM practices within an organisation.................................................3
P4 Effectiveness of different HRM practices .............................................................................4
Task 3...............................................................................................................................................5
P5. Analyse the importance of employee relations which is respect to Human resource
decision making..........................................................................................................................5
P6. Elaborate the key factors of employment legislation and its impact in human resource
decision making:.........................................................................................................................6
Task 4...............................................................................................................................................7
P7. Demonstrate the tender of Human resource Management practices as in work related
context, by using specific examples............................................................................................7
CONCLUSION..............................................................................................................................10
REFRENCES ................................................................................................................................11

INTRODUCTION
Human resource management is that kind of practices or approach that helps in managing of
people within an organization. They hold responsibility for making effective management
within an company. Also assistance is provided as competitive advantage is hold by various
firms within it. The main aim is to manage people with performance and providing them job
satisfaction due to which employees gain more productivity. Bentley is the organization that has
been taken in the file. This is an leading car manufacturing international firm and was established
in the year 1913 in UK. This mainly deals through manufacturing of cars with various kinds of
models involving designed done by firm. The following file covers HRM functions and practices
with benefits and disadvantages. Also in this file effectiveness of HRM practices with
importance of employee relations, impact of labour relation on HRM and application is covered.
MAIN BODY
P1 Purpose and the functions of HRM
HRM practices helps an organization in developing various aspects of it with the helps of
functions that has been discussed as follows:
Functions Job design and analysis: It is an primary function of Human Resource Management. In
this description over duties, roles, responsibility and operations required for the job is
been explained. Further hiring of employees at right time on right place with right skills
is designed under this function (Ling and et. al., 2018). Hiring and process of selection: The process is followed when drafting and job
requirement is analysed. As soon as candidate applies process to recruit begins. As per
this hiring of skilled workforce that is able to maintain environment in an organization by
meeting goals and objectives of an organization. Training and development:After making hiring process candidate over particular profile
is necessary for building through training and development which makes development of
candidate over particular profile in effective manner. This is done at the time when
boarding of employees is been impacted over theoretical as well as practical knowledge
for profile.
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 Compensational Benefits: This is the role of human resource which keeps track records
of each employee within a firm. This makes attendance, payroll, salary, incentives and
non- monetary benefits in it. It is considered to be an important practice with fairness
over employees working on same profile. Performance management: Human resource holds responsibility for keeping records in
order to make sure that employees performance. In this benefit is been hold by employees
in making promotion, increment of salary with extra benefits and various other thing.
This helps an organization as employees get motivation and work with efficiency. Managerial relations: It is the function of human resource to maintain the relationships
between employer and employee. This is done by examining the daily targets of the firm
and maintaining coordination between so that they work cooperatively among themselves
in order to meet the objectives of the firm.
 Labour relations: It the major role in human resource management because it involves
the legal procedures like proper rules and regulations and policies about labour relations.
These are to be followed by the firm on a strict basis so that the employees can
understand the deepness of this role of HR.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Approaches of recruitment External approach: This is defined as the approach under which an human resource
making hiring or recruiting people from outside an organization. In this strength, skills of
workforce, innovation thinking, new ideas from new people, diversification of employees
within an organization makes benefit in selection criteria. Its weaknesses involves mainly
internal workforce and expensive with internal approach (Korff, Biemann and Voelpel,
2017).
 Internal approach: As per the function approach is done where human resource is been
done over hire or recruit over people from inside of an organization. In strength includes
less costly and external approach which makes more satisfaction within existing
employees to make recruitment of high profile. Motivation is made even more harder
work. Its weaknesses should include skilled people as less number within efficiency is
determined.
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Approaches of selection Interviewing: Various kinds of interviews method is there like telephonic, face to face,
video and many other. Questions that is been asked by interviewer and employees
answer them with smartness. In this strength includes, revelation of candidate which
makes judge to be better and helps in taking right decision for firm. It’s weaknesses
includes, it usually avoids another aspects of judgement and it is a very time consuming
process.
 Written examination: Various kinds of written test is done which makes judgement and
analysis skills of candidates that is to be done. In this aptitude test, proficiency test,
English test, personality test and other are included within it. In this evaluation is done in
better and effective manner. This makes multi pal parameters available for examination
of candidate that is fit for job or not.
P3 Benefits of different HRM practices within an organisation Organizational culture: Human resource includes functions that makes designing to be
done in better and effective way mainly culture of an organization in relation to norms,
regulations, law and various policies. Planning for change: This is an obvious point which makes employees face resistance
over changes in an organization. It is managed through human resources as they provide
specialist team leaders that makes assist of employees by making them adopt change
within an company(Han and et. al., 2019). Training and development: This is one of the most important benefits of human
resources as without proper and appropriateness in development, tarnishing of employees
. In this worker is not able to work over profile that is assigned to them. This is necessary
for making better and effective growth of firm in order to train employees. Management of conflicts:all kinds of organization small, big, vast or highly expended
conflict always exists over some or the other thing. Conflict management is required tie
developed in order to makes sure that all kinds of conflict is been resolved and smooth
functioning is done of HRM department. Health and safety: There are various laws which are especially made for labors working
in any private or government sectors. Health and safety are also included in those laws
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which are mainly regulated by the human resource department because taking care of
such laws benefits the firm in following it’s ethics and values. Recruitment and retention: The main aim of human resource is to makes sure that
skilled and talented employees is been selected for making targets achieved with more
efficiency within time limit specified. Recruitment is a way in which stability is attained
with retention of employees with benefits over firm through procedure.
 Development of good relations: HR people are responsible for building up better
relations among employers and employees that is internally and between multiple
companies that is externally. This benefits the firm to network and connect more and
more people so that awareness of product and services are communicated between
everyone and to even those who are not connected with the firm but indirectly they are.
P4 Effectiveness of different HRM practices Effectiveness in planning: Plaining function is been effectively making human resource
department as they provide firm with making workforce that is skilled in making decision
making process. This is effective by making employees involved within the process of
planning that means democratic style of leadership (Fei and Aun, 2019). Effectiveness in staffing: Staffing should be effective as human resource management
follows particular procedure to staff and people assigning duties, profiles roles an
responsibility at right place with correct person providing specialized skilled for profile. Effectiveness in compensation: Compensation should be effective by making promotion
over the hard work done by an employee with less absenteeism. As per the performance
productivity for firm is done. Reward system is used to make compensation with
appreciation that makes motivation to be developed within an organization. Effectiveness in training and development: Training and development should be
effective by using of technical software. It is difficult for managing effective use of
technical software. This is difficult for managing that is why it is important for an firm to
install appropriate software through technical advancements for better training. Effectiveness in performance appraisal: There are various models and theories that is
formed in relation to performance and appraisal that makes analysis to be done in
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effective manner that makes order over performance of employees that makes
encouraging work culture in an organization. Effectiveness in employee satisfaction: Employees that makes satisfaction only when
growth and development in an organization is done personally and professional.
Satisfaction can be attained in both monetary and non--monetary manner.
 Effectiveness in maintaining relations: Developing the relations and then maintaining it
up effectively can be done through the best use of social media like LinkedIn, Facebook,
Instagram, Twitter and many more sites which are especially made for networking among
the large group of people. This can effectively build the relations with other people also
outside an organization.
Task 3.
P5. Analyse the importance of employee relations which is respect to Human resource decision
making.
Employee relation: This is considered as those organizations in which effort is been put for
making better and healthy relationship with employees, manager. This makes handling of
positive relation within which an employee makes constructive through enhancing of proper
employee relations. As per the perspective of Bentley an organization which makes human
resource management which makes establishment of employees relationship as high performance
over workforce which provides an important role in making business venture like Bentley
employees making highly efficient in relation to technical and soft skills as well as gaining
expertise to work assignments.
Importance of Employee relations with aspect of Bentley that influence human resource
decision making influence.
 Employee Retain: In an organization higher employees play an important role by
providing positivity within the outcomes generated from performance. In this behaviour
is mentioned through human resources department and if an employee maintains
amicable relationship to be formed (Cooke and et. al., 2020).
 Increased productivity: Employee has always been making relationship with its peers
and managers to be developed. This provides better productivity according to employees
revenue through structure generating effectiveness. Bentley organizes weekly employee
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through engaging them in activities that provides better efforts and makes enhancement
over project towards top level management.
 Work culture: In an organization return of work culture is deal positively over
favourable only when working together through friendly and happy environment within
an organization is done. This is required as flexibility through mobilization according to
work be4comes difficult to be proceeded in compulsive environment.
 Fewer Workforce raise conflicts: Factors should increase negative environment that
enhances less productivity within employees and performance done by them. Also staff
around superior tend to reduce conflict in better manner. This makes enhancement of
relationship with superior. Pleasant workplace is benefiting employee with productivity
that increases better training and development sessions through optimization over
productive job opportunity.
P6. Elaborate the key factors of employment legislation and its impact in human resource
decision making:
For introducing about legislation procedure as per which employment through regulation
according to laws that makes premises over having optimum utilization of human resource
department organizing designing with efficiency that attracts employees and organization
becomes responsible to pay structural allowance in long term aspects. Some regulations which is
entitled through Bentley is as follows:
 Strict compliance: Human resource practices has been providing better workplace
through structure which binds all rules and regulation to solve conflicts.
 Abiding regulatory Norms: Various acts is there that is formed by United Kingdom
government such as National Minimum Wages which makes payment of bonus and
gratuity is done (Braga and et. al., 2019).
 Working hour contribution: According to work duration in an organization company
perspective there can be only 8 hours for work per day that is fixed. It cannot be exceeded
at any cost.
 Security benefits: Bentley employees legislation is to follow benefits that makes
facilitation of employees as per allowance related to providing equality in performance
over job role in an organization.
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 Data protection Act: This act has been formed for protecting of data in United Kingdom
and has been helping to secure an organizations data. As per this data is protected by
forming of separate portals for an organization.
 Healthy and safety act: This act has been regulating since its establishment in 1974 and
it comprises of better encouragement. As per it regulation and procedure mentioned
within it is strictly followed.
According to the discussion over legislative procedure that is tend to make working
regulations to produce better working standards that makes Bentley to adopt better rules and
regulations by covering every aspect of a business.
Task 4.
P7. Demonstrate the tender of Human resource Management practices as in work related context,
by using specific examples.
Activities that is been encoded for regulation of human resource management that is
mainly involved those activities related to administrative department of Bentley. In this main
determination is towards hiring and recruitment. As per this advance level management holding
responsibility to handle all kinds of activities involved within selection process. Also employee
is required to develop skills and knowledge through training. There are certain practices that
implies over working process related to various aspects and is been explained as follows:
 Workforce Awareness: In order to make accommodation possible in better manner
regulation of information enhances better norms to make job roles and responsibility in
human resource department (Anisimov and et. al., 2017).
 Provide right guidance of work: According to Bentley organization having manager of
human resource gives assurance towards workforce behaviour through attribution to do
an work in proper manner.
 A Job Description and its Specification: It plays more emphasis over job information
over candidate that is considered over job related information and information about
other requirements for it.
 Job Advertisement: Job description is related awareness about requirements over job
vacancies which help[s in making search complete for people looking for job.
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Scenario: Advertisement is been posted through both online and offline medium that is used by
Bentley organization's Human resource management. They are looking for Assistant Finance
Manager in Bentley's main branch (Andalib, Darunand Azizan, 2019).
Advertisement for the Bentley company Hiring candidate for new Job role.
ASSISTANT FINANCE MANAGER
The Bentley Company Pvt. Ltd., The digital platform venture is seeking for their operational
department in finance segment a post for Assistant manger. The main credentials details are
elaborated below:
 Number of Vacancy: 1.
 Main Requirements: Candidates required to have knowledge about accounting and
financing.
 Remuneration aspect: 40,000 pounds as in month and basic allowance over health
and insurance is given.
 Educational Credentials: Must have post graduated in MBA Finance credentials.
 Work Experience: Candidate should have at least more than 5 years of experience of
Finance operational work in the head office.
 Work Location: P-25, Johan Paradise, Elizbeth Mark way, CV8, London, United
Kingdom.
Job Description
Assistant Finance Manager.
Report to: The Head of Operation Finance Manger as well as Company General Manager.
Job Overview- As per this management is required through activities that is related to cash
inflow and outflow performing optimum utilization of resources within finance department.
Assign Job Responsibilities and Duties:
 To manage operational work as well as other reports making circulation in finance
department aspects.
 To making about the time duration of the work completion.
 Optimum and systematic monitored of Junior workforce along with scrutinize the
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performance related of monetary aspect.
 All work related issues and other matter report to the head of operational department.
 Manage and need to control of the cash inflow and outflow of the financial activities.
Qualification Credentials:
 Education criteria- High Post Graduate in Finance and management background
role.
 Experience: More than 5 Years.
 Skills- Knowledge to monitored and handle the operation work aspects.
 Personal Characteristics- Should having a activeness and positive personality to
handle the high aspect of product operation work as well as effective decision
making quality
Company’s Offer Letter( On the basis of Selection)
Dear ABC,
As we are from Bentley company private Ltd and happy to offer you job upon post
regarding Assistant Finance Manager in Operation Department.
We hope that you will able to find the role challenging as well as work features and
rewards aspects. We have a believe that you will pursue your job in proper manner.
The Salary which is offered to you as 40,000 pounds per months with allowances benefits.
It is process which is regulated through revision system.
As per accepting this offer letter by you, we sure that you will abide all the rules and norm
of our company with terms and condition. To accept it, sign it and mail it to us on our
official email address or postal address.
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Yours sincerely,
Regional HR Manager,
Bentley Company private Ltd.
[e-mail]
CONCLUSION
From the above discussion it is clear that human resource management is those practices
which makes summarization over the importance hold by management towards recruitment and
selection process. Also it can be observed that managing structure of an organization which gives
better human resource to be implemented. Further HRM helps in developing of better relation
between employer and employee. In this discussion various laws is been discussed over human
resource policies that makes effectiveness on the basis of legislation formed is required to be
followed by an organization. In the end designing of job advertisement and description over
Finance department along with offer letter is explained.
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REFRENCES
Books and journals
Andalib, T.W., Darun, M.R. and Azizan, N.A., 2019. East Asian trends of human resource
management: theories and practices. International Journal of Human Resources
Development and Management. 19(2). pp.135-149.
Anisimov, A.Y and et. al., 2017. Strategic Approach to Forming a Human Resource
Management System in the Organization. International Journal of Economic
Perspectives. 11(2).
Braga, B.M and et. al., 2019. An institutional approach to ethical Human Resource Management
practice: comparing Brazil, Colombia and the UK. Journal of Business Ethics. pp.1-20.
Cooke, F.L and et. al., 2020. Riding the tides of mergers and acquisitions by building a resilient
workforce: A framework for studying the role of human resource management. Human
Resource Management Review, p.100747.
Fei, T.L.K. and Aun, L.K., 2019. The Impact of Human Resource Management Bundles on
Innovation in Malaysia. Journal of Applied Economics & Business Research. 9(1).
Han, J.H and et. al., 2019. The goldilocks effect of strategic human resource management?
Optimizing the benefits of a high-performance work system through the dual alignment
of vertical and horizontal fit. Academy of Management Journal. 62(5). pp.1388-1412.
Korff, J., Biemann, T. and Voelpel, S.C., 2017. Human resource management systems and work
attitudes: The mediating role of future time perspective. Journal of Organizational
Behavior. 38(1). pp.45-67.
Ling, F.Y.Y and et. al., 2018. Human resource management practices to improve project
managers’ job satisfaction. Engineering, Construction and Architectural Management.
Ogbeibu, S and et. al., 2020. Technological turbulence and greening of team creativity, product
innovation, and human resource management: Implications for sustainability. Journal of
Cleaner Production, 244, p.118703.
Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal
of World Business. 51(1). pp.142-152.
Xiao, M and et. al., 2020. To what extent is corporate social responsibility part of human
resource management in the Chinese context? A review of literature and future research
directions. Human Resource Management Review. 30(4). p.100726.
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Zhao, Y., 2018. Managing Chinese millennial employees and their impact on human resource
management transformation: an empirical study. Asia Pacific Business Review. 24(4).
pp.472-489.
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