Human Resource Management Report: Mercedes-Benz India HR Strategies

This report provides an in-depth analysis of human resource management (HRM) practices at Mercedes-Benz India. It begins with an executive summary and an introduction that highlights the importance of HRM in achieving organizational objectives. The report then delves into specific tasks, including the value created by HR strategies such as talent management and leadership, the impact of national and regional cultures on HR practices, and the employment models and organizational levers employed by Mercedes-Benz. It further examines Storey's 27 points of difference between personnel management and HRM, the importance of local culture in hiring and firing, and the differences in employment laws when international HRM changes local business systems. Corporate examples of good HR practices are also provided, culminating in recommendations for improving HR practices at Mercedes-Benz India. The report concludes with a summary of the findings and a list of references.

HUMAN RESOURCE
MANAGEMENT
1

EXECUTIVE SUMMARY
This report covers the importance of human resource practices in an organisation. The
chosen organisation is Mercedes-Benz India. Human resource manager in Mercedes Benz
evaluates different policies for employee welfare and development. HR manger evaluates
different policies which involves recruiting, training and maintaining the employees in the
organisation. This report also includes different human resource policies that is taken and
implemented by human resource manager in Mercedes-Benz, further it concludes certain
recommendation of that human resource management need to implement for achieving higher
performance.
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Table of Contents
EXECUTIVE SUMMARY ............................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK A ..........................................................................................................................................4
Determine value created Mercedes Benz India using human resource strategies..................4
TASK B...........................................................................................................................................6
Determine the impact of national an regional culture on human resource practises in India 6
TASK C...........................................................................................................................................8
Determine employment model and organisational lever used by human resource manager in
Mercedes Benz ......................................................................................................................8
TASK D.........................................................................................................................................10
Determine storey's 27 points of differences between personnel management and human
resource management...........................................................................................................10
TASK E..........................................................................................................................................12
Determine the importance of local culture when it comes to hiring and firing and human
resource practices followed in internal subsidiary ..............................................................12
TASK F..........................................................................................................................................13
Determine differences of employment laws when international human resource management
changes local business systems............................................................................................13
TASK G.........................................................................................................................................14
Determine corporate examples of different forms for showing good human resource practices
..............................................................................................................................................14
TASK H.........................................................................................................................................15
Recommendation for improving human resource practices in Mercedes-Benz India.........15
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18
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INTRODUCTION
Human resource management is the process of managing people in the workforce to carry
organisational objectives. Human resource management is crucial to carry business function and
operation. It covers different business functions to conduct business activities from the human
capital of the organisation. Mercedes-Benz India the owned subsidiary company of German
Daimler AG which was founded in 1994, Mercedes-Benz India is headquartered in Pune,
Maharashtra. Human resource structure followed in Mercedes-Benz India human resource
structure as human resource director, recruiting manager, compensation manager, training
manager and other manger followed by the lower level employees. All the important business
decisions and idea generation of new product development are been taken by top level
executives, manager implement these decisions and delegates to employees, it becomes the duty
of employees by their performs these decisions. This report covers human resource strategies,
impact of national and culture on human resource practise, employment model used by the firm,
storey's 27 points of difference between human resource management and personnel
management, importance of human resource practise, differences of the human resource laws,
corporate examples using hood human resource practices, recommendation of how to increase
the performance of human resource practices (Bringezu and Bleischwitz eds., 2017).
TASK A
Determine value created Mercedes Benz India using human resource strategies
Human resource strategies involves different functions which is to be performed to carry
business functions. Human resource department formulates strategic business plan and long term
objectives in order to implement achieve business success. Mercedes Benz formulates different
human resource strategies in order to accomplish business objectives (Bani-Melhem, Zeffane,
and Albaity, 2018). These human resource strategies are been discussed below:
Talent human capital
Human resource manager in Mercedes-Benz, India recruits talented human workforce to
carry business activities. Talented employees are needed to effective perform functioning of the
business activities. Human resource manager selects and screens from pool of skilled candidates
and matches with job requirement of different job roles.
Leadership
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Leadership is an important strategy of human resource management which is required to
render direction of the employees. Human resource manger in Mercedes Benz implement
effective leadership skills in order to correctly deliver all organisations objectives to the
company. Corrective leadership skills are required to guide and direct employees to carry all
different organisational activities. Effective leadership also helps to required to motivate and
encourage employees so that they work efficiently (Baumgartner and Rauter, 2017).
Human resource planning
Human resource planning involves formulating plan and policies to manage the working
capital of the organisation. Human resource manager in Mercedes Benz evaluates different
business policies and framework which involves strategies that how to enhance productivity of
employees .
Human resource strategies involves different business activities external market, business
strategy, employee welfare, corporate culture, analysing competitive advantage, and different
related human resource roles. Human resource manger in Mercedes Benz render new product
development ideas by accomplish the objectives of high quality standards of the company
(Berman and et.al., 2019).
Human resource manager in Mercedes Benz delegates different roles and duties to the
employees in order to attain business objectives and productivity. HR manger monitors and
executes the duties performed by each employee to match the standard of performance.
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TASK B
Determine the impact of national an regional culture on human resource practises in India
Human resource manager in Mercedes Benz India formulates policies and plan which
suits regional and national cultures of India (Berry, Broadbent and Otley eds., 2016). The impact
of these Indian culture on human resource practises of Mercedes Benz are discussed below:
Hiring
For a multinational organisation like Mercedes Benz it becomes crucial to hire highly
efficient employees in order to maintain the positioning in the marketplace. Mercedes Benz India
identifies executives firms in order to hires quality personnel in the organisation. Mercedes Benz
recruits employees who are highly skilled and knowledgeable in the workforce that matchers
with job requirement of the organisation. Mercedes-Benz focusses on rendering high positions to
experienced employees as people in India focuses on getting high positions and self esteem in
the organisation. For female employees, the company provides transportation facilities.
Mercedes Benz renders monetary incentives to employees as people in India focuses on
accomplishing financial needs, rendering them monetary incentives so that employees.
Training
Human resource manage Mercedes Benz provides training and development programmes
to the employees to achieve productivity of work. Training and development programmes
improves the personal and professional efficiency of employees in the workplace. In India people
are highly efficient in technical skills but do not posses research and development skills.
Research and development skills are needed to analyse the market environment and adopt market
trend in the product development. Human resource Benz render training and guidance to develop
to improve research and development skills of the employees (Bouckenooghe, Zafar and Raja,
2015).
Performance management
6

Human resource manager evaluates the performance of the employees in order achieve
the efficiency in business performance. It is a myth that people living in India does not focusses
on the quality of the job performed, they are more focused on meeting the financial needs, it is
also said that Indian bosses are more dominating. Mercedes Benz evaluates all these criteria and
give them guidance to achieve efficiency performance, manger and supervisor evaluates the
performance of the employee to achieve the productivity at work (Clarke, 2018).
Compensation
Human resource manger formulates different decision in order to compensate employees.
The culture followed focusses on job stability and high earned salary, multinational companies
does not render job security and stability, Mercedes-Benz render high salary to its employees so
that they employees feel satisfied the organisation and stay for long period of time.
Employee engagement
as people living India are more focussed about the developing social relationship, human
resource manager plans out social meet and seminar in order to develop effective communication
in the organisation. Effective communication helps to develop employee engagement in the
organisation where employees feel more engaged in organisational activities. (Daft, 2021).
Organisational lever to create value
Protection from lawsuits
Human resource mange in Mercedes-Benz educates and aware employees in order to
comply with the different lawsuits to develop ethical relationship among the employees. Human
resource manger practices the legislations in the organisation.
Ethical Woking relationship
Ethical working relationship is been defined when employees comply with organisational
norms and policies. Human resource manager guides employees in order comply with different
legal parameter set the organisation, it helps to to develop reputation of the brand in the market
place. It also helps to develop employee reliability and retention in the organisation as it helps to
contributes to positive working environment.
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TASK C
Determine employment model and organisational lever used by human resource manager in
Mercedes Benz
To improve the performance of employees in the workplace human resource manager
takes different measures to control and monitor the performances of the employees. Human
resource manager adopt employment model in the workplace in order to achieve the higher
performance of the employees in the workplace (Bowen, 2016).
Transparency
Transparency in organisational functions helps to reduces the ambiguity in the
organisation functions. Human resources manager in Mercedes-Benz ensures transparent flow of
information and the business activities in the organisation in in order to develop trust and
reliability in the workplace (Dealtry, 2017).
Organisational alignment
Organisational alignment is determined by ensuring the delegation of work among te
employees. Human resource manager in Mercedes Benz align employees in different team,
groups. It helps deliver better employee performance as the work gets delegated to different
employees in the workplace. Human resource manager in Mercedes Benz divided the employee
in accordance to the technical skills and different job roles ascertained by individuals.
Regular feedback
Human resource manager takes regular feedbacks from employees in order to determine
the performance of the employees. Human resource manager notes down the concerns of
different individuals so that employee feels motivated and encouraged in the organisational
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workplace. It develop positive working environment in the workplace which helps to motivate
employed and contributes employee engagement and relations (Dutton and Ragins eds., 2017.).
Constant appreciation
Human resource manager in Mercedes bent render constant appreciation to the
employees which motivates and encourages employees to work more effectively and
productively. Employees feels motivated to accomplish organisational objectives as they feel
determined by constant appreciation (Ertas, 2015).
Employee satisfaction
Employee satisfaction can be evaluated from employee satisfaction survey where
employees. Human resource manager in Mercedes Benz evaluates employee satisfaction which
helps to determine that employees are comfortably in the working culture of organisation.
Advantages and disadvantages of employment model
Advantages
Retaining employees
Human resource manager in Mercedes Benz India helps in retaining highly skilled
workforce in the organisation. For retaining employees for a long period of time, human resource
manager uses different strategies like better remuneration, non monetary and monetary
incentives which motivates employees to stay in an organisation and motivate them to work
effectively.
Improves employee relations
Human resource manager in Mercedes Benz India develops employee relations in an
organisation . Good employee relations helps to achieve business continuity an success
(Fernández-Mesa and Alegre, 2015).
Disadvantages
Costly affair
Human resource management in Mercedes Benz India is an costly affair as it consumes a
lot of money to recruit and train each employees by setting proper systems.
Unpredictability
Human source management in Mercedes Benz India may fall short as the business
environment is unpredictable, at time of external business challenges employees might not be
able to work effectively.
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TASK D
Determine storey's 27 points of differences between personnel management and human resource
management
Basis Personnel management Human resource management
Contract It involves careful description of
written contracts
It aims to focus beyond contracts
Speed of decision It involves slow decision making
process
In human resource management
fast decision are been taken.
Management role It involves transactional
management
In human resource management
transformational leadership is
been practices
Managers Personnel manager It involves general or line manger
of the business
Communication It follows indirect communication
(Fontana and Musa, 2017)
It follows direct communication
where manager directly
communicates the business
objectives to the employees
Pay It involves paying employees in
accordance to the job evaluation
Employees are been paid in
accordance of the performance.
Managerial task Manager monitors the performance
of each employees.
Human resource manager
nurtures employee performance.
Job categories It involves many job categories It involves few job categories
Training and
development
It involves controlled access to
training and development.
Human resource manager renders
different learning outcomes to
employees
Flow of
communication
It involves limited flow of
communication.
It involves increased flow of
communication
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Job design It involves delegating and assigning
the job to different individuals
(Frynas and Mellahi, 2015).
Human resource manager beliefs
in team work and assign job to
different team members .
Difference between personnel management and human resource management practised by
Mercedes Benz India
Basis Personnel management Human resource management
Communication It follows the indirect and direct flow
of communication
It follows direct communication
Training and
development
It helps to determine personnel and
professional growth
It follows professional skill
development.
Manager Personnel manager Human resource manager
Job design Delegates duties to different
individuals and assign team leader to
achieve specific project objectives
Human resource manager assigns
different task to individuals and
monitor and evaluates task
performance.
Human resource management and personnel management practised in Mercedes Benz are
discussed below:
Effective communication
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Communication is the major that helps to determine employee engagement and relations
in the organisation. Human resource manager and personnel manager in Mercedes Benz manager
manages personnel management and human resource management by effective communication
among employees in the organisation (George, 2015).
Trainings and development
Training and development are the functions which are conducted by human resource
manager and personnel manger in order to improve the performance of the employees. Human
resource manager an personnel manger in Mercedes Benz India renders different training and
development programmes to the employees to achieve business success (Harmon, 2019).
Positive working culture
Human resource manager and personnel manager in Mercedes Benz ascertain positive
working environment in the organisation by developing easy flow of communication and taking
concerns and issues of the employees in the workplace, it develops a employee relationship and
engagement where employees that contributes in achieving business success (Harper and
Snowden, 2017.).
TASK E
Determine the importance of local culture when it comes to hiring and firing and human resource
practices followed in internal subsidiary
Mercedes India follows conduct different human resource practices in order to
accomplish organisational practices. For better and good human resource practices in the
organisation it is important to analyse the cultural dimensions of the workplace.
Hiring and firing in Mercedes-Benz India
Hiring and firing are the activities which are conducted by human resource manager in
Mercedes Benz India. For hiring human resource manager follows different parameter for hiring
candidates these are as follows:
Skilful and knowledgable
Skilful and knowledgeable attributes are the most important that human resource manger
wants to see in an candidate. Human resource manager deploys candidates who are highly skilled
and matches with the job requirement (Helfat and Martin, 2015).
Communication
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