Human Resource Management Report: Vauxhall Motors Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Vauxhall Motors Limited. It begins with an introduction to HRM, outlining its purpose and functions in workforce planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, including internal and external methods like promotions, transfers, advertisements, and campus hiring. It examines the benefits of different HRM practices, such as training and development, and flexible organizations, for both employers and employees, and evaluates their effectiveness in raising organizational profit and productivity. The report also explores the importance of employee relations in HRM decision-making, the impact of employment legislation, and illustrates the application of HRM practices with specific examples from Vauxhall Motors. The report concludes by summarizing key findings and offering insights into the effective management of human resources within a large automotive company.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection
................................................................................................................................................4
P3: Explain the benefits of different HRM practices within an organisation for both the
employer and employee..........................................................................................................7
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................8
P5. Analyse the importance of employee relations in respect to influencing HRM decision-
making....................................................................................................................................9
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making...................................................................................................................11
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................11
CONCLUSION..............................................................................................................................15
References:.....................................................................................................................................16

INTRODUCTION
Human resource is the lifeblood of any organisation as these are the set of people who carry out
all the activities included in operations. To effectively manage this workforce a tactical approach
of human resource management is utilized by the organisations to gain competitive advantage
and also to increase the profitability and productivity of an organisation. Every organisation
restrain HR department which is responsible for the activities related to the employees such as
hiring, training and development, administration, compensation, motivating, etc. (Rabbitts,
2020). The present report is based on the “Vauxhall motors limited” a British automotive car
manufacturer company situated in Bedfordshire, England. The report outlines the purpose and
the functions of HRM which are applicable with the workforce planning. Strengths and
weaknesses of different approaches of recruitment and selections are also discussed in the report.
Description of effectiveness of the HRM practices organisation employees and employers to
raise the profit and productivity are stated in the report. Moreover report defines the importance
of employee relations, key factors of employee’s legislations and applications of HRM practices
in context of an organisation using specific example.
TASK 1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Company overview
Vauxhall is oldest car brand founded in 1903 with its spiritual home in Luton, based in
UK. Company holds history in manufacturing the world's first sports car in the Great Britain.
Vauxhall sell classic passenger cars, light commercial vehicles, electric cars, Vans, buses and
trucks. The company is the second largest selling car brand in the UK from last two decades. The
founder of Vauxhall is Alexander Wilson and was founded in 1857 as a pump and marine engine
manufacturer (Stewart and Brown, 2019).
Mission
The mission of Vauxhall is to tailor the best mobility in their cars for the Britain and aid
the people in buying, choosing and using the Vauxhall service of cars with ease and assurance.
Objective of company
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The objective of Vauxhall is to improve their quality and design of the cars with new
technology and along with that the team focuses on training their existing employees.
Meaning of HRM
Human resource management is the art of managing the workforce effectively and
efficiently so that the goals of organisations can be achieved successfully. It includes the
activities like scheduling, organising, controlling, procuring and directing the employees of an
organisation.
Purpose of HRM
The purpose of human resource management is to co-ordinate the workforce within an
organisation to accomplish the objectives and goals of organisation (Armstrong and Taylor,
2020). Additionally, another purpose of HRM is to resolve the issues of the employees regarding
the satisfaction, work balance, development and training, job insecurity, salary etc. Hence, the
basic purpose of HRM to provide employees with healthy, safe and secure and friendly
environment to work.
Functions of HRM
Functions of HRM have great worth in the overall progress and growth of an
organisation. Some primary functions of HRM are:
 Training and development: The most important function of HRM is to train and develop
their employee’s skills. Vauxhall organises various training and development seminars
for their employees to learn latest automotive technology to enhance their work and
designs.
 Rewards and performance appraisal: The function of HRM provides employees with
rewards and incentives for their better performance and appraisals at the end of the year
by evaluating their performance. The HR manager of the Vauxhall organisation provides
employees with awards and performance appraisal incentives and rewards to enhance the
quality of the work of the employees.
 Recruiting and selection: Recruitment and selection is the one of the most basic and
important function of HRM. The HR department of an organisation recruit and select the
talent as per the vacancy of an organisation. By implementing the relevant and
appropriate recruiting and selection applications HR manager of Vauxhall speaking cat
firing green knowledgeable and highly skilled labour for their organisation
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The ‘Best Fit’ approach versus ‘Best Practice’
Best fit approach Best practice
Best fit approach focuses on the reward
system that are collaborated with strategies
of the company and benefits the Vauxhall to
gain the competitive advantage
Best practice approach includes HR policies
and legislations planning the rewards for the
employees and this boost commitment in
employees towards Vauxhall and also
motivates them at same time.
Soft Model of HRM
The soft HRM model employees of Vauxhall are treated as the primary resource of an
organisation resource of company's competitive advantage (Banfield, Kay. and Royles, 2018).
Basically the model focus on the wants of the workforce according to their duties along with
some rewards and benefits of motivation.
Figure 1: Soft HRM Model, 2021
(Source: Soft HRM Model, 2021)
Hard Model of HRM
Using the HRM hard model HR manager of Vauxhall motors limited focus only needs of
staff and organised and recruit talented employees’ need of the company.
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Figure 2: Hard HRM Model,2021
(Source: Hard HRM Model,2021)
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection
In the HRM the most important function is Recruitment and selection of candidates for
organisation. In Vauxhall the most important function and practice of HRM is recruitment and
selection of the candidates for an organisation using different aproches.
Recruitment
Recruitment is the process of identifying and attracting the candidates for the vacancy in an
organisation and to encourage them to apply for it (Greer, 2021). Vauxhall uses the two
approaches for recruiting the employees within an organisation that are internal and external
approach.
Internal recruitment
Internal recruitment refers to the hiring of applicant's from within the enterprise by
promoting the current and suitable employee on higher positions. Vauxhall uses the internal
recruitment approach to fill up the vacancies on the basis of the employee’s capability
promotions and experience in the desired field.
Approaches
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Promotions: Promotion is approach where the existing skilled workers of the enterprise a
promoted on higher position to develop their execution of a appropriate outcomes.
Strengths
Strength of promotion approach is that it provides an opportunity to existing employees
to learn new things and gain fiscal benefits. Along with that motivates and built trust towards the
organisation.
Weakness
Weakness of this approach is that sometimes people who are promoted to the higher
positions and not able to manage work load and responsibilities of that position.
Transfer: This approach that employees are transferred from one department to another
department by evaluating their skills (Bailey and et. al., 2018).
Strengths
Strength of this that people are able to enhance their skills and knowledge into the
different fields of an organisation and which helps them in growing and developing their overall
personality and abilities as an employee.
Weaknesses
The weakness of this approaches is that people are not able to set into the new work
environment and also get demotivated and anxious in the workplace.
External Recruitment
External recruitment is the method of hiring the candidates from the outer environment of
an organisation by the advertisement, interviews, job search applications etc. Vauxhall uses the
various approaches of the external recruitment like to the website, newspaper, videos,
advertisement etc.
Approaches
Advertisement: in this approach through advertisement in the newspapers, TV etc. the
organisation announce the vacancies in their organisation (Brewster, Mayrhofer and Farndale,
eds., 2018).
Strengths
Strength of advertisement is that provides accurate and detailed description about the job
and also captured the wide range of candidates all over the globe.
Weakness
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Weakness of this approaches that it is not cost and time effective and even the candidates are not
responding fast through this approach.
Campus hiring
Campus hiring is an external recruitment approach with the organisation recruiting the
candidates or talent from different University and colleges or online portals by collaborating with
them.
Strengths
The campus hiring gives an organisation is the variety of candidates with the different skills and
talents and also helps in getting the feedback about the candidate from the teachers of the
universities and colleges.
Weaknesses
The weakness of campus hiring is that sometimes there the chances of incorrect selection and
organisations are bound to select some amount of candidates from the particular University as
per the rules of their collaboration
Selection
Selection is the next process after the hiring of the candidates through recruitment where
the proper screening and analysis of the candidate is done by asking some questions the
suitability of a candidate regarding with position applied in a company. The Vauxhall analyse
and evaluate the pool of candidates with different interest, skills and personality as per
requirement mentioned by organisation for the vacancy (Aburumman and et. al., 2020).
Approaches
Ability and aptitude test: traditional approach the HR management of an organisation establish
set a aptitude test for checking critical thinking abilities of a candidate regarding the job
description.
Strengths
This approach is helpful to the organisation in analysing the mathematical and critical
skills of the candidate for the particular job profile.
Weakness
The weakness of ability and aptitude test approach is that it is very time consuming
activity as well as every candidate is not capable of providing the desired results
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Interview: Interviews the very well known approach in hiring and recruiting the employees for
an organisation where the face-to-face interaction questioning and answering is performed by the
employer to test the communication skills (Oluwatayo and Adetoro, 2020).
Strengths
Strength of this approach is that it is more flexible and reliable and give the employee a
brief idea about a candidate response rate of interviews is highly
Weakness
Time taking activity and can create leakage of personal information of an individual
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employee
To execute the routine work in an organization by human resource we require some policies
and rules and this practice is termed as HRM. In context of Vauxhall Motors Ltd. they perform
various HRM practices. The company use HRM practices to make the most of employee
competency and improve its performance.
 Learning, development and training practice
If an organization gives training to their employees it helps both employees and organization.
The training is short term and development is long term process. Therefore, if Vauxhall wants to
achieve long term advantages or benefits they have to go firstly through training and then
development. Hence, it can be said that learning, training and development goes together for
improving employees’ skills or for achieving organizational goals. Vauxhall Motor Ltd use on-
job and off-job method for training and development of employees (Renkema, Bos-Nehles and
Meijerink, 2020).
Benefits to employees
Vauxhall Motor Ltd provide training to their employees to improve their skills, increase
their efficiency, if the employees are trained they adopt the new technology easily and
effectively and this makes employee confident.
Benefits to employers
It also benefit the employers of the Vauxhall Motor Ltd, as if a employers want to delegate a
work to employees they can give them without any tension because employees are also well
skilled and trained by training and employers know their capabilities.
 Flexible organization
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This HRM practice is used to create flexible environment in workplace within the
operations and other activities of an organization. The HR manger of Vauxhall motor limited
utilize the flexible environment in the organization to create happy and peaceful environment for
employees and employers which assist them in increasing the quality of work and also maintains
a healthy and friendly relationship in organization.
Benefits to employees
The flexible organization benefits the employees of Vauxhall motors ltd. to work
comfortably in organization and also sharing their ideas without hesitation and also helps them in
building life time relations in organization (Abbasi and et. al., 2020).
Benefits to employers
The flexible organization practice is beneficial for the employers of Vauxhall to motivate
their employees and also to gain their loyalty and trust toward the organization. This also helps
the employers in retaining the employees for long term.
 Performance and rewards
The HR Manager of Vauxhall Motor Ltd gives rewards and incentives as per the performance of
the employees. It can also be said as if anything in addition given other than salary to employees
for their work and performance is called as reward. The rewards are also of two types, it can be
economic reward and non-economic reward (Sajjadi Parsa, Alamohrez and Alamohrezi, 2020).
Benefit to employees
Performance and rewards benefits the employees of Vauxhall, if it is economic it help
employees to earn more than their salary, and if it non-economic reward it build their image and
they get many other incentives.
Benefits to employers
It benefits the employers of the Vauxhall Motors Ltd to retain their employees by giving
some rewards according to their performance and also help them to motivate their employees to
timely achieve organizational goals.
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
Human resource management is beneficial for both organisation and its employees.
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Organisation is benefited from the effectiveness of human resource management and its
practices. The importance of HRM practices in raising the organisational profit and productivity
are discussed underneath:
 Training and Development: One of the most effective and influencing HRM practice it
helps the employees in improving their skills and competency so that informed about the
changes working in the company (Oruh and et. al., 2020). Vauxhall training and
development sessions improving and developing the skills of engineers, suppliers etc.,
and decision making skills of the employees the in-turn result high amount of
productivity and profitability for the organisation. With training sessions Vauxhall is
making their employees learn about the new technologies new inventions and innovations
helps the company designing the fast and excellent cars. Hence, training and development
is useful in enhancing the overall performance of the organisation and also results in
increasing the profitability and productivity of the Vauxhall.
 Performance and rewards: This is the very effective and influencing HRM practice that
motivates the employees and creates expectations for the performance appraisals and
rewards for the work they have done. As the employees expectations are increased so
there productivity is increased to fulfil there expectations by receiving that reward and
performance appraisals hence this practice helps the organisation in raising their
productivity and performance of the employees. This practice also benefits the employees
of company like Vauxhall in retaining the employees. When employees receive rewards
for their performance they get encouraged and motivated thereby resulting in more
effectiveness in work which improve the productivity and profitability.
P5. Analyse the importance of employee relations in respect to influencing HRM decision-
making
Employee relations
An employee relation is a basic term utilised in an organisation to exhibit the efforts put
by staff to maintain positive relationship between the employees and employers (Lansbury and
et.al., 2020). Employees’ relation is important for organisation like Vauxhall because Positive
and constructive employee relations provide hope to an organisation keep its employees loyal
and more interested in the work.
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Strategies for building and improving employee relations and engagement
There are several types of strategies which are used by Vauxhall to increase the
engagement of staff in different scenarios so that it can supervise up relationship between every
individual by establishing a scale of communication in accordance to increase productivity and
profitability of the organisation (Boon and et. al., 2018). For this system test has open
communication strategy within the organisation which assist the employer as well as employees’
to maintain better relationships in an effective way. This strategy also urbanized state of
positivity within different individuals working within the organisation where they can
communicate their feedbacks to their superiors as well as their good experience which helped the
superior in identification of current states of individual working on a particular job. This also
manages satisfaction between the employees as well as help in achieving the goals and objectives
of the firm which are decided in previous time. Hence uses of this strategy will directly improve
the employee engagement as well as help in eliminating the conflicts because by the open
communication system employees get favourable to each other as well as established different
kind of relationships where the gap between subordinate and superior authorities will be easily
covered.
Trade unions and workplace representation:
The role of trade unions
Trade Union is a group of workforce or employees collaborate together to maintain and improve
their working conditions as an employee (Hewitt, 2020). The role of trade union includes the
abolision of the child labour minimum wage all over the nation, improvement in the working
place with measurs of safety and security, improvisation in the standards of living by reducing
the working hours of the week and the increasing the balance between life and the job, equality
legislations are also the part of trade union.
Collective agreements
Collective Agreement is the law and order which is bargained collectively. It is the
written contract between the employee, The Union and employer that highlights the terms and
conditions that has been in mutually bargained between the employees
The terms and condition written in the contract are decided by collective bargaining between the
employers and employees and the terms and conditions included in the collective agreement are
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