Analysis of Human Resource Management Practices at Volkswagen

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Volkswagen, focusing on the value created through HR strategies. It examines the impact of regional and national culture, particularly in the United Kingdom, on HRM practices. The report delves into Volkswagen's employment model, organizational levers, and the differences between HRM and personnel management, referencing Storey's 27 points. Key areas covered include hiring and firing processes, employment laws, and corporate examples of good HR practices. The report also explores fair compensation, planning, and the importance of digitalization and e-mobility in the workplace. It concludes with recommendations and a summary of findings, emphasizing the crucial role of HRM in organizational success and employee satisfaction within the automotive industry.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
VALUE CREATED BY THE FIRM BY USING HR STRATEGIES...........................................3
THE IMPACT OF REGIONAL AND NATIONAL CULTURE ON THE PRACTICE OF HRM
IN UNITED KINGDOM.................................................................................................................4
ORGANISATION’S MODEL OF EMPLOYMENT AND ORGANISATIONAL LEVERS
USED BY THE FIRM TO CREATE VALUE...............................................................................5
STOREY’S 27 POINTS OF DIFFERENCE BETWEEN HRM AND PERSONNEL
MANAGEMENT............................................................................................................................6
HIRING AND FIRING...................................................................................................................6
DIFFERENCES IN TERMS OF EMPLOYMENT LAWS WHEN INTERNATIONAL HRM
CHANGES LOCAL BUSINESS SYSTEMS.................................................................................7
CORPORATE EXAMPLES OF FIRMS USING GOOD HR PRACTICES AND LITERATURE
.........................................................................................................................................................8
RECOMMENDATIONS...............................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Every organisation is bound with certain types of managements that will take care of all the
organisational policies that are to be managed in the organisation. The different kinds of
management that exist in the organisations will be categorized under the work prospect. Of all
the managements the human resources management is said to be one of the most crucial
management system in the organisation (Michael, 2019). Human resources management is
associated with every work functionality of the organisation right from recruitment till the onset
of financial strategies. There will be an impact that is generated by the human resources
management on the company since the development aspects are associated with the strategies
that are developed by the human resources management. It is necessary to evaluate the
employees and to manage them at regular intervals. The human resources management is
involved in enhancing the skills of the employees of organisation such that their performance
will contribute to the growth of the company. The report brings forth the human resources
management and its importance in various levels of the organisation. The company that is
adopted in this regard is Volkswagen. The company Volkswagen belongs to the automobile
sector which is present in Germany and its subsidiary is in India with the name Skoda. It has
been established in the year 1937 and it is said to be one of the iconic representation for the cars
that are delivering in this present era (Strohmeier, 2020). The entire report explains the human
resources management of the company Volkswagen and the strategies that are employed by them
in order to develop the assets.
VALUE CREATED BY THE FIRM BY USING HR STRATEGIES
There will be a certain that is created upon the values that are kept by human resources manager.
Every business will get impacted by the decisions that are adopted and implemented by the
human resources manager at an instance or another. For the company Volkswagen it is operating
in the automobile industry and there seem to be different challenges as well as the competitive
atmosphere in the market place. The value generation for the company Volkswagen through the
human resources practices in the organisation are as follows:
Implementation: implementation is one of the major tools that are to be carry forward in every
organisation such that the workforce will remain in a form that is required for the organisation to
deliver the task. Volkswagen company is set to be a manufacturing unit that will produce cars
that are of good quality. Therefore, the human resources management in this part will motivate

their employees to come up with the most innovation thoughts that are required for the
organisation to ensure good quality products that are required to compete in the race (Delery and
Roumpi, 2017).
Process and planning: planning is very important for any aspects to come true. Planning will
help to identify the choices that are to be made by the organisation such that every detail that is
listed as a part of planning can be implemented without fail. Their proper planning will help the
company to move ahead with quality work that is essential factor for the organisation.
Volkswagen company gets involved in planning processes such that its employees will form as a
team hand work for the objectives of the company. The teamwork will enhance starts with
brainstorming and also can derive the innovation parts that are required for the organisation to
implement.
Fair compensation: every organisation every now and then will look after its employees as well
as the benefits that are stipulated for them. Whatever kind of work that employees are putting in
the organisation will contribute for the growth of the company. Therefore in order to motivate its
employees upon the task that are to be completed the Volkswagen company will make sure to
provide a fair compensation that is stipulated to the workforce such that they will in no case be
detected by the pay (Kianto and et.al, 2017).
THE IMPACT OF REGIONAL AND NATIONAL CULTURE ON THE
PRACTICE OF HRM IN UNITED KINGDOM
There is a greater importance for human resources management in every business or an
organisation. The same to be different challenges that are in regards to the companies and
therefore the management will have to be perfect in order to entitle the changes that are
happening in the organisation. Therefore, the human resources management is the better option
for every company such that once it is implemented in the organisation then every problem can
be met with a major plan to compensate. National culture is said to be varied with reference to
different countries. There are different contributions and practices that will make it one of the
most essential factors for every national culture to strive across. This with regards to human
resources management is said to be an adoptable theory that will bring about suggestible changes
and practices that can make the practices to be largely dependent on managing. There are
different prospects that will determine human resources management has focused upon
employers perspectives over years. There are different researchers that suggest the efforts that

are related with human resources management upon withstanding the culture of a country (Kim
and et.al, 2019). United Kingdom is one of the most prominent country where the culture as well
as the business norms are said to be immensely varied. There are unrealistic theories that pertain
in the country and it is best known for being the most authenticated one for determining different
industries and also setting up pace for business to admit the fact that human resources
management can put forth everything that is required for company to compete in the competitive
atmosphere. There seems to be different people with different mindsets and culture that are
gathered in this country upon business and organisational purposes. During global expansion the
companies will have to face atrocities with regards to cultural adaptation. Culture is said to be
one of those factors that will improve every opportunity that is in regard to the company.
Therefore, there seem to be different challenges that are associated with culture for the
organisations and that with regards to human resources management will have to cope up with
certainty that will determine the pace in which companies will move ahead.
ORGANISATION’S MODEL OF EMPLOYMENT AND
ORGANISATIONAL LEVERS USED BY THE FIRM TO CREATE VALUE
The employment at Volkswagen place seems to be more involved in creating measures with the
use of digitalization and e-mobility. This has led to one of the variance in the workforce of
Volkswagen that it has been mostly incorporating transformational agendas that are required for
ate to go through the right measures that are to be implemented in the organisation. The company
Volkswagen follows a systematic procedure upon which the comprehensive qualifications are
taken into account. There are certain issues that are pertaining with this compliance where the
employees will have to follow strategic means and innovation ideas in order to move ahead with
the promotional strategies in the company. Although there are negative impacts that are put forth
on its employees the Volkswagen company stresses that there will not be any dramatic impact
upon them (Tang and et.al, 2018). The company is on a fold of its measures that are predicted
earlier by the human resources management team upon not stressing its employees for the things
that are to be delivered. The company will push for the potential as well as the mobility of its
employees such that they stay connected with the production and components that are
incorporated by the management. There are areas that are to be tackled in the way they are to be
there for in contrast to this the model of the company's employment plan will contribute for

counter measures that are to be taken. Employees are trained in the way they are to be such that
they involve in production as well as the different departments that are in the company. The
work of the employees is at times noticed and is made sure to be rewarded at regular intervals.
The organisational policies finds the workforce of the company as one of its major treasure since
there is enormous value that is generated for the company upon the base that is required.
STOREY’S 27 POINTS OF DIFFERENCE BETWEEN HRM AND
PERSONNEL MANAGEMENT
It is indicated that there is not much difference between the human resources management and
personnel management. Both the terms although are interdependent on each other at the
administrative nature is something that collides at different instances. The tasks that are dealt by
both the management is considered to be one of the most responsible forms of management.
Personnel management will stress upon the employment laws and the criteria that is related with
philosophical differences that will bring about a recognition upon the scope of development.
Personnel management is sometimes governed by the human resources management where the
administration is said to be more composed in dealing with the responsibilities of managing and
their employees. The human resources management as well as the personnel management are
said to be going hand in hand in order to accomplish the goals of the organisation. There is a
circumstance where it is said that both are traditional and routine (Amrutha and Geetha, 2020).
There are certain circumstances where the personal management will include administrative
tasks that are carried out in the organisation. It is more like a proactive measure that the focus
upon the development as well as the policies that will contribute for functional development of
the organisation. Human resources management is considered to be one of the integral part of the
organisation whereas personnel management is independent of the organisation. But when it
comes to motives both seek different motives but the simplification of work responsibility is said
to be carried out in the better possible manner. Above all employee satisfaction is the one that is
most preferred.
HIRING AND FIRING
There are different practices that are carried in the organisation by the human resources
management. These aspects are known as responsibilities that are to be tackled in the possible
way such that the employees at preferred and evaluated at regular intervals of time. Based on the
performance of employees the scheduled hiring and firing is carry forwarded. Human resources

management will tackle with the hiring and firing processes such that they will have to input as
well as take processes for granted in the workplace. They have full authority over tasks that are
to be carried in the organisation with regards to employees. Their actions in the organisation will
bring about a great change for the organisation where people who are not a good fit in the
organisation can be fired at regular intervals such that the place can be again hired by people that
are skilled. Workplace is composed of different challenges and there are to be as pets in which
the employees will have to get habituated to the fact that they try their best in order to make
decisions as well as reaching targets on stipulated time basis.
Hiring: Hiring process is associated with different challenges as well as the human resources
management is set to be typically involved and going across reviewing applications which is one
of the major important aspect that is to be dealt by the human resources managers. Upon
evaluation of resumes and the applications that are received as a process of firing the interviews
will be scheduled. The candidate with a good skill set and is a good fit for the organisation will
therefore be employed into the organisation (Stewart and Brown, 2019).
Firing: Human resources manager for given the authority to find employees that are going
against the norms of organisation. There are many cases where employees are given equal
opportunities and yet if there is no proper result that is attained based on their performance then
it is the duty of human resources manager to take charge over firing them. This will not only
improve the performance of company but will also prevent the company from getting mislead.
Both hiring and firing are important for every organisation since hiring will involve employing
you individuals with a good ideology such that their thoughts can be used for organisational
growth. Firing will amend things in the best possible way and since it is associated with
terminating an employee over their work therefore performance graph can be again replaced by
the ones that are a best fit.
DIFFERENCES IN TERMS OF EMPLOYMENT LAWS WHEN
INTERNATIONAL HRM CHANGES LOCAL BUSINESS SYSTEMS
Human resources management is considered to be one of those prospects that will deal with
conditions like staffing recruitment selection process. In every organisation the human resources
management will play a vital role that will bring about the power generated plants in to
implementations. There is a certainty between International Human Resource Management and
domestic human resource management.

Operating in parent country: when an organisation is operating in its own country then it is
said to be operating in its parent country. Then it is referred to as an expatriate. There is a
certainty for the organisation to get abided by labour laws for host country applications. There is
the policy of taxation when the organisation is operating insert and country. And that with
regards to its parent country it seems to be general exclusion policies. There is a great difference
between the domestic human resource management practices as well as the international human
resources management practices (Guest, 2017). When the manager of the human resources
department work in their parent country or the domestic country then they will be able to address
the employees of the organisation regarding the issues that are pertaining in the organisation.
This helps the managers to set up a strategic system that is necessary to administer programs that
are belonging to its employees.
International human resources management or host country human resources
management: human resources management is said to be dealing with different conditions and
formulations of the organisation and it is said to be equally dividend and domestic as well as on
international basis. When it comes to International human resources management there are a set
of activities that dealt with taxation as well as the exchange rate which will be a serious impact
over the organisational policies. The human resources manager will have to face atrocities in
explaining the issues to its employees and therefore they will not be any program that can be
accessed in a more simplified manner. The human resources management in the host country
will have to deal with cross cultural aspect and the managers will have to involve and training
employees according to the norms and policies of the cross-cultural aspects which is a major
issue to be dealt with. The international assignments are said to be more of exposure and the risk
factor is said to be immense. Though there are mere financial policies that are pertaining at the
international human resources management will have to deal with the currency exchange as well
as the provision of programs that are to be offered to employees.
CORPORATE EXAMPLES OF FIRMS USING GOOD HR PRACTICES
AND LITERATURE
Human resources practices are important in order to identify the stature of the company that are
to be dealt in a perfect manner such that all the components in the company are divided vitally.
there are different human resources practices that are usually adopted by companies to bring out
the Strategies for every organisation. Some of which are as follows:

Providing security to employees: employees are to be regarded as one of the precious
components of every company. Whatever kind of factor the organisation is moving ahead with
the employers must be provided with at most security such that they will have a complete secure
feel about themselves as well as their family. There are different contracts that are to be adopted
in order to maintain good secured relationship in work culture. The human resources
management will employ these strategies in order to restructure the organisational policies that
will benefit its employees.
Selective hiring: selective wiring is usually practiced by different companies in order to bring
the best skilled persons into the organisation. This is necessary in order to enable the prospects
that will contribute towards growth of the company. The human resources management will
selectively identify the right person that is constituted with different skills that match every
sector in the company such that the performance of the employer as well as a company can reach
greater heights. The ability to train a person for an individual up on the commitment that is
derived from them is best maintained in this particular practice.
Self-managed and effective teams: it is important to value teamwork in every organisation
since effective teamwork is important in order to increase performance to a very next level. The
company on moving ahead with circumstances of growth prospects will always strive to achieve
factor upon brainstorming ideas that are generated from teamwork. Teamwork is recognised as
one of the cognitive measures that is followed in almost all the companies to restructure the
thoughts. It is the responsibility of human resources manager to nurture high performance teams
in the organisation such that they will get to know their responsibilities and will focus upon their
duties that are to be managed.
Fair and performance-based compensation: it is important to understand the value of
compensation and that is best done by human resources management in every organisation.
Every employee in the organisation is inhibited with the fact that they received the pay according
to their work. On an average basis this is almost incorporated in the minds of people that are
working in the organisations such as the human resources management will have to identify the
aspects that are related to the fair pay and the compensation-based work. The best HR practices
in this aspect will fall upon the fact that the human resources management will contribute for
selection as well as the hiring process by promising the compensation that is required for
employee security. Upon dealing with all the circumstances every month the human resources

management will have to generate the compensation such that people will get motivated and will
work towards betterment of the company.
RECOMMENDATIONS
Cope up with atrocities: There will be different atrocities that are related with human resources
management. It is important to inculcate the strongest process and factors that are to be followed
at intervals such that there will not be any harmful practices that are stipulated to the company.
Develop strong base: It is important to focus on the foundation which is one of the major
criteria for any organisational behaviour (Zaid and et.al, 2018). The human resources
management will have to work upon implementations as well as the things that are to be
inculcated in employees such that they stay dedicated to whatever work they are allotted.
Developing a strong work culture will help the organisation to focus upon its objectives and
targets such that the growth can be evaluated.
CONCLUSION
Report concludes upon the aspects of human resources management which are important in order
to tackle with the organisational policies. Through this report one can easily understand the
different human resources policies that are incorporated in the organisation. The organisation
that is chosen in this regard Volkswagen is considered to be one of the best conqueror in the
automobile industry and therefore the human resources management of Volkswagen is put forth
in the entire report. Report explains the value created by the form using the human resources
strategies as well as the impact of regional and national culture on the practice of human
resources management in United Kingdom. The organisations model of employment and
organisational levers used by the form to create value are explained in the report along with
storey 27 points of difference between human resources management and personnel
management. The hiring and firing aspects are explained in the report which will give a clear
understanding about the policies that are adopted. The differences in terms of employment laws
and international human resources management changes local business systems are incorporated
is put forth in the report. The different corporate examples that are used by firms in the practices
as well as literature or put forth in the report.

REFERENCES
Books and journals
Amrutha and Geetha, 2020. A systematic review on green human resource management:
Implications for social sustainability. Journal of Cleaner Production. 247. p.119131.
Delery and Roumpi, 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Guest, 2017. Human resource management and employee well‐being: Towards a new analytic
framework. Human resource management journal. 27(1). pp.22-38.
Kianto and et.al, 2017. Knowledge-based human resource management practices, intellectual
capital and innovation. Journal of Business Research. 81. pp.11-20.
Kim and et.al, 2019. The effect of green human resource management on hotel employees’ eco-
friendly behavior and environmental performance. International Journal of Hospitality
Management. 76. pp.83-93.
Michael, 2019. A handbook of human resource management practice.
Stewart and Brown, 2019. Human resource management. John Wiley & Sons.
Strohmeier, 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management. 34(3). pp.345-365.
Tang and et.al, 2018. Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources. 56(1). pp.31-55.
Zaid and et.al, 2018. The impact of green human resource management and green supply chain
management practices on sustainable performance: An empirical study. Journal of cleaner
production. 204. pp.965-979.
Online
Human Resources Management: [Online]. Available through: < Functions of Human Resource
Management (HRM) - Directing, Controlling (toppr.com) >
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