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Nelson College London

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Contents
Abstract.....................................................................................................................................3
Introduction..............................................................................................................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organisation...............................................................................................5
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.....................................................................................................................................8
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives....................................................................................................................9
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection...................................................................................................................................10
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.........................................................................................................11
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.................................................................................13
M3 Explore the different methods used in HRM practices, providing specific examples
to support evaluation within an organisational context.....................................................14
P5 Analyse the importance of employee relations with respect to influencing HRM
decision-making......................................................................................................................15
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making......................................................................................................................16
M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in an organisational context......................18
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples..................................................................................................................................19
M5 Provide a rationale for the application of specific HRM practices in a work-related
context.....................................................................................................................................22
Conclusion...............................................................................................................................23
Reference.................................................................................................................................24

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Abstract
HRM, elaborately Human Resource Management. One of the most sensitive departments of
an organization. Starting from recruiting employees HRM concerned about many other
activities. In this assignment we will go through different HRM functions, roles and
responsibilities of HRM, different HRM practices, employee laws and relation and about
many other things. By the end, we will find out why HRM is essential for increasing the
output of an organization as well as maintaining a suitable and friendly working place for the
employee.

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Introduction
In this assignment, we will go through the brand AUDI, an automobile manufacturer
organization. This organization needs a huge number of human resources for the various task,
like engineering, marketing, distributing and so on. Here basically, we will discuss the HRM
function of this brand. How they recruit employees, how they train these employees, what
kind of law it follows and many other things. This might help other organizations to learn
some effective techniques from AUDI.

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P1 Explain the purpose and the functions of HRM, applicable to
workforce planning and resourcing an organization.
Human resource is an asset for any organization. The efficiency of an organization is fully
dependent on its human resource. So, managing this resource effectively is very important.
So, at first, we will discuss the function of HRM:

 Job Design:
Designing job is the first function of HRM. Job design consists of analysing how
many and what kind of employee need, their qualification, their duties and
responsibilities and so on. The HRM department of AUDI analyse their demand at
first, means what kind of employee they need and what will be their qualification.
Later when AUDI start selecting employees from candidates, this analysis will help to
choose the potential one. Through function AUDI can evaluate what kind of
employee or what kind of talent they need to bring advancement in their workforce
planning. This talented employee is the resources for AUDI. [ CITATION Sha20 \l 1033 ]
 Employee Recruitment:
When we discuss the function of HRM, one of the major tasks that come to our mind
is- Recruitment. In this function HRM department focus on hiring the best employee
among a lot of candidates based on the organization’s requirement. We discussed in
the previous function that AUDI will find its requirement first, and in this function,
AUDI will hire potential candidates on the basis of their need. This process might
consist of different stages, like- written exam, group discussion, interview etc. If
AUDI able to recruit some dynamic employee their workforce planning will be more
fruitful. Because good things always come from good thinking.
 Maintaining a competent working environment:
Maintaining a healthy working environment is another function of having HRM
department in an organization. Human resource management provides support to the
employee financially and non-financially which act as a motivation to them. AUDI is
ensuring a good working environment to their employee which is why their employee
can focus on improving their workforce planning. Developing workforce planning in
a sound working environment, make it become more productive for AUDI.

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  Training and Development:
Train employee as per both organization’s requirement and employee requirement is
an important function of HRM. An organization can handover their important
resources to their employees when they are enough skilled. AUDI organize such
training and development program for their old and new employees. It increases the
productivity of the employees and makes them more skilful. If an employee of AUDI
become more efficient and skilful in her/his respective field he can obviously
contribute something valuable in the workforce planning process. And skilful
employee like this is an huge resource or asset for AUDI.
 Managing employee relation:
The employee should have coordination among each other’s work. And maintaining
this relationship well is a primary function of HRM. Employees of AUDI will be
more motivated in contributing to workforce planning if they have quite good bonding
among each other. And the HRM department of AUDI is responsible for both
maintaining this relationship as well as developing.

Purpose of Human Resource Management:

 HR is an asset:
Human resource is a huge asset to an organization. They directly involved in
operational activity. HRM department has to make the best use of this asset. Thus, an
organization can perform effectively and efficiently. Employees of the AUDI are also
resource to them. AUDI train its employee whenever it needs and provide the
necessary support to keep them motivated. Which ultimately encourage them to
participate in workforce planning and give their best to AUDI.
 Employee communication:
Communication between employee is very essential for achieving a common goal.
Sometimes this communication follows some chain of command. All this setup is
created and maintained by the HRM. AUDI also have some communication flow
which is set up by its HRM. With proper communication employees of AUDI can
make more feasible and productive workforce planning for the organization where
everyone will be more pledged for achieving AUDI’s goal.

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 Focus on internal management:
While other departments only think about the organization’s performance and its
output, only HRM thinks about the organization’s internal management and employee
benefit. HRM have to make sure a sound working management process because it
helps to reduce the employee turnover ratio. HRM department of AUDI never failed
to make this purpose fulfilled, which is why their employees are motivated enough as
well as they have low turnover ratio comparatively and they are always active in
developing workforce planning. [ CITATION And19 \l 1033 ]
 Following labour laws:
The organization needs to follow the labour laws provided by the government. HRM
ensure proper safety and compensation method for their employee. AUDI always
provide safety and follow other rules and regulations of government which always
motivate its employee to give their best performance in the workforce planning
activity.

 Performance appraisal:
Another purpose of HRM is evaluating the performances of employees. HRM merge
with another department for conducting the performance appraisal process. HRM of
AUDI also conducts such a process once in a year or after some particular time. By
doing this they can understand their employee’s performance and necessary can be
taken based on this evaluation. On the other hand, if every employee of AUDI knows
about this appraisal system they will always try to give their best to the organization’s
performance appraisal activity.

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P2 Explain the strengths and weaknesses of different approaches
to recruitment and selection.
Approaches to recruitment and selection

Internal Recruitment: Hiring employees from the organization’s internal source is known
as internal recruitment. Promotion and transfer are major examples of internal recruitment.
And if we talk about our organization, AUDI- when AUDI recruit an employee from their
internal management or internal source that will be AUDI’s internal recruitment. This process
has some strength as well as weakness. We will discuss all-

Strength of internal recruitment

 Reduce hiring time and cost of AUDI

 Reduce recruitment cost
 No need to take any hustle for employee relation
 Retaining top talent in the company, AUDI

Weakness of internal recruitment

 Raise resentment among employees

 No chance to get new talent
 Create a gap in the workforce position

External Recruitment: When an organization hire an employee from an outside source that
is external recruitment. AUDI can also hire an employee in this way. For doing this they need
to do some advertising to inform an interested candidate.

Strength of external recruitment

 Reduce internal resentment among employees of AUDI

 Possibilities of getting more potential and qualified talent will be increased
 Increase the productivity of the organization

Weakness of external recruitment

 Require huge cost and time for recruitment

 Have to train new employees
 New entrants could be risky for the organization

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M1 Assess how the functions of HRM can provide talent and
skills appropriate to fulfil business objectives.
HRM is responsible for setting a standard to recruit a new employee. Hiring and selection
process is done based on that standard. So, it is natural that if an organization hire new
employee according to their own designed standard, they will get a highly skilled employee.
And highly qualified employee always works for the organization’s betterment. HRM also
involved with maintaining a healthy environment in the workplace and sound relationship
among all employees which ultimately motivate everyone towards a common goal. And this
is how HRM functions help a business to fulfil its objectives.

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M2 Evaluate the strengths and weaknesses of different
approaches to recruitment and selection.
We already see that AUDI have two ways of recruitment and selection. And both of them
have some strength and weakness. When we talk about internal recruitment, obviously it
reduces both the cost and time. Only the company needs to do is giving promotion to an
employee based on performance and talent. In this method, the company doesn’t need to
make any arrangements for building new employee relation. In this approach, AUDI can
retain its talented asset to themselves. On the other side, it will create resentment among
employees because everyone wants a promotion. So, there is a possibility of having internal
politics. And the biggest problem is it will create a gap in the previous position to fulfil the
gap at some point we need to go to another approach which is external recruitment. In the
external recruitment approach, the company can get new and fresh talent which might
increase the productivity of the organization and reduce internal politics as well. But in
reality, this approach requires a lot of time and cost. As well as new employees need to be
trained and for them arranging employee-related activities will be necessary.

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P3 Explain the benefits of different HRM practices within an
organization for both the employer and employee.
HRM practices in AUDI

1. Selective Hiring: AUDI can select any random candidate for their company. But they
don’t do that. They go through the different hiring process and judge a candidate’s
talent and skill in a different way. And at last hire the highly qualified one among all
candidate. [ CITATION AIH20 \l 1033 ]
 Employer benefits: By hiring selected candidate employer can get a highly
qualified employee for the organization. Their talent can be used for the
organization’s workforce planning. Random selection cannot provide such
benefit
 Employee benefits: Not everyone is suitable for every organization. Because
of selective hiring people get their job according to their qualification. This is
kind of right person got the right job at the right organization.
2. Orientation program: It seems very hard for a new employee to adapt to the
organization’s environment at the beginning. So, make this more friendly to them
HRM organize some orientation program.
 Employer benefits: It helps to utilize new talent within a short period. If a
new employee takes time for adaptation, their talent and skill can’t be utilized
at the beginning which is not a good case for an organization. Orientation
helps new employees to interact faster.
 Employee benefits: Employee can get an insight into the organization’s
culture. Even they can understand their roles and responsibilities, as well as he
can also know about with whom he will communicate further. It also helps a
new employee to perform faster and effectively from the beginning.
3. Training and development program: Employees need training sometimes for
furnishing their skills or for learning something new. That’s why HRM of AUDI
organize several training and development program
 Employer benefits: Employer can be sure that their employee has enough
skills which can take the organization towards its goal. A skilful employee can
improve the productivity of the organization and reduce the operation cost,
which ultimately increases the profit of the organization.

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  Employee benefits: This program is specially designed for the employee.
They can sharpen their professional skills through these programs and can
learn something new, which will increase their field of work. If we talk about
AUDI, if the sales manager takes the training of ‘branding sector’ further he
can contribute in the branding department too.
4. Maintaining employee relation: Every employee must have a sound relationship
with each other. And keeping this relationship sound and healthy is a daily practice of
HRM.
 Employer benefits: An employer always wants his employee to work toward
a common goal. And without relationship and communication among
employees achieving a goal is quite impossible. It will also motivate all
employee to work more effectively.
 Employee benefits: Some organization can not work without communication.
Like- AUDI can not make their product more customer friendly if the
production department doesn’t have any relation with the marketing
department. Because the marketing department collects this information. On
the other hand, employee relationship makes the work environment healthier
where everyone can enjoy their work.

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P4 Evaluate the effectiveness of different HRM practices in terms
of raising organisational profit and productivity.
The effectiveness of different HRM practices of AUDI in raising its productivity and
profit

1. Selective Hiring: AUDI does not hire employee randomly. They only hire those
who can contribute their talent and skill for achieving the organization’s objective.
A qualified employee can increase the productivity of AUDI by using their
innovative idea or skills. As well as by using this they can also increase the profit
of AUDI, which cannot be achieved by any unqualified random candidate.
Because they don’t know how to do such a task. So, selecting employee according
to their qualification and skill will increase the productivity and profit of AUDI.
2. Orientation program: This practice of AUDI helps its new employee to adapt to
the work environment or culture quickly. A new employee might take some time
to know about the organization’s culture and way of working professionally. So
they can not work smoothly and effectively from the very beginning. So, when
AUDI organize such a program it gets easier for them to understand all these.
Thus, he can contribute his qualification or talent from the beginning which will
help AUDI to increase its productivity and profit. [ CITATION Rob \l 1033 ]
3. Training and development program: Sometimes employee need to sharpen
their skills or sometimes new employee needs to learn some skills to coordinate
their work professionally with others. For both of these, AUDI organizes training
and development program. Thus, the employee can furnish their skills as well a
new employee can learn something new which they can implement in raising
AUDI’s profit and productivity.
4. Maintaining employee relation: Every employee in AUDI work for achieving
some common goal. When everyone is working towards a common goal, they
need to communicate with each other. HRM of AUDI keeps this relationship
sound and healthy so that everyone can coordinate their work smoothly and
achieving the goal became easy. [ CITATION Eve \l 1033 ]

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M3 Explore the different methods used in HRM practices,
providing specific examples to support evaluation within an
organisational context.
AUDI maintain a different kind of HRM practices like- safe and healthy workplace,
performance appraisal, orientation program, training and development program, arrange
different perks along with reward and incentives and many other things. These all are
arranged by AUDI to motivate their employee towards a common goal, make an employee
more skilful and especially, these help to retain the talent in the organization.

For example, to increase the skill of market analysis AUDI organizes some training program
regarding market analytics, which may conduct by a specialist. This will help the employee to
learn how to measure its brand value in the current market as well as it may also help the
employee to know about customer’s reaction when AUDI launch something new.

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P5 Analyse the importance of employee relations with respect to
influencing HRM decision-making.
Importance of employee relation in HRM decision making

 Increased productivity: Sound and healthy relation among employees make

everyone satisfied, which makes an employee more efficient and productive. When
everyone becomes more productive and efficient, they tend to participate in the
decision-making process. And because of the contribution from every employee, the
decision becomes more effective. As an intern I think, AUDI maintains fair
relationship among each employee, which makes them more productive in their
respective field and encourage them to participate in decision making. [ CITATION Jos \l
1033 ]
 Reduce turnover: Employee turnover ratio will be decreased If they have a good
bonding with each other. Everyone will feel energetic in the workplace which makes a
good result in the decision-making process. Employees of AUDI don’t leave the
company frequently, the reason is there is a soothing bonding among the employees
of AUDI. Which motivate themselves to remain in the same organization and work
more participate in decision making activity.
 Increase loyalty: The sound relationship among employee increase the loyalty of an
individual. Everyone tries to provide their best for achieving the organization’s goal.
All become more productivity and take part in goal setting and decision-making
activity. Every employee of AUDI works towards a common goal. And because of
their healthy relationship, they remain loyal to their work. And being loyal means
they will contribute to AUDI’s decision making process.
 Fewer conflict in the workplace: We already know that because of the strong
relationship decided to become more effective. Which is why everyone knows each
other’s move or area of work. Thus, conflict among each other’s work reduces
ultimately. So, planning and decision-making activity become easier. Employees of
AUDI make any decision with everyone’s contribution. Which is why all of them
know each other’s work which reduces the conflict in the workplace. [ CITATION
RWa \l 1033 ]

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P6 Identify the key elements of employment legislation and the
impact it has upon HRM decision-making.
Every business law has some effect on business directly or indirectly. In this part of the
assignment will discuss some important employment laws which have an impact on HRM
decision-making.

1. Health and safety act 1974: This law is prepared to ensure a healthy and safe
workplace for the employee. The organization have to make sure the safe work
environment for their employee. If AUDI can ensure such a safe environment,
their employee can give hundred per cent focus on their respective work. Means
ensuring a safe environment also increase the productivity of the employee. As
well as they will be able to contribute their creative mind in the HRM decision
making. [ CITATION leg20 \l 1033 ]
2. Sex Discrimination Act 1995/97: Both male and female are equal in the
workplace. To ensure this thought, this law was enforced. So, everyone will need
to be equally treated form the organization in every sphere, like- recruitment,
decision making, promotion etc. As an intern, I think, this law is nicely followed
by the AUDI. Both male and female get the same priority in the decision-making
process. And sometimes because of this taking decision becomes easier.
3. Equal pay act 1970: As we discussed that, the organization should treat both
male and female equally, payment also should be equal for both of them. For
ensuring this equal pay act was enforced in 1970. In case of payment and
discrimination, AUDI plays a very nice role. They never discriminate. Which is
why both of their male and female employee can work with more effectively
which means both of them will engage in HRM decision making process. And
with everyone’s support taken decision will be more dynamic.
4. National Minimum Wage 2017/18: Government determine some national
payment method which should be followed by every organization. By providing
minimum wages AUDI can retain their employment and can also motivate
themselves in the decision-making process.
5. Work and Families Act, 2006: This law was enforced to ensure the safety of the
employee’s family. Beside employee, organization have to take care of the
employee’s family too according to this law. As AUDI maintain this properly,

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employees focus doesn’t divert from the work. Thus, the employee can provide
full attention in HRM decision-making.

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M4 Evaluate the key aspects of employee relations management
and employment legislation that affect HRM decision-making in
an organisational context.
We have already seen that; employee relationship management and employment legislation
have a huge impact on HRM-decision making in AUDI. For maintaining a sound and healthy
relation they organize orientation program and some training and development program. On
the other hand, AUDI follows several rules and regulations like- sex discrimination act 1995,
equal pay act 1970, health and safety act 1974 and many other laws. These laws ensure their
safety in the workplace as well as ensure equal treatment from the organization. All of this
employee relation and legislation increase the productivity and efficiency of the employee.
Besides, these motivate an employee to provide full attention in the HRM decision-making
activity. With everyone’s contribution decided to become more effective and profitable for
the organization.

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P7 Illustrate the application of HRM practices in a work-related
context, using specific examples.
Brand Manager

AUDI

Job Description:

Position Brand Manager

Location Bristol
Salary 35000
Nature Full time
Vacancies 05

Job Specification:

 Educational Qualification: Graduate in BBA in Marketing major(any university

from the UK)
 CGPA: Minimum 3.25 out of 4
 Experience: 3years of experience required.
 Extra Requirement: Certification of Marketing Analytics, Adequate skill in
Microsoft office.

Curriculum Vitae:

Profile:

From the University of Gibraltar, I have completed my graduation in 2017 from Marketing

Higher Secondary

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Certificate Educational Background:

Exam Name Institute Passing year GPA

Bachelor of University of 2017 3.5
Business Gibraltar
Administration
(Marketing
Higher Secondary City College 2013 4.33
Certificate Manchester
Secondary School Westwood 2011 4.67
Certificate Elementary School

Training:

Enrolling a 3 months long training in Statistical Package for Social Science.

Duties and Responsibilities

1. Creating a promotional plan

2. Enriching brand image
3. Analysing brand value
4. Market research

Skills:

Language Skills: Westwood

Elementary School: English

Interview selection criteria:

 The candidate will be called for interview.

 Marking criteria is in below:

Selection Hobbs Mike Shaw Henry

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 factors
Technologica 1 2 3 2
skills
Personality 2 3 1 2
Leadership 2 2 2 1
Market analysis 1 2 1 3
quality
Team work 1 3 2 2
Total 7 12 9 10
Assessment U S P S

Rating 1= Bad 2= Good 3= Best

Assessment P= Preferable S= Suitable U= Unsuitable

Job Offer:

Mr Mike and Mr Henry, both of you obtained a satisfactory mark in the interview with
AUDI. We are delighted to inform you that both of you selected for the job. You will get a
message very soon regarding joining AUDI

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M5 Provide a rationale for the application of specific HRM
practices in a work-related context.
AUDI follows the proper and best recruitment process from the very beginning to the end.
Which ensure they can get the best employee among a lot of applicants. From the very
beginning, they describe the job details, where the job will be located, roles and
responsibilities, salary and everything. They also explain what kind of qualification they are
looking for. If that matches with any interested people only they can apply through their CV.
After matching every qualification AUDI will call them for a formal interview, where there
will be a pre-determined marking system on different criteria. Employee those who can get a
satisfactory mark only those will be selected to join in AUDI.

By going through this, AUDI can measure the qualification of an employee on different
criteria and will be able to select the best candidate for the organization.

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Conclusion
HRM is very essential for building a healthy and sound working environment in the
workplace. HRM can motivate an employee to increase their productivity and efficiency. It
motivates an employee to participate in the workforce planning and decision-making process.
HRM also help to retain talent inside the organization. Every department is somehow
dependent on the HRM department because HRM is the only department who supply human
resource to other departments.

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Reference
AIHR Digital, n.d. Human Resource Best Practices (A mini-guide to HRM). [Online]
Available at: https://www.digitalhrtech.com/human-resource-best-practices/
[Accessed 14 11 2020].
Berman, E. M., n.d. s.l.:s.n.
legislation.gov.uk, n.d. Health and Safety at Work etc. Act 1974. [Online]
Available at: https://www.legislation.gov.uk/ukpga/1974/37
[Accessed 15 11 2020].
L, S., 2020. Top 7 functions of an HRM. [Online]
Available at: https://www.olxpeople.com/blog/hrm-functions/
[Accessed 13 11 2020].
Martocchio, J. J., n.d. s.l.:s.n.
Mathis, R. L., n.d. 7th ed. s.l.:s.n.
Picincu, A., 2019. What Is the Purpose of HR Management?. [Online]
Available at: https://bizfluent.com/info-7750751-purpose-hr-management.html
[Accessed 13 11 2020].
WayneMondy, R., n.d. s.l.:s.n.

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