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Human Resource Management Assignment: Value Of Human Resource In Automobile Sector

Question

Assessment Task:You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles.

Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).

Step 2. Undertake research of the recent academic literature since 2013.
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library. You cannot use articles from your Assessment 1 presentation for Assessment 2.

Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.

Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692

Answer

Introduction
This Human Resource Management Assignment explores the rile of human resource function is extremely critical as the performance by the professional has a major impact on the organizational performance in the mechanical-oriented sector. The annotated bibliography has been designed by selecting five articles that deal with the human resource elements in the automobile setting.

The major topics that have been covered o this Human Resource Management Assignment are planning, selection and recruitment, knowledge transfer in HRM scenario, job training and job design. The key elements of the selected articles have been highlighted namely the purpose, methodology and conclusion to understand how the piece of work could be used in the dynamic automobile sector of the current era.

Kushwaha, P., Yadav, P., & Prasad, J. (2018). Impact of enterprise resource planning on human resource management in automobile sector: Statistical analysis. Journal of Statistics and Management Systems, 21(4), 601-615. DOI : 10.1080/09720510.2018.1466967

Key words – Human resource management, Enterprise resource planning, technology

The Human Resource Management Assignment article highlights how the dynamic technological context opens up new opportunities in the automobile sector to strengthen the Human Resource planning model. In the study, a total of three business concerns namely Shriram Pistons and Rings Ltd, Tata and Bosch have been evaluated with the objective to understand how the Enterprise Resource Planning (ERP) can be implemented in the HRM model of business concerns in order to strengthen the effectiveness of the business function. The quantitative research methodology was used and the main research tool that came in handy for the researchers was the questionnaire. The findings of the study show in the digitalized era, ERP can be used in the business context in order to help the HRM model enhance the consistency and the overall performance of the organizational personnel that function in the business setting.

The 21st century can be said to me the most modernized and digitalized era that has opened up new opportunities for business undertakings. This HRM Assignment highlights how the information technology has impacted the functionality and the productivity of the HR function in the dynamic market. The integration of ERP in the HR model of a firm can help firms to sustainably and productively manage the human factors that have a direct implication on the performance of the business undertaking. The statistical analysis that has been conducted shows how the elements of innovation and technology in the automobile business context can enhance the overall effectiveness of the employees. The ERP can help the firms to boost the organizational productivity as it will focus on the productivity of the employees at the individual level. The technology-based approach can make sure that the planning model helps the concern to optimally utilize the available resources and capabilities and thus ultimately value is created for the business undertaking as well as its stakeholders. Automation in the HR function in the automobile sector is a fundamental necessity for automobile businesses as it can help to strengthen the information flow, boost the level of collaboration and simplify the human resource planning model.

Azadeh, A., Nasirian, B., Salehi, V., & Kouzehchi, H. (2017). Integration of PCA and DEA for identifying and improving the impact of Six Sigma implementation on job characteristics in an automotive industry. Quality Engineering, 29(2), 273-290. DOI : 10.1080/08982112.2016.1182633

Key words – Job characteristics, Job satisfaction, Six Sigma

The Human Resource Management Assignment by A Azadeh and B Nasirian fundamentally presents an integrated approach to understand how the Sig Sigma influences the core job characteristics and job design in the automobile sector. The job design is a critical component in the automobile sector that influences the contribution and the performance of the human resource factors in the dynamic work context. The quantitative research approach was adopted by the research team and the standard questionnaire was distributed among the employees of a firm in order to capture how the introduction of the Six Sigma had impacted their job elements. The “Data Envelopment Analysis” (DEA) and “Principal Component Analysis” (PCA) have been used in the article to measure the performance of the employees in the organizational context. The experiment design was also included in the study in order to capture the most effective job aspect. As per the findings of the research study, the implementation of the Six Sigma model had a favorable impact on the job satisfaction of the employees because they were able to understand the job design and the job roles in a better and simplified way.

The fundamental objective of the “Six Sigma” model is to improve the quality of the job that is carried out in the organizational context. In the automobile organizational setting, the improvement in the work processes and job model has a direct impact on the performance of the organization. So after designing the core elements of the job I the automobile sector, it is also important to take into consideration other aspects such as the job satisfaction and job security so that the employees will be at sync with the job that they are supposed to perform in the dynamic business context. The Six Sigma model can mold the work design as it focuses on simple workflow, top-class service, accountability and responsibility, customer-oriented job and motivated workforce. The implementation of Six Sigma can create value for a business concern that functions in the automobile sector as it can help the employees to understand the exact elements of the job and thus focus on improving the main job characteristics in the process.

Wood, G., Dibben, P., & Meira, J. (2016). Knowledge transfer within strategic partnerships: the case of HRM in the Brazilian motor industry supply chain. The International Journal of Human Resource Management, 27(20), 2398-2414. DOI : 10.1080/09585192.2016.1221841

Key words – Human resource management, Knowledge transfer

The Human Resource Management Assignment by Geoffrey Wood and Pauline Dibben investigates how the knowledge transfer in the Human Resource Management context can create value in the automobile business setting. In order to conduct the research study, the case-study model has been implemented to illustrate how the knowledge transfer contributes to the human resource management in the dynamic market context. A broad range of literature have been referred on human resource management concept and the knowledge transfer model in order to understand how the effectiveness of the human resource factors can be enhanced in the current era by transferring knowledge. The findings of the study show that the knowledge transfer in the automobile industry is of high value as it has got a direct implication on the human resource practices and human resource policies.

In every organizational context, the knowledge transfer is an important process in the HRM function as it makes sure that all the internal drivers in the organizational context are on the same page and they can create value for the business entity. This approach makes sure that a uniform set of practices are adopted in the automobile organizational context that positively influences the performance of the undertaking. As per the article, both the strategic partnerships and the knowledge transfer play a key role to retain the best talent in the organizational context and these elements also help to improve the performance of the employees. In the automobile sector, the role of the human resource function is extremely important to create value for the organization and the customers. The transfer of knowledge makes sure that the best possible value is created for the customers and the employees also get the opportunity to learn and unlearn depending on the specific organizational requirement. In the competitive automobile context, the knowledge transfer is of critical significance as it can help the employees to act as the core assets of the automobile firm.

Guerci, M., Montanari, F., Scapolan, A., & Epifanio, A. (2016). Green and nongreen recruitment practices for attracting job applicants: exploring independent and interactive effects. The International Journal of Human Resource Management, 27(2), 129-150. DOI: 10.1080/09585192.2015.1062040

Key words – Recruitment practices, attracting applicants

One of the most important activities that are carried out by the human resource function in an organization is recruiting and selecting the right set of employees who can create value for the business entity. The study is based in Italy and it mainly focuses on the green recruiting methods that are implemented in the current times by business entities from different industries including the automobile sector. The study fundamentally makes the comparison of the effect on attracting the potential applicants of 2 green recruitment approaches. It even examines the substitute effect relating on attracting the potential candidates between the 2 green recruitment approaches. The main elements that have been taken into consideration in the study include the reputation of the business undertaking and the level of information that is made available on the company website. The findings of the research study indicate that the information that is present in the recruitment site does not have any major impact on the recruitment process that is carried out by the business undertaking. Similarly, the findings of the study also do not confirm the substitution effect between the green recruitment approaches. The study basically extends the level of knowledge relating to green recruitment and its impact on the human resource practices.

In the current times, automobile businesses are trying to implement unique recruitment and selection strategic models in order to attract the most competent and productive human factors that are available in the labor market. The study that has been selected throes light on the green and the nongreen recruitment models that are gaining popularity in different industrial settings in order to capture the attention of the potential applicants. The survival and sustainability of an automobile business undertaking depends on the service that is delivered by the employees. Thus the selection and recruitment of the right set of employees is of paramount importance in the industrial context as it can make or break the business undertaking.

Brinia, V., & Pefanis, K. (2013). The business training in the automotive industry in Greece: the example of Opel. Industrial and Commercial Training, 45(4), 209-217. DOI: 10.1108/00197851311323493

Key words – Employee training, business goals, technological development

The Human Resource Management Assignment by Vasiliki Brinia has been designed to examine the views of the employees that work in GM Hellas, the subsidiary of the reputed Opel automobile relating to the training needs. The main kinds of training aspects that have been investigated here are the principles relating to adult education and the principles relating to the organizational goals. The quantitative research technique was used and the questionnaire was used as the main tool to capture the primary data. A total of 114 employees were selected as the sample on which the research outcome was based. The research study is of critical significance as during the time, Greece was severely affected by therecession which had adversely affected the consumer demand relating to automobiles and cars. The findings of the study reveal that the training scenario in the organizational setting is very healthy and the employees seem to be content with the training that is provided to them in the firm. The firm focuses on not only educating the employees about the new aspects of the business but it also provides ample training opportunities to the employees so that they can play an active role to help the automobile firm reach the organizational goals.

The Human Resource Management Assignment is of critical importance as it highlights how the training needs of the employees need to be met by the employer in the automobile sector so that they can be satisfied in the firm and their performance can be boosted in the process. The automobile setting is highly dynamic in nature as it is influenced by various micro and macro factors that exist in the market. For an automobile employer, it is really necessary to keep a tab on the skills, knowledge and expertise of the employees so that they can actively participate in the firm and carry out the assigned functions. The training model needs to be carefully designed keeping in mind the basic needs of the organizational personnel so that they can be at par with the other professionals that operate in the automobile sector. In the technology-driven era, the training is a major factor that can help the firm and its employees to grow and sustain in the competitive automobile sector.

Conclusion
The articles that have been covered here highlight some of the most crucial elements of the human resource function in the automobile sector that need to be taken into consideration by the employers. The selected topics have a direct implication on the effectiveness and the performance of the automobile business undertakings. The evaluation of the Human Resource Management Assignment articles has helped to understand that the robust human resource planning and fundaments that drive successful operation.

References
Azadeh, A., Nasirian, B., Salehi, V., & Kouzehchi, H. (2017). Integration of PCA and DEA for identifying and improving the impact of Six Sigma implementation on job characteristics in an automotive industry. Quality Engineering, 29(2), 273-290. DOI : 10.1080/08982112.2016.1182633

Brinia, V., & Pefanis, K. (2013). The business training in the automotive industry in Greece: the example of Opel. Industrial and Commercial Training, 45(4), 209-217. DOI: 10.1108/00197851311323493

Guerci, M., Montanari, F., Scapolan, A., & Epifanio, A. (2016). Green and nongreen recruitment practices for attracting job applicants: exploring independent and interactive effects. The International Journal of Human Resource Management, 27(2), 129-150. DOI: 10.1080/09585192.2015.1062040

Kushwaha, P., Yadav, P., & Prasad, J. (2018). Impact of enterprise resource planning on human resource management in automobile sector: Statistical analysis. Journal of Statistics and Management Systems, 21(4), 601-615. DOI : 10.1080/09720510.2018.1466967

Wood, G., Dibben, P., & Meira, J. (2016). Knowledge transfer within strategic partnerships: the case of HRM in the Brazilian motor industry supply chain. The International Journal of Human Resource Management, 27(20), 2398-2414. DOI : 10.1080/09585192.2016.1221841

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