Human Resource Management in Mercedes-Benz USA - Research Paper Example

? Human Resource Management in Mercedes-Benz USA Introduction Human Resource Management (HRM) is the method of planning as well as organizing the people in the management of an organization. The main motives of HRM are to acquire, motivate, develop and maintain the human resources for the successful performance of an organization. The objectives of HRM of an organization are to provide support for the development of the employees as well as motivate them for enhanced performance towards the accomplishment of goals of the organization. The HRM functions to manage the activities which are performed by the employees as well as to perform operative function for recruiting as well as selecting the employees for the organization (University of Mumbai, 2010). Mercedes-Benz USA is a corporation which is entitled for distributing as well as marketing its products in the United States market such as Mercedes-Benz, Maybach and smart as well as Sprinter products. In the year 2011, the company had recorded a sale of 264,460 vehicles as well as 16,577 Sprinter products. The sales for the company have observed a Y-O-Y growth rate of 17.5 percent. The company was established in the year 1965. The company has been employing more than 1500 people and it also has 356 associated dealerships that are employing 21500 people (Mercedes-Benz USA, LLC, 2012). It offered US$250 million as incentives out of which US$90 million were paid for training assistance for better training and to improve the performance of the employees (Mathis & Jackson, 2006). The company is currently ranked in the twelfth position among “100 best companies to work for in America” in the year 2012 in accordance with the Fortune Magazine. The revenue for the company in the year 2010 was $1200 million. Headquarters of the company is in Montvale, New Jersey. The discussion will emphasize on the role played by the HRM of Mercedes-Benz USA for being recognized as one of the leading companies in the automobile industry (Cable News Network, 2012). The Management of Human Resources of Mercedes-Benz HRM of a company is an essential element for the management of employees. Mercedes-Benz US is able to maintain the quality as well as innovativeness of the products. The successful performances are for the factors of significant style as well as for the perfection on the technical ground. The company also provides valuable services as well as depicts professionalism along with fulfilling the needs of the customers. Mercedes-Benz is considered as one of the top companies for the effective management of human resources. There are varied functions which are performed by the HRM of the company. The HRM is entitled with the tasks of ensuring the number of employees or staffs required for the effective performance towards the attainment of the goals of the company. The HRM ensures that the employees who are recruited are provided with proper training facilities for their enhanced performance. The activities are to be performed in accordance with the objectives. The HR department had sorted out the issues for better performance of the employees as well as managing the workforces. The HR department follows personnel as well as management practices as per the regulations and standards of the company. The HRM of the company plays an important part for retaining the brand image with regards to the quality as well as safety along with technological advancement. The HR department recruited outstanding workers for the effective performance of the company towards the attainment of the goals. Therefore, HRM is an important element for leading the company to be considered as one of the top and preferred companies. Mercedes-Benz possesses skilled employees which enable to maintain the competitiveness as along with producing innovative and superior products or services (Daimler AG, 2012). The HRM of the company have to formulate plans for developing competitiveness. The company is competitive with regards to the strategies which will help in having enhanced cost leadership as well as differentiation from the competitors. The efficient workforce provides better quality products at lowest cost. The employees are appraised as well as rewarded for their performance. The employees perform in accordance with the purpose of realizing the objective of the company. The company mainly focuses on having competitiveness with the production of different products as well as offering valuable services to the customers. The HRM has devised plans for attaining the goals of the company (Daimler AG, 2012; Sims, 2002). The HR policies which are practiced have positively influenced the attitudes of employees with regards to five dimensions which are credibility, respect, fairness, pride as well as camaraderie. Credibility The employees of Mercedes-Benz are trained in an effective manner for the successful performance towards the realization of the objectives or goals. The HR department is entitled with the task of seeking that the employees perform their activities efficiently as well as to sort out issues which are hampering their performance. Credibility depends on the acuity of trustworthiness as well as reliability along with integrity. The employees of the company have trust as well as are reliable to uphold the standards for effective performance. The HRM of the company also ensured that the employees are selected in right number as well as possess right qualification for performing activities in the long-term. The HRM ensures of maintaining a healthy relation as well as minimizing the gap in credibility for better morale value among the employees (Daimler AG, 2012; Surana, n.d.). The HRM of Mercedes-Benz is effective for maintaining a healthy connection among the employees and the managers for the successful realization of goals. The communication system of the company is effective and that the information is shared with the employees as well as easily accessible. The HR department is proficient in organization of the workforce in an effective manner. The employees are encouraged to perform their activities with the motive of realizing the goals of the company. The HRM is capable of performing the activities for the successful performance of the company (The Globe and Mail, 2012). Respect The employees of Mercedes-Benz are provided with a healthy environment to work for attaining the goals in an efficient manner. There is a positive organizational culture in the company which will enable the employees to perform their activities with respect as well as equity along with diversity. The HRM is focused to maintain a balance between equity, respect and diversity for the purpose of enhanced performance of employees. It develops a culture of creativeness as well as innovativeness among the employees, which is vital for sustainability of Mercedes-Benz. It is ascertained by the HRM that the employees are satisfied with the performance of their jobs. It also leads to better communication among the employees which encourage the employees to perform the activities enthusiastically (ACT Public Service, 2010). Mercedes-Benz’s HRM practices include certain proficient HRM policies and are responsible for bestowing appropriate training in order to offer professional progress to the employees. The performance of the employees is appreciated and is provided with a chance of making decisions with the management. The employees are cared as well as considered as the valuable asset of the company. The employees are considered as individuals as well as respected for enhanced performance of the company. The success of the company is dependent on the expertise as well as commitment of the employees. The HRM of the company has also taken steps for recruiting as well as training executives and engineers for its success in the long run (Daimler AG, 2012; The Globe and Mail, 2012). Fairness The HRM of Mercedes-Benz seeks that the employees are treated in a fair as well as honest manner. Fair as well as truthful treatment of the employees is the basic ethical element of the company. The employees are provided with appropriate information about the operations which are performed by the company. The HRM of the company follows the rules as well as the regulations for protecting the rights of the employees. It can be said that this dimension in HR practice will motivate the employees to execute all their tasks in an enhanced manner which will help in realizing the purposes of the company. The HRM develops an environment which will be acceptable by the employees (The McGraw-Hill Companies, 2011). The HRM of the company seeks that the employees are treated in a balanced manner for enhanced performance. The HRM of the company have taken steps of developing the personnel as well as providing further training for improving the effectiveness of the employees. The employees are awarded as well as promoted in accordance with their performance (Daimler AG, 2012). There is no impartiality as well as favoritism for any employee which may decline the performance of other employees. The HRM seeks that the employees are performing their activities without any discrimination. Therefore, the employees must be treated in a fair as well as honest manner for the successful performance of the company (The Globe and Mail, 2012). Pride The employees of Mercedes-Benz perform their activities in an effective manner which will signify about their eagerness for the job. The employees are proud to perform the assigned tasks in a competent way. The HRM of the company supervise that the employees are proud to be a part of the company and it signifies the commitment of the employees towards the company. The HRM assesses as well as makes diagnosis of the feeling of pride among the employees for working in the company. Pride acts as a motivation factor for the employees to perform their activities with zest. It is an asset of the company which enhances the performance of the company towards the attainment of the goals (Mischkind, 1998). The HRM of the company seeks that the employees are performing their tasks in an effective manner individually as well as in groups. The company has created LEAD system for measuring the performances as well as in efficient management of the employees. The workforces of the company are increased in accordance with the volumes of production (Daimler AG, 2012). The services as well as the products of the company are prepared keeping in consideration strict quality standards which are to be provided to the customers. The company had been recognized for its quality as well as differentiated products (The Globe and Mail, 2012). Camaraderie The employees of the company are to be encouraged to perform their activities with zest for the realization of the goals. The HRM should train the employees to perform their tasks as group activities. There should be a healthy environment for employees to perform their jobs comfortably with other employees. Meetings are organized with the notion of involving employees to sort out problems altogether. The employees are also provided with the opportunity of determining the goals of the company for the utmost involvement of the employees. It has enhanced the performance of the company towards the achievement of the goals. It is a factor which encourages the involvement of the employees for superior performance of the company. The HRM take initiatives for better relation as well as engagement of the employees (Daimler AG, 2012; Demand Media, Inc, 2012). The HRM of the company seeks that the employees are provided with a healthy environment and the management must be able to bestow a feeling of family or team while working in the company. The employees must get pleasure from working with other employees in the company (The Globe and Mail, 2012). In a particular instance, the employees of the company were provided with bonuses and those employees who were involved with the company for more than 14 years depicting their loyalties towards the organization were rewarded with US$1400. This practice by the HRM of the company would certainly enable to build camaraderie and loyalty of the employees (Cable News Network, 2012). These are the five dimensions which HRM of the company have implemented for the development of employees to perform their activities in an effective manner. These five dimensions are the factors which determine the effectiveness as well as performance of the company and are the determinant factors about the position of the company worldwide. These dimensions are the essential elements for superior performance as well as involvement of the employees. Conclusion Mercedes-Benz US is a corporation entitled with the task of distributing as well as marketing of vehicles. In accordance with the Fortune Magazine the company is ranked in the twelfth position among the “100 best companies to work for in America”. One of the important reasons for acquiring such position by the company is its HRM. The HRM has taken initiatives for providing the employees an environment which will enhance the performance of the employees. There are five dimensions which are “credibility, respect, fairness, pride as well as camaraderie” that play significant roles for determining the performance of the company. The employees are appropriately trained as well as organized for efficient performance and to attain the goals or objective of the company. The HRM is required to formulate plans and policies which will encourage the employees to perform their tasks in an efficient manner. The HR policies of the company should include all these five dimensions for enhanced performance towards the goal. These factors had helped the company in maintaining its motive of proving quality as well as differentiated products. All these will help the company to be considered as a top company along with developing a better brand image in the international market. Therefore, the HRM of the company plays a significant role for the successful performance and to develop an image worldwide. References ACT Public Service. (2010). Respect, equity and diversity framework. Retrieved from http://www.cmd.act.gov.au/__data/assets/pdf_file/0006/171870/redframework.pdf Cable News Network. (2012). 100 best companies to work for. Retrieved from http://money.cnn.com/magazines/fortune/best-companies/2012/snapshots/12.html Demand Media, Inc. (2012). How to create camaraderie in the workplace. Retrieved from http://www.ehow.com/how_2138465_camaraderie-workplace.html Daimler AG. (2012). Diamler. Annual Report 2011, pp. 2-256. Mercedes-Benz USA, LLC. (2012). About Mercedes-Benz. Retrieved from http://www.mbusa.com/mercedes/about_us/companyinfo Mischkind, L. (1998). Pride — the hidden corporate asset. Introduction, pp. 1-10. Mathis, R. L., & Jackson, J. H. (2006). Changing nature of human resource management. Chapter 1, pp. 4-657 Sims, R., R. (2002). Organizational success through effective human resources management. United States: Greenwood Publishing Group. Surana, P., P. (n.d.). Bridging the credibility gap. Retrieved from http://xa.yimg.com/kq/groups/4749922/1566763721/name/Bridging+the+Credibility+Gap.pdf The Globe and Mail. (2012). Canada’s best workplaces. Retrieved from http://v1.theglobeandmail.com/partners/free/sr/gptw_apr_19_2012/Great%20Places%20to%20Work%20April%2019.pdf The McGraw-Hill Companies. (2011). Business ethics and social responsibility. Chapter 2, pp. 30-54. University of Mumbai. (2010). Introduction to human resource management and environment. 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