Management of business
School based assessment
TOPIC: Function of the Human Resources Management at Silver Star Motors Mercedes Benz dealership.
Topic statement/Aim of project
Background of the project
Primary and Secondary source
Interpretation of results
Word limit 2500
Questionnaires (at least 15 questions)
Interview Questions (At least 6 questions)
Human Resource is tasked with offering safe work environment and ensuring the company complies with legal requirements. Silver Star Motors Mercedes Benz dealership is a family-owned dealership (Your Mercedes-Benz dealership in Long Island City, NY, 2017). The company sell and services Mercedes-Benz Passenger vehicles as well as Commercial Vans. It was started in 1952, and over the years it has expanded its operations to include (a great selection of new and used Mercedes-Benz vehicles). Silver Star Motors Mercedes Benz dealership aim is to ensure every person feels welcome (Silver Star Motors, 2017). Based on the management honesty plays an integral part in the company. It has qualified workers who ensure the clients are offered quality services. The HR is involved in the process of making sure that the company has effective workers.
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Every organization requires skilled, motivated workers to run them. Also, companies depend on employees to develop, utilize and manage their vital asset knowledge. In this case, human capital plays an important role in the organization (Lawler & Boudreau, 2015). It represents a huge part of various companies’ market valuation. Having a best talent and talent management process can create a difference for an organization and increase its competitive advantage. Currently, the business environment has greatly changed. Therefore, there are various ways that the HR function can add value to a company. Mainly, it influenced the company’s performance through performing administrative tasks. Other roles of the HR include the normal HR management role and business partner.
Lussier & Hendon (2012) state that around mid-1970s Human Resource Manager was at times selected for the job as they did not enough skills to work as an operational manager. They had less experience and were not viewed as tough bosses. They were viewed as incapable of handling real operations. Therefore, they were tasked with Human Resources operations. Mainly, the work of human resource was seen to be easier compared to other management tasks. They were tasked with maintaining organizational records on the individuals that worked for the company. However, they did not focus on the management of the company’s business processes.
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As they were only tasked with managing paper, consequently, companies selected the less qualified individuals. The HR department provided limited services to the company (Lussier & Hendon, 2012). They kept track of job applicants, also, they managed employee paperwork and filled yearly performance evaluation. The line managers were responsible for managing the individuals in the company directly. In most cases, the Human Resource was considered to be cost centers. It is a division of the company that offers no revenue or profit in the organization. Instead, it costs money for the organization to manage its functions. Initially, managers were tasked with telling employees what to do. However, currently, individuals want to be involved in the everyday running of a company. Companies also require their workers to work in a team and participate in managing the organization.
Currently, the business environment has changed, therefore, there are various ways that the HR function can add value to a company. For many years, the HR organization has added value through performing administrative tasks (Lawler & Boudreau, 2015). Other tasks include the normal HR tasks and the role of a business partner. The role of a business partner focuses on developing systems as well as practices to make sure that an organization’s human resources have the required competencies and motivation to perform efficiently. In this case, the HR participates in business issues within a company (Lawler & Boudreau, 2015). HR emphasizes the effectiveness of the human capital management practices. HR is tasked with implementing changes and assisting managers to deal with issues pertaining the workers. Furthermore, it assists a company in developing an effective strategy. It offers information concerning the company’s capabilities, talent assessment, and labor market.
Another function of the HR includes shaping and enhancing strategies by bringing human capital decision science to strategy discussions. It enables companies to operate in a manner that they enhance their financial performance and environment. Mostly, an organization’s strategy is linked to its talent. Therefore, the HR function ought to be positioner in a manner that it plays a major role in the process of formulating and implanting strategy (Lawler & Boudreau, 2015). The HR should have great skills in attracting, retaining and developing human capital among others. The HR function needs to have knowledge of the business and talent. Also, it should be skilled in organizational and work design issues to enable it to develop required organizational capabilities and influence organizational change. Based on the evidence, the HR function is starting to redefine its role so that it can enhance the value it adds. Also, the HR emphasizes on individual administration compared to talent management and business strategy.
The changing HR function is influenced by various factors. For instance, information technology plays an important role in influencing the transformation (Lawler & Boudreau, 2015). The administrative tasks that were carried out by the HR can now be handled employees and managers on a self-service basis. Currently, the HR information systems has transformed its functions. It has enhanced every administrative HR function. For instance, it has improved salary administration, job posting as well as placement. Other tasks that have been enhanced include benefit administrations.
Human Resource is involved in developing structures, competencies and customer relations. Moreover, it is involved in developing metrics, management procedures, rewards and information technology to make sure that scarce resources are optimally distributed to offer value. The HR adds value through assisting in designing the major features of a company. Lawler & Boudreau (2015) argue the future of HR function is uncertain. In case it does not change it will end up being about administrative functions that manage information technology based on HR system. However, it could influence organizational performance and business strategy.
Despite the various HR operations, it is met with various challenges. For instance, workers’ diversity, currently, companies are becoming more diverse which means that the workers need to adapt to the changes (Kaufman, 2014). Companies are required to ensure that there is no discrimination in the workplace. Workforce diversity necessitates employers to be more sensitive to the differences that every group brings to the company. The HR is required to recognize and deal with the diverse values and interests of every employee.
Silver Star Motors Mercedes Benz dealership has a skilled team that is focused on ensuring that every employee feels like a member of the company (Silver Star Motors, 2017). They make sure that the clients’ car-shopping experience is the best. Every employee is committed to customer service. The management team makes sure everything is working smoothly. Since its establishment, the company has been focused on offering its clients the best services and products. Therefore, to ensure that this is possible, the company has employed skilled and committed workers to offering their clients the best services. Their workers are required to be committed to offering the best customer service while working in a fun and exciting environment.
The research design is used to ensure that suitable research approaches are utilized. It guarantees that the goals and objectives set out during a research process are attained. It provides a plan or rather a blueprint for the study (Creswell, 2014). It helps the researcher to anticipate the effective research design to make sure that the final outcomes are valid. The particular research relied on both qualitative and quantitative research approach. The researcher focused on using a phenomenological approach to gather important information concerning Human Resources Management at Silver Star Motors Mercedes Benz dealership. The qualitative design focuses on mainly verbal data and develops meaning from the participant’s perspective. It also aims to comprehend meaning that individuals attach to day-to-day life. The design is appropriate for the particular research because the information gathered and utilized focusers on the participants’ subjective experiences on Human Resource Management at Silver Star Motors Mercedes Benz dealership. It will also help in understanding how the participants interpret the HR functions. The research design will attempt connecting primary research and secondary research. Secondary source research will offer detailed information concerning Human Resource Management.
The research targeted 100 (60 employees and 40 clients and other participants) participants that were chosen randomly. They included workers from different departments as well as the management. They included salespersons, those in the servicing department and the management. Also, they included clients and other people who have invested in the company. The workers were given questionnaires which were sent through email. They were required to send the questionnaires after answering the questions. The participants were given enough time to go through the questionnaires. After the information was collected, the researcher performed qualitative data evaluation. The process assisted the researcher to compare the results with the research questions. The participants were given information sheet concerning the research. They were also informed about their right to withdraw from participating in the research process. Also, they were informed that the information provided would be confidential. Their identity would not be disclosed to any third party. The participants were given consent forms for their participation. Other sources of information included books on Human Resource Management.
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The questionnaire was the main source of information during the entire process. The researcher used open-ended questionnaires so that to offer the participants to add more information on the topic (Creswell, 2014). They would offer information based on their understanding. One hundred questionnaires were sent through email to the participants. The participants were requested not to include their names on the questionnaire.
Presentation of data
After the research, it was evident that the company’s Human Resource Management is focused on employees’ skills. The first question concerned the placement of workers in the company. Based on the study, 80 of the participants believed that the organization places the right individual in the right job. They argued the company focuses on the workers’ skills.
Placement of workers in the company
The second question concerned the selection process within the company. Based on 60% of the participants believed that the selection of a candidate in the company is based on his/her value. 40% of the individuals believed that the selection process ought to be improved. For instance, the company employees experienced technicians.
Figure 1 Selection Process within the company
Also, 70% of the participants claimed that the organization understood the career growth of the employees. They are offered great growth opportunities. Those who perform well are rewarded. Also, the participants argued that the company values the contribution of its employees. It supports its workers and encourages them to work as a team. The employees argued that the management followed policies and practices and it is competent.
Based on the research, Silver Star Motors Mercedes Benz dealership Human Resource Management is focused on enhancing its operations by employing skilled workers. The HRM participates in business issues within the organization. The findings support an argument by Lawler & Boudreau (2015) concerning the functions of HR. Also, it emphasizes on the employees’ effectiveness. HR is tasked with implementing changes and assisting managers to deal with issues pertaining the workers (Kaufman, 2014). Furthermore, it assists a company in developing an effective strategy. The Human Resource Management at Silver Star Motors Mercedes Benz dealership offers information concerning the company’s capabilities, talent assessment and labor market (Silver Star Motors, n.d.). The employees are rewarded based on the work. For instance, Employees repairing a vehicle will be paid more per hour. It ensures they offer their clients the best services. Also, the workers are well trained and experienced in Mercedes Benz maintenance and service. They cater to their clients’ unique needs and make sure that they are offered the best services.
Human Resource is tasked with offering safe work environment and ensuring the company complies with legal requirements. Silver Star Motors Mercedes Benz dealership is a family-owned dealership. The company sell and services Mercedes-Benz Passenger vehicles as well as Commercial Vans. After the research, it was evident that the company put a lot of emphasis on their workers. They make sure they have the necessary skills required. The employees have great customer service, and they are rewarded based on their work. Most of the participants believed that the organization places the right individual in the right job. They argued the company focuses on the workers’ skills. Also, they believed the organization understands the career growth of the employees. They are offered great growth opportunities. Those who perform well are rewarded. Also, the participants argued that the company values the contribution of its employees.
Future research should focus on more workers to give a clear understanding of Human Resource in the company. Furthermore, it is important to focus on other companies to understand the Human Resource functions. More information concerning the company’s Human Resource should be included on the company’s website to offer a researcher a clear understanding of the process. It is also important to focus on other companies that deal with cars to have a clear understanding of how they operate.
Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods
approaches. Thousand Oaks, California: SAGE Publications.
Kaufman, B. E. (2014). The development of human resource management across nations: Unity
Lawler, E. E., & Boudreau, J. W. (2015). Global trends in human resource management: A
Lussier, R. N., & Hendon, J. R. (2012). Human Resource Management: Functions, Applications,
Skill Development. SAGE Publications.
Silver Star Motors. (2017). Our Team. Retrieved February 21, 2018, from
Silver Star Motors. (n.d.). Mercedes-Benz Collision Center in Long Island City, NY. Retrieved
February 20, 2018, from https://www.silverstarny.com/mercedes-benz-collision-center.
Your Mercedes-Benz dealership in Long Island City, NY. (2017). Retrieved February 20, 2018,