Audi HR practices

The Company commits to provide a workplace where all employees can work together productively and comfortably. Each individual has the right to work in a professional environment that prohibits unfair practices and encourages equal opportunity. The Company will not tolerate harassment

The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.

HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is

Dr.-Ing. h.c. F. Porsche AG, alias Porsche AG is a German automobile manufacturer specializing in high-performance sports cars, SUVs and sedans and the introduction of Boxter in 1996 created a lot of furore for the simple reason that this was the first time that the manufacture of the car would happen outside Germany and for the first time Porsche would be entering the fast growing sport-utility vehicle (SUV) market by 2002.

HR also serves organisations by handling administrative duties such as payroll, supporting workplace safety and advising line managers regarding employee relations (Mayhew, 2014).

Audi is a German car company which manufactures, design, engineers, produces, markets the luxury cars across the world. Since 1966, the Volkswagen group owns the 99.55 % ownership. The pat slogan of the company is “Truth in Engineering”.

Volkswagen is a German-based company started in 1937 and owns a range of subsidiaries including

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

The role of the HRM department basically three: human relations, organization theory and decision making. Their responsibilities could be either individual, organizational or career development. And it has four basic implementation strategies: Acquisition, Development, Compensation and Maintenance.

Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

* Recruitment: here lies the key role of an HR department. Thousands of people send in their cvs for any job and HR is responsible for shortlisting candidates.

However, due to its unique targeting strategy, it has not win compatible brand recognition among the public. Although Audi enter much earlier than BMW and Benz in the luxury car market, its marketing strategy limited increase of public brand recognition even Audi has over 100 years’ history. Besides, although its styles are highly accepted by the targeting customers, there are a growing number of people who can afford luxury cars for family use in China. Lack of vitality is limit of its further market expansion. On the contrary, its major competitor in China, BMW, has launched a series of marketing strategies to promote its high-performance, manoeuvrability, as well as stylish design to attract young people (BMW, 2009) in order to expand its market share. Therefore, although Audi has achieved success in the targeting market, it may consider further development through diversification in product line and advertising campaign.

AG, BMW stands for both performance and luxury. The company was founded in 1916 as an aircraftengine manufacturer and produced engines during World War I and World War II. It evolved into a