HR Practice, Leadership and Managing People

2 1.2 Approaches to human resource management, learning and development practice:3 1.3 People management practices that have changed andled to positive organisational outcomes, citing real examples. 4 TASK 25 2.1 Main theories on motivation, commitment and employee engagement in context to contemporary organisation.5 2.2 Importance of management practices or developed theoretical model in companies. • Human resource management is a policy strategy to effectively managing staff and the individuals who work throughout the company in order to assist the company achieve a comparative advantage.

HR Practice, Leadership
and Managing People

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
1.1 Contemporary approaches to human resource management and development................2
1.2 Approaches to human resource management, learning and development practice:.........3
1.3 People management practices that have changed and led to positive organisational
outcomes, citing real examples...............................................................................................4
TASK 2............................................................................................................................................5
2.1 Main theories on motivation, commitment and employee engagement in context to
contemporary organisation.....................................................................................................5
2.2 Importance of management practices or developed theoretical model in companies......8
2.3 Employee engagement is a positive factor in organisational health terms.......................8
TASK 3............................................................................................................................................8
3.1 Determination of factors that makes a leader...................................................................8
3.2 Evaluation of role and characteristics of effective leaders...............................................9
3.3 Relevant and suitable leadership development activities and experiences....................10
TASK 4..........................................................................................................................................10
4.1 Role of HR management and development in organisations to work effectively.........10
4.2 Need for professional and qualified HR practitioners in organisations........................11
4.3 Evaluation upon ethics and organisational culture can be influenced by HR practices. 13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is a policy strategy to effectively managing staff and the
individuals who work throughout the company in order to assist the company achieve a
comparative advantage. It can be a method or a manner for an organization to recruit and train
staff to assist the business attain its organizational goals. There are various useful HR practices
that are define as a series of universal human resource procedure which help business entity to
improve performance of operations and activities, irrespective of the kind of industry they are
working. In the current company situation, human resource management performs both the
inherent and elementary function in handling the organization's demands, execution of the
employees and workforce scheduling (Alfes and et. al., 2013). The HRM relates to the registered
business section that performs tasks such as recruiting, handling and shooting the workers or
staff. It is an essential feature conducted by the HRM that is analysed to observe the data
pertaining to each individual work. It helps the organization to decide the requirement for
employment and assess the work of the organization's existing staff. It primarily deals with
people's role within the company, maintaining that best practices will be in location at all
moments. Practices of human resources are of a strategic sort. They are an essential mechanism
of instruction that corresponds with companies marketing plan. This is essentially intended to
maximize employee productivity by collaborating on policy formulation, responding to worker
problems, recompense and compensation for staff. HR procedures are the basis that supports
how the human capital of company operates depending on the basis of services offered by
company. Leadership is defined as leading a unit of individual within an organisation developing
a clear vision, provide enough knowledge and tactics in order to accomplish that vision. Leader
are the one which guide or help other employee to do best because they map out the new
direction that will be essential to win the predefined objective of company. In this report, to
better understand the topic Rolls Royce have been selected that is a leading British Luxury auto-
mobile maker.
In this report, proper evaluation of research has been made on human resource
management and development, effective debate on theory and practices relating to commitment,
motivation and employee engagement within business firm have been discussed. In addition, role
and meaningful characteristics of leader and its development, valuable discussion of role of HR
management and their practices in overall development are defined in this report.
1

TASK 1
1.1 Contemporary approaches to human resource management and development
HRM is defined as the process of managing and controlling individual within company in
structured and meaningful manner which would cover the different section such as staffing or
hiring, managing and setting pay scale of employees, retention of individual, managing
performance, includes valuable modification in order to gain the maximum benefit and achieve
the competitive advantage (Amberg and McGaughey, 2019). HR development is a series of
deliberate and scheduled operations intended by an organisation to give its employees the
abilities they need to satisfy present and prospective work requirements. In general, HRD is an
effective procedure to increase the skills, ability, knowledge and capabilities of entire individual
working within organisation. There are various effective and meaningful approaches that help in
human resource management and development. Such as:
 Strategies HR framework approach: In this method the main elements are business
strategy, HRD practices and organisational capabilities which have the main aim to
leverage valuable practices to build critical organisation ability which further support in
order to attain the desired goals. At Rolls Royce this is consider to be an effective
framework that offer a particular tool and path to determine which would be beneficial to
leverage business firm within is essential HR practices.
 Integrative framework: This approach of human resource management and
development is related with determination of three path which support HRD practices to
provide meaningful contribution in improving and increasing performance of company
and different employees engaged in different operations. These paths are developing
organisation capabilities, improvement with employee satisfaction and shaping customer
experience.
 Human capital appraisal approach: This procedure is related with defining the crucial
stages of management of human capital which are clarification stage, assessment stage,
design stage, implementation stage and monitoring stage. These stages are mainly
focused on important area of human capital management such as recruitment retention
and retirement rewards and professional growth of quality leadership, progression
scheduling and coaching organizational framework and enablers of natural resources.
2

 PCMM approach: This is related with providing crucial aim which enable manager to
improve the ability of software within an organisation to create, motivate, organise and
hold the talented employee in order to improve their software development capability. It
mainly state that Rolls Royce by original, repeatable, established, controlled and
optimizing skill rates, increases people management exercise. Each amount of
competence includes several Key Process Areas (KPA) identifying groups of associated
job activities.
 Integrated system approach: It consider distinct HRD division to develop and maintain
human service development systems effectively. This approach considers at point of
reference and focuses on all technologies for achieving company objectives and
employee engagement.
 HRD score card approach: This method aid to provide connection between different
function and actual goals and objective of company. In Rolls Royce manager uses
scorecard to evaluate the different HR functions affectivity and efficiency while
producing employee behavioural that support to attain the company strategies goals
(Armstrong and Taylor, 2014).
1.2 Approaches to human resource management, learning and development practice:
Following are key approaches of HR Management, development practices and learning,
as follows:
For successful and stable organisations: This approach begins with inside
organisational information which is evaluated and applied by expert planners' group at upper
level within entity. HRM determines strategical objectives based on company's previous
performance and succession of such objectives thoroughly the company' hierarchy. Target
achievement reporting goes straight back to the preceding professionals via hierarchy. HR should
concentrate on maintaining a culture of centralized command, hierarchy, and conformity when
applying this type of organizational planning. Skill requirements typically involve technical
specialists (often with economic backgrounds) who set objectives and direction with the
execution-focused mass of staff. This approach applies learnings and development practices to
attain target of stable and successful business organisation.
For portfolio diversification organizations: The second approach begins with external
information and data obtained from outside and then converted into objectives and policies
3

across the organization. This approach often focuses on industry analysis applying Porter's Five
Forces scenario. As in first approach, the implementation of policy is carried out by a relatively
small strategic planners' group, who pass through organisational structure their objectives and
proposals for strategy design and implementation. Strategy planners prefer to always have
powerful records in the assessment of economics. They ascertain which company setup will
include the commercial portfolio together with the outsourced or in-sourced company operations.
Under this approach learning and practices concerned with development comprises need of
modification in existing business portfolio while emphasising on diversifications (Banfield, Kay
and Royles, 2018).
For entrepreneurial organisations making expansion in key capacities: The third one
approach starts with an internal capability assessment that provides the baseline for competitive
advantage. Strategic skills are decided by huge numbers of staff being dynamically involved.
The culture is participating and innovative. There is widespread sharing and discussion of
internal data or information. Individuals are employed and formulated to make contribution in
existing and coming organizational efficiencies. Leadership body supports activities of initiating
ideas. HRM emphasizes on teamwork and cooperation instead of hierarchical administration.
Such approach assist in strategic and business planning for finding essential variables in
entrepreneurial organisations that develop on current basic capabilities and resource as it
explores developing potentials of new capabilities. Using learning and organisation's
development approaches HRM, explores new capabilities with aims to make expansion.
For organisations in fast moving ecosystems: The fourth approach to HRM planning
and management is also dynamic and extremely productive, but the point of departure for
discussion is really the specification of external ecosystem instead of concentrating on inner
capacities. The culture is concentrated on the outside, vibrant and extremely engaging. Huge
numbers of staff continuously monitor and review external data in order to build the internal
capacities needed. As individuals throughout the organization prioritize, exchange and analyse
external information, the eradication of diagonal silos is a necessity.
1.3 People management practices that have changed and led to positive organisational outcomes,
citing real examples.
In business world the main focus of company is on managing and controlling entire
workforce so that the maximum benefit can be achieved to them and they are able to maintain a
4

good global image in competitive world. There have been number of people management
practices that have been adopted by large number of companies that lead to development and
growth of company. These are explained below:
Recruitment and selection: These practices are related with hiring the best person for
the desired job within company. It is one of the most important practice that help to recruit and
select the ideal employee to respective position which result in maximum benefit in upcoming
time. The process of recruitment and selection have transformed form year, specific research
provide crucial evidence that in nowadays companies are focused on improved way to hire
employee and select for respective position (Bloom and Van Reenen, 2011). For example: In
google there is a systematic method for recruiting and selecting employee like it start with
screening of each resume, then recruiter contact appropriate candidate through phone and
describe complete process, then there is on site interview for about 45 minutes, then interviewer
tells the feedback about candidates to management team. Afterwards work of hiring committee
start in which senior manager and director use to consider potential candidate to particular job in
a specific field, then compensation commission calculate and identify the offer to be offered for
candidates that are appoints for certain job. The last round is related with final executive review
in which top manager check the employment offer before employing a candidate in last an offer
letter is given that explained the complete information related to job.
Training and Development: In recent time companies are focused to provide continuous
learning and developing program that makes employee more efficient and effective to attain the
desired results. Management use to provide constant training, tuition reimbursement option
which help employees to react in tough situation in appropriate manner. In recent time the
concept of training has been upgraded such as in Tesco, management uses Hands-on-training
method that enables an employee to get their hand on what they are learning as soon as possible.
It is one of the quickest method as it increases knowledge to deal with different problems arising
within company.
5

TASK 2
2.1 Main theories on motivation, commitment and employee engagement in context to
contemporary organisation.
Motivation implies to an impulsive variable which enforces actions and determines
behaviour. It promotes individuals within an organisation to bring new actions with aim to
accomplish objectives, execute actions for fulfilment of organisation's expectations.
Knowing what factors or actions motivates officials and employees at work assures that
organisation's employees not only have knowledge, ability and different skills but also they are
dedicated to attain an advanced standard in their operations. It also consists of:
Intrinsic Reward: Satisfaction being received during the process of accomplishing tasks.
External Reward: Generally honoured by another person.
Following are the theories of motivation, commitment and employee engagement in context to
contemporary organisation, as discussed below:
Maslow: This theory represented as hierarchical tingle. It exhibits how core needs are
required to be met before addressing more complex needs (Bratton and Gold, 2017). For
example in Tesco, this theory is useful to provide motivation to customer so that they put
maximum effort to attain the predefined results. Such motivation theory is basically classified as
5 aspects:
 Physiological needs – These mainly includes thirst, sleep and hunger.
 Safety needs – These confines danger protection, freedom from pain and security.
 Social needs – These sometimes also implies as love needs like social engagement,
friendship, group membership, exchange of love,.
6

 Esteem needs – These include esteem of others and self-respect. For instance, tendency
for achievement and self-confidence, and appreciation or recognition.
 Self-actualization – This is majorly concerned with tendency to realize and develop full
potential develop.
Alderfer's ERG Theory: Alderfer’s ERG Theory is simply an extension of Maslow’s
model of needs, in these instead of five needs, only three needs are specified combining all such
five needs.
 Existence Needs: The Existence Needs encompasses all of those requirements that
pertain to living beings ' physical and safety issues and are therefore a precondition for
survival. Therefore, Maslow's behavioural and safety requirements are categorized into
one group due to their identical nature and comparable effect on an individual's
behaviour.
 Relatedness Needs: The need to contribute to social requirements by which a person
aims to create interactions with those he cares for. These demands encompass the social
requirements of the Maslow's and some of the requirements of esteem obtained from the
partnership with others.
 Growth Needs: The development needs encompass self-actualization requirements of
Maslow and element of the requirements of esteem that are external to the person,
including a sense of being special, development of staff, etc. Therefore, expansion
requirements are those desires that affect a person to discover in the current setting their
highest potential.
7

McGregor's Theory X and Theory Y: These Theory X and Theory Y were initially
formed by McGregor and they proposed two styles: Authoritarian (Theory X) and Participative
(Theory Y). Following are the explanation about both these theories:
Theory X
Executives of theory X generally take a fatalistic perspective of their individuals,
assuming they are obviously unmotivated and detest work. As a consequence, they believe that
group members have to be continuously encouraged, rewarded, or penalized to ensure they finish
their duties. Working in such organisations could be repeated, and individuals are sometimes
driven by a "carrot and stick" strategy. Productivity and remuneration assessments are generally
based on concrete outcomes, like sales statistics or product production, which are used to
monitor and "Keep tabs" on employees. This style implies that:
 Employees do not like their job.
 Elite accountability and need steady guidance.
 The job must be regulated, compelled and endangered.
 Need to be monitored at each step.
 Have no motivation to work or desire and therefore must be lured to attain
objectives by incentives.
Theory Y
Theory Y executives have their person's optimistic, favourable view, using a
decentralized, participatory style of leadership. This promotes a connection between executives
and their teammates that is more cooperative, trust-based.
2.2 Importance of management practices or developed theoretical model in companies.
Management practices facilitates a customised effective framework for preparation and
implementation of most appropriate strategies. Companies adopts different approaches for
selecting effective management practices, as such practices provides help in resolving different
problems. Managerial personnel’s are responsible for choosing and applying managerial
practices. Organisation's generally determines profitability as its final objective so these practices
are more focused on achieving a profitability level. Practices may be universal but ultimate
objective of these all managerial practices is to attain company's objectives. A modification in
already adopted managerial practices could be done by if any requirement of such modification
arise. Practices also facilitates adaption or developing theoretical models which defines
8

organisation's internal and external operational structure. As in Tesco, an retail market chain of
UK, managerial personnels determines managerial practices and applies them in developing and
adopting theoretical models and other internal policies with aim to achieve profitability targets.
2.3 Employee engagement is a positive factor in organisational health terms.
Employee engagement is one of the greatest factor that support a business firm to
accomplish goals in meaningful manner (Wiegmann and Shappell, 2017). It is defined as the
valid and valuable connection between employee and company so that work can be completed as
per the important information provided by the upper level management. It is considering to be
the actual level of dedication and enthusiasm a worker feels towards the particular job they are
engaged within company. In a workplace its is one of the effective approach that results in better
working environment for every employee of business firm to put their best effort and be more
committed towards attainment of company gaols and values, be motivated to contribute for
organisational success with an enhance sense of their own well-being. Therefore employee
engagement is one of the most important and a positive factors that support and improve
organisation performance across a number of functional areas like profitability, productivity,
innovation, safety and healthy, turnover and well-being and most vital customer satisfaction
(Real example of employee engagement, 2019). There are number of real life example related
with positive impact of employee engagement in different companies that are as follows:
 Google- Transparency: The idea of creating transparency in culture is one of the best
method to engage employee in number of business operation that are beneficial for
company. In Google manager use to break the barriers, promote creative thinking and
collaboration which makes employee to feel empowered by transparency. It is very clear
that employee wants to be engaged in something that is transparent and nothing is hidden
so they can experience honest and reliable perspective that can be either and good or bad.
 Virgin- Listening: This company have a significant habit that is related with listening to
their workforce that shows that they value their employee. Management use to listen to
their employee in order to obtain different opinion and idea of getting something new and
innovative in company. This approach of Virgin helps to get maximum employee
engagement as they are listened to, wants to act, put their best efforts as they feel
important and valued.
9

 Hyatt- Employee Development: The respective hotel group is known for its high
employee turnover as they are more focused on employee promoting and developing that
support in attainment of predefined goals. Management is also focused on developing the
way to empower employee so that they can communication in better manner with other
associate and visitors, able to provide meaningful solution to problem and making each
and every guest feel special.
TASK 3
3.1 Determination of factors that makes a leader.
In business world, an individual that have a unique personality to influence, guide or lead
other and most importantly impacting behaviour of other to perform a certain task or work to
maximise results makes person or individual a good leader (Brunstein, 2016). It is observed that
leadership is not related to the seniority or respective position in the hierarchy of particular
company, not related to management or relates to personal attributes. In general, it has been
stated that leader is not born they are made, such as in on organisation upper management use to
analyse the performance of employees on regular basis and from a group of member they use to
appoint a leader those have the skills and ability to lead and influence other. There are some
meaningful characteristics of a good leader which aid to create skills and assist Rolls Royce to
cultivate leaders. These features are:
1. Strategic Thinking: Good leader are considering to be leadership abilities and sense of
direction to be an efficient leader. They are known and remain focused about where an
organisation is headed and dedicated to its long-term achievement and everybody
engaged's success. Leader majorly correspond their operations with a clear objective and
purpose and make financial choices based on scientific information and evidence-based
practices. They comprehend an firm's culture and statistics and internal influences like
politics, economics, law, community, society and their potential effect on the
organisation.
2. Communication Skills: Leader must be good listener, speaker as well as good writer
also so that they are able to have good and effective communication and be genuine and
honest at every level of company. Leader in respective company are responsible to
10

communicate exact mission, vision, goals and primarily share crucial information to
execute different operation in profitable manner so that goals can be attained.
3. Collaborative Style: Strong leaders of Rolls Royce are developing and maintaining
powerful relationship based on collaboration, ethical behaviour, consideration for variety
and dedication to all individuals' achievement. To pursue administrative goals leader
depend on interactions which makes easier for them to handle conflict and bring valuable
changes, they also build and use networks and partnerships which support to higher
success in competitive world (Buller and McEvoy, 2012).
4. Professional Standards: In companies effective leader use to preserve broad ethical
business principle and standard at each level so that ethical behaviour can be maintained
and there can be continuous growth. Valuable leader are imaginative and rely or promote
ongoing development in themselves and others that is crucial to deal with upcoming
challenges. Maybe most essential is the bravery to take risks, make hard choices and
accept responsibility for their actions and different group member.
3.2 Evaluation of role and characteristics of effective leaders.
In present time, it is very essential for company to have effective leadership that help in
number of ways such as retain employee, satisfy customer, improve productivity and
performance and communicate important message at various level of company (Harrison and
Lock, 2017). There are some major characteristics that are needed to be hold by an individual to
become more effective leader.
A good influencer: Influencing other people in order to achieve the thinks get
accomplished and giving the right path to improve their skills and belongingness. Leader
positively influence other in ways and guide them to put maximum efforts so that easily goals
can be achieved on desired time.
Motivate and support other: It is essential to have a modified team member within
company so that they can attain the success in competitive world. Leader use to motive entire
team and share the important piece of information which enables other team member to see the
bigger picture of company in upcoming time.
Credibility: It is essential for leader to be credible with the other team member they are
leading which means that promise made by leader must be fulfilled by them on accurate time
11

which makes other team member highly satisfied and attached towards allotted work (Jiang and
et. al., 2012).
Have right priorities: The main characteristics of leader is to have a good understanding
of private priorities so they are able to maintain each aspect of live in a balanced position.
Leaders are required to realise the value of scope of personal boundaries and providing family as
much focus and attention as their professional lives.
Role of leadership in organisation: Leadership is key quality which shall be required in
individuals working within an organisation. Leadership plays a vital role in success and survival
of the an business organisation, the key roles of leaderships are as follows:
 A leader assist the company in developing the good quality team which may be work for
the benefits of the company and such team may held responsible for the task assign to
such team member.
 A leader should have a sense how other feels, this help the company in providing best
communicator in case of any dispute with working staff and its employees. This helps the
leader to carefully understand the issues of such people and accordingly react to resolve
such dispute.
 A leader plays good role within an organisation to communicate the the various business
related aspects between company and employees (Kehoe and Wright, 2013).
3.3 Relevant and suitable leadership development activities and experiences.
In present time, every company wants to be at the top of the corporate ladder which
require professional and personal growth of leader. Leader are not grown magically, because it
requires dedication, commitment and ongoing leader skills are the main aspect of any leadership
position. Leadership plays a significant role in both the company and many other community
organisations. Different operations are connected with company advantages, including enhanced
productivity and efficiency. Leadership actions are useful on the way towards becoming an
efficient leader, as well as building trust in management teams. Leadership can be an efficient
way for people to exercise and enhance their abilities in management and team building. The
management activity framework is crucial. It is essential for the respondents to be able to
connect the exercise to the work environment. There are number of activities that have been
implemented by Rolls Royce in order to develop effective leader these activities are:
12

 Workshop to deal with Resistance: In companies, management faces the biggest
problem to deal with resistance. Thus, it is important to deal with these challenges in
appropriate manner so that leader can work to remove the serious blockades and make
workplace better to attain the desired goals.
 Simulation on implementing changes: In resent time, it is observed that change is a
certainty for any company. This is because it assists company in professional
development and growth and make a better environment to remain at top in competitive
environment. Leader are required to have sufficient knowledge and understanding to
implement change in best effective manner without making unnecessary movement
(Luthans and Doh, 2012).
 Be creative: Nowadays, creativity have been lost in the business world. Good leader is
effective thinker and are able to create something new with organisation to deal with
upcoming challenges. Management of Roll Royce engage various workshops that mainly
centring on expanding this particular skill which is a fantastic leadership improvement
activity that assist to open the door to new formulation to old situation.
 Employee Rewards: It is observed that to be an impressive leader the best is to know the
strength of employees and other team member. They must know the reward to be given to
each member in order to make them satisfy so they put more effort to reach desired
targets. Leader must be knowledgable enough to identify the strength of worker that is
not an easy task as different member have separate strength so they wants separate
rewards for their performance. Leader are required to develop best and appropriate
employee employee rewards policy which makes entire team satisfy that directly improve
their performance.
TASK 4
4.1 Role of HR management and development in organisations to work effectively.
In business world, there are various function that are needed to be focused on ensuring
compliance considering employment law that aid to maintain employment level. HRM is related
with acquiring valuable services of individuals, creating their skills, motivating employee at the
highest level in order to make sure that they are able to put entire effort and commitment which
13

support to accomplish organisation goals and objective (Noe and et. al., 2017). There are some
major roles that are played by HRM of Rolls Royce are discussed below:
 Selection and recruitment: The process related with screening, selecting and captivating
professional and skilled individual as per the requirement of specific job. The process of
recruitment starts with proper staffing of plan and must grade the number of worker
which are required to meet the needs of companies. The recruitment and choice method is
very crucial for each organisation as it lowers the expenses of errors such as the
involvement of ineffectual, demotivated and under-qualified staff.
 Maintaining good working condition: It is the human resource management's duty to
have the worker with excellent working and living circumstances so they can like the
office and the job climate. A scheme of economic and non-financial advantages should be
developed for employees by HR manager of Rolls Royce. Employee welfare may be
another idea that HR group should maintain because health of employees encourages
work fulfilment.
 Orientation: Employee orientation or training program must include the firm's aims and
goals as well as how the staff can assist accomplish the firm's long-term and short-term
goals. The program should assist the worker understand his allocated responsibilities and
his accurate job description, work role and position relationship to the other roles in the
organisation. It provides the worker with clarification to hold an effective part in the
organisation (Purce, 2014).
 Managing employee relation: Employee relationships are a very wide notion and
consider to be the key tasks of human resource management's. It also enables promote
healthy relationships between employees. They are capable of influencing habits and
working inputs. Management should coordinate operations that will assist in the private
and professional knowledge of an worker. Well-planned relationships between the
worker and the workplace will encourage a good and stable relationship that is the core to
success for Rolls Royce.
In an organisation it is observed that HR manager and other line manager must work
together because they all are working with the common motive to attain the established goals and
objective. It help HR management to put more efforts and time which will be beneficial to
14

improve the overall performance of company by considering various crucial aspect like
department staffing, workforce strategy and most important conflicts resolution.
4.2 Need for professional and qualified HR practitioners in organisations.
In present time, with the raising of competition with industry each and every company
need professional and skilled employee and specially higher grade manager in order to maintain
a good working environment or managing and controlling different business operation in most
desirable manner so that goals can be achieved (Renwick, Redman and Maguire, 2013). HR
professionals' positions differ extensively depending on how generalist or expert they were at the
stage where they serve the organization's requirements, the framework through which they
operate as well as their own capacities. There are few crucial aspects which leads to need for
professional and qualified HR practitioners, as follows:
As Business Partner: HR practitioners act as business partner within a business
organisation as they share accountability for the company's achievement with their line
managerial personnels or peers and are engaged in the implementation of corporate strategy and
operations management.
In Rolls Royce branches or divisions, they are very often “integrated or embedded”. They
have all the ability to recognize business possibilities, see the wide image and comprehend how
their function can help accomplish the corporation goals of the respective company. They predict
demands, they behave fluently and that they are vigilant. HR practitioners are working very
closely to their line managerial personnels as company partners.
As Strategy Formulators: Business practitioners have significant role in formulating
and implementing along with other managerial personnel’s potential HR strategies which are
closely related with Rolls Royce objectives and interconnected with each other. They contribute
in effective development and formulation of strategies within company. For accomplish it they
adopt approach of ‘outside-in’ in which beginning level or point is business and also focuses on
competitor, trade issues and customer. Thereafter HR strategy move towards challenges to find
out actual solutions and adding values. They are conscious of the corporate policies and the
company's possibilities and risks. They operate with their line worker’s peers and provide
ongoing assistance to the execution of the Rolls Royce, work or division's commercial or Rolls
Royce strategy on even a regular basis (Vaiman, Scullion and Collings, 2012).
15

As Strategic Contributor: HR practitioners require proactive identification of problems
that can be resolved through significant or comparatively minor HR projects. Instances of the
kinds of issues that might have to be addressed are bad performance or efficiency, bad quality,
insufficient customer satisfaction, employment and placement failures, competence failures, bad
retention (high labour's turnover), elevated absences, heavy incident levels, occupational safety
problems and far too many conflicts or grievances. They have capacity of evaluating the
positives and negatives of the company and identifying the issues affecting the company and
their consequences for human resources.
4.3 Evaluation upon ethics and organisational culture can be influenced by HR practices.
Culture is indeed a wide set of convictions and values, mostly without genuine
consciousness, that impact conduct (Leadership Development activities, 2019). Whereas HR
Practitioners are challenged to comply with the law and enforce excellent strategies regardless of
where company is situated, native culture and also a company culture can generate particular
difficulties for even a human resource unit. Following points describes how ethics and
organisational culture can be influenced by different HR practices:
Hiring Decisions: Following Ethics and organisation culture seriously affects company's
operations in run whereas HR practices are more focused on short term organisational benefits
which may affect company's values. In organisations hiring decisions are taken on the basis of
policies. Such policies are framed on the basis of culture and ethics of company but sometimes
HR Practices assess the current requirement and derives improvement in hiring decisions. Since
companies follows ethics and organisational culture so it is quite obvious that conflicts would
arise and influenced by HR Practices.
Employee Relationships: HR practices could heavily influence personal and social
styles based on culture and ethics. Touching anyone during discussion or speaking in an
communicative or affectionate manner is deemed rude in certain regions of the globe; in other
fields this conduct is anticipated and appreciated. Comparably, interactions can be affected by
HR Practices. Some companies, while others are extremely formal, retain a casual, fun-loving
atmosphere. Policy changes may need to be made by HR agencies depends entirely on company
norms. In Rolls Royce, there is an effective network or relationship among employees which
support to complete work in more meaningful manner. Such as in case if there is any problem
16

faced by customer with company product than employee use to coordinate with each other in
desirable manner so that problem can be resolved at time.
Discrimination: Discrimination against castes, minorities, like people with disabilities,
females and black people, may present corporate issues. These obstacles might include law suits,
quick turnover as well as an atmosphere of hostile and awkward job. Companies with a men-
dominated culture and with little racial minority experience might need extra HR measures to
avoid discrimination. If the company is situated in a region with a history of racism or regards
discrimination as just a cultural norm, comprehensive counter-discrimination education may be
required for HR.
Communication: Companies generally set up own ethics and cultural for effective
communication structure, and HR practices can affect such communication structure. If
communication seems to be unclear or in company employees have hesitation in reporting
different issues or problems, issues may intensify rapidly beyond the control (Wright, 2018).
Department of HR require to build a common and clear communication channel and policies
which promote workers and employees officials to make proper communicate with HR and
Management. Such as in Rolls Royce, marketing team use to analyse the market condition in
order to determine the market situation and customer trends. They further communicate the
finding to production team which makes easier for them to add new features and benefits
according to the needs of customer.
CONCLUSION
It was found according to the above study that the efficient HR practice is a vital
component of the organization as they are helpful to handle all staff reasonably without
discriminatory practices of any kind. Human resource management is a method for identifying,
recruiting and selecting staff for a particular job or role and involves multiple tasks such as
recruitment and coaching and growth to assist improve the general business efficiency. The
importance of staff relationships and main components of worker laws is clarified by the effect it
has on the corporation's HRM decision making. It also plays a crucial part within company in
order to promote growth and increase performance by managing different function and activities.
It is important to determine the employee engagement in a positive factors in organisational
health terms and provide real examples of this for a range of different organisations. There are
number of significant role that have to be played by HR management such as develop policies
17

related with compensation and benefits, effective training and development, create effective
employee relation and most important select and hire the best candidate to desired position. The
major part of human resource manager is to maintain a healthy working environment within
company maintain ethics in different operation and which would definitely increase the overall
performance and profitability. A professional simply applying others ' view will no longer be
sufficient to make sure they bring real value. Workers and important stakeholders at all stages
need to see the HR practitioner's view, management and technical legitimacy. It has also been
concluded that leader have totally unique skills of leading other worker within company which
have a direct impact on the growth and development. They have to play significant role that is
related with influencing to motivate and improve their behaviour in a specific manner which will
strive willing and enthusiastically in order to accomplish the predefined objective and goals.
18

REFERENCES
Books and Journals:
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Amberg, J. J. and McGaughey, S. L., 2019. Strategic human resource management and inertia in
the corporate entrepreneurship of a multinational enterprise. The International Journal
of Human Resource Management. 30(5). pp.759-793.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018.Introduction to human resource management. Oxford
University Press.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Brunstein, I. ed., 2016. Human resource management in Western Europe (Vol. 68). Walter de
Gruyter GmbH & Co KG.
Buller, P. F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2).
pp.366-391.
Luthans, F. and Doh, J. P., 2012. International management: Culture, strategy, and behavior.
New York: McGraw-Hill.
Noe, R. A. and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Wiegmann, D. A. and Shappell, S. A., 2017. A human error approach to aviation accident
analysis: The human factors analysis and classification system. Routledge.
Online
Leadership Development activities. 2019. [Online] Available through:
<https://www.learn2.com/top-10-leadership-development-activities-for-managers>.
19

Real example of employee engagement. 2019. [Online] Available
through:<https://www.managers.org.uk/insights/news/2015/december/six-companies-
that-get-employee-engagement-and-what-they-do-right>.
20