The Role of HRM and Organisational Development

This presentation discusses the role of HRM in organizational development and growth, with a focus on Jaguar and Land Rover. It compares different elements of HRM and their contribution to organizational performance, examines HRM strategies in response to changes in the business environment, and reviews HRM practices for recruitment and retention of employees. The presentation also evaluates challenges of retaining and recruiting appropriate employees, examines strengths and limitations of HRM in achieving business success, and investigates internal and external factors that influence HRM decisions. Finally, it discusses how external and internal factors support organizational development and provides recommendations for strengthening talent management tactics.

THE ROLE OF HRM AND
ORGANIZATIONAL
DEVELOPMENT

Table of Contents
 INTRODUCTION
 MAIN BODY
 Comparing different elements of HRM and what they contribute to organizational performance.
 Examining human resource management in response to changes to JLR and its venture environment
 Reviewing HRM practices to support recruitment & retention of employees and achievement of business objectives.
 Critically evaluate challenges or retaining and recruiting appropriate employees.
 Critically examine strengths and limitations of HRM in helping to achieve business success.
 Investigating into internal & external factors
 CONCLUSION
 REFERENCES

INTRODUCTION
 Human resource management is one of those essential and useful elements in the business world that
play significant role in the context of organizational development and growth.
 They efforts to retain individual workers, enhance their motivation and performance level, even
better than last few days or weeks, in an organization, either small or large.
 The current presentation will be based on Jaguar and Land Rover, which falls under the category of
top 10 car manufacturers in the world.
 The presentation will explain comparison between different components of HRM and their
contribution to organizational performance.
 It will also specify the HRM strategies in response to alter to firm, and also define their practices to
support retention ad recruitment as well as aim achievement.
 Furthermore, the report will also justify challenges of recruiting and retaining workers, strengths &
limitations of HRM and internal as well as external factors that influence their decisions.
 Lastly the study will clarify how each internal and external factor support organizational
development.

Comparing different elements of HRM and what they contribute to
organizational performance.

Examining human resource management strategies in response to changes to
JLR and its venture environment.
 HR department in response to modifications to chosen company and its overall business environment may effort to develop key
strategies.
 They may develop plan to recruit and hire skilled people, who are able to accomplish daily task on time in the company, which
make it productive and effective in varied terms.
 Another strategy that HRM form and implement into practical manner is training and development, which may give them chance to
build wide and strong workforce in the workplace, among which each candidates is able to support company to stand competitive
and overcome the adverse impact of external business environment factors.

Reviewing HRM practices to support recruitment & retention
of employees and achievement of business objectives.
 In order to recruit and retain talented and skilled people and achieve strategic objectives of JLR venture, human
resource management are accountable to conduct varied practices.
 The best practice that they may conduct to support recruitment is skilled analysis in the workplace, which
enable them to identify skills requirement in the work area.
 After this practice they may effort to develop strategies and plans on the basis of overall skill analysis, for
purpose of recruiting people and give them chance to reach desire outcomes.
 They may also take initiative to retain employees in the JLR, by conducting practice to fulfil their needs and
expectations.

Critically evaluate challenges of retaining and recruiting
appropriate employees.
Wide pool of employees without
right education
Trade union
requirements
Lack of understanding
about employees.

Critically examine strengths and limitations of HRM in
helping to achieve business success.
Strengths-
 Conflict resolution-
 Effective communication-
 Good listeners-
Limitations-
 Lack of support of top management-
 Inadequate information-
 Inappropriate actualization-

Investigating into internal & external factors that
influence human resource management decision-
making in the workplace.
SWOT Analysis-
 Strength-
 Weaknesses-
 Opportunities-.
 Threat-

Cont..
PESTLE analysis
 Political factor
 Economic factor-
 Social factor
 Technology factor
 Environmental factor
 Legal factor

Discussing how external and internal factors support
organizational development.
 There varied forms of factors accessible in the world that put positive impact on organizational development.
 For example, technology factor may contribute to make company productive and develop in competitive manner.
 It may enable firm to take pleasure of increasing productivity and performance level, by using different
technologies that help to develop firm even better than other brands.
 Along with above external factor, internal factors may also support JLR development such as economic factor.
 It may allow firm to hire people and then gain benefit of using their skill and effectiveness in effective manner.
 External and internal factors support allow chosen company to stand in competitive manner, which is quite
essential for its rapid and competitive growth in the corporate world.

Roadmap to success
Recommendations of steps that need to be taken for JLR.
 In order to strengthen organizational talent management tactic, human resource management can take initiative to engage
employees, which play important role to make strategy successful or even better than last few years or months.
 Another step that HRM can take to strengthen talent management strategy is top management suggestions that they can
consider to achieve set objectives and aims.
 These two steps play significant role in growth of companies and enable it to succeed in the market, which is important and
beneficial too.
 Another step to successfully strengthen talent management tactic is technology implementation that allow HR to manage
talented employees by improving their performance and increase productivity level.

Examples of how suggestions steps are appropriate and
could be applied to Jaguar & Land Rover
 The recommended steps or stages are relevant and could be applied in JLR, in term of developing appropriate plans and strategies
that in turn provide desire outcomes to management.
 They can develop plan to implement a specific technology to recruit people and train them.
 Furthermore, they may encourage individual to engage themselves in decision making that give them good feeling and valuable.
 Each step is appropriate because it in turn lead to increase business performance and help in development of company, more than
last few years or months.
 It is important for HRM to conduct each step appropriately and systematically.

CONCLUSION
 On the basis of above discussion, it has been concluded that human resource department has contributed to achieved organizational
benefits.
 It had supported to retained and recruited skilled employees in the company who have contributed to gain competitive advantages
and increased business performance even better than rivals that has been operated their ventures within similar sector.
 Furthermore, by summing up above discussion, it has been summarized that by following the relevant and beneficial suggestions,
management will take pleasure of strengthening their talent management tactic successfully an in appropriate manner.

REFERENCES
 Alzgool, M., 2019. Nexus between green HRM and green management towards
fostering green values. Management Science Letters. 9(12). pp.2073-2082.
 Keegan, A and et.al., 2018. Organizing the HRM function: Responses to paradoxes,
variety, and dynamism. Human Resource Management. 57(5). pp.1111-1126.
 Sivapragasam, P. and Raya, R. P., 2018. HRM and employee engagement link:
Mediating role of employee well-being. Global Business Review. 19(1). pp.147-161.