The Role of HRM and Organisational Development

This presentation discusses the role of HRM in organisational development, including strategic HRM, recruiting and retaining employees, strengths and weaknesses of HRM, and internal and external factors that influence HRM decisions in the workplace. It also highlights the importance of employee development, advocacy, and compliance, as well as the impact of technology, organisational culture, and economic conditions on HRM decisions. The presentation concludes with a road map for HRM and references to relevant studies.

PART 1- THE ROLE
OF HRM AND
ORGANISATIONAL
DEVELOPMENT

Table of Content


Introduction


A comparison of the different HRM areas and their contribution to organisational performance


An examination of strategic HRM in relation to the changing effects on organisations as well as its business environment


Critically evaluating the role of recruiting and retaining appropriate employees from the available labour markets


Evaluating the strengths as well as weaknesses of HRM in terms of its contribution to business success


Analysing internal and external factors that influence HRM decisions in the workplace.


Evaluating internal and external factors as well as how they support organisational development


Conclusion


References

Introduction
◦ Human resource Management refers to a process that
helps company to employ individual, train them,
compensate them, develop policies for them as well as
develop strategies in order to retain them in effective
manner.
◦ It also known as effective management of people within
an organisation.

A comparison of the different HRM areas and their
contribution to organisational performance
Human resource management is an effective department of the
company that helps them to deal various issues of the company that
includes performance management, compensation, safety, wellness,
organisation development, employee motivation, benefits as well as
training.
◦ Recruiting and On-boarding New employees
◦ Organisational Structure

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Human Resource Management, 2022

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◦ Performance management- This describes that it is important for HR manager to review the
performance their employees in order to make sure that they are performing well in their assigned duty as
well as provide proper training and tools so, they perform their task properly.
◦ Employees Compensation and benefits- This describes that the employees of Nissan Motor corporation
received proper compensation and benefits so, they perform their task in better manner as well as
company to achieve their goals and objective on time.
◦ Training and Development- This makes company to provide proper training and development to their
new as well as existing employees in order to help them to increase their skills and understand the task
and role properly for performing their task in effective manner.

To be continued…
◦ Employee and labour relations- This describes that maintaining employee relations is a complex area
for the HR manager because it is bounded by the various laws related to employment.
◦ Safe and healthy working environment- This refers to an most human resource area which makes HR
manager to use effective strategy that helps in making the safest and healthy working environment in
order to make employees to perform effectively as well as maintain their health in effective manner.
◦ Employee satisfaction- This describes that if the employees is more satisfied with its current working
condition in the organisation them, they are ready to give their best efforts in their performance.

An examination of strategic HRM in relation to the changing effects
on organisations as well as its business environment
◦ Strategic HRM refers to an approach that help
company to hired, managed as well as developed
employees effectively in order to support their long-
term goals in effective manner.
◦ The main purpose of strategic HRM is to link the
human resource function with strategic objectives of
company in order to improve their performance.

Critically evaluating the role of recruiting and retaining
appropriate employees from the available labour markets.
◦ Recruitment and retention of employees are important
function of human resource management for every
organisation in order to gain their growth and success
effectively.
◦ Recruitment makes company to find most suitable and
right candidates for the right job in order to help them to
make their business operation run smoothly.

To be continued….
◦ The labour market that describes the demand and supply of labour in which employer provides the
demand and employees provide the supply.
◦ Recruitment and retaining employees that are available in labour market is important for HR
administrator of Nissan Motor Corporation because recruiting and retaining high talented and skilled
employees is essential for making their business operation smooth and help company to achieve their
goals in better manner.

Evaluating the strengths as well as weaknesses of
HRM in terms of its contribution to business success
There are various areas in the organisation that reflects the strengths as well as weaknesses of Human
resource management while managing employees in effective manner. In respect of Nissan Motor
Corporation, its strengths and weaknesses of HRM that helps in gaining its success.

Strengths
◦Employee development- This describes the techniques such as mentoring, training and coaching
help workers to becomes successful within the company and enhance their career.
◦Advocacy- This describes that the HR manager of Nissan Motor Corporation helps in solving the
issues that the workers have with the company.
◦Compliance- This makes HR manager to provide proper compensation and benefits to the
employees according to their employment law in order to make them motivated to perform in the
organisation.

Weaknesses
◦Not as financially Minded- This describes that HR manager of Nissan Motors Corporation is
not properly knows about budget as well as financial condition of the company.
◦Lack of strategic foundation- This also describes the weakness of Nissan Motors Corporation
in their Human resource management
◦Less Customer focused- The HR managers of Nissan Motors Corporation does not interact
with the customers directly in order to understand their wants and desires.

Analysing internal and external factors that influence
HRM decisions in the workplace.
Human resource management plays an significant role in certain
areas of the organisation which includes employee retention,
workforce planning, legal compliances as well as training and
development. In context of Nissan Motors Corporation, its external
as well as internal factors that influences its human resource
management decisions.

Internal Factors
◦Level of growth- This describes that level of growth of the company affects the decision making of
Human resource management of Nissan Motors Corporation.
◦Use of Technology- The various of technology is developing that eliminating the burden of workers in
the company which also affects the decision making of employees effectively.
◦Organisational culture- This describes the another internal factors that affect HRM decision of an
organisation. This describes that the culture of an organisation is the set of different beliefs,
assumptions, norms and values which has been shared by the members of organisation.

External factors
◦Available labour pool- The basic function of HR managers is to maintain the proper staffing levels in
their working area by making proper workforce planning.
◦Government regulation- The governments of country is always focused on imposing the laws and
regulation in order to protect the rights of employees while performing in an organisation.
◦Economic condition-This refers to the another external factors which shows that the condition of the
economy also affects HRM decision.

Evaluating internal and external factors as well
as how they support organisational development
◦ As these internal and external factors are important for Nissan Motors Corporation in order to
support their growth and help in gaining the competitive advantages in better manner.
◦ The HR manager need to recruit and retain highly skilled and talented employees for the organisation
in order to make their organisational performance effective which results in development of the
organisation in better manner.

Road Map
Planning about the needs of an
organization. Attracting top talent
Developing the candidates
Selecting suitable candidates
Retaining valued employees
of the organization
Assessing them

Conclusion
From the above discussed presentation, it has been concluded that human resource management
is an important function of the company which not only help in managing the employees it also
helps in improving overall performance of the company. Recruiting and On-boarding new
employees, organisational structure, performance management, employees Compensation and
benefits as well as training and development are certain human resource management area that
help in improving the organisational performance in better manner.

References
◦Podgorodnichenko, N., Edgar, F. and McAndrew, I., 2020. The role of HRM in developing
sustainable organizations: Contemporary challenges and contradictions. Human Resource
Management Review, 30(3), p.100685.
◦Ahmad, I. and Umrani, W.A., 2019. The impact of ethical leadership style on job satisfaction:
Mediating role of perception of Green HRM and psychological safety. Leadership &
Organization Development Journal.
◦Viitala, R., Kultalahti, S. and Kangas, H., 2017. Does strategic leadership development feature
in managers’ responses to future HRM challenges?. Leadership & Organization Development
Journal.