The Role of HRM and Organisational Development - Desklib

This report covers the main areas of HRM with contribution of maintaining sustainable performance, Analyse implication of changing environment of company along with skills and knowledge of HR, define human resource management practices in order to relation and retention of employees, examine internal and external factors that affect whole decision making process of HRM and discuss practices in a context of work relation to enhancing sustainable organisational performance for achieving a business target that affect entire growth.

Higher National Diploma in Business
Management
Unit 3 Human Resource Management
The Role of HRM and Organisational
Development (Part 1)
HRM Practices (Part 2)
Name:
ID:
1

Table of Content
Part 1: Report
1.0 Introduction 3
2.0 A comparison of the different HRM areas and their
contribution to organisational performance 3
3.0 An examination of strategic HRM in relation to the changing
effects on organisations and its business environment 5
4.0 A critical evaluation of the role of recruiting and retaining
appropriate employees from the available labour markets 6
5.0 An analysis of the strengths and weaknesses of HRM in terms of
its contribution to business success 7
6.0 An investigation into the internal and external factors that
influence HRM decisions in the workplace 8
7.0 Discussion and evaluation of these factors and how they
support organisational development 9
8.0 Conclusions 10
References 11
2

1.0 Introduction
Human Resource Management is a approach which is based on various strategies for
making an effective management in organisation. Basically they assist a company to bring
competitive benefits. It is based on several practices that relate to people such as screening,
hiring, training and developing to them for generating positive growth in company(Abner,
Kim and Perry, 2017). This report is based on Jaguar company, it is a British multinational
car manufacturer, and headquarters is in Coventry , England, United Kingdom. It can deals
with luxury vehicle across globe. This report will cover define main areas of HRM with
contribution of maintaining sustainable performance, Analyse implication of changing
environment of company along with skills and knowledge of HR, define human resource
management practices in order to relation and retention of employees, examine internal and
external factors that affect whole decision making process of HRM and discuss practices in a
context of work relation to enhancing sustainable organisational performance for achieving a
business target that affect entire growth.
2.0 A comparison of the different HRM areas and their
contribution to organisational performance
It is a describe a management system of business that can handle by human resource
for accomplishing organisational objectives and enhance competitive success through a
talented skilled workforce in a firm. Following are the different function areas that can
operate by HR of Jaguar Land Rover company.
• Recruitment determine a procedure in which company can searching potential
candidate who are seeking for job(Andrei,Panait and Voica, 2018). It is a criteria for
attracting suitable individual who are qualified for specific job role. Whereas,
Selection refers to that area where organisation try to choose best person for a job
designation. They can be selcted through various skills and knowledge also include
qualification.
Comparison Basis Recruitment Selection
Objective The main aim of this area is
to attract lots of people who
are eagerly to apply a vacant
post.
Its target is to choose most
appropriate person who are fit
for specific job profile and
through which company can
3

reject rest of them.
Procedure The process of screening
individual can be notified by
firm through several factors
and proving an application
form to them that can
increase its interest to apply.
A company can pass an
applicant by completing
different levels such as
submit form, online test,
written exam, face to face
interview and physical or
mental ability test.
Relation There is no contractual
relation introduced in
between company and
recruitment as it only implies
by communication vacancy.
It involves in contract based
engagement between
employer and employee.
• Training is a skilful process through which workers get a chance to improve
themselves in terms of their competency, skills, knowledge and learning capacity that
is require in their task(Bannikov and Abrosimova 2021). On the other hand,
development provide information to employees that assist in understand about overall
scenario of business in terms of achieving improvement and success.
Classification Training Development
Objective The main of this process is to
enhancing performance of
individual working.
It is totally based on prepare
staff related to facing future
challenges.
Term It a short haul procedure that
usually focus employee
enhancement with in a
minimum time duration
It is a long term process that
is important for individual to
main a work life balance.
Orientation It totally based on technical
skills with a suitable job role
along with a narrow concept.
It focuses on conceptual and
different human ideas that
acquire wider scope
Thus, these different functional areas in Jaguar is important as it derive employee satisfaction
,enhance business productivity and gives a clear vision to an organisation by which employee
can achieving success and carry out competitive benefits in business(Bhattacharyya, 2018).
3.0 An examination of strategic HRM in relation to the
changing effects on organisations and its business
environment.
4

A strategic HRM refers to procedure that can used to coordinate all organisational
activities in order to achieving business objectives. It focus on identify present and future
needs of organisation related to achieve targets. This can run through planning that can create
a link between management and organisational strategic plan.
• In this today's world market situation is volatile in nature and business facing
competitive challenges on a continuous basis(Botter, Rosa, and Lima,2018). Jaguar
company focus on enhancing potential of employees through which they are able to
being competitive growth of firm in near future. The sudden changes in Strategic
human resource management affect the whole company in terms of trusting
measurement approaches such us score card of workforce to examine that how human
resource can add up more value in business to generate more profit.
• Performance of company can influence through strategic HRM in terms of achieving
business targets. It increasing the competition level of company as this tool brings a
continuity on organisational operation.
• The impact of this approach on company is to directly affect individual working, job
satisfaction level and commitment towards organisation success . Thus, this can found
that strategic HRM generate positive influence on improving human capital.
• SHRM effect the culture of business, style, structure, quality, motivation and
commitment for attaining business success through achieving desired goals.
Jaguar can improve company performance in several ways which are as follows:
• Understand business strategy: It is the basic process which can adopt by jaguar
company like it is focuses on research and development by which they try to innovate
new strategy related to marketing mix of product(Crawshaw, Budhwar, and Davis,
2020). This can boosting its growth across the world.
• Match HR function to strategies: After analysing a successful business tactics
company focus on examine skills that is helpful to bring competitive edge in business.
A business can examine various skilful functions of HR that they can use in recruiting
along with additional resources. This overall strategy wants to support strategic
process for making a successful business plan.
• Analyse techniques which is required by employees: Once a company analysing
skill set then after it can work on partnership with each and every
5

organisation(Gärtner,2020). It try to introduced different tools of HR,that provides an
opportunities for working effectively. This is very important for company as it is
totally based on skills and experience that is contributed towards success.
• Evaluate effectiveness of practices: When a business(Jaguar Land Rover) examine
all such techniques thus it can evaluate strategic practices of HR as this a stage of
implementation because can take this as a priority that can change constantly for
ensuring about contribution in a positive success of business.
4.0 A critical evaluation of the role of recruiting and
retaining appropriate employees from the available
labour markets
There is a critical relationship between both of term. Because these are necessary for
acquiring business growth. Following criteria involve in this process.
• Labour market in recruitment: This analysis is an important part of organisation which
can be used in process of recruitment (Iasiello, Crooks and Wittman, 2020). It plays a
key role for identify qualified workers that perform in a specific job role that gives a
compensation benefits to labour. Following are the roles and responsibilities of
Recruitment
◦ Hiring skilled person: It is a process which is important in every business as it is
helpful for attracting right person for a specific job profile. It is useful in business
as it is able to increase a productive bottom line.
◦ Enhancing competitive advantages: An effective recruitment is useful as it can
support in accomplishing organisational growth in a fast manner (Springer And
et.al., 2018). This procedure gives a high quality to labour by which they are
motivated for bring competitive benefit in company through business
performance.
Role of retaining appropriate employee in labour market.
◦ Developing Motivation: This is very important aspect in area of workers. It refers
to a work of HR to understand their staff and try to keep them motivated. It is
6

significant to bring a positive success in business. A motivation is a key to
performing better.
◦ Improving policies in workplace: A strong procedures and policies is important
in organisation as it upraise workplace culture and secure the entire company from
potential government laws.
5.0 An analysis of the strengths and weaknesses of HRM
in terms of its contribution to business success
It refers to an internal factors effects on business. For defining this term very clearly
following is the strength and weakness of business.
Strengths
• Advocacy: It refers to a technique that can fill the gap between employee and
employer. If a worker facing any issue with their colleagues then this can affect their
motivation. In case of Jaguar auto mobile manufacturer business is to maintain
advocacy to inform their employees through which they are highly engaged with each
other and bring a positive growth in business by their smart as well as hard working.
• Employee Development: It is an essential source in organisation as through
coaching, training and mentoring workers try to become successful and improving
their career (Jacob, Manalel and Minimol,2020). In context of respected business, HR
focuses on developing team power because this can affect a day to day working
balance. Thus, a good team work can boost employee confidence which can get a
better outcome toward organisation growth.
• Compliance: It determine a specialisation of HR related to compensation and
benefits. It assist to ensure to meet with regulations which is beneficial for business.
In context of Jaguar, it is a important strategies because through this business can
avoid law suits and aids to make a streamline that can educate workers to wards such
rules. So that , this is helpful in achieving business success.
Weaknesses
• Less support of upper management: The HR personnel main audience is employer
and employees as they both influence business reputation (Khodzhaevich,
Davlyatovich, and Yuldashevich, 2019) In case of respected business, HR should
7

have a support of top level as this is helpful in bringing good results. This entire work
can handle by people of personnel management.
• Improper actualisation: It refers to highest level of psychological improvement
where capability of person are fully utilise. It is considered as weakness in context of
Jaguar company, because HR is half heartedly and business organise various training
program that can implement by HRM. Thus, this can affect management profitability
and several approaches of productivity remain undisturbed.
6.0 An investigation into the internal and external
factors that influence HRM decisions in the workplace
It consider factors that are highly important in business. Intrinsic element it that event
which are occur within firm, whereas extrinsic refers to those elements that take place outside
the industry.
• Internal factor that affect HRM decisions
◦ Marketing Strategies: It is a overall business plan that is useful in reaching to
targeted audience and connected with them through products and services of
company (Rockett and et.al., 2017). In case of respected organisation, It affect
decision making of HR in a positive way as they find most appropriate people
those who advertise and establish brand that can generate or deliver correct
message to its employees.
◦ Corporate objectives: It is the main aim that relate to entire business. This can
highly focused on desired performance that result a high business success. In case
of company, department leaders creating objectives that this is enable for
accomplishing business targets.
◦ Financial Strategies: It is important in business as it focus on procurement and
utilisation of funds (Knap-Stefaniuk and Burkiewicz, 2018). It can deals in cost
structure, profit potential and accounting functions. In context of business, this
tactics helps to allocate resources in respect of achieving business targets also it
can maintain a relationship between revenue and cost.
• External factors influence HRM
8

◦ Economic Change: It refers to those elements that can affect economy such as
interest rates, law policies, governmental activities etc. In case of company, it can
affect whole economic conditions as it due to sudden changes company can face
combat with harsh climate due to poor economy.
◦ Technological Changes: This can consider various techniques related to business
such as logistics, production, information and communication resources. This can
affect the decisions of HRM in Jaguar company, The field of HR can identify
ways to save monetary benefits and technology factor is derive a way to
revolutionizing organisation not only in order to engage customers but also
internally saving cost.
7.0 Discussion and evaluation of these factors and how
they support organisational development
The above internal and external factor is very significant for improving business
reputation as marketing is helpful in promoting company products and services in market that
a bring a positive growth through profit(Lee, Lin and Huang, 2017). This can be use to
identify target customer in marketplace who are eagerly to buy such items that can fulfil its
desire. It can also enhancing competition level that acquiring benefits. A corporate objective
is a main aim that can achieve by business just to reach with future success. These certain
target is essential just because it provides a clear vision on those targets that are measurable
through this staff of company easily bring a competitive edge in industry. And strategies
related to finance is useful, this can assessing financial needs and several resources that is
highly required to support and meet with objectives(Nieves and Quintana,2018). This is
really helpful to make continuous success in venture and also maintain a sustainability edge.
This can also beneficial in raising sufficient capital that is highly require by business.
Financial term of company includes various things such as earning adequate profit, managing
cash flow, reducing fraudulent activities, forecasting needed cash and keep financial
condition in a better shape. Thus, these all things is important for business as it bring a high
positive growth in organisation and make a competitive edge.
And the extrinsic factor is also useful for company, because it can influence the whole
business culture. A sudden change in economy and technology advancement affect the
9

business as it affect the share price of company through number of consumer purchasing and
innovation in technologies affect the trends of marketplace in product and services that can
shaping and reforming the strategy. If an employee is efficient then it results turn increasing
the productivity. In additional if a business is highly engaged with their potential clients then
this can improve a relation among them and make a influencing loyalty base of consumer.
This can done through only technologies as with the help of better communication this can
create a strong public image.
8.0 Conclusions
From the above analysis, it is conclude human resources management is a process that
is highly require in every business because it refers to an individual who can handle all
organisational activities in order to attaining all necessary business goals. A management of
human resource is a useful element as it derive the success and failure of business through
examine programmes that is operating in organisation. This adequate strategy can develop
and rapidly stagnate. This can enhance inspiration of workers while paying attention on
various rules and policies of business for achieving higher business profits. A law that relate
to employment is highly focusing in business world, the reason is that it is more favourable
and restrictive that can secure the advantages of employee. Thus, human resource
management plays a significant continuous role in each and every organisation for generating
high revenue.
10

References
Abner, G.B., Kim, S.Y. and Perry, J.L., 2017. Building evidence for public human resource
management: Using middle range theory to link theory and data. Review of Public
Personnel Administration. 37(2). pp.139-159.
Andrei, J.V., Panait, M. and Voica, C., 2018. Challenges and approaches for the corporate
social responsibility and human resource management in the financial
sector. Economics, Management and Financial Markets. 13(3). pp.415-431.
Bannikov, S.A. and Abrosimova, O.M., 2021. Features of human resource management in
high-tech companies. Beneficium, (1), pp.60-64.
Bhattacharyya, S.S., 2018. Development of a conceptual framework on real options theory
for strategic human resource management. Industrial and Commercial Training.
Botter, J., Rosa, D.G. and Lima, L.C., 2018. The differences between the model and
competencies of the strategic partnership between human resource management and
line managers in national and multinational companies. Review of International
Business, São Paulo. 13(3). pp.28-41.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management:
Strategic and international perspectives. Sage.
Gärtner, C., 2020. Smart human resource management. Wiesbaden: Springer Gabler.
Iasiello, C., Crooks, A. and Wittman, S., 2020, October. The human resource management
parameter experimentation tool. In International Conference on Social Computing,
Behavioral-Cultural Modeling and Prediction and Behavior Representation in
Modeling and Simulation (pp. 298-307).
Springer, Cham. And et.al., 2018. Future avenues for comparative human resource
management. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.
Jacob, S.C., Manalel, J. and Minimol, M.C., 2020. Service quality in the healthcare sector: do
human resource management practices matter?. British Journal of Healthcare
Management. 26(2). pp.1-9.
Khodzhaevich, A.K., Davlyatovich, K.S. and Yuldashevich, M.A., 2019. The role of the
international labor organization in the human resource management
system. International Journal of Innovative Technology and Exploring
Engineering. 8(9). pp.169-175.
Knap-Stefaniuk, A. and Burkiewicz, Ł., 2018. Contemporary Leadership in the Context of
Multiculturalism—Challenges for Human Resource Management. Scientia et
Societas. 2(18). pp.113-122.
Lee, Y.D., Lin, C.C. and Huang, C.F., 2017. An overview of contemporary international
human resource management studies: themes and relationships. Library Hi Tech.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality
Research. 18(1). pp.72-83.
Rockett, P. and et.al., 2017. A human resource management perspective of workplace
bullying. Journal of Aggression, Conflict and Peace Research.
11

Table of Content
Part 2: Portfolio
1.0 A job description for the position of Marketing Manager 13
2.0 A person specification for the position of Marketing Manager 13
3.0 A recruitment and selection process flowchart to be used by this
organization in future 14
4.0 An assessment of your selected company’s performance management
and reward systems with examples 15
5.0 A review of the organisation’s current approach to and effectiveness of
employee relations and employee engagement and how this could be
further strengthened 15
References 16
12

1.0 A job description for the position of Marketing
Manager
A manager in marketing field is a person who can generate awareness related to
company product and services in the mind of customer(Deepak and Jeyakumar,
2019). It can be develop and execute through various marketing strategies to meet
with the desire of potential clients. It is a most important person in a company who
can bring success. They can person various roles and responsibilities in their certain
area such as work with top level leaders, identify potential markets, launch new
products and services that gives customer satisfaction, create a market plan and use
various channels of communication for enhancement of item that gives a positive
growth.
2.0 A person specification for the position of
Marketing Manager
A person who are carry out various skills and knowledge which can relate with
company perspective on the job specification of marketing manager.
• Job purpose: A basic aim of this job role is to take responsibility for handling all
company initiatives. An individual can overseen all production and promotion related
activity that bring a positive growth in business through generating revenue.
• Job duties of manager: In a company, this person can tackle various responsibilities
such as hiring and gives training to staff member who are in this field, make an
effective goals which is based on past performance, analyze market trends on basis of
segmentation, use media channels for spreading items awareness, working within a
budget and bring out a positive response to clients.
• Basic skills and qualification: A marketing manger have a good communication skills
as it is really helpful for convincing targeted customer(Matthews and et.al., 2018).
This is also helpful in increasing their negotiation which can attract a lot of customers.
Basically a good marketing person have to carry like their scholar degree and
experience in this particular field, ability to make a strong relationship with clients,
leadership, people management, multi tasking and so on. This is very beneficial to
enhance their identity in market place.
13

3.0 A recruitment and selection process flowchart to
be used by this organization in future
Above flowchart define a process related to recruiting and selection which can
involve several people that are require in this procedure and visualizing it to
communicate with various responsibilities(Moore And et.al., 2020).
14

4.0 An assessment of your selected company’s
performance management and reward systems with
examples
A performance management in a respected car manufacturer company jaguar is based
on employee appraisal(Mothersbaugh and et.al., 2020). Organization can used
various techniques which can focuses strength, weakness and potential of individual
person. It can focus on various methods for measuring performance such as field
review, ranking methods, graphic rating scale, assessment centers and feedback.
These all are very effective that increase employee morale. Company can provide non
cash awards to its employees. For instance: gives luxury travels, mobile phone, iPad,
valuable items etc. These rewards are beneficial as it can be remember for long time.
5.0 A review of the organisation’s current approach to
and effectiveness of employee relations and employee
engagement and how this could be further
strengthened
Worker's engagement plays a vital role in corporate world (Pride and Ferrell, 2021).
A respected company can focus on various approaches related to this which includes
recognition power, adopting economic incentive for retention, conduct exit interviews
and so on this can be strengthen in future as it provide emotional and mental
connectivity and also motivate employee morale for doing work in a effective manner
that bring growth.
15

References
Deepak, R.K.A. and Jeyakumar, S., 2019. Marketing management. Educreation Publishing.
Matthews, M. and et.al., 2018. Determinants of turnover among low wage earners in long
term care: the role of manager-employee relationships. Geriatric Nursing. 39(4).
pp.407-413.
Moore, J.R. And et.al., 2020. Inclusive organizations: developmental reciprocity through
authentic leader-employee relationships. Journal of Management Development.
Mothersbaugh, D.L.and et.al., 2020. Consumer behavior: Building marketing strategy.
McGraw-Hill Education.
Pride, W.M. and Ferrell, O.C., 2021. Foundations of marketing. Cengage Learning.
16