Role of HRM and Organisational Development

This report discusses the role of HRM in organisational development, strategic HRM, recruitment and retention of employees, strengths and weaknesses of HRM, and internal and external factors influencing HRM decisions in the workplace. It also includes a comparison of different HRM areas and their contribution to organisational performance, and an analysis of the strengths and weaknesses of HRM in terms of its contribution to business success. The report is based on the example of Jaguar, a British multinational car manufacturer.

Unit 3 Human Resource Management
The Role of HRM and Organisational
Development (Part 1)
HRM Practices (Part 2)
Name:
ID:
Table of Content
Part 1: Report
1

1.0 Introduction p-
2
2.0 A comparison of the different HRM areas and their
contribution to organisational performance p-
3
3.0 An examination of strategic HRM in relation to the changing
effects on organisations and its business environment p-
4
4.0 A critical evaluation of the role of recruiting and retaining
appropriate employees from the available labour markets p-
5
5.0 An analysis of the strengths and weaknesses of HRM in terms
of its contribution to business success p-
6
6.0 An investigation into the internal and external factors that
influence HRM decisions in the workplace p-
7
7.0 Discussion and evaluation of these factors and how they
support organisational development p-
9
8.0 Conclusions p-
9
References p-
10
2

1.0 Introduction
Human resource management is the process where employees in the organisation
are managed in a structured way. It is related with management of employees and is
organised in such a way that the efficiency of employees can be maximised. The
Human resource management is primarily related with managing the people and
also framing the policies for them which can work out best. The human resource
management has to conduct lot of activities including employee benefits design,
training and development, rewarding or performance appraisal(Jaga and
Guetterman, 2021). The human resource department has to make the most
important activity including the recruitment and selection process. They have to
identify the vacant position within the organisation and have to fill it with right talent.
The human resource department is in every organisation including small and large
because in large organisations it becomes very important that they focus on the
employees issues. Jaguar is the luxury vehicle brand, a British multinational car
manufacturer which was started in the year 1935 and is having its headquarters in
England, UK. This report will cover role of HRM, contribution of HRM, internal and
external factors affecting HRM decisions and HRM practices.
8.0 A comparison of the different HRM areas and their
contribution to organisational performance
The comparison of different HRM areas within the organisation has been discussed
below-
Recruitment and selection-
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Recruitment Selection
Meaning Recruitment is related with
the process in which the
talented employees by the
organisation are searched and
are encouraged to apply for
that job role.
Selection refers to the process
in which applied candidates
are selected and offered the
job position.
Objective The main aim is to invite
people so that they can apply
for the vacant job position.
The objective of selection is
to select the person who is
best suited for the job
position.
Training and development-
Training Development
Meaning Training is the process of
developing the skills of
employees so that they can
build their competency.
Development is also the
process which helps in
overall growth of a person
including the improvement of
skills.
Objective The objective of training is to
improve the knowledge and
skill so that individual can
perform their job role.
The main of development is
to improve the knowledge for
future purpose.
Contribution to organisational performance-
The achievement of business objectives will be made by employees which are
recruited by the human resource department. They are responsible for making the
achievement in organisation objectives(Barrena‐Martinez, López‐Fernández and
Romero‐Fernández, 2019). Jaguar HRM department always tries that they are
recruiting people who have the capability to achieve the organisation performance.
On the other hand, training and development is the other HRM area which helps in
developing the knowledge of employees which are recruited that is directly related
with the effective performance for the organisation. Training and development helps
the individuals to develop their skills and knowledge so that they can use it in the job
role which will be assigned to them. Jaguar provides effective training to the
employees so that they can become competent in their job role.
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9.0 An examination of strategic HRM in relation to the
changing effects on organisations and its business
environment
Strategic Human resource management is a link between the human resource
function and the objectives of the organisation so that the objectives can be achieved
and their can be improvement in the performance of company(Bozionelos and
Simmering, 2021). The use of strategic HRM decisions is the one which helps in
working with any changes which the organisation has to work in because they are
the one who have to make the development of policies in the organisation according
to the work environment and also the objectives of company. The changes can take
place in a positive or in a negative way and the strategic HRM is the one which helps
in proper management of the working. The business environment is dynamic in
nature which becomes important for the organisation to frame their business policies
according to the changes that is taking place in the market. If the business would not
be able to make such changes then it will become impossible to them to achieve
their business objectives and also to achieve success(Marrucci, Daddi and Iraldo,
2021). The strategic human resource management is required to work in relation
with the outside working environment which is existing outside the business
organisation. When there will be change in working practices and the policies then
the strategic HRM is the only one which helps in developing a good work culture.
They are the one who works for making development within the organisation so that
the working style of company can become effective. Jaguar strategic HRM policies
are the one which is helpful and relate with the changing effects and business
environment. They develop products which are required in the market but for that it
is important that the employees in the organisation are also ready for such changes
with which the strategic HRM policies helps them to make such changes.
10.0 A critical evaluation of the role of recruiting and
retaining appropriate employees from the available
labour markets
5

Recruitment is the process in which the HR department within the organisation
conducts the function of attracting and encouraging the talented people to apply for
the vacant job position. Every year in Jaguar there are many job positions which are
vacant for which the HR department use different strategies to employ the right and
talented people. The role of recruitment has been discussed below-
 Gain skilled employees- With the help of recruitment process the HR
manager can effectively ensure that they are selecting the best employee
which is according to their job role.
 Expands talent pool- The main aim of recruitment is that they create wide
pool of qualified candidates in which the company is required to chose the
most qualified candidate(Rodríguez-Sánchez, Mora-Valentín and Ortiz-de-
Urbina-Criado, 2019). Cost effective- The other factor by which recruitment is important is that it
helps in minimizing the cost which is spend on finding suitable and talented
employee.
Role of retaining-
 Experienced employees- The main aim because of which the retention of
employees becomes important is that the company would be working with
experienced people which will lead to high turnover(North-Samardzic and de
Witt, 2019). Jaguar is having the most effective and experienced employees
because of which the company is working great in the market.
 Overall productivity- The retention of employees increases the productivity
of employees because if employees will leave from the organisation then the
efficiency in the working will not be made. The reason for this is that new hires
take time to build new relationship with people which might create problem at
some point of time.
 Improved corporate culture- The working environment is also good when
the turnover ratio in the organisation is less because other employees might
get impacted with such turnover of employees impacting the achievement of
organisation objectives.
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11.0 An analysis of the strengths and weaknesses of HRM
in terms of its contribution to business success
Strengths of Human resource management-
 Employee development- The HR department of company is responsible for
providing the training and development session so that they can build their
skills and knowledge(Ogbeibu and et. al., 2020). They are the first one who
makes interaction with the new employees and ensures that they do not face
any issues.
 Advocacy- The HR department always tries to build the gap between
employer and employee and if any of the issue is faced by the employee with
their co-worker then at this stage the leaders also allows them to contact with
the HR manager. This is also done in the management of Jaguar where the
relations of people has to be maintained by them.
 Compliance- The HR department specializes in every aspect which is related
with compensation and the benefits. The employers makes link with the HR
that they are making all the compliance of regulations.
Weakness of Human resource management-
 No strategic foundation- The HR department in this factor is low as they are
unable to make the adoption of new processes and also unable to work at
faster pace so that the task gets completed with faster efficiency. In the
present time, with the development of technology the HR department can
make the use of HR analytics which will be important in connecting with the
strategic directions but they are unable to do such things and if they conduct
such thing then in this case they will do with less efficiency (Bastida, Marimon
and Carreras, 2018).
 Less customer focused- The HR department is developed with the image
that they do not make any consideration about the customers. They only
make responsibility of working at core for the business and does not make
their direction towards the other factors.
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12.0 An investigation into the internal and external factors
that influence HRM decisions in the workplace
The internal and external factors which influences the HRM decisions in the
workplace has been discussed below-
Internal factors-
 Corporate objectives- The HRM decisions gets impacted with the objectives
of organisation which they have to link it with their HR policies also. Every
department has to make a link with the corporate objectives so that none of
the department works in a different way.
 Organisation culture- The culture of organisation is also important to be
considered by the HR department because this department is responsible to
work for the effective work culture. If the work environment will not be effective
then in this case the organisation will have to suffer for higher rate of employe
turnover.
External factors-
 Government regulations- In every country, government have made the
compliance which has to be followed in the organisation and that is the
responsibility of HR department that they are making the compliance of all
such factors(Rodríguez-Sánchez, Mora-Valentín and Ortiz-de-Urbina-Criado,
2019). But with the same thing, these regulations makes the impact on the
processes of HR department which is followed by the HR department of
Jaguar also.
 Technological advancements- This is the another external factor which
impacts the working within the organisation. The introduction of new
technology must be implied in the organisation which is the responsibility of
HR department. This has become the most effective way in which the
organisation is making development as the use of technology has made the
working simple.
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 Market changes- This is also the another factor which is impacting the
functions of HRM because the competition in the market has been increased
and because of which changing the policies and recruiting people according
to it has become the major responsibility of the organisation.
13.0 Discussion and evaluation of these factors and how
they support organisational development
The internal factors are those which are within the organisation but impacts the
working of company. On the other hand, external factors are those which are outside
the business environment but impacts the working of organisation in a huge way.
The internal factors including the corporate objectives is the one which is the most
important because on that basis only the company will lay the foundation of their of
their working practices (North-Samardzic and de Witt, 2019). When the HR
department of Jaguar will be focusing on the objectives of company then in this case
they will formulate the policies of HR according to that manner. This will be helpful in
aligning the activities of the HR department and also the objectives of a company
which will ensure the effectiveness in the working. The other is the organisation
culture which plays an important role for the success and development of a
company. If the organisation culture of a company will be effective then in this case
the productivity of employees will be higher. To make the development of
organisation culture, the HR department plays an important role. On the other side,
external factors includes the technology which is effective for the development of
company which Jaguar has conducted. With the incorporation of technology within
the organisation the chances of more productivity and efficiency increases. The
market changes is also another factor which helps in development of organisation
because with it the organisation will be also adopting the policies in that manner and
will also be working towards that direction.
8.0 Conclusions
From the above report it can be concluded that human resource department is the
important part of the organisation in which they have to make the organisation of
employees within the organisation. They are the one who are responsible for making
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the improvement in work life within the organisation and they are also responsible for
developing good work culture. The contribution which HRM conducts is huge
because they recruit people who will be achieving the objectives within the
organisation and the employees are the assets of the company who will be working
hard to work according to the goals of organisation.
References
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P.M., 2019.
The link between socially responsible human resource management and
intellectual capital. Corporate Social Responsibility and Environmental
Management, 26(1), pp.71-81.
Bastida, R., Marimon, F. and Carreras, L., 2018. Human resource management
practices and employee job satisfaction in nonprofit organizations. Annals of
Public and Cooperative Economics, 89(2), pp.323-338.
Bozionelos, N. and Simmering, M.J., 2021. Methodological threat or myth?
Evaluating the current state of evidence on common method variance in
human resource management research. Human Resource Management
Journal.
Jaga, A. and Guetterman, T.C., 2021. The value of mixed methods work-family
research for human resource management: a review and agenda. The
International Journal of Human Resource Management, pp.1-27.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human
resource management to the circular economy and performance of
environmental certified organisations. Journal of Cleaner Production, 319,
p.128859.
North-Samardzic, A. and de Witt, M., 2019. Designing a human resource
management simulation to engage students. Journal of Management
Education, 43(4), pp.359-395.
Ogbeibu, S. and et. al., 2020. Technological turbulence and greening of team
creativity, product innovation, and human resource management:
Implications for sustainability. Journal of Cleaner Production, 244, p.118703.
Rodríguez-Sánchez, J.L., Mora-Valentín, E.M. and Ortiz-de-Urbina-Criado, M., 2019.
Human resource management in merger and acquisition planning. Journal of
Organizational Change Management.
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Table of Content
Part 2: Portfolio
1.0 A job description for the position of Marketing Manager p-
13
2.0 A person specification for the position of Marketing Manager p-
13
11

3.0 A recruitment and selection process flowchart to be used by this
organization in future p-
14
4.0 An assessment of your selected company’s performance management
and reward systems with examples p-
17
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 p-
18
References p-
19
12

1.0 A job description for the position of Marketing
Manager
By making the analysis of the requirement of company job needs, job description of
marketing manager has been posted below-
Job Description
Job title: Marketing Manager
Reported to: Marketing Head
Job Summary: The company is seeking for a marketing manager who is innovative and will be able
to make the promotion of the company products and services. The role of marketing manager is
based on optimizing the marketing strategies and on the other hand making the management of
marketing department, the budget and the staff. The individual must be having extensive
knowledge about the marketing with its strategies.
Responsibilities:
 The marketing manager must be responsible for making the analysis of the marketing
needs as to what market requires and what are the needs of consumers with the proper
forecast.
 They have to work towards increasing the brand awareness so that it can help in increasing
the market share. The marketing manager is responsible for oversee the branding, advertisement and
promotional campaigns of the company.
Qualifications and Requirements:
 Must have bachelor degree in marketing and finance.
 The individual must be having two year experience as marketing manager for this
post.
 Must be having the knowledge of marketing strategies, the channels, branding and
promotional activities.
2.0 A person specification for the position of Marketing
Manager
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Person Specification
Essential Skills:
 Individual must be having the skill of good teamwork
 They must be having the ability to make the coordination of the efforts of the large team
which will be having diversity of people. They must have the ability to increase productivity and also to make the improvement
methods, approaches and the contribution towards department.
Desired Skills:
 Individuals must be having good communication skill as the marketing manager has to
handle every team in which communication will play an important role.
 To develop the skill in which the marketing manager must be taking initiative in all the
factors
 To have the business management skill
3.0 A recruitment and selection process flowchart to be
used by this organization in future
The company will be following the below recruitment and selection process which
has been discussed below-
Recruitment process-
 Recruitment planning- Jaguar will be following this in their initial step in
which it involves planning. The planning will be made in accordance with the
job specification which will be for the vacant job position, displaying the role
and responsibilities which they will have to identify.
 Strategy development- This step will involve strategy in regard with the
qualifications which will be required from the candidates and to make the
strategy for recruiting the candidates in the company(Acquah, Agyabeng-
Mensah and Afum, 2020) . The HR manager will make strategy so that the
working can become simpler.
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 Searching- The other step is to search the potential candidates who will be
matching with the above mentioned scenarios. Jaguar HR manager can make
the use of either Internal or External sources whichever gives them productive
results.
 Screening- The screening which is also done in the present time involves the
selection that if the shortlisted candidates are meeting the criteria of company.
This will be helpful to remove those people who are not capable and will
select those who can meet the company objectives.
 Evaluation and control- The last will be evaluation of all the above steps
which the HR department have considered for selecting the
employees(Moktadir and et. al., 2019).
Selection process
 Preliminary interview- This is the first step in which screening of individuals
is undertaken so that those people are eliminated who are not meeting the
eligibility criteria of the company (Freitas, and et. al., 2020).
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 Receiving applications- When the individual will be able to qualify the
preliminary stage then the other step is to receive the applications which will
be having all the information about the candidate.
 Screening applicants- The screening of applicants is done on the basis of
meeting the criteria. They will be making the short-listing of candidates who
will be suitable for the job role.
 Employment test- To make the identification of mental ability the individual
has to give the employment test which will explain the suitability of individual
for the job (Bozionelos and Simmering, 2021).
 Employment interview- When the knowledge will be tested in a person then
the other step will be to ask the questions so that the individual can be
discovered more.
 Checking references- When the company Jaguar will start gaining interest in
the shortlisted people then later they will check the references so that the
authenticity of individual can be checked (Verma and Bandi, 2019).
 Medical examination- The physical fitness of individual is checked so that it
can be identified that if they would be able to handle workload which can
come at some point of time.
 Final selection- After conducting all the steps the nest step which will remain
is of selecting the individuals.
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4.0 An assessment of your selected company’s
performance management and reward systems with
examples
Performance management is a process in which continuous feedback and
communication will take place which will be between managers and employees so
that the achievement of business objectives can be undertaken. The company
Jaguar makes the consideration of performance management because with this the
top management of the organisation will get to know that what employees are
performing and if it is helping in accomplishing the business objectives (Boxall and
Huo, 2021). This helps the HR department of Jaguar to make the identification of
annual review of what employees are performing and if they are facing any issues
then this can be resolved by them. It helps the company in providing the consistency
in the working of the company and also bring some structure to the HR department
of company.
Different reward systems which is used by Jaguar has been listed below-
 Financial rewards- These are those rewards which are given by the
company on the basis of work performance which is made by the employee.
These financial rewards is an important source for giving motivation to
employees so that they can work hard for the accomplishment of organisation
objectives.
 Non- monetary reward- This means the rewards which has to be provided to
the employees which Jaguar makes the consideration because this is also the
another factor by which will give the motivation to employees(Shen and
Zhang, 2019).
 Benefits- It is a kind of employee compensation which is given to employees
so that they can work with great authenticity and can consider themselves as
an important part of the organisation. This is some kind of extra thing which is
given by the companies other then the salary which makes the employees
binding towards the organisation and this is the only reason because of which
the turnover ratio of employee is less in Jaguar.
17

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
Employee relations is the term which is used to define the relationship between the
employee and the employer. The main focus of employee relation is that both the
parties including the employee and employer are working towards building a
collective relations with each other. This is what is mainly focused by the
management of Jaguar that the employee relations is maintained in a productive way
and it is because the employees are liable of their work to employers and if they will
not be maintaining such type of relationship then the accountability scenario will not
be made in a proper way which can hinder the performance of Jaguar(Gim and et.
al., 2021). This can be strengthened by the company if they make more
transparency and will allow more communication between people. On the other
hand, employee engagement is based on the workplace approach which has to be
resulted in providing right condition to the employees so that they can perform the
best for the organisation which is based on trust and integrity. This can be
strengthened by the company which can be developed when the leaders of the
organisation will develop a powerful vision in front of employees.
References
Acquah, I.S.K., Agyabeng-Mensah, Y. and Afum, E., 2020. Examining the link
among green human resource management practices, green supply chain
management practices and performance. Benchmarking: An International
Journal.
Boxall, P. and Huo, M.L., 2021. Fostering the high‐involvement model of human
resource management: what have we learnt and what challenges do we
face?. Asia Pacific Journal of Human Resources.
18

Bozionelos, N. and Simmering, M.J., 2021. Methodological threat or myth?
Evaluating the current state of evidence on common method variance in
human resource management research. Human Resource Management
Journal.
Freitas, W.R.D.S. and et. al., 2020. Green human resource management and
corporate social responsibility: Evidence from Brazilian firms. Benchmarking:
An International Journal, 27(4), pp.1551-1569.
Gim, G.C. and et. al., 2021. Green human resource management, leader–member
exchange, core self-evaluations and work engagement: the mediating role of
human resource management performance attributions. International
Journal of Manpower.
Moktadir, M.A. and et. al., 2019. Antecedents for greening the workforce:
implications for green human resource management. International Journal of
Manpower.
Shen, J. and Zhang, H., 2019. Socially responsible human resource management
and employee support for external CSR: roles of organizational CSR climate
and perceived CSR directed toward employees. Journal of Business Ethics,
156(3), pp.875-888.
Verma, R. and Bandi, S., 2019. Artificial intelligence & Human resource
management in Indian IT sector. In Proceedings of 10th International
Conference on Digital Strategies for Organizational Success.
19