Role of HRM and Organisational Development in Achieving Sustainable Performance - Desklib

This presentation by Desklib explores the role of HRM and Organisational Development in achieving sustainable performance. It covers the main areas of HRM, strengths and weaknesses, effects of changing organizations on HR skills, HRM practices for recruitment and retention, and internal and external factors affecting HRM decision-making. The presentation also provides relevant examples and recommendations for improving HRM practices.

ROLE OF HRM AND
ORGANISATIONAL
DEVELOPMENT

TABLE OF CONTENTS
 INTRODUCTION
 MAIN BODY
 Explaining the main areas of HRM in their contribution to creating sustainable performance
 Critically evaluating the strengths and weaknesses of HRM in relation to creating sustainable organizational performance and achieving
business objectives
 Reviewing the effects of the changing nature of organizations on human resources skills and knowledge
 Examining HRM in relation to the changing nature of the modern business organization
 Reviewing relevant HRM practices in relation to recruitment and retention of employees for the achievement of business objectives
 Evaluating the use of HRM practices in recruitment and retention in relation to the importance of the labor market
 Investigate the external and internal factors that affect HRM decision making to support organizational development
 Discuss the key external and internal factors that affect HRM decision making, using relevant organizational examples to illustrate how they
support organizational development
 Evaluate key factors affecting HRM decision making to make valid recommendations
 CONCLUSION
 REFERENCES

INTRODUCTION
 Human resource management plays very important roles as for hiring, staffing and retaining potential employees for working in
company as for achieving goals and objective of the organization.
 The main key role of HRM is to hire right skilled personnel's according to culture and preferences with the require job skills helps
in achieving and growing business .
 The Jaguar and Land Rover company is joined by Tata motors. The company is selling large number of the premium luxury
vehicles as of sports car and marques.
 It is creating class learning products for delivering leisure consumer experience.
 This presentation provide details about the company HRM practices adopted. With examining main areas HRM in contributing the
sustainable performance.
 Also, reviewing various effects of changing nature of organization on HR skills an knowledge. Furthermore, reviewing the HRM
practices for recruitment and retaining employees for achieving the objectives of business.
 also evaluating its importance relating to available labor markets. Lastly investigating the internal and external factors affecting
HRM decision-making which supports the organizational development.

MAIN AREAS OF HRM IN THEIR CONTRIBUTION
TO CREATING SUSTAINABLE PERFORMANCE
 Jaguar land rover company is selling and
manufacturing the luxury vehicles product
and supplying to large number of
consumers.
 Recruiting and staffing employees
 Talent management
 Compensation and benefits
 Training and development

TO BE CONTINUED
Recruiting and staffing
employees
Talent management Compensation and benefits Training and development
Recruiting and hiring
employees with right skills is
the main HRM areas. This
helps in attaining competitive
objective to jaguar company as
with the right skilled and
having knowledge of all
automated technique helps in
achieving JLR sustainable
organizational performance by
reducing impact of emission
with adopting various
procedures by employees with
limiting the carbon emission.
The hiring and investing in the
talent management team is
responsible for managing
employees in company. Talent
management is responsible for
retaining and fostering
employees for aching long
term goals
Compensation is forming
various policies for
compensating employees with
designing the proper structure
helps in achieving and
festering goals by fulfilling
long term objective.
Training and developing
employees as by organising
various session of retaining
and developing automated and
highly tech skills help in
minimising and operating with
optimum utilisation of
resources for achieving
sustainable organisation per.
Comparing areas of HRM to create sustainable organizational performance

EVALUATING STRENGTHS AND WEAKNESSES OF
HRM TO CREATE SUSTAINABLE ORGANIZATIONAL
PERFORMANCE
 Strengths: Strengths of HRM as by hiring and training employees helps in achieving competent skills
and abilities as for achieving business objectives as for operating with automated techniques.
 Also, HRM helps in providing support by understanding various compliances and laws for operating
and taking decision based on the hiring and recruiting processes which helps in achieving goals.
 Weakness : HRM creates thereat for existing employee as by terminating employees of company aid
in negatively affects working of employees in company.
 Also, it is time-consuming process and expensive in nature. Also it does not form strategies for
achieving organizational goals for the company.

REVIEWING EFFECTS OF CHANGING NATURE OF
ORGANIZATIONS ON HR SKILLS AND
KNOWLEDGE
 Organization changes take place in various form as changes affects and improves the HRM aid in changing the company as it
helps in encouraging innovation, creativeness, also provide better opportunities for working and helps in improving staff moral.
 Due to changes in organization mainly the effects ascertaining to changes incurs are as follows:
 Alleviating fears: organizational changes impact and creates for as for working in company in the employees. As adopting change
by introducing new process and adopting procedures to operate fully with the new technology.
 Greater communication: various organizational changes hinders the process of communication , for adopting changes
successfully and for designing various plans for effectively implementing changes aids in promoting and adopting necessary
skills.
 Staffing: various organizational changes impacts the staffing procedures adapted by the company. As with due to performing and
operating for achieving growth in company

EXAMINING HRM IN RELATION TO THE
CHANGING NATURE OF THE MODERN
BUSINESS ORGANIZATION
 As operating with the changing nature of the business organization the role
of HRM as for optimized changes as, the human resource aids in
emphasizing and improving the polices for recruitment and selecting
employees personnel's.
 Also, HR areas adopting the multitaskers for working effectively in
company by better managing the personnel's.
 Further for adopting changes in company the HR management will help in
engaging employees for adopting changes on company effectively by
welcoming the innovation and suggestion from employees working in
company.

HRM PRACTICES IN RELATION TO RECRUITMENT OF
EMPLOYEES FOR ACHIEVEMENT OF BUSINESS
OBJECTIVES
 HR practice in relation to recruitment are as follows:
 Hiring right employees : This HR practice helps in ensuring and hiring right
employees with required skills and abilities as for achieving goals and objectives
of company.
 Hiring multitasker: Hiring those employees personnel's which is multitasker and
helps other department as for managing work in the JLR company helps in
attaining goals and achieving success.
 Hiring talented employees with using innovative selection process: As hiring
employees personal as with using innovative selecting processes helps in short-
listing the highly committed staff personnel's with acquiring the technical and
automated skills which helps in supporting and ascertaining sustainable future
performance of the company.
 Hiring by using technology: As by using the online tool and various technical
supporting tool .

TO BE CONTINUED
 HRM practice in relation to retaining employees are as follows:
 Recognition of employees: As by recognizing employees contributing efforts as for achieving company goal, recognition the extra
efforts and rewarding and giving bonuses to employees helps in motivating and retaining employees.
 Building positive culture: As by emphasizing and working on building positive culture in the JLR help in retaining employees also
providing safe job security and positive with enthusiastic culture working with talented employees helps employees for retaining
and achieving the positive results for the company.
 Building employees' engagement schemes and programs: as by offering various new opportunities for learning to improve skills
help in retaining employees of company. As for instance JLR is offering and launches academy as for launching the continuous
developing employees for enhancing career options and providing necessary sill need to operate the company.

USE OF HRM PRACTICES IN RECRUITMENT AND
RETENTION IN RELATION TO THE IMPORTANCE OF
THE LABOUR MARKET
 These HRM practice helps in recruiting and retaining employees for working in company.
 These practices are very important as it help in training and appraising employees for working aims for achieving goal of
company.
 Also, it help in leading for better committing company by providing leisure services to all consumers of the JLR auto-
mobile.
 These practices adopted for creating competitive advantage as by designing various policies and procedures of employees
as by attracting and motivating personnel's and retaining employees for achieving the goals of the JLR company .

INTERNAL FACTORS THAT AFFECT
HRM DECISION MAKING
 Internal factors
 Mission : The mission statement of company is impacting the HRM decision making capacity , as the mission of JLD is to
deliver the product and driving as faster as before. The mission statement helps in focusing in the collecting all department
employees for achieving goals by competing .
 Policies and structure: The policy and structure of company impact the HRM decision as it help in attracting and engaging
employees by retaining right personnel's.
 Financial strategies: financial strategies helps in allocating and taking various action as for support organizational goals
and maintaining balance between revenues and expenses made by the coma. These strategies helps in taking various actions
for increasing value of company as by retaining and recruiting skilled employees in JLR.

TO BE CONTINUED
 External factors that affect HRM decision making
 Economic changes : As the economic change impact the company operation and HRM decision as the economic
boom period as for pandemic imparted company as it reduced demand and sales of the company with the covid
pandemic.
 Environment factors: Various environmental factor as of reducing and producing vehicles with less carbon emission
impacts the environment by resulting in polluting.
 Political and legal factors : Various political changes impact the HRM decision as for keeping employees and hiring
it considering all the compliances made by government and maintaining the organizational structure according to the
rules and regulation aid in impacting company operations.

KEY EXTERNAL AND INTERNAL FACTORS THAT
AFFECT HRM DECISION MAKING, USING RELEVANT
ORGANISATIONAL EXAMPLES SUPPORT
ORGANISATIONAL DEVELOPMENT
 As with the external factors the environmental, changes, example of the company
JLR as adopted and using various appliances as for reducing the waste, by using
recycles aluminum for range rover models and recovering waste.
 Also, reducing the emission by using renewable energy resources recycling
reducing fossil fuels for producing large volume of luxury vehicles.

EVALUATE KEY FACTORS AFFECTING HRM
DECISION MAKING TO MAKE VALID
RECOMMENDATIONS
 Various factors impacts the company decision-making processes as the taxation and legal procedure lead by
governmental impact the company.
 Also the environmental impact as for producing luxury vehicles with concerning to sustainability.
 Recommendation : As for producing all the vehicles in sustainable manner the company must adopt and
acquire the electrifying energy as for manufacturing all vehicles in sustainable manner for zero emission of
fuels and leading to lesser pollution impact on environment. As for this the company has made improvements
for reducing environment impact as of reduced carbon emission per vehicle by 21% also water waste per
vehicle with 17%.

CONCLUSION
 From the above presentation it can be concluded that, HRM plays very important role as for recruiting and retaining
potential employees.
 The JLR company is providing and producing number of luxury vehicles for satisfying consumer.
 Various HRM areas as for recruiting, staffing, talent planning and compensating and providing various benefits to employees
helps in retaining and recruiting employees for serving company with skilled and automated professionals.

REFERENCES
 Ererdi, C., Nurgabdeshov, A., Kozhakhmet, S., Rofcanin, Y. and Demirbag, M., 2020. International HRM in the context of
uncertainty and crisis: A systematic review of literature (2000–2018). The International Journal of Human Resource
Management. pp.1-39.
 Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2018. Developing a sustainable HRM system from a
contextual perspective. Corporate Social Responsibility and Environmental Management. 25(6). pp.1143-1153.
 López‐Cotarelo, J., 2018. Line managers and HRM: A managerial discretion perspective. Human Resource Management
Journal. 28(2). pp.255-271.
 Waheed, A., Miao, X., Waheed, S., Ahmad, N. and Majeed, A., 2019. How new HRM practices, organizational innovation,
and innovative climate affect the innovation performance in the IT industry: A moderated-mediation analysis. Sustainability.
11(3). p.621.
 Zainon, S., Ismai, R.F., Ahmad, R.A.R., Shafi, R.M., Misman, F.N., Nawi, S.M. and Kadir, J.M.A., 2020. Factors of human
resource management practices affecting organizational performance. International Journal of Organizational Leadership.
9(4). p.184.