The Role of HRM and Organizational Development - Desklib

This report covers the concept of human resource and its principles, HRM practices in relation to accomplishment and possession of employees for the accomplishment of business verifiable, and investigates the external and internal factors that affect HRM decision making to support organizational development.

The Role of HRM
and Organizational
Development

Table of Contents
INTRODUCTION ........................................................................................................................1
MAIN BODY ................................................................................................................................1
P1 Explicate the main region of HRM in their attempt to creating property execution.......1
P2 Reappraisal the effects of the dynamic nature of co-ordinate on human resources
acquirement and cognition.....................................................................................................3
P3 Review applicable HRM practices in relation to accomplishment and possession of
employees for the accomplishment of business verifiable.....................................................3
P4 Investigate the external and internal factors that affect HRM decision making to support
organisational development....................................................................................................6
P5 Apply HRM pattern in a work-related context, using circumstantial illustration to demo
betterment to sustainable organisational execution................................................................7
M5 Illustrate how the application of specific HRM practices in a work-related context can
improve sustainable organisational performance...................................................................8
CONCLUSION .............................................................................................................................8
References:.......................................................................................................................................9

INTRODUCTION
People management is the procedure of employing people, training them, compensating
them, improving strategies connecting to them, and increasing plans to retain them. As a
department of human resource has undergone many alteration over the last few years, by
providing more significant role in current era of company ( Khan, and Ahmed, , 2020). This
department is basically responsible for maintaining or developing the health of the business.
In addition they can monitor the state of the compensation and benefits are fair, events are
planned to hold workers from stress and job roles are implemented on the basis of the market.
This assignment is based on the Aston martin it is British multinational company which
manufacture luxurious auto mobiles or sports car. It was found in 1913 by Lionel Martin and
Robert Bromford. Its headquarter is in gaydon UK. This report will cover the concept of
human resource and its principles. Further it will explain the human resource practices in
relation of considered company. It will also explain the various kinds of HRM areas and their
contributions . Furthermore it will justify the strength and weakness of human resources in
business success.
MAIN BODY
P1 Explicate the main region of HRM in their attempt to creating property execution.
It is the process of attractive, maintaining and improving skills and active staff to help the
company objectives,mission and goals. They majorly focus on valuing and maintaining a
company staffs human resource and techniques (,Armstrong, . and Taylor, 2020). It includes the
staff involvement, connection with the workforce. Empowerment, work outline on the basis of
team and growth of manager. Here are some HRM practices that are listed in below -
1. Recruitment and selection - it is one of most essential factor of human resource is to
search a skilled and professional employee, who can assist the company in attaining
its planned goals. In the planning department of people management , it needed
ensuring that the best staff is available when company needs them. In relation of
Aston martin the company requires to set the pool of the people who are eligible for
the company and for position.
2. training and development - it is described as a formal process of creating efforts that
increases the industry efforts that gains the company actions and satisfy its
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employees through various events and knowledge learnings that develops their
ability. In extent of Aston martin, training is linked to quantified and particular
goal like comprehensive education about a particular procedure. Running a particular
equipment , or implementing process with total concentration , whereas improvement
conversely is marked on a variety skills sets, which can be accurately on a bigger
perspective,such as goal setting, decision making and leadership skills.
3. Performance management - it is a combination of human resource along with the
records of the employees actions as it links to objectives, description and the
particular designation. This procedure ensures that allocated activities and outcomes
same as the concern. An appropriate action able the subordinates and employees to
examine their career progress and aims or assign operations with the company mark
for the action in order to measuring activity. In relation of Aston martin uses this area a
in setting the targets and for mesauring the employees productivity (Jia, Q., and et., al.,
2018,).
4. Employee relation - it is important to have the good relation between employees and
employer so that workers can feel valued in the company and with the subordinates. This
assist in increasing long term sustainability of the work force as well as creates a open
communication in the task. This opens the ease for staff to share their views regarding
the laws and principle link with the workings.
5. Labour laws and legal compliance - there are various kinds of laws for the business
and industries in order to manage activities and workers. Healthy and acheiviable
organization spend time and resources to raise a strong human resource event that
supports workers. The management of Aston martin uses this approach particularly as
this makes their operations smooth functioning and systematic. This makes the
employees satisfied in the workplace as they are known of every act and laws (.Anwar,
and et., al., 2020.).
The concept is based on the assumptions that human resources strategy can contribute to the
company strategy but it also explains it. The department contributes to the making of
added value strategy to interpersonal would be straight affirmative to develop employee
motivation, commitment, skill, execution and part. This strategy can goal to get good value
of cost from inter personnel spendings in such areas as training rewards and employee
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benefits. There are cardinal ways in which the HRM can take the advantage and make the most
of its opportunity to add value by facilitating change, proposing strategies and programmes for
processing a more positive choice and performance-orientated culture and portion with their
implementation making specific contribution in the areas of people management strategy,
training and growth, presentation organization, recompense and worker relations ensure that any
HR initiative in such departments as teaching as sessions and improvement are treat as savings
on which a appropriate pay back will be obtain which will gained additional value serving cost-
effective workforce services, giving value for money (Agarwal, . and Kapoor, , 2022).
M1 Compare areas of HRM to create sustainable organisational performance.
Hiring values is not a new explanation in human resource it creates sustainable growth
and attainment strategies. It includes creativity, compassion, unity in team, the human
resource select the skilled candidates in order to act as make the working more effective
and impressive so that productivity can be raised . Investing in workers and making them to
become capability leaders is always valuable. The people company select will become
the best members for future leadership chances with in the company.
P2 Reappraisal the effects of the dynamic nature of co-ordinate on human resources
acquirement and cognition.
This is refers to the action which is link with the operations which is for the actions and
other action that is operated for the company goodwill and uplifting although the
organisation is responsible to satisfy the employees by various factors like rewards,
appreciation and many others action. The technology is changing rapidly but the way of
running business is also changed like after pandemic the company starts assigning the job s
them to their homes and as well as they started to using web meets and many other to set
the conference regarding the workings. The human resource is liable for giving them
projects as per the ability. The strategies of strategically HRM straight consequence the job
contentment level of leader, respective occupied and the seriousness towards the occurrence of
structure. thus, it is analysed that important HRM statement result the work power of
composition by bring telling and alteration. The HR have to get different sources through which
company can examine the quality of activeness operated by the person at work space. This will
aid the administration in everlasting consistent about the attempt in the affricative happening of
business concern structure .
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M2 Examine HRM in relation to the changing nature of the modern business organisation
Business environment is changing rapidly and so is human resource surroundings.
The alteration in surroundings of human resource consisting work force diversity, economic
and technology change, globalisation organisation restricting, changing in the nature of
occupation and work and so on. Diversity have been defined as any attitudes that human
are likely to utilise the actions and other activities to make the working more effective.
P3 Review applicable HRM practices in relation to accomplishment and possession of
employees for the accomplishment of business verifiable.
The industry is strictly works with various hurdles in order to improve the productivity
of the employees although the company use many other plans or process in order to hire an
expertise employees who make the working more effective and impressive although the
workers are finalised by the interview. This processor ends with the finalise of the worker
after his on broad formalities ends. This is important to check the capability of the selected
candidates that they can act well or not in the company. It consist a job specification and job
description, which Is listed in below :-
Job Description
Job Details
Post : Marketing Manager
Company : Aston martin
Job Aim
The Marketing Manager has to implement some certain roles and duties on with this ensuring
that appropriate act is enforced in accordance to implement some assignment and practices. The
candidate requirement has strong communication skills as well.
Roles & Responsibilities
 befitting strategy and line in regards of marketing
Specify consecutive goals and objective in order to make the sale of a specific goods.
Personal specification
Post: Marketing Manager
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Department: Marketing Department
Key: This shows what is required as an evidence:
Property Necessary `Delectable
Qualification & Education  Post modify from
well familiar
introduction and
having a good
implementation of
department
marketing.
 Working on
assisgnment and
under the
knowledge for a
long term.
 Modify from top
organization and
with that done a
documentation
course in
marketing.
 significant skills of
connection .
 2 year learning in
field and digital
marketing.
Background.
 Good
announcement
skills.
Skills or knowledge  selling skills
 concept skill
 community ability
 improve of the manner
in relative to make
effective
merchandising policy.
Recruitment process -
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1. making a candidate pool - after making calls and setting the interviews the
company required to select the interested and skilled employees in the company.
The employees are the main body that makes the operations successive and effectual.
2. hiring process - this is the technique and process which includes the activity that is
being done as selecting an appropriate person in the company who is capable of
working and can make the working more effective.
3. short listing of an appropriate employees - this phase related to the engagement
and analyses of different petition benchmarked by the human resource according
the selection of setted worker and skilled person (Rajabi Farjad, and Najar, , 2018).
4. questioning process - in this level the manager or subordinate ask the question
relating with the candidates and his education. On the basis of that the company
selects the members .
5. On boarding process - it is important for university to complete the capable
members for their introduction and providing them joining letter in which all the
regulation and rules is stated in words, it includes the salary, job role and resignation
policy.
M2 Examine HRM in relation to the changing nature of the modern business organisation
Human resource activity is changing rapidly in way of making the working more
effective it helps in selecting a excellent candidate so that the work can be done
successfully. The process of selecting candidate is well improved in regards to hire a skilled
a execellent candidate as well as they have to provide them training and learning sessions
regarding the work and process of the company.
P4 Investigate the external and internal factors that affect HRM decision making to support
organisational development.
In the organisation there are different components that helps the human resources in
improving company strength and overcome from the weakness with in the business and
outside in the market. Their are major sources that effect on company growth, but sources
effect the actions of the organisation of the company.
External factors -
1. Technology - as technology is changing rapidly so it is compulsory to move
forwards so that the brand can be more competitive In the market place. It is essential
for the company to implement the new innovations and creative things so that work
can be done quickly and easily in the enterprise. In relation of Aston martin the
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company adapts the new and smart technology in order to satisfy the needs and wants
of the buyers.
2. Availability of employee pool - The basic function of the human resource is to
balance the ability of staffing stage through the planning of employees. The
availability of person in the labor market directly impact the decisions of human
resource of rolls Royce organization. The position or place of the company can be the
issue for the labor. The human resource is required to concentrate more on the hiring
by presenting more efforts outside the location and providing the allowance as well.
Internal factor -
1. organizational appreciation - the collection of shared values attitudes and trust in
the organisation. It shows the attitudes of the concern. It is the duty of human
resource manager to manage the happy working surroundings. In order to Aston
martin, it has been analysed that the trend and culture of organisation is relate with
in the company for the purpose of making and improving the appropriate policies
it is required to the human resources of industry.
2. Human resource system - it has been found that the activity, improvement and
stability of a organisation is on the basis of its personal quality. Aston martin has
developed a particular area for human resources which establish the active
management and quality area among with the stream of connexion in an industry. It
also participating on the maturation of worker position (Szkudlarek, ., Lee, and
Brewster, ., 2021).
P5 Apply HRM pattern in a work-related context, using circumstantial illustration to demo
betterment to sustainable organisational execution.
Strengths -
1. Employee development - the workers switch the job with the aim developing their
personal skills and expertise skills the personal objectives of the person is to get
promoted on senior designation they want to feel respected with in the company. The
company Aston martin use this technique to develop the employees performance so
that it can effect on the business.
2. Advocacy - The HR department is constructing to overpass the gap among employer
and workers. certains enterprise mentors see human resource as the members
influence, and they are, but owner are also gaining security through its presence. When
a worker has an issue with peers, management or occupation terms, they are manage to
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human resource where they will have advice and guidance. The similar is true for
executives. When a decision is made, it is management who will direct the declaration
and expect reaction.
3. Compliance - this is professionalism in all the task and advantages to
employment law. Managers lean on human resource ensures that company
advantages to workers law. Occupation is filled with rules and regulations ans
nuances or the people management unit is the educational resources executes
believe to hold organisation selection and management process mistakes and
safe.
Weakness -
1. Deficiency of strategic foundation - human resource is granted for being a little
slow to implement new procedure and in other round. These bodies are more
slow and irresponsible regarding the work and operations (Cheng, , 2020).
2. lack focus on users - other negative factor that causes the break down in the
sales as well as this leads to reduction in customer base of the company. The
company must understand that the users are precious for the business
3. Lack of communication and connection - the deficiency of the communication in
the company between the workers and managers this creates the great deflection in
the operations as well as it leads to the reduction In productivity. If auto mobile
company do this they can face a huge issue with in the organisation. So it is
important for company to have the great bonding between the company and
employees.
M5 Illustrate how the application of specific HRM practices in a work-related context can
improve sustainable organisational performance.
A significant connection has been found between the selection and retaining the
employees these both are crucial for the improvement of improvement of business . The
process is elaborated in below :-
1. Developing the strategy in workplace - this strategy includes the policies such as
employees well being that are mean to be for employees so that they can feel
secure and happy at the workspace. The company must make the schemes that is
good for the workers and management too. That provides a stableness of the
leader for long term.
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2. Improving motivation - it is important in the organisation by rewarding them the
retention, compensation and many others, so that they feel motivated in the consider
company. The auto mobile industry must retain the employees by extra pay or
rewards and many other things that motivates the workers directly.
3. Improve interpersonal rivalry skills - professionalism and expertise employees
aids the company in necessary undertaken in an effective manner. It also leads
to grow the company to implement impressive workers. Highlyexperienced employee
if the industry are actuated by giving the contending benefits in the introduction
setting roles or consist workers in concern.
4. Hire expertise - it is the duty of administration that they must select a
educational and well educated employee in the company, so that work can be done
systematically. The industry does not requires to teach them from initial they just
have to explain the workings of the company (McClean, and Collins, 2019)..
5. Working class marketplace in selection - it is a procedure which is important in
the company as it is used in the process of recruiting staff. Analysing the skilled
work force members who can action good job role. It also leads to the rewards
benefits to the workers. Different responsibility and roles of the recruiter in selection
process.
CONCLUSION
It is concluded from above report that the human resource is the department which plays a
huge role in business or in big companies. Although this is being implied that the major focus
of the people management is to manage the work force by providing them training and
development with in the organisation as well as they are responsible for providing the fair
policies, compensation, and many other that is being linked with the employees activity. As
discuss in above report the main areas of the HRM and its implication on organisational
performance. The manager concentrate on cutting the overhead cost. A conflict arises
among the human resource practices and employee long term sustainability. In globalisation
managing people is complex activity due to the new surroundings and various trends.
Whereas, the motive of the company is to achieve good and improved performance.
References:
Books and Journals
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Agarwal, A. and Kapoor, K., 2022. Analysis of barriers in green human resource implementation
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Anwar, N., and et., al., 2020. Green Human Resource Management for organisational citizenship
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Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
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enhancing strategic awareness through the mediating role to reduce cognitive conflict.
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Performance: Taking the National Talent Development Award as an Indicator.
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