The Role of HRM and Organizational Development

This report analyzes HRM practices in a work-related context to demonstrate improvement to sustainable organizational performance. It discusses the application of specific HRM practices in improving sustainability and determining the strengths and weaknesses of HRM practices to make recommendations for improving sustainable organizational performance. The report concludes with recommendations for JLR to improve employee performance and achieve sustainable growth. Subject: HRM, Course Code: N/A, Course Name: N/A, College/University: N/A

The Role of HRM and
Organizational Development
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Table of contents
INTRODUCTION...........................................................................................................................3
BRIEF 1...........................................................................................................................................3
BRIEF 2...........................................................................................................................................3
HRM practices in a work related context using examples to demonstrate improvement to
sustainable organizational performance......................................................................................3
Application of specific HRM practices in work relate context improving sustainable
organizational performance.........................................................................................................7
Determining the strengths and weaknesses of HRM practices to make recommendations for
improving sustainable organizational performance.....................................................................8
RECOMMENDATIONS –..............................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
Human Resource Management is defined as strategic approach where the HR of the
company frames different rules and strategies for growth and development of organization
(Macke and Genari, 2019). JLR is a global care manufacturer and premium luxury vehicle brand
focusing on providing best services and products to customers.
Thus, the report will analyse the HRM practice in work related context to demonstrate
improvement to sustainable organizational performance for the JLR as the company is facing
many issues regarding the need of skilled employees and for their performance. Further,
application of specific HRM practices in improving the sustainability will be analyzed for the
performance at large scale. Moreover, the strengths and weaknesses of HRM practices will also
be mentioned and noted for understanding and finally recommendations drawn upon for analysis
of how effectively the HRM practices within JLR should be done effectively and in appropriate
manner.
BRIEF 1
COVERED IN PPT
BRIEF 2
HRM practices in a work related context using examples to demonstrate improvement to
sustainable organizational performance
Human Resource Management is defined as the strategic approach to the efficient and effective
management which helps the business to gain competitive advantage in an appropriate manner.
HR management focuses on engaging the employees to perform better and analyse their
performance in an appropriate manner which helps in analyzing the organizations strategic
objectives and helps in achieving the goals in a strategic manner (Armstrong and Taylor, 2020).
There are certain aspects which help in addressing the aspects as to how effectively JLR is
creating value for the employees and this helps in addressing the fact that JLR is focusing on
engaging more number of employees within the organization in an appropriate manner. For this
there are certain HRM practices which are being taken into consideration so that there is less
number of employee retention within the company.
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Figure 1 Human Resource Management
The HRM Practices are addressed as –
Recruitment and Selection Process – Recruitment and selection is the process of identifying
the need for a job, requirements of position and job holder and choosing the most appropriate
individual for the job for the right position at right time in an effective manner at large scale
(Hamza, Othman and et.al., 2021). It is very important that the company JLR follows all the
rules and regulations within the recruitment and selection process so that the employees are
engaged and are drawn towards how effectively there is less retention within the company as the
company is facing the major problems at large scale. This is the process which enables and
addressed that company is responsible to hire the effective employees and individuals so that
they are able to contribute to the growth and development of JLR.
There are certain advantages of how the JLR should undergo their recruitment and
selection process such that there are aspect of how effectively and in appropriate manner there
are larger pool of applicants, practising strategic alignment with the goals of the company, there
is large amount of reduced turnover and high morale and along with this there is increased
accuracy with qualification screenings (Paillé, 2019). With the helps o proper recruitment and
selection there are aspects of how effectively and in appropriate manner JLR will be able to
create value for their employees and individuals taking charge of their actions and work related
progress by contributing to their duties and responsibilities in an appropriate and effective
manner. The recruitment and selection process when appropriately taken into consideration will
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enable the aspects of growth and will encourage the employees and individuals to perform better
by contributing to the company at large scale. The process within JLR will help in reducing the
turnover and will help in increasing the moral of employees of the company.
The process helps in increasing the knowledge of the market and creates value as to how
effectively and in appropriate manner there are changes which are observed in the market. There
is also faster hiring within the company when JLR will take concern of individuals to be
appointed for the best jobs and roles within the company at large scale (Klepić, 2019). As JLR is
already suffering from the skills shortage, it is very important that the company takes concern of
all the aspects of engaging the employees and individuals to fall into the category of following
and undergoing into the recruitment and selection process. Therefore, recruitment and selection
process will help JLR to engage the employees into not leaving the company and engaging more
into creative work and skilful performance to achieve effectiveness within the company at large
scale.
Figure 2Recruitment Process
Performance Management – Performance management is the process of ensuring that the
activities meet the organizations’ objectives and goals in an efficient and effective manner. It
helps in focusing on the performance of the organization (Schleicher and et.al., 2018). This is
one of the best HR practice which helps addressing that effectively and in appropriate manner
the performance management is done and analyzed within the organization which is JLR. It is
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very important that the employees perform in a better and appreciable manner such that they are
helpful in contributing to the JLR. The company is in shortage of skills and employees therefore,
the major focus is mainly on the performance of employees in an appropriate manner. It is very
important that the company is able to address and take changes concerning the employees and
the skills and knowledge they persist.
When JLR will incur performance management practice in their regular schedules and
frame this as a strategy by HR of the organization then they will be able to take concern of all the
activities which are being performed at large scale. The company need engineers who are
qualified so that they are able to operate the machinery and equipments which are made available
via technologies (Franco‐Santos and Otley, 2018). This will help in addressing and taking into
concern the major aspects of growth and development at large scale. There is need of string
performance indicators of highly skilled and committed staff members which is enabled in order
to achieve objectives and sustainable future. This will help in making the business successful and
will be able to achieve the aspects of growth and development at large scale. Performance
management has been one of the key factors which helps in enabling different measures of
engaging and making the workforce strong such that there are changes and high skilled
employees are performing to contribute at large scale within JLR to ensure the aspects of growth
and development in an appropriate manner.
Therefore, it is very important for JLR to frame such strategies which helps in knowing
the performance management plan and analyse the important aspects of effectively having and
knowing the major concerns which are related are concerned with the success of JLR
(Armstrong, 2021). Performance management within the company will also help in increasing
employee retention at large scale. This will help in creating value for the employee and will
engage them to perform better and in most effective and efficient manner by taking performance
of employees into concern.
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Figure 3 Performance Management Cycle
Application of specific HRM practices in work relate context improving sustainable
organizational performance
There are two aspects which are taken into consideration related to HRM practices which JLR
should work upon are – recruitment and selection process and performance management (Zaid,
Bon and Jaaron, 2018). Their application is related to how effectively the HR of organization is
framing strategies for considering and improving the work which so that it helps in engaging into
the sustainable practices and achieves highest performance at large scale by engaging the
employees and encouraging them to improve their skills and knowledge in an appropriate
manner as per consideration of HRM practices.
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Figure 4 HRM Practices
Determining the strengths and weaknesses of HRM practices to make recommendations for
improving sustainable organizational performance
There are certain strengths and weaknesses which the two practices which are recruitment and
selection and performance management hold for JLR. These are mentioned as follows –
Strengths of HRM practices –
 There is better communication when HRM practices are framed.
 There is effective time management of HRM practices (El-Kassar and Singh, 2019).
Weaknesses of HRM practices -
 It becomes difficult sometimes to manage relationships of employees within company to
attain sustainable organizational performance.
 Diversity is yet another factor which is faced by the company while framing the HRM
practices to follow.
RECOMMENDATIONS –
There are certain recommendations for best sustainable organizational performance are
mentioned as below to be followed by JLR to improve the employees’ performance at large scale
and in an effective manner. These recommendations are –
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 The strategies of recruitment and selection and performance management should be
framed such that the employees are drawn upon how effectively JLR is focusing on the
success at large scale (Kamble, Gunasekaran and Dhone, 2020).
 The use of sustainable practices for development and growth of the JLR should be
followed and evaluated at large scale to be addressed in appropriate manner to ensure the
work is being appreciated effectively.
CONCLUSION
Thus, it is concluded from the above report that HRM practice in work related context to
demonstrate improvement to sustainable organizational performance was being analysed for the
JLR as the company is facing many issues regarding the need of skilled employees and for their
performance. Further, application of specific HRM practices in improving the sustainability was
analyzed for the performance at large scale. Moreover, the strengths and weaknesses of HRM
practices were also mentioned and noted for understanding and finally recommendations were
drawn upon for analysis of how effectively the HRM practices within JLR should be done
effectively and in appropriate manner.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2021. Performance management.
El-Kassar, A.N. and Singh, S.K., 2019. Green innovation and organizational performance: the
influence of big data and the moderating role of management commitment and HR
practices. Technological Forecasting and Social Change. 144. pp.483-498.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management
Reviews. 20(3). pp.696-730.
Hamza, P.A., Othman, B.J. and et.al., 2021. Recruitment and Selection: The Relationship
between Recruitment and Selection with Organizational Performance. International
Journal of Engineering, Business and Management. 5(3). pp.1-13.
Kamble, S., Gunasekaran, A. and Dhone, N.C., 2020. Industry 4.0 and lean manufacturing
practices for sustainable organisational performance in Indian manufacturing
companies. International Journal of Production Research. 58(5). pp.1319-1337.
Klepić, I., 2019. Correlation of recruitment and selection of human resources and the
performance of small and medium enterprises. Naše gospodarstvo/Our economy. 65(4).
pp.14-26.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Paillé, P., 2019. Green recruitment and selection: an insight into green patterns. International
journal of manpower.
Schleicher, D.J. and et.al., 2018. Putting the system into performance management systems: A
review and agenda for performance management research. Journal of
management. 44(6). pp.2209-2245.
Zaid, A.A., Bon, A.T. and Jaaron, A.A., 2018. Green human resource management bundle
practices and manufacturing organizations for performance optimization: a conceptual
model. International Journal of Engineering & Technology. 7(3.20). pp.87-91.
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