Human Resources Management Practices for Sustainable Organisational Performance: A Case Study of Morgan Motors

This report explores the impact of HRM on organisational development and the practices that can be used to improve sustainable organisational performance. It includes a case study of Morgan Motors, a leading car manufacturing company in England. The report covers the main areas of HRM, effects of changing nature of organisations on HRM knowledge and skills, HRM practices for recruitment and retention of employees, factors that impact HRM decision making process, and HRM practices for sustainable organisational performance.

Human Resources
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
The main areas of HRM..............................................................................................................3
Effects that can change the nature of an organisation on human resources knowledge & skills
....................................................................................................................................................4
Human Resources Management Practices in relation to recruitment and retention of employee
....................................................................................................................................................6
An enquiry of the external as well as the internal factors that can impact the HRM decision
making process in order to assist the organisational development.............................................7
The HRM practices that can be used to improve the sustainable organisational performance of
the Morgan Motors.....................................................................................................................8
REFLECTION............................................................................................................................9
CONCLUSION.............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The Human Resource Management (HRM) refers to that branch of the management
which is designed to provide an organisation with an appropriate utilization of the manpower
along with an economical usage of the existing human resources (James and et. al., 2022). It
handles the varied functions that has to be performed in the system such as the process of
recruitment, orientations, ensuring the quality of the work and maintaining a cordial relationship
of the employees with the company. The establishment chosen for the reasoning is the most
reputed car manufacturing company of England i.e. Morgan Motors, founded by Henry
Frederick Stanley Morgan in the year 1910. This British company has achieved a position which
has been on the top since a number of decades without compromising with the quality and
remains to be one of the most promising venture. An overview of the strategies that must be used
for the sound functioning of the company with the help of the human resource management
practices will be the ultimate motto of this research. Also, highlighting the impact of the HRM
along with the factors that influence the decision making approach of the Morgan Motors will be
the additional aim of the demonstration. The utilisation of the best HRM practices in the
respective company in order to improve the sustainability of the manufacturing unit will also be
further discussed.

MAIN BODY
The main areas of HRM
HRM plays a vital role in an organisation in order to improve their company's
performance. There are five chief areas of HRM for Morgan Motors which are as follow-
 Recruitment- Recruitment in HRM refers to the process of hiring peoples which
involves identifying, screening, selecting , short listing of a candidate for filling the job
vacancies in an organisation. The Morgan Motors should recruit people by screening and
identifying the best candidate for job position which helps the company's growth by
selecting the best employee.
 Induction- Induction which is also known as orientation refers to the process of
introduced the new employee by his job, role, fellow employees, workers, supervisors
within a organisation (Piwowar-Sulej and et. al., 2022). Induction may be define as the
function of introducing the culture, nature, environment of the company to a new
employee, which helps the employee to analysis the company as soon as possible. The
Morgan Motors should induct the employee by provide information about the company
and give knowledge about for his job, which helps the employee to quickly understand
the work as soon as possible.
 Working Environment- A Work Environment refers to the features includes social &
physical features where you perform your job. In other words it is refers to the
environment of workplace which can impact the employee health. The Morgan Motors
should consider the good working environment, which can helps the company to
encourage their employee to work hard because for any organisation it is important to
having the good environment for the employee health and also increase their
performance
 Staff Relation- Staff relations refers to the efforts of an organization to create and build
a positive relationship environments employees, which helps to keep the employees loyal
and much more engaged for their work. Human Resource management play a important
role in maintain and build strong relations with employees. The Morgan Motors should
has good staff relation which help the company to get loyal and hard-working employees.
 Staff Development- Staff development define as the process of improving the
performance, knowledge of an employees and developing the new skills to achieve the

goals of an organization, which can help the organisation to successfully achieve the
goals. It is a term of training & development or learning & Development strategies for an
employee to work effectively (Margherita, 2022). The Morgan Motors should develop
the performance of an employee by motivate them and develop their skills for achieving
the goals and success for the company.
Effects that can change the nature of an organisation on human resources knowledge & skills
Organizational change in nature refers to the modification of roles & responsibility of an
employees in the organisation which can create the demand for the Human Resources
department to focus the staffing errors. The change in environment of HR management
includes work force diversity, economic and technological change, globalisation, organisational
restructuring, changes in the nature of jobs, Change in the nature of work etc. Effects of
changing nature of the Morgan Motors company are as follow-
 Work Force Diversity- Work force diversity refers to the individual characteristics
which includes gender, age, personality, quality, religion, attitude, physical abilities
which helps to improve the efficiency of an employees and make them unique. It is also
refers to the people’s life, that how person's solve problems and overall culture of the
company. The Morgan Motors build diverse workforce which is good for the company
and also for economy, Equitable workforce represent the communities.
 Economic and Technological change- The Economic and Technological Changes
define as the programme of identifying the technical and economic issues and also
considered the impact on the global economy and society. It is the functional activities
of an employee in a organisation like analysis employee performance, contact with them,
storing files and so on. The Morgan Motors required for good HR management where
the department can record the employee data by storing their files. This changes can
barriers for the company.
 Globalisation- Globalization refers to the term which is used to describe the trade and
technology to the world which helps to more connect dependent place (Koech, Kirui and
Langat, 2022). It is also helps to captured its scope of the economic and social changes
which come as a result. The globalisation thus must be kept in the mind of the the
Morgan Motors to expand in the coming future.

 Organisational Restructuring- Organisational Restructuring refers to the act of
changing the business model for change it for make organisation better. The changes can
be legal, operational, and ownership etc. which helps company's internal & external
shift. Any such changes in the functioning of the Morgan Motors should immediately be
resolved.
 Changes in the nature of jobs and work- Nature Change of Job and works refers to the
trends include technological, economical, outsourcing, changing of worker attitudes and
values, globalization, demographics and diversity, which helps the organizations going
to be successful growth in future. Morgan Motors should be positioned in such a manner
that it easily adapts to such drastic changes and reciprocate according to that.
Human Resources Management Practices in relation to recruitment and retention of employee
Human Resources Management practices define as the set of policies and practices of
human resources which required to perform the routines in an organization, which may includes
as employee staffing, employee development, staff performance, and encouraging of an
employee for involved in decision making process. There are following four types of HRM
practices which Morgan Motors should try-
 Recruitment and selection- The purpose of recruitment and selection is a process of
finding the candidates for vacant jobs and position and selecting the best and right
candidate for the obtain job positions (Jonek-Kowalska, 2022). Which helps in to obtain
the candidate at minimum cost the quality of employees required to satisfy the strategic
needs of the organization, whereas selection implies judging applicants on a variety of
criteria, ranging from the objective and measurable ones to the subjective and personal
ones. This process must be conducted in a precise manner by the Morgan Motors to
ensure the right approachability in terms of the selection that has taken place.
 Training and career development- They are the formal activities undertaken by the
company to assist employees acquire the knowledge, skills, abilities and experience
needed to perform current or future jobs. Regular monitoring of the employees working
for the Morgan Motors must take place to ensure the accurate training provided to the
employees if and when in need.

 Performance appraisal- It is the process of judging how well employees perform their
tasks compared to a set of placed standards. The execution of the appraisal must be in
accordance to the standards set by the Morgan Motors to ensure the effective utilised
appraisal scheme.
 Remuneration and other benefits- They are the cumulative monetary and non-
monetary rewards paid to employees in return for their efforts. Morgan Motors should
always compensate the employees in a regulatory manner for a better performance of the
employees.
An enquiry of the external as well as the internal factors that can impact the HRM decision
making process in order to assist the organisational development
A number of factors affects the functioning of a company which can disrupts its effectiveness in
terms of the pre-determined goals that has been set by the company. The crucial external factors
that can strike the Morgan Motor's management are:
 Availability of the labour – A difficulty can be faced while appointing the most
appropriate human resource according to their skills and capabilities. It highly depends
upon the unemployment rates prevailing in the market as well as the mobility of the
labours (Gruman and Budworth, 2022). In respect to Morgan Motors, any kind of
compromise cannot be made in terms of the expertise of the human resources as the best
has to be employed to retain the prominent market positioning.
 Regulations of the government - The national along with the workplace regulations
stated by the government to ensure the company's compliance can affect the functioning
of Morgan Motors in a number of ways. These factors can influence the company in
terms of the cost of training, compensations or other components including the
disciplinary actions taken which can influentially impact the organisation (Cao and
Nawata, 2022).
The internal factors also contributes towards the occurrence of the disturbances such as:
 Estimation of the projected growth - When the rate of growth which was planned is
not according to the projection then it can turn out to be a matter of concern. Morgan
Motors, however has not faced such state of affairs yet but they need to keep this factor

in mind for their sustainability in the market. The retention of the employees in the
company is the most imperative element for a structured growth.
 Utilisation of the technology - The dynamic environment of the market demands an
efficient as well as an effective utilization of the technological advancements dominant in
the market environment. Morgan Motors must engage themselves in extracting the
maximum amount of benefits from the recent up-gradations in the technology such as an
appropriate usage of the online platform that can benefit the management through
proving an aid in the recruitment of the suitable candidates for the job.
The HRM practices that can be used to improve the sustainable organisational performance of
the Morgan Motors
The strategies being used to ensure an optimum level of efficacy in an organisation is the
mandatory aspect of the Human Resource Management. The practices that are considered in the
organisation can be put-upon to promote the superiority in the level of the performance of the
Morgan Motors in literal context which can add a substantial value to its business. They are:
 Providing security to the force – The practice of providing the employees with the
security of their respective jobs is amongst the most important provision that any
individual look for in a company(Ali and et. al., 2022). Morgan Motors should make sure
that the human resource department of their company has complied with this element so
that the personnel involved has a firm belief in respect to their stability in the company
along with basic allowance that they are eligible of.
 Selective in terms of the recruitment – The selection process must be structured in such
a away that it reflects the suitability of the workforce according to their abilities. The
hiring procedure adds up to the value of the business which adversely can provide huge
benefits to the company if carried out with perfection(Hamid, Muzamil and Shah, 2022).
The focus of the Morgan Motors must be on finding the right person for the right job to
achieve the standards that are set by the company for enhancing the level of productivity.
 Compensation of the employees – The remuneration of the team must be in accordance
to their performance. The employees must get compensated in a fair manner i.e. neither
they should get over paid or under paid . The average rate that is prevalent in the market
must be considered to make an efficient use of the costs that are involved. The human

resource department of the Morgan Motors should structure this area viably which can
benefit both the employees and the company in a decent manner.
 Drilling and Development – The recruitment process just does not end up with the
hiring but the personnel that now are involved in the company must be trained in such a
manner that they are in a position to ensure their relevance in terms of the advancement
of the technology that is taking place in the modern world (Abdurokhim, Senen and
Rofaida, 2022). An increase in the investment by the Morgan Motors in the area where it
is specifically required has to be the most appropriate approach chosen so that it can
assist in the growth and development of the company. The training must be specific to
the skills of the employees which can improve their share in terms of the tasks that are
assigned to them.
REFLECTION
The contemplation that is to be made in respect to the report is indeed an imperative part of the
documentation. The disciplinary that was assigned to the team members was on the very
important management area that required a great deal of attention. The ideas that were
considered in regard to the human resource management was an influential beginning for
attaining the reliable cognition from the research. The elements that were responding to the
enquiry, required a thorough investigation of the varied aspects involved in the functioning of
the HRM department. The factors along with the implication of the suitable practices by the
personnel involved in the management team was difficult in order to measure the certainty of the
inclusions, as each and every component was equally important for the functioning of an
organisation and elimination of either of the factor was crucial in order to take the best out of the
available insights. The recommendations in respect to the reattainment of the employees in the
company had to be investigated in a thorough manner to avoid any sought of difficulty while
making the ultimate conclusion of the report. The advantages and the disadvantages were duly
pointed out to determine the managerial competency of the company that was chosen for the
analysis. The inclusions of the major hot topics in the functioning of the organisation was a
major concern for the researchers as it required significant amount to time to portray their pros
and cons to ensure the efficiency of their implementation in the programme. The ascertainment
of the relative conceptions were very important in order to draw an appropriate comparison
between the segments that are present in the enterprises. The inference that were to be drawn

after each and every task required a comprehensive approach to detail out the most important
facets of the enquiry. Furthermore, the skilfulness that was required to determine the
organisational performance of the relevant company seemed to be difficult as the findings must
be accurate and any form of negligence in that respect can harm the position and reputation of
the company. The presentation of the report in the graphical manner indeed required a set of
skills to comprehend to the objectives of the report. The inclusions of the information in a brief
subject matter along with the comprehensive information in the notes sections were done with
precision to make it look attractive to the group. The work thereby was effectively allocated to
the participants that were involved in the completion of the job and each one of them contributed
to their best in order to find out the extreme relevance regarding the topics that were assigned to
them. The difficulties that were faced during the scrutiny of the HRM has proven to be beneficial
in order to gain significant knowledge of the content in a viable manner. Therefore, the results
that has been concluded has provide a sense of achievement in this stream and thus the
associates can proudly say that they have given their one hundred percent towards the
assignment.
CONCLUSION
The inference that can be made in context to the Human Resource Management states
that with an effective utilisation of the above-mentioned practices, an organisation can achieve
the desired business goals in order to win in the market. This will prove to be an aid for adapting
to the dynamic business environment through enabling the employees to enhance their skills and
expertise with the help of a comprehensive training and development structure that is adopted by
the company. Furthermore, the strategies that Morgan Motors can make use of to eliminate the
risks of the external and the internal factors that can impact their market positioning stipulates
that through the correct usage of the adopted pattern, the company can achieve the targets in an
economical as well as in an impressive manner. This will eventually promote the growth of the
establishment along with the development of the workforce through the drilling of their skills
according to the plan formulated by the resource departments for their extensive enhancement in
their respective fields. Overall, the accomplishment of the level of success though embracing the
employment of the team in an appropriate manner and maintaining that in accordance to their
stability is the key to the wholesome development of the organisation.

REFERENCES
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