Employee Development Strategies for Organizations

The assignment analyzes how organizations, using Rolls Royce as an example, can implement effective employee development strategies. It highlights the significance of training sessions, improvement programs, and awareness events in fostering employee growth and ultimately boosting organizational performance. The text emphasizes the role of legal norms and regulations in shaping ethical and effective human resource management practices.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM in planning and resourcing of an organization....................1
P2 Strength and weakness of various approaches of recruitment and selection.........................3
P3 Benefits of different HRM practices for employer and employees.......................................5
P4 Effectiveness of HRM practices in raising organizational productivity................................6
TASK 2............................................................................................................................................8
P5 Significant of employees relations and its influence on decision making process................8
P6 Key elements of employee legislation and its influence on decision making.......................8
P7 Application of HRM practices in work related context.........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource is seen as most indispensable aspect for company success and
development because all the business activities are handled by them only. Thus, management of
workers needs to be effective for corporate world to attain their organizational goals in a defined
time frame. Along with this, they are liable for establishing company image at marketplace by
creating a healthy connection with domestic as well as foreign clients (Bratton and Gold, 2012).
Rolls Royce is a most leading enterprise which is engaged in designing airline engines and
providing services to numerous of defence associations. Therefore, assignment is going to
highlight major purpose and functions of personnel department while making company plans. In
fact, various types of recruitment and selection methods are also discussed in this project for
hiring best candidates for selected firm. Furthermore, number of HRM practices are also
identified in this assignment and their impact on decision making process. Later on, showing
some necessary employee legislation which is introduced by legitimate bodies for employees’
development are framing in this project.
TASK 1
P1 Purpose and functions of HRM in planning and resourcing of an organization
Rolls-Royce plc is a British leading public limited organization which was established in
around 1904 for manufacturing and distributing power system to airline industry as well as
several other industries. In fact, it has been observed that Rolls-Royce is consider as world's
second largest designer of aircraft engines by having its maximum businesses in marine
propulsion and energy industry. Thus, company is very conscious towards their goodwill due to
the involvement in numerous of business activities. Hence, it is essential for enterprise to make
proper and impressive strategy with the consult of HR department as well as responsible for
improving knowledge of staff members (Chelladurai and Kerwin, 2017). Along with this,
personnel team of company is focussing on various functions and liable for completing distinct
job roles in order to attain set objectives or goals in a given time frame. Some of the main
purpose of HR team is discussed as follows:-
 Proper use of resources: - Initial objective is to handle or manage all the resources in
suitable manner so that they cannot misuse. For example; usage of employees needs to be
1

done in more effective way without exploiting them as well as ensure that they can't
enforced for doing any work.
 Develop resources: - Focussing on polishing staff members in order to encourage them
to perform complex work. It means, HR team must learn the technique of promoting
employees retention by using appropriate strategies.
 Promote organizational culture: - It means, personnel team is liable for improving the
environment of an enterprise because Rolls-Royce is a multinational enterprise as they
are engaged in number of distinct business activities. For example; requisite to conduct
several numerous of programmes or events to make the employees happy and offer some
attractive packages.
 Benefits management: - According to this element HR department of selected firm is
involving in providing equal opportunities of gaining benefits to each or every staff
without doing any discrimination (Daley, 201). It means chances of acquiring
remuneration or development is offered by an enterprise to their workers.
Illustration 1: Scope of HRM
(Source:- Human resource management)
After understanding the main purpose of HRM its time to analyse their major functions
that is performed by manager at the time of planning process. Few of them are described as
further:-
2

 Recruitment and selection:- Rolls-Royce is a large organisation by having its outlets in
numerous of nations due to which personnel team of an enterprise is considering number
of factors while hiring employees. In fact, they need to appoint skilled or talented staff
for fulfilling the vacant position of an association.
 Orientation: - As per this element newly hired employees must go through this process
in order to get aware about the new environment so that they can perform their job role in
healthy mind. Thus, this process is also accomplished by HR team for acquiring trust of
employees.
 Needs to maintain positive working environment: - Every individuals wanted to work
in safe surrounding for reducing stress and tension from workplace. As a result, company
get succeeded in promoting employees retention for controlling additional charge of
hiring (Fee, 2014).
P2 Strength and weakness of various approaches of recruitment and selection
In order to select different employees there are range of options which are available with
management of refereed enterprise and according to the nature and demand of job the best option
can be selected. Each method has their own advantages and disadvantages and therefore the
selection panel of the firm has to be careful for making the decision of choosing a particular
method of fulfilling the vacancy in business. However, Rolls-Royce is having positive goodwill
at marketplace due to which they need to consider necessary facts or figures for hiring skilled or
talented employees. Three methods are identified which might used by selected firm for
appointing best candidate at workplace. Thus, suitable tools of recruiting employees are further
explained with their advantages and disadvantages:-
 Internal approach:- As per this element company is hiring their employees within an
enterprise without taking help from outside worlds. For example; promotion of existing
staff or transferring of any other individual are consider as internal method of selecting
employees (Guest, 2011). Basically, this method is highly appropriate due to number of
advantageous as it accomplished within the company without involving any external
factors. Hence, some of the major advantages and disadvantages of internal method are
discussed as follows:-
Strength:-
 Consume minimum time period
Weakness:-
 Absence of innovative ideas and
3

because this process occurs within the
enterprise.
 Inexpensive process due the
involvement of employees of an
association.
 Encourage employees towards retention
process.
 Act as motivational factor.
 Short process because whole procedure
occurs within organization.
creative thoughts because same
employees are promoting to a higher
position.
 Chances of conflicting situations due to
promotion of any one individual.
 Transferral of job is not liked by all the
members.
 Create unhealthy environment.
 External approach:- It means company is going to hire employees from outside world
with the use of modern technologies such as; advertisement in newspapers, magazines,
TV and so on (Harzing and Pinnington, 2010). Basically, with the usage of this tool
managers of HR team needs to focussed on each or every aspect for regulating
possibilities of mistakes. Along with this, company is following beneficial sources for
hiring best candidate to fill the vacant position of an enterprise. Some of the major
strength and weakness are further explained:-
Strength:-
 Emergence of innovative ideas because
new employees are hiring at workplace.
 Creating a positive connection with
employees and its supervisors.
 Chances of company performance
enhancement.
 Presence of larger pool of candidates.
Weakness:-
 Long process.
 Expensive due to the involvement of
maximum stages of recruitment and
selection.
 Requires expertise persons to hire
talented employees.
 Competition increased for existing
employees.
 Third party approach: - It means company needs to acquire help from any consultant
team for selecting best or eligible candidate for some particular position. For example;
Rolls-Royce is requiring marketing manager for their sales department. Thus, they are
consulting any consultant firm or experience person for selecting best suitable person for
4

managing promotional activities (Hendry, 2012). Major benefits and drawback of this
strategy is described as follows:-
Strength :-
 Emergence of expertise or talented
person for suitable position.
 Absence of any mistake due to the
participation of consultancy firm.
 Maximum possibilities of enhancing
company performance due to the
skilled employees.
 Polished manager is get hired.
Weakness :-
 It’s a very long process.
 Consume high range of funds.
 Chances of fraudulent activities due to
the involvement of three parties.
 Create problem for employees or
subordinates
P3 Benefits of different HRM practices for employer and employees
British multinational corporation is engaging in number of business activities due to
which HR department of an organization needs to make necessary changes at workplace for
developing staff members. In fact, they need to conduct several beneficial programmes or
sessions for offering best success opportunities to each or every individuals working at
workplace. However, personnel team is engaged in designing best practices and handling in
effective manner in order to facilitate other members with maximum advantages (Huselid and
Becker, 2011). Thus, some of the major HRM practices which is beneficial for employees and
employer both are discussed as underneath:-
Basis Employer Employee
Training and
development
events
Supervisors are liable for assisting their
employees towards set objectives or
goals in order to enhance their personal
performance also. It means, by attending
useful development programmes
employer get more polished and gained
advanced knowledge which is beneficial
for them while guiding staff members
towards corrective path. As a result.,
Training and development is highly
indispensable for enhancement of
every individual because it helps
employees in handling numerous of
complicated issues. Along with this,
aids in encouraging staff members
towards their overall personality
enhancement by learning advanced
5

healthy relationship get established in
between supervisors and subordinates
which is beneficial for company success
and development.
knowledge and talent.
Flexible hours/
recreational
activities
Employer are liable for number of job
role such as; management , allocation,
handling of subordinates and so on.
Thus, if they get a an effective flexible
hours then they can easily manage all the
difficult activities and able to overcome
complex circumstances in minimum time
frame. In fact, recreational activities
playing a very eminent role in
overcoming various issues by refreshing
the minds of head (Jackson, Schuler and
Werner, 2011).
On the other hand, employees can
also feel comfortable and get
motivated towards their further job
role because every individual
wanted a change and some
enjoyment. Sometime recreational
or flexible hours act as a most
beneficial factor for promoting
employees retention by encouraging
them towards set objectives.
Compensation/
remuneration
HR department is ensuring that
compensation and remuneration is
equally offered to employer also because
every one knows that supervisor is liable
for success of their subordinates,. It
shows that most of the company are
offering best opportunities of gaining
incentives to their head also in order to
maintain positive relations with them.
Whereas, employees are love to
acquire more or more benefits in the
form of compensation to live their
more happily. It means, company
needs to ensure that they can also
get an opportunity of enhancement
by accomplishing their assigned job
role in best manner.
P4 Effectiveness of HRM practices in raising organizational productivity
Throughout the study it has been understood that HRM practices are highly beneficial for
company success because it help an enterprise in various manner (Meredith Belbin, 2011). For
example; maximize the organizational productivity, improves the employees performance by
performing numerous of job role, maximization in employees engagement and so on. HR team of
6

selected firm is focussing on all the practices for developing the whole association by satisfying
distinct needs of employees. Number of things are identified which shows the effectiveness of
above explained HRM practices as well as their impact on company productivity.
 Training and development:- According this element employees performance get
enhanced and acquire high range of knowledge or information which helps them while
accomplishing their assigned job role. One of the main reason behind conducting
enhancement sessions is to polish the newly hired employees in order to give shape as per
consumer image and requirement. As a result productivity of an enterprise automatically
get enhanced. For example; staff members are liable for running business entity due to
which if they get aware about the necessary knowledge then they can easily accomplish
business activities in a defined time frame. Hence, if employees are performing their job
role in much better manner then their productivity can easily enhanced and improved
(Purce, 2014).
 Flexible hours/ recreational activities:- Refreshment and little bit enjoyment is
necessary for each or every individual because continuously working is not possible for
anyone. Thus, implementing recreational activities plays a very eminent role because it
helps in releasing stress of employees and act as a motivational factor so that they can
perform their assigned job role in more effective manner. Additionally, there is maximum
chance of maximizing company profit because existing staff get motivated towards their
job role in order gain benefits which resulted in company improvement.
 Compensation: - Every individual are having opportunity to gain more or more profit by
compensating as well as right to do extra job for organization in order to gain maximum
benefits. Along with this, it is beneficial for overall organizational success and
development because remuneration and compensation boost up the individual morale. As
a result company get succeeded in improving the performance (Storey, 2014).
Hence , it has been understood that all the above HRM practices are totally interrelated
with productivity of an organization because it helps in accomplishing business activities in more
effective manner.
7

TASK 2
P5 Significant of employees relations and its influence on decision making process
Employee relations is mandatory for company success because overall achievement is
based on healthy environment as everyone knows that conflicts creates problems only. Apart
from this, it also influences decisional process of an enterprise because overall company is
running on the basis of staff members only. Hence, company is engaging in maintaining the
positive relations in between several employees for controlling maximum possibilities of any
mistakes and losses. Apart from this , number of factors are identified which shows the
significance of employee relations and its impact on decisional process:-
 Environment:- Initial factor is that surrounding is highly get affected by employees
relations because company is running on the basis of supervisor and subordinates. It
means, company needs to conduct various programmes to create a positive connection
between overall staff members. However, surrounding plays a crucial role in releasing
stress as well as sometime motivate others towards set objectives (Wright and McMahan,
2011) .
 Profit maximization:- If there is effective relations then company can easily perform
their business activities for gaining maximum range of return on their investment.
Togetherness is seen as top most potentiality and strength of an enterprise which helps
them in various complex situations. Along with this, it also hamper the decisional process
of higher authority as they get confused while making policies for staff members.
P6 Key elements of employee legislation and its influence on decision making
There are different types of legislations which are necessary to be followed in every
organisation properly while making any kind of decision. Government authorities have prepared
several legal rules and regulations which are mandatory to be considered by companies to build
more effective as well as efficient strategies or policies to attain desired results. These norms are
essential to be followed by Rolls Royce and some of them are given below:
National Minimum Wage Act: - This can be described about an important which is
made by legal authorities in order to provide desirers benefits to employees. It consists the
criteria of providing minimum wages to people as per strategy of government and that is required
to be considered by Rolls Royce (Human Resource Management. 2017).
8

Sex Discrimination Act: - This rule is all about to provide equal opportunity to achieve
growth in career without differentiating them on basis of gender, caste or any other means. Rolls
Royce is needed to render an appropriate chance to staff members so that they become able to
attain better in their professional careers.
Employment Rights Act: - This can be described about various kinds of basic rights of
employees which are given them through legal rules. Companies are required to fulfil desires of
these legislations while dealing with employees in terms of salaries, working hours, opportunities
etc. Rolls Royce has to consider employment rights to provide an appropriate benefit to staff
members.
Equal Pay Act: - It can be explained as to render proper amount or remuneration or
compensation for efforts of labour. This legal rule renders guidance for organisation to provide
equal payment to employees and they should avoid partial behaviour. Rolls Royce is needed to
follow this legislation of equal pay and render accurate amount of salaries or wages to people
working in an enterprise.
P7 Application of HRM practices in work related context
Rolls-Royce is a successful brand across the global marketplace due to which they are
requiring maximum number of employees to run their business entity in more appropriate
manner. Everyone knows that staff members are liable for handling organizational activities due
to which it is indispensable for conducting an appropriate programmes or sessions to recruit their
newly hired employees by considering relevant facts or figures. For example; company needs to
hire skilled or talented marketing manager for managing sales department of an association then
it is essential to consider some useful elements such as; personal specification, job description,
CV and so on. Hence, an appropriate or impressive job description of Marketing manager is
designed as follows:-
Job Description
Organization name:- Rolls-Royce
Position:- Marketing manager
Department:- sales
Roles and responsibilities:- Ability to convince people for buying something.
9

 Potentiality of impressing customers in order to influence their buying behaviour. Talent for handling large team in effective manner.
 Ability to make instant decision.
Diploma :-
Any experience
Additional courses.
Personal details
CONCLUSION
From the above report it has been summarised that staff members are mandatory part of
an enterprise because organizational activities are controlled or executed by them. In fact, they
are liable for number of roles and responsibilities such as; building positive relations with
consumers, handling of plant or machinery, designing company policies and so on. Therefore, in
order to maintain goodwill of an enterprise an association needs to design appropriate strategies
for employee’s development. For example requisite to conduct training sessions, improvement
programmes, awareness events henceforth. Apart from this, various HRM practices are also
identified which plays a very crucial role in encouraging staff members towards their set
objectives or goals. As a result, performance of overall enterprise automatically gets enhanced
due to polishing of employees. Hence, it has been understood that Rolls Royce is doing their best
in enhancing the organization performance by focussing on their employees development with
the use of legal norms which is designed by legitimate bodies for workers.
10

REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation.
Human Kinetics.
Daley, D.M., 2012. Strategic human resource management.Public Personnel Management,
pp.120-125.
Fee, M.C., 2014. Human resources management.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers.Human resource management journal.21(1).pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage.
Hendry, C., 2012.Human resource management. Routledge.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011.Managing human resources. Cengage Learning.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource
Management International Digest.19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management.New
Perspectives on Human Resource Management (Routledge Revivals).67.
Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management.Human resource management
journal.21(2).pp.93-104.
Online
Human Resource Management. 2017.[Online] Available through<https://www.inc.com/logan-
chierotti/self-made-billionaire-john-paul-dejoria-shares-2-facets-to-becoming-a-
successful.html>
11

12

13

14