Human Resource Management Report

This report examines the role of Human Resource Management (HRM) in Jaguar, a UK-based sports car manufacturer. It analyzes the purposes and functions of HRM, different recruitment and selection approaches, and the benefits of HRM practices for both employers and employees. The report also discusses the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, it provides a practical example of HRM practices in a workplace setting.

Human
Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Task1................................................................................................................................................1
P1 HRM purposes and the function ...........................................................................................1
P2 Strength and weakness of different approaches ....................................................................3
Task2................................................................................................................................................4
P3 Benefits of HRM practices within industry for both the employer and employee................4
P4 Different HRM practices in terms of raising organisational profit and productivity............5
Task 3...............................................................................................................................................6
P5 Importance of employee relations in order to influencing HRM decision- making..............6
P6 Key elements of employment legislation and the impacts on HRM decision- making.........6
Task 4...............................................................................................................................................7
P7 HRM practices in a work place by using examples ..............................................................7
CONCLUSION................................................................................................................................9
REFERENCE.................................................................................................................................10

INTRODUCTION
Human resource management is the study of human behaviour who manages all the
business functions within organisation. HRM is the practices of hiring, recruitment, selection,
deploying and managing the organisation's staff. This is the integral part of a running business
organisation that help to understand the employee's problem and try to solve it. It mainly
consider recruitment, staffing, selection, compensation and benefits which is managed by human
being within industry (Asrar-ul-Haq, 2015). The present report will discuss about Jaguar which
is UK based organisation. It is restructuring company that deals in sports car and brings new car
models according to customer needs and wants. The current report will covered purpose and
scope of HRM, practices, internal and external factors which affects HRM decision. Moreover,
report will covered new recruitment and selection process in Jaguar organisation.
Task1
P1 HRM purposes and the function
Human resources management refers a person who manages all the activity within
business organisation such as recruitment, selection, monitoring and controlling the business
function. The main aim of HRM is to understand the demand of business industry and provide
satisfaction. HR manager is the person who think about people welfare and make feel them better
within organisation (Purposes of HRM 2019). Such as Jaguar is the sports car manufacturer
company who produce new model of sports car. The HR manager of Jaguar understand the
problems of employees and make efforts to solve them. Its purposes and functions are given
below:
Internal customer management: This is the main purpose of HRM that help to manage
the employees through serving better facilities to staff. HR built number of policies and
processes that help to attract the employees and they works effectively. It also has direct
relationship with financial performance that provide satisfaction to customers. The HR manager
of Jaguar states processes and policies that help to attract customer such as it focuses on
compensation, benefits and team structure who guides them in order to work in perfect manner
by adopting new technology. Additional, the customer service of Jaguar is starts with HR
department that understand their problem and shares with all staff in order top get solution
(Beare, Caldwell and Millikan, 2018).
1

Laws: HR manager is the person who listen to all problems and find the solution so the
organisation grow speedily. Every organisation need to follow the laws which is formulated by
HR and government such as labour law, employment law, minimum wages law etc. The HR
manager of Jaguar ensure that their organisation follows minimum wages act, employment act
and health and safety act which influenced customers and retain for long period of time. It also
focuses on retirement plans, conflicts resolution and benefits in order to retain the employees
(Chuang, Liu and Chen, 2015).
Culture Sensitivity: HR manager also focuses on cultural awareness that help to create a
perfect work environment. HR management of Jaguar manages cultural differences. It hires
candidate from one part of the world and relocate them in to different department that help to
enhance knowledge about contracts and other important information.
Functions of HRM
The HR manager of every organisation performs various functions within business
industry that is given as-
Recruitment and selection: This is the key function of HRM that is used to select the
best candidate within organisation. The object of this process is to influence the skilled and
qualified candidates and provide them job opportunity. Jaguar's HR manager perform this
function carefully such as it finds the needs of staff, in which department organisation need to
recruit the staff and conduct interviews round in order to recruit and select the right person
(Cooke and Bartram, 2015).
Training and Development: HR play an important role such as it conducts training and
development programme that help to enhance the knowledge and experience of employees in
order to accept challenges. Training is more valuable for staff as it help to provide confidence in
work and make feel good in business enterprises. Jaguar is multinational restructuring company
which focuses on new technology and changes in business practises. For accepting new
technology and changes it formulate training and development programme time to time that help
to accept the challenges and employees get ready to launch new product at global market.
Performance Appraisal: This is also key function of HRM which is performed by HR
manger in order to retain the employees. The HR manager focuses on employees performance
and provide them appraisals for their good performance. Jaguar's HR records employee's
2

performance and give them rewards and appraisals to well performer. This is an attractive
activity that help to retain staff in existing business industry (Dubey, Singh and Ali, 2015).
Therefore, above mention purposes and functions like recruitment and selection, training
and development and performance appraisal help business Jaguar to achieve organisation's goals
and objectives. If employees will happy they will work effectively and efficiently which attracts
the customers. As results its production and profitability will be increase as organisation wants.
P2 Strength and weakness of different approaches
Recruitment: This is the process of formulating the relationship among employer and
applied candidates. The main aim of recruitment is to create jobs for number of employees. This
is the first process in which candidates apply for job after checking the job profile and experience
required. The HR manager of Jaguar post vacancy on job portal, own websites, social media and
newspapers that help to provide information to unemployment person (Dubin, 2017).
Internal recruitment method: Jaguar can recruit employees from their existing
employees who are working in their organisation. Jaguar hires employee internally by using
methods like promotion, relocate or to fill a particular task, internal advertisement, retired
employees who has experience and knowledge.
Strength Weakness
It is easiest process for Jaguar to hire
candidates in less time.
There is chances of discrimination among
employees for their caste, religion, language
for promotion.
No deep or formal interview is required. It help
organisation to increase the productivity
without bearing a high risk.
No good opportunity for external employee
and lack of innovative.
External recruitment method: Jaguar can hire the candidates outside from the
organisation. It recruits candidates through job portal, consultant, social media, websites and
referrals (Elia and Margherita, 2015).
Strength Weakness
It creates new opportunity for job seekers and This is time consuming process and it consume
3

and skilled people. high cost to recruit externally.
Jaguar can hire highly skilled and
knowledgable person to accept the challenges.
New candidates can fraud or quit the
organisation so it may be risk for all
enterprises and Jaguar.
Selection: This is done after recruitment process through HR of business organisation.
The main aim is to select the right person for right job that help to increase the production and
profitability within enterprises. In Jaguar, HR seek the application and accepts that which is
matching with its demand. After matching with skills and experienced it conducts the interview
programme in order to choose best person (Hitka and et.al., 2017).
Strength Weakness
Jaguar has opportunity to select the best
candidate out of number of employee who can
adopt the new technology.
This process may be costly to conduct the
interview process.
This process help organisation to create the
good relationship among interviewer and
interviewee.
It is not easy for organisation to select right
person as they want so organisation can bear
highly risk.
It provides a great advantages to organisation
by using new technology and experienced.
It may not be honest because some test may be
ambiguous.
Task2
P3 Benefits of HRM practices within industry for both the employer and employee
HRM practices means how employees develop the leadership and can increase the
productivity with the help of staff. It help to motivate and develop the employees who are
working within organisation. Following HRM practices and its benefits are given as:
Recruitment and selection: This is important approach of HRM that involves
recruitment and selection of candidates for vacant post. This approach help to fill the needs of
qualified employees through recruitment and selection process. Such as HR manager of Jaguar
finds the needs of employees and also get information what skills are required to hire new
4

candidates. After knowing this HR manager conduct interviews round and technical round that
help to hire good applicants (Jouda, Ahmad and Dahleez, 2016).
Training and development: This practices states that organisation should provide
training and development skills to its staff that help to work efficiently. Such as if any new
technology comes in market HR manager provides training to its staff that help to adopt new
technology in order to maximize production by reducing cost.
Benefits to employee Benefits to employer
Through training and
development
 Employees get more skilled
and knowledgable in their
work.
 Employees get more
confident and experienced
to adopt new technology
and challenges.
 It help employer such as
retention of employee for
long term and maximization
of production.
 Employer can trust on
employee to complete the
task on given time.
Selection and
recruitment
 It give an opportunity to
show ability and capacity.
 It help to increase the
employment brand.
 It help to increase the
manager satisfaction within
Jaguar.
 Employer can reduce the
cost of organisation by
selecting the best candidates.
P4 Different HRM practices in terms of raising organisational profit and productivity
HRM practices is essential for organisation such as it help to increase the productivity
and maximize the profits within organisation. Following HRM practices are described that help
business industry to maximize profit (Laudon and Laudon, 2016).
Providing security to staff: This is best HRM practices which is used by all organisation
to increase organisation's profit and productivity. Such as Jaguar follows health and safety act
that provides safety to worker at workplace. This safety make feel them good and help to retain
the employees within industry. As result employees work effectively that leads to maximize the
productivity and increased profits (HRM best practices 2018).
5

Fair and performance based benefits: Every organisation focuses on employees
performance and give rewards and other benefits in order to attract the customers. Jaguar follows
work and compensation act that help to attract the customer and they think about work more
effectively. If employee will work more and effectively production would be increase and
profitability will also increase as organisation wants (Trappmann, 2017).
Hiring the right people: This is effective HRM practices which is used to hire correct
employee for performing task. If organisation hires good employee who are highly skilled and
knowledgeable then it can raise the productivity and profits by accepting challenges. Such as
Jaguar is a international company that deals in sports cars. It built new strategy and uses new
technology to built new cars. For manufacturing new product it hires new staff that help to
accept the new technology in order to produce new cars. If organisation will hire right employee
which is needed then it help to maximize the productivity and profitability (Ugheoke, Isa and
Noor, 2015).
Task 3
P5 Importance of employee relations in order to influencing HRM decision- making
Employee are the important assets of any business industry that help to increase the
production as well as making effective business decision. The employer should communicate
with employees that help to understand their problems and should find the solutions. Such as
Jaguar's manager make policies and discuss problems with employees that help to get solution
and can take corrective action in order to maximize profits. If employee relation is good then it
impacts positively or if not them it affects organisation business. The importance of employee
relation is stated as-
 Due to good relation between employee and employer they can take effective
action and can make good business decision.
 It also help to solve the employee's problem that make feel them good and leads
to maximize the production in order to increase the profitability.
 Jaguar can achieve goals and objectives speedily with the help to employee as
they make efforts to work effectively.
 If employer and employee relation is good then organisation can use new
technology and can accept the challenges that helps to beat the competition.
6

P6 Key elements of employment legislation and the impacts on HRM decision- making
Employee legislation is the rules and regulation which is formulated by government for
providing safety to staff and make them happy. It is the duty of every organisation is to follow
the employment law that help to attract the staff who are working at workplace. Jaguar follows
following employee legislation such as-
Equal remuneration act 2010: This act states that an organisation should pay equal to
same skills and qualified person that help to work effectively and overcome the conflicts. In
Jaguar, HR manager has follows this law and pays equally to same skilled person that help to
perform well by adopting new technology. Additionally, it help to make effective business
decision to accept new technology and work for organisation welfare.
Health and safety act 1974: This law describe as business enterprise should follow the
health and safety act that help to motivate them and retain for long term in existing business
industry. Such as Jaguar focuses on this act and provide safety as well as job security to workers
that give confidence and make decision to be continue the workplace (van Woerkom, Bakker and
Nishii, 2016).
Task 4
P7 HRM practices in a work place by using examples
All organisation adopt various HRM practices such as recruitment and selection, training
and development, man power planning, fair remuneration, selection of right employee etc. that
help to maximize the production and achieve organisation goals. Organisation give the job
specification firstly then receive person specification and provide job offer letter. Its application
is described as-
Application of HRM practices in Jaguar company
In Jaguar company has number of employees who are working in different department.
The HR manager of Jaguar manages all the function and follows HRM practices that help to hire
the qualified employee and retain them in order to accept the new technology and increase the
productivity. In other words, HR manager focuses on employee's performance and provide
training and development to staff that processed to achieve organisational goals (Wagner, 2015).
Job Specification
Job Details
7

Post: Mechanical engineer
Company: Jaguar
Job Purpose: Applicants are invited to adopt new technology and challenges and built new Auto
mobile model that help to attract customer and become world's largest manufacturer company.
Roles and Responsibilities:
 Should be able to read and interpret blueprints, computer generated reports, technical
drawing of new models and systematic work-related.
 It should have experienced about operating procedure, solution of system malfunctions
and technical information.
 Proper research and analyse customer design proposal, specification, and other data that
help to evaluate the feasibility, suitability and acceptability.
 Modification of products and assurance about engineering design and performance
specification.
 Candidate should be able to assist drafters in developing the structural design of
products by using drafting tools or computer developed design
Good salary package according to candidate's skills and experience
Interested candidate please share CV with this mail id- Jaguar imp [e-mail]
Person specification
Name:
Email:
Contact:
Objectives: To show ability and skills with in organisation in order to produce attractive
products. Moreover, to improve and enhance the knowledge in technical department.
Qualification:
Class University Passing year Grade
12th XYZ school 80% 2012
Graduation B. tech 78% 2016
Post Graduation M. tech 75% 2018
8

Experience:
Worked with Aston Martin in technical department 2 year
Personal skills:
 Training in Auto mobile industry
 Leadership skills
 Ability to accept the new technology and challenges
 Technical skills
Declaration: I have declared all the information are true and in my knowledge.
Offer letter
Date:
Name:
Address:
Dear …
Congratulation ! You have selected in our organisation for responsible post as you have
applied. You have passed all the eligibility criteria for mechanical engineer post in Jaguar. We
are pleased to provide you this opportunity and hope that you will be stand on our expectation.
Your joining date is 7th January 2019. for more details you can contact with our HR team.
Thank you
Salary packages: $13000 per annum
Working hours: 9 am to 6 pm
We are looking for your confirmation
Your sincerely
HR team
Jaguar
CONCLUSION
From the report it van be concluded that HRM is core part of any organisation who
recruit and select the best candidate within organisation. It conducts the interview programme
9

and analysis the employee's skills and experience then select the person who matches with
organisation demand. Moreover, there should be good relation between employer and employee
that help to understand each other problems and suggest the better solution for maximise the
production and profitability.
REFERENCE
Books and journal
Asrar-ul-Haq, M., 2015. Human resource development in Pakistan: evolution, trends and
challenges. Human Resource Development International. 18(1). pp.97-104.
Beare, H., Caldwell, B. J. and Millikan, R. H., 2018. Creating an excellent school: Some new
management techniques. Routledge.
Chuang, H. M., Liu, M. J. and Chen, Y. S., 2015. The effects of human resource capability and
internal customer satisfaction on organizational effectiveness. International Journal of
Distributed Sensor Networks. 11(7). p.835194.
Cooke, F. L. and Bartram, T., 2015. Guest editors’ introduction: human resource management in
health care and elderly care: current challenges and toward a research agenda. Human
Resource Management. 54(5). pp.711-735.
Dubey, R., Singh, T. and Ali, S. S., 2015. The mediating effect of human resource on successful
total quality management implementation: An empirical study on SMEs in
manufacturing sectors. Benchmarking: An International Journal. 22(7). pp.1463-1480.
Dubin, R., 2017. The world of work: Industrial society and human relations. Routledge.
Elia, G. and Margherita, A., 2015. Next-generation human resource management: a system for
measuring and visualising professional competencies. International Journal of Human
Resources Development and Management. 15(1). pp.1-15.
Hitka, M., and et.al., 2017. Cluster analysis used as the strategic advantage of human resource
management in small and medium-sized enterprises in the wood-processing
industry. BioResources. 12(4). pp.7884-7897.
Jouda, A. A., Ahmad, U. N. U. and Dahleez, K. A., 2016. The Impact of Human Resource
Management Practices on Employees Performance: The Case of Islamic University of
Gaza in Palestine. International Review of Management and Marketing. 6(4). pp.1080-
1088.
Laudon, K. C. and Laudon, J. P., 2016. Management information system. Pearson Education
India.
Trappmann, V., 2017. Human Resource Management at a Steel Giant in Russia 1. In Human
Resource Management in Russia (pp. 133-149). Routledge.
Ugheoke, S. O., Isa, M. F. M. and Noor, W. S. W. M., 2015. Antecedents of strategic human
resource management practices on intangible firm performance: analytical investigation
of SMEs. Asian Social Science. 11(13). p.33.
van Woerkom, M., Bakker, A. B. and Nishii, L. H., 2016. Accumulative job demands and
support for strength use: Fine-tuning the job demands-resources model using
conservation of resources theory. Journal of Applied Psychology. 101(1). p.141.
Wagner, M., 2015. A European perspective on country moderation effects: Environmental
management systems and sustainability-related human resource benefits. Journal of
World Business. 50(2). pp.379-388.
10

Online
Purposes of HRM. 2019. [Online] Available through:
<https://bizfluent.com/info-7750751-purpose-hr-management.html>
HRM best practices. 2018. [Online] Available through:
<https://www.digitalhrtech.com/human-resource-best-practices/>
11