Human Resources Management: The Role of HRM and Organisational Development

This article discusses the different areas of HRM and their contribution to organisational performance, strategic HRM, recruiting and retaining appropriate employees, strengths and weaknesses of HRM, and internal and external factors that influence HRM decisions in the workplace. It also evaluates how these factors support organisational development.

Unit 3 Human Resource Management
The Role of HRM and Organisational Development (Part 1)
HRM Practices (Part 2)
Name:
ID:
Table of Content
Part 1: Report
1.0 Introduction p
A comparison of the different HRM areas and their contribution to
organisational performance p
An examination of strategic HRM in relation to the changing effects on
organisations and its business environment p
A critical evaluation of the role of recruiting and retaining appropriate
employees from the available labour markets p
An analysis of the strengths and weaknesses of HRM in terms of its
contribution to business success p
An investigation into the internal and external factors that influence HRM
decisions in the workplace p
Discussion and evaluation of these factors and how they support
organisational development p
8.0 Conclusions p
References p

1.0 Introduction
Write your answer here
A Comparison of the different HRM areas and their contribution to
organisational performance.
Recruitment and staffing is related with finding the right employee for the
organisation which may be a challenging task for Jaguar. It basically means finding
a right employee for the job as when it is compared with Training and development
area is responsible for maintaining high performance level of the employees, and it
also an important key for the employees (Paranthaman and et.al., 2017). To get
aware with the culture of the organisation, the job duties of an employee, training is
considered to be beneficial for the employees.
Employee compensation mainly refers to the benefits which employee are
receiving for the services which they are giving to their employees. It is considered
as one of largest cost for Jaguar. While as compared compared with Employee
training and development it basically deals for boosting the performance of the
employees of the Jaguar and these are the continue efforts which are done by the
company.
Workplace safety mainly related with type of healthy environment which the Jaguar
provide to its employees where they feel comfortable to do their work. HR is
focusing on that areas which provides safety training to its employees so that in case
if any injury happens during work, they are able to deal with that.
…Recruitment and staffing area contributes to to the organisational performance if
the Jaguar recruit and select those candidates who are more effective ,than the
ability to retain and hire satisfied candidates will be more likely for the organisation.
An important part is played by Employee's compensation area that it helps in
maintaining the work life balance of the employees and also helps to improve the
productivity of the employees which helps them to achieving their goals and
objectives (Liu and et.al., 2017). It is also helps the organisation because in
improving the employee's well-being it is projecting the efforts of the organisation.
Workforce safety in the organisation is helpful in preventing accidents which takes
place in the organisation.

An examination of strategic HRM in relation to the changing effects on
organisations and its business environment
Strategic HRM is essential component of business. It, therefore entails
evaluating goals of the business the vision of the organisation as well as the future
plans. Strategic HRM process is employed to ensure that business runs effectively
and efficiently. The knowledge ,capability and experience of an organisation's
workforce is a determining factor of success. This may be the reason for the
organisation that it pay particular attention to the recruitment of staff and also to
engage in the training of staff and volunteers, to build the organisations capability.
Strategic HRM greatly contributes to goal accomplishment, thereby making the
organisation sustain for a longer time.
Strategic HRM vertically tries to link human resource practices with the
Jaguar Land Rover strategies and strategic management process. It supports the
Jaguar in implementing its business strategies successfully (VATS, SHARMA and
KUMAR, 2021). It helps the Jaguar in creating and maintaining an edge over
competitive advantage. With the development of strategic orientation in HR
departments, Jaguar has understood that their human capital can provide
sustainable competitive advantage.
With the emergence of Strategic HRM in Jaguar, many departments has tried
to match their practices and strategies and processes with the business strategy. For
Jaguar company, its practices can be thought as a tool to achieve competitive
advantage. All the recruitment and selection programs of Jaguar Land Rover which
are adopting the practices of it focuses on attracting and hiring the most skilled or
talented employees (Guo and et.al., 2021). Strategic HRM Of the Jaguar greatly
contributes to the goal accomplishment, thereby making the Jaguar sustain for a
longer time. It also supports the Jaguar to implement its business strategies
successfully.
A critical evaluation of the role of recruiting and retaining appropriate
employees from the available labour markets
The role of recruiting and retaining appropriate employees can be analysed as
follows:
It reduces hassle of turnover: For Jaguar,turnover of employee is a natural
aspect,but for the HR team of the Jaguar, it will create a hassle,if it turns to be high.
It will be a expense for the organisation if the retention of employee is low. An
employee who is staying with the company for a longer period,will also build good
relations with their colleagues and will also help the organisation in growing its
business.
Reduces Acquisition and training time: If employee turnover is there in the
Jaguar, than it will be a very difficult task for the organisation to recruit new
employees who best fits for the organisation. The next steps like selection, training is
a time consuming task for the organisation. Therefore adding all the hours for these
tasks, turnover of employees is like a challenging task for the human resource
department.
Conducts motivational activities at the workplace: It is very necessary that
Jaguar should conduct activities which provides motivation to the workforce should

take place so that it also helps the employees of the Jaguar to increase their comfort
level..
Increases Overall Productivity: It takes around 1 -2 years for a employee who is
new to the Jaguar for reaching at that point of productivity level with that employee
which has been replaced. But if the employee stays with the Jaguar for a longer
time, than it will help a lot to organisation from saving its productivity which has been
lost and it will also helps an employee and HR team too.
An analysis of the strengths and weaknesses of HRM in terms of its
contribution to business success.
………………..
Employee satisfaction : HR is mainly responsible for determining that whether
employees are satisfied not only with their seniors but also with other duties related
with their job as well (Abbas, Shah and Othman, 2021). HR department than finds
out the reasons for the dissatisfaction of their current and previous employee and
finds best possible methods to resolve the issues of employees so that the morale of
the employees boosts up and they remain motivated.
Training and development : In order to determine whether employees are
performing their duties efficiently or not,the HR specialists conducts assessments for
the employees of the Jaguar. Although it is very necessary that to meet the demands
of the position, the employees must have the necessary qualifications and skills
which are required. This strategy reduces the retention of the employees and it also
reduces the turnover.
Conflict Resolution: Whether the employees are satisfied with their jobs,their
seniors,co-workers or not,the conflict regarding this thing is always there at the
workplace. A trained specialist at Jaguar will handle the relation and helps to resolve
the conflict,by restoring relationships positively in the Jaguar.
Performance Improvement: The another responsibility of HR is the development of
performance in the management systems. It is not possible without Human
Resource specialist that for measuring the performance they need to construct a
plan,which measures the performance of employees.
Budget control: For cutting the cost associated with the workforce management,
the HR department has developed the methods which helps to save the money of
the company in the long run.
HRM can contribute to the success of the business by increasing the productivity of
the employee and retention is also a another way which can be contributed by HRM
which helps to achieve the goals of the Jaguar and it also ensures the healthy
relations between the employees of the Jaguar.
An investigation into the internal and external factors that influence HRM
decisions in the workplace
Internal Factors that influence HRM decisions are as follows :

Mission: Mission basically describes that what is the purpose of the company.
People sometimes also perform their task by only keeping the mission of the
company in mind. Mission also affects the HR functions of the organisation.
Policies: Policies are the guidelines on which the organisation works. It guides the
people about what to do and what not to do (Farndale, Nikandrou, and
Panayotopoulou, 2018). Objectives guides about where we have to reach but the
route for where we have to reach is shown by the policies.
Organisation Culture: Organisational culture comprised of shared culture , beliefs
and habits which exist within the organisation. The personality of the organisation is
depicted by Organisational culture. It is one of the important factors which affect the
process of the organisation including HRM decisions.
External Factors that influence HRM decisions are as follows:
Economic Factors: The factors which shape and design the development of
economic activities. The economic factors which affect human resource
management decisions of Jaguar are population and workforce, market conditions of
the workforce,national income and inflation pressures.
Economic conditions: Conditions of the economy also affects the HRM decisions
of the Jaguar. Jaguar should take the decisions accordingly by keeping in mind the
economic conditions of the country..
Technological Factors :Due to the increasing advancement of technology in the
economy,HR department of the Jaguar is looking for the ways which helps them in
saving money (Vashchenko, 2017). A job that is used to be performed by 2 to 4
persons now has cut down to a single person right now. Technology is changing
accordingly in what way we are doing the business,not from the consumer viewpoint,
but from the viewpoint of saving the cost.
Political Factors:The political factor covers the political institution which has an
impact on HR department of Jaguar. Activities which are performed by HRM of
Jaguar are affected by these factors. Some of the functions like HR planning,
recruitment and selection,training and terminations are are governed by the
constitutional laws.
Discussion and evaluation of these factors and how they support
organisational development
Internal factors which support organisational development are as
follows:
Mission: mission or Vision of the organisation plays an important role in the
development of the company. Vision of the business provides a direction or create a
goal that has to accomplish by the company. Vision of the Organization support the
development as it provides a set of target to achieve in a limited period of time. In
order t achieve the target, company develops. Vision of Jaguar and its performance
to achieve the organisational goal lead to the development of the company.
Policies: Guidelines are prepared to create effectiveness in the operational activities
of the organisation. Policies control the business activities and create effective
utilization of the resource (Alsheibani, Cheung and Messom, 2018) . Guidelines are

prepared for the employees and the use of machinery in he most effective ways that
led to the better resource utilization and reduction in the cost of production. Reduced
cost in the production of Jaguar lead to the increase in the profit margin. Therefore,
policies of the organization contribute towards the organisational development of
Jaguar.
Organisational Culture: Culture of the organization plays an important role in the
development of the company. Diversified culture of Jaguar lead to the increase in
creativity and innovation in the operational activities of the company. Development of
innovative ideas in the company provides new innovation in the products that lead to
the increase in the sale of the organisational and supports the organisational
development.
External Factors which supports organisational development are as follows:
Economic changes: Changes in the economy might have effect on business. A
weak economy may have other effects on Jaguar while a strong economy might
some have other effects on it )(Asatiani and et.al., 2021. Economical changes such
as change in tax rates, interest rates and labour cost, demand and supply affect the
business in various ways. The increase in demand will lead to the development of
the organisation as it will increase the sale of products.
Impact of New Technologies: Technological advancement is one of the major
change which leads to change of corporate culture of Jaguar. Once there was only
way to interact with top management was moving into their office (Mahardika and
et.al., 2019). But tools now have increased the interactivity among employees today.
Communications now have become more informal than what actually they are before
and management has also become more attainable than what it was before in
Jaguar.
8.0 Conclusions
Write your answer here
References
Paranthaman, V.V., and et.al., 2017, October. Exploring a new proactive algorithm
for resource management and its application to wireless mobile environments.
In 2017 IEEE 42nd Conference on Local Computer Networks (LCN) (pp. 539-542).
IEEE.
Liu, X., and et.al., 2017. Usability of a medication event reminder monitor system
(MERM) by providers and patients to improve adherence in the management of
tuberculosis. International journal of environmental research and public
health, 14(10), p.1115.
VATS, S., SHARMA, S.K. and KUMAR, S., 2021. A Switch Based Resource
Management Method for Energy Optimization in Cloud Data Center.
Guo, W., and et.al., 2021. Sustainable Resource Management: Technologies for
Recovery and Reuse of Energy and Waste Materials. John Wiley & Sons.
Abbas, S.I., Shah, M.H. and Othman, Y.H., 2021. Critical Review of Recruitment and
Selection Methods: Understanding the Current Practices. Annals of Contemporary
Developments in Management & HR (ACDMHR), 3(3), pp.46-52.

Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection
in context. In Handbook of research on comparative human resource management.
Edward Elgar Publishing.
Vashchenko, M., 2017. An external perspective on CSR: What matters and what
does not?. Business Ethics: A European Review, 26(4), pp.396-412.
Alsheibani, S., Cheung, Y. and Messom, C., 2018. Artificial Intelligence Adoption: AI-
readiness at Firm-Level. In PACIS (p. 37).
Asatiani, A., and et.al., 2021. Constructing continuity across the organisational
culture boundary in a highly virtual work environment. Information Systems
Journal, 31(1), pp.62-93.
Mahardika, H., and et.al., 2019. Experience and facilitating conditions as
impediments to consumers’ new technology adoption. The International Review of
Retail, Distribution and Consumer Research, 29(1), pp.79-98.

Table of Content
Part 2: Portfolio
A job description for the position of Marketing Manager p
A person specification for the position of Marketing Manager p
A recruitment and selection process flowchart to be used by this organization
in future p
An assessment of your selected company’s performance management and
reward systems with examples p
A review of the organisation’s current approach to and effectiveness of
employee relations and employee engagement and how this could be further
strengthened p
References
A job description for the position of Marketing Manager
Job description refers to the written narrative that describe the general task,
responsibilities and other duties related to the job position (Facchin, 2021). Following
is the job description of marketing manager at Jaguar.

Job Title: Marketing Manager
Job Location: jaguar Land Rovar Automotive PLC, London, United Kingdom
Job Summery
The role of marketing manager is to promote business services, products and brand
with the help of effective prising and marketing strategies. Marketing manager also
need to manage marketing budget and analyses trends.
Working Conditions
Jaguar provides a positive office working environment. A person in position of
marketing manager needs to attained meeting in communal workspaces and
conference rooms.
Job Duties
Major duties performed by marketing manager is to research and analysis trends in
market and competitors. Marketing manager also provides. It is also a major duty of
marketing manager to provide their idea in the development of marketing in the
Jaguar.
A person specification for the position of Marketing Manager
It refers to the written statement related to the requirement of job position that needs
to be fulfilled by an employee in order to perform the job (Baker, 2017). Following is
the job specification or employee specification for position of marketing manager at
jaguar.
Essential Desirable
Qualifications Master's degree in
Marketing management.
Expert certificate in
Computer and information
technology.
Experiences Minimum 3 years of
experience in field of
marketing.
Experience of 10 or more
years in the field of
marketing management.
Skills Communication skills
good teamwork
Strong attaintain to detail
basic computer skills
forecasting
Good organisation and
planning skills.
Numerical skills
Responsibilities Work with top management

coordinate and supervise
business activities.
Creating marketing plan
study of economic and
political environment.
A recruitment and selection process flowchart to be used by this organization
in future
Recruitment process

Selection Process
Identification of vacancy
It refers to the identification
of the vacant job position in
the organization that needs
to be fulfilled. Human
resource managers of
Jaguar identified that there is
a need of Marketing
manager in the organization.
Job Analysis
This stage of recruitment process
is related to the collection of
information related to the job
position and requirement that are
need to perform the task for the
particular job in the company.
Jaguar collected and analyzed the
job vacancy in order to gain
beneficial information of
preparation of job description and
specification.
Job description
It refers to the description of job
position and the details of duties,
task and wok environment of the
job position (Sołek-Borowska and
Wilczewska, 2018). Jaguar
Human resource management.
Jaguar prepared the detailed job
description ODF the Marketing
manager along with task and
duties of marketing manager.
Application Forms
it refers to providing application
forms to the people who are
seeking for the job. It provides
information related to the people
and their qualification (Rahman
and et.al., 2020). Job application
for were provided at the official
site and the organization for the
application of Marketing manager
job position in the Jaguar.
Advertisement for Job
After collecting all the
information this step refers to
the advertisement for job
vacancy so that people
seeking for job can apply in
the organization Jaguar
advertise the vacancy of
marketing manager with the
help of newspaper and social
media.
Person Specification
Person specification is prepared
to analysis the requirement of
skills and qualification that are
needed to perform job. Jaguar
created person specification
related to the requirement of
marketing manager in the
organization by the human
resource management.

An assessment of your selected company’s performance management and
reward systems with examples
Performance of employees is managed by human resource managers by the most
effective method such as tram building. It helps the human resource managers to
check the individual performance with the help of feedback from the leaders in the
company (Tseng and Levy, 2019). For example- effective methods are provided by
the human source managers to the leaders in order to improve the performance of
the employees. The leader guide the employees and motivate them by reward
system in the company. Reward system has been adopted by the HRM of Jaguar in
order to improve the performance of the organization by motivating them. Rewards
are given to the employees on the basis of their performance in the organization. It
motivates the employee to improve their performances. Rewards can be both
financial and non financial. Financial rewards include bonus, increment in salary and
non financial rewards include flexible work arrangements, an extra day off and
mentorship. These rewards are offered to the employees n order to improve their
performance in the operational activities of the company.
A review of the organisation’s current approach to and effectiveness of
employee relations and employee engagement and how this could be further
strengthened
Screening
it is the first step of the
selection that refers to the
analyzing the application form
of the applicants. Human
resource management of
Jaguar analyzed the
applications of the people who
have applied for the marketing
manager. The best people or
appropriate applicants were
selected for the interview
according to their information
in the application and CV.
Job offer
At the final step of the
selection process Job is
offered to the person by
the organization. Human
resource managers of
Jaguar offered the job to
the candidate trough offer
letter and salary is
discussed. At this last
stage the job position is
fulfilled by the human
resource management in
the organization.
Background check
Background of the selected
candidate is checked in order
to ensure the safety of the
organization. Human resource
management of Jaguar
analyzed the background of
the selected candidate if the
candidate has criminal record
or any threat can be caused
by hiring the selected
candidate of the position of
Marketing manager.
Interview
Interview plays an important
role in the selection process.
As the people who are
selected in the screening are
called for an interview to
check their ability and
behavior by questing them
(Slavić, Bjekić, and Berber,
2017). Human resource
managers pays the most
attention o this stage in the
selection process as it helps
the managers to check the
person's interest, ability to
critical thinking and the
behavior of the person. It also
helps the managers to identify
the communication skills of the
applicant.
Assessment
it refers to the attempt to get
better understanding of how
the candidate would perform
in the position applied for.
Assessment in Jaguar was
consisted of standardized
evaluation of behavior based
on multiple evaluation
including job related
simulation or psychological
test of the selected candidate.

Current approach of Jaguar related to the effectiveness of employee relation is
hybrid working (Ahmed, 2021). It refers to the availability of flexible hours and places
for employees to get work done effectively. It also helps the organization to increase
the employee relation and engagement. It creates motivation to the employees to
increase their performance (Iqbal, Khalid and Barykin, 2021). Employees of Jaguar
can choose to work with teammates on site or do heads down work from a remote
location. However, potential burnout is the major disadvantage of providing hybrid
workplace to the employees. It also decrease in the team work efficiency.
It can be recommended to the organization that the schedule must be provided by
the organization to control the remote working of the employees it will help the
employees to communicate with other employees in person that lead to the effective
communication. The better utilization of technology can be adopted by the
organization to strengthened communication, promote knowledge ad sharing
information as it will help the Jaguar to create better engagement of the employees.
Prioritizing employee mental health will also improve the effectiveness in the
employee effectiveness in terms of employee relations and engagement in Jaguar.
References
Facchin, M., 2021. Structural representations do not meet the job description
challenge. Synthese, pp.1-30.
Baker, T., 2017. Management Myth# 1—Job Specification Improves Performance.
In Performance Management for Agile Organizations (pp. 59-72). Palgrave
Macmillan, Cham.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment
process. Economics and Culture, 15(2), pp.25-33.
Rahman, M., and et.al., 2020. The role of social media in e-recruitment process: empirical
evidence from developing countries in social network theory. Journal of Enterprise
Information Management.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic Management-International Journal of
Strategic Management and Decision Support Systems in Strategic
Management, 23(3).
Tseng, S.T. and Levy, P.E., 2019. A multilevel leadership process framework of
performance management. Human Resource Management Review, 29(4),
p.100668.
Iqbal, K.M.J., Khalid, F. and Barykin, S.Y., 2021. Hybrid Workplace: The Future of Work.
In Handbook of Research on Future Opportunities for Technology Management
Education(pp. 28-48). IGI Global.
Online references
Ahmed, M., 2021. True hybrid working offers the best of both worlds: Jaguar Land Rover’s
Dave Williams. [Online]. Available through <https://www.peoplematters.in/article/c-
suite/true-hybrid-working-offers-the-best-of-both-worlds-jaguar-land-rovers-dave-
williams-30433>