Human Resource Management Practices in HRM Decision Making

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1. Purpose and function of Human resource management.......................................................3
P2. Strengths and weaknesses of various approaches for selection and recruitment..................5
LO2 ...............................................................................................................................................11
P3 Benefit of HRM practices for employer and employees.....................................................11
P 4 Effectiveness of HRM Practices in raising profit and productivity....................................12
LO3................................................................................................................................................13
P 5 Importance of employee relation in HRM decision-making..............................................13
P6 KEY ELEMENTS OF EMPLOYMENT LEGISLATION & ITS IMPACT ON HRM
DECISION MAKING...............................................................................................................14
LO4................................................................................................................................................16
P7. THE APPLICATION OF HRM PRACTICES IN A WORK RELATED CONTEXT
WITH SPECIFIC EXAMPLES................................................................................................16
Conclusion:....................................................................................................................................21
References......................................................................................................................................22

INTRODUCTION
Human resource management is a process of managing personnel in an organization in a
organized manner. HRM covers hiring right people, retaining best talent, performance
management, conducting exit interviews. This process involves developing people, conducting
training sessions for them, motivating them so they can become valuable for the organization.
This study includes the purposes and functions of HRM, various approaches to recruitment and
selection, advantages of HRM practices in an organization for employer and employee both and
effectiveness to these HRM practices. This study further adds about analysing the importance of
employee relation in regard to influencing HRM decision-making. The study also identify the
important part of employment legislation and its impact on HRM decision-making.
Jaguar Land Rover is a British based multinational company. It is an automotive company. It
was founded on 18th January 2008. The company has it headquarters in Whitley,Coventry, UK.
The CEO of the company is DR Ralf Speth. The company deals in luxury vehicles and sport
utility vehicles.
LO1
P1. Purpose and function of Human resource management.
Human resource management is refers as the practice of organizational management including
recruitment, selection, provide orientation and impart training and development and hiring the
employees who deserve for the company. This is often known as human resources(Ban field, and
et.al. 2018). It is the strategic approach to maintain the effective environment of management in
the organization. The main purpose of the human resource management is to increase the
employee performance to the highest level corresponding to role in the organization. The major
responsibility of HR manager is to recruit the new professionals that have skills necessary for
achieving the company's goal. Training and development also provide to the employees to meet
objective of the organization (Ban field, and et.al. 2018). .
The main objectives of human resource management is given below.
1. Organizational objectives: This is the objectives in which including hiring, recruiting, and get
provide training to the employee for the given task.

2. Personal objectives: It is that objectives in which it supports the employees personal goal like
allowance for education and career development as well as enhancing the job satisfaction to the
employee.(Ban field, and et.al. 2018)
3. Social objectives: Human resource always should be justified with the employees in terms of
all social, legal and ethical environmental issues. This is legal responsibilities for the HRM that
is equal opportunities and equal pay for same work(Berman, E.M. and et.al. 2019).
There are following functions of the Human resource management.
Job design : Human resource management create an opportunity for development of
organization. Here is Jaguar Land rover is British automotive multinational company also has
generate various job profile which is strategy of the company that will help to promote iconic
brands. (Cascio W.F. 2015).
Recruitment: The recruitment is the process of selecting, short-listing, and appoint that eligible
candidate who is suitable within the organization. Same as in the Jaguar Land rover prefer those
employees who are more efficient, productive and profitable for company. The human resource
of jaguar refers some major factor which is more important for the company before recruitment,
like searching, planning, screening and evaluation of candidate.(Cascio W.F. 2015). After this
process the HR manager can be selected as prompt employee for integrating the organization.
Compensation: Here the Land rover also pay compensation to the employee that may be because
of high contribution to firm Compensation is the reward for the employee who perform well in
the organization. It may consist cash reward such as wages, salary, incentives or commission.
The HRM of company provide bonus, profit sharing and stock option based on individual
performance of the employees. . This help in maintaining moral satisfaction of employee and
encouraging the peak performance The management of Jaguar Land rover has also introducing
employees benefits such as allowances (travelling, housing, meal)
Health and safety: The human resource manager has responsible for safety of the employees
within the organization(DeCenzo and et.al.2016).This typically refers to provide life insurance,
disability insurance. Jaguar Land rover has provided other leave advantage for their employees
like vacation pay, holiday pay, maternity leaves for women also contribute retirement pension

pay. Therefore, it is very essential responsibilities for the human resource to take care of their
employees works in the organization(DeCenzo and et.al.2016).
P2. Strengths and weaknesses of various approaches for selection and recruitment.
Bases Strength Weakness
Best Fit- This approach can be
used in order to specify
whether the strategies used by
organization is appropriate or
not.
 The strength of the best
fit is that it emphasis
the activities happens
by the human resource
management of the
Jaguar is appropriate
within the situation of
organization, include
its operational process,
culture and external
environment.(DeCenzo
and et.al. 2016)
 Jaguar Land rover is
less concern with the
best fit because it is
impossible to all
contingent variables
can be modelled.
(Nankervis, A.R and
et.al.2016).
 It is more difficulty to
showing
interconnection and
changes in one variable
impact on others as
well.
Best Practice- This approach
can be used in any situation
A number of lists of ‘best
practices’ have been produced,
the best known of which was
produced by Pfeffer namely: 1.
employment security;.
 The first practices in
the human resource is
the security of
employment. Jaguar
Land rover has been
provided employment
security which helps
retain their employee.
 The best practices can
not be change when
organizational strategy
change, it is so called
static policies hence its
not to made changes
unless there are major
adjustment to be made

selective hiring; self-managed
teams; high compensation
contingent on performance;
training to provide a skilled
and motivated workforce;
 The HR second best
practice is the selective
hiring
process(Nankervis,
A.R and et.al.2016).
 Jaguar has also
provided training and
development to their
employees and high
compensation and
benefits given to
employee that
encourages the work of
the employee.
within the organization.
Internal recruitment- It means
hiring candidates from within
organization. Like for example
Transfer, promotion etc.
 Internal recruitment of
the Jaguar land rover
company has
economically cheaper
which save the
expenditure of the
recruitment process.
Therefore, Jaguar has
become financially
strong.
 It is easier to promote
employee and reliable
for the company about
which already familiar
introduction
 organization.
 If the Jaguar Land
rover requires specific
skilled or qualified
employee for hiring
particular profile and if
desired candidate
absence in current pool
of company, then this
is not right process of
recruitment.
 No new ideas have
been introduced in the
Jaguar if no one come
from outside of the
company.
 Its process is to create
another vacancy which