Analysis of HRM Practices at Jaguar Land Rover: A Case Study

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HUMAN RESOURCES MANAGEMENT
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Table of Contents
Introduction....................................................................................................................................3
Task 1..............................................................................................................................................4
Conclusion......................................................................................................................................9
Bibliography.................................................................................................................................10
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Introduction
The purpose of this study is to analyse the significance management to produce a study
report on different HRM practices. The study provides an understanding of human resource
management followed by the roles and responsibilities of human resource managers. The
recruitment and selection have various approaches that are analysed for better
understanding. In this study, the analysis is performed on Jaguar.
Jaguar is a popular vehicle brand from the company of Jaguar Land Rover. The company
was established in 1922 as Swallow Sidecars Company, which was changed in Jaguar in
1966 by British Motor Corporation. Headquarter of this company is located at Coventry in
the United Kingdom. The company has increased its profits with the record sales by
introducing the new range rover and Jaguar F type. According to a report, the company sells
400000 vehicles per year (Jaguar.co.uk. 2019).
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Task 1
Introduction
The section of this study includes a brief understanding of various roles and responsibilities
of the human resource department of Jaguar. The different practice of HRM functions is
discussed for providing an understanding of the significance of this department.
Define HRM and explain the purpose of HRM in an organisation.
Human resource department plays a significant role in managing the employees of Jaguar.
The department is responsible for the management of the people and their work in that
organisation. According to a report, it refers to the individual approaches, which are
responsible for the management of employees by developing the environment of the
workplace (Armstrong and Taylor, 2014). There are two types of approaches such as the soft
approach and hard approach. The purpose of the soft approaches in human resource
management is to provide that organisation with high commitment management. The hard
approaches of HR management aim to emphasise those strategies, which are beneficial for
accomplishing business goals. This purpose of the management refers to the interpretation
of strategies, which are effective for clean production and cost reduction. The main purpose
of this department of Jaguar is to maintain the employee relation that can be beneficial for
the organisation in the long term.
Identify and list from your reading about HRM, the various functions of HRM in an
organisation.
Human resource department performs various functions in Jaguar. The list of the activities
includes the followings.
 Conducting job analysis
 Planning strategies to meet the needs of the labours
 Recruiting appropriate candidates for the company
 Conducting orientation for new employees
 Managing the compensation of employees
 Providing employees with the benefits and incentives
 Appraising the performance of the workers in that organisation
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 Communicating with the employees to listen to their needs and motivate them
 Building and maintaining the employee relation in an organisation
 Finding out solutions for handling employee grievances and other challenging
issues
 Keeping a record of the health and safety of employees and manage the
equality in that organisation
The human resource department helps to manage the employees and boost their morale by
performing the above activities.
Select two from your above list and explain them in detail.
Every Hr activities play an important role in Jaguar, but the significance of compensating
and communicating with the employees are discussed here.
Compensating: The department of Jaguar deals with the compensation of the employees.
The HR manager checks the job descriptions, evaluates the person specification, and decides
compensation for the employee. The managers also monitor the employee performance for
checking their eligibility for increments and bonuses. The line managers and compensation
manager develops a strategy for the promotion and retention strategy for the employers.
Communicating and resolving problems of employees: The human resource personnel
monitor the employee attitudes and set a behavioural limit for the employees so that they
can avoid an unpleasant situation. They arrange an open communication session so that they
can get an idea about the needs of the labours. Labours become satisfied by listening to their
voices and resolving their problems. In this way, the human resource department increases
the productivity of the company and removes the toxic causes of conflicts.
Identify various approaches to recruitment and selection.
The company deals with the latest technology trends so that the company will need more
talented and qualified people to meet the need of customers (Nikolaou and Oostrom, 2015).
The recruitment process refers to the requirement of obtaining potential candidates in a
sufficient amount of quality and quantity. The department has to predict the future
contributions of a candidate in the growth of the company. This process is known as
selection. The approaches to the process are listed below.
 Analysing the job
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 Understanding the requirement of specific job roles and attracting right
customers for it
 Evaluating the person specification and selecting the right Candidates for the
company
 Arranging training session for selected candidates
 Preparing handbooks for the employees
Select two approaches among each of recruitment and selection and explain them in
detail highlighting the strengths and weaknesses.
The two main approaches of this department are analysing the job and selecting the
employees.
Job analysis: The department of the company analyses the job role and prepares job
specification for attracting the right employees. The job description includes information
about the duties, which are required to be performed. The job specification plays an
important role in making the duties clear to the applicants and employees. The strength of
this process is that the companies can be able to advertise the job roles and accomplish the
competency-based recruitment goals (Tripathi and Agrawal, 2014). The weakness of this
process is it is very time-consuming.
Selection: The department can recruit the employees in two ways such as external and
internal recruitment process. The internal process can oppose some problem for the
company so that the department prefers to recruit externally. The department needs to look
for right candidates in local, national and other labour markets. The department conducts an
interview and records the performances of the employees. The personnel evaluates the
person specification and the interview record so that they can select the right candidate for a
company. The strength of this process is that the company will be able to cut their extra
expenditures by selecting the right candidates only that will be helpful for the company in
the longer run. The weakness of this process is that it psychologically affects the failed
jobholders and other employees of the company.
You are to select an organisation and identify various HRM practices in that
organisation and list them.
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The human resource department of Jaguar has various different HRM practices, which has
enriched the company. The Practices of Best fit model and the strategic models are
discussed here. The best-fit model is required for developing such strategies, which will be
beneficial for providing support to the companies, which are expanding their businesses
online so that the company can reach the competitive advantages. There are other models
used by the companies such as company lifecycle model and the competitive advantage
strategy model.
Table 1: The best fit model
(Source: Kenny, 2014)
Select more than one practice and explain the benefits for both the employer and
employee providing appropriate examples for each type within an organisational
context.
Best-fit model: the Best-fit model is dependent on the life cycle of the product. It includes
the selection stage, growth stage of HRM policies, Maturity stage and decline stage. The HR
department of a company uses the model for its product development. The HR department
rewards its employees, which boost their morale. This has been beneficial for the company,
as the company has become able to develop their products.
The competitive advantage model: The competitive advantage model is based on the
generic strategy of the organisation (Salavou, 2015). This has helped the company to avail
the three advantages of leadership, differentiation through improvement of quality and
services. The company has been able to differentiate itself by using this model.
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Now give details of how your selected practices will benefit your selected organisation
in terms of profit and productivity. Justify your answers with examples.
These practices help the HR to develop specific strategies, which helps to motivate the
employees and maximise their growth. The company has been able to achieve the
innovation and quality enhancement of their products by applying the softer HR strategies
that are accumulation, Utilization and facilitation to motivate their employees for working.
The competitive advantage has helped to reduce the cost of the company adopting cost
effective production process. The life cycle model has helped the company to manage their
employees and achieve employee satisfaction by using reward and other strategies. This has
contributed ion accomplishing the business goals of Jaguar.
Conclusion
The study concludes that the human resource department plays a significant role in the
growth of the organisation. Different models are used in this model to provide a better
understanding.
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Conclusion
The study concludes that the HR department plays a significant role in developing growth
strategies for the organisation. The functions of the HRM are listed here to provide a better
understanding. Different approaches and the importance of selection and recruitment
process is discussed here. The company has been benefitted by the company by using
different practice models. The impact of the model is provided in this study. The department
is responsible for managing and maintaining the employee relation of the company, which
has helped the company to generate more revenues. The study achieves that the human
resource department is considered as the most important resource of an organisation as they
are responsible for managing the sustainability of Jaguar.
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Bibliography
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Jaber, M.Y., 2016. Learning curves: Theory, models, and applications. CRC Press.
Jaguar.co.uk. (2019). Luxury Sports Cars, Executive Saloons and SUVs | Jaguar UK.
[online] Available at: https://www.Jaguar.co.uk/index.html [Accessed 8 Feb. 2019].
Nikolaou, I. and Oostrom, J.K. eds., 2015. Employee recruitment, selection, and assessment:
Contemporary issues for theory and practice. Psychology Press.
Salavou, H.E., 2015. Competitive strategies and their shift to the future. European Business
Review, 27(1), pp.80-99.
Sygna, K., Johansen, S. and Ruland, C.M., 2015. Recruitment challenges in clinical research
including cancer patients and caregivers. Trials, 16(1), p.428.
Tripathi, K. and Agrawal, M., 2014. Competency based management in
organizational. Global Journal of Finance and Management, 6(4), pp.349-356.
Van De Voorde, K. and Beijer, S., 2015. The role of employee HR attributions in the
relationship between high‐performance work systems and employee outcomes. Human
Resource Management Journal, 25(1), pp.62-78.
Kenny, D.A., 2014. Measuring model fit.
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