Human Resource Management Practices at Jaguar Land Rover

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Human Resource Management
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Table of Contents
Introduction...................................................................................................................... 3
Task 1.............................................................................................................................. 4
Conclusion..................................................................................................................... 10
Reference list................................................................................................................. 11
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Introduction
Human resource management is the key term used to describe a range of formal
systems, which are devised for managing the entire workforce of an organization
towards accomplishing the organizational goal. HR personnel of an organization have
wide range of effective roles such as recruitment, organizational orientation,
encouraging employees and others to play for better performance of the entire firm. HR
management is a part of organization that is concerned with the people dimension.
“Jaguar” is a British multinational luxury vehicle-manufacturing firm that has
expanded its business operations worldwide. In 1935, the company was introduced to
market with their high-tech and high-featured luxurious cars. More than 50,000
employees perform on daily basis to conduct different business activities. Last year, the
company has generated over €180 billion revenue through their diverse business
operations across the global business market places (jaguar.in, 2019).
Different roles and purpose of HRM will be highlighted in this paper. Strength and
weaknesses of different recruitment and selection process will also be displayed in this
portion for better consideration of the entire project.
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Task 1
Introduction
In business ventures, HR department has broad range of important duties. This study
will highlight the idea, concept and significance of HR department and its related
practices.
Definition of HRM
Human resource management is the vital department of an organization (Noe et al.,
2015). It handles all aspects of staffs and has a range of functions such as conducting
job analysis, interviews, recruitment, hiring employees, retaining, appraising, orientation,
career planning, maintenance of industrial relationship, communicating maintaining
relationship with all the employees and department and increasing the overall
performance and growth of the organization effectively.
Various functions of HRM in a company
HR manager of an organization like Jaguar has broad range of activities within the
company for increasing the profitability and organizational growth positively.
Figure 1: Functions of HRM
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(Source: Cascio, 2015)
The list of different functions associated with HR personnel’s role in a company like
Jaguar is as follows:
 Recruiting the most eligible candidates and resourcing the organization with
proper skill set
 Encouraging and motivating employees for extending their performance level
(DeCenzo et al., 2016)
 Organizational orientation
 Influencing employee engagement
 Building strong employee-employer relationship
 Ensuring high amount of business profits
 Accelerating the production and growth rate of the firm simultaneously
Discussion of two selected functions
From the above list of functions, two selected important functions of HR management is
detailed in below section.
Resourcing the organization with proper skill set
HR manager of an organization like Jaguar is responsible for selecting the most eligible
and suitable candidate for the company from a pool of effective candidates. HR
department resources the organization with proper skill set so that they can achieve
their set business goals in an effective manner (Mello, 2014).
Building strong employee relation
HR personnel are responsible for building a strong relationship among employees so
that they can share their opinions, business aspects and ideas with each other . Strong
employee bonding is required as it influences the teamwork quality of employees that
allows completing any business project more effectively within the time. Additionally,
strong employee relation influences better employee engagement in the firms like
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Jaguar. Moreover, HR builds strong employee relation for increasing the job
satisfaction standard of the employees as well.
Various approaches of recruitment and selection
At the time of recruitment process, both employer and employee tried their best to
impress each other along with the enhanced capability and long term mutual happiness.
Apart from that, business organizations offer a range of verities in the job description for
attracting eligible candidates for the company (Cascio, 2015). Job description includes
clear discussion about roles to play in the job, a range of opportunities and lastly all the
rewards and compensations that are provided to employees according to their
performance standard.
However, there are mainly two recruitment approaches; internal recruitment
approach and external recruitment approach. It is fact that both of the recruitment
approaches are effective enough for selection of the most eligible candidates along with
all the required skill set and knowledge.
Many of the companies use internal recruitment approach to fulfill their vacant job
roles within the company. In this type of recruitment process, candidates are being
selected from inside of the organization. In addition to this, external recruitment is
completely different, where eligible candidates are selected as per their performance
level, knowledge and skill set. It includes a range of tests for selecting the most eligible
candidates for the company from a pool of candidates (Muscalu, 2015). Most of the
successful business organizations like Jaguar use both of the approaches during their
selection process to fulfill their organizational resources with appropriate skill set.
Selection is the process of putting the most appropriate person at the most suitable job
designation. During selection, organizational requirements and qualification of the
candidates is measured. However, successful firms like Jaguar always likely to
maintain a proper selection procedure for updating their facilities spontaneously. It
directly improves the performance of the overall organization. Mostly successful
companies like Jaguar simply utilize diverse approaches of selection; personalized
recruitment methods and systematic recruitment methods. Personalized
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recruitment methods concentrate on knowing the candidates, finding out their work
performance and lifestyles and making a strong bonding so that both employees and
employer can gain benefits from both sides. Apart from that, another effective selection
method is systematic recruitment method that has the aim of cutting down personal
biasness to the minimum during selection process. This recruitment process focuses
upon selecting the candidates avoiding favoritism or any kind of partiality, which
alternatively increases the performance of the overall business performance.
Advantages and disadvantages of two approaches
Approaches Advantages Disadvantages
External recruitment  External
recruitment offers
diverse opportunity
for selecting eligible
candidates for the
company (Ślusarczy
and Golnik, 2014)
 Selected candidates
are more capable
and more skilled
compared to
candidates recruited
through internal
process.
 It takes high amount
of capital and time
for selection of the
most suitable
candidates for the
company.
Internal recruitment  Internal
recruitment
process is easy to
conduct and one of
the fastest ways of
fulfilling vacant job
roles with eligible
 Internal
recruitment
process limits the
number of potential
candidates.
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candidates.
 This takes a
minimum amount of
capital to conduct.
Table 1: Advantages and disadvantages of two recruitment approaches
(Source: Created by learner)
Different effective HRM practices in the company
Jaguar is one of the most popular British multinational luxurious car manufacturing
organizations across the UK premises. Being this somewhat popular in global context,
the company must use some effective HRM practices for betterment of their
organization. Jaguar use different HRM practices throughout their organizational
premises that are as follows:
 Employment safety
 Selective hiring
 Data and information sharing
 Extensive training
 Self managed and effective
Description of two practices and benefits of both employer and employees
HRM practices Benefits of employees Benefits of employer
Extensive training During training, employees
strengthen their skills and
develop their career
simultaneously (Bisazza et
al., 2014).
Trained employees are
more capable to accelerate
the production and sales of
the company so that
employer can generate
higher amounts of
business profits.
Selective hiring Candidates those are
selected in this process get
This has allowed employer
to select employees those
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an excellent opportunity to
work in a multinational
luxurious car
manufacturing company so
that they can extend their
knowledge boundaries
through working in this
firm.
only can create value for
the organization. Hence,
the company can easily
increase the performance
standard of the entire
business organization
(Merkl and Van Rens,
2018).
Table 2: Benefits of both employees and employer
(Source: Created by learner)
Justification of selection of the practices in terms of accelerating profitability and
productivity
Jaguar is one of the most popular luxurious car manufacturing companies throughout
the UK premises so that company should adopt some effective HRM practices that
can assist the firm to maintain its market reputation and profitability simultaneously.
Manly, Jaguar uses extensive training and selective hiring those are such effective for
the specified organization. Additionally, these HRM practices can provide benefits to
both sides. For an instance, trained employees will accelerate the business production,
sales and profitability of the firm, where employees will make their career brighter. So
that both get benefited.
Conclusion
It can be concluded that HR department has great significance as it conducts a range of
activities for betterment of business operations. This department influences the
motivation level of the employees so that they can perform in better manner towards
accomplishment of the set business goals. HR department is vital in resourcing an
organization with appropriate resources and proper skill set.
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Conclusion
From the above discussion, this can be concluded that human resource management is
one of the most vital departments of an organization that is responsible for overseeing
and managing almost all the business operations within the business firms. They play
the most vital role in recruiting the most suitable employee for specific organization.
Different effective approaches of recruitment and selection have been described in the
above section. HR management designed some effective HR practices within the firm to
better manage all the business functions and providing benefits to both employer and
employee simultaneously. HR influences better employee engagement as well.
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Reference list
Bisazza, A., Agrillo, C. and Lucon-Xiccato, T., 2014. Extensive training extends
numerical abilities of guppies. Animal cognition, 17(6), pp.1413-1419.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human
Resource Management, Binder Ready Version. John Wiley & Sons.
jaguar.in 2019. Jaguar India: Luxury Sedans & Sports Cars & SUVs - Best in Class
Technology. [online] Jaguar.in. Available at: https://www.jaguar.in/index.html [Accessed
12 Apr. 2019].
Mello, J.A., 2014. Strategic human resource management. Nelson Education.
Merkl, C. and Van Rens, T., 2018. Selective hiring and welfare analysis in labor market
models.
Muscalu, E., 2015. Sources of human resources recruitment organization. Land Forces
Academy Review, 20(3), p.351.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Ślusarczyk, B. and Golnik, R., 2014. The recruitment process in transnational
corporations. Polish Journal of Management Studies, 10.
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