Human Resource Management Practices at Jaguar Land Rover: A Report

Desklib provides past papers and solved assignments for students. This report analyzes HRM practices at Jaguar Land Rover.

HUMAN RESOURCES MANAGEMENT
1

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
Task 2...............................................................................................................................................9
Conclusion.....................................................................................................................................11
Reference List................................................................................................................................12
Appendix........................................................................................................................................14
2

Introduction
The organization of Jaguar Land Rover is an exemplary reflection on the facets of efficient
administrative regulations, which is demonstrated by the prospects of the HRM practices. The
report is going to discuss about the prevalence of the HRM functions and the manner in which
they are instigated at the Jaguar Land Rover.
3

Task 1
Define HRM and explain the purpose of HRM in an organisation.
The term of Human Resource Management is a set of activities that are undertaken by the
Human Resource Department to orient the human capital to transcend on meeting the
organizational objectives (Dessler, 2015). The purpose of Human Resource Management is to
train the employee base to reinvent the skills for providing sustainability to the business.
Identify and list from your reading about HRM, the various functions of HRM in an
organisation.
The below-mentioned functions are acquired from the learning of the books:
 Armstrong’s Handbook of Human Resource Management Practice
 Human Resource Management
Recruitment and Selection
The company of Jaguar Land Rover delves in producing innovative car design. It includes the
continuous incorporation of creative minds in the R&D department. Thus the employment of the
appropriate candidate is critical and highlights the importance of the recruitment process.
Training the employee
Jaguar Land Rover has been observant to optimize the fabrication department with the leaner
operational cost and for this to prosper; the employees have to be trained with appropriate
simulation exercises. The Human Resource Department ensures this by implementing proper
training programs.
Maintaining Employee Engagement
The appropriate means of maintaining employee relations is influential to the growth of the
organizational culture at Jaguar Land Rover. The functions of HRM are to transcend on them by
conducting seminars and organizing cultural events to deploy assertive employee relations.
Select two from your above list and explain them in detail.
4

Maintaining Employee Engagement
The Institute of Jaguar Land Rover is known for its vibrant approach to empower its diverse
employee base. The administration at Jaguar Land Rover transcends on the ideologies of
possessing an optimistic organizational culture provides the platform for the employee to
perform on the ethical guidelines. The functions of the HRM department is devised in
accordance to the stipulations of organizing Corporate Social Responsibility events to build on
better team performances and alleviating the organizational objective of sustainable development
(Armstrong and Taylor, 2014).
Recruitment and Selection
The recruitment and selection are undertaken by the directives of the HRM department and is
mainly focused on the attaining of candidates who demonstrate creativity and logical reasoning
prowess. The recruitment process is undertaken with respect to the allowances of the Workforce
Planning (De Bruecker, 2016). This is described in the measures of employing candidates who
could impart sustainability to the organization’s performance in the manufacturing department in
the future (Dessler, 2015).
Identify various approaches to recruitment and selection.
The approaches to recruitment and selection include the facets of internal and external
recruitment. The internal recruitment is defined as the activity where the employees are
employed or promoted to a new designation from the existing employee base, whereas the
external recruitment delivers on the undertaking of hiring the employees from the outside of the
organization.
Select two approaches among each of recruitment and selection and explain them in detail
highlighting the strengths and weaknesses
External Internal
The recruitment provides the organization with
the opportunity of selecting the best candidate
from a very large pool of candidates. Thus, it
assists in catering to meet the job specifications
The company, that requires the job vacancy to
be filled up on an emergency purpose, reaps
the benefits of the approach as it promotes one
of the employees from it human capital base
5

of the vacancy with accurate measures
(Farndale, 2016).
The introduction of a fresh candidate from a
competing organization in the employee base
provides the company with valuable insights
that help the organization gain a competitive
edge.
with less wastage of time.
The organization does not have to orient the
employee about the organizational objective
and thus reducing the effort the HR department
needs to put in aligning the employees.
Table 1: Advantages of External and Internal Recruitment
(Source: Created By Learner)
External Internal
This approach is not beneficial to the small
enterprises as the implementation of the
approach is cost extensive and could backfire
to the operations.
The SME would find it difficult to train the
employees as most of them cannot dedicate a
training team with cost-intensive issues to
orient the employees.
The promotion of the candidate from the
employee base leaves a gap in that particular
department and thus decreases the operational
efficiency.
The approach would also result in raising
questions as the employees pester over the
preference of the fellow team mate when it
comes to promotion and causes dissent among
the employee relations.
Table 2: Disadvantages of External and Internal Recruitment
(Source: Created By Learner)
You are to select an organisation and identify various HRM practices in that organisation and
list them.
Employment Reward Management Programme
This is one of the practices that are prevalent in the backdrops of Jaguar Land Rover. The Human
Resource Department organizes the programs every month that rewards the employee by their
performances. The reward consists of monetary and non-monetary forms. The non-monetary
6

forms include the provisions of the retirement plan whereas the monetary rewards revolve
around the payments of incentives.
Workforce planning
The practices of Workforce Planning revolves around the concept of the identifying the skills
that would be a necessity in the innovations and sustainability of the assembly, manufacturing
operations and perform recruitment in accordance to the gaps (De Bruecker, 2015). The
operations are undertaken through the implementation of the Human Resource Information
System that monitors the probable economic policies and the changes in the human skill set and
takes into consideration before confirming the results.
Select more than one practice and explain the benefits for both the employer and employee
providing appropriate examples for each type within an organizational context.
The employee reward management program provides the employee with the facets of increased
motivation and increased job satisfaction. This, in turn, alleviates the employee performance as
the individual strives for productivity and brushes up the confidence level of the employees
(Antoni et al., 2016). This, in turn, benefits the employee. As the employees delve in
outperforming in their job roles, this results in the higher productivity that outlines on the
domains of generating higher revenue. Thus, transcends on resembling the employer benefits.
The workforce planning provides substantial information on the skills that would alleviate
human capital. The devising of the training program in accordance with the results of workforce
planning assuages the employee skill set that the employee can use in the career prospects. Thus
it demonstrates the employee benefits. The employers can sustain the business operations of the
innovating R&D with the help of the findings in the workforce planning as it asserts on aligning
the organizational objectives in accordance with the future needs.
Now give details of how your selected practices will benefit your selected organisation in terms
of profit and productivity. Justify your answers with examples.
The employee reward management program at Jaguar Land Rover helps in providing the
employee with the motivation to work under the same organization. This provides the facets of
the employee retention and results in the decreased ventures of the company to invest in
7

recruitment process. This decreases the operational cost and transcends on generating higher
profit. The increased motivation helps the employee to recognize their worth to the
organizational objective and forms the platform for the employee to outperform on optimal
productivity.
8

Task 2
What are employee relations?
The employee relations are defined on the terms of managing the cordial relationships between
the employers and the employees. The Trade Union forms a major part in the facets of employee
relations (Marchington, 2016).
In detail explain with examples of its importance in HRM decision making.
The aspects of maintaining a harmonious relation with the trade union is a virtue that is followed
by the HRM members. The Human resource department has instantiated on the decisions of
conducting seminars that vocationally preaches about the benefits of practicing the efficacies of
collective bargaining. This, in turn, increases the employee interpersonal skills. The Human
resource department at Jaguar Land Rover has been observed to proactively adhere to the appeal
of the members within the Trade Union by organizing weekly meetings. This decision is
influential in maintaining effective employee interrelations.
You are to identify and list various employment legislations that are key for an organisation.
The Minimum Wage Act
The Minimum Wage Act has been implied to the means of addressing the exploitation issues that
is faced by many workers who serves on a contractual basis. The criteria that is mentioned on the
lines of Minimum Wage Act asserts on the practices of instantiating working hours while
devising the basic pay (Manning, 2016).
The Equality Act
The primary purposes are to imply with the alleviations in the prefects of anti-discrimination
laws. The Acts provide the people with the protection on the disciplines of nine protected
categories that includes age, gender, disability, race and religion (Waughray, 2016). The law also
states that the company when dealing with the employees of certain disability has to provide the
employees with the reasonable adjustments that sallow the disabled employee to overcome
barriers.
9

Explain how these will have an impact on HRM decision making. Discuss the pros and cons of
each of the above discussed legislations.
Minimum Wage Law
The Minimum Wage Law has influenced the Human Resource Department to substantiate the
terms of basic pay and minimum working hours within the employment contract terms while
recruiting people. The minimum wage law has also made the members of HR department to keep
the employees updated about the prevalent minimum wages while renewing the job contract.
The advantages of Minimum Wage Act are:
 It reduces the tax burden
 It provides with an employment incentive
The disadvantages of Minimum Wage Act are:
 It creates unemployment
 It decreases the other job facilities
The Equality Act
The Human Resource Department has to align with the transparencies in stating the benefits and
leniencies that are to be provided to the physically disabled when it comes to instantiate the
employment contract.
The advantages of The Equality Act:
 It is more efficient to the commissioning institution that reduces the cost
 It promotes equality
The disadvantages of The Equality Act
 Children are not protected on the age discrimination
 Fear of getting victimized
[Refer To Appendix]
10

Conclusion
The report has been helpful in drawing conclusion about the HRM practices that are asserted by
the company of Jaguar Land Rover. The report describes the practices of Workforce Planning in
the context of operations within the assembly and manufacturing technicalities. Through the
demonstration asserted by the report, it revolves around the higher number of positive of external
recruitment as compared to the internal recruitments.
11

Reference List
Antoni, C.H., Baeten, X., Perkins, S.J., Shaw, J.D. and Vartiainen, M., 2017. Reward
management.
Armstrong, M and Taylor, S, 2014. Armstrong’s Handbook of Human Resource Management
Practice (13th ed), London: Kogan Page.
Bach, S. and Edwards, M., 2013. Managing Human Resources. Oxford: Wiley.
Bratton, J. and Gold, J., 2012. Human Resource Management: Theory and Practice. 5th Ed.
Basingstoke: Palgrave.
De Bruecker, P., Van den Bergh, J., Beliën, J. and Demeulemeester, E., 2015. Workforce
planning incorporating skills: State of the art. European Journal of Operational
Research, 243(1), pp.1-16.
Dessler, G., 2015. Human Resource Management (14th edition). London: Prentice Hall
International.
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.
Manning, A., 2016. The elusive employment effect of the minimum wage.
Marchington, M., 2016. Employee involvement. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Mondy, R., and Martocchio, J., 2016. Human Resource Management, 14th Edition. Pearson.
Mullins, L., 2013. Management and Organizational Behaviour, 10th Edition. London: Pearson
Education
Ślusarczyk, B. and Golnik, R., 2014. The recruitment process in transnational
corporations. Polish Journal of Management Studies, 10.
12