Human Resource Management Practices at Jaguar Land Rover: A Report

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HUMAN RESOURCES MANAGEMENT
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Table of Contents
Task 1...............................................................................................................................................3
Bibliography....................................................................................................................................9
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Task 1
Introduction
The definitions of human resource management is similar on many advents in the diverse
business sector but the practices of the department differs in accordance to the sectors the
business are observed vying their trade in. In this report, the organisation of Jaguar is going to be
assessed on the parameters of Human Resources management functions and practices.
Define HRM and explain the purpose of HRM in an organization
The term of the human resource management is described by the administration policies that
cater to the roles of imparting substantiality to the existing human capital and aligning them with
the organisational objectives. The purpose of the HRM is to provide the human capital with the
incorporations of the skill intensive facets and alleviating the business operations and asserts the
means of sustainability to the future of the organisation.
Identify and list from your reading about HRM, the various functions of HRM in an
organisation.
The diverse function that includes the successful propagation of the organization of Jaguar is
heavily reliant on the performance of the Human Resource department and is actuated through
the following functions:
Recruitment and Selection
The process of Recruitment and selection is quite important to the operations of the company
such as Jaguar as it involves the continuously evolving skills of automobile manufacturing and
the extensive use of ICT. The human resource department screens the potential candidate in
accordance to the prospects that has left or has developed with the incorporations of recent skills
set.
Employee Engagement
The institution of Jaguar has been bestowed with one of the exemplary set of organizational
culture and has focused on the deliverance of the environment where the employee relations are
alleviated (Shahzadi et al., 2015). The human resources adorn the roles of such accolades by the
instantiation of the ‘employee reward management programs’ and the assertions made by the
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organizing of cultural events.
Training and development
The organization has been observed with implications on the context of providing assertive
platforms of developing the personal attributes and the individual skill set and is one of the sole
responsibilities of the Human resource department. The department undertakes this through the
techniques of on job training and stressing importance on the ventures of off job training.
Select 2 from your above list and explain them in detail
Employee Engagement
The employee relations is necessary is beneficial to the building up positive organizational
culture (Shields et al., 2016). The human resource department at Jaguar has been observed with
the implementations of Employee Reward management program. The increased development of
the motivation of the employees is set into motion by the exacting of the incentives they receive
through the instantiation of such programs (Marchington, 2016). The company asserts on the
provisions of the rewards in the monetary as well non-monetary facets in the forms of tour
packages and health benefits. This is turn has increased employee engagement to the coordinated
efforts of transcending on the organizational objectives.
Recruitment and Selection
The human resources department is equipped with the state of the art models to forecast the
events of workforce planning. This is one of the main aspects in the functions of recruitment and
selection. The recruitment process is developed in a manner that asserts on the assimilation of
crucial information that is processed through the workforce planning. The department performs
the operation of recruitment in accordance to the probable skills that would be a definite prospect
for the successful operations of the company and employ candidates that serves both their
prevalent skill gap and the future scopes in the manufacturing line.
Identify various approaches of recruitment and selection
Select 2 approaches among each of recruitment and selection and explain them in detail
highlighting the strengths and weaknesses
The approaches of the recruitment and selection include the internal and external recruitment and
selection. The internal recruitment is considered as one of the methods of employing the people
within the existing employee base whereas the eternal recruitment involves the selection of the
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candidate from the external premises of the human capital presence.
External Internal
The assertions of employee recruitment
externally include the benefits of
incorporation of diversity among the
organizational culture.
The organization is able to increases the
chances of providing innovative solutions
(DeVaro, 2014).
This is beneficial for the small enterprises as
it is not a cost extensive measure.
The organization does not need to invest time
in training as the employees are well
accustomed to the business operations
Table 1: Advantages of External and Internal Recruitment
(Source: Created by Learner)
External Internal
The aspect of introducing higher amount of
expenses could backfire the organization’s
budget of small scale company.
The promotion of the individual from the
selected employee base causes adverse
employee relations due to interpersonal
conflicts on why the other personnel was
preferred.
The scope of expansion of the organization is
limited.
Table 2: Disadvantages of External and Internal Recruitment
(Source: Created by Learner)
You are to select an organization and identify various HRM practices in that organization
and list them
Workforce Planning
The organization of Jaguar has been understood with the implementations of the successful
ventures in the department of HRM practices. The Human Resource practices include the
operations of Workforce planning (Sparrow et al., 2016). The workforce planning is undertaken
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in the regards of intensive data analysis method. The incorporations are made on the facets of the
technological, financial and labor capital assertions as a means of calculating parameter in the
data analytics technique. The result generated through the forecasting model helps in shaping up
the decisions in the recruitment and selection process. The department places strict adherence of
this practice while employing candidates in the operations of the Research and development and
manufacturing process.
On Job training
The concept of the on job training plays a pivotal role in the operations of developing the
employee base with the skills intensive resources (Armstrong and Taylor, 2014). The HR team
organizes the features of the training of the employees in the leadership programs. The training
programs are assessed with the MBTI models to recognize the particular candidates who would
be viable to be adorned with the responsibilities of crucial managerial roles in the probable
future. It also includes the vocational training of the managers by organizing the seminar that
relays valuable information about the situational and transactional leadership styles and
alleviates the performance.
Employee Reward Management
The Employee Reward Management is one of the practices that sets the organization apart from
the other car manufacturing entities (Marchington, 2016). The organization has been understood
to partake the Employee of the Month initiative that ascends on providing the employees with
the right set of propositions and increased advents of job satisfaction. The Hr team has been
observed with the extensive implementation of the cultural programs that relates to the employee
participation and the assertions of developing cross-cultural linkages (Shields et al., 2016). This
builds up the interactive facets of the employee relations.
Select more than one practice and explain the benefits for both the employer and employee
providing appropriate examples for each type within an organisational
The workforce planning
The prospects of the workforce planning are asserted on the beneficiaries to the employer and
employees by the following contributions. The workforce planning revolves in the concept of the
implementing the recruitment processes in accordance to the possible trends over the designing
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and the fabrication techniques that would play a vital role in the future (Sparrow et al., 2017).
Thus, it will benefit the employer in the terms of instantiating a workforce that sheds light on
imparting creativity and innovation to the product line. The assertions of such process would
alleviate the organisation’s position as one of the leading institutions in the market demography
of car manufacturing and help the employer earn higher revenue. The benefits of the employee
are transcended on the facts that the identification of the possible skill set that would alleviate the
roles of the existing employee base. The employees are trained on the accords of VR and 3D
printing technology and thus, it provides the employees with the advents of innovated skill set
which they could use in the future while designing proficient concept cars. This in turn
demonstrates how it imparts the positives on the employees.
Employee Reward Management Programme
The aspects of the employee reward management program have been devised in accordance to
the prospects of benefitting the employees as well as the employers (Shields et al., 2016). The
employers are benefitted through these practices by the alleviated productive activities that are
demonstrated by the employees of Jaguar. As the employees are motivated and identified the
value of their contribution, hence they have outperformed and have increased the revenue
generation of the company. This kind of program has helped in increasing the job satisfaction
aspect of the employees and has related to the increased interpersonal skills and development of
organisational behaviour. Thus, it reflects on the fact of asserted benefits of the employee.
Now give details of how your selected practices will benefit your selected organization in
terms of profit and productivity. Justify your answers with examples.
The practices of workforce planning would provide the organization with the platforms of
generating higher profit as it would incline to the employment of individuals with the knowledge
on the attributes of machine learning and data analytics and recruit them under the department of
marketing. This could enable the marketing department to undertake the operations of consumer
profiling with the incorporations of machine learning and identify the appropriate consumer
faction to make targeted sales. Thus, assert on higher profitability ratios. The implementation of
the on job training methods to elevate the employee skills could alleviate the performances in the
assembly line and reduce the operational time. Thus, it reflects on the fact of alleviated
productivity through the practices of on job training methods.
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Conclusion
Through the detailed analysis of the report, it can be concluded that the practices of the employee
reward management and workforce planning are two of the extensively techniques, that is
exercised by the Human Resource Department to alleviate the business performances. The report
has been exemplifying in demonstrating the manner in which the external recruitment process is
beneficial over the internal processes.
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Bibliography
‘Reilly, P. and Williams, T., 2016. Strategic HR: Building the capability to deliver. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeVaro, J., 2016. Internal hiring or external recruitment?. IZA World of Labor.
Konings, J. and Vanormelingen, S., 2015. The impact of training on productivity and wages:
firm-level evidence. Review of Economics and Statistics, 97(2), pp.485-497.
Marchington, M., 2016. Employee involvement. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Shahzadi, I., Javed, A., Pirzada, S.S., Nasreen, S. and Khanam, F., 2014. Impact of employee
motivation on employee performance. European Journal of Business and Management, 6(23),
pp.159-166.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic talent management. In Do We Need
HR? (pp. 177-212). Palgrave Macmillan, London.
Wright, P., 2018. Fundamentals of human resource management. Management, 5, p.27.
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