HRM: Driving Sustainable Performance & Organisational Development

This report examines the critical role of Human Resource Management (HRM) in fostering sustainable organisational performance, using Jaguar Land Rover as a case study. It delves into key HRM areas such as talent management, compensation, training, HR compliance, and workplace safety, highlighting their contribution to ethical practices, legal recruitment, and employee development. The report correlates these areas to demonstrate how they collectively drive sustainable organisational performance. It also addresses the strengths and weaknesses of HRM, particularly concerning adaptability and cost, and explores the impact of organisational change on knowledge and human resource skills. Furthermore, the report discusses HRM practices related to recruitment and retention, emphasizing the importance of training, compensation, and employee engagement in a competitive labour market. It also considers internal and external factors, such as government regulations and technology, that affect HRM decision-making and support organisational development. The report concludes by underscoring the importance of HRM practices for achieving organisational targets and recommends a thorough analysis of internal and external factors for informed decision-making.

The Role of HRM and
Organisational Development

Table Of Content
 Introduction
 Key areas of HRM in their contribution to creating sustainable performance
 Correlate the areas of HRM to create sustainable organisational performance
 Weaknesses and strengths of HRM in relation to creating sustainable organisational performance
 Effects of changing nature of organisations on knowledge and human resource skills
 Explore the HRM in relation to the changing nature of its modern business organisation
 Practices of HRM related to recruitment and retention of employees for the achievement of business
objectives the areas of HRM to create sustainable organisational performance

Introduction
Human resource management refers to the strategic approach which is about
efficient and effective management of people in an organisation such that they have
helped the business in terms of gaining the competitive advantage. It is basically
designed for purpose of maximizing the performance of employees in the service of
an employer's strategic objectives. In the present report, Jaguar and Land Rover is
taken into consideration. It is basically a British multinational auto mobile
manufacturer that produces sport utility vehicles and luxury vehicles as well.

Key areas of HRM in their
contribution to creating sustainable
performance
Human resource management plays a significant role in terms of their
contribution to sustainable performance. Their contribution is explained
into the following manner:
Human resource management contributes in terms of managing the
corporate governance and ethical issues beyond the performance at
economic level. Ethical considerations are very important around the
role of HR because the negative impact has been created through focus

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When HRM take proper initiative towards the legalised recruitment of employees
and follow each step of on boarding then it positively contribute towards the
sustainable performance of an organisation. When human resource management
properly plans and make strategy for training and development of employees then it
is easier to meet out the expectations of employees from the organisation.

Correlate the areas of HRM to create
sustainable organisational
performance
There are basically five main areas of HRM in order to create sustainable
organisational performance. These key areas include talent management,
compensation and benefits, training and development, HR compliance and
workplace safety. For achieving sustainable performance of organisation,
these areas have to understand their basic needs and requirements as well
so that they can perform accordingly for achieving objectives into
appropriate manner.

Weaknesses and strengths of HRM in
relation to creating sustainable
organisational performance
Human resource management lack in terms of
adaptability parameter and it also cost high in terms of
returns perspective. HRM has to focus on training and
development of employees due to which Jaguar and
Land Rover can't focus on the revenue parameter. There
are certain advantages of HRM which help in terms of
achieving objectives of Jaguar.

Effects of changing nature of
organisations on knowledge and
human resource skills
There has been a large impact of changing nature of organisation on knowledge and
human resource skills which is defined into the following manner
Organisational change basically refers to the change in its structural relationship and
roles of people in the organisation. These changes can be in the form of technology,
people and other elements that can be changed.

HRM in relation to the changing
nature of its modern business
organisation
Human resource management plays a very significant role in terms of its
modern business organisation and it is defined into the following manner:
With the changing nature of modern business organisation, human
resource management has to adopt different strategy and plan in order to
deal with the employees of the organisation. They have to made changes
in terms of technical working so that they can majorly adopt new
technologies in order to give maximum results into the market.

Practices of HRM in context to the
recruitment and retention of employees
for the achievement of business
objectives
There are certain relevant practices of HRM which is into the context of recruitment
and retention of employees for the purpose of achievement of objectives of business
and it is defined into the following manner:
For retaining the employees for longer period of time, it is important that
to conduct training and development programs and also follow the socialisation
practice. Through compensation and rewards, supervision and employee
engagement it is important that it should be followed into positive manner in order
to retain for longer period of time.

Use of HRM practices in recruitment
and retention in relation to the
importance of the labour market
HRM practices plays a very significant role in terms of recruitment and retention
into the context of labour market which is defined into the following manner:
These practices which is related to the recruitment and retention includes
compensation and benefits, supervision and employee engagement, multi tasking,
hiring the right person and innovative job posting etc. In relation to the labour
market it has been observed that these practices are very important because
labour market can only be properly driven through these parameters.

External and internal factors that
affect HRM decision making to
support organisational development.
The external and internal factors affect HRM decisions in many ways which are
discussed in detail as below:-
External Factors:-
 Government Regulations:-
The human resource management need to ensure that company is in compliance.
Regulations influence every process of the department which includes hiring,
compensation, training, termination etc.