HRM and Organisational Development: HRM Practices at Jaguar Motors

This report provides an in-depth analysis of Human Resource Management (HRM) and its role in organizational development, with a specific focus on HRM practices at Jaguar, a British multinational car manufacturer. It compares different HRM areas such as recruitment, selection, training, and development, highlighting their contributions to organizational performance. The report examines strategic HRM in relation to the changing business environment, evaluates the role of recruiting and retaining employees, and analyzes the strengths and weaknesses of HRM in contributing to business success. Furthermore, it investigates internal factors like corporate objectives and organizational culture, as well as external factors such as government regulations, technological advancements, and market changes, and discusses how these factors influence HRM decisions and support organizational development at Jaguar.

Unit 3 Human Resource Management
The Role of HRM and Organisational
Development (Part 1)
HRM Practices (Part 2)
Name:
ID:
Table of Content
Part 1: Report
1

1.0 Introduction p-
2
2.0 A comparison of the different HRM areas and their
contribution to organisational performance p-
3
3.0 An examination of strategic HRM in relation to the changing
effects on organisations and its business environment p-
4
4.0 A critical evaluation of the role of recruiting and retaining
appropriate employees from the available labour markets p-
5
5.0 An analysis of the strengths and weaknesses of HRM in terms
of its contribution to business success p-
6
6.0 An investigation into the internal and external factors that
influence HRM decisions in the workplace p-
7
7.0 Discussion and evaluation of these factors and how they
support organisational development p-
9
8.0 Conclusions p-
9
References p-
10
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1.0 Introduction
Human resource management is the process where employees in the organisation
are managed in a structured way. It is related with management of employees and is
organised in such a way that the efficiency of employees can be maximised. The
Human resource management is primarily related with managing the people and
also framing the policies for them which can work out best. The human resource
management has to conduct lot of activities including employee benefits design,
training and development, rewarding or performance appraisal(Jaga and
Guetterman, 2021). The human resource department has to make the most
important activity including the recruitment and selection process. They have to
identify the vacant position within the organisation and have to fill it with right talent.
The human resource department is in every organisation including small and large
because in large organisations it becomes very important that they focus on the
employees issues. Jaguar is the luxury vehicle brand, a British multinational car
manufacturer which was started in the year 1935 and is having its headquarters in
England, UK. This report will cover role of HRM, contribution of HRM, internal and
external factors affecting HRM decisions and HRM practices.
8.0 A comparison of the different HRM areas and their
contribution to organisational performance
The comparison of different HRM areas within the organisation has been discussed
below-
Recruitment and selection-
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Recruitment Selection
Meaning Recruitment is related with
the process in which the
talented employees by the
organisation are searched and
are encouraged to apply for
that job role.
Selection refers to the process
in which applied candidates
are selected and offered the
job position.
Objective The main aim is to invite
people so that they can apply
for the vacant job position.
The objective of selection is
to select the person who is
best suited for the job
position.
Training and development-
Training Development
Meaning Training is the process of
developing the skills of
employees so that they can
build their competency.
Development is also the
process which helps in
overall growth of a person
including the improvement of
skills.
Objective The objective of training is to
improve the knowledge and
skill so that individual can
perform their job role.
The main of development is
to improve the knowledge for
future purpose.
Contribution to organisational performance-
The achievement of business objectives will be made by employees which are
recruited by the human resource department. They are responsible for making the
achievement in organisation objectives(Barrena‐Martinez, López‐Fernández and
Romero‐Fernández, 2019). Jaguar HRM department always tries that they are
recruiting people who have the capability to achieve the organisation performance.
On the other hand, training and development is the other HRM area which helps in
developing the knowledge of employees which are recruited that is directly related
with the effective performance for the organisation. Training and development helps
the individuals to develop their skills and knowledge so that they can use it in the job
role which will be assigned to them. Jaguar provides effective training to the
employees so that they can become competent in their job role.
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9.0 An examination of strategic HRM in relation to the
changing effects on organisations and its business
environment
Strategic Human resource management is a link between the human resource
function and the objectives of the organisation so that the objectives can be achieved
and their can be improvement in the performance of company(Bozionelos and
Simmering, 2021). The use of strategic HRM decisions is the one which helps in
working with any changes which the organisation has to work in because they are
the one who have to make the development of policies in the organisation according
to the work environment and also the objectives of company. The changes can take
place in a positive or in a negative way and the strategic HRM is the one which helps
in proper management of the working. The business environment is dynamic in
nature which becomes important for the organisation to frame their business policies
according to the changes that is taking place in the market. If the business would not
be able to make such changes then it will become impossible to them to achieve
their business objectives and also to achieve success(Marrucci, Daddi and Iraldo,
2021). The strategic human resource management is required to work in relation
with the outside working environment which is existing outside the business
organisation. When there will be change in working practices and the policies then
the strategic HRM is the only one which helps in developing a good work culture.
They are the one who works for making development within the organisation so that
the working style of company can become effective. Jaguar strategic HRM policies
are the one which is helpful and relate with the changing effects and business
environment. They develop products which are required in the market but for that it
is important that the employees in the organisation are also ready for such changes
with which the strategic HRM policies helps them to make such changes.
10.0 A critical evaluation of the role of recruiting and
retaining appropriate employees from the available
labour markets
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Recruitment is the process in which the HR department within the organisation
conducts the function of attracting and encouraging the talented people to apply for
the vacant job position. Every year in Jaguar there are many job positions which are
vacant for which the HR department use different strategies to employ the right and
talented people. The role of recruitment has been discussed below-
 Gain skilled employees- With the help of recruitment process the HR
manager can effectively ensure that they are selecting the best employee
which is according to their job role.
 Expands talent pool- The main aim of recruitment is that they create wide
pool of qualified candidates in which the company is required to chose the
most qualified candidate(Rodríguez-Sánchez, Mora-Valentín and Ortiz-de-
Urbina-Criado, 2019). Cost effective- The other factor by which recruitment is important is that it
helps in minimizing the cost which is spend on finding suitable and talented
employee.
Role of retaining-
 Experienced employees- The main aim because of which the retention of
employees becomes important is that the company would be working with
experienced people which will lead to high turnover(North-Samardzic and de
Witt, 2019). Jaguar is having the most effective and experienced employees
because of which the company is working great in the market.
 Overall productivity- The retention of employees increases the productivity
of employees because if employees will leave from the organisation then the
efficiency in the working will not be made. The reason for this is that new hires
take time to build new relationship with people which might create problem at
some point of time.
 Improved corporate culture- The working environment is also good when
the turnover ratio in the organisation is less because other employees might
get impacted with such turnover of employees impacting the achievement of
organisation objectives.
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11.0 An analysis of the strengths and weaknesses of HRM
in terms of its contribution to business success
Strengths of Human resource management-
 Employee development- The HR department of company is responsible for
providing the training and development session so that they can build their
skills and knowledge(Ogbeibu and et. al., 2020). They are the first one who
makes interaction with the new employees and ensures that they do not face
any issues.
 Advocacy- The HR department always tries to build the gap between
employer and employee and if any of the issue is faced by the employee with
their co-worker then at this stage the leaders also allows them to contact with
the HR manager. This is also done in the management of Jaguar where the
relations of people has to be maintained by them.
 Compliance- The HR department specializes in every aspect which is related
with compensation and the benefits. The employers makes link with the HR
that they are making all the compliance of regulations.
Weakness of Human resource management-
 No strategic foundation- The HR department in this factor is low as they are
unable to make the adoption of new processes and also unable to work at
faster pace so that the task gets completed with faster efficiency. In the
present time, with the development of technology the HR department can
make the use of HR analytics which will be important in connecting with the
strategic directions but they are unable to do such things and if they conduct
such thing then in this case they will do with less efficiency (Bastida, Marimon
and Carreras, 2018).
 Less customer focused- The HR department is developed with the image
that they do not make any consideration about the customers. They only
make responsibility of working at core for the business and does not make
their direction towards the other factors.
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12.0 An investigation into the internal and external factors
that influence HRM decisions in the workplace
The internal and external factors which influences the HRM decisions in the
workplace has been discussed below-
Internal factors-
 Corporate objectives- The HRM decisions gets impacted with the objectives
of organisation which they have to link it with their HR policies also. Every
department has to make a link with the corporate objectives so that none of
the department works in a different way.
 Organisation culture- The culture of organisation is also important to be
considered by the HR department because this department is responsible to
work for the effective work culture. If the work environment will not be effective
then in this case the organisation will have to suffer for higher rate of employe
turnover.
External factors-
 Government regulations- In every country, government have made the
compliance which has to be followed in the organisation and that is the
responsibility of HR department that they are making the compliance of all
such factors(Rodríguez-Sánchez, Mora-Valentín and Ortiz-de-Urbina-Criado,
2019). But with the same thing, these regulations makes the impact on the
processes of HR department which is followed by the HR department of
Jaguar also.
 Technological advancements- This is the another external factor which
impacts the working within the organisation. The introduction of new
technology must be implied in the organisation which is the responsibility of
HR department. This has become the most effective way in which the
organisation is making development as the use of technology has made the
working simple.
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 Market changes- This is also the another factor which is impacting the
functions of HRM because the competition in the market has been increased
and because of which changing the policies and recruiting people according
to it has become the major responsibility of the organisation.
13.0 Discussion and evaluation of these factors and how
they support organisational development
The internal factors are those which are within the organisation but impacts the
working of company. On the other hand, external factors are those which are outside
the business environment but impacts the working of organisation in a huge way.
The internal factors including the corporate objectives is the one which is the most
important because on that basis only the company will lay the foundation of their of
their working practices (North-Samardzic and de Witt, 2019). When the HR
department of Jaguar will be focusing on the objectives of company then in this case
they will formulate the policies of HR according to that manner. This will be helpful in
aligning the activities of the HR department and also the objectives of a company
which will ensure the effectiveness in the working. The other is the organisation
culture which plays an important role for the success and development of a
company. If the organisation culture of a company will be effective then in this case
the productivity of employees will be higher. To make the development of
organisation culture, the HR department plays an important role. On the other side,
external factors includes the technology which is effective for the development of
company which Jaguar has conducted. With the incorporation of technology within
the organisation the chances of more productivity and efficiency increases. The
market changes is also another factor which helps in development of organisation
because with it the organisation will be also adopting the policies in that manner and
will also be working towards that direction.
8.0 Conclusions
From the above report it can be concluded that human resource department is the
important part of the organisation in which they have to make the organisation of
employees within the organisation. They are the one who are responsible for making
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the improvement in work life within the organisation and they are also responsible for
developing good work culture. The contribution which HRM conducts is huge
because they recruit people who will be achieving the objectives within the
organisation and the employees are the assets of the company who will be working
hard to work according to the goals of organisation.
References
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P.M., 2019.
The link between socially responsible human resource management and
intellectual capital. Corporate Social Responsibility and Environmental
Management, 26(1), pp.71-81.
Bastida, R., Marimon, F. and Carreras, L., 2018. Human resource management
practices and employee job satisfaction in nonprofit organizations. Annals of
Public and Cooperative Economics, 89(2), pp.323-338.
Bozionelos, N. and Simmering, M.J., 2021. Methodological threat or myth?
Evaluating the current state of evidence on common method variance in
human resource management research. Human Resource Management
Journal.
Jaga, A. and Guetterman, T.C., 2021. The value of mixed methods work-family
research for human resource management: a review and agenda. The
International Journal of Human Resource Management, pp.1-27.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human
resource management to the circular economy and performance of
environmental certified organisations. Journal of Cleaner Production, 319,
p.128859.
North-Samardzic, A. and de Witt, M., 2019. Designing a human resource
management simulation to engage students. Journal of Management
Education, 43(4), pp.359-395.
Ogbeibu, S. and et. al., 2020. Technological turbulence and greening of team
creativity, product innovation, and human resource management:
Implications for sustainability. Journal of Cleaner Production, 244, p.118703.
Rodríguez-Sánchez, J.L., Mora-Valentín, E.M. and Ortiz-de-Urbina-Criado, M., 2019.
Human resource management in merger and acquisition planning. Journal of
Organizational Change Management.
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Table of Content
Part 2: Portfolio
1.0 A job description for the position of Marketing Manager p-
13
2.0 A person specification for the position of Marketing Manager p-
13
11

3.0 A recruitment and selection process flowchart to be used by this
organization in future p-
14
4.0 An assessment of your selected company’s performance management
and reward systems with examples p-
17
5.0 A review of the organisation’s current approach to and effectiveness of
employee relations and employee engagement and how this could be
further strengthened p-
18
References p-
19
12