Unit 3 HRM: The Role of HRM and Organisational Development Report

This report explores the role of Human Resource Management (HRM) in organizational development, focusing on creating sustainable performance and contributing to business success. It reviews the main areas of HRM, including staffing, legal research, planning, decision-making, and manpower management, highlighting their contributions to sustainable performance within organizations like Nissan. The report also assesses the impact of organizational changes on human resource skills and knowledge, emphasizing the need for HR to adapt to evolving business environments. Furthermore, it examines HRM practices related to recruitment and retention, considering legislative aspects, job security, and workplace flexibility. The analysis extends to internal and external factors affecting HRM decision-making, such as the available labor pool, government regulations, and technology adoption, and concludes by applying HRM practices in a work-related context, using specific examples to demonstrate improvements to sustainable organizational development at Nissan.

The role of HRM and
organizational development
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
P1 Explain the main areas of HRM in their contribution to creating sustainable performance..3
P2 Review the effects of the changing nature of organisations on human resources skills and
knowledge...............................................................................................................................4
P3 Review relevant HRM practices in relation to recruitment and retention of employees for
the achievement of business objectives..................................................................................5
P4 Investigate the external and internal factors that affect HRM decision making to support
organisational development....................................................................................................6
P5 Apply HRM practices in a work-related context, using specific examples to demonstrate
improvement to sustainable organisational............................................................................7
CONCLUSION ...............................................................................................................................7
REFRENCES ..................................................................................................................................9
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INTRODUCTION
Human resource management is the process by which managing of important resource
within workplace is done. The concept is based over developing better understanding upon
guidelines coordinating effort within workplace. This analysis is effectively based over working
at workplace helping over ensuring and coordinating efforts within workplace helping over
achieving of desired goals and objectives. It holds importance over business organizations
making upliftment done more effectively. The organization that has been taken within report is
Nissan which is an Japanese car manufacturing organization formed in the year 1933. Scope of
Human resource management is wider as it helps in developing business with more
effectiveness. Nature is dynamic as it tends to impact business at large. The report related within
various perspective of human resource management and in the end HRM practices has been
explained. Also internal and external factors are analysed.
MAIN BODY
P1 Explain the main areas of HRM in their contribution to creating sustainable performance.
Employees are one of the most valuable resource which is used for interchanging over
various resource based upon workforce for delivering quality output(Nieves and Quintana,
2018). They have been engaging within various process of HRM and functions related to it
within workplace. It leads towards achievement of goals and objectives set by an organization.
Employees also deals with activities within an organization directly. In relations to the selected
organization Nissan the HR manager requires to perform HRM practices in order to create
sustainable performance within workforce. There are various important functions which has been
discussed as follows:
Staffing: While working within auto mobile organization emphasis is based over
developing well-qualified staff. The process involved within these terms related with
determination of coordination upon actions that helps in delivering better outcomes over
operations taking place within auto mobile organization. In relation to Nissan, HR Manager
requires to perform activities which is used used for processing payroll process and hiring of
medical staff done within work place. The purpose of this process makes distinctive effort
performed with effectiveness which helps upon making selection process attain better quality by
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eradicating politics or any sort of unethical practice. This leads upon creating long-term
productivity for Nissan.
Legal research: This is another important role which is played by HR within workplace
that has been making performance improved within business market. The relation with selected
organization is that HR managers of Nissan helping over performing operations and activities
with effectiveness. It helps over developing strong legal structure which makes all kinds of legal
formalities fulfilled more effectively. This lead upon analysing laws related to motor vehicles
perspectives and trade agreements. Through legal research an organization is able to develop
better legal structure helping in developing legal integrity within organization like Nissan.
Planning and decision-making: The HR managers of an corporation firm should develop
planning done with effectiveness which makes better decisions to be taken. Under this process
effective suggestions are provided that leads towards improving decision making process within
an organization. Through this better structure is developed in business firm making effective
decisions taken for enhancing direction leading operations. Planning and decision making makes
business deal with situations where important decisions are required to be taken within an
organization like Nissan.
Manpower management: This is an important part of human resource management
which helps in making better structure developed for managing process existing within an
organization. It leads towards making collaboration done over activities performed within
business firm. In relation to Nissan HR managers provides workplace efficiency within training
programs leading towards attaining maximum satisfaction.
P2 Review the effects of the changing nature of organisations on human resources skills and
knowledge.
According to Chris Josph, (2022), an organization is required to go through various
changes that has been taking place with business operations in particular marketplace. This has
been critically affecting business functions which is based over HR department of an
organization. This makes operations performed by HR managers of Nissan as per the changing
nature of organization. There are certain skills and knowledge that is required as per nature of
organization and has been discussed as follows:
Staffing: In relation to this an organization requires to be focused over developing HR
department of business firm for dealing with issues that is faced within organization (Flynn,
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Valentine and Meglich, 2021). In relation to Nissan its manager required to react upon changes
made within organizational structure over hard core skills and knowledge for acquiring
effectiveness upon recruitment process within workplace.
Alleviating fears: This has been resulting over making frequent changes within
organizational structure of an business organization. Regarding operations working selected
organization helps over making efforts released in effective terms which is based over making
firm resolved in more effective way. It helps over making positive work culture developed with
operations engaging staff of organization making adaptable changes developed within an
organization.
Greater communication: Through the process of changes in organisational firm it
facilitates effective communication between various departments of the business firm. In the
context of chosen healthcare firms when being influenced by changes in organisational structure
there is a greater communication that is being done within the functional departments of the
business firm.
Developing a plan: The higher level of management within business firm requires for
developing effectiveness of plan making direct flow of activity done over making workforce
performed more effectively within an organization like Nissan.
P3 Review relevant HRM practices in relation to recruitment and retention of employees for the
achievement of business objectives
Legislation aspects:
While looking for new employees – The organization should be using Equality Act 2010
based over stages required by employers to treat people in fair manner removing biases from
organization. Through the legislation an organization is able to attain stability in its working
and helps over making diverse workforce formed more effectively.
When new employees are hired – As the employees are recruited an organization is
requires over building written statement which makes outlining over employment done
within two months of beginning. Through written statement basic information is included
like job title and location of employment, the start date of employment, and the working
hours with salary wages.
 Job security: Employees has been setting down over long term position with career
development done more effectively(Armstrong and Taylor, 2020). This makes long term
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career developing with better chance making career goals accomplished while losing job
more effectively. Job security leads over making relaxing atmosphere developed within
employment agreement. Employee turnover reduces making employees satisfied
impacting efficiency and productivity. It makes job to be more secured in nature making
productive outcomes achieved with positive approach within an organization.
 Workplace flexibility - Workplace flexibility emphasises the willingness and ability to
adapt to change, especially in terms of how and when work is completed. The needs of
both the employee and the employer are met in a flexible workplace. It can also assist an
organisation in meeting its objectives through increased productivity.
P4 Investigate the external and internal factors that affect HRM decision making to support
organisational development.
There are various kinds of factors which has been creating influence over decision
making of an business organization. The factors are used for developing business organization in
more effective way which leads over making organizations growth done in more effective way.
These factors are divided into two types they are internal and external factors which has been
discussed in relation to Nissan as follows:
External Factor:
Available Labor Pool
This is the main function which is based over human resource department helsping in
making adequate staffing level achieved through workforce planning. The external factor has
been influencing ability for recruiting qualified candidates within the market and has been
affecting unemployment rate with number of qualified workers which makes communication
done with distance in some cases availability of applicants has been using technology more
effectively. It helps an organization like Nissan to develop skills within them in more effective
way which makes over all growth possible of an organization.
Government Regulations
Federal and state workplace laws and regulations are external factors affecting human
resource management that require human resources to ensure the company is in compliance. In
order to make sure that Nissan has been operating more effectively working legislations is
required to be developed which makes legal structure improved more effectively within the
organization.
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External Factor:
Level of Growth
An internal factor that impacts human resources is the company's rate of current and
projected growth. Companies experiencing aggressive growth and rapid expansion may require
its human resources department to focus on recruitment and staffing. This makes an organization
like Nissan attain internal growth by providing job satisfaction and growth to its employees.
Use of Technology
One of the key internal factors affecting human resource planning is the willingness for
the HR department and company management to use technology to aid in certain key human
resources functions(Cooper and et. al., 2019). An organization like Nissan used various kinds of
machines making manufacturing process improved within an organization. This makes
management work done with more effectiveness.
P5 Apply HRM practices in a work-related context, using specific examples to demonstrate
improvement to sustainable organisational
Human resource management are those practices which has been used in order to
improve working of organization. These practices are explained as follows:
 Employee relationship management- This is an important part leading towards making
employer and employee relationship more strong which helps productivity improved
within an organization. This helps organization like Nissan develop strong relationship
with employees making better and effective internal business environment developed for
an organization. It leads upon creating sustainable development in a way that strong
relation of between management bring wider scope for future growth of Nissan.
 Decision making- This is an important part of an organization which helps upon making
better and effective relation developed within an organization which makes business
organization operate more effectively. As per decision making important role is played
by an organization for developing top level management. It holds responsibility by
making important decision taken in more effective way. In relation to organization like
Nissan better decisions are taken with better approach that makes strong strategies
prepared for long term growth of an organization. Also it contributes towards future
expansion plan for Nissan.
 Compensation and Benefits: This is one of the most important HR practices which
leads upon providing compensation on time to employees working within an
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organization. It leads upon attaining benefits that has been promised by organization to
employee. Nissan developed its compensation policies in a way that employees are able
to attain monetary benefits form its in the form of reward and bonus. It leads towards
increasing in productivity which makes employee give there best outcome increase
efficiency of employees more effectively.
 Coaching and development: These practices are based over personal and professional
development of employees that results upon improving there knowledge upon working
conditions existing within an organization. Nissan's manager uses this practice to make
employees learn about various process applicable within an organization. It creates
effective structure making skills developed for long term success.
 Recruiting: This HRM practice is based upon those aspects related over selecting skilled
employees enhancing business activities more effectively. HR department of Nissan has
applied the practices which has helped in developing effective workforce. Through
recruitment effective workforce is developed that helps in enhancing production and
manufacturing process.
CONCLUSION
From the above discussion it can be concluded that human resource management is based
over those practices which helps upon making organization developed its internal and external
process. Through HRM an organization is able to enhance organizations working more
effectively. Also in this file practices of HRM and its various perspective has been covered.
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REFRENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Cooper, B and et. al., 2019. Well‐being‐oriented human resource management practices and
employee performance in the Chinese banking sector: The role of social climate and
resilience. Human Resource Management, 58(1), pp.85-97.
Flynn, W.J., Valentine, S.R. and Meglich, P., 2021. Healthcare human resource management.
Cengage Learning.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality
Research, 18(1), pp.72-83.
Stahl, G.K and et. al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review, 30(3), p.100708.
Wang, Z and et. al. 2021. Intellectual capital and firm performance: the mediating role of
innovation speed and quality. The International Journal of Human Resource
Management, 32(6), pp.1222-1250.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An empirical
study. Journal of cleaner production, 204, pp.965-979.
Kravariti, F and et. al., 2021. Talent management in hospitality and tourism: a systematic
literature review and research agenda. International Journal of Contemporary
Hospitality Management.
Kwon, K. and Jang, S., 2021. There is no good war for talent: a critical review of the literature
on talent management. Employee Relations: The International Journal.
Taamneh, A.M and et. al., 2021. Talent management and academic context: A comparative study
of public and private universities. EuroMed Journal of Business.
Omotunde, O.I. and Alegbeleye, G.O., 2021. Talent management practices and job performance
of librarians in university libraries in Nigeria. The Journal of Academic
Librarianship, 47(2), p.102319.
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