Human Resource Management Practices for Organizational Success Assignment Sample

Discuss HR practices to create a path for successful intensification of the company's talent management plan.

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Introduction of HRM and Organizational Development Practices Assignment

The report has discussed an appraisal of human resource processes and practices to create a path for successful intensification of the company's talent management plan. The evaluation will assess the strengths and weaknesses of human resource management to importantly evaluate factors that will supply to the decision-making process. This report will also provide apparent vision and path to the achievement of the business. The priority of the company’s goal is to improve employee engagement, recruitment, and motivation, and to develop internal talent within the organization. The second part of the report will highlight a digital portfolio of the candidate; the portfolio has stated the job description and person's specification for the specific role. It will also discuss the selection and recruitment flowchart used by the company (Obeidat, et. al. 2020). The report has reviewed Austin Martin's current approaches and employee engagement in organizational culture.

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Part 1

Types of HRM areas and their contribution to organizational performance

Human resource management (HRM) is the carryout activity of hiring, deploying recruiting, and managing the company’s workers. HR management is often referred to as human resources. A company's HR area is usually responsible for putting into effect, creating, and managing policies for workers and the relationship of the business with its employees. HR areas are responsible to create managerial procedures to support the company's workforce. Many key areas develop human resources management, such as staff recruitment, health insurance, payroll, and employee discipline. An expert must understand the useful areas of their division so they can help the employee as needed (Njoku, et. al. 2019). HRM also expand plans to expand HR practices so they can create an optimistic impact on the rest of the group. Functional areas of human resource management contribute to the success of organization performance.

Staffing and recruiting new workers is a necessary part of any organization, especially when a business is a rapidly growing company. Hiring workers is the work of the hiring manager, but the section usually sorts through job applications to find a suitable candidate for the hiring manager. Human resources can help to describe the company’s mission and company goals. The business can improve its human resource management by effectively treating employees. A good reimbursement package helps the company retain and attract talent in an organization. The company's human resources have to know the insurance and Policies the Company provides and the diverse types of employee benefit programs. Employee benefits include retirement accounts, family leave, vacation time, health insurance, health care accounts, sick leave, and other benefits that the company offers.

Performance management reviews the performance of workers to ensure that employees are doing well in their assigned roles or they require sufficient training and tackle to complete their job efficiently. When it approaches compensation, the company should offer benefits to the employees based on their performance. Employee relations is a complex area of human resources that mainly pertains to the laws to increase the performance of the company. Employees need an efficient team leader that sticks to the regulations and how they can be treated at work. The company should maintain good relations with employees which will motivate them and enhance their performance towards the organization.

Although this is the responsibility of the business team, human resources assist the company in formulating the trade goal and operation strategy of an association. The company can conceptualize how a company’s plan is built and run in which project run through each department. To monitor the payment activity of the employees, human resources workers are responsible for keeping track of the working environment of the business (Zehir, et. al. 2020). The human resource department also must receive feedback from employees on their working environments to check if they can enhance their services to external clients. Human resources share a huge role in the training and growth of both existing and new employees. The company keeps helping employees to expand their skills and imagine future career development planning at the workplace.

Strategic HRM concerning the changing effect on organizations

In the current unsound environment, organizations face increasing difficulties in the upper-hand chart. Human resources are the resources of the association and key human resource management centers on the causal relationship between the company's overall arrangement goals and the execution of its human resources approach. The goal of SHRM is to discover and identify the needs of future and current customers and to satisfy their constituencies by developing their staff. Associations should keep their doors open through the completion of learning and continuous improvement, guaranteeing the commitment, possibility, reliability, and employability of their human assets. Market conditions today present unpredictable and ongoing serious difficulties. In such an environment, associations can help create opportunities by developing their business execution skills to maintain and gain the upper hand. Currently, these organizations are increasingly recognizing the capabilities of their human resources, which can be a vital source to give them a steady upper hand.

According to the breakdown, most organizations today believe estimates are close to workforce completion cards to analyze how HR can add value to their business and provide them with more benefits. Human resource management practices are expected to affect effectiveness in a tough and troubled market. This skepticism, according to explorable evidence, highlights the way workers in any organization are a key resource, and that its presentation often depends on them, and then in turn A productive approach, fully urbanized and executed with an appropriate range of human asset strategies and cycles, will decisively impact a company's performance (Stone, et. al. 2020). Business investors in an organization, but the primary goal of any business are to improve financial execution and increase investor wealth. The currency performance of exchange is often dependent on the operational presentation of its human resources. The ability of its people, cycles, and innovation to achieve its goals is referred to as functional performance. To capitalize on cycles of innovation and accessibility, organizations should have sufficiently talented and equipped human resources to increase the effectiveness of their organization. A competent person contributes to functional productivity and subsequently provides quality items.

The role of recruiting and retaining appropriate employees from the available labor markets

The business of overseeing worker maintenance involves planning activities to keep representatives engaged and motivated so that they decide to keep working and be fully useful in helping the organization. Inclusive worker maintenance programs can play an important role in representing and attracting representation, and it also helps organizations reduce turnover and related expenses. Retaining top talent and skilled employees is challenging these days in a rigid labor market. Beyond competitive benefits and salary packages, also other areas can be equally precious to workers working in an organization. This includes a relationship with colleagues, flexible working hours, employee job satisfaction, workplace culture, company value, onboarding, and job fulfillment. Effective practice in several human resource area can be particularly influential in enabling the corporation to achieve its preservation objective. These are include training and development, socialization, recruitment, compensation and rewards, supervision, and employee’s engagement. Recruitment practice can powerfully influence the turnover of the company.

The significant research shows that current applicants with practical job foretaste throughout the employment procedure which has optimistic consequence on the maintenance of the new hire. Socialization practice is deliver through strategic assimilation and onboarding which can help new employees to become entrenched in the company. These performances include team and personal learning experiences, and formal as well as informal activities that help the workers get to know one another (Bilan, et. al. 2020). The company should provide effective training and development programs to its employees, which will enhance their performance. Compensation and rewards play a huge role in an employee's decision regarding leaving the organization. The company should front the market concerning paying employees. They should tailor rewards to employees according to their needs and requirements.

The company should provide a bonus, paid leaves, vacation hours, and many other perks to retain employees in long term. Supervision plays an important role in employee determinants of preservation. This will lead a business to highlight on decision-making, organization expansion, and communication skill building within an organization. Engage employees are satisfied and motivated with their job and enjoy their work. The company should respect the value of their employees and they should engage them in the decision-making process to make them feel motivated(Jon and Murphy, 2019). Highly engaged employees work with full enthusiasm which helps them in achieving common goals and objectives.

Strengths and weaknesses of HRM in terms of its contribution to business success

Human resource describes the employees who work in a company and the department which is answerable for running the human resources of an organization. Human resources should reflect on what strength the human resource section has that can be used to assist direct an organization in the route preferred by the leadership team. The organization should give priority to the training and development of employees. Efficient human resource Leaders should value their employees to increase productivity in the company. The company can use the concepts such as coaching, mentoring, training, and all the tools and techniques that help employees to become successful within the organization. The company's human resource departments support employees through organizational mentorship and coaching programs that help them stand out and increase engagement (Garcia-Arroyo and Osca, 2021).

The HR department is assembled to connect the gap between employees and employers. The human resource provides full advice and guidance to the employees of the company. The workers can ask HR whenever they face any issue regarding leadership, coworkers, and any employment terms. HR experts mainly focus on everything which includes benefits, compensation, employment law, and other activities related to the employees. The company has high faith in human resources which ensures an organization meets its regulations and achieves its common goals. Human resources should consider the weakness of a particular department while considering the mission strategies of the company. It becomes important for the company to understand how financial analytics and data should influence management decisions and talent hiring.

The company should spend its money to produce more talented, skilled, and productive employees which is a key to both the satisfaction of workers and the health of the business. Human resource is absolutely a strategic function that helps the company to retain skilled workers which improves their performance. The other weakness in HR management is short of a strategic foundation. The integration of HR analytics and data is also an important step in concerning HR to the company’s strategic direction. Weaknesses also could include benefits offered that are insufficiently attractive, the bad reputation of the company in the employment market retaining workers, and lack of training resources.

Internal and external factors that influence HRM decisions in the workplace

The human resources department plays a significant role in areas such as worker and labor relations, workforce development, preparation and expansion, and legal compliance within an organization. The HR department typically comes across several external and internal factors as part of the HR function.

An external factor that influence the capability to recruit capable candidates are the labor market accessibility is affected by the number of skilled and talented workers within a rational commuting distance, unemployment rates, and, also the accessibility of applicants with specialized skill such as technology and creativity.

The company may have some difficulty in identify and attracting appropriate candidate, especially if similar skillfulness are in demand all over the industry. The company’s geographic location is also an important factor to be considered if the labor group is not huge enough in the instant areas. The human resource managers need to focus on employees' pay relocation packages and recruiting efforts outside the region suitable to promote qualified employees to take a position. Laws and policy can also manipulate how a corporation does its hiring, training, compensates, and disciplines its workforce(Blom, et. al. 2021). The company should effectively conduct its business operations while considering all the laws and regulations regarding hiring employees.

The key interior factor affecting HR planning is the obedience of the company’s management to use its technology and HR department to assist in certain key human resources Functions. The Company should make greater use of techniques such as online benefits management, where workers can make change in their compensation and advantage tactics on their own. The company should also offer human resources employees more instance to focus on other areas like training, recruiting, and employee progress programs (Ren, et. al. 2022). The organization typically has no control over external factors which forces them to make adjustments as needed.

Factors supporting organizational development

Human Resources experts are primarily concerned with the efficient management of the employment process within an organization. The HR department also focused on supporting the company in obeying government regulations and laws. They are also concerned with mitigating employment-related conflict and risks. The goal of organizational development is to aid employees in increasing their productivity and performance, within an organizational framework. Organizational development experts must focus on research and data that can progress their efforts to improve the company’s overall process and systems. Organizational development requires maximizing employee potential and helping them to leverage their accomplishments and increase their contributions for further company success. This also improves the organizational effectiveness, while remaining to the company’s values and culture.

Effective human resource appraises the existing processes involving employees within an organization and conduct intervention to create a positive and productive improvement. A human resource of the company can dynamically add to the organization through their recruitment skills. Talent, skilled and useful employment management can help the company simply attain the potential applicant base. The company’s organization and cultural values attract talented employees in a company, which will benefit the company to accomplish its targets. HR and organizational development are directly linked because organizational development aims to encourage improvement in productivity, efficiency, effectiveness, and information within the business through processes aimed at analysis (Park, et. al. 2019). The external changes allow the company in meeting new challenges, projects, and problems in a positive way.

The objectives of organizational development and human resources are allied because organizational development seeks to advance the performance and skills of teams and individuals. Recruiting employees engages the activity of attracting and searching for the best people on the job. Recruiting process generally includes conducting interviews reviewing resumes, advertising the position, and, making offers. Training and development assist employees to learn new skills and innovation which they need to do in their jobs. It embraces training new workers, and on-the-job training to improve employees’ skills. Performance appraisals are the most general human resources management practice. Performance appraisal aims to make sure that all employees meet the expectations of their jobs. Employee relations engage working with workers to determine problems and progress communication. These activities include disciplining employees, resolving complaints, and negotiating unions and other types of employee organizations. Compensation and benefits are the most important factors which satisfy and motivate employees to work efficiently to achieve common goal (Malik, 2018). Benefits include retirement plans, insurance, and paid time off and compensation includes bonuses, salary, and other earnings. Organizational development empowers a company to achieve its goal through strategic planning.

Part 2

Job portrayal for the position of Marketing Manager

Full Job Description

Job Title: Marketing Manager - Aston Martin Birmingham

Location: Aston Martin - Grange

Brand: Aston Martin

Salary: £23,000 to £26,000 OTE

Closing Date: 31 October 22

Reference: 1905

Aston Martin is the fastest-growing franchise car dealer group. The company operates the car dealerships across Scotland, trading under restricted brand names include Pure Triumph, Dees, Grange, Doves, Invicta, and Motorparks.

Benefits include;

The manager will get a chance to join pleasant team and develop profession as a marketing manager within Aston Martin as a part of the Cambria automobiles group. The company believes that by identify potential and investing in the future, employees will be capable to develop skill and gain knowledge that will enrich career prospect.

  • salary - £23,000 to £26,000 OTE
  • 30 day paid annual leaves (including bank holidays)
  • significant training and development opportunities
  • special rate for servicing parts and MOTs
  • incredible discount on vehicle sales
  • rotation to work scheme
  • entrée to a vehicleFlexi-lease resemblance scheme through SOGO
  • Pension scheme
  • Life insurance benefits

Associate Assistance Programmed (AAP) is private access to a range of advice, including counseling sessions, a confidential helpline, access to a Doctor 24*7, physiology advice and carry from other health experts benefits.

Job Role

The job will carry the group marketing manager and the head of the company at Aston Martin Birmingham (De Mauro, et. al. 2018). A marketing associate would help in managing the execution and coordination of marketing events and campaigns. On a day-to-day, the marketing manager needs to be able to administer the communication platforms including social media, dealerships database, events, and lead management. The manager must be able to work to understand demographics, tight deadlines, and local markets and include a high level of attention to detail. The flexibility of working hours will be vital to carry in running events out of ordinary working hours.

Key Responsibilities and Duties:

  • Sustain organization to build the Aston Martin brand.
  • Support the promotion and planning of marketing events, and incorporate a multichannel approach.
  • Utilize the right branding that was relevant and promoted brand constancy within the Group.
  • Create and supervise the delivery of quarterly advertising planners for Aston Martin, functioning directly with senior managers to make sure meeting their requirements.
  • Responsible for social media channels of Aston Martin, creating and monitoring brand standard campaigns (Ozkeser, 2019).
  • Work closely with outside partners to make certain industry-leading marketing communications is delivered.
  • Increase brand awareness for the Aston Martin brand.
  • Support and maintain the team efforts in ensuring accuracy, database management, consistency, and completeness on manufacturer systems.
  • Sustain the maintenance and implementation of best observes customer lead management process.
  • Maintain and update manufacturer websites regularly
  • Support the team marketing manager to executes marketing strategy and processes.

Person specification for the marketing manager

Person specification

Full-time position:

09:30 to 16:30 (Monday to Friday) with weekend and evening work as required around events.

The successful applicant will acquire and be able to offer:

  • Full UK driving license
  • Computer education including Microsoft Office
  • Previous knowledge within a marketing role
  • Have outstanding administration, data input skills, and typing skills
  • Have brilliant organizational communication, and interpersonal skills, with a professional manner.
  • Have a high level of concentration in time management and detail skills.
  • Ability and Passion to deliver an exceptional guest experience.
  • I was truthful with a high level of integrity which drives me to succeed.

Selection and recruitment process flowchart

Hiring is a process of drawing and finding possible resources to fill organization vacancies. The company looks for suitable candidates with effective skills and abilities that can meet the demand. Hiring starts when there are vacant positions in the business and ends when a candidate accepts the job opportunity (Bertram, et. al. 2019). A general hiring process has four stages such as attracting candidates, planning, choosing the appropriate candidates, and offering the profession.A recruitment and staffing process flowchart is an illustration layout of a company’s plan to search for and recruit new talents.

The recruitment and staffing process is divided into 5 stages:

  • Preparing and planning: The first step is to conclude the necessities for the job position. This stage involves perceptive job descriptions and specifications systematically to ensure to be aware of all necessary qualifications. Candidates need to believe a superlative applicant profile, which outlines the best fit for the job positions. This will help Austin Martin to make effective decisions throughout the recruiting processes.
  • Advertising and attracting applicants: The candidate should start thinking about market positions after defining the job description. Candidate must position job Openings Company’s website, on the online job board and local newspapers. The company can search for candidates through obtainable contact lists to fill the vacancy. This can be accomplishing by attainment out to people who are well-connected in their fields.
  • Screening and selecting a candidate: The Company after receiving applications sort through them and make a decision on which candidate's resume pursuing. By examining their employment experience, education level, and references when assessing resumes. During the interview, the interviewer should ask behavioral question to gain an enhanced sense of a candidate’s personality(Kanagavalli, et. al. 2019). If the company receives more than one qualified candidate, it can compare its experience to determine which candidate is the greatest fit.
  • Offering on-boarding new candidates and jobs: after a job offer has been made, the company should contact the selected candidates. A company must offer the candidate a provisional phrase to assess if they are a good fit for the role. This step also involves getting the new hire with information and tools which they need to turn into productive members of the team and get connected with the company's culture.
  • Evaluating the process: The company should evaluate its recruiting decision toward the end of the recruitment and selection process. The good decision would help the company to grow rapidly. On the other hand, if a company makes any mistake the team leader should make sure it does not happen again.

Company’s performance management and reward systems

The HRM department performs the performance appraisal of each employee working in Austin Martin to enhance and evaluate their performance. Accordance to the performance the company also offers promotions, incentives, and increments to employees (Pradhan, 2022). The company has set key objectives that correlate with company goals. The onboarding experience also has drastically improved in an organization. All workers now attend a face-to-face introduction on their first day where they are given business views and a health-related induction. The organization uses this assembly to implement its approach to culture and behavior.

The new performance appraisal has recently been mechanical to enable ease of use and to provide control panel data to analyze progression and completion(Santos and Otley, 2018). It also enables employees to drive their growth which links to the online classroom-based training, learning platform, and academic studies. Aston Martin has succeeded in integrating all of these cultural and behavioral changes into the worker cycle. Through assessment centers, interview questions, training, and team-building, the company has reinvented its background.

Review of the organization's current approach

Organizations with happy and engaged employees are more profitable and productive. Engagement surveys can help the company track, measure, and improve its employees’ engagement (Domand Ahmad, 2019). The approach to workplace engagement survey is different places and the worker at the heart of the survey. The responsibility for workplace and engagement happiness is therefore shifted from being exclusively one for human resources and management to all teams.

The approach to measuring and improving engagement, and the worker experience to drive organizational performance, is distinctive. It is built on a realistic understanding of the needs of both employees and leaders (Ahmed, et. al. 2020). The worldwide database results in assessing against industry, competitors, and globally. Employee must focuson initiatives such as implementing work life balance initiatives and profit sharing are very important for organization success.

Conclusion

The above report has stated the HR processes which help the company to produce a path for strengthening the company’s ability management strategy. The report has also evaluated the weakness and strengths of HRM that significantly evaluate factors that will add to decisions making. It has also discussed the internal and external factors which directly affects the company in managing its human resource. The report is to be prepared which give a obvious visualization and path to victory. The prior purpose of the organization is to get better recruitment and member of staff appointment and inspiration and to cultivate interior talent. The second part of the report has highlighted the HRM practices in the company's context which helped the company in improving its sustainable organization performance.

References

Ahmed, T., Khan, M.S., Thitivesa, D., Siraphatthada, Y. and Phumdara, T., 2020. Impact of employees engagement and Knowledge Sharing on organizational performance: Study of HR challenges in COVID-19 pandemic. Human Systems Management, 39(4), pp.589-601.

Bertram, W., Moore, A., Wylde, V. and Gooberman-Hill, R., 2019. Optimising recruitment into trials using an internal pilot. Trials, 20(1), pp.1-8.

Bilan, Y., Mishchuk, H., Roshchyk, I. and Joshi, O., 2020. Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Verslas: Teorijairpraktika/Business: Theory and Practice, 21(2), pp.780-791.

Blom, R., Kruyen, P.M., Van Thiel, S. and Van der Heijden, B.I., 2021. HRM philosophies and policies in semi-autonomous agencies: Identification of important contextual factors. The International Journal of Human Resource Management, 32(18), pp.3862-3887.

Creately, 2022.Recruiting and staffing process flowchart. (online). Available at: <https://creately.com/diagram/example/gsy8pdq4f/recruitment-process-flowchart>(accessed on 12.10.2022)

De Mauro, A., Greco, M., Grimaldi, M. and Ritala, P., 2018. Human resources for Big Data professions: A systematic classification of job roles and required skill sets. Information Processing & Management, 54(5), pp.807-817.

Dom, F.R.M. and Ahmad, A.M., 2019. An Impact of Cultural Change on Employees Engagement and Organization Performance: A Literature Review. Asian Journal of Research in Education and Social Sciences, 1(1), pp.1-6.

Franco?Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences of performance management systems. International Journal of Management Reviews, 20(3), pp.696-730.

Garcia-Arroyo, J. and Osca, A., 2021. Big data contributions to human resource management: a systematic review. The International Journal of Human Resource Management, 32(20), pp.4337-4362.

Jones, S.D. and Murphy, B., 2019. Recruiting and retaining a diverse workforce. Diversity and inclusion in libraries: a call to action and strategies for success.(Medical Library Association Book Series.) Lanham, MD: Rowman & Littlefield, pp.75-88.

Kanagavalli, G., Seethalakshmi, R. and Sowdamini, T., 2019. A systematic review of literature on recruitment and selection process. Humanities & Social Sciences Reviews, 7(2), pp.01-09.

Malik, A., 2018. Strategic human resource management and employment relations. An International Perspective. Springer, 10, pp.978-981.

Njoku, E., Ruël, H., Rowlands, H., Evans, L. and Murdoch, M., 2019. An analysis of the contribution of e-HRM to sustaining business performance. In HRM 4.0 For Human-Centered Organizations. Emerald Publishing Limited.

Obeidat, S.M., Al Bakri, A.A. and Elbanna, S., 2020. Leveraging “green” human resource practices to enable environmental and organizational performance: Evidence from the Qatari oil and gas industry. Journal of Business Ethics, 164(2), pp.371-388.

Ozkeser, B., 2019. Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, pp.802-810.

Park, J., Jung, D. and Lee, P., 2019. How to make a sustainable manufacturing process: A high-commitment HRM system. Sustainability, 11(8), p.2309.

Pradhan, G.M., 2022. Impact of Reward Systems on Employee Performance of Service Sector Institutions in Nepal. The Batuk, 8(2), pp.1-13.

Ren, S., Jiang, K. and Tang, G., 2022. Leveraging green HRM for firm performance: The joint effects of CEO environmental belief and external pollution severity and the mediating role of employee environmental commitment. Human Resource Management, 61(1), pp.75-90.

Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.

Zehir, C., Karabo?a, T. and Ba?ar, D., 2020. The transformation of human resource management and its impact on overall business performance: big data analytics and AI technologies in strategic HRM. In Digital business strategies in blockchain ecosystems (pp. 265-279). Springer, Cham.

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