HRM In Practices

This article discusses the practices of Human Resource Management in organizations. It covers topics such as HR strategies, culture, employment workforce, and evaluation. Find study material on Desklib for a deeper understanding of HRM.

HRM In Practices

Table of Contents
Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. HR FACT SHEET.......................................................................................................................1
2. Structured essay of HR fact sheet ..............................................................................................3
3 Recommendation..........................................................................................................................6
Covered In Powerpoint...............................................................................................................6
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resources Management includes the various factors such as policies and
practices, which need to give there outcomes. The routine of Human Resources in the
corporation, which employee staffing, staff development, execution management, compensation
administration and looking forward to involve the employee in decision making. It also include
the best practices to giving the security to the employee (Gope, Elia and Passiante, 2018). Give
the training in ethical manner, making data easily which is accessible those who need it. It build
the team who are able to do self managed and effectiveness of the team. This report takes the
Aston martin massive luxurious brand which deals in various segments of cars such as coupe,
sports , landers, SUV, and road utility vehicle. This research consider the overview, strategies
and cultures, practices, quantitative and qualitative evidence, employment workforce and
evaluation of the employment.
MAIN BODY
1. HR FACT SHEET
Overview of the organisation
ASTON MARTIN is a highly luxurious brand; it is a type of public limited company.
This reputed brands build the highly luxury sports cars and grand tourers. This organisation was
founded in 1913 by Lionel martin and Robert Bamford. From 1947 it guided by the David brown
which associated with costly grand touring cars in 1950 and with the imagination character
which is James Bond (Cristiani and Peiró, 2019). This concern company is traded at the London
stock exchange. There sports vehicle is regarded as a British culture icon. The headquarters of
the company is situated in way done, Warwickshire, England and United Kingdom. It served the
products in worldwide area, Aston martin has also formula one team which is only use in racing
tracks along with highly cubic capacity, brake horse power, specifications and features. To
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critically evaluate the human resources, there are various steps to evaluate the HR first one is
what does HR look like today, second step involves gather data, separate the basis of HR from
strategic needs step four consider the team, step five set an expectation for human resources to be
a business partner that will impact corporate goal. In last it involves make changes.
Strategies and Culture
Strategy for growth and profitability of this brand in which, Investment digits will help
replenish the technology assets and building the new products (Hameed and et .al., 2020). The
higher opportunity lies in mechanical purchase the prospering luxury market in china, India and
gulf countries.
The competitors of Aston Martin are Bentley, Ferrari, Porsche which is most successful
in almighty the world highest increasing market with Lamborghini, even though united states and
china are now huge market of Lamborghini.
The Reputed brand financial boundary during for past three years in which its decreased
the workforce by thirty percent. Brand has not been indolent. Some of the corporations are
introducing unique consumer management process and battle content, that they believe ordinal to
none.
Aston Martin follows the different culture segments in which they giving their opinions
on products ranging from enforcement ranging at gait at activity.
Employment workforce
The number of employee work in Aston martin around two thousand four hundred fifty.
Currently announcement of Aston martin it cuts around five hundred jobs (Ayentimi, Burgess
and Brown, 2018). The majority which presents the car makers labour said to the car maker
Warwickshire workers will be deed challenging the view announced by famed automotive
vehicle professional.
The vulnerable losses and detrimental of the employment the entirely corporation which
around 1600 employees.
Evaluation of the employment which provide quantitative and qualitative evidence.
In addition of Aston Martin currently number of workers are 2450 which gives the best
outcome to the organisation in term of monetary value, operating income of Aston martin around
5.4 million euros and net income generating 104.4 million euros. The study of full employment
similarly used in economics studies which refers the knowledgeable engaged people (Zhou, Fey
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and Yildiz, 2020). The deficiency of non-voluntary unemployment in the term that there are no
more workers consenting to acquire the given real wage and keep into different way. In which
there is no employee can increase the level of real wages along with its reduction of workers of
another candidate. Organisation discussed not shift from one place to another place that quotient
of the people. which is compliant to work for given wages in terms to acquire maximum result of
war component. The vast task of shifting about the whole able bodied population so in which no
employee is busy on a task whatever is paid or unpaid as in home work along with the
corporation, so they are enabled for more effective work. The direction of present work force
comes into the panorama. The qualitative evidence of the employee is coordination to each other
and it shows the unity. In this, non-voluntary unemployment there are no workers consisting top
accomplish the given real wage and keep into various way that shows their no one can enhance
their level of wages as well as reduction of labours of another candidates. Company decided
there will no shifting from one place to another place of the employees. The direction of present
workforce comes into the aspect, that qualitative evidence of the employees is coordination to
each other to accomplish business aims and objectives.
2. Structured essay of HR fact sheet
This report involves the hiring the right people strategy which is best HR practices in
terms of hiring and also encourage the corporation to take the personnel’s who looking forward
to add the values (Wickramasinghe and Chathurani, 2020). Select the right person is, hence, a
fundamental to making a competitive advantage. As of now today's world become a digital
nation, there are lot of difference in recruitment way in which they use to make right person and
selection. Many organisations keep track on their recruitment process to look how they are doing
in this detail. There are characteristics of selecting the employees which shows the
encouragement of the work which gives the advantage to the company such as:
Ability: in this process people are to do work. Does people have knowledge about skills
which is require for the organisation for example: leadership, technical, and soft skills.
Trainability: Human resources gives the training to the employee to improve its skills. It
shows people literally willing to learn and developing the skills.
Commitment: Commitment plays an important role in real life along with incorporation
life. People will commit the task for the organisation, they are able to prove themselves. It
shows the discipline of the employees in relation of work.
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Training and Development practises: According to this practise creates a major role to
improve the employees skills and knowledge. As the Aston Martin company perspective, their
manager also enhance their strategies for making manpower competency efficiency. By
providing employees advanced technologies through which they can provide and employees can
increase their efficiency.
All these factor defines the complexity of the organisation and shows the how
intentionally they build their employees for of its growth, and succession of the company. This
process helps in to identify the right candidate for right job which analyse the performance,
personality, interaction. This element also includes the effective communication, in relation of
Aston martin employees must be presentable and more knowledgeable in not only about product,
in every aspect which diversify the candidate to make unique personality. The concern company
require the different personalities which able to present the name of brand ASTON MARTIN
(the name is enough). So in this company build the employee after development employee build
the brand. Before selecting they give proper training and mould the employee come in working
culture or climate of the organisation. Selecting the employee is not about the selection, there are
various segments to find the right candidates to analyse the employees, they are willing to work
and Aston Martin gives the priority to the employees, after that customers. They know if
employees are happy, customer will satisfy automatically (Drummond smith. F., 2018.,
Available through [https://magazine.astonmartin.com/people/fast-forward-nikki-rimmington-
talks-aston-martin-strategy). The mission of Aston martin to expand the business in every area of
the world. It will accomplish this giving the most exceptional consumer experience and
powerfully supporting to the employees do coordination and working together (Mariappanadar,
2020). Those employees got selected they creates the most beautiful and accomplish automotive
creation in the world. The employees of this reputed brand every time they look forward to
highlight the name and give the iconic presentation to all over the world. This organisation refers
the overall process while selecting the employees. They do identification, attraction, screening
process, short listing, take the interview suitable employees for jobs with in a corporation.
Selection of employee is not easy task because human resources professionals is very brilliant
personalities. They are mind reader; it knows everything before the speaking of the employee.
This thing plays very important role in selecting or hiring process. In last, selection define the
right person or candidate for selecting and choosing. Who is more compatible with vacant job
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position I the corporation. It also looks forward to full fill the vacancies. This thing gives the
advantage to the employee and build the best carrier of the employees, and also give the
excellent impression in coming industries in which employee are looking forward to switch the
job.
Training and relevant skills
Training and development
The HR practice states the corporation which invest highly in training time and budget
for its personnel’s.
After recruiting the best employee. They need to assure that they remain the frontrunners
in the tract. Technology is growing and developing highly, in which learning and development
come in. How they create the industry in term of rate of learning and become to stay grow
faster, innovative ideas and sustain a competitive advantage. Employees are willing to increase
their skills specific modes of training (Cater and et .al., 2019). In relation of Aston martin there is
a formal learning and on job learning plays a very important act in the organisation. They
increasing the focus on feedback, learning providing the training and it contributes into it.
Learning also increasing for the understanding the things, younger employees, personal growth
in comparison of old generation. The upcoming generation of workers is highly looking forward
for development chances. These things are grow in their carrier. Not providing these
opportunities is related to higher level of employee turnover. Training and development is only
for building the employee for its organisation which gives highly impact to the candidates. This
process is done by the human resources and lead through the training manger. In this process
organisation give the training to the employees for the organisation so, in which they are able to
present the brand and also they know how to sell the product, how to influence the customer for
the goods, they also take the sessions of effective communication which include the language,
gesture, poster, everything which organisation is require (Malik, Pereira and Tarba, 2019).
Before the joining day managers takes the orientation program in which elaborate about the
organisation. This process gives the overview of the company for understanding. It provides the
internship program also for annual or quarterly basic along with the stipend this training comes
under industrial training and vocational training. In this process organisation build the new
version of the candidates brush up and polish the skills. Which is beneficial for the organisation.
This strategy helps in both aspects in term of employee and the organisation. Training and
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development term refer the increase the relevant skills which employee need to grow in
corporates world. According to Aston martin employee must know everything about the cars for
example: what is the cubic capacity, BHP. Specification, advantage disadvantage additional
feature. This thing shows the training and development program it plays very important role in
the corporation. Aston martin brings the new creation, innovation, and technologies in the cars
and also they do implementation. That is why training is necessary for the employees which is
provide by the reputed company. In which employee get to know about cars with new
technologies and they will know how operate the things which is installed in the car, so,
employee get habitual with the product.
Critical evaluation
Talent management and performance
Process of hiring and selecting which gives the advantage to the organisation, in which
employer know about who is better candidate for this particular job (Liu and Meyer, 2020).
They give opportunity to the employee for prove themselves and acquire the talented
knowledgeable employees which creates positive facts for the candidates. However, weakness of
this process if employer choose the person at the time of interview they are fine, but there will be
no surety about after selection they are willing to do work and committed with their norms and
conditions. This thing creates difficulties for the organisation for selecting again and again. If
organization select the employee after the interview, there is no surety about they are able to
work or not with company's terms and condition. This thing creates issues if company don't give
right job to the right person.
Training and relevant skills are necessary for the organisation. It gives higher advantage
to the employee in which employee are able to know or understand the things. Because
organisation come with new ideas, tariff and technologies which essential for of them.
Organisation also managed the things with the help of trainees at the ground level. But
disadvantage of this process, it is time consuming, and not sure about trainees they serious or not
for their work. This program based on stipend basis organisation have to pay for the employees
whatever they are handling the operations or not. This critical evaluation mentioned the both
aspects advantage or disadvantage which clearly shows logical facts. It manages thing by the
trainees at the ground level but it is time consuming and company not sure about trainee they are
able to do work. This program is depending upon stipend organization have to pay to their
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trainees either they are unable to do work. This evaluation mentioned both aspects advantage or
disadvantage that clearly shows logical facts.
3 Recommendation
Covered in Powerpoint
CONCLUSION
This report concludes the HR practice which gives the advantage to the organisation. It
changes the organisation culture build the training and development program work on health and
safety providing employee security. Which is necessary for the employee to adopt the working
culture and climate. Which employee are able to work and looking forward to generate the
revenue and profitability. So that will help to raise the name of brand and build the excellent
brand image along with the value. So people are willing buy that particular brand.
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REFERENCES
Books and Journals
[ Online]
Drummond smith. F., 2018., Available through [https://magazine.astonmartin.com/people/fast-
forward-nikki-rimmington-talks-aston-martin-strategy]
Gope, S., Elia, G. and Passiante, G., 2018. The effect of HRM practices on knowledge
management capacity: a comparative study in Indian IT industry. Journal of Knowledge
Management.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance. International Journal of Manpower.
Hameed, Z., and et .al., 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower.
Ayentimi, D.T., Burgess, J. and Brown, K., 2018. HRM development in post-colonial societies:
The challenges of advancing HRM practices in Ghana. International Journal of Cross
Cultural Management.18(2).pp.125-147.
Zhou, A.J., Fey, C. and Yildiz, H.E., 2020. Fostering integration through HRM practices: An
empirical examination of absorptive capacity and knowledge transfer in cross-border
M&As. Journal of World Business.55(2).p.100947.
Wickramasinghe, V. and Chathurani, M.N., 2020. Effects of continuous improvement in
streamlining HRM practices. Business Process Management Journal.
Mariappanadar, S., 2020. Characteristics of sustainable HRM system and practices for
implementing corporate sustainability. In Sustainable Human Resource
Management (pp. 9-35). Springer, Singapore.
Cater, J., and et .al., 2019. HRM practices and effectiveness: A comparison of US Hispanic and
non-Hispanic family firms. Journal of Small Business and Enterprise Development.
Malik, A., Pereira, V. and Tarba, S., 2019. The role of HRM practices in product development:
Contextual ambidexterity in a US MNC’s subsidiary in India. The International Journal
of Human Resource Management, 30(4), pp.536-564.
Liu, Y. and Meyer, K.E., 2020. Boundary spanners, HRM practices, and reverse knowledge
transfer: The case of Chinese cross-border acquisitions. Journal of World
Business.55(2).p.100958.
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APPENDICES
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