Role of HRM and Organisational Development in Business Management

This report discusses the role of HRM and Organisational Development in Business Management. It covers topics such as the contribution of different HRM areas to organisational performance, strategic HRM in relation to changing effects on organisations, recruiting and retaining appropriate employees, strengths and weaknesses of HRM, and internal and external factors that influence HRM decisions. The report also includes a case study of Aston Martin.

Higher National Diploma in Business
Management
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
1.0 Introduction p
2.0A comparison of the different HRM areas and their contribution
to organisational performance p
3.0An examination of strategic HRM in relation to the changing
effects on organisations and its business environment p
4.0A critical evaluation of the role of recruiting and retaining
appropriate employees from the available labour markets p
5.0An analysis of the strengths and weaknesses of HRM in terms of
its contribution to business success p
6.0An investigation into the internal and external factors that
influence HRM decisions in the workplace p
7.0Discussion and evaluation of these factors and how they
support organisational development p
8.0 Conclusions p
References p
1.0 Introduction

Human resource management refers to a modern approach which involved effective
management of individuals at the workplace and focuses upon efficient and optimal
acquirement of individuals. It further provided them with development of skills which are
curial for the maintenance of human resources. The human resource management is conceder
pays its part on all levels of the organisation and provide employees with a workspace where
they can enhance their overall performance and attain growth in their professional career. For
the following report Aston Martin has been chose which was established in the year 1913 and
headquartered in GayDon, UK. The following report will focus upon comparison between
various HRM areas and their impact on organisations performance along with examining
HRM strategy in relation to the changing effects on organisation. Moreover, it will evaluate
the role of recruitment and retaining employees in a appropriate manner and analysing the
strengths along with weakness of HRM. In addition to this the report will involve
investigation into the impact of internal and external factors that influence HRM along with
how they support an organisation.
8.0 A comparison of the different HRM areas and their
contribution to organisational performance
There are various areas within HRM that all an organisation to improve upon its
performance. These different areas ensure that an organisation has an effective HRM
establishment in its business which will provide growth as well as the ability to fulfil
organisational objective. Some of the various areas of HRM are elaborated below in Context
to Aston Martin:
Organizational structure: The HRM of an organisation allows the it to develop a structured
and effective organizational structure. This allows the business to have effective collaboration
among various levels of the organisation. In context to Aston Martin Effective HRM will
allow to improve the performance of the organisation to development of effective
communication relative to all department of the business (Afum and et. al., 2021)..
Recruitment and staffing employees: The primary function of HRM is to identify skilled and
capable individuals for recruitment process. This allows a business to enhance its
performance through highly skilled and experience employees. In context to Aston Martin,
the recruitment of skilled employees help in increasing the productivity and performance of
their business operations.

Employees benefits: The HRM is able to provide employees with various benefits such as
bonuses and incentives. This allows to keep the employees motived resulting in enhanced
performance of both employees and organisation. In context of Aston Martin, motived
employees through benefits enable the business to keep its performance high resulting in
achievement of goal effectively (Wang and et. al., 2017).
Employee training and development: Human resource management allows an organisation
to have skilled employees through periodic training and development programme. These
programs enable an organisation to not only improve employees performance but increase
performance of the organisation as well. In context to Aston Martin, the training and
development of employees ensure that the work Is conducted in an effective and efficient
manner along with enhanced productivity.
9.0 An examination of strategic HRM in relation to the
changing effects on organisations and its business
environment
It is crucial for an organisation to have an effective strategy related to their human
resource management as it enables the organisation to attain support while introducing
change within the organisation. The HRM enables the organisation to introduce changes in
the organisation without hindrances along with reduced resistance from employees. Given
below is the impact of HRM in relation to changing effect of an organisation in context to
Aston Martin:
 The HRM allows an organisation to improve the participation of employees when
necessary changes are introduced within an organisation. It helps the business to
ensure all the employees accept the changes being introduced to achieve goals and
objective. In context to Aston Martin, HRM can allow management to effectively
involve employees in the planning and execution stage of the changes being
introduced in order to minimize the changes of employee resistance to change. This
will ensure that the changes take place effectively and enhance overall performance of
the organisation necessary for growth (Hughes., 2018).
 The human resource management allows the HR managers to utilize the aspect of
familiarity with the employees in the organisation to understand their needs and

expectation during the change process. This enables the manager to introduce changes
accordingly relative to the needs of the employees. In context to Aston Martin, the
HRM will allow the management to understand its employees and their view points
when introducing change. This allows for the development of positive relation among
management and employees ensuring changes are accepted in a positive manner
(Safrankova and Sikyr., 2018J).
10.0 A critical evaluation of the role of recruiting and
retaining appropriate employees from the available
labour markets
Various roles of recruiting and retaining appropriate employees performed by
organization are -
 Provide clear path – It refers to providing right direction and clear description of
their roles and responsibilities in their job(asim., 2020). Details of proper description
in job provide opportunity of their carrier development. In context to Aston Martin,
organization must provide assessment, coaching and feedback to employees on daily
basis. This method helps employees to understand where he lacks and where he needs
improvement. It is very important for them because in this way employees are moving
in a right direction.
 Employee engagement in works – It refers to the level of enthusiasm and dedication
towards work and their job (Kushwaha, Yadav and Prasad., 2018). In context to Aston
Martin, management must always makes strict schedule to make employees busy.
Because without engaging employees company are not able to increase their
productivity and performance. Employees engaging are also important for achieving
organization vision, mission and objectives.
 Providing best packages – It refers to providing best salaries to employees for
financial support. Decent and good salary is always required by employees to leave
their life easily. In context to Aston Martin, management are responsible to provide
good financial report in aspect of increments, bonus and so on.

11.0 An analysis of the strengths and weaknesses of HRM
in terms of its contribution to business success
Strength includes -
 Employee development – It is a process where employee are developed their internal
skills with the help of training and development. In context to Aston Martin,
management monitor their employees with various techniques which leads to achieve
the organization success.
 Advocacy - It refers to the action of employees which is used for promoting the
organization. In context to Aston Martin, HR manager must provided protection and
proper solution to employees when the face any issue in organization.
 Compliance – It refers to adherence of rules and regulations which is used by
company for dealing with its employees (Zhang and Xu., 2018). In context to Aston
Martin, Management must established their rules and regulations strictly to manage
the employees with proper discipline in company.
Weakness includes -
 Lack of strategic foundation – It refers to organization are not capable to generate
effective strategy. In context to Aston Martin, HR manager must faced difficulties for
hiring talented candidates. He also face problems for maintaining top performance of
organization.
 Less customer focused – It refers to not providing best quality product or services to
consumers. In context to Aston Martin, management HR department are responsible
to provide all types of resources and guidelines to employees for increasing service
quality towards consumers.
 Not as financially minded - It refers to no proper coordination between finance and
accounts department. In context to Aston Martin, HR department are responsible to
maintain good relation with accounts department for maintaining overall expense of
company effectively (Babeľová and et. al., 2019).

12.0 An investigation into the internal and external factors
that influence HRM decisions in the workplace
Impact of external factors on organisational performance, including the skills gaps and
labour force trends
External factors -
 Technology – Technology give great impact to organization for run their operational
activities smoothly and systematically. In context to Aston Martin, management used
these technologies to increase or improve the productivity.
 Political - In political context due to rising or declining of the corporation tax their
Aston Martin are not able to perform their operational activities properly.
 Economical - Aston Martin is one of the company who have high inflation rate
because their vehicles are very expensive and lower and middle class customers are
not able to afford this price. It leads to decrease the work efficiency of employees.
 Social – In social aspect Aston Martin facilitates quality and comfortable vehicles to
consumers according to the current trends and culture. It leads to increase the
performance of employees in company.
 Environmental - Aston Martin mostly used the eco friendly raw materials for
producing best quality products. It leads to increase the sale of the product and when
the sales are increased then definitely financial benefits also received by employees.
 Legal – Due to various government policies or barriers company are not able to run
their activities illegally which is harmful for employees and customers.
Impact of globalisation on HR policies for equality, diversity and raising cultural
awareness and sensitivity within the workplace
 Increased cultural diversity – In context to Aston Martin their main culture is to
maintain the standards in their product with new policies and guidelines which helped
the employees to do work effectively in workplace.
 Employee training - In context to Aston Martin they provide the effective training
to employees according to HR policies. It leads to improve their skills and talents for
running their operational activities smoothly.

 Increasing work place standards - Aston Martin is one of the company who
maintain their safety standards in workplace strictly and effectively. When
organisation maintained their workplace safe and hygienic then definitely satisfaction
and productivity of the employees are increased.
Impact of legal and regulatory frameworks
 Rules and regulations - In context to Aston Martin, established strict rules and
regulations for maintaining the discipline of employees in organization. This help the
organization to achieve their vision, mission and objectives for long time.
 Duties and responsibilities – It is a very essential part for employees in company.
When the responsibilities are provided to employees legally in the form of targets
then definitely employee finish the task in time.
13.0 Discussion and evaluation of these factors and how
they support organisational development
Internal and external factors support the organization in various -
 Stability of the organization – It refers to maintaining organizational status or
growing in a fast or slow manner. In context to Aston Martin, for maintaining stability
in organization management must good working culture, safety and security to
employees. It leads to increase the employees passion and thinking of new ideas in
work. This creates proper stability in company.
 Employee job satisfaction – It refers to measuring the works of a employee in their
job in their organization. In employee job satisfaction this is also concerned that the
problems of employees are solved by HR management in time or not. In context to
Aston Martin, management must provide special facilities to them which helped to
increase their job satisfaction level. It includes high package and employee fitness and
medical centres.

 Efficiency in management – It refers to performing various activities with minimum
wastages of resources. It leads to increase the profit of organization and also helped to
achieve organizational success. In context to Aston Martin, HR manager are
responsible to prepare proper plan, strategies which leads to reduce the wastages of
resources. It also leads to increase productivity and performance of employees in
organization.
Learning habit development - It is a process where employees learn various things at the
time of doing job. In context to Aston Martin, management must organize various events and
programmes which helped to motivate them. Management also provide proper guidance to
them to do the work smartly.
8.0 Conclusions
From the above report it is concluded that, various HRM areas and strategies allow an
organisation to promote efficiency and productivity in its business. It helps in increasing the
performance of the organisation. In addition to this the role of recruitment plays a significant
factor in ensuring that an organisation is able to attain skilled and talent work force which
will enable the business to achieve its business objective and goals. Furthermore, there are
various internal and external factors that influence an organisation in relation to its HR
operations.
References
Books & Journals:
Afum and et. al., 2021. Internal environmental management and green human resource
management: significant catalysts for improved corporate reputation and
performance. Benchmarking: An International Journal.
Wang and et. al., 2017, April. Human resource information management model based on
blockchain technology. In 2017 IEEE symposium on service-oriented system
engineering (SOSE) (pp. 168-173). IEEE.
Hughes, J. C., 2018. The changing tourism and hospitality context: Implications for human
resource management in an age of disruption and growth. In Handbook of human
resource management in the tourism and hospitality industries. Edward Elgar
Publishing.
Safrankova, J. M. and Sikyr, M., 2018. A new generation on the labour market and
challenges faced by current human resource management practice. International
Journal of Social Sciences, 7(1). pp.95-111.

Jasim, S. S., 2020. Impact of Human Resource Management Practices on Enhancing
Organizational Performance. Quality-Access to Success, 21(174).
Kushwaha, P., Yadav, P. and Prasad, J., 2018. Impact of enterprise resource planning on
human resource management in automobile sector: Statistical analysis. Journal of
Statistics and Management Systems, 21(4). pp.601-615.
Zhang, K. and Xu, P., 2018, August. Research on transformation strategy of enterprise
human resource management in big data era. In 2018 International Conference on
Management, Economics, Education and Social Sciences (MEESS 2018) (pp. 4-6).
Atlantis Press.
Babeľová and et. al., 2019. Perceived Serviceability of Outplacement Programs as a Part of
Sustainable Human Resource Management. Sustainability, 11(17). pp.1-21.
Tippa, N. G. and Mane, S. R., 2019. Field work training in the field of human resource
management: An empirical study. International Journal of Social Sciences
Review, 7(2). pp.1367-1370.

Table of Content
Part 2: Portfolio
1.0 A job description for the position of Marketing Manager p
2.0 A person specification for the position of Marketing Manager p
3.0 A recruitment and selection process flowchart to be used by this
organization in future p
4.0 An assessment of your selected company’s performance management
and reward systems with examples p
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
References p

1.0 A job description for the position of Marketing
Manager
Marketing managers play a vital role in an organization as they help in the promotion
of products and services in an effective manner. They allow an organization to influence
customers in engaging with the organization (Kleczek., 2019). The marking manager has
various roles and responsibilities that are necessary to be fulfilled in order to ensure the
marking operations of the business are effective. Given below is the job description for the
position of marketing manager:
Role of Marketing manager:
 The marketing manager needs to work with the executive team such as the marketing
director in order to develop effective marking strategies for the organization which
will enable the business to achieve goals and objectives.
 The marketing manages is also involved in the hiring and performance evaluation of
junior marking employees which can also include the PR and Creative staff of the
organization.
 It is the role of marketing manager to conduct comprehensive research and analysis of
the market trends and competition in order to proved the organization with a
competitive advantage in the market.
 The marketing manages has to focus on the evaluation and effectiveness of the
marketing operations along with tracking marketing campaigns to report finding to
the executive team.
 The marketing manager has the role and responsibility of determining the marketing
budget of an organization which is necessary in order to promote products and service
in an effective manner.
 The marking manager has to handle all the responsibilities related to the promotion of
the company at the global level and ensure the brand image of the organization
remains positive.
 It is the role of a marketing manager to analyze the external factors in order to
develop appropriate marking strategies which will allow the business to attract large
customers and increase profitability.

 The marking manager has the role of developing a suitable promotional strategy for
the organization which is aligned with the mission ans vision of the organization.
 The marketing manager has to ensure that the product service management of the
organization is optimal in its functioning in order to ensure higher level of customer
satisfaction.
2.0 A person specification for the position of Marketing
Manager
The person specification refers tot he overall description of the qualifications,
skills, experience along with knowledge that is necessary for an individual to possess in
order to be considered for a particular job position (Holm and Haahr., 2018). Given
below is the person specification for the job position of marking manager:
Job summary:
The job of a marking manger is to be responsible towards planning as well as tracking the
budget along with strategy of the entire marketing department. The objective of marketing
mangers is to assist the organisation reach their target customer and drive engagement with
their brand.
Skills required for the job:
Teamwork skills: It is important for a marketing manger to have good team work skills in
order to manage the marking team in an effective and efficient manner to ensure high level
of productivity.
Communication skills: The marketing manager has to have effective communication skills
in order to provide clear and transparent direction to the marketing team and report
information back to the executive team in an efficient manner.
Adaptability skills: The marketing manager must posses the skill of adaptability in order to
adjust the marking strategy relative to the changes in trend and customer preferences in
order to be effective in marketing operations.
Organization and planning skills: It is vital for a marketing manager to have optimal
organizing and planning skills in order to develop suitable and effective marketing strategy
for the organization.
Creativity skills: The marking manager is required to have a creative vision in order to
develop unique strategies and marketing campaigns for the organization in order to promote

products and services in an effective way (Abiwu and Nunoo., 2021).
Commercial awareness skills: It is essential for a marking manager to be commercially
aware in order to understand the overall market and competitors in order to develop
appropriate marking strategy, enabling the organization to gain competitive advantage in the
market (Tedi., 2020).
Qualifications required:
It is crucial for an individual to be highly qualified in order to attain the position of marking
manager. Given below are few qualifications necessary of the specified position:
 Bachelor's degree in marketing, finance, business administration or similar.
 A master's degree in marketing field will be essential.
 At least two year's of experience as a marketing junior or assistant.
 Effective knowledge relative to the use of technology.
 Extensive knowledge of marketing strategies, channels and branding.
 Strong time management and organizational abilities.
3.0 A recruitment and selection process flowchart to be
used by this organization in future
Given below is the recruitment and selection process flowchart that the organization can
utilized for effective HRM:
Recruitment requisition: This process in the recruitment and selection process will involve
the identifying of the specif job position in the organization by the management. This help in

evaluating the current need for the job role in the organization and its overall operations
(Fattaah, , Singh and Darwish., 2020).
Selection criteria: The management has to set specific criteria for the selection of capable
candidates such as skills and qualification that the organization is looking for. This allows to
attract only those candidate who are capable for the job position and will potentially fulfill
their duties in an effective manner.
Advertising for the job: The management has to work with their marketing team and develop
a advertising which will consist of the position required along with the necessary
requirements in order to pass the specific criteria process. This process will allow to
organization to reach a large number of cable individuals In efficient manner.
Receive applications: This stage of the process will include receiving of application from
various potential candidates. It is the duty of the HR manager to thoroughly examine each
application and categorize them in a systematic order for the further stage of selection
process.
Selection of capable candidates: This stage of the process includes examining and analyzing
of applications by the HR manager in order select suitable candidates and reject candidates
who did not meet the specify criteria required by the organization and job position.
Interview: This stage of the involves the overall process of conducting multi stage interview
session of the candidates by the HR manager. It is crucial for the HR manage to ask relevant
questions related to their experiences and knowledge in order to determine their capabilities
which are necessary for the job position (Sobocka-Szczapa., 2018).
Job offer: It is vital for the HR manager to conduct the whole process of recruitment and
selecting in a systematic and structured manner in order for the process to be successful. In
the end of the process that HR manager will be able to identify and determine the specif
individual who is capable to take the responsibilities and duties relative to the job position in
an effective manner.
4.0 An assessment of your selected company’s
performance management and reward systems with
examples

The HR managers at Aston Martin are focused upon keeping their organization
productive and effective in its performance through employee engagement programs.
Moreover, they keep their employees motivated through a structured and systematic reward
system (Li and Song., 2018). Given below are the employee engagement and reward system
in context to Aston Martin:
Employee engagement:
Employee engagement is a concept within HRM that describer the level of motivation
and dedication a employee feels towards their job. Given below is how management at Aston
Martin utilizes employee engagement in its performance management:
Validation: This aspect of the employee engagement allows the management of Aston Martin
to recognize the employee's intrinsic human value and their overall contribution towards the
organization which helps in providing employees with suitable rewards based on their
particular performance (Thompson., 2020).
Recognition: This aspect of the employee engagement allows the HR manage of Aston
Martin to recognize the performance, behavior and attitude of employees and provide praise
accordingly. This results in employees being motivated and improving organizational
performance.
Feedback: The management is able to take crucial feedback from the employees of the
organization on various aspects such as job conditions, benefits, safety. This allows to
establish a positive relation between the management and employees, enhancing the
organizational performance.
Action step: The employee engagement allows the manager of the organization to take
necessary steps relative to the employee feedback collected. This ensures that the
management is able to take suitable steps in order to resolve any issues faced by their
employees to keep them motivated and keep organizational performance optimal (Persson.,
2018).
Reward system:
The rewards system refers to the structured format which allows to recognize the
output of employees and provide them suitable benefits and rewards to keep them motivated.
Given below is the reward system in context to Aston Martin:

Bonuses: The management provides its employees monetary benefits in the form of bonuses
for their performance and to keep them motivated within the organization. It also allows the
organization to retain employee's effectively.
Recognition:The management recognize the efforts of its employees and give them
appropriate recognition. This allows the employees to feel valued and keep the organization
to retain employees in an optimal way.
Promotion: The management provides appropriate promotions to employees relative to their
performance as a reward. This keeps them satisfied regarding their professional growth along
with keeping their motivation to work high.
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
There are various approaches that an organization utilizes in order to develop
effective and positive relations with their employees. This allows the organization to enhance
their overall engagement will employees and understand their point of view. Given below is
the current approaches of effective employee relations in context to Aston Martin:
Psychological approach: The HR managers of Aston Martin focus on understanding the
perception of employees to understand the different issues encountered by them. This allows
the organization to take necessary steps in order to develop a positive relation with employees
resulting in improved organizational performance.
Sociological approach: The HR managers of Aston Martin, Pay emphasis on the the social
and cultural aspect of their employees in order to understand that behavioral patterns and
adjust their organizational culture to provide assistance in establishing positive relations with
their employees. This helps in ensuring that is workplace is harmonious and peaceful for
employees and develops positive relations (Bezanson., 2019).
Human relations approach: This approach allows the HR manage of Aston Martin to
understand the needs of the employees relative to job security, working conditions and
opportunity to participate in decision-making. It helps the organization to involve its

employees and keep them satisfied through effective identification of their needs. Moreover,
it allows the company to retain its employees in an optimal manner.
How can the approaches can be further strengthened
Encourage flexibility: The management must encourage flexibility in its operation to keep
employees motivated and have creative liberty in order to improve employees engagement.
Ask for feedback: The HR manager must take periodic employees feedback in order to
improve employees engagement and further strengthened the exciting approaches effectively.
Hold social gatherings: The management must focus on holding social gathering in order to
create positive engagement between the management and employees. This will assist the
existing approaches of the organization and in enhancing engagement.
Clarify goals: The management must pay emphasis on communicating the established goals
to their employees in an effective manner. This will keep the employees aligned with the
organizations mission and vision developing positive employee engagement.

References
REFERENCES
Books & Journals:
Kleczek, A., 2019. The Relationship Between Applicants' Experiences During the
Recruitment Process and Applicants' Attitudes Toward the Organization (Doctoral
dissertation, Azusa Pacific University).
Holm, A. B. and Haahr, L., 2018. 11 e-Recruitment and selection. e-HRM: Digital
Approaches, Directions & Applications, p.172.
Abiwu, L. and Nunoo, G.N., 2021. Green Recruitment Practices. In Human Resource
Management Practices for Promoting Sustainability (pp. 73-93). IGI Global.
Tedi, R., 2020. Effect of Recruitment, Training, and Placement on Performance of
Employee. Training, and Placement on Performance of Employee (June 20, 2020).
Fattaah, P. M. A., Singh, S. and Darwish, T. K., 2020. Recruitment, Training, and Retention
Practices: Do Domestic Firms Differ from Multinationals?. In Human Resource
Management in an Emerging South Asian Economy (pp. 104-117). Routledge.
Sobocka-Szczapa, H., 2018. Recruitment and Labor Market Situation. Przedsiębiorczość i
Zarządzanie, 19(1.2). pp.51-62.
Li, X. and Song, Z., 2018. Recruitment, job search and job choice: An integrated literature
review.
Thompson, F. J., 2020. 5. The Politics of Recruitment: Selection Tactics. In Personnel Policy
in the City (pp. 90-111). University of California Press.
Persson, R. S., 2018. Recruitment mistakes, future employees, and fabulous fantasies: The
market’s need of magical qualities. In Human resource management: A Nordic
perspective (pp. 86-102). Routledge.
Bezanson, K., 2019. Appendix B. Selection and Recruitment of Participants. In Gender, the
State, and Social Reproduction (pp. 168-168). University of Toronto Press.