The Role of HRM and Organisational Development & HRM Practices

This report discusses the role of HRM in developing sustainable performance in an organisation, the effects of changing nature of organizations on human resource skills and knowledge, HRM practices related to employee recruitment and retention, and external and internal factors which impact HRM decision making to support organizational development. The report is based on the car manufacturing company Aston Martin of UK. It also includes a personnel specification for a marketing manager in Aston Martin.

The Role of HRM and
Organisational
Development & HRM
Practices

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explanation of main areas of HRM and their contribution to sustainable performance ......3
Review the effects of changing nature of organizations on human resource skills and
knowledge ..................................................................................................................................4
TASK 2............................................................................................................................................6
P3 Review of HRM practices related to employee recruitment and retention ...........................6
TASK 3............................................................................................................................................6
P4 Investigation on external and internal factors which impact HRM decision making to
support organizational development ..........................................................................................6
TASK 4............................................................................................................................................8
Mentioned in the Appendix.........................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Appendix........................................................................................................................................10
P5 Application HRM practices in work related context ........................................................10
Personnel specification for marketing manager in Aston Martin..................................................10

INTRODUCTION
Human resource management is consider as important department of an organisation which deal
with issues related to personnels of company. The role of HRM is to recruit, hire or appoint as an
employees for an organisation. The present report is made on the basis of car manufacturing
company Aston martin of UK. Its famous as a manufacture of grand tourers and sports cars. This
company having highly expertise organizational structure. In this report the role HRM is discuss
which develop a sustainable performance in an organisation. It analyse the retention and
contribution of an employee along with intrinsic and extrinsic factors affecting decision making
of an organization development in the company (Altayar, 2018). As this report mention the
implementation of HRA in reference to Aston martin.
TASK 1
P1 Explanation of main areas of HRM and their contribution to sustainable performance
Aston martin successfully capture the several markets regarding luxury cars at
international level because of its talented employees and efficacious HRM. The capability of
HRA in reference to Aston martin is that it have highly talented and creative personnel which are
made such wonderful luxury cars having best quality. Along with this the potential of human
resource management is to make a gifted technicians and mechanics for company. Such person
influence the innovation of the company which increase the confidence of company in launching
highly advance technologically luminary cars.
On the other hand the disabilities of this organizational structure in reference to
expensive cars manufacturing industries is that it requires large amount of fiscal assets to trained
and developed technicians and mechanics which can generate an innovative and technical
precious automobiles. As luxury cars skilled person is not a trending job for which large number
of craftsman not required (Cao and Chen, 2018)
Its represent the requirement of effectual hr management in this particular company
because with the help of this department company can fulfill the requirement appropriate
workforce which can lead the company as successful one. Tn this several function of HRM
discuss here such are as follows:
Planning related to human resource: this function helps businesses in meeting out their
present and upcoming requirement of talent which assist HRM personnel in determining the

skilled workforce which consider as important to the company that lead success of the company.
It also assist the sustainable performance by attracting the talent which are helpful in creating a
justifiable environment by which in different areas also company get success. As in Aston martin
planning of human resource have an important part in maintaining sustainable position of the
company as it assist in updating the skills in their employees and also attract new one whose
skills help in growth and development of an organization.
Procedure of selection and recruitment: this function assist the company in to fill the
vacant place with qualified and talented persons which are dedicated toward attaining company's
goals and objectives. As Aston martin not only find talented workforce but also having the same
ideologies which company have it is beneficial in getting high quality output.
Management related to performance: the performance of business will be improve
with the utilization of employees skills (Johnstone and Hallberg 2020). The sustainability of an
organization improve with the enhancement of employees skills and knowledge by which they
can accomplished the activities and made upcoming plans of the company which considerably
affect the environment and sustainability of the company. It also determine the negative
resources which impact the company as Aston martin focus on attainment of sustainable goal of
the company by actively function of HRM as it improves the knowledge, skills and awareness
among employees by consent rating on their available resources ti improve the sustainability
without harming the success of the company.
Review the effects of changing nature of organizations on human resource skills and knowledge
Strategic HRM is consider as an framework which connect the personnel with the
management practices which enable in achieving the company's goals for long period. The
motive of HRM is to utilization of resources for long time so that the organizational goal of
company attain on prescribe time. In reference to Aston martin it aids in developing the
workforce of a company in a manner which is consider as fruitful for long term existence of the
company by keeping in mind their sustainable and fiscal objectives.
As knowledge and advance skills requires extrinsic and intrinsic chance in the
environment which create both negative or positive impact on the human resource management.
It is applicable on Aston martin also it required changes in today's world as per the demand
because of invention of highly advance technologies. So, the technologies which are used 10

years ago can not be useful in present scenario consumer satisfaction is their priority along with
maintain the competition.
In reference to Aston martin such sort of altering surrounding on the strategic HRM of
the company and determine the skills of employees as per the requirement of the company.
Presently the key requirement of company's business include social, interactive and
psychological competence along with capability of adapting the modifying workplace.
On the other side its negative effect that psychological competence could not easily achieved as
context to long period of planning. It mainly failed in considering technological advancement
because it affect the demand of cognitive skills which impact on development of whole cognitive
competence.
Such lacuna will be see in context of artificial intelligence which impact the workplace of
automobile industry. Artificial intelligence are more sophisticated with employees cognitive
competence while working in automobile sector as much as the work will be replace by an
technology based on artificial intelligence. As it causes HRM in determining the upcoming
development of technologies based on artificial intelligence and the employee psychological
competence cannot be determined accurately (Miller, 2018).
Such changes occurs in nature of working due to increasing of workplace amenities and
remote working also affect the strategies of HRA which increase the demand of knowledge and
skill as per the need of the business. In present case it have a positive effect because it aids in
developing the digital potential of the employees which will facilitates in managing the virtual
work and digital modification of the company.
And the negative prospective of it is that such changes in way of working cannot predict
the upcoming digital demands and made changes in the skill of the employee as per particular
instruction for betterment of human resource management. Strategic human resource
management in the reference of Aston martin is consider as fruitful as it aid in building resilience
manpower which promotes talents due to which knowledge and skills of an employees are up to
dated as per changing working environment.

TASK 2
P3 Review of HRM practices related to employee recruitment and retention
Capabilities Disabilities
Intrinsic recruitment approach: Inner
recruitment are advantageous for the Aston
Martin. It are more effectual than outer
recruitment. Because, it has high possibility of
selecting knowledgeable and experienced
personnels inside the organisation (Opoku,
2019).
Intrinsic recruitment approach: The inner
recruitment operation posterior the reaching of
new candidates. As it effect the dynamical
workplace of Aston Martin . The active
employees will face problem of adjusting with
advance new technology as it needed young
and talented mind.
Extrinsic recruitment approach: such
approaches are effectual for Aston Martin . As
it assist in selecting candidates by interviews
which are advantageous in seeking young
expert from market.
Extrinsic recruitment approach: such
approaches are not effectual as per cost and
time for Aston Martin . Enlistee and selecting
took time in choosing best employees by
various arena.
TASK 3
P4 Investigation on external and internal factors which impact HRM decision making to support
organizational development
Intrinsic causes which affect HRM
Culture of an organization:
The norms and culture of particular organization impact HRM which is consider as
important cause as it define the manner in which HRM functions in the development and growth
of the company. As it develop work force in such a manner which help in attaining aims and
objective of the organization. In case of Aston martin culture of an organization play an
important role.
Such sorts of company are features as strong operational expertise arena which are
coordinated through top management with high degree of standardization and formalization.

Such culture affects HRM practices as it defines more formal ended answers (Lemaire and
Limbourg 2019). The authority of company centralized because it influences their future
planning because decision regarding its are taken by higher authority without considering the
opinion of lower level. In such manner culture of an organization influence positively the
strategy of department of human resources by enhancing their speed in taking decision.
And the negative aspect of it that it lower down the morale of an employee because
centralization does not consider the opinion of lower level in decision making process.
Objectives of business:
As objectives of business plays an essential part of the company in defining human
resource management as the goal of it helps in attaining the objectives of the business. As Aston
martin famous for it high performance and ultra luxurious automobiles. As it focus on attaining
in agile and expeditious company. For achieving best result of product consider their investor,
stakeholders and consumers.
Aston martin emphasis on making of sustainability of strategy whose target is to develop
sustainable product which as per the demand of the market. Such plans plays vital part in HRM
in the organization which affects its decision. As this company also focus on maintaining their
legacy with more focus on artistic skills along with superior quality development of product
which affect HRM because it needed particular skills which is developed among the work force
for supporting craftsmanship (Mahtani and Garg, 2018).
Its also increase the sustainability of company in other aspect because it as policies and practices
suppose to be executed which enhanced the knowledge of an employee regarding sustainability
which change the environment of the organization so, it focus on each business functions and
departments.
And the positive aspect of it is that it aids the organization in attaining several objectives
of business on time. Negative aspect of it is that company ignore the obstacles and challenges
which affect the inter surroundings of the organization.
As the company focus on long term plan due to which it reduce the importance of short term
business plan. So the particular company trains to HRM so they gives equal importance to both
the objectives so, it not hinder the active working of company.
External Factors which affect HRM
Accessibility of talent:

The accessibility effect the decision of human resource management as certain changes
required to be made in their planning so they not face the problem of shortage of labor. In
reference of particular company there is always need of proficient mechanical engineer,
technician and product designer which enable the company in developing luxurious and
advanced automobiles.
The affirmative impact of extrinsic factors of such management is that it helps the
company by utilizing their resources in such a manner by which each position of company are
occupied by talented persons available in the market. And the negative aspect is that shortage of
labor which affect the decision making of HRM which affect the other functions of the company
like learning and development.
Scientific Development:
This is the another cause which impart the decision making process of human resource
management as concern to development of technology. In recent times it is usually seen that
advance digital technology including advance working environment, supported through internet
helping in enhancing working remotely. Its significance can be seen at the time of COVID-19.
Decision making of HRM is highly affected by launching of new technology. Like
artificial intelligence, automation as decreases the need of employees for library task. The benefit
of development in context of technology highly improved decision making. The affirmative
affect of development of technology is regarding improvement of decision of HRM which
enable to make future plans and its execution are helpful in programmers development and
learning.
In reference of Aston martin artificial intelligence reduce the cyber attacks against the
firms cyber criminal use employees information by releasing their personal information which
affect the decision of human resource management (Sharpley, 2020).
TASK 4
Mentioned in the Appendix

CONCLUSION
The present report concluded that the role of HRM as an organisational structure of the
company which improve the performance in order to perform functions like planning and
performance related to HRM. It is an essential to make an investment for HRM strategies as it
improvise the skills and knowledge of an employee along with change in nature of working
within the organisation. By adopting this, the company will be able to contribute in continuous
skilful development and ensure that the company is go for long period of time with continuous
profit. The recruit procedure practices and retention of continuous support contribute to
development of company. The HRM is highly influenced by extrinsic and internal causes and
impact on making decision in negative and affirmative aspects.

REFERENCES
Books and Journals
Altayar, M.S., 2018. Motivations for open data adoption: An institutional theory
perspective. Government Information Quarterly, 35(4), pp.633-643.
Cao, H. and Chen, Z., 2018. The driving effect of internal and external environment on green
innovation strategy-The moderating role of top management’s environmental awareness. Nankai
Business Review International, 10(3), pp.342-361.
Johnstone, L. and Hallberg, P., 2020. ISO 14001 adoption and environmental performance in
small to medium sized enterprises. Journal of environmental management, 266, p.110592.
Lemaire, A. and Limbourg, S., 2019. How can food loss and waste management achieve
sustainable development goals?. Journal of cleaner production, 234, pp.1221-1234.
Mahtani, U.S. and Garg, C.P., 2018. An analysis of key factors of financial distress in airline
companies in India using fuzzy AHP framework. Transportation Research Part A: Policy and
Practice, 117, pp.87-102.
Miller, P.W., 2018. The nature of school leadership. In The Nature of School Leadership (pp.
165-185). Palgrave Macmillan, Cham.
Opoku, A., 2019. Biodiversity and the built environment: Implications for the Sustainable
Development Goals (SDGs). Resources, conservation and recycling, 141, pp.1-7.
Sharpley, R., 2020. Tourism, sustainable development and the theoretical divide: 20 years
on. Journal of sustainable tourism, 28(11), pp.1932-1946.
Appendix
P5 Application HRM practices in work related context
Personnel specification for marketing manager in Aston Martin
BASICS Essentials Desirables
Skills  Abstraction skills
 Cooperation skills
 Managerial skills
 Skills related to
Leadership
 Analytical skill
 Creativeness
Experience Minimum 6 years experience as
marketing professional in
acknowledged business organization.
3 years work experience as
marketing manager in retail
sector.
Qualifications  Having degree in
management from reputed
 Diploma in print media
and digital marketing.

management school.
Offer Letter for marketing manager in Aston Martin
Offer Letter for job
Mr. abd
It is to inform you that you has been selected for the post of Marketing manager in Aston
Martin . The company is delighted to recruit as well as hired you successfully. On 20 July 2022
you have to join your job as Marketing Manager. Other details for the job role are mention
below:
Major roles and responsibilities:
 Must assess and ameliorate marketing of brand.
 Should manage the marketing group with the help of effectual strategy.
 To determine trending marketing factors.
Post: Marketing Manager
Salary: €32000
Regards
HR Team
Aston Martin
Curriculum vitae for Marketing Manager in Aston Martin
Curriculum Vitae
Contact Details:
Name: abd
Address: XYZ
Contact no.: ----------
Qualifications:
 MBA from MFR University
 Diploma in Social media and digital marketing from IDP institute.
Professional Experience:
 Working as retail manager in wpm company for 5 years.
 Task oriented and managing the subordinate staff.
 Attending retailers.