Implementation of HRM Practices for Enhancing Business Performance

Critically evaluate how the
implementation of human
resource management
practices can enhance business
performance

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Explore at least three different areas of human resource management (HRM) practice (such as
recruitment and selection, training and development, reward, performance management,
engagement, etc.)....................................................................................................................1
Analyse the role of Line Managers in the management of human resources, including
implications of employment law and actions that can be taken to improve managers’
effectiveness in related HRM practices..................................................................................4
Illustrate your answer with practical organisational examples from at least two organisations
(at least one UK organisation and at least other non-UK organisation).................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is regarded as the strategic approach towards the effectual as
well as efficacious management of individuals within organisation such that it assists their
business to obtain competitive edge. Moreover, this is developed for enhancing the staff
performance into services of an employer’s strategic goals. Additionally, within engineering
companies the HRM plays very essential role as without it entities might not become competent
to effectually hire and retain staff, develops and maximise the firms. Also, they could not able to
maintain a healthy, adaptable work area culture and atmosphere. For this report, the chosen
company is Aston Martin which is a leading British independent engineering and manufacturer
of luxury cars. It was mainly founded in year 1913 by Lionel Martin and Robert Bamford. The
topics which are going to be discussed in this report are different areas of HRM, role of Line
Managers into managing HR along with employment law implications. Apart from this, practical
organisational examples related to HRM are also highlighted in both UK and non UK based
organisations are also discussed in this report.
MAIN BODY
Explore at least three different areas of human resource management (HRM) practice (such as
recruitment and selection, training and development, reward, performance management,
engagement, etc.)
Human resource management (HRM) is undertaken as the term which is utilised for
describing formal systems devised for personnel management into companies. Additionally, as
other firms in engineering entities also HRM is defined as practices that are required to perform
the HR routines like employee growth, compensation management and others. So, some areas of
the HRM practices within Aston Martin are discussed below:
 Recruitment and selection: Recruitment and selection is vital HRM’ practice area.
Moreover, recruitment is undertaken as fundamental practice. As HRM of Aston Martin
intent in gaining as well as retaining the competent staff for attaining the organisational
objectives. So, all this initiates with recruiting appropriate workers among the list of
applicants and favourable candidates. Additionally, this usually are depends upon firm’s
mission and work area culture such as respective entity which recognises the workplace
diversity values embraces recruitment activities that grab the attention diverse pool of
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applicant. In addition to this, it underlie hiring activities like advertising job vacancies and
others.
 Training and development: This is also known to be the essential human resources
management practices areas which incorporates new staff orientation, job skills training, and
professional growth and so on. Additionally, these aspects develops staff job skills into its
present positions as well as equip them with expertise for cross functional task which may
enhance its values to firms like Aston Martin. In addition to this professional growth assists
entity’s succession planning strategy through forming upcoming leaders for higher activities
as well as supports work objectives within respective business.
 Performance management: Performance management is undertaken as the ongoing as well
as systematic approaches that assure to attain business objectives through streamlining the
staff performance and potential to meet the specified goals in effective way. Moreover, this
also develops a communication system among manager and staff which incurs throughout
the year. In respect of Aston Martin, this area of human resource management practices is
essential as it assures the output of workers for meeting their organisational objectives and
goals. In addition to this, it does not concentrate upon performance of their team, department
and business as whole.
Impact of strategic HRM on business performance
Strategic human resources management incorporates future oriented procedures to
develop as well as execute human resource programs which highlights and resolve business
issues and directly contributes towards key longer term business goals. Additionally, SHRM
facilitates ideas for allocating the resources of entity to most match and competent staff.
Moreover, this renders strategy as well as proposal towards director of company. In respect of
Aston Martin, the strategic human resource management impacts their business performance in
both positive and negative manner. As this determine and evaluates the external opportunities
and threats, renders clear business tactics and vision for future, recruit, retain and encourage
individuals. Apart from this, the connection of human resources with strategic goals and
objectives to improve corporate performance and the development of an organizational culture
that promotes innovation and flexibility is strategic personnel management. It is an overview of
the functions and activities of Human Resource Management (HRM) with the full purpose of
helping companies achieve the goals set out in Aston Martin's corporate guidelines. Strategic HR
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