HRM Project for Caterham Cars: Recruitment, Performance Management, and Employee Relations

This report analyses various HR related issues such as recruitment and selection practice, employees’ relations, etc. with special reference to Caterham cars. It includes a job description, person specification, recruitment and selection process flowchart, company’s performance management system, and a review of the current approach of the organisation related to employees relations and engagement.

Pearson BTEC Higher
National Diploma in Business
Management
Unit 3 Human Resource
Management
Part 2: Portfolio

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
A job description for the position of Marketing Manager.....................................................3
A person specification for the position of Marketing Manager.............................................4
A recruitment and selection process flowchart to be used by this organization in future.....4
Company’s performance management and reward systems..................................................6
Organisation’s current approach to and effectiveness of employee relations and employee
engagement and how this could be further strengthened.......................................................7
CONCLUSION..........................................................................................................................7
REFERENCES...........................................................................................................................8
Books and Journals:...............................................................................................................8

INTRODUCTION
Human resource management is found to be an important department of an
organisation that focuses on managing the human resource of an organisation (Harney and
Alkhalaf, 2021). Human resource is an important element of an organisation that is necessary
for the success and growth of the organisation. This report aims to analyse various HR related
issues such as recruitment and selection practice, employees’ relations, etc. with special
reference to Caterham cars. Caterham Cars are found to be a British manufacturer which
mainly focuses on lightweight sports cars. It is a private limited organisation that found in
1973. It will discuss the documents in a digital portfolio such as job description, person
specification, a flowchart of recruitment in the selection process, company’s performance
management system, and a review of the current approach of the organisation related to
employees relations and engagement.
MAIN BODY
A job description for the position of Marketing Manager
The job description is found to be an important document for the organisation as it
summarizes all the activities and responsibilities for a specific role (Ringle and et.al., 2020).
It actually describes the type of work that needs to be performed by employees so that they
are able to achieve the goals and objectives of the company. Here is the job description for
the marketing manager is mentioned below:
Job Description
Post: Marketing manager of Caterham Cars
Location: Sussex, England
Reporting to: Managing Director of Caterham Cars
Responsible for: Managing marketing related job
Purpose:
 To manage and handle all the sales enquiry
 To create and implement a marketing plan and strategy
 To administer all the preparations related to management activities of the marketing
department
 To co-ordinate and identify information about the market
 To produce an appropriate PR strategy

Duties and responsibilities
 To co-ordinate and receive sales enquiries with the company sales process
 To monitor sales of the company and key performance indicators
 To monitor the status of the marketing department
 To prepare and implement a marketing plan
 To find ways of promoting goods and services of the company
A person specification for the position of Marketing Manager
Person specification is found to be the written statement of specific qualities,
educational qualifications, emotional, level of experience, communicational, technical skills,
etc. It includes all the information related to the particular field.
Person Specification
Marketing manager- Person specification
Position title: Marketing manager
Department: Marketing Department
Educational qualification: A degree in marketing field with 5 years of experience
Work base skills:
 Effective leadership skills
 5 years’ experience in marketing field
 Effective communication
 Strong analytical skills
 Multitasking skills
 Proficiency in marketing field
Other attributes:
 Accuracy & Efficiency
 Good communication skills
 Age above 35 years
 Cooperative personality
A recruitment and selection process flowchart to be used by this organization in future
The recruitment and selection process is found to be very important for the success
and growth of any organisation as it is the responsibility of which company needs to higher

the most talented employees for the organisation so that they can able to run a business
effectively. The car manufacturing of England i.e. Caterham Cars is found to be focusing on
recruiting and selecting the best candidates so that they can able to gain a competitive
advantage in the business (Paulet, Holland and Morgan, 2021). But it is very important that
the recruitment and selection process should be very effective so that company is able to
identify the best candidate for the job. In this process, they need to include all the possible
tools and techniques which is efficient for analysing the skills and knowledge of candidates.
There is the proper recruitment and selection process of Caterham Cars is mentioned below:
5 Steps of the Recruitment Process:
 Recruitment planning is found to be the first and foremost step in the recruitment
process in which organisations are writing a complete job specification. It is necessary
for Caterham Cars to specify the details such as roles and responsibilities, experience
and qualifications, required skills, salary level, etc.
 The second step is to develop a strategy for recruiting candidates for the organisation.
It is necessary for an organisation to consider strategically dealing with the issues and
recruitment process (Aust, Matthews and Muller-Camen, 2020). It is necessary to use
an effective recruitment method, the source of recruitment and sequence of activities
should be included in the strategy.
 Now it is a turn to search for candidates which can be possible with the help of two
important sources such as internal and external sources.
 Screening is found to be the most important process in which the selection process is
starting as it is the starting point of selection. The selection process is a starts only
after the screening of applicants. It is necessary for an organisation to use the
technique for screening candidates with the screening test.
 It is identified that evaluation and the monetary process is playing a very important
role as they include salary of the recruiter, administrative cost, outsourcing cost and
recruiting cost.

Company’s performance management and reward systems
In today's business environment, it is identified that they are showing a high degree of
commitment toward reward practices that are aligned with other HR practices (Stahl and
et.al., 2020). It is found that an effective reward system is necessary to link with a
performance management program so that company is able to boost the performances of
employees as well as the organisation. The performance management system is found to be a
continuous process which is really very important for the company in order to improve the
performances of individuals and the team. It is concerned with the activities which encourage
employees to improve their performances. It is identified that when employees are feeling
unmotivated, deflated and unengaged then it provides a great impact on their performance as
a decline which is necessary to manage by the organisation. So there are many people who
think that performance management is only concerned with the performance review process
but it is not actually right. Performance management includes the reasons which instigate
employees to decline their performance in the organisation. In that case, performance
management is becoming very important as it is the process that helps to improve the
performance of employees by setting individual and team goals (Ren, Jiang and Tang, 2022).
It is necessary that these goals should be aligned with the strategic goals of the company.

Caterham Cars are found to be the Global manufacturing car organisation and it is very
important for them to manage the performance of employees.
Organisation’s current approach to and effectiveness of employee relations and employee
engagement and how this could be further strengthened
It is identified that Caterham Cars know the importance of employees’ relation and
employees’ engagement and that's why their current approach for employees is to include the
participants so that they can feel important to the organisation. It is found that employee
relations and employee engagement both are very important for Caterham Cars and because
of that they are using a democratic leadership style which helps them to participate their
employees in the decision making process (Butterick and Charlwood, 2021). It helps them to
increase their self-confidence and trust in the organisation and it will result in better
employee relations and employee engagement. This can be further standard with the help of
using many strategies by the organisation. Caterham Cars will be using positive feedback
which assists employees to improve their performances. In addition to this, they will also be
using career development programmes which help them to stand than their relationship as
well as engagement in the organisation. They also encourage flexibility in the organisation
which helps employees to give their opinion. In addition to this, it is found that organisations
are also focusing on a better reward system which helps them to encourage the goals and
objectives of the company. They will provide competitive salaries to the employees
according to their skills and competencies which helps them to encourage better
performances (Islam and et.al., 2020). Caterham Cars will also be maintaining continuous
interaction with employees so that they can be able to keep them updated on the policies and
procedures of the company. It will provide a positive impact as if employees are well
informed about the organisational activities than they can able to act like that and they will
feel a member of the family in the organisation.
CONCLUSION
It can be concluded from the above discussion that human resource management is an
important process for managing the human resource of organisation. It is analysed that
recruitment and selection process should be systematic and effective so that company is able
to achieve their goals and objective.

REFERENCES
Books and Journals:
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management, 60(1), pp.5-29.
Ringle, C.M., and et.al., 2020. Partial least squares structural equation modeling in HRM
research. The International Journal of Human Resource Management, 31(12),
pp.1617-1643.
Paulet, R., Holland, P. and Morgan, D., 2021. A meta‐review of 10 years of green human
resource management: is Green HRM headed towards a roadblock or a
revitalisation?. Asia Pacific Journal of Human Resources, 59(2), pp.159-183.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift
in Sustainable HRM?. Human Resource Management Review, 30(3), p.100705.
Stahl, G.K., and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional
approach to HRM. Human Resource Management Review, 30(3), p.100708.
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.
Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can we
stop making a bad situation worse?. Human Resource Management Journal, 31(4),
pp.847-856.
Islam, T., and et.al., 2020. Promoting in-role and extra-role green behavior through ethical
leadership: mediating role of green HRM and moderating role of individual green
values. International Journal of Manpower.