HRM. Table of Contents INTRODUCTION....................

HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1...........................................................................................................................................4
P1.Purpose and functions of HRM..............................................................................................4
P2. Strengths and weaknesses of HR practices for hiring and selecting purpose ......................5
TASK 2............................................................................................................................................7
P3 Different benefits to HRM in relation to both employee and organisation ..........................7
P4 Evaluation of various HR practice in increasing the productivity and profits for
organisation.................................................................................................................................8
TASK 3............................................................................................................................................9
P5 Importance of employee relation in an organisation for making the decisions.....................9
P6 Key enhancement of employee legislation and its impact upon decision-making..............11
TASK 4..........................................................................................................................................11
P7 Illustration about the application of HRM practices ...........................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................13
.........................................................................................................................................................1

INTRODUCTION
Human resource management is said to be a practice of managing the workforce which
are employed in an organisation. It has been said that it is the human resource only who enable
the organisation in fulfilling the actual goals and responsibility of an organisation. Therefore it is
very important to manage the workforce in such a way that the objectives of both the employees
and the organisation gets integrate with each other. The HRM performs various roles and
practices in an organisation which directly benefits in increasing the profitability and
productivity level. Some of the HR practices may includes training and development programs,
setting the policies for employees, managing the performance by regular monitoring, recruitment
and selection process and much more. For reference purpose this report has taken an example of
a company, Aston Martin. It is a multinational company which is engaged in the business of
manufacturing of Luxury sports car. The company was establish in the year 1913 by Lionel
Martin and Robert Bamford.
This report discusses about the various functions and purpose of HRM in an organisation,
different approaches used by organisation for recruitment and selection program along with their
merits and demerits along with the important of employee relations in an organisation. Apart
from this an illustration about an employee relation in an organisation has also been provided.
TASK 1
P1.Purpose and functions of HRM
Human Resource Management can be termed as a practice that organisation does to
manage its workforce so that they could yield them better results. HRM includes
hiring ,training ,staffing and the most important of them all is to motivate their workforce so that
they could perform better. Through HRM only a company can get new employees after that they
train them and motivate them so that they could work more efficiently and effectively. Through
HRM a company can easily achieve employment satisfaction and if their employees are satisfied
then their overall performance will enhance as a result of that better quality goods and services
will be produced. The HR manager at Aston Martin needs to fullfill the need of the employees
in Aston Martin so that they can produce better results and this can only be done if they are given
proper training (Al Ariss and Sidani, 2016). Motivation also plays a key role in getting

employees satisfaction , so the HR manager in Aston Martin needs to motivate their employees
so that they could deliver higher quality work.
Functions of HRM
 Recruitment and Selection- This is the most basic task of HRM as this task lays the
foundation for HRM. Aston Martin first recruits candidates after that the recruted
candidates have go through various process or levels of selection and at last only the best
ones who passed through all the levels are selected to come and work for the company
and this is the key responsibility of HR manger in Aston Martin.
 Training and development - This the most important task after selection because in this
stage the employees are shaped to work for the company. In context with Aston Martin
the HR manager is responsible for conducting different programs for training and
development of the selected employees. The HR manager in Aston Martin conducts
training and development programs at regular intervals so that their employees can learn
how to adapt with the changes in the environment (Amarakoon, Weerawardena and
Verreynne, 2018).
Purpose of HRM functions along with their roles and responsibilities
 Effective Utilisation of resources - By Human Resource planning the organisation can
measure how to properly utilize their resources. Through HRM only we can remove all
the wasteful expenditure or wasteful task which will increase the efficiency and help in
effective utilisation of resources. In Aston Martin the HR manager is responsible
optimum utilisation of all the resources so as to minimize the production cost.
P2. Strengths and weaknesses of HR practices for hiring and selecting purpose
HR manager in Aston Martin select only those candidates who have the potential to grow
more and more with the growth of the company. Aston Martin uses both internal and external
sources of recruitment for getting variety of option and getting diversity in talent. Aston Martin
uses following approaches for recruitment and selection:-
Methods for recruitment in Aston Martin
 Internal recruitment process – Through this process Aston Martin identifies capable
candidates and attracts them for another position within the same organisation (Budhwar
and Mellahi, 2016).

STRENGTH WEAKNESS
This method is cost saving as they are not
required to spend additional money to look out
for capable candidates in the market.
It can create resentment among the existing
staff . When your colleague get the position in
which you were shortlisted it will create
resentment among the existing employees.
Through this method a lot of time will be saved
as the old candidate is already familiar with the
working environment of the organisation.
In this process the chances of getting fresh
talent is blocked. So you have to spend your
time and money on old employees so that they
could adapt with changing environment
 External recruitment process – Through this process Aston Martin paves way for new
talent for entering the industry, this will provide them with diversity of talent.
STRENGTH WEAKNESS
Through this method they will get fresh skills
which is important in this competitive world.
This is a very time consuming process as the
new candidate will be requiring time to get
familiar with the working of the organisation.
New talent will bring and create better ideas
within the organisation which will help in
growth of both the employee and the
organisation.
This process requires high cost as the new
talent will have to be trained and developed.
This process of training and development will
be costly for the company(Gilal and et al,
2019).
Methods for selection in Aston Martin
HR manager of Aston Martin uses face to face interview selection process so that they
can choose the best suitable candidate for their job . Although it is a time consuming process but
this process will guarantee them the best candidate for the required job (Keegan, Ringhofer and
Huemann, 2018). As Aston Martin is a big company so a lot of people will apply for the job who
are not fit for the required position so in person interviews will help in eliminating all the
untalented candidates.

STRENGTH WEAKNESS
Through this process the employer gets a clear
idea of the talented candidates as it helps
recognize the communication skills and body
language.
There are few people who are introvert in
nature so they won't be able to give there best
in it.
Any misunderstanding that happened during
the recruitment process can easily be rectified
as both of them will be sitting in front of each
other so there are no chances of
miscommunication.
This is a costly and time consuming process
because a lot of candidates will come and it is
gonna take a lot of time to see through all
them.
Other than face to face interview the HR manager in Aston Martin also uses telephone
interviews as they are very helpful in cutting down the cost . This helps them in getting the
suitable candidate for the company (M Scholz, 2017).
STRENGTH WEAKNESS
This is a cost effective method as compared to
other selection methods.
It might be hard some time as a lot of people
faces connectivity problems in there area so
there can be a lot of disturbance between the
interview.
TASK 2
P3 Different benefits to HRM in relation to both employee and organisation
Human resource management practices are defined as the practices, policies that
influences the employee's attitude,behaviour and performance by providing them right training
and by developing their skills which can help the organisation to achieve it's goal and objectives.
HRM practices are also used to attract, develop, motivates and to retain employees to ensure
effective implementation and the survival of the organisation and it's members. Human resource
management practices are used to make relationship between employees and employer. There
are various HRM practices which are used in Aston Martin are mentioned below:

Providing security to employees
This practice defined as the organization which provides job security to employee's are
most likely to be successful. In case of the Aston Martin company follow this practice to ensure
that the employee doesn't have to worry about their jobs which motivates employees to complete
their tasks efficiently and in terms of the company it helps them to retain their employees and
makes their investment successful which was invested during the training and development of
employees (Miebach, 2017).
Hiring the right people
This practice is defined as the hiring right employees for the job which can add value to
the organization. Aston martin is top notch organisation which expects from their employees to
deliver great performance and in order to get that organisation hire right employees which are
best for the job because selecting the right people for job helps the organisation in achieving the
desired goals effectively and efficiently. It also helps the company to achieve the competitive
advantage over their competitors.
Performance based compensation
This practice is explained as rewarding the employees for their higher level of
performance. Aston martin is a company which uses this type of practice to motivate employees
to work hard and to achieve the goals and effectively and efficiently by rewarding them and by
this Aston martin retain their best employees and also it will help them in coupling up the
organisation performance. This type of practice helps employees to maximize their outcome and
organisation outcome. This type of practice helps the organisation to retain their employees who
are skilful and important for the organisation.
Training and Development
This practice of HRM states that the companies should invest in training and
development of the employees by which employees can achieve the desired goals and objective
effectively and efficiently. Aston martin invest huge amount of money every year in the training
and development of the employees by which they can develop the skills of their employees
needed for the job and train them to achieve the goals and objectives (Onik, Miraz and Kim,
2018). Training and development programme also help the organisation in making their
workforce highly trained and effective which can help the organisation to attain competitor
advantage over their competitor.

P4 Evaluation of various HR practice in increasing the productivity and profits for organisation
HRM concept is very wide concept and it plays a vital role in the success of the
organisation. HRM ensures the smooth management of workforce and helps the workforce in
achieving the goals and objectives efficiently and effectively. It plays a crucial role in the
management of organisation and it can maximize the profits of the organisation by providing the
training to the people and by selecting the right people for the job. Some of the HR practices
used by Aston martin which helps them to increase their profit are as follows:
Employee Appraisal
This HRM practice states that the employee productivity is increased by providing
appraisal to employees in term of incentives. Aston martin provides such appraisal to the
employees who achieve goals and objectives efficiently and performing very effectively and
contributing in growth of the organisation (Pham, Hoang and Phan, 2019). By giving appraisal to
employees organisation also wants to retain them for long term. This make the relationship
between employee and employer effective and strong.
Keep employees happy and contented
The another HRM practice which is used by Aston martin keep employees happy and
focused. This practice helps organisation in increasing the productivity and profitability. The
employees who are happy and focus are considered as a great asset to the organisation. It also
motivates them to achieve their goals before deadline and also maintaining the quality of the
work. This type of practice helps the organisation to achieve the competitor advantage and
encourage employees to stay focused and contribute in growth of the organisation.
Sharing Information
This type of practice helps in understanding of the employees about the work and to
understand the vision and mission of the organisation. Aston martin is using this practice due to
the effectiveness of it because the sharing of information is invaluable, it reduces company
reliability on training schemes which are expensive and creates a great understanding between
the employees and the teams, which makes the employees and team productive and and results in
the growth of organisation productivity (Reiche and et al., 2016). The flow of accurate and
reliable information in the organisation is important because it affects the decision making and
also it creates transparency in the organisation which is important for every organisation in
achieving it's goals and objectives.

Collaborative Teamwork
This HRM practice is used by Aston martin in order to encourage teamwork
coordination. It helps in improving the flexibility of the organisation and it engages employees to
develop their team skills while focusing on achieving the goals and objectives. It gives the
competitive advantage to the organisation when attracting top talent. This helps in increasing the
productivity of the business and helps bringing the product to market fast and also it increases
the employee productivity. Teamwork makes the communication better which helps in achieving
the targets efficiently.
TASK 3
P5 Importance of employee relation in an organisation for making the decisions
A relationship and engagement with employees: Collaborative Approach
The collaborative approach states that an organisation should encourage the employees in
their decision making process. It is the duty of the manager to force or encourage the employee
to participate in forming of a decision by putting their own opinions and ideas on the table and
contribute in process of decision-making. It has been observed that through the correct
application of this approach the motivation level of the employees has got increased to a great
level as they feels very valuable in their workplace. The employees believes that their opinions
and ideas are of much importance to their organisation and they may consider it while forming
the actual decision (Reiche, Harzing. and Tenzer, 2018). Aston Martin applies the same approach
in their organisation and noticed a better productivity and employees retention. Other merits
which the company experiences were:
Merits of this approach:
 This approach has helps the organisation in reducing the conflicts and misunderstanding
which may present among the employees or managers.
 Through the help of this approach the organisation is able to work in a collaborative
manner through which they collectively make the decisions. This process also helps in
bringing up the innovative and creative ideas and practices from the employees.
For any organisation its human resource are the resource which is considered as of paramount
importance. The proper management of employees leads to the increase in productivity and
attainment of organisational objectives. Therefore the culture and practices of HR should be

according to the contemporary HR practices which are running into the market place. One of the
HR practice which is considered as very beneficial is Maintaining the employee relationship. The
employee relationship is the practice through which the organisation puts much of its efforts in
building up a relationship with the employees. Through this practice the organisation would be
able to maintain a good relation with their employees. Maintaining employee relations will
enable the managers to understand the employees and also the employees can understand their
managers. A level of maturity gets develop between them which helps in enhancing the better
communication, understanding, reduction of conflicts and misunderstandings (Shah, 2019). As in
the case with Aston Martin, the organisation has taken effective and efficient measures for
building up the relations with employees and get benefited with that, some of the benefits are:
 The decisions made proves to be effective for the organisation as the employees
contributed in it by putting their innovative ideas and opinions.
 A good relation between the employee and the organisation gets build up which also
helps in generating the loyalty between the two parties.
Hence, it has been noticed that maintaining an effective relation with the employees can
help the Aston Martin in retention of employees, increase in productivity and enhancement of
relationships.
P6 Key enhancement of employee legislation and its impact upon decision-making
Various legislation has been formed by the government with regard to the employees or
workers working in an organisation. Some of the legislation are as follows:
 Equality Act, 2010: This act was proposed by the UK parliament. This law states that all
the human beings need to treat with equality. There should be no discrimination with the
employees or human beings with respect to the age, gender, caste, religion, background,
culture and so on. If any individual is found to go against this law a heavy punishment
would be provided to him. As in the case with Aston Martin, the organisation has formed
all its employees policies in regard with this law and always try its best to give the equal
treatment to all the employees.
 Employment Right, 1999 and 2003: According to this act, the employer must provide
the necessary official agreements to the employees in written. For example he must
provide the pay slips regularly, he must provide the offer letter with all the terms and
conditions mentioned in it. Aston martin conducts these operations in a legitimate manner

(Shen and Benson, 2016.). They provide all the documents and letters to the employees
so that he also has the required documents as a evidence.
TASK 4
P7 Illustration about the application of HRM practices
The HRM practices can be illustrate in an organisation, like Aston Martin, below:
Job Description
Job Details
Post : HR manager
Company : Aston Martin
Job Purpose
The purpose of this job is to manage the human resource of organisation by making the
effective policies and strategies which leads to the optimum utilisation and satisfaction of
employees and organisation.
Roles & Responsibilities
 Conducting the recruitment and selection program by attracting the talented candidates
in the organisation.
 Forms the policies and culture of organisation with respect to contemporary business
environment.
 Providing the necessary training and development programs to the employees.
Person Specification
 Post: HR manager
 Department: Department of Human Resource
 Attributes  Essential  Desirable
 Qualification &
Experience
 The candidate must be an
MBA in human resource
with an experience of
 The candidates must be
experienced one.
 He must have the

around 3 years in the
same field.
knowledge regarding
the subject.
 Skills or knowledge  Good communication
 Knowledge about the
field
 Effective written
communication
 Ability to grab the
change very frequently.
Layout for interview rounds:
The following questions can be asked to the candidates:
 Tell us about yourself.
 Share us about the experience which you had with your last job
 Tell us about the strengths and weaknesses
Job Offer Letter
Mr./ Miss/ Mrs. Name
Residential
City, zip code
Dear
we are obliged to inform you that you have been selected for the job of HR manager in
our Aston Martin Organisation. You can join the organisation with this job role from 15th Dec
2020. We are looking forward to see you.
Sincerely,
XYZ
HR Director
Aston Martin
CONCLUSION
From the report presented above, the various function has been mentioned in the report.
Some of them includes training and development, recruitment and selection and so on. The
purpose of HRM is to increase the objectives and productivity of organisation through the

adoption of various approaches and methods. Apart from that an illustration is also provided in
the report which includes the job description, job specification and etc that has been practice by
HR people.
REFERENCES
Books and Journals
Al Ariss, A. and Sidani, Y., 2016. Comparative international human resource management:
Future research directions. Human Resource Management Review. 26(4). pp.352-358.
Amarakoon, U., Weerawardena, J. and Verreynne, M .L., 2018. Learning capabilities, human
resource management innovation and competitive advantage. The International Journal
of Human Resource Management. 29(10). pp.1736-1766.
Budhwar, P. S. and Mellahi, K. eds., 2016. Handbook of human resource management in the
Middle East. Edward Elgar Publishing.
Gilal, F. G., and et al, 2019. Promoting environmental performance through green human
resource management practices in higher education institutions: A moderated mediation
model. Corporate Social Responsibility and Environmental Management. 26(6),
pp.1579-1590.
Keegan, A., Ringhofer, C. and Huemann, M., 2018. Human resource management and project
based organizing: Fertile ground, missed opportunities and prospects for closer
connections. International Journal of Project Management. 36(1). pp.121-133.
M Scholz, T., 2017. Big data in organizations and the role of human resource management (pp.
XVII-pp). Peter Lang International Academic Publishers.
Miebach, B., 2017. Handbuch Human Resource Management. Springer Fachmedien Wiesbaden.
Onik, M. H., Miraz, M .H. and Kim, C. S., 2018. A recruitment and human resource management
technique using blockchain technology for industry 4.0.
Pham, N. T., Hoang, H. T. and Phan, Q .P. T., 2019. Green human resource management: a
comprehensive review and future research agenda. International Journal of Manpower.
Reiche, B. S., and et al., 2016. Readings and cases in international human resource
management. Taylor & Francis.
Reiche, B. S., Harzing, A. W. and Tenzer, H. eds., 2018. International human resource
management. SAGE Publications Limited.
Shah, M., 2019. Green human resource management: Development of a valid measurement scale.
Business Strategy and the Environment. 28(5), pp.771-785.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of management. 42(6).
pp.1723-1746.

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