Human Resources Management: Analysis of HRM areas, SHRM, recruiting and retaining, strengths and weaknesses, internal and external factors, and job description for marketing manager

This report analyzes different areas of Human Resource Management, including Strategic HRM, recruiting and retaining employees, strengths and weaknesses, internal and external factors influencing HRM decisions, and provides a job description for a marketing manager.

Human Resources Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Comparing different HRM areas and their contribution..............................................................3
Examining Strategic HRM with changing effects on organization and environment.................4
Critically evaluating the role of recruiting and retaining employees from labour market..........5
Analysing the strengths and weakness of HRM in contributing business success......................5
Investigating the internal and external factors influencing HRM decisions................................6
Discussing and evaluation of factors and their support in organizational development.............7
PART 2............................................................................................................................................8
1- Designing A Job description for the position of marketing manager......................................8
2- Person specification.................................................................................................................9
3- Recruitment and selection procedures flowchart to be utilized by McLaren automotive.......9
4. Assessment of performance management and reward systems of organization....................11
5. Reviewing organization approach and effectiveness of employee relation and engagement.
...................................................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management is generally describing as the organization function which
tends to focus on recruitment and management of workforce. The function related towards
dealing with issues about recruitment, hiring, selection, performance management and many
more. Report will be based on 'McLaren' one of the top car manufacturer brand based in U.K.
Analysis shows about comparison of different HRM areas with their contribution and
examination of SHRM with changing effects in firm. Furthermore, it shows critical evaluation of
role of recruiting and retaining with analysis of strength and weakness of organization. Along
with this, it provides information regarding internal and external factors influencing along with
evaluation of factors and their support enterprise development. Lastly shows job description and
person specification of marketing manager, recruitment flow chart along with performance
management and reward system and organization approach to effectiveness of employee
engagement.
PART 1
Comparing different HRM areas and their contribution
Different areas of human resource includes various function for firm to perform
consisting:
Talent Management: The HR department team of 'McLaren' aims to recruit and select
the best and most suitable candidates required for job. As the team tends to cover a lot of ground
for selecting and recruiting employees (Aust, Matthews and Muller-Camen, 2020). With this
company also focus on choosing and hiring people with high capabilities and most suitability for
the job role. This area also plays a major role in contributing towards lowering down retention
rate of workforce. With the proper talent management by HR team resulting in improved
efficiency in production work and gaining more profitability.
Employee Benefits and Compensation: The company tends to focus on providing
employees with various benefits and compensation. This feature aids firm in contributing with
lowering down the employee termination with effective benefits and compensation, as resulting
in less number of workers leaves the firm. By providing various insurances and aiding in the
working, results in smoothly operating of firm (Functions of Human Resource Management,
2021). This also includes functions in compensation which includes evaluation of pay practices
of competition and establishing compensation structure.

Training and development: As being one of the main parts and important aspect
company wants to provide workers with all the tools and techniques they needed to succeed
(Mayrhofer, Gooderham and Brewster, 2019). Depending upon the type of worker McLaren's
human resource department aims to provide appropriate training and development to their
employees for organization betterment. By developing the required skills in people contribute in
boost in the work, efficiency and effectiveness, resulting in profit achievement of enterprise.
Examining Strategic HRM with changing effects on organization and environment
The Strategic Human Resource Management is defined as the practise used by
organization for gaining or recruiting of workers with attracting, rewarding, developing and
retaining which will end up in providing benefits to both organization and individuals. With the
achievement of strategic HRM company may able to achieve performance objectives (Nwaeke
and Obiekwe, 2017). Apart from that strategic hrm in relation to change effect under business
environment aims to get and provide company with the most efficient working force which
required proper skills and knowledge. For example, the HR management team of 'McLaren' aims
to hire and recruit the right individuals acquiring the right skills set for filling up their working
requirements. As well as team also focus on improving the existing workers with providing them
proper training and development resulting in add on skills. The strategic resource management
also plays important role in relation when new changes occurs it aids enterprise to work
accordingly to the requirements and gaining access towards new techniques needed for fulfil the
part.
On the other side SHRM aims in 'McLaren' management to gain advance flexibility
innovation in the business environment resulting in gaining competitive advantage over other
companies. With changes in requirements according to organization strategy aids in hiring of
new personnel to satisfy departmental needs along with forecasting future wants of company
may require for gaining more efficiency (Hamadamin and Atan, 2019). For example, 'McLaren's
shrm team focus on setting efficient people for firm to achieve specific goals and also by
measuring performance with HRM. With recruiting and gaining new people for the right job aids
enterprise in improving the quality performance, removing all the problems, dealing with
changes and gaining profitability. With this technique firm also gets an advantage of devolving
employee engagement and retaining of workforce with an immediate effect.

Critically evaluating the role of recruiting and retaining employees from labour market
The Human Resource management department plays an important role in gaining and
development of employees in both positive and negative ways. As when organization tends to
recruit and select different employees from labour market may tends to develop the firms
working. With recruiting the right person or candidate for the job and by providing them with
appropriate training and development leads in improving the working abilities and effectiveness
of firm (Emeagwal and Ogbonmwan, 2018). Apart from that a positive retaining and recruiting
of worker also helps firm in observing, identification of the target market and potential
customers which simply resulting in profit maximization of firm. For example, when McLaren's
human resource department tends to do an effective recruiting and selecting the most appropriate
candidate resulting which boost in the working and efficiency of firm. By providing the
workforce with training and development also leads in innovation of new ideas, overcoming
challenges and improving operations.
Not just the positive impact but role of recruiting also delivers some negative impacts too
as when company tends to select or recruiting of workforce which may tends to not suitable for
the job leads to a big disadvantage for the industry. For example, if McLaren aims to recruit and
retain individual non applicable for firm results in decreasing the efficiency of firm. Not just that
but also company may have bear the costs like recruiting and providing with training and
development (Jehanzeb and Mohanty, 2018). When the wrong person enters for the position of
being hired results in increasing the turnover of the firm as brand have to hire another person for
the same position resulting in another cost occurrence, time being affected and lowering the
operation and profits for company.
Analysing the strengths and weakness of HRM in contributing business success
Human Resource Management does contribute in success of business with providing
strengths and weakness:
Strengths: With having human resource department as being an important part in
organization aim in providing effective coordination among the people to help them work
together. With this company may able to utilize their existing resources effectively as dividing
work into various segments according to the operations. Not just that but it also aids in
facilitating the maximum potential for human developments as advancing through training and
development. HR department also contributes in improving the McLaren working with effective

working, higher efficiency by analysing the target market and operate according to them
resulting in grabbing market and increasing brand's goal resulting increased profitability.
Weakness: Despite all the benefits HRM does offers many drawbacks too, which may
tend to impact the working of firm. Such as high turnover rates, without proper human resource
management, employee dissatisfaction could go unnoticed and increased turnover also results in
business to face an accelerated cost associated with recruiting, selecting and training for
employees (Díaz-Fernández, López-Cabrales and Valle-Cabrera, 2020). Apart from that
inefficient hiring process also leads in negatively impacting the operation processes and lower
staff engagement. These weaknesses may affect in operating the functions of firm which results
in decreasing productivity and working capabilities with decreasing profits and loss of business
from the market.
Investigating the internal and external factors influencing HRM decisions
Factors which may tend to impact or influence hr management decisions from internally
basically represents internal factors. These include as marketing and financial strategies used by
'McLaren' as their major strength for improving the working ability and effectiveness by group
goal achievement. As factors influencing positively in new product development by introducing
new car in market and entry into different global markets. Not just these buts these some other
factors like corporate operational objectives and various strategies and techniques also provides
strength towards the working of firm by improving and introducing high quality auto-mobiles to
their customers. For example, there is an opportunity for McLaren to produce low cost cars so
this resulting influence in the existing hr decisions (Roundy and Burke-Smalley, 2021). As a
result, company tries to produce and come up with new technology about building a new vehicle
in market.
Various external factors influencing the decision-making of HRM includes:
Technological Factors include different type of change in technology which may leads to
influence the HR decision-making. With new technological advancement in the market McLaren
management team tries to adapt new methods resulting influenced decision taken by firm. This
plays an important role in improving the efficiency and production operations which provides aid
to the firm in gaining profitability and competitive advantage. Political and Legal Factors also
may tend to influence the hrm decision with the incorporation of new laws or legislation on
different areas such as new policy adaptation or new regulations provided by firm. Other

employment rights directly impacting the workforce planning and remuneration. Different other
factors like funding, political instability and even taxation directly influence on company's
human resource practices (Al Mamun and Hasan, 2017). More different type of factors like
economic inflation, unemployment, exchange rates or social factors like related with the security
data and the privacy for the company. Many other environmental and ecological like climate
changes or pollutions and global warming are some external factors that influence the human
resource management decisions.
By all the factors keeping in mind 'McLaren' HR management team requires to keep in
mind before coming to an evaluation prior making any decisions.
Discussing and evaluation of factors and their support in organizational development
As these factors required by hr department for enhancing the workings and effectiveness
of firm. The external factors aim to provide firm in enabling to observe, analyse and evaluate
future business threats which may occurs in addition with coming up pre planned actions and
methods for avoiding and minimizing the impact. Apart from it also contributes or support the
organization in developing various strategic thinking regarding the issue arises. Results in
coming up with new plans, strategies and methods for resolving them (Korenková, Závadský,
and Lis, 2019). With the proper utilization of external factors helps in understanding the business
environment on a wider scale which leads to knowing and getting information about market
segment, target audience and increase in profitability.
On the other hand, considering all the internal factors also aid business in improving their
quality of car produced, issues free working and utilizing company's strength to overcoming
weakness along with grabbing all the opportunities. For example, when HR department of
'McLaren' properly evaluate these factors aids company in knowing about various factors which
affecting and influencing the working of brand. As with proper accessing about legal,
environmental, political, social, technological and ecological factors industry may able to
improve efficiency in the working along with gaining competitive advantage and increasing
profitability. Along with using opportunities for gaining competitive advantage over other firms,
improving the quality of cars and operation and profit maximization.
PART 2
1- Designing A Job description for the position of marketing manager
JOB DESCRIPTION

Post and Job Title- Marketing manager
Location- London
Reporting to- Head of marketing department
Purpose of Job-
Developing the best and most influencing marketing plan and strategies along with
consideration of current market trends that customers prefer to follow. The person that
appointed will be accountable of products or services promotion. Candidate is responsible to
build that awareness by creating and executing on advertising tactics to meet consumer needs
and increase profitability. They conduct research by using effective tools, methods and
technologies with proper coordination of other group members and supporters.
Responsibilities and Roles-
 Marketing manager is accountable to manage the promotion and position of company in
the market or sector.
 They accountable to control distribution with an appropriate management of distribution
channels.
 Candidate is responsible to coordinate and collaborate with other member of marketing
team in effective manner.
 Their role is to conduct market research in appropriate and systematic way by using the
best and useful tools.
 To appropriately forecast sales, costs and price movements which enable them to advise
management of trends & prepare promotion plan.
 To collect information about current market trends and develop plan on the basis of fact
data.
Skills and Knowledge-
 Effective communication
 Collaboration and critical thinking
 Problem solving
 Technology based knowledge
 Regulatory framework understanding
Experience-
 2 Years of experience is must

2- Person specification
Basis Essential Desirable
Educational qualifications Bachelor's or master's degree in
marketing
ITI certificate
Experience 2 years 4 years
Skills  Effective communication
 Strategic planning.
 Team coordination.
 Sales.
 Good leadership.
 Decision making.
 Study data analytics.
 Decode human
behaviour
 Mobile marketing
skills.
 Critical thinking
 Risk taking
Knowledge  Advanced marketing
technologies and tools
knowledge.
 Understand content.
 Sales and marketing process
 Employment laws
 Legislation related to
marketing
3- Recruitment and selection procedures flowchart to be utilized by McLaren automotive
Candidates recruitment & selection is quite lengthy and essential procedure because it
consumes a lot of time and provide desire outcomes of recruiter in term of hiring and working
with those individuals who are able to perform in effective and productive manner (Abbasi and
et.al., 2020). It is quite essential for HR department to consider the flowchart of overall process
as it may give them an overview of what activities they are accountable to conduct in the future
while managing workforce in the organization and especially during procedure of car
manufacturing.

This flow chart define the whole process in prescribe manner, which is quite easy to
understand and conduct each practice accordingly further that in return provide varied benefits to
recruiter or employee (Hmoud and Laszlo, 2019). For example, by conducting interview, they
may gain information about candidate’s skills and knowledge and also about their behaviour that
put direct impact on others' performance. The selection and recruitment procedure begin with
many stages and at the end, firm may select the best and most productive employees, who are
able to reach desire outcomes in term of aim achievement.
4. Assessment of performance management and reward systems of organization
Performance management is defined as an ongoing communication process between the
manager and subordinates of company for improving the working capability and achievement of
brands objectives. With the help of this process industry may able to prepare both employees and
managers about the appraisal working as with continuous changes keeps on adding for

improvement of both. With the help of this strategy company may able to improve their
employee retention rate, increase the accountability, supports workforce planning and many
more. With the aid of this method McLaren being able to identify and select the best and most
suitable employees for the right job (Naeem and et.al., 2019). For example, 'McLaren' tends to
use performance management process for improving the efficiency of the work and gaining more
customer base. As with the help of strategy brand improves the accountability, lowering down
the employee retention rate as, now less number of workers leaves their job. Apart from that it
also provides assistance in supporting the workforce planning which leads in higher quality
production of cars and improving sales for firm.
Reward system is termed as the payments provided by any organization in exchange for
the work of people. The rewards maybe in the form monetary, non-monetary or psychological.
This system aims to provide employees with reward for encouraging and boosting workers
morale. With the utilization of system helps in attracting new and enhanced people for the
regularized working as well as retaining of top-level talent. Apart from that it also helps in
improving the employee value proposition and increasing the productivity for the betterment of
firm (Oubrich and et.al., 2021). For example, 'McLaren' uses monetary reward systems for
benefiting and engaging their employees as under this company tends to provide their workers
with annual and semi-annual bonus. With the help of this organization helps in encouraging and
motivating workers for more effectively working. Apart from that brand also uses non-monetary
rewards system also by providing workforce with insurances, term benefits and more for their
involvement in production work.
5. Reviewing organization approach and effectiveness of employee relation and engagement.
Different organization approach used by McLaren includes for the worker engagement
and effectiveness includes:
Creating beneficial working conditions: As with the utilization of approach business
tends to provide the workforce with an approachable and effective working environment. Under
this brand maintains to keep encouraging and motivating the employees with different reward
system resulting in improving the working quality and efficient sustainable performance. For
example, McLaren tends to provide their workers with various monetary benefits like bonus and
non-benefits like insurances so that they keep engaged in work with motivation.

Accessing to knowledge: Under this approach company tend to provide employees with
accessing them knowledge with giving them training and developing them for the betterment of
organization. As well as providing them with basic information about how to use such machines.
For example, 'McLaren' keeps on providing workforce with appropriate training required for the
production process which results in improving working quality with firm's goal achievement and
profit maximization along with sustainable performances.
Employee Retention: With this approach company tends to provide retention packages
to employees for team building and encouraging them to continually work in the firm. For
example McLaren provides workers with attracting retention packs which made them to continue
with firm increasing in work effectiveness and sustainable performance.
CONCLUSION
From the above report it has been concluded that HRM is an important term for
identifying and selecting the most appropriate candidate for the work required. With the help of
effective human resource organization may able to improve the quality working along with
efficiency and effective functioning. The report shows about different HRM areas and their
contribution along with strategic HRM relation to changing effects on 'McLaren'. Analysis also
gives details regarding role of recruitment and retaining with analysis of strength and weakness
of HRM. Furthermore, it shows about internal and external factors influencing HR decisions and
how they support firm development. Moreover, also tells about job description and person
specification of marketing manager with recruitment and selection flowchart. Lastly it shows
company performance management and reward system and approaches used for effectiveness of
employee relation and engagement.

REFERENCES
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