Managing Human Resources: Learning and Development Strategy for Aston Martin

This presentation discusses the learning and development strategy for Aston Martin in managing human resources. It covers the role of the learning and development team, consideration to assess and plan what is required for business to focus and invest, wider organizational influences, training needs at different levels of organization, systematic approach to plan training event, factors affecting learning and development strategy, advantages and disadvantages of training methods, approach to measure learning and development intervention, approach to evaluate the return on investment, and external factors that affect the learning and development plans.

MANAGING HUMAN
RESOURCES

CONTENT
INTRODUCTION
Learning and development Strategy
Role of Learning and Development team and link in delivery of business strategy
Outline the consideration to assess and plan what is required for business to focus and invest
Describe Wider Organizational Influences
Identify the training needs at different levels of Organization
Systematic approach to plan training event
Approach and Method taken in Formulation of learning and development Strategy
Factors affecting learning and development strategy
Advantages and disadvantages of Training Methods and also explain the types of learning intervention
Approach to measure learning and development intervention
Approach to Evaluate the Return on Investment
External Factors that affect the Learning and Development Plans
CONCLUSION
REFERENCES

INTRODUCTION
The report is based on Managing human resources that include learning and development
interventions to the business. The Chosen Organisation for accomplishing this project is Aston
Martin; it is a British automotive company that deals with luxurious cars known for its beautiful
and unique design. The Company has 3000 employees in its business unit, the managing
director of firm is focusing on providing learning and development programmes which helps in
boosting the capabilities, skills and knowledge of employees so that they can give productive
outcomes in Organisation and also they are focusing on key learning and development practices
especially post pandemic and its impact to operation and employee engagement.

LEARNING AND DEVELOPMENT STRATEGY
• The Strategy of Aston Martin is to increase and focus on development of employee’s capabilities,
competencies, skills and knowledge after pandemic so that they can give better output and remains
successful.
• The Company must develop clear objectives which must include leveraging management training
programs in order to develop the human capital and also ensure the strategic placement skill sets at
management level and talent pipeline.

ROLE OF LEARNING AND DEVELOPMENT TEAM
AND LINK IN DELIVERY OF BUSINESS STRATEGY
• The role of learning and development team is to create and deliver the training programmes to
employees in order to boost their morale and motivation so that they can contribute their efforts after
pandemic.
• Learning and development team focuses on assisting the organisational success by developing and
coaching the employees. Through learning and development programs Staff can acquire new skills,
perform better, sharpen the existing skills, enhance the productivity and be a great leader.

OUTLINE THE CONSIDERATION TO ASSESS AND PLAN
WHAT IS REQUIRED FOR BUSINESS TO FOCUS AND INVEST
• Aston Martin must focus on investing in their workforce and their engagement level in Organisation.
It is important for the company to ensure that their staff must be engaged in work and contribute their
best performance especially post pandemic.
• They must know how to influence and attract more and more people towards the brand. The
Employees plays an important role in promoting and delivering the excellent customer services to
their consumers so it is essential to organise learning and development program for Staff in order to
improve their efficiency and performance.

DESCRIBE WIDER
ORGANISATIONAL INFLUENCES
• There are various key learning interventions which is required for short term as well as long term
impacts and also helps employees to learn something new and different that increases the
knowledge and skills of Staff.
• The Learning interventions are of many types they are on the job training, seminar, conferences,
experimental learning sessions, e-learning modules, virtual instructor led training, webinars and
many others.
• Through using these learning interventions in order to enhance the capabilities and abilities of
employees it helps in creating short term as well as long term impact on their performance.

IDENTIFY THE TRAINING NEEDS AT
DIFFERENT LEVELS OF ORGANISATION
There are three different levels of organisation they are operational level, organisational level and
individual level.
Organisational level: The training needs required at organisational level are to align the training program
with business goals.
Operational Level: At operational level, training is provided to employees in order to achieve the
specific level of proficiency.
Individual Level: In Individual level, training is required to reduce the gap between expected
performance and actual performance of Staff.

SYSTEMATIC APPROACH TO PLAN
TRAINING EVENT
The systematic approach to plan training event is to analyse the employee’s skills and capabilities after
pandemic and according to their knowledge, company have to plan the training event which helps in
providing learning to people so that they can achieve specific outcomes.
Approach and Method taken in Formulation of learning and development Strategy
The approaches and method taken in formulation of learning and development strategy is to focus on
attracting and retaining the employees by focusing on improving their productivity. The motive of
formulating the learning and development strategy is to create a value based culture in Organisation.

FACTORS AFFECTING LEARNING AND DEVELOPMENT STRATEGY
There are various factors that affect the learning and development strategy they are intellectual factors,
learning factors, physical factors, mental factors and emotional factors. The physical factors affect
the learning and development strategy as people with ill health is not able to learn and grow
properly. The mental factors also influence the learning and development strategy as people
perceives the knowledge with different attitude so it also affect the learning of individual.

ADVANTAGES AND DISADVANTAGES OF
TRAINING METHODS AND ALSO EXPLAIN
THE TYPES OF LEARNING INTERVENTION
Training methods and types of learning Intervention
• On the job Training
Advantages: Easy to Organise the program and also complete at short notice.
Disadvantages: It fails to bring new ideas and skills into business.
• Technology based learning
Advantages: It helps in encouraging individual learning and collaboration.
Disadvantages: It distracts the employees from training programs due to network issues or any other
reason.

APPROACH TO MEASURE LEARNING AND
DEVELOPMENT INTERVENTION
The approaches to measure the learning and development intervention is to implement the pre and post
assessment and also use SMART goal setting. Aston Martin must also ask for the feedbacks from
employees regarding the training and measure the engagement level of employees during the
process.

APPROACH TO EVALUATE THE
RETURN ON INVESTMENT
The two approaches to evaluate the return on investment are Net present value and Internal Rate of
Return. The return on investment is calculated by taking actual income and subtracting from actual
costs. The types of measure for return on investment include net income, total return, capital gain
and annualised return.

EXTERNAL FACTORS THAT AFFECT THE
LEARNING AND DEVELOPMENT PLANS
The External factors include the economic conditions and technological advances. These factors affect
the learning and development plans as if company adopts new technology in its business unit it
requires training programs so that employees can learn about the principles and functioning of new
machine. The technology affects the learning and development plans, as organisation has to develop
new strategy and plans to provide training and improve the performance and efficiency of Staff.

CONCLUSION
From the above information it is being concluded that it is necessary for the Organisation
to improve the efficiency and skills of employees by providing them learning and
development activities through which they can perform better and give productive
outcomes.

REFERENCES
• Ketchen Jr, D. J and et. al., 2017. Managing human capital. The Oxford Handbook of Strategy
Implementation, pp.283-311.
• Hughes, C. and Byrd, M., 2017. Managing human resource development programs: Current issues
and evolving trends. Springer.
• Holland, J. and Leslie, D., 2018. Human resources and managing the workforce. Tour operators and
operations: development, management and responsibility, pp.219-245.