Managing Human Resources: Learning and Development Strategy for Aston Martin

This report discusses the learning and development interventions for Aston Martin, a British automotive company. It covers the role of the learning and development team, considerations for assessing and planning training events, training needs at different levels of the organization, and more.

Managing Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
Learning and development Strategy................................................................................................3
Role of Learning and Development team and link in delivery of business strategy.......................3
Outline the consideration to assess and plan what is required for business to focus and invest.....3
Describe Wider Organisational Influences......................................................................................4
Identify the training needs at different levels of Organisation........................................................4
Systematic approach to plan training event.....................................................................................4
Approach and Method taken in Formulation of learning and development Strategy......................5
Factors affecting learning and development strategy......................................................................5
Advantages and disadvantages of Training Methods and also explain the types of learning
intervention......................................................................................................................................5
Approach to measure learning and development intervention........................................................5
Approach to Evaluate the Return on Investment.............................................................................6
External Factors that affect the Learning and Development Plans..................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

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 (Ketchen Jr and et. al.,
2017).
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 (Hughes and Byrd, 2017). The business strategy of Aston
Martin is to improve the capabilities, competencies and skills of employees so it can be possible
by aligning with learning and development team through which company can focus on the
development of Staff.

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 (Holland and Leslie, 2018). As due to COVID 19,
Aston Martin is providing training to their employees through online mechanism so that they can
enhance the morale and efficiency.
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 (Gary, 2019). 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 (Singh, Burgess and Heap, 2016). 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
Books and Journals
Gary, M. E., 2019. Managing Toxic Leaders: An Exploration of Human Resources
Management's Role in Mitigating the Impact of Leader Imposed Toxicity on
Organization, Individuals, and Other Stakeholders (Doctoral dissertation, Saint Leo
University).
Holland, J. and Leslie, D., 2018. Human resources and managing the workforce. Tour operators
and operations: development, management and responsibility, pp.219-245.
Hughes, C. and Byrd, M., 2017. Managing human resource development programs: Current
issues and evolving trends. Springer.
Ketchen Jr, D. J and et. al., 2017. Managing human capital. The Oxford Handbook of Strategy
Implementation, pp.283-311.
Singh, S. K., Burgess, T. F. and Heap, J., 2016. Managing performance and productivity for
organizational competitiveness. International Journal of Productivity and Performance
Management.