Unit 3: Human Resource Management
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UNIT 3
HUMAN RESOURCE
MANAGEMENT
HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation............................................................................................................................1
P2 Explain strength and weaknesses of different approaches to recruitment and selection.......2
TASK 2............................................................................................................................................5
P3 Explain benefits of different HRM practices within organisation for both employer and
employee’s..................................................................................................................................5
P4 Evaluate effectiveness of different HRM practices in terms of raising organisational profits
and productivity..........................................................................................................................6
TASK 3............................................................................................................................................7
P5 Analyse importance of employee relations in respect to influencing HRM decision making
.....................................................................................................................................................7
P6 Identify key elements of employment legislation and impact it upon HRM decision making
.....................................................................................................................................................7
TASK 4............................................................................................................................................8
P7 Illustrate application of HRM practices in work related context using specific examples....8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation............................................................................................................................1
P2 Explain strength and weaknesses of different approaches to recruitment and selection.......2
TASK 2............................................................................................................................................5
P3 Explain benefits of different HRM practices within organisation for both employer and
employee’s..................................................................................................................................5
P4 Evaluate effectiveness of different HRM practices in terms of raising organisational profits
and productivity..........................................................................................................................6
TASK 3............................................................................................................................................7
P5 Analyse importance of employee relations in respect to influencing HRM decision making
.....................................................................................................................................................7
P6 Identify key elements of employment legislation and impact it upon HRM decision making
.....................................................................................................................................................7
TASK 4............................................................................................................................................8
P7 Illustrate application of HRM practices in work related context using specific examples....8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
INTRODUCTION
Human resource management refers to the practice that reflects the managing people for
attaining the overall objectives. This aspects includes training and development, recruitment and
selection, performance evaluation etc. This report is based on the Aston Martin which is a
leading car manufacturing company in UK that can focus on producing and selling the luxury
sports car and grand tourers. This study undertakes the purpose and function of HRM, strength
and weaknesses of recruitment and selection approaches, benefits of different HRM practices
that are beneficial for employees and employers, significance of employee relation and key
elements of employment legislation which will impact the decision making. All these terms are
very helpful to enhance the company profits and productivity so that competitive advantage can
be enjoyed(Stewart and Brown, 2019).
TASK 1
P1 Explain purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation
HRM defines as a practice of companies that involves recruiting, hiring, managing the
employees so that they can working effectively at working place. In case of Aston martin,
Human resource department is playing a different role, purpose and function to manage the
workforce of company so that higher profits can be attained (Nankervis and et. al., 2019).
Workforce planning refers to process of analysing the current workforce by examine their
current and past data so that best solutions can be implemented for attaining the goals and
objectives.
Best fit and best practice approach
These approaches in human resource management as it helps in attaining the work more
efficiently and effectively that is to be linked with the environment of the organisation. In this
manager of Aston Martin, Best practice is reflecting the strategy related to employee health so
that staff members can focus on their work and gives the proficient results. In this Best fit
approach is more flexible that is beneficial for companies to manage and attain the targets on
time.
Hard and soft models of HRM
1
Human resource management refers to the practice that reflects the managing people for
attaining the overall objectives. This aspects includes training and development, recruitment and
selection, performance evaluation etc. This report is based on the Aston Martin which is a
leading car manufacturing company in UK that can focus on producing and selling the luxury
sports car and grand tourers. This study undertakes the purpose and function of HRM, strength
and weaknesses of recruitment and selection approaches, benefits of different HRM practices
that are beneficial for employees and employers, significance of employee relation and key
elements of employment legislation which will impact the decision making. All these terms are
very helpful to enhance the company profits and productivity so that competitive advantage can
be enjoyed(Stewart and Brown, 2019).
TASK 1
P1 Explain purpose and functions of HRM, applicable to workforce planning and resourcing an
organisation
HRM defines as a practice of companies that involves recruiting, hiring, managing the
employees so that they can working effectively at working place. In case of Aston martin,
Human resource department is playing a different role, purpose and function to manage the
workforce of company so that higher profits can be attained (Nankervis and et. al., 2019).
Workforce planning refers to process of analysing the current workforce by examine their
current and past data so that best solutions can be implemented for attaining the goals and
objectives.
Best fit and best practice approach
These approaches in human resource management as it helps in attaining the work more
efficiently and effectively that is to be linked with the environment of the organisation. In this
manager of Aston Martin, Best practice is reflecting the strategy related to employee health so
that staff members can focus on their work and gives the proficient results. In this Best fit
approach is more flexible that is beneficial for companies to manage and attain the targets on
time.
Hard and soft models of HRM
1
In context of Aston Martin, manager can adopts both types of models as per the situation
occurs. In soft HRM, manager can focus on understanding the employees and valued them so
that their performance is to be boosted effectively. In This Hard HRM, manager within company
can treat their employees like a ordinary source due to this they cannot motivate but done their
task on time(Armstrong and Taylor, 2020).
There are several types of labour markets that are labour force population, Applicant
population, Applicant pool etc. it is essential for the labour because it helps in fulfilling the
demands of the employees according to their skills. Trends in labour market is very effective for
fulfilling the requirements of the workers and enhancing their productivity so that firm will gain
higher profits and revenues. Due to this company can also analyse turnover of the employees.
Due to effective trends within labour market stability can be maintain and also employees can be
retain within the company. In this PESTLE analysis helps in HRM practices by advancing the
technologies and properly follows the rules and regulations workers are to be retain within the
organisation for a longer period of time.
Functions of HRM
Managerial function- In this functions of management, Aston martin manager can play
a several role that are planning, directing, organising, staffing etc. so that employees can
be work effectively and efficiently. The major purpose of HR manager is to examine the
needs of the company by fulfilling all their expectations so that firm will gain the long
term objectives (Collings, Wood and Szamosi, 2018).
Operative function- This function of HRM within Aston martin is reflected the
development of employees and retain them for a more time period. In this they can select,
recruit, maintenance of labour so that working can be done smoothly. The major purpose
of this function within Aston Martin is to offer the benefits to their employees so that
they can retain within the firm for a longer period of time.
P2 Explain strength and weaknesses of different approaches to recruitment and selection
Recruitment refers to the process of attracting the large number of applicant for filling the
vacant jobs within the companies. In terms of Aston Martin, Manager can adopts this to fulfilling
the job position so that task can be attained on time period with proficiency.
Approaches to recruitment
2
occurs. In soft HRM, manager can focus on understanding the employees and valued them so
that their performance is to be boosted effectively. In This Hard HRM, manager within company
can treat their employees like a ordinary source due to this they cannot motivate but done their
task on time(Armstrong and Taylor, 2020).
There are several types of labour markets that are labour force population, Applicant
population, Applicant pool etc. it is essential for the labour because it helps in fulfilling the
demands of the employees according to their skills. Trends in labour market is very effective for
fulfilling the requirements of the workers and enhancing their productivity so that firm will gain
higher profits and revenues. Due to this company can also analyse turnover of the employees.
Due to effective trends within labour market stability can be maintain and also employees can be
retain within the company. In this PESTLE analysis helps in HRM practices by advancing the
technologies and properly follows the rules and regulations workers are to be retain within the
organisation for a longer period of time.
Functions of HRM
Managerial function- In this functions of management, Aston martin manager can play
a several role that are planning, directing, organising, staffing etc. so that employees can
be work effectively and efficiently. The major purpose of HR manager is to examine the
needs of the company by fulfilling all their expectations so that firm will gain the long
term objectives (Collings, Wood and Szamosi, 2018).
Operative function- This function of HRM within Aston martin is reflected the
development of employees and retain them for a more time period. In this they can select,
recruit, maintenance of labour so that working can be done smoothly. The major purpose
of this function within Aston Martin is to offer the benefits to their employees so that
they can retain within the firm for a longer period of time.
P2 Explain strength and weaknesses of different approaches to recruitment and selection
Recruitment refers to the process of attracting the large number of applicant for filling the
vacant jobs within the companies. In terms of Aston Martin, Manager can adopts this to fulfilling
the job position so that task can be attained on time period with proficiency.
Approaches to recruitment
2
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Internal approach- It refers to that approach of recruitment in which manager of Aston Martin
can attracts the candidates within the company itself. It includes several aspects that can shown
below:
Job analysis- In this context manager of Aston martin can gather the information of
employees related to their behaviours so that offering and attracting them related to
specific profile is fulfilled. It includes strength and weaknesses that can elaborated below:
◦ Advantage- The main advantage of this approach is to analyse the right employee job
fit for filling the vacant position within the company. It also helpful to examine the
training need related to employees capabilities (Macke and Genari, 2019).
◦ Disadvantage- Applying this approach within Company is very time consuming and
it also includes the personal biasness.
Job descriptions- It involves the job related data that is helpful to attracts the number of
applicant within the company. In case of Aston Martin it includes positive and negative
impact that can shown below:
◦ Advantage- It is very beneficial for the company, because due to this employees can
understand the workplace environment so that working should be easy for them.
◦ Disadvantage- This contain drawback in context of Aston Martin by lacking the
quality within the information that can misguide the manager due to this targets
cannot be achieved in appropriate time.
External approach- This approach of recruitment defines that the manager can recruit the
applicant from outside the business enterprise. IN case of Aston Martin, it includes benefits and
drawbacks that can be shown below:
Personal specifications- It refers to the explanation of qualities, skills,experience that a
candidate can possess to perform the task within their job role. IN case of Aston Martin,
manager can use this for attracting the candidates from outside the organisation that can
be elaborated below:
◦ Advantage- This term is highly beneficial for the Aston Martin as it helps in
providing the several knowledge related to employees skill so that offering the job
position is to be easy (Cooke, 2018).
◦ Disadvantage- The major drawback of this is that it consumes more time and money
due to which firm cost is to be effected.
3
can attracts the candidates within the company itself. It includes several aspects that can shown
below:
Job analysis- In this context manager of Aston martin can gather the information of
employees related to their behaviours so that offering and attracting them related to
specific profile is fulfilled. It includes strength and weaknesses that can elaborated below:
◦ Advantage- The main advantage of this approach is to analyse the right employee job
fit for filling the vacant position within the company. It also helpful to examine the
training need related to employees capabilities (Macke and Genari, 2019).
◦ Disadvantage- Applying this approach within Company is very time consuming and
it also includes the personal biasness.
Job descriptions- It involves the job related data that is helpful to attracts the number of
applicant within the company. In case of Aston Martin it includes positive and negative
impact that can shown below:
◦ Advantage- It is very beneficial for the company, because due to this employees can
understand the workplace environment so that working should be easy for them.
◦ Disadvantage- This contain drawback in context of Aston Martin by lacking the
quality within the information that can misguide the manager due to this targets
cannot be achieved in appropriate time.
External approach- This approach of recruitment defines that the manager can recruit the
applicant from outside the business enterprise. IN case of Aston Martin, it includes benefits and
drawbacks that can be shown below:
Personal specifications- It refers to the explanation of qualities, skills,experience that a
candidate can possess to perform the task within their job role. IN case of Aston Martin,
manager can use this for attracting the candidates from outside the organisation that can
be elaborated below:
◦ Advantage- This term is highly beneficial for the Aston Martin as it helps in
providing the several knowledge related to employees skill so that offering the job
position is to be easy (Cooke, 2018).
◦ Disadvantage- The major drawback of this is that it consumes more time and money
due to which firm cost is to be effected.
3
Competency framework- It refers to that framework in which manager can
communicate the behaviour of employees related to specific job role. In case of Aston
Martin it includes the benefits and drawbacks that can be shown below:
◦ Advantage- The main advantage of this is that it helps the manager to analyse the
behaviour of the employees so that providing the job role is easy to them and gaining
higher profits(Lee and et. al., 2019).
◦ Disadvantage- The main disadvantage of this aspect is that it will contain more time
and cost due to which manager can not focus on other type of decision making that is
beneficial for the firm.
Selection refers to the process of selecting a suitable candidate from the number of job applicant
who are apply for the particular job role. In case of Aston Martin it can be useful for getting the
suitable candidate who can fulfils the job role appropriately.
Approaches to selection
Ability test- It is a process that is conduct for assessing the individual performance for
the several work related situation.
◦ Strength- This approach is highly beneficial for HR manager of Aston Martin to
recognise the employees personality and capabilities by taking the test so that work
can be attained effectively and efficiently.
◦ Weaknesses- The major weakness of this process is that it is high time consuming
process for the manager to take the test to their respondents. Because of this selection
of employees taking more time (Tang and et. al., 2018).
Interview- Interview is a communication talk between a employer and a employee. It is
referred as the heart of the employment process in human resource. An interview is taken
by the employer to analyse and determine the various skills of the employees. Aston
Martin hires people full with passion and energy. As the company keeps on innovating its
product and services in automated sector.
◦ Strength- The major strength of the interview in the Aston Martin is that it helps the
company to get the accurate data for the employees so that selection would be easy
and successful.
4
communicate the behaviour of employees related to specific job role. In case of Aston
Martin it includes the benefits and drawbacks that can be shown below:
◦ Advantage- The main advantage of this is that it helps the manager to analyse the
behaviour of the employees so that providing the job role is easy to them and gaining
higher profits(Lee and et. al., 2019).
◦ Disadvantage- The main disadvantage of this aspect is that it will contain more time
and cost due to which manager can not focus on other type of decision making that is
beneficial for the firm.
Selection refers to the process of selecting a suitable candidate from the number of job applicant
who are apply for the particular job role. In case of Aston Martin it can be useful for getting the
suitable candidate who can fulfils the job role appropriately.
Approaches to selection
Ability test- It is a process that is conduct for assessing the individual performance for
the several work related situation.
◦ Strength- This approach is highly beneficial for HR manager of Aston Martin to
recognise the employees personality and capabilities by taking the test so that work
can be attained effectively and efficiently.
◦ Weaknesses- The major weakness of this process is that it is high time consuming
process for the manager to take the test to their respondents. Because of this selection
of employees taking more time (Tang and et. al., 2018).
Interview- Interview is a communication talk between a employer and a employee. It is
referred as the heart of the employment process in human resource. An interview is taken
by the employer to analyse and determine the various skills of the employees. Aston
Martin hires people full with passion and energy. As the company keeps on innovating its
product and services in automated sector.
◦ Strength- The major strength of the interview in the Aston Martin is that it helps the
company to get the accurate data for the employees so that selection would be easy
and successful.
4
◦ Weaknesses- The major aim of this approach is that it is highly costly for the
companies due to which overall cost of the Aston Martin is to be effected. As it also
involves more time.
TASK 2
P3 Explain benefits of different HRM practices within organisation for both employer and
employee’s
Differentiate development and training
Training is a part of increasing the skills and adapts the knowledge for doing single job. It
is also looking forward in technical skills which related to job. Training gives a new shape in
terms of learning also imparting the particular job related technological skills.
Development defines as overall perception of growth of an employee to perform the better task
and increasing future highly expected. It grab those factor which candidates are willing to
acquire to perform best and give the best outcomes and move forward to success(Kim and et. al.,
2019).
Types of training and evaluation of training
There are several types of training which is required within the Aston Martin by manager
to enhance the skills of their employees so that best results can be gained out. In this Quality
training is helpful to familiarizing employees with the company vision so that they will give
their best. Another is skill training that is useful for Aston martin to train the employees related
to satisfy and convince the customers so that they become loyal for the firm to a longer period of
time. After providing the training by the manager to their employees, HR manager can evaluate
training programmes in qualitative way so that efficient results are to be gained. It is very
essential for understanding the employee’s skills and enhances the overall objectives (Hewett
and et. al., 2018).
Benefits of different HRM practices
Rewards management- It refers to that practice which involves the financial and non
financial benefits for the Aston Martin employees who are working within it. In this
company can offer the rewards to their best candidates so that they are highly encouraged
towards it. It is beneficial for both employees and employers that can be shown below:
5
companies due to which overall cost of the Aston Martin is to be effected. As it also
involves more time.
TASK 2
P3 Explain benefits of different HRM practices within organisation for both employer and
employee’s
Differentiate development and training
Training is a part of increasing the skills and adapts the knowledge for doing single job. It
is also looking forward in technical skills which related to job. Training gives a new shape in
terms of learning also imparting the particular job related technological skills.
Development defines as overall perception of growth of an employee to perform the better task
and increasing future highly expected. It grab those factor which candidates are willing to
acquire to perform best and give the best outcomes and move forward to success(Kim and et. al.,
2019).
Types of training and evaluation of training
There are several types of training which is required within the Aston Martin by manager
to enhance the skills of their employees so that best results can be gained out. In this Quality
training is helpful to familiarizing employees with the company vision so that they will give
their best. Another is skill training that is useful for Aston martin to train the employees related
to satisfy and convince the customers so that they become loyal for the firm to a longer period of
time. After providing the training by the manager to their employees, HR manager can evaluate
training programmes in qualitative way so that efficient results are to be gained. It is very
essential for understanding the employee’s skills and enhances the overall objectives (Hewett
and et. al., 2018).
Benefits of different HRM practices
Rewards management- It refers to that practice which involves the financial and non
financial benefits for the Aston Martin employees who are working within it. In this
company can offer the rewards to their best candidates so that they are highly encouraged
towards it. It is beneficial for both employees and employers that can be shown below:
5
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◦ Benefits to employees- The main benefit of this HRM practices for employees is that
it offers the financial benefits so that standard of living is to be enhanced and also it
will improve the professional career.
◦ Benefits to employers- The main benefit of reward management for employers is
that it enhance the profits of the company and also get the high employee connection
within the company so that they will retain within organisation.
Performance management- It refers to that in which manager of Aston Martin can
analyse the employee’s performance on the basis of their past and current performance so
that high profitable results can be enjoyed by the organisation (Papa and et. al., 2018).
This term is beneficial for both employees and employers that can elaborated below:
◦ Benefits to employees- The main benefits of performance management for
employees are that it will enhance their skills and capabilities of completing the work
so that their professional career is to be enhanced.
◦ Benefits to employers- performance management are beneficial for employers in
terms of completing the assignment on time so that high profitable results can be
enjoyed by the company.
P4 Evaluate effectiveness of different HRM practices in terms of raising organisational profits
and productivity
From the above analysis it is to be evaluated that several HRM practices are very beneficial for
the organisations to enhance the profits and revenues so that it will sustain within the
marketplace for a longer period of time. In managing and organising the workflow, Human
resource practices is very vital for encouraging the employees to work productively so that high
revenues can be generated. These practices of HRM can be elaborated below:
Reward management- from above analysis it is evaluated that it is best practice of
human resource management for encouraging productivity of employees and enhancing
the profits of the company for a longer period of time. In this manager of Aston Martin
can offer the financial and non financial benefits to their employees as per their needs and
desires so that productive results can be enjoyed by company and it will also create the
healthy working environment so that employees are satisfied for a longer period of time.
Performance management- From above explanation it is evaluated that performance
management is very effective for gaining the high profitable outcomes within the
6
it offers the financial benefits so that standard of living is to be enhanced and also it
will improve the professional career.
◦ Benefits to employers- The main benefit of reward management for employers is
that it enhance the profits of the company and also get the high employee connection
within the company so that they will retain within organisation.
Performance management- It refers to that in which manager of Aston Martin can
analyse the employee’s performance on the basis of their past and current performance so
that high profitable results can be enjoyed by the organisation (Papa and et. al., 2018).
This term is beneficial for both employees and employers that can elaborated below:
◦ Benefits to employees- The main benefits of performance management for
employees are that it will enhance their skills and capabilities of completing the work
so that their professional career is to be enhanced.
◦ Benefits to employers- performance management are beneficial for employers in
terms of completing the assignment on time so that high profitable results can be
enjoyed by the company.
P4 Evaluate effectiveness of different HRM practices in terms of raising organisational profits
and productivity
From the above analysis it is to be evaluated that several HRM practices are very beneficial for
the organisations to enhance the profits and revenues so that it will sustain within the
marketplace for a longer period of time. In managing and organising the workflow, Human
resource practices is very vital for encouraging the employees to work productively so that high
revenues can be generated. These practices of HRM can be elaborated below:
Reward management- from above analysis it is evaluated that it is best practice of
human resource management for encouraging productivity of employees and enhancing
the profits of the company for a longer period of time. In this manager of Aston Martin
can offer the financial and non financial benefits to their employees as per their needs and
desires so that productive results can be enjoyed by company and it will also create the
healthy working environment so that employees are satisfied for a longer period of time.
Performance management- From above explanation it is evaluated that performance
management is very effective for gaining the high profitable outcomes within the
6
competitive marketplace. In this Aston Martin manager can evaluate their employees
performance by using their past and current data so that offering training to them is
beneficial for enhancing the knowledge and gaining more and more profits (Zaid, Jaaron
and Bon, 2018).
TASK 3
P5 Analyse importance of employee relations in respect to influencing HRM decision making
Employee relation defines the efforts that a manager can do to maintain the relationship with
employee to manager. In case of Aston Martin, manager can highly focus on satisfying the
employees on their job so that productivity can be maintained. Positive employee relations can
effectively influence the HRM decision making that can be presented below:
Importance to employee relation
Increasing communication- In this positive employees relation helps in effective
communication that helps in transfer the information to the appropriate person so that
positive results can be gained out. In case of Aston Martin, human resource manager can
highly emphasis on employee relation so that communication gap can be reduced and
manager can take the decision effectively.
Employee satisfaction- It is an importance of the employee relation because of this
manager of Aston martin can highly focus on taking the decisions that are beneficial for
the company future growth. This is also helps in saving the cost of the firm and gaining
the competitive advantage in the business industry that helps in longer survival of the
organisation (Järlström, Saru and Vanhala, 2018).
P6 Identify key elements of employment legislation and impact it upon HRM decision making
Employment legislation defines the laws and legislation that are regulated by the government of
the nation for benefits of employees (Brueller, Carmeli and Markman, 2018). The main purpose
of employment legislation within Aston Martin is that it can maintains the flow of the activities
within working place by satisfying the employees by treating them equally.
Safety laws- In this law manager of the Aston Martin focus on resolving the issues
related to the health and safety so that employees are satisfying with their work and get
the high profitable results to the organisation. It will highly affect the decision making of
the firm. If manager cannot focus properly on ethical and morals related to employee
7
performance by using their past and current data so that offering training to them is
beneficial for enhancing the knowledge and gaining more and more profits (Zaid, Jaaron
and Bon, 2018).
TASK 3
P5 Analyse importance of employee relations in respect to influencing HRM decision making
Employee relation defines the efforts that a manager can do to maintain the relationship with
employee to manager. In case of Aston Martin, manager can highly focus on satisfying the
employees on their job so that productivity can be maintained. Positive employee relations can
effectively influence the HRM decision making that can be presented below:
Importance to employee relation
Increasing communication- In this positive employees relation helps in effective
communication that helps in transfer the information to the appropriate person so that
positive results can be gained out. In case of Aston Martin, human resource manager can
highly emphasis on employee relation so that communication gap can be reduced and
manager can take the decision effectively.
Employee satisfaction- It is an importance of the employee relation because of this
manager of Aston martin can highly focus on taking the decisions that are beneficial for
the company future growth. This is also helps in saving the cost of the firm and gaining
the competitive advantage in the business industry that helps in longer survival of the
organisation (Järlström, Saru and Vanhala, 2018).
P6 Identify key elements of employment legislation and impact it upon HRM decision making
Employment legislation defines the laws and legislation that are regulated by the government of
the nation for benefits of employees (Brueller, Carmeli and Markman, 2018). The main purpose
of employment legislation within Aston Martin is that it can maintains the flow of the activities
within working place by satisfying the employees by treating them equally.
Safety laws- In this law manager of the Aston Martin focus on resolving the issues
related to the health and safety so that employees are satisfying with their work and get
the high profitable results to the organisation. It will highly affect the decision making of
the firm. If manager cannot focus properly on ethical and morals related to employee
7
benefits than it will negatively affect productivity due to which proficiency of the
company is to be affected.
Employee relation act- It refers to that law in which company can mainly emphasis on
the relations of the employees. In case of Aston Martin, human resource manager can
highly focus on maintaining the employee relation by adopting the employee relation act
so that profits can be earned by the company and it can be survived for a longer period of
time(Nieves and Quintana, 2018).
TASK 4
P7 Illustrate application of HRM practices in work related context using specific examples
JOB DESCRIPTION
Job role: Marketing manager
Function: Marketing unit
Job summary: A marketing manager plays an important role in manage the situation, which is
responsible for different activities in term of high lighten the awareness publicly. It offers to and
conducting the research for marketplace as well as increase the brand image of the organisation.
This duties and responsibilities of marketing manager are crucial and time consuming, but it is
important.
Duties and responsibilities
Identify the consumer needs.
Understanding of market place.
Including market research.
Present the sales and purchase plan.
Make new strategies and implement on organisation.
Manage the accounts social and platform of entity.
Create new ideas and methodologies.
Prepare the budget and monitoring also.
Acquire the knowledge and work on it.
Highlight the sales standards and reduce the cost.
Follow all rules and regulation along with the norms.
8
company is to be affected.
Employee relation act- It refers to that law in which company can mainly emphasis on
the relations of the employees. In case of Aston Martin, human resource manager can
highly focus on maintaining the employee relation by adopting the employee relation act
so that profits can be earned by the company and it can be survived for a longer period of
time(Nieves and Quintana, 2018).
TASK 4
P7 Illustrate application of HRM practices in work related context using specific examples
JOB DESCRIPTION
Job role: Marketing manager
Function: Marketing unit
Job summary: A marketing manager plays an important role in manage the situation, which is
responsible for different activities in term of high lighten the awareness publicly. It offers to and
conducting the research for marketplace as well as increase the brand image of the organisation.
This duties and responsibilities of marketing manager are crucial and time consuming, but it is
important.
Duties and responsibilities
Identify the consumer needs.
Understanding of market place.
Including market research.
Present the sales and purchase plan.
Make new strategies and implement on organisation.
Manage the accounts social and platform of entity.
Create new ideas and methodologies.
Prepare the budget and monitoring also.
Acquire the knowledge and work on it.
Highlight the sales standards and reduce the cost.
Follow all rules and regulation along with the norms.
8
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Building new development strategy.
Effective function on tasks.
Education and skills
Master and bachelor degree are mandatory.
Good team work
excellent in communication.
Good in leadership skills.
Fluency in English language.
Technical friendly.
Power of convince and know how to influence.
Work should be in manner.
Coordination and support to everyone.
PERSON SPECIFICATION
PERSON SPECIFICATION
Job role: marketing manager
Area: Marketing
Attributes Essentials Desirable
Core Competencies
Business founder
replete and industrial
knowledge.
Good in
communication
written and verbal.
Consumer-centred
able to working on
multi projects, to test
and grab to improve
affects.
Collaboration of work and
coming with solutions.
Good skills and abilities as
well as presentable.
9
Effective function on tasks.
Education and skills
Master and bachelor degree are mandatory.
Good team work
excellent in communication.
Good in leadership skills.
Fluency in English language.
Technical friendly.
Power of convince and know how to influence.
Work should be in manner.
Coordination and support to everyone.
PERSON SPECIFICATION
PERSON SPECIFICATION
Job role: marketing manager
Area: Marketing
Attributes Essentials Desirable
Core Competencies
Business founder
replete and industrial
knowledge.
Good in
communication
written and verbal.
Consumer-centred
able to working on
multi projects, to test
and grab to improve
affects.
Collaboration of work and
coming with solutions.
Good skills and abilities as
well as presentable.
9
Experience 5 years in marketing
field with previous
aspects and leading
the brand image and
task.
Budget along with
drive planning.
Experience in qualifying
shapes and designs.
Knowledge Know about the
market tools and
essentials which is
necessary for the
organisation. Know
current scenario of
the projects.
Marketing function of
data.
INTERVIEW NOTES:
Q1 What is the initiation of career?
Q2 what things move forward for the job or a marketing manager designation?
Q3 what is personal and professional skills which is go ahead for future and previous aspects?
Q4 how can manage the vacant position of marketing manager in an corporation?
Q5 what perception about the company what thing implement to take the organisation in hype?
Q6 what is important function of human resources and practices? Elaborate three points.
JOB OFFERE LETTER:
JOB OFFERE LETTER
Aston martin
London, United Kingdom
11 December 2020
Mr XYZ,
Human Resource manager
Here organisation offers the designation of marketing manager at Aston martin. This is full time
profession and the position of 6 days working within a week. Organisation provides the salary
10
field with previous
aspects and leading
the brand image and
task.
Budget along with
drive planning.
Experience in qualifying
shapes and designs.
Knowledge Know about the
market tools and
essentials which is
necessary for the
organisation. Know
current scenario of
the projects.
Marketing function of
data.
INTERVIEW NOTES:
Q1 What is the initiation of career?
Q2 what things move forward for the job or a marketing manager designation?
Q3 what is personal and professional skills which is go ahead for future and previous aspects?
Q4 how can manage the vacant position of marketing manager in an corporation?
Q5 what perception about the company what thing implement to take the organisation in hype?
Q6 what is important function of human resources and practices? Elaborate three points.
JOB OFFERE LETTER:
JOB OFFERE LETTER
Aston martin
London, United Kingdom
11 December 2020
Mr XYZ,
Human Resource manager
Here organisation offers the designation of marketing manager at Aston martin. This is full time
profession and the position of 6 days working within a week. Organisation provides the salary
10
$70,000 according to full time employee it will be entitled to corporation advantage package and
all functional attributes provides the advantage and highlight the open document.
If candidate have any questions about job role, employment policies and proceeds, kindly make
the call on given contact number +078612345
obediently,
Mr XYZ
Human resource manager
Aston martin
CONCLUSION
From the above report it is concluded that human resource management is a prominent
term for gaining and managing the working productivity and profits. This report helps in
acknowledging the functions and purpose of HRM that is effective for smooth function. In this
employee relation play a vital role in gaining the profits and revenues with proper understanding
between the employees. In this employment legislation is very prominent as it helps in taking the
decisions effectively and prominently. At last it involves the job description, person specification
so that best one can be selected by the company to enhance the profits and revenues.
11
all functional attributes provides the advantage and highlight the open document.
If candidate have any questions about job role, employment policies and proceeds, kindly make
the call on given contact number +078612345
obediently,
Mr XYZ
Human resource manager
Aston martin
CONCLUSION
From the above report it is concluded that human resource management is a prominent
term for gaining and managing the working productivity and profits. This report helps in
acknowledging the functions and purpose of HRM that is effective for smooth function. In this
employee relation play a vital role in gaining the profits and revenues with proper understanding
between the employees. In this employment legislation is very prominent as it helps in taking the
decisions effectively and prominently. At last it involves the job description, person specification
so that best one can be selected by the company to enhance the profits and revenues.
11
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brueller, N. N., Carmeli, A. and Markman, G.D., 2018. Linking merger and acquisition
strategies to postmerger integration: a configurational perspective of human resource
management. Journal of Management. 44(5). pp.1793-1818.
Collings, D. G., Wood, G. T. and Szamosi, L. T. eds., 2018. Human resource management: A
critical approach. Routledge.
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Hewett, R., and et. al., 2018. Attribution theories in human resource management research: A
review and research agenda. The International Journal of Human Resource
Management. 29(1). pp.87-126.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics. 152(3). pp.703-724.
Kim, Y. J., and et. al., 2019. The effect of green human resource management on hotel
employees’ eco-friendly behavior and environmental performance. International Journal
of Hospitality Management. 76. pp.83-93.
Lee, H. W., and et. al., 2019. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management. 45(2). pp.819-846.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Nankervis, A., and et. al., 2019. Human resource management. Cengage AU.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research. 18(1).
pp.72-83.
Papa, A., and et. al., 2018. Improving innovation performance through knowledge acquisition:
the moderating role of employee retention and human resource management
practices. Journal of Knowledge Management.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Tang, G., and et. al.,2018. Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources. 56(1). pp.31-55.
Zaid, A. A., Jaaron, A. A. and Bon, A. T., 2018. The impact of green human resource
management and green supply chain management practices on sustainable performance:
An empirical study. Journal of Cleaner Production. 204. pp.965-979.
12
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brueller, N. N., Carmeli, A. and Markman, G.D., 2018. Linking merger and acquisition
strategies to postmerger integration: a configurational perspective of human resource
management. Journal of Management. 44(5). pp.1793-1818.
Collings, D. G., Wood, G. T. and Szamosi, L. T. eds., 2018. Human resource management: A
critical approach. Routledge.
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Hewett, R., and et. al., 2018. Attribution theories in human resource management research: A
review and research agenda. The International Journal of Human Resource
Management. 29(1). pp.87-126.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics. 152(3). pp.703-724.
Kim, Y. J., and et. al., 2019. The effect of green human resource management on hotel
employees’ eco-friendly behavior and environmental performance. International Journal
of Hospitality Management. 76. pp.83-93.
Lee, H. W., and et. al., 2019. Effects of human resource management systems on employee
proactivity and group innovation. Journal of Management. 45(2). pp.819-846.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Nankervis, A., and et. al., 2019. Human resource management. Cengage AU.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research. 18(1).
pp.72-83.
Papa, A., and et. al., 2018. Improving innovation performance through knowledge acquisition:
the moderating role of employee retention and human resource management
practices. Journal of Knowledge Management.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Tang, G., and et. al.,2018. Green human resource management practices: scale development and
validity. Asia Pacific Journal of Human Resources. 56(1). pp.31-55.
Zaid, A. A., Jaaron, A. A. and Bon, A. T., 2018. The impact of green human resource
management and green supply chain management practices on sustainable performance:
An empirical study. Journal of Cleaner Production. 204. pp.965-979.
12
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