Learning & Development Strategy in HR Management at Aston Martin Firm

This report provides an analysis of Aston Martin's learning and development strategies within its human resources management. It covers the role of the learning and development team in delivering the business strategy, considerations for assessing and planning investments, wider organizational influences, and the identification of training needs at different organizational levels. The report also discusses the systematic approach to planning training events, factors affecting the learning and development strategy, advantages and disadvantages of training methods, approaches to measuring and evaluating learning and development interventions, and external factors that affect learning and development plans. The conclusion emphasizes the necessity of improving employee skills through learning and development activities to achieve better performance and productive outcomes, referencing relevant academic sources.

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.