Human Resource Management: Organisational Development in Aston Martin

This report provides a comprehensive analysis of Human Resource Management (HRM) within the context of Aston Martin, examining its role in organizational development. It compares various HRM areas and their contributions to organizational performance, explores strategic HRM in relation to changing business environments, and critically evaluates the recruitment and retention of employees. The report also analyzes the strengths and weaknesses of HRM in contributing to business success and investigates the internal and external factors influencing HRM decisions, including the impact of technology, political and economic conditions, social trends, environmental concerns, and legal frameworks. Furthermore, it discusses the impact of globalization on HR policies, focusing on equality, diversity, cultural awareness, and workplace standards. The report concludes by evaluating how these factors support organizational stability and employee job satisfaction, highlighting the importance of a positive working culture and employee well-being. Desklib provides access to this report and other solved assignments to aid students in their studies.

Higher National Diploma in Business
Management
Unit 3 Human Resource Management
The Role of HRM and Organisational
Development (Part 1)
HRM Practices (Part 2)
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Table of Content

Part 1: Report
1.0 Introduction p
2.0A comparison of the different HRM areas and their contribution
to organisational performance p
3.0An examination of strategic HRM in relation to the changing
effects on organisations and its business environment p
4.0A critical evaluation of the role of recruiting and retaining
appropriate employees from the available labour markets p
5.0An analysis of the strengths and weaknesses of HRM in terms of
its contribution to business success p
6.0An investigation into the internal and external factors that
influence HRM decisions in the workplace p
7.0Discussion and evaluation of these factors and how they
support organisational development p
8.0 Conclusions p
References p
1.0 Introduction

Human resource management refers to a modern approach which involved effective
management of individuals at the workplace and focuses upon efficient and optimal
acquirement of individuals. It further provided them with development of skills which are
curial for the maintenance of human resources. The human resource management is conceder
pays its part on all levels of the organisation and provide employees with a workspace where
they can enhance their overall performance and attain growth in their professional career. For
the following report Aston Martin has been chose which was established in the year 1913 and
headquartered in GayDon, UK. The following report will focus upon comparison between
various HRM areas and their impact on organisations performance along with examining
HRM strategy in relation to the changing effects on organisation. Moreover, it will evaluate
the role of recruitment and retaining employees in a appropriate manner and analysing the
strengths along with weakness of HRM. In addition to this the report will involve
investigation into the impact of internal and external factors that influence HRM along with
how they support an organisation.
8.0 A comparison of the different HRM areas and their
contribution to organisational performance
There are various areas within HRM that all an organisation to improve upon its
performance. These different areas ensure that an organisation has an effective HRM
establishment in its business which will provide growth as well as the ability to fulfil
organisational objective. Some of the various areas of HRM are elaborated below in Context
to Aston Martin:
Organizational structure: The HRM of an organisation allows the it to develop a structured
and effective organizational structure. This allows the business to have effective collaboration
among various levels of the organisation. In context to Aston Martin Effective HRM will
allow to improve the performance of the organisation to development of effective
communication relative to all department of the business (Afum and et. al., 2021)..
Recruitment and staffing employees: The primary function of HRM is to identify skilled and
capable individuals for recruitment process. This allows a business to enhance its
performance through highly skilled and experience employees. In context to Aston Martin,
the recruitment of skilled employees help in increasing the productivity and performance of
their business operations.

Employees benefits: The HRM is able to provide employees with various benefits such as
bonuses and incentives. This allows to keep the employees motived resulting in enhanced
performance of both employees and organisation. In context of Aston Martin, motived
employees through benefits enable the business to keep its performance high resulting in
achievement of goal effectively (Wang and et. al., 2017).
Employee training and development: Human resource management allows an organisation
to have skilled employees through periodic training and development programme. These
programs enable an organisation to not only improve employees performance but increase
performance of the organisation as well. In context to Aston Martin, the training and
development of employees ensure that the work Is conducted in an effective and efficient
manner along with enhanced productivity.
9.0 An examination of strategic HRM in relation to the
changing effects on organisations and its business
environment
It is crucial for an organisation to have an effective strategy related to their human
resource management as it enables the organisation to attain support while introducing
change within the organisation. The HRM enables the organisation to introduce changes in
the organisation without hindrances along with reduced resistance from employees. Given
below is the impact of HRM in relation to changing effect of an organisation in context to
Aston Martin:
 The HRM allows an organisation to improve the participation of employees when
necessary changes are introduced within an organisation. It helps the business to
ensure all the employees accept the changes being introduced to achieve goals and
objective. In context to Aston Martin, HRM can allow management to effectively
involve employees in the planning and execution stage of the changes being
introduced in order to minimize the changes of employee resistance to change. This
will ensure that the changes take place effectively and enhance overall performance of
the organisation necessary for growth (Hughes., 2018).
 The human resource management allows the HR managers to utilize the aspect of
familiarity with the employees in the organisation to understand their needs and

expectation during the change process. This enables the manager to introduce changes
accordingly relative to the needs of the employees. In context to Aston Martin, the
HRM will allow the management to understand its employees and their view points
when introducing change. This allows for the development of positive relation among
management and employees ensuring changes are accepted in a positive manner
(Safrankova and Sikyr., 2018J).
10.0 A critical evaluation of the role of recruiting and
retaining appropriate employees from the available
labour markets
Various roles of recruiting and retaining appropriate employees performed by
organization are -
 Provide clear path – It refers to providing right direction and clear description of
their roles and responsibilities in their job(asim., 2020). Details of proper description
in job provide opportunity of their carrier development. In context to Aston Martin,
organization must provide assessment, coaching and feedback to employees on daily
basis. This method helps employees to understand where he lacks and where he needs
improvement. It is very important for them because in this way employees are moving
in a right direction.
 Employee engagement in works – It refers to the level of enthusiasm and dedication
towards work and their job (Kushwaha, Yadav and Prasad., 2018). In context to Aston
Martin, management must always makes strict schedule to make employees busy.
Because without engaging employees company are not able to increase their
productivity and performance. Employees engaging are also important for achieving
organization vision, mission and objectives.
 Providing best packages – It refers to providing best salaries to employees for
financial support. Decent and good salary is always required by employees to leave
their life easily. In context to Aston Martin, management are responsible to provide
good financial report in aspect of increments, bonus and so on.

11.0 An analysis of the strengths and weaknesses of HRM
in terms of its contribution to business success
Strength includes -
 Employee development – It is a process where employee are developed their internal
skills with the help of training and development. In context to Aston Martin,
management monitor their employees with various techniques which leads to achieve
the organization success.
 Advocacy - It refers to the action of employees which is used for promoting the
organization. In context to Aston Martin, HR manager must provided protection and
proper solution to employees when the face any issue in organization.
 Compliance – It refers to adherence of rules and regulations which is used by
company for dealing with its employees (Zhang and Xu., 2018). In context to Aston
Martin, Management must established their rules and regulations strictly to manage
the employees with proper discipline in company.
Weakness includes -
 Lack of strategic foundation – It refers to organization are not capable to generate
effective strategy. In context to Aston Martin, HR manager must faced difficulties for
hiring talented candidates. He also face problems for maintaining top performance of
organization.
 Less customer focused – It refers to not providing best quality product or services to
consumers. In context to Aston Martin, management HR department are responsible
to provide all types of resources and guidelines to employees for increasing service
quality towards consumers.
 Not as financially minded - It refers to no proper coordination between finance and
accounts department. In context to Aston Martin, HR department are responsible to
maintain good relation with accounts department for maintaining overall expense of
company effectively (Babeľová and et. al., 2019).

12.0 An investigation into the internal and external factors
that influence HRM decisions in the workplace
Impact of external factors on organisational performance, including the skills gaps and
labour force trends
External factors -
 Technology – Technology give great impact to organization for run their operational
activities smoothly and systematically. In context to Aston Martin, management used
these technologies to increase or improve the productivity.
 Political - In political context due to rising or declining of the corporation tax their
Aston Martin are not able to perform their operational activities properly.
 Economical - Aston Martin is one of the company who have high inflation rate
because their vehicles are very expensive and lower and middle class customers are
not able to afford this price. It leads to decrease the work efficiency of employees.
 Social – In social aspect Aston Martin facilitates quality and comfortable vehicles to
consumers according to the current trends and culture. It leads to increase the
performance of employees in company.
 Environmental - Aston Martin mostly used the eco friendly raw materials for
producing best quality products. It leads to increase the sale of the product and when
the sales are increased then definitely financial benefits also received by employees.
 Legal – Due to various government policies or barriers company are not able to run
their activities illegally which is harmful for employees and customers.
Impact of globalisation on HR policies for equality, diversity and raising cultural
awareness and sensitivity within the workplace
 Increased cultural diversity – In context to Aston Martin their main culture is to
maintain the standards in their product with new policies and guidelines which helped
the employees to do work effectively in workplace.
 Employee training - In context to Aston Martin they provide the effective training
to employees according to HR policies. It leads to improve their skills and talents for
running their operational activities smoothly.

 Increasing work place standards - Aston Martin is one of the company who
maintain their safety standards in workplace strictly and effectively. When
organisation maintained their workplace safe and hygienic then definitely satisfaction
and productivity of the employees are increased.
Impact of legal and regulatory frameworks
 Rules and regulations - In context to Aston Martin, established strict rules and
regulations for maintaining the discipline of employees in organization. This help the
organization to achieve their vision, mission and objectives for long time.
 Duties and responsibilities – It is a very essential part for employees in company.
When the responsibilities are provided to employees legally in the form of targets
then definitely employee finish the task in time.
13.0 Discussion and evaluation of these factors and how
they support organisational development
Internal and external factors support the organization in various -
 Stability of the organization – It refers to maintaining organizational status or
growing in a fast or slow manner. In context to Aston Martin, for maintaining stability
in organization management must good working culture, safety and security to
employees. It leads to increase the employees passion and thinking of new ideas in
work. This creates proper stability in company.
 Employee job satisfaction – It refers to measuring the works of a employee in their
job in their organization. In employee job satisfaction this is also concerned that the
problems of employees are solved by HR management in time or not. In context to
Aston Martin, management must provide special facilities to them which helped to
increase their job satisfaction level. It includes high package and employee fitness and
medical centres.

 Efficiency in management – It refers to performing various activities with minimum
wastages of resources. It leads to increase the profit of organization and also helped to
achieve organizational success. In context to Aston Martin, HR manager are
responsible to prepare proper plan, strategies which leads to reduce the wastages of
resources. It also leads to increase productivity and performance of employees in
organization.
Learning habit development - It is a process where employees learn various things at the
time of doing job. In context to Aston Martin, management must organize various events and
programmes which helped to motivate them. Management also provide proper guidance to
them to do the work smartly.
8.0 Conclusions
From the above report it is concluded that, various HRM areas and strategies allow an
organisation to promote efficiency and productivity in its business. It helps in increasing the
performance of the organisation. In addition to this the role of recruitment plays a significant
factor in ensuring that an organisation is able to attain skilled and talent work force which
will enable the business to achieve its business objective and goals. Furthermore, there are
various internal and external factors that influence an organisation in relation to its HR
operations.
References
Books & Journals:
Afum and et. al., 2021. Internal environmental management and green human resource
management: significant catalysts for improved corporate reputation and
performance. Benchmarking: An International Journal.
Wang and et. al., 2017, April. Human resource information management model based on
blockchain technology. In 2017 IEEE symposium on service-oriented system
engineering (SOSE) (pp. 168-173). IEEE.
Hughes, J. C., 2018. The changing tourism and hospitality context: Implications for human
resource management in an age of disruption and growth. In Handbook of human
resource management in the tourism and hospitality industries. Edward Elgar
Publishing.
Safrankova, J. M. and Sikyr, M., 2018. A new generation on the labour market and
challenges faced by current human resource management practice. International
Journal of Social Sciences, 7(1). pp.95-111.

Jasim, S. S., 2020. Impact of Human Resource Management Practices on Enhancing
Organizational Performance. Quality-Access to Success, 21(174).
Kushwaha, P., Yadav, P. and Prasad, J., 2018. Impact of enterprise resource planning on
human resource management in automobile sector: Statistical analysis. Journal of
Statistics and Management Systems, 21(4). pp.601-615.
Zhang, K. and Xu, P., 2018, August. Research on transformation strategy of enterprise
human resource management in big data era. In 2018 International Conference on
Management, Economics, Education and Social Sciences (MEESS 2018) (pp. 4-6).
Atlantis Press.
Babeľová and et. al., 2019. Perceived Serviceability of Outplacement Programs as a Part of
Sustainable Human Resource Management. Sustainability, 11(17). pp.1-21.
Tippa, N. G. and Mane, S. R., 2019. Field work training in the field of human resource
management: An empirical study. International Journal of Social Sciences
Review, 7(2). pp.1367-1370.

Table of Content
Part 2: Portfolio
1.0 A job description for the position of Marketing Manager p
2.0 A person specification for the position of Marketing Manager p
3.0 A recruitment and selection process flowchart to be used by this
organization in future p
4.0 An assessment of your selected company’s performance management
and reward systems with examples p
5.0 A review of the organisation’s current approach to and effectiveness of
employee relations and employee engagement and how this could be
further strengthened p
References p

1.0 A job description for the position of Marketing
Manager
Marketing managers play a vital role in an organization as they help in the promotion
of products and services in an effective manner. They allow an organization to influence
customers in engaging with the organization (Kleczek., 2019). The marking manager has
various roles and responsibilities that are necessary to be fulfilled in order to ensure the
marking operations of the business are effective. Given below is the job description for the
position of marketing manager:
Role of Marketing manager:
 The marketing manager needs to work with the executive team such as the marketing
director in order to develop effective marking strategies for the organization which
will enable the business to achieve goals and objectives.
 The marketing manages is also involved in the hiring and performance evaluation of
junior marking employees which can also include the PR and Creative staff of the
organization.
 It is the role of marketing manager to conduct comprehensive research and analysis of
the market trends and competition in order to proved the organization with a
competitive advantage in the market.
 The marketing manages has to focus on the evaluation and effectiveness of the
marketing operations along with tracking marketing campaigns to report finding to
the executive team.
 The marketing manager has the role and responsibility of determining the marketing
budget of an organization which is necessary in order to promote products and service
in an effective manner.
 The marking manager has to handle all the responsibilities related to the promotion of
the company at the global level and ensure the brand image of the organization
remains positive.
 It is the role of a marketing manager to analyze the external factors in order to
develop appropriate marking strategies which will allow the business to attract large
customers and increase profitability.