Human Resource Management Practices at Aston Martin: An Analysis

This report provides an analysis of Human Resource Management (HRM) practices at Aston Martin, a leading car manufacturing firm. It covers the purpose and functions of HRM, including job design, hiring, training, compensation, performance management, and labor relations. The report discusses the strengths and weaknesses of different approaches to recruitment and selection, such as internal and external approaches, and various selection methods like interviews and written examinations. It also highlights the benefits of HRM practices, including organizational culture, change management, training and development, conflict management, health and safety, recruitment and retention, and relationship development. Furthermore, the report examines the effectiveness of HRM practices in planning, staffing, compensation, training, performance appraisal, employee satisfaction, and maintaining relations. The importance of employee relations in human resource decision-making and the impact of employment legislation are also analyzed, with specific examples related to Aston Martin. The report concludes by demonstrating the application of HRM practices in a work-related context, using specific examples from Aston Martin.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................2
P1 Purpose and the functions of HRM...................................................................................2
P2 Strengths and weaknesses of different approaches to recruitment and selection..............3
P3 Benefits of different HRM practices within an organisation............................................3
P4 Effectiveness of different HRM practices.........................................................................5
Task 3...............................................................................................................................................6
P5. Analyse the importance of employee relations which is respect to Human resource
decision making......................................................................................................................6
P6. Elaborate the key factors of employment legislation and its impact in human resource
decision making:.....................................................................................................................7
Task 4...............................................................................................................................................8
P7. Demonstrate the tender of Human resource Management practices as in work related
context, by using specific examples.......................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is defined as the tactical approach for the management of
people in a firm. They are responsible for the effective management in the company which
results in the assistance in competitive advantage from different other firms. Their aim to
manage people, their performance and job satisfaction because employees are the living assets of
the firm which helps the company in gaining more productivity (human resource management
(HRM, 2020). Chosen organization here is Aston Martin, it is the one of the leading car
manufacturing international firm. It was founded in 1913 in UK. It mainly deals with the
manufacturing of cars with different types and models which are innovatively designed by the
firm. The following discussion is based on the HRM functions and practices, benefits and
disadvantages, effectiveness of such practices, importance of employee relations, impact of
labour relations on HRM and application of HRM in context of Aston Martin.
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MAIN BODY
P1 Purpose and the functions of HRM
Functions Job design and analysis: This is the primary function of human resource management. It
includes the describing of duties, roles and responsibilities and operations of the job
profile in order to hire right employees at the right time on a right place with a right skills
(Armstrong and Taylor, 2020). Hiring and process of selection: This is done after drafting the job requirement and when
candidates start applying, then hiring and selection process starts. It includes the hiring of
skilled workforce who can enhance the company environment by meeting it’s goals and
objectives of the firm. Training and development: After properly hiring of candidate for a particular profile
then it is necessary to build them, train them and develop them to work on that particular
profile efficiently. This is done at the time of on boarding of the employees to impart the
theoretical as well as practical knowledge for the profile. Compensational Benefits: It is the role of human resource to keep the track records of
each and every employee in the firm about their attendance, payroll, salary, incentives
and non-monetary benefits as well. It is very important to practice on equality and fair
basis to every employee who are working on the same profile (Armstrong, 2019). Performance management: Human resource is responsible to keep a track record of the
employees performance. Because this benefits the employee in promotion, increment of
salary, extra benefits and many more. This also benefits the firm as the employee will get
motivated and work more efficiently. Managerial relations: It is the function of human resource to maintain the relationships
between employer and employee. This is done by examining the daily targets of the firm
and maintaining coordination between so that they work cooperatively among themselves
in order to meet the objectives of the firm. Labour relations: It the major role in human resource management because it involves
the legal procedures like proper rules and regulations and policies about labour relations.
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These are to be followed by the firm on a strict basis so that the employees can
understand the deepness of this role of HR.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Approaches of recruitment External approach: It is defined as the approach where human resource hire or recruit
people from outside an organization. It’s strengths includes, skilled workforce, innovative
thinking, new ideas from new people, diversification of employees within an organization
and the benefits in selection criteria, It’s weaknesses includes, it mainly avoids the
internal workforce and more expensive as compared to the internal approach (Bailey,
Mankin, Kelliher and Garavan, 2018). Internal approach: It is defined as the approach where human resource hire or recruit
people from inside of the firm. It’s strengths includes, that it is less costly than external
approach and there is more satisfaction among existing employees for the recruitment of
high profile, this motivates them and make them work even more harder. It’s weaknesses
includes skilled people are less number and efficiency decrement.
Approaches of selection Interviewing: There are various types of interviews like telephonic, face to face, video
and many more. Questions are asked by the interviewer and employees answer them with
smartness. It’s strengths includes, evaluation of a candidate can be judged more better to
take the right decisions for the firm. It’s weaknesses includes, it usually avoids another
aspects of judgement and it is a very time consuming process. Written examination: There are different types of written test through which judgement
and analysing the skills of the candidate can be done. They are aptitude test, proficiency
test, English test, personality test and many more. It’s strengths includes, evaluation is
much better of a candidate and there are multiple parameters available to examine the
candidate that they are fit for the job or not (Banfield, Kay and Royles, 2018).
P3 Benefits of different HRM practices within an organisation Organizational culture: Human resource functions are designed in such a way that they
has an ability to efficiently maintain the culture of an organization in terms of norms,
rules, regulations, laws and various policies.
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 Planning for change: As it is the obvious point that employee generally resist to change
in an organization. This is managed by human resources because they provide specialist
team leaders who assist the employees, motivates them to adopt the change in an
organization. Training and development: It is the most important benefit of human resources because
without the proper and appropriate training and development of employees, workers
won’t be able to work for the profile they are assigned for so it is necessary for the better
and efficient growth of the firm to train the employees (Berman, Bowman, West and Van
Wart, 2019). Management of conflicts: Whether an organization is small, big, vast or highly
expended, conflict are always available in one or the other way. So conflict management
is controlled and managed by the human resource department of the firm for the smooth
functioning of an organization. Health and safety: There are various laws which are especially made for labors working
in any private or government sectors. Health and safety are also included in those laws
which are mainly regulated by the human resource department because taking care of
such laws benefits the firm in following it’s ethics and values. Recruitment and retention: Human resource department are mainly responsible to
provide the skilled workforce to an organization so that they can achieve targets
efficiently and on time. Recruitment is the way through which this can be done,
moreover, stability and retention of employees benefits the firm through this procedure
(Bratton and Gold, 2017). Development of good relations: HR people are responsible for building up better
relations among employers and employees that is internally and between multiple
companies that is externally. This benefits the firm to network and connect more and
more people so that awareness of product and services are communicated between
everyone and to even those who are not connected with the firm but indirectly they are.
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P4 Effectiveness of different HRM practices Effectiveness in planning: Planning function can be effective through human resource
department as they provide the firm with the workforce which is skilled in decision
making process. It can effective by involving the employees in planning which means by
using democratic style of leadership. Effectiveness in staffing: Staffing can be effective through human resource management
because they follows the particular procedures to staff the people on their assigned duties,
profiles, roles and responsibilities at a right place with a correct person having specialised
skilled for that profile (Brewster and Hegewisch, 2017). Effectiveness in compensation: Compensation can be effective by promoting the hard
working employees with less absenteeism and according to their performance and
productivity for the firm. Reward system can also be used in the form of compensation or
appreciation of the employee through which they get motivation to work more for the
company. Effectiveness in training and development: Training and development can be effective
by using technical software. Manually, it can be difficult to manage, so it is important for
the firm to install the appropriate software for the same and improves the technical
advancements for better training of an employee. Effectiveness in performance appraisal: There are various models and theories which
are also related to the performance appraisal, by using and analysing those can help a
firm in a very effective manner in order to appraise the performance to the employees for
encouraging them and better working of an organization (Chelladurai and Kerwin, 2018). Effectiveness in employee satisfaction: Employees can be satisfied if they find growth
and development in the firm personally or professionally. They can be satisfied through
both the ways, monetary and non-monetary factors that can directly affect the satisfaction
of the employees positively. Effectiveness in maintaining relations: Developing the relations and then maintaining it
up effectively can be done through the best use of social media like LinkedIn, Facebook,
Instagram, Twitter and many more sites which are especially made for networking among
the large group of people. This can effectively build the relations with other people also
outside an organization.
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Task 3.
P5. Analyse the importance of employee relations which is respect to Human resource decision
making.
Employee relation: It is refers towards an organisation by putting efforts to better create
and maintain heathy relationship within employees and managers (Collings, Wood and
Szamosi eds., 2018). By handling positive relationship with its employees that constructive
enhance proper employee relations. In perspective of Aston martin company their human
resource management is seeing to establish employee relationship as because for high
perform workforce to provide better working environment and generates better job
satisfaction. Meanwhile, in organisation the role of human resource management or
department to manage employees as per to monitoring their behaviour, assigned them
appropriate work or task on the basis of their capabilities. Effective skills and knowledge
plays an important role in business venture such as in Aston Martin’s employees are highly
efficient in terms of technical and soft skills along they all are becomes to gain expertise of
their work assignments.
Importance of Employee relations with aspect of Aston Martin that influence human
resource decision making influence.
 Employee Retain: In organisation higher employees plays an important role where they
provide positive outcomes through their performance. There is matter of behaviour which
is highly mention through human resource department if employee does not maintain its
amicable relationship then they are most prefer to abandon. When employee fees as per
their comfortable around its working environment and its superior behaviour then the
chance of loyalty can increase (Delery and Roumpi., 2017). Many companies like Aston
Martin they encourage their workers and managers who are generally successful and they
provide different platform in which overall employee perform in better way
 Increased productivity: An employee is always keeps their positive relationship with its
peers and with managers to likely to provide better productive as per their employees
revenue structure structure gets generates effectively. Aston Martin organise weekly
employee engagement activities that provides through for better efforts that stake and
enhance maintain about the project towards work with top level management. Any work
project can be easy if it shared among peers groups where sometimes organisation can
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get enhanced proper division of work. Through this it reduces the overload pressure
which enhance better coordination among between co-workers.
 Work culture: In organization the returns of work culture can only be positive or
favorable if the workforce shares and works together with friendly and create happy
environment within the organization premises. It is essential because the flexibility will
mobilize as per the work getting hard to proceeds in compulsive environment where
there is need of healthy workforce culture.
 Fewer Workforce raise conflicts; The factor conflicts increase more negativity in
environment which also enhance less productivity between employee and its
performances (Kianto, Sáenz and Aramburu, 2017). The people or staffs who are around
with tehri superior they tend to reduce the conflicts in better way and enhance positive
relationship with superiors ad others. A pleasant workplace can me one more benefits
generates of employee productivity increase and getting better training and development
secession that optimise through productive job opportunity.
P6. Elaborate the key factors of employment legislation and its impact in human resource
decision making:
To introducing about legislative procedure or practises in which employment regulation
as per law in premises with having optimum of through better human resource department
organise and design work efficiency which attract the employees where company is reliable to to
pay some structure of allowances with other benefits in terms of long term aspect. There are
some regulation which entitled through Aston Martin company towards better internal workforce
arrangement:
 Strict compliance: the human resource practises provide better workplace structure
through abiding overall rules and regulation, solving of grievances and implies better
violence eliminates to allows positive workplace employees can get to provide favourable
outcomes.
 Abiding regulatory Norms: There is some of Acts which are tend to be propounded
through United Kingdom government such as National Minimum Wages, payment of
bonus, payment of gratuity, industrial act etc.
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 Working hour contribution: As per the work duration in the company perspective
where it proposed majorly 8 hours on per day which is fixed (Kianto, Sáenz and
Aramburu., 2017.). As per the working hours enables to makes exceeds on the basis of
period.
 Security benefits: According towards Aston martin their employee legislation follows
their benefits are facilities to employees along with allowances which are highly related
with work through provides equality in performance with health and job role organisation
(Michael., 2019).
 Data protection Act: As this act is established in 1998 in United Kingdom where it helps
to secure the company’s data of operation that assurance about to provide protection
provide to employees data within employees organisation premises.
 Healthy and safety act: This act regulates with proper establishment 1974, where it
comprise about better encouragement, regulation and processing of employees data with
a premises.
 Employment contract: It is involves the feature where the rights and responsibilities
between parties and employer gratitude.
 Way of treatment: In many organisation they have different trend of treating employees
which makes their work process regulates in proper manner. On the situation of Aston
martin is allows their service through better contribute high performance. The
administration department provide better employee engagement activities and training
development to improvise employee lacking performance.
As per above legislative procedure it tend to commence better working regulation which Aston
martin can seek and adopt better laws and regulation which propounded better working aspect in
effective manner.
Task 4.
P7. Demonstrate the tender of Human resource Management practices as in work related context,
by using specific examples.
The activities which is encoded to regulates from human resources management that
mainly involves the certain managerial activities and further aspects towards administrative
department of Aston Martin (Morgeson, Brannick, and Levine., 2019). They mainly
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determines towards hire resources in advanced level which tend to provide better services
that effectively handle better human resource activities by scrutinize better human resource
where employee needed to accomplish work on the basis of effective recruitment,
selection, training and development to better engage work environment through better
according by employee benefits.
There are human resource practises that implies on working process regarding. It elaborates at
the following aspects:
 Workforce Awareness: For better accommodate on the basis of information regulates
where information regulates about organisation which enhance better related norms
introduced for job roles and responsibilities that come under Human resources
department.
 Provide right guidance of work: As in the Aston Martin company is having manager
of human resources makes an assurance towards workforce behaviour and attributes for
approaching the work in perfect format where staffs of Aston martin can follow their
guidance to approach task objective.
 A Job Description and its Specification: This is emphasis about the particular job
information to the candidate where it considered about the job related information as
well as the brief of basic requirement of skills for specific job role and responsibility,
higher job specification requires higher credentials as it framework includes the
Experience, Education, Training, Physical and mental skills and other abilities.
 Job Advertisement: A job advertisement is for awareness about the requirement of job
vacancies for the those who are keen for purse of job as well as the organization For
example like A multinational company of web media Aston Martin is looking for hiring
as the content developer as per the requirement of the company (Nankervis and et. al ,
2019).
Scenario: As the advertisement is been posted through offline and online portal channels
through Aston Martin company composed by Human resources management. They are looking
for the Assistant Finance Manager in the Aston Martin main branch headquarter.
Advertisement for the Aston Martin company Hiring candidate for new Job role.
ASSISTANT FINANCE MANAGER
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The Aston Martin Company Pvt. Ltd., The digital platform venture is seeking for their
operational department in finance segment a post for Assistant manger. The main
credentials details are elaborated below:
 Number of Vacancy: 1.
 Main Requirements: Candidate should be having a experienced in accounting and
financial knowledge as making effective decision making to investment and
procuring the monetary.
 Remuneration aspect: 35,000 pounds as in month basis along with allowances and
health insurance benefits.
 Educational Credentials: Must have post graduated in MBA Finance credentials.
 Work Experience: Candidate should have at least more than 5 years of experience
of Finance operational work in the head office.
 Work Location: P-25, Johan Paradise, Elizbeth Mark way, CV8, London, United
Kingdom.
Job Description
Assistant Finance Manager.
Report to: The Head of Operation Finance Manger as well as Company General Manager.
Job Overview- The Job is required to managing the finance related activities and
managing the Cash inflow and outflow performance having ensuring the optimum
utilisation of resources in Finance department.
Assign Job Responsibilities and Duties:
 To manage operational work as well as other reports making circulation in finance
department aspects.
 To making about the time duration of the work completion.
 Optimum and systematic monitored of Junior workforce along with scrutinize the
performance related of monetary aspect.
 All work related issues and other matter report to the head of operational
department.
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 Manage and need to control of the cash inflow and outflow of the financial
activities.
Qualification Credentials:
 Education criteria- High Post Graduate in Finance and management
background role.
 Experience: More than 5 Years.
 Skills- Knowledge to monitored and handle the operation work aspects.
 Personal Characteristics- Should having a activeness and positive personality
to handle the high aspect of product operation work as well as effective
decision making quality
Company’s Offer Letter( On the basis of Selection)
Dear ABC,
As we are from Aston Martin company private Ltd are happy to pleased to offer you a job
post regarding Assistant Finance Manager in Operation Department.
We hope that you will able to find the role challenging as well as work features and
rewards aspects. We have a believe that you will pursue your job role with proper dignity.
The Salary which is offered to you as 35,000 pounds per months with allowances benefits.
It is process which is regulated through revision system.
As per accepting this offer letter by you, we sure that you will abide all the rules and norm
of our company with terms and condition. To accept it, sign it and mail it to us on our
official email address or postal address.
Yours sincerely,
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Regional HR Manager,
Aston Martin Company private Ltd.
Aston [e-mail]
CONCLUSION
In above discussion of human resource management report has come up with summarisation
as it comes to about the importance about management topic tat regarding through which
increase the manpower in the organisation in terms of work related, decision making
employment relation along with regulation as well as externally that oriented. Through
managing to the structure of organisation with having better human resource where they
implement to better decision making through effect on the management and the task
perspective. By elaborating employee relation which influence human resource decision
making through employee retention, provide better scope of workplace environment etc.
Apart from it certain laws which in human resource policies that effect highly basis of
employment legislation in wok premises. After that designing of job advertisement and job
description towards Finance department vacancy along with offer letter.
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REFERENCES
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Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
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Armstrong, M., 2019. Strategic human resource management. pdf drive. com.
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management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Collings, D.G., Wood, G.T. and Szamosi, L.T. eds., 2018. Human resource management: A
critical approach. Routledge.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research, 81,
pp.11-20.
Michael, A., 2019. A handbook of human resource management practice.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Nankervis and et. al , 2019. Human resource management. Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Online:
human resource management (HRM). 2020. Available Through <
https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>./
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