Human Resource Management Practices at Aston Martin: A Detailed Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on their application within the context of Aston Martin. It examines the core functions of HRM, including workforce planning, recruitment and selection, training and development, and performance management, while also exploring the benefits of different HRM practices for both employees and employers. The report delves into the significance of employee relations and the impact of employment legislation on HRM decision-making. It also evaluates the use of technology in improving recruitment and selection processes. Furthermore, the report includes practical examples, such as job specifications, CVs, interview notes, and offer letters, to illustrate the application of HRM principles in a work-related context. The report concludes with a review of the key concepts and findings, highlighting the strategic importance of effective HRM in achieving organizational goals.

HUMAN RESOURCE
MANAGEMENT
Table of Contents
INTRODUCTION...........................................................................................................................1

Examining the purposes and the functioning of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems. ...............................................3
Determining the benefits of different HRM practices ...........................................................5
Analysing the importance of employee relations in respect to influencing HRM decision
making and their key aspects ................................................................................................7
Identifying the key elements of employment legislation and the impact it has upon HRM
decision making. ....................................................................................................................8
Illustrating the application of HRM practices in a work-related context, using specific
examples. ...............................................................................................................................9
(a): Job specification...............................................................................................................9
(b): CV..................................................................................................................................11
(c): Notes for Interview .......................................................................................................12
(d): Offer letter.....................................................................................................................13
Evaluating use of technology in improving recruitment and selection process...................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
In present business scenario the Human resource management executes the intrinsic as
well as elemental role in context of managing the requirements, workforce performance and
workforce planning of the organisation. The HRM refers to the department of business entity that
executes the functions like hiring, managing and firing the workforce or employees. It is mainly
engaged with the function of people within the business, ensuring best work practices are in
place at all times. Furthermore, the department of HRM enhances the fluid as well as
uninterrupted running of the business entity (Ross, 2016). Not only this, the HRM also
beneficiary in maintaining the pleasant working environment and also create the awareness
among staff members regarding employment laws and good behaviour at workplace. Besides
this, the HRM also sympathetic in solving the animosity or conflicts occurs within the business
entity. The report pertains the knowledge regarding the Aston Martin Lagonda Global holdings
plc, a british automotive organisation founded by lionel Martin and Robert Bamford in 1913, it
manufactures luxury sports cars and ground tourers. Besides this, the report also pertain the
philosophy of HRM, its purpose and scope in selected organisation, key elements of HRM, its
internal and external influential factors as well as application of HRM practices.
Examining the purposes and the functioning of HRM, applicable to workforce planning and
resourcing an organisation
Functioning of HRM:
Human resource management refers to strategic approach for managing employees of
organisation, this aids them to acquire competitive vantage within market. They are designed to
enhance performance of employees as well as organisation.
Purposes of human resource management:
Internal employee's engagement: In an organization like Aston Martin, human resource
management perform their works with the only motive to make increment in productivity . By
enhancing the performances of employees and by improving their working criteria. Although,
managers of organisation requires to enforcing prominente plannig and policies for betterment
in performances of their employees and staff members.
Cultural sensitivity: In contect of any organisation it is the responsibility of human
resource management to hold up cultural sensitivity at workplace. Herein, mangers of mark &
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Spencer are conducting attractive sessions, orientation and get to get together programmes for
its existing as well as new employees. With this they make employees to feel comfortable to
carry out their work without any hesitation and difficulties.
Functions and responsibilities of HRM in an organisation:
Planning of Human Resource: It refers to the procedure of identifying the vacant job
position in the organisation, in determining that either entity pertain with over staff or shortfall in
staff, then HRM plans to settle the issues of excess or shortfall of staff. There are several
responsibilities which are described underneath:
Job analysation and designing: it is crucial function performed by the HRM that is
analysation is made for observing the information regarding each job in the entity. It is helpful
for entity in deciding the demand of jobs and appraising the job of existent employees of the
organisation like Aston Martin (UK).
Recruiting and selection: It refers to the main function as well as the reponsiblity iof the
HR manager that after determination of jobs demand, the organization renders prominent
advertisements in the newspapers and on webinars or websites for themotive of inviting the
applicants to apply (Heagney, 2016). The organization like Aston Martin, obtain applications,
then begins conducting selection process for recruiting prominent applicants for vacant job
position.
Workforce planning: The HRM department perform the major role in planning of
future workforce requirement and their recruitment. It can be termed as the continuous process
that comprises with the alignment of requirements and preferences of a entity related with their
employee of the organisations like Aston Martin. As the planning is related to future workforce
requirements and their betterment by bonuses, promotions etc. Training and development:
Rendering training to new or fresh employees refers to the crucial function and responsibility of
HR manager, as it is termed as crucial for making a selected applicant or a fresh employee, able
to perform their job effectively for the organization. Organisation like Aston Martin organises
training and development programs for existing employees also, for betterment in their working.
Performance appraisal: The HRM department executes the performance appraisal of
each employees workings in the organization like Aston Martin (UK) to evaluate and enhance
their performance. Accordance with the performances, they are offered promotions, incentives
and increments (Mosier and Skitka, 2018).
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Sample performance appraisal form which is used in Aston Martin:
Compensation planning and remuneration: The HRM department performs a
responsibilities of developing the plans and policies for rendering smart compensation and
remuneration according to the employee's position in the organisation like Aston Martin, their
performance, overtime etc.
Motivation, welfare, health and safety: These are the crucial aspects for retaining the
employees in entity like Aston Martin. Motivation refers to internal force that ensures the
betterment in the workings of the employees.
The significance that HR plays in acquiring talent to meet business objectives: HR analyses
requirements of different departments with respect to number of employees needed and skills
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they need. HR Manager of Aston Martin ensures that they hire effective candidates who have
desired capabilities, skills and knowledge which can be used in right direction. It will assist them
to attain their goals in specified time.
An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
Workforce planning at Aston Martin: Management of AM needs to define their organisational
objectives accordingly they need analyse their workforce. This include identification of
employees on the basis of capabilities, characteristics and distribution, by this HR can formulate
strategies by which gaps can be filled. This enables them to establish directions for their
employees. Implement gap-closing strategies.
Training and development: On-job training is given to employees when they are working
within organisation. This is given by experienced employees. Off-job training refers to training
which is provided to employees outside their working premises. This is provided by experts or
professionals.
Performance and rewards at Aston Martin: Based on the performance of employees they are
given rewards and appraisals. If employee is performing outstandingly then appraisal is given to
them. Apart from this, they are also provided with monetary and non-monetary benefits based on
effective accomplishment of tasks.
Strengths and weaknesses of recruitment and selection approaches
Approaches Strengths Weaknesses
Online job websites  Effectiveness in costs
 Rapidity in recruitment
process.
 Adapting innovated
technology.
 Fast applications, global
reach.
 Process may be slow or
delays consistently, while
care is not taken while
preparing the job
description.
 Technical trouble may
ridiculously destroy the
brand.
 Not everybody is familiar
with the methodology.
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Recruitment
Agencies
 Beneficial in unfamiliarly
employer and business
sector condition.
 rapid recruitment and
selection process.
 Classified and standard
quality process.
 No risk.
 The agencies may charge
registration fees for their
selection and recruitment
(Schalk, Timmerman and
Van den Heuvel, 2013).
 Not utile for rendering
applicants for long period.
Search Consultants  Peculiar information of
recruitment market.
 Prudence.
 Identified entitled
applicants.
 High costs.
 Small-scale pool of
applicants.
 Non-availability of
shortlisted people.
Press advertising  Positive and favourable
promotion of recruitment
process and brand name of
Aston martin (UK)
 Helpful in developing brand
name.
 Fixed costs.
 Online publication facility.
 High direct costs and no
guarantee.
 High administrative cost.
 Delay in processes.
Recruitment events  Effective interaction in short
period of time
 Signify brand name
 High level of competition
facing by the Aston Martin
with the other Entities
trading in the same stream
such as Audi, BMW etc.
 Events of recruitment
organises in less number of
countries in comparison of
other competitive brands as
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they are trading in more
countries.
Determining the benefits of different HRM practices
The Human resource management refers to managing the employees or staff workings in
the organization like Aston Martin . The staff members are managed effectively and efficiently
with the prominent human resource system. The system is responsible for preparation of the
effective plans and strategies for betterment of the business entity structure (Proctor and Van
Zandt, 2018).
Benefits of HRM practices for employees:
 Training: The fresh and also the existing employees necessitate of adequate training and
development programs for the ascertainment in their work performance. Training ensures
the employees in revising their best potential skills according to the handling the project
conditions. The system of training and development programmes of employees
commonly known as the Learning Management System, which renders information about
the education, qualifications and skills of the employees of the organisation like Aston
Martin(UK). Besides this, it also renders the informational details regarding training,
budgets and performance. If training is provided by employers to employees then it
results in higher productivity of them which helps to increase profits of organisation.
 Recruitment and selection: It refers to the process of hiring the eligible applicants for
the vacant jobs positions in the business entity. The business entity like Aston Martin
(UK) adapts and follows the policies framed by the HR for the recruitment of applicants.
The recruitment procedure involves the inviting the qualified workers, engaging them
with organisational work by rendering compensation, incentives, bonuses etc. The policy
framework is used to retain the employees in the organization. Following appropriate
recruitment and selection policies helps to retain skilled staff and enhance productivity of
the company which is beneficial for increment of profits.
 Employee development: It refer to the relevant for the business entity, as the entity can't
execute their operations without their employees. Employees or workforce are termed as
the human assets of organisations. They must perform tasks more effectively after
attaining adequate training sessions. When employees get development opportunities then
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it helps to motivate them which results in enhanced work quality of them. With the help
of it higher profits could be acquired by company.
Benefits of HRM practices for employers:
 Organizational Culture: An organizational culture comprises with the working policy,
objectives and targets of entity, values, beliefs and standard of the entity like Aston
Martin. The HR system prepare the relevant policies, procedures and standards to assure
that all the employees performs accordance with the prepared policy, targets, standards as
well as the structure for the accomplishment of the organizational goals such as increased
productivity and profits. For example, a policy regarding the time management must
pertain an exact time which helps the employees in reporting of their work timings in the
organisation or render flexibility in time schedule for managing the work accordance with
the employees' convenience.
 Promote positive behaviours: It is termed as most important factor for any business
entity. As it is beneficial in improvement in the behaviour of employees while working in
the entity. The entity must pertain the positive or conflicts free working environment in
for accomplishing their goals or desired vision. Approaches to effectiveness of employees
relation and employees engagement. When employees behave positively with employers
then it helps to execute business operations appropriately and enhancement in
profitability and productivity.
Approaches to effectiveness of employees relation and employees engagement
In an organisation, it is a prime duty of human resource management to maintain a good
relationship between employee's and employer . It there is a healthy relation between employer
and employees then it will boost to increase the performance of their working criteria as
ultimately it will lead to success of an organisation.
Productivity: If in an organisation both employer and organisation will work together in
an effective manner that it will lead to increase productivity of an organisation. The managers of
Aston Martin need to maintain a strong bond in an effective manner so that it will help to reduce
conflicts. Moreover, by maintaining effective communication flow in workplace where
employees and employer can come up together in order to increase productivity of employees.
Teamwork: If both employer and employees are working together than an organisation
can have more opportunities to build a dynamic team. The human resource management manger
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of Aston Martin need to ensure that each and every employees work together in a team in order
to achieve organisation goals and objectives. Eventually, both employees and employer feel
comfortable in workplace to share their views and ideas without and hesitation and build strong
relation among themselves.
Conflict Resolution: If in an organisation, if both employees and employer relation is
healthy then conflict can be resolved if arises within work place. A god relation between
employer and employees will help them to understand each other in an effective manner and feel
free to discuss and problem or issues arises in organisational culture. The mangers of Aston
MArtin need to maintain an good working environment which lead to reduce conflicts.
Moreover, in order to maintain long term healthy relation then roles and responsibilities should
be divided according to their skills and knowledge. Thus, a happy workplace is productive and
profitable in nature.
Methods of employee engagement at Aston Martin: They have formulated strategies for
effective employee engagement. In this perspective management and leaders of Aston Martin
considers ideas of employees to make them feel valued. Feedback is taken by them to enhance
working environment. Apart from that, they are given projects in a team which leads them have
effective communication.
Aston Martin as flexible organisation: It is a flexible organisation as they are open adapt
changes in their working depending upon requirement of their customers and market. If there is
change in technology, then they opt for that so that they can provide their customers with
enhanced experience and services.
Analysing the importance of employee relations in respect to influencing HRM decision making
and their key aspects
 The employees can also suggest the HR in some critical situations or in context of
solving the conflicts.
 A co-ordinal relationship among the manager and employee helpful in performing the
work easily, it makes increment in the performances of the employees.
 The participation of employees in decisioning process are benefited in reducing the cases
of delays in decision making and ensures rapidity in operations.
 The better relation among the manager and employees help in creating the healthy and
prominent working environment at workplace in business entity.
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Some Key aspects are as follows Sex Discrimination Act (1975): This act was abided by government in order to protect
discrimination on the basis of sex or marital status. It is also concerned about employees
that both male and female employee should be treated equally within an organisation.
The Aston Martin must adapt suxch acts for the ensuring the equality at workplace and
healthy working environment. Anti- Discrimination Act : In an organisation anti-discrimination act help in preventing
favouritism in a workplace. This act indicates that each and every employee should be
treated equally and fairly without any discrimination. This act also followed by the Aston
Martin(UK), for ensuring the equality at workplace.
 Minimum Wage Act (1998): In this act, government has implemented certain rules and
regulation regarding payment to employee's and staff members according to their
knowledge , skills job description. Regulations under such acts are required to be
followed by the organisation like Aston Martin (UK).
Identifying the key elements of employment legislation and the impact it has upon HRM
decision making.
Healthy relationship brings down the possibilities of conflicts among the managers and
employees. The several federal and state laws effect the judgement and opinion of HR
department. The HR department is needed to retain themselves updated and aware about the
latest laws released with the latest amendments passed under the Company Act. Non-compliance
of the laws and legislation may be dangerous organization. The organization like Aston Martin
need to evaluate and maintain both in their workplace in order have an effective result within
their decision which is beneficial for an organisation. With this the managers can create a healthy
and peaceful environment for their employees and staff members so that they feel comfortable,
safe and secure to carry out their work as well as must comply with the specific industrial laws
like anti-discrimination, wage and hour, leave provisions, medical and disability. All relevant
laws must be required to follow by the organisation fairly. An employee desires to perform in an
organisation which is ethically correct. Compliance to the several laws and legislation ensures
the organization long survival. The employees can go for strike or lockouts if the company does
not include the laws applicable to the employees (Huselid and Becker, 2011).
Evaluation of legislations impact on HRM and Aston Martin:
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Strengths Different laws are followed by Aston Martin,
this assist them to carry out their functionalities
in lawful way without any discrimination.
Weaknesses Random changes in legislations become hectic
for organisation to implement.
Advantages If they abide all the laws then they can out their
operations in effective manner which has
signifiant impact on performance of
employees.
Disadvantages If any law is not followed by Aston Martin
then they can land into legal troubles.
Illustrating the application of HRM practices in a work-related context, using specific examples.
HRM refers to the systematic approach for managing staff in effective manner for
enhancement of the productivity. HRM practices are crucial for all organizations, it is required to
manage the huge sources that will make increment in the productivity of prominent way. HRM
practices render benefited aspects to both parties working for the same targets, that are
organisation attain their visions and the employees attain promotions bonuses and development
with experience from working with the organisation. Two main HRM practices followed by
entities are described underneath-
(a): Job specification
Job Specification- Job specification refers to the document that pertain crucial factors of
a job profile in form of summary. It comprises with the minimum qualification needed for job,
work and obligation to be performed (Jiang, 2012). To render specifications for a job analysation
is requires to be done on job and job specifications are mentioned.
JOB SPECIALISATION
Organisation Name: Aston Martin
Job Profile: Senior Human Resource Manager
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