HRM Practices and Sustainable Organizational Performance: Aston Martin

This report examines the crucial role of Human Resources Management (HRM) in fostering sustainable performance at Aston Martin. It begins by outlining the main areas of HRM, including recruitment, induction, working environment, staff relations, and staff development, and how these contribute to a sustainable work culture. The report compares these areas, highlighting their individual importance in achieving organizational objectives. It reviews the effects of the changing nature of organizations on human resource skills and knowledge, particularly staffing issues, and explains the relationship between HRM and modern business organizations. Furthermore, the report analyzes relevant HRM practices in recruitment and retention, evaluating their importance in the labor market and investigating internal and external factors affecting HRM decision-making. Organizational examples, like Tesco, are used to illustrate these factors. Finally, the report demonstrates how specific HRM practices can improve sustainable organizational performance at Aston Martin, emphasizing recruitment, selection, and performance management. The report concludes that effective HRM practices are vital for managing organizational challenges, implementing a productive workforce, and fostering a motivated work environment.

UNIT 3 HUMAN RESOURCES
MANAGEMENT

TABLE OF CONTENTS
• INTRODUCTION
• Main areas of HRM in their contribution to create sustainable performance
• Compare areas of HRM to create sustainable organizational performance
• Reviewing the effects of changing nature of organization over human resource skills and knowledge
• Explaining HRM in relation to changing the nature of the modern business organization
• Reviewing the relevant HRM practices in relation of the recruitment and retention of the employees for the achievement of
business objectives
• Evaluating the use of HRM practices in recruitment and retention in terms of importance of labour market
• Investigating internal and external factors affecting HRM decision making to support organizational development
• Using organizational examples illustrate the key internal and external factors supporting the organizational performance
• Applying HRM practices in work related context to demonstrate improvement to sustainable organizational performance
• Application of specific HRM practices can improve sustainable organizational performance
• COCLUSIOSN
• REFERENCES

INTRODUCTION
• Human resources management is defined as the strategic approach to the effective and
efficient management which helps the business to gain competitive advantage (Macke
and Genari, 2019). Aston Martin is the luxury sports car manufacturer which is providing
expensive cars to the customers.
• Thus, the presentation will help in analysing the HRM contribution to create sustainable
performance within Aston Martin. Further, changing nature of organization on human
resource skills and knowledge will be analysed at large scale.

Main areas of HRM in their contribution to create sustainable performance
• HRM in the organization plays major part in analysing and establishing the rules and standards within the
organization and this helps in creating aspect of how effectively the HRM of organization is analysing and creating
functions and operations which are addressed and are helping for the organization growth and development.
• There are certain areas of HRM which helps in creating valuable work culture and sustainability criteria (Yong,
Yusliza and et.al., 2020).
• To create the sustainable performance, the company is creating value of how different perspectives of growth and
development are to be addressed which helps in analysing the main areas which are contributing to the performance
which is encouraging the aspects of sustainabilityThe areas of HRM contributing to sustainable performance are
mentioned and described as –

CONT…
• It is very important that the organization values the sustainable performance
such that all major concerns are being addressed which are related to
employees’ growth and development.
• These areas which are recruitment, induction, working environment, staff
relations, staff development are important in the HRM of Aston Martin.
• These areas are concerned with the recruiting of effective and efficient
employees to marinating the staff relations and along with that analysing and
evaluating the staff development appropriately and effectively.

Compare areas of HRM to create sustainable organizational performance
• It is very important that the comparison of the areas of HRM are profitable and are creating value
for the different aspects and are solving the issues and problems.
• The areas are different from each other as the recruitment and induction are the process of hiring
the candidate or individual.
• The working environment of Aston Martin is analysed which is comparable to how the
individuals are analysing the culture and work environment.
• The staff relations and staff development is being analysed for improvement in the organization
performance.

Reviewing the effects of changing nature of organization over human resource skills
and knowledge
• The major impact that would be created over human resource skills and knowledge
due to the changing nature of the organizations mainly includes:
• Staffing issues- The changing nature of organization leads to create the impact over
HR in relation of recruiting effective staff in the organization.
• In similar manner, Aston Martin have this pressure due to the changes has been take
place in the organization.
• New features have been adopted in the company that leads to call skilled employees
in order to perform work within adopting the latest feature. Thus, this leads to create
need for HR department in relation to focus over the staffing issues.

Explaining HRM in relation to changing the nature of the modern business
organization
• Human resource management plays vital role in adopting the changing nature
of the business organization.
• The changes that has been taken in the organization direct impacts the HR
department in organization as the major pressure has been created over HR
department in order to change their practices.
• Thus, there is a strong relation exist between the HR department and the
changing nature of the modern business organization.

Reviewing the relevant HRM practices in relation of the recruitment and retention of
the employees for the achievement of business objectives
• HRM practices related to the recruitment and retention plays vital role in achieving the major business objectives
as HR practices creates the effective base of workforce in the organization that helps in achieving the major
business objectives. The major HR practices of Aston Martin related to the recruitment and retention of employees
are:
• Monitoring job posting performance- This practice of HR in Aston Martin is related to the recruitment practice. In
this, HR department must monitor the job posting performance as it provides idea about the effective recruitment
practices.
• Making job more attractive- The HR department needs to assure the specific focus over making job more
attractive so, large number of candidates can apply for job. Along with this, another major attribute that has to be
performed by organization is linked to creating an urge in candidates so they can apply for job (Ramlall and
Melton, 2019).

Evaluating the use of HRM practices in recruitment and retention in terms of importance of
labour market
• HRM practices in relation of recruitment and retention plays crucial role in the
labour market.
• As the effectiveness of the HR practices helps in determining the labour force in the
organization (OUDDA and Jallal, 2021).
• Therefore, it is highly mandatory to adopt the effective HR practice in relation of the
recruitment and retention as this leads to allow organization in terms of attracting the
potential candidates and along with this it further helps in retention of employees.

Investigating internal and external factors affecting HRM decision making to support
organizational development
• There are certain internal and external factors which affects the HRM decision making to
support organizational development.
• These internal factors which are affecting the HRM decision making to support Aston
Martin helps in analysing the aspects of how effectively and in appropriate manner the
recruitment and selection process of skilled employees are to be appointed for their roles
and responsibilities (Andriani, Samadhi and et.al., 2019).

CONT…
• The external factors which affect the HRM decision making are to support the
organizational development are described as – available labour pool which
helps in considering and making available aspects of growth and development
at large scale.
• Aston Martin is focusing on the skilled labour so that organizational
performance is measured.
• It is also important that the government regulations are considered as important
as they bring change in the organizational performance and changes the
decisions of the company accordingly (Stachová, Papula and et.al., 2019).

Using Organizational Examples Illustrate The Key Internal And External
Factors Supporting The Organizational Performance
• There are certain examples of how the organization is being affected by the internal and external factors of
organization which are supporting the organizational performance at large scale.
• Tesco is affected by the resources which are being used which affects the decision making process which is
being supported by organization and this helps in creating value and support to the organization.

Applying HRM practices in work related context to demonstrate improvement to
sustainable organizational performance
• There are certain HRM practices which are related to work context which helps in
demonstrating improvement to sustainable organizational performance at large scale.
• The sustainable HRM practices are helping to deliver the concerns which are related to
how effectively and in appropriate manner the company is trying to recruit the skilled
employees at large scale. The HRM practices are mentioned as below –

CONT…
• The recruitment and selection process helps in determining the
aspects as to how effectively there are major concerns which are
being related to the productivity of the organization.
• The performance management practice and process helps in
understanding that how effectively the company is considering the
positive aspects of enhancing and improving the employees’
performance at large scale (Rasool, Samma and et.al., 2019).

Application of specific HRM practices can improve sustainable organizational
performance
• The HRM practices involves to strategize and frame such policies and procedures which
are helping to create value for Aston Martin and this helps in analysing the aspects of
improvement in the standards and structure of the company by improving the scales of
performance at large scale.
• There are sustainable practices which HRM of Aston Martin follows and this helps in
creating aspects of analysing the concerns which are related to growth and development
of the company (Andriani, Samadhi and et.al., 2019).

COCLUSIOSN
From the above report it has been concluded that HRM plays vital role in managing the
circumstances that has been arrived in the organization.
Effective practices of HRM leads to implement effective workforce in organization that
further results in creating effective environment in company.
It creates the motivation level for employees so, they can perform their practices in
effective manner.

REFERENCES
• Andriani, M., Samadhi, T.A. and et.al., 2019. Knowledge management strategy: an
organisational development approach. Business process management journal.
• Bulińska-Stangrecka, H. and Bagieńska, A., 2019. HR practices for supporting interpersonal
trust and its consequences for team collaboration and innovation. Sustainability. 11(16). p.4423.
• Lee, J.E., Batt, R. and Moynihan, L.M., 2019. Strategic dilemmas: How managers use HR
practices to meet multiple goals. British Journal of Industrial Relations. 57(3). pp.513-539.
• Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.