Human Resources Management Practices & Aston Martin Performance

This report provides a comprehensive analysis of Human Resources Management (HRM) practices at Aston Martin, focusing on their contribution to sustainable organizational performance. It examines key areas of HRM, including recruitment, induction, working environment, staff relations, and staff development, and compares these areas to highlight their impact on sustainability. The report reviews the effects of a changing organizational nature on human resource skills and knowledge, emphasizing the importance of staffing, managing change, and adopting effective strategies. Furthermore, it explores relevant HRM practices related to recruitment and retention, such as monitoring job posting performance, making jobs more attractive, motivating employees, talent management, and performance appraisal. The use of HRM practices in the context of the labor market is evaluated, and internal and external factors affecting HRM decision-making, such as technology, government regulations, and the available labor pool, are investigated. The report concludes by demonstrating how the application of specific HRM practices can improve sustainable organizational performance at Aston Martin.

Unit 3 Human Resources
Management

Table of Contents
Unit 3 Human Resources Management...........................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Main areas of HRM in their contribution to create sustainable performance..............................3
Compare areas of HRM to create sustainable organizational performance.................................4
Reviewing the effects of changing nature of organization over human resource skills and
knowledge....................................................................................................................................5
Explaining HRM in relation to changing the nature of the modern business organization.........6
Reviewing the relevant HRM practices in relation of the recruitment and retention of the
employees for the achievement of business objectives...............................................................6
Evaluating the use of HRM practices in recruitment and retention in terms of importance of
labour market...............................................................................................................................7
Investigating internal and external factors affecting HRM decision making to support
organizational development.........................................................................................................7
Using organizational examples illustrate the key internal and external factors supporting the
organizational performance.........................................................................................................8
Applying HRM practices in work related context to demonstrate improvement to sustainable
organizational performance.........................................................................................................8
Application of specific HRM practices can improve sustainable organizational performance...9
COCLUSIOSN..............................................................................................................................10
REFERENCES................................................................................................................................1

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. Moreover, the HRM practices in relation to
recruitment and selection for achievement of business objectives will be analysed and
demonstrated appropriately. External and internal factors will be also demonstrated for
improvement of sustainable organizational performance. HRM practices will be described
appropriately.
MAIN BODY
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 o
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
sustainability. The areas of HRM contributing to sustainable performance are mentioned and
described as –
 Recruitment
 Induction
 Working environment
 Staff relations

 Staff development
These are the five major areas which is helping the organization named Aston Martin to create
sustainable performance. The business is in requirement of committed employees which are
helping to provide the aspects of growing and developing the scales of business in the market at
large scale. Aston Martin is in requirements of skilled employees which helps in analysing the
aspects which are addressed to how effectively the organization will be providing training to the
employees so that they are able to perform in better and effective manner and analyse the aspects
which are concerned effectively for performing the scales and stages of valuing the work culture
appropriately (Peerzadah, Mufti and Nazir, 2018).
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. These are the
main areas which helps in creating sustainable performance of the employees. There is also
major analysis and development of how the employees are being provided training within Aston
Martin Company (Pham, Vo-Thanh and et.al., 2020). As the company is already in requirement
of skilled employees so that the organization is able to achieve business objectives and string
performance at large scale. Therefore, it is very important the company is taking concern to
improve and enhance the performance of employees at large scale. This will also enable to
engage the employees in performing appropriately and deliver effective results in appropriate
manner. Aston Martin is focusing on how there can be improvement in the employees’
performance so that they deliver best performance.
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.
Managing change and retaining human capital- When the change has bene introduced in the
organization that it may impact the interest level of certain employees that leads to impact their
working procedure (Bulińska-Stangrecka and Bagieńska, 2019). In such situation, it become hard
for company to retain the employees in organization. Same situation has been experienced by
Aston Martin as the organization is facing the issues related to retaining of employees and this is
creating the extent of staff turnover.
Effective strategies- In order to meet up the changes and ensuring that no negative impact would
be created on business. HRM needs to adopt the effective strategies that can help in meeting up
the changes. Thus, Aston Martin is looking forwards to adopting the latest technologies in terms
of producing the car parts. Therefore, effective strategies in context of developing employees
from all aspects is needed. Thus, this create the impact over the human resource management
strategies in organization.
Training session- As Aston Martin needs skilled employees therefore, HR department needs to
organize the training session for the employees. Thus, change that has been taken in organization
direct creates the impact over the HR department of the company (Wang and et.al., 2020).
Consistent feedback- Consistent feedback from the employees must be taken by Aston Martin
after the change has been implemented in company as this helps in knowing the extent up-to

which the employees are satisfied or not due to the new change that has been adopted in
organization.
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. As HR helps in adopting the changes
and makes employees comfortable in order to adopt the change.
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).
Motivation towards employees- This practice is related to the retaining of employees as
providing motivation to employees helps in boosting their confidence level which enable them to
perform in effective manner in organization. Thus, within performing this practice Aston Martin
can assure effective motivation to employees that leads to help in them in performing their
practice in effective manner.
Talent management- It is concerned with increasing the extent of talent in employees so they
can perform their job in efficient manner. Therefore, the organization needs to organize the
training session for employees that enable them to identify their talent and boost their confidence

level in terms of performing effective practices (Lee, Batt and Moynihan, 2019). Thus, in this
manner productivity of employees in organization created that further helps in achieving the final
objective in organization.
Performance appraisal- This refers to appraising the performance of the employees within
providing them incentives. This helps in creating an effective interaction among the employees
and organization. Aston Martin can achieve their major business objective within influencing the
performance of employees. This can be done with the help of appraising the performance of
employees.
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. As a result, the major objectives of the business can be achieved in effective manner.
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). The level of
growth within the organization affects the decision making as there are certain decisions which
are taken for the development and growth. Use of technology is an internal factor which impacts
HRM decision making process. This internal factors helps to support organizational
development. There are concerns as to how effectively the organization is creating value for
supporting the organizational performance is being analysed.

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). Due to regular changes in the government regulations Aston Martin changes their
decision making process. These are some of the specific internal and external factors which are
affecting the decision making process of Aston Martin to support organizational development in
an appropriate manner. This is how effectively and in appropriate manner there are concerns
which are related to how effectively and in appropriate manner the company is changing
decisions according to internal and external factors.
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. Marks and Spencer is using the technology effectively which is helping to
support organizational performance at large scale in effective and appropriate manner.
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 –

 Creative thinking and generating ideas within the organization such that there are major
concerns which helps in analysing the aspects of how effectively the company is able to
create value for employees (Yong, Yusliza and et.al., 2020).
 Tailoring business related ideas and knowledge which helps in creating value of
employees within Aston Martin so that the growth and development is being analysed at
large scale.
 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).
These are the HRM practices which are helping to create value for the concerns of how
Aston Martin is able to improve the organizational performance at large scale. With the help of
these practices being undertaken, the company is able to create value for the sustainable practices
which is helping to improve the organizational performance. It is very important that Aston
Martin is considerate of how effectively and in appropriate manner there are ways which are
helping to analyse the concerns in improving and strategizing the company’s strengths and
opportunities to be grabbed in the market.
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). The different HRM practices helps in analysing
and improving the method of the company which are helping to create value as this is the major
concern of how effectively and in appropriate manner there is improvement for sustainable
organizational performance at large scale. It is very important Aston Martin is focusing on the
performance of the employees such that it is helping to create value for organization.

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 that creates the motivation level for employees so, they can perform
their practices in effective manner. The report has highlighted the effective implementation of
HR practice that can lead to ass glory in the working pattern of company.

REFERENCES
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