Human Resource Management Report: Aston Martin Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) within the context of Aston Martin. It begins by explaining the purpose and functions of HRM, focusing on workforce planning and resourcing. The report then examines different recruitment and selection approaches, evaluating their strengths and weaknesses. It further explores the benefits of various HRM practices for both employers and employees, assessing their impact on organizational profit and productivity. The analysis extends to the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and its impact on HRM. The report illustrates the application of HRM practices through specific examples, concluding with a summary of the key findings and recommendations for effective HRM implementation. The report covers staffing needs, compensation, benefits, and law compliance within Aston Martin. It also analyses internal and external recruitment processes and the methods of selection used within the company. Moreover, the report explores the importance of employee relations in influencing HRM decision making and identifies key elements of employment legislation and its impact on HRM decision making.

Human Resource
Management/ Recruitment
process

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1) Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2) Explain the strengths and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................2
TASK 2 ...........................................................................................................................................4
P3) Explain the benefits of different HRM practices within an organisation for both employer
and employee..............................................................................................................................4
P4) Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................5
TASK 3 .........................................................................................................................................6
P5) Analyse the importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................6
P6) Identify the key elements of employment legislation and the impact on HRM decision
making.........................................................................................................................................6
TASK 4 ...........................................................................................................................................7
P7 Illustrate the application of HRM Practices in a work related context using specific
examples .....................................................................................................................................7
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management defines the strategic approach of the business by which
effective outcomes is developed and achieved so that productive changes is attained in stratified
mode. It is the vital pillar of the business that worked over to gain aggressive competitive
advantage and that is completed as per the ending of certain objectives and targets within timely
basis. The HR department has worked with the purpose to get ensure that ability and capabilities
of the company is achieved by gaining more success and development. In addition to this human
resource manager has worked to design the efficient working performance and that is processed
with the achievement of strategic objectives (Bailey, 2018). There is suitable functions that is
performed by HRM is as like hiring, maintaining workforce, motivating and influencing
employee's and that is done while overcoming from the different complex situation with more
effectiveness. The HR has also performed different activities such as staffing, safety and health,
labour relations and compensation. The following report is based on Aston Martin that is British
independent manufacturer of grand tours and luxury sports cars and it was established by Lionel
Martin and Robert Bamford in year 1913. The report consist of purpose of HRM, benefits of
HRM to both employee and employer, employment laws and recruitment and selection process.
TASK 1
P1) Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
The HRM is a practice through which management performed recruitment, planning,
managing, controlling and performing different functions under which the attractiveness of
business is maintained. It is the department that has performed different roles and responsibility
so as to conduct formalised working in which productive outcome is developed in effective
manner (Banfield, 2018). It has better impact on the productive generation of working in which
more suitable output is achieved and thus HR of Aston Martin and perform some function with
certain purpose and that is as explained below as:
Staffing needs- It is a need that is based on the certain responsibility through which more
of the need and demand of employee's and business is fulfilled. In this HR manager make sure
that right individual get placed at right position so that effective working is addressed with more
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suitability. It actually defines the need of employee that is acquired by the HR so that all the
redundancy is resolved in timely basis.
Compensation- It is a function that is performed by the manager of Aston Martin and in
this they get ensure that adequate wage and salary is provided to the workers. The HR of Aston
Martin ensure that they have provide additional profit to the employee's so that they get
motivated and also performs their operations with more perfectness (Ehrenfried, 2019).
Benefits- In this HR of Aston Martin has provide other benefits to its employee's by
which easy assessment of goals and objectives is attained with more perfection. Thus HR make
sure that employee get different benefits such as health insurance facilities, holiday packages,
conveyance facilities and many others as well.
Law acquiescence- It is a function in which HR of Aston Martin provide security and
safety to the employee's and for this keep them update from all the legal formalities by which
certain level of satisfaction is preserved.
P2) Explain the strengths and weaknesses of different approaches to recruitment and selection
The recruitment and selection is a process that is used by Aston Martin and in this they
have select the most suitable candidate for the vacant position of the business. Thus HR manager
always worked to collect those candidates who has better attractiveness and have lot of
experience so that completion of task and activities is processed with more easiness and comfort.
There are different approach that is used by HR of Aston Martin and is as explained below as:
Approaches to workforce planning- The planning of employee's working is completely
managed by the HR of Aston Martin and in this they have ensure that all the targets are achieved
with timely basis. In addition to this HR also designed and provide certain path to the employee's
so that they have attain their actions in effective manner (Koch, 2018).
Approaches to rewards- In this approach HR worked to motivate the employee's and for
this have tries to enlarge the productivity of performance. Thus for this they have tries to offer
both tangible and intangible benefits so they get more influence and work with more
appropriateness.
Recruitment and selection process of Aston Martin
It is a process that reflect the sufficient approach that is used by HR as in order to fulfil
the vacant post of business. The HR has uses internal as well as external recruitment process as
that is as explained below as:
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Internal Recruitment- In this HR of Aston Martin has tries to promote the working
standards and provides the satisfactory feeling among the employee's as by promoting them to
higher position. It includes strength and weaknesses as well that is as illustrate below:
STRENGTH WEAKNESS
 It is the most cheapest procedure and
doesn't require any time wastage as
well (Kushnirovich, 2019).
 The employee get promoted thus they
have already aware about the current
ongoing of business thus there is no
need of orientation.
 It restricts the entrance of new
employee so that newness within the
working is limited.
 The promotional activity is performed
and in this promoted post become
vacant thus company has to performed
recruitment to fulfil that place.
External Recruitment- In this HR of Aston Martin has worked on to recruit the
candidates as from outside the business. As they have comes not only with new ideas but
creative thinking as well so that completion of work become more adequate and it also consist of
strength and weaknesses that is as define below as:
STRENGTH WEAKNESS
 The new candidate comes with creative
and innovative ideas by which more
positivity is developed.
 The HR having lot more options thus
they have select most appropriate
candidate for its workplace.
 The company must have bear more cost
while recruiting as they have conduct
promotional activities to attract more of
candidates.
 It is not essential for HR to understand
the skill set of candidate at first meet so
it might they select unsuitable candidate
(Lepistö, 2018).
Methods of selection within Aston Martin
Aston Martin and its management has uses different approaches for selection and that is
as describe below as:
Registration: It is form that is filled by the candidate as at initial stage and it includes the
personal detailing that aid to manager as by making adequate selection.
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Insight stage I: The HR manager has take a aptitude test by which critical thinking is
acknowledged in moderate manner.
Insight stage II: In this HR test the reasoning skills that is used to get over from any
situation.
Company Business meeting: It is final stage in which management offers joining letter to
the individual.
Strength Weaknesses
 It produces more easiness for HR
manager in terms of identification and
testing of candidate on the basis of
educational qualification (Mackey,
2019).
 It is time consuming process along with
this it takes more efforts as well like
gathering, recruiting, interviewing etc.
TASK 2
P3) Explain the benefits of different HRM practices within an organisation for both employer
and employee
The HRM practices defines the strength of company as in this HR manager has designed
and develop different strategies so that effective working is promoted. It usually defines a
process that impart better satisfaction within the employee's so that they have achieve all its
goals and objectives in timely basis. There is different practices of HRM that is used by Aston
Martin is as explained below as:
Recruitment and selection- It is a process that is used to make new hiring so that talented
employee's get hired or those who has more stability in terms of its working. It is an expensive
process that is followed by company as in order to attract candidates those has better experience
and strong interpersonal skills (Morgeson, 2019).
Training and development programs- The HR of Aston Martin has designed the
program and session in which they have provide training to the new employee's. In this HR
ensure that effective utilisation is produced by which efficient outcome is conceived in terms of
task completion.
Benefits to employees Benefits to employers
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 The training is being vital for the
business as in this skills and abilities of
an individual is increases so that
improvised result is processed in term
of its performance (Noe, 2018).
 It is used to promote better working
culture in which effective surround is
promoted.
 The training is used to accomplish
certain goals and objectives by which
more profit is attained in continuous
basis.
 If the employee's get motivated then
they get retain for longer time period so
that attractive outcome is generated.
P4) Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
HRM practices is being used to raise organisational profit along with productivity as in
this productive output is developed. The HR of Aston Martin offer training to employee's by
which they have resolved different issues with more suitability. There is few effectiveness of
HRM practices that is as explained below as:
Manpower planning- It is the most required aspect in which HR design certain planning
as it is followed by the employee's so that outcome is completed with perfection and within
particular time as well. In this the ability of all the individual is increases and it also uses to
enhance competency in the workers by which productive result is achieved (Paik, 2019).
Performance management system- It is a system that is used by Aston Martin as in order
to promote effective working and in this aim, mission, vision and objectives of business is
enhances. It is also being used to emphasise the working potential by which capabilities and
suitability of business is increases.
The employee and employer both put all its effort in order to enlarge the working by
which sufficient amount of changes is addressed on repetitive mode. The enhancement of
performance is directly related to the creation and innovation of particular ideas so that
productive gaining in outcome is measured. The practices of HRM is used to enhance profit ratio
by developing performance and in this more success is achieved in affordable mode.
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TASK 3
P5) Analyse the importance of employee relations in respect to influencing HRM decision
making
The relations in between the employee's is required to be more magnificent as in this
more productive outcome is developed that has produces better result in timely constraint. As
much the employee get connected towards each other that much strong their presence is by
which completion of all the task and actions is processed with suitability (Pierce, 2018). The
working is not being completed within the single efforts it is sometime being the collective one
as well in which all the employee's has worked to complete certain task in systematic manner. In
this positive environment is created at where everyone fells more free and comfort as while
sharing and transferring information. The HR of Aston Martin has uses effective decision-
making and it is as illustrate below as:
 The HR has taken the decision and tries to promote suitable working so that development
is processed with better perfection.
 The HR works for the improvement and advancement of employee's relation so that they
have worked tries to enlarge the probability of involvement of employee's by which both
short and long term objective is achieved with better sustainability.
 In this HR works to reduce complex situations as from the business and in this they have
tries to improvise the working standards so that employee's felt more relaxed while
completing its task.
The HR of Aston Martin worked to promote suitable balance in the working conditions
so that productive outcome is accomplished in improvised manner.
P6) Identify the key elements of employment legislation and the impact on HRM decision
making
The employment legislation defines the smooth flow of services as in this Aston Martin
has worked over to induce more clarity among the working (Ramkumar, 2018). For this they
have take certain decisions so that productive result is achieved in constrained mode in addition
include a processing as well that is as explained below as:
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Fair Labour Standards Act, 1938: It is an act that was established in 1938 under which
the company has prior amount of salary to its employee's and standardised the working time as
well that is of around 40 hour in a week. Thus Aston Martin ensure that they have provide
adequate wage to worker and it is based on the educational background and working experience.
Occupational Health and Safety Act, 1970: This is an act that is established in 1970 and
it is based on the health safety of employee's as it is used to promote safe surround at working.
Aston Martin and its management has follow different regulations and policies as in order to
promote clear working standards (Soelton, 2018).
Employment Rights Act 1996: This act is developed from the UK parliament as per the
consideration of labor law and also includes certain right that is provided to the employee's for
smooth working. In also includes parenting offs, unfair dismissal, flexible hours for working,
notice before firing etc. Thus in this Aston Martin ensure that better care is provided to the
employee's so that free and comprehensive working is promoted.
The Equality Act of 2010: It is passed from UK parliament and processed with the
suitable working in which anti-discrimination is protected in which both male and female
candidates are judged equally. Thus HR of Aston Martin ensure that wages is provided on the
basis of post and experience not on the basis of discriminations.
Consequence of employment legislation on decision-making of HRM
The HR of Aston Martin has take different decisions as in order to make sure that all the
employee's has felt more relaxed and comfort while working or at proceeding the work. In
addition to this with the support of legislations company tries to provide fair treatment and it is
processed with smooth flow of strategy and policies. In this better transparency is developed in
between the employee's and employer so that rate of profitable outcome also increases
(Spychała, 2019).
TASK 4
P7 Illustrate the application of HRM Practices in a work related context using specific examples
Application of HRM practices in Aston Martin
HRM practices is used by the business as in order to promote perfection within the
working along with this balanced level of awareness is produce so that employee's get retain for
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longer period of time. The HR of Aston Martin worked over to provide balanced level of
satisfaction so that accomplishment of goals and objectives become more clear and transparent.
In addition to this HR has developed systematic planning by which rate of achievement
of objectives is increases and it is done in support of certain strategies and actions so that
specified success is attained. In addition to this it is essential for HR to manage the workforce
planning under which performance management is considered so that working efficiency of the
business is increases and in this suitable changes are implies as per the requirement and demand
of condition (Stewart, 2019).
Job Description
Job Details
Post : HR Manager
Company : Aston Martin
Job Purpose
The HR manager has played certain roles and responsibilities under which ensure that all the
task is completed within timely basis. The individual also requires to have fluent
communication and interpersonal skills so that suitable development is implemented in
effective manner.
Roles & Responsibilities
 Develop suitable strategies and policies
 Define straight goals and pathway for employee
 Control working performance and productivity of worker
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Job Specification
 Post: HR Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (R): Request form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Graduate from
recognised university
 Minimum 2 year
experience
 Better interactive skills
 2 year experience in
similar field
 Skills or knowledge  Better representative
skills
 Effective interpersonal
skills
 Take prior actions as
per need and
requirement
Creation of structured interview- The HR of Aston Martin has listing the vacant position
of business and promotes that through newspapers, portals, digital platform etc. The interviewer
asked few questions and that is explained below as:
 Explain role of HR for the success of business?
 Define the importance of employee's performance at workplace?
 What are the requirement of training and development
 Why we get hired you at HR post?
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Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from Aston Martin!!!
We are extremely happy with your performance at interview process thus offer you the post of
HR at Aston Martin. This is full time job and you have to work 40 hour in a week and with the
salary of $70,000/ year
This employment letter is provided to you under which you have get other benefits as well and
that all is provided to you at 20 September 2020.
If this letter is accepted by you than gave revert on this back along with this comes up with the
signing letter and other documents for verifications.
If you have query than feel free while contacting to us.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
Aston Martin
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
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CONCLUSION
It has been summarised from the above report that HRM and recruitment process both are
vital aspect for the business and they have worked over to enhance the working probability of the
company. In this more of the outcome is achieved by the business as by following different
purpose and function and it is control by the HR of the business. In addition to this HR has plays
more role so that productive result is processed by which ability of business to attain aggressive
benefits of competition is managed. Furthermore, business has also follows different legislations
so that better employment is provided so that it is easy for business to attain its objective with
perfection.
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REFERENCES
Books and Journals
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Ehrenfried, F. and Holzner, C., 2019. Dynamics and endogeneity of firms’ recruitment
behaviour. Labour Economics. 57. pp.63-84.
Koch, T., Gerber, C. and De Klerk, J.J., 2018. The impact of social media on recruitment: Are
you LinkedIn?. SA Journal of Human Resource Management. 16(1). pp.1-14.
Kushnirovich, N. and et. al., 2019. The impact of government regulation on recruitment process,
rights, wages and working conditions of labor migrants in the Israeli construction
sector. European Management Review. 16(4). pp.909-922.
Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes of
management accountants. Qualitative Research in Accounting & Management.
Mackey, E.R. and Efron, L.A., 2019. The use of surveys to improve the clinical psychology
internship program and intern recruitment process. Clinical Practice in Pediatric
Psychology.
Morgeson, F.P. And et. al., 2019. Job and work analysis: Methods, research, and applications
for human resource management. Sage Publications.
Noe, R.A. And et. al., 2018. Fundamentals of human resource management. McGraw-Hill.
Paik, H.Y. and Mahdavi, M., 2019, October. iRecruit: Towards Automating the Recruitment
Process. In Service Research and Innovation: 7th Australian Symposium, ASSRI 2018,
Sydney, NSW, Australia, September 6, 2018, and Wollongong, NSW, Australia,
December 14, 2018, Revised Selected Papers (Vol. 367, p. 139). Springer Nature.
Pierce, B., 2018. Contract Law Govern the Recruitment Process and Enable Enforcement of
Verbal Commitments. JL Bus. & Ethics. 24. p.127.
Ramkumar, A., 2018. A conceptual study on how electronic recruitment tools simplify the hiring
process. Indian Journal of Public Health Research & Development. 9(6). pp.136-139.
Soelton, M., 2018. Toward the best model in recruitment process and employee competence in
outsourcing industries. Jurnal Ekonomi. 23(2).
Spychała, M. and et. al., 2019, May. Competency Models as Modern Tools in the Recruitment
Process of Employees. In European Conference on Intangibles and Intellectual Capital
(pp. 282-XIV). Academic Conferences International Limited.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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