Human Resource Management Report: Recruitment and HR Practices

This report delves into the core aspects of Human Resource Management (HRM), focusing on recruitment and selection processes within the context of Aston Martin, a British multinational luxury sports car manufacturer. The report begins by defining HRM and its functions, including training and development, recruitment and selection, legal compliance, and benefits and compensation. It then analyzes the strengths and weaknesses of various recruitment approaches, contrasting internal and external sources. The report further examines different selection methods, such as assessment tests and interviews. The second part of the report explores the benefits of various HR practices, including training schemes, flexible working arrangements, and work-life balance initiatives, for both employees and employers. It evaluates the effectiveness of these practices in terms of raising organizational profits and productivity. The report also discusses the importance of employee relations in influencing HRM decision-making, key elements of employment legislation, and the application of HRM practices in a work-related context. Overall, the report offers a comprehensive overview of HRM principles and practices, providing valuable insights into how organizations can effectively manage their human resources to achieve their strategic objectives.

Human Resource
Management/ Recruitment
process

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1) Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation .........................................................................................................3
P2. Strengths and Weaknesses of Different Approaches to Recruitment and Selection.............4
TASK 2............................................................................................................................................6
P3. Benefits of Different HR Practices for both the Employee and Employer .........................6
P4. Evaluation of Effectiveness of Different HR Practices in terms of raising Organisational
Profits and Productivity...............................................................................................................8
TASK 3 ...........................................................................................................................................9
P5. Importance of Employee Relations in respect to influencing HRM Decision making.........9
P6. Key Elements of Employment Legislation and its Impact on HRM Decision-making .......9
P7. Application of HRM Practices in a Work - Related Context.............................................10
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
The human resource management is defined as the process which is associated with
defining working efficacy so that to align business according to various strategic implementation
in order to address more effectiveness as well. This is the process in which competitive
advantage is being enlarged by which overall performance of employees can be increased so as
to attain high productivity (Brewster and Hegewisch, 2017). This process is directly dependent
on strategic objectives and aims which are required to be accomplished by the organisation so
that to receive desired output within specified time frame. This is defined as the procedure which
is helpful in identifying job, assessing job, fulfilling human requirement, screening employees
and enhancing their abilities as well. This aspect is having broader aspect in which suitable
involvement is being enumerated so as to provide enhancement of performance in most
significant manner. The following report is based on Aston Martin which is a British
Multinational company manufacturing in luxury sports cars. The company is headquartered in
Gaydon, UK. The report is consisting of purpose and functions of HRM and pros and cons of
various dimensions of recruitment and selection procedure.
TASK 1
P1) Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
HRM is known as the process which is followed within strategic approaches so as to
assist working employees in such a way that business can be controlled and managed in effective
manner. This is an aspect in which direct accessibility over production and other aspects can be
rendered so as to attain suitable level of advantage and accessibility as well. There are various
functions and purpose of HRM which are elaborated as under:
Training and Development : Training is known as the process which is helpful in
updating skills and capabilities of employees in proper manner. Development is associated with
preparing employees in such a way that they can be prepared to deal with future complexities.
This is the responsibility of HR department so as to provide training within job tenure so that to
enhance working abilities of the employees (Mone and London, 2018). The aim of training and
development for Aston Martin is to measure and monitor skills of employees and to enhance
productivity as well.

Recruitment and Selection: This is one of the most crucial function for HR department.
This is associated with selection of those candidates those are having potential and calibre so that
to satisfy need of organisation for employees. Aston Martin is having high emphasis on selection
of potential candidates so so make their selection process fair. On the other hand the major aim
of this function is to hire appropriate people at right place (Cooke, Saini and Wang, 2014).
Ensuring Legal Compliance: For providing protection to the business by abiding to
legal compliances. The department of HR is making efforts for making the organisation adhered
to lawful policies and rules. Laws and policies are associated with tax allowances, overtime,
minimum wages law, working condition law and many more. The objective of legal compliance
is to set up necessary existence of Aston Martin and to enhance legal application in the business.
Benefits and Compensation: Compensation is defined as providing monetary benefits
and rewards in gross earning. This is an essential function which is helpful for the employees to
receive rewards as according to their performance. Aston Martin is finding out various ways in
which their employees can be rewarded in which their performance can be enhanced. The aim of
this function is to retain high employees and to align their working in attainment of overall
objectives.
P2. Strengths and Weaknesses of Different Approaches to Recruitment and Selection
Staffing is having their high emphasis on recruitment and selection within business, as
recruitment and selection is known as the fundamental approach by which human resource
within an organisation can be managed in effective manner. Recruitment is defined as inviting
qualified and potential employees by publishing advertisement over social media, newspaper,
television media and many more. Selection is the process by which right person can be appointed
at right place by adopting various methods of selection (Schalk, Timmerman and Van den
Heuvel, 2013).
Recruitment of employees are administered by taking help of various sources such as
internal and external. These approaches are elaborated as under:
Internal Sources: Internal recruitment is defined as providing chance to existing
employees and other people those are having direct concern with the organisation. There are
various internal sources such as transfers, promotion, past employees etc. There are many
organisation those are using this method in order to reduce employee turnover and receive
potential candidate over vacant position by applying least cost.

Strengths
 This method is helpful in enhancing loyalty of their employees within Aston Martin by
which higher efficacy can be attained.
 This is helpful in reducing cost for overall induction programs (Daley, 2012).
Weaknesses
 This is helpful in reducing scope of selecting higher potential employees as this limits
selection from internal organisation only.
 This leads to generation of downward sloping of employee morale those who are not
promoted.
External Sources: Aston Martin is involved in recruiting their employees from external
sources in case when the management team is having perception of unsuitable internal
employees. This involves advertisement, recommendations etc.
Strengths
 External sources is bringing innovative ideas so as to keep business at competitive
position.
 Aston Martin is able to select best suitable candidates for their organisation as per the
needs of business functions (Song, C. and et. al., 2010).
Weaknesses
 This involves high risk of cost application for Aston Martin as in comparison of internal
recruitment.
 This can arise disputes within working employees.
Selection is known as the procedure by which appropriate candidate can be selected at
right job role. There are various selection method which can be used by Aston Martin in order to
hire suitable candidates which are elaborated as under:
Assessment Test : Aston Martin is using assessment test which is based on English
comprehension and mathematics and to measure mental capabilities on a particular job position.
Strengths
 The written test is having less chances of biased within Aston Martin.
 These test are used in order to attain overall objective by taking help of potential
candidates.
Weaknesses

 The skill and capabilities of employees can never be valued.
 Tests are highly time consuming in which high manual administration is enumerated.
Interviews: Aston Martin is preferring unstructured interviews in which they are short-
listing candidates by taking assessment test (Fernandez and Rainey, 2017). Interviews are
associated with one to one communication in which HR manager of Aston Martin is taking
interview for 15 minutes. Interviewer is required to assess candidate so as to decide regarding
fitting criteria of that candidate in organisational operations.
Strength
 Informal chats are more convenient by which actual personality of an individual can be
judged.
Weaknesses
 Absence of particular procedure in which interview is required to be conducted.
 Probability of partiality is higher.
 Interviewers can be biased.
TASK 2
P3. Benefits of Different HR Practices for both the Employee and Employer
HR practices are associated with setting of work targets and monitor employee
performance so this can be helpful in improving employees performance by which appropriate
rewards can be given to employees. These practices are assisting employees and other managers
in enhancing efficacy and organisational productivity. This is a very big challenge to manage
human resource in giant organisation such as Aston Martin. So the company is using various HR
practices so as to provide benefits to employer and employees in order to accomplish high
effectiveness in business organisation. These practices are elaborated as under:
 Training Schemes and Internships: Aston Martin is focusing on training more than any
formal discussion so as to fulfil their main objective of giving learning to their employees
in appropriate manner. Aston Martin is offering various development programs to their
employees so that to enhance professional and technical skills of their employees. These
programs are helpful for them in order to meet individuals responsibility in accurate
manner (Tenhiälä and et. al., 2016).

Benefits To Employees Benefits To Employers
 Training is helpful for working people
of Aston Martin in providing assistance
to them in completion of given tasks in
order to attain innovations (Flamholtz,
2012).
 Training is helpful for the employees to
do their work with high proficiency and
innovations by which innovations can
be easily rendered along with
accomplishing high customer
satisfaction.
 Training is useful in reducing employee
turnover.
 This is helpful in reducing cost and
supervision time for employees.
 Flexible Working Arrangements: In current time all the organisations are putting their
efforts to enhance trust and working capabilities of their employees. In order to achieve
the same practices of flexible working hours are required to be introduced by
organisation for their employees. This policy is helpful for employees to enhance their
convenience and eliminate rigid times.
Benefits To Employees Benefits To Employers
 Flexible working arrangement are
helpful in balancing work life of
employees.
 Flexible working condition is leading to
motivate employees by which creativity
and innovation can be inhaled.
 Flexible working condition is leading to
enhance productivity and job
enlargement.
 This is helpful in recruiting and
retaining employees by which efficacy
of overall organisation can be
enhanced.
 Work Life Balance: Balancing personal and professional life is facing high challenge to
be balanced. Aston Martin is trying to manage work life balance by taking help of
assistance program and home policies. This provides high assistance to employees for

staying motivated and enhance employee retention. For example Aston Martin is
introducing work life balance policy of Bring Your Child To Work.
Benefits To Employees Benefits To Employers
 Work life balance is helpful in boosting
employee morale by which high
emphasis can be rendered in order to
align goals.
 Flexible working hour is helpful in
reducing level of stress to employees.
 By having work life balance top
performers can be retained in the
business (Hobfoll, 2011).
 Work life balance is helpful in
improvising productivity of employees.
P4. Evaluation of Effectiveness of Different HR Practices in terms of raising Organisational
Profits and Productivity
Productivity is defined as reaching to maximum level of performance by incurring
minimum expenditure and resources. Productivity is a comparative aspect of total input and
output by which relationship can be established between employee input and output. Success of
an organisation is dependent on productivity of employees as their contribution is leading the
organisation to earn high profits. Training is known as foundation for boosting productivity on
regular basis and putting foundation of success as well. The organisation is highly focused on
emphasising on those employees who are aligned to organisational goals and obtaining positive
impact as well. For Aston Martin training is proven as the best method which is associated with
boosting personal skills of their employees. In auto mobile sector innovation is the aspect which
is highly required in order to enhance market share, so for attaining distinct position at
competitive market Aston Martin is providing training to their employees so that this can lead
them to enhance level of confidence and productivity as well (Kraaijenbrink, Spender and Groen,
2010).
The balance between personal and professional life is required to be maintained so that to
attain high profits. Happy people are highly active towards goals and this enable the company to
take advantage of their hard work and set path for accomplishment of overall objectives. Aston
Martin is providing policies in which employees can manage balance between their work life.
This is rendering high contribution of their employees in goals achievement. Efforts of Aston
Martin is making their employees highly responsible towards goals and assigned job role as well.

TASK 3
P5. Importance of Employee Relations in respect to influencing HRM Decision making
Employee engagement is known as the level at which employees are committed towards
goals and objective of organisation. When workers are engaged this leads in enhancing their
productive hours. For example when employees are engaged this leads in inclination of joy,
happiness. Employees relations are referred as sharing of relationship between employer and
employee within an organisation in which high efforts are undertaken for resolving and
preventing problems which are undertaken within organisation. This is significant for employees
that they share healthy relationship with each other so as to attain prominent performance and
position as well. Superiors are holding prime duty of motivating their employees and establishing
healthy communication so that any conflicts can be eliminated at early time. There are various
issues in which employees are requisite to be undertaken so as to satisfy needs and demands of
their customers. There are some situation within an organisation in which proper guidance is
required so as to keep healthy relationships and under these situations with the help of
communication these complexities can be avoided (Kramar, 2014).
In current scenario employee engagement is related with encouraging employee
engagement so as to minimise disputes. For Aston Martin employee relations is the part of
employee engagement and this is helpful for the company for giving their employees such a
space under which they are ready to push high efforts for attaining distinct edge over competitive
market. With the help of employee engagement Aston Martin is enhancing their competitiveness
and boost morale of employees in order to make them committed towards organisational
working.
P6. Key Elements of Employment Legislation and its Impact on HRM Decision-making
Employment legislation is associated with rights and duties of employer and employee.
Major aim of employee legislation is to protect rights of employees and exercising rights of
employer in proper manner. The key elements of employment legislation is elaborated as under:
1. Equality Act, 2010 : This Act were came into existence on 1 October 2010. This act is
combining 116 legislations in which legal framework is being inserted so as to protect
rights or every individual working in Aston Martin (Lasagni, 2012) . This act is providing
equal opportunities to every employees so as to eliminate any unfair practices. Equality

Act is providing treatment for unfair treatment which is faced within organisational
context.
2. Data Protection Act, 1998: This act is related with protection to data and guidelines for
storing an using data. This defines the manner in which personal data of customer is to be
used by the organisation. Within this act, Aston Martin is required to protect personal
information to their employees and customer by using regulations of Data Protection Act.
3. National Minimum Wage Act, 1998: This act is associated with providing minimum
wages to employees. The company is paying wages based on hourly rate system so this is
providing equal basic pay to every employee. The minimum wage is based on gross pay
before tax.
4. Health and Safety at Work Act, 1974: This is an act of parliament in UK. This act
defines all the duties which are to be executed by employer towards their employees in
context of health and safety measures. Aston Martin is inculcating wellness and safety for
their workforce in order to create satisfactory working environment.
Impact of Legislations on HRM decision-making
Employee legislation is aiming at protecting rights of employees and employer for
executing their roles and responsibilities (Manroop, Singh and Ezzedeen, 2014). These
legislations are helpful in providing safe environment and motivates employees to enhance
effectiveness and productiveness as well. These acts are generating high probability of success
and employee involvement. The HR department of Aston Martin is required to utilise these laws
within workplace so that to boost safety measures and healthy environment. Payroll policies are
regulated by employment legislations and minimum wage plan relations can be scheduled in
prominent manner.
P7. Application of HRM Practices in a Work - Related Context
Application of HRM practices in Aston Martin
The HRM is promoting clarity within employer and employees in order to determine
suitable results. Within this aspect HR manager is trying to render high degree of satisfaction to
their employees so that they can deal complex situation in effective manner.
Job Description
Job Details

Post : HR Manager
Company : Aston Martin
Job Purpose
The department of HR is performing various functions in which controlling and measuring
effective planning and scheduling of various activities. The suitable candidates are required to
have effective communications skills so that to manage all the task which are provided by
employer in suitable manner.
Roles & Responsibilities
1. Assisting employees functions.
2. Creating administrative strategies and policies
3. Controlling of complex situations.
Job Specification
 Post: HR Manager
 Department: HR department
 Key: It reflects the essential evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Bachelors and masters
in respective field
 Effective
communication skills
 Smoothness in writing
and reading
 Prompt interpersonal
abilities
 Appropriate working
experience at specific
field.
 Skills or knowledge  Continuous interactive
skills
 Powerful interactive
 Making higher
development in
working of employees

abilities by using participative
style of leadership.
Creation of structured interview
The HR head of Aston Martin is working to publish advertisement on various places such
as social media, newspapers, portals and many other locations. The HR has asked so many
questions within interview which are elaborated as under:
 What kind of roles are executed by HR manager?
 Elaborate importance of employee relations within organisation?
 What is the significance of employee engagement
CONCLUSION
Human resource management is defined as managing human resource of the business.
HR department is highly concerned over enhancing flexibility and reward system within an
organisation. The employment legislation within UK is making every company legally bound to
ensure safety environment within organisation and on the other hand remuneration is an essential
aspect of the business and HR department is highly focused on this. On the other hand HR
department is concerned in making effective working environment so as to bring high efficacy.

REFERENCES
books and journals
Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and Practice in European Human Resource Management (pp.
1-21). Routledge.
Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business. 49(2). pp.225-235.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Fernandez, S. and Rainey, H.G., 2017. Managing successful organizational change in the public
sector. In Debating Public Administration (pp. 7-26). Routledge.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Kraaijenbrink, J., Spender, J.C. and Groen, A.J., 2010. The resource-based view: A review and
assessment of its critiques. Journal of management. 36(1). pp.349-372.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management, 25(8), pp.1069-1089.
Lasagni, A., 2012. How can external relationships enhance innovation in SMEs? New evidence
for Europe. Journal of small business management. 50(2). pp.310-339.
Manroop, L., Singh, P. and Ezzedeen, S., 2014. Human Resource Systems and Ethical Climates:
A Resource‐Based Perspective. Human resource management. 53(5). pp.795-816.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
Review. 23(1). pp.84-92.
Song, C. and et. al., 2010. Limits of predictability in human mobility. Science. 327(5968).
pp.1018-1021.
Tenhiälä and et. al., 2016. The Research‐Practice gap in human resource management: A Cross‐
Cultural study. Human Resource Management. 55(2). pp.179-200.
Online
Methods and types of recruitment, 2018. [Online] Available
through<https://www.wisdomjobs.com/e-university/recruitment-and-selection-tutorial-
2682/types-of-recruitment-27165.html>.