Human Resources Management & Organisational Development - BTEC Report

This report provides a comprehensive analysis of Human Resource Management (HRM) and its contribution to organizational development, focusing on the case of Aston Martin. It examines various HRM areas such as quality staffing, employee payroll, and skill training, highlighting their impact on organizational performance and sustainability. The report also explores the effects of a changing business environment, including technological advancements and globalization, on strategic HRM. Furthermore, it evaluates the roles of recruitment and retention in securing appropriate employees and investigates the internal and external factors influencing HRM decision-making. Finally, it applies HRM practices in a work-related context to improve sustainable organizational performance, emphasizing the importance of employee motivation, skill development, and adapting to evolving industry dynamics.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART1.........................................................................................................................................3
1. Different HRM areas and their contribution to organizational performance..........................3
2. Examining the strategic HRM in relation of the changing effects of a business organization.
......................................................................................................................................................4
3. Evaluating the role of recruiting and retaining appropriate employees from the available
labour market...............................................................................................................................5
4. Investigating the external and internal factors affecting HRM decisions making which
support the organizational development. ....................................................................................6
PART 2........................................................................................................................................8
5. Applying the HRM practices in the work related context for improvement sustainable
organizational performance.........................................................................................................8
CONCLUSUION...........................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is practice of recruiting, hiring, deploying and managing
the organization performance. HRM is the most important department which deals with
workforce related to the operation. It is the strategic departmental approach which helps in
managing the people along with the corporate culture environment. The HR manager perform the
HRM in the company for bringing the organizational goals along with the workforce which
achieves the ultimate objectives. The “Aston Martin” company, is a British car manufacturer
with independent sport car brand, and grand tourers in 22-hectare facility held by the royal
warrant, the company is headquartered in Gaydon, Warwickshire which is mainly based in UK,
England.
This report will discuss the main areas of the HRM for creating the sustainable
performance, reviewing effects of the changing nature of the organization with the human
resources skills and knowledge, also reviewing the HRM practices relating to the recruitment and
retention of the employees for achieving the objectives, further examining the external and
internal factors which effect the HRM in the decision-making, lastly applying the HRM practices
with the work related context for improving the sustainable development.
MAIN BODY
PART1.
1. Different HRM areas and their contribution to organizational performance
The human resource management is supporting the Auto Mobile industry for improving
the effectiveness and managing the ethical issues beyond the economic performance, this further
helps in future direction and vision for operating with the new ways in the company. Different
HRM areas of the Auto mobile industry includes:
Quality Staffing mainly concerned with specialized activity and duties. As it is the most
important area for the HR manager which performs the duty for selecting the employees with the
skills required by the company just for employing the right person at the right job. Another area
in HRM is Employee payroll, it is considered the main area for the HR manager because the
employees are paid salary according to their work allotted, HR manager takes care of the wage
deduction by keeping record of the data and the pay policies in the auto mobile industry
(Agozzino, 2020). Furthermore, the Management and employee skill training is the area where

the HR manager ensures that the workforce of the auto mobile industry must be trained on the
regular basis because it helps in enhancing the skills and work quality for performing the
particular job assigned. This practice of HR manger polishes the skills and performance of the
employees. Moreover, HR manages effective and Efficient personnel’s in the industry as it is
very important role being performed because it helps in anticipating the future HR needs,
managing the employee competency which also ensures the workload of the employees with
account of assigning the projects for completion.
The above discussed HRM areas will contribute to the organizational sustainable
performance in the following ways as The human resource management adds the value to the
auto mobile industry by employing the right workforce required with highly competency skills,
the manager also enhances the level of motivation in the industry by creating the environment
which stimulates the quality performance in an organization.
Efficiently applying the HRM in the organization will help in maintaining the well-
motivated, skilled and flexible workforce in the company as it will give close attention to
employees through which they will get motivated by the incentives offered, rewards, for carrying
work efficiently (Ahmad, Khan and Haque, 2020). The main aim of the HR manager is to
develop the motivational process and the environment which helps in encouraging the efforts and
abilities for achieving goals and improving the organizational sustainability.
HRM areas also helps in developing the effective organization, as it improves the
performance by providing the coherent approach which changes the new ways of performing the
task. These areas also help in improving the climatic conditions of the auto-mobile industry
because it helps in Maintaining the good climate conditions for the employee relations. The
quality of the working life strategy will be developed by the management for solving the other
problems. Furthermore, the HRM focuses on the drivers of the organizational performance,
which further help in sustainability development in the Aston Martin by continuously
implementing the new strategies and the total quality management in the industry.
2. Examining the strategic HRM in relation of the changing effects of a business organization.
The auto mobile industry will result in opportunity to change and shape the fundamental
restructuring. The organizational changes affect the HR policies, strategies in the department, as
the organization undergoes constant growth and development. The cars of the Aston martin are
fully electrified, autonomous, shared and connected. By taking the less time and space exhaust

the fumes of the noise and build the sustainable environment. With the fully electrified and
autonomous feature of the cars will change the HR practices followed within the company
externally. Furthermore, there are various factors through which the changes take place in the
industry due to electrification, hybridization, downsizing, a down speeding. All these factors will
change the policies and strategies of the industry as a whole for HR managers (Gedam and et.al.,
2021). HR manager will employee the workforce according to the changes and according to
requirements of the skilled workforce in the auto-mobile industry. Also, the new working
environment will change the nature of work and employment practices by HR with the social
security, paid leave.
With all these factors the mobility will change, according to the changes the personal
mileage of the vehicles will also change, which result in increase in the inventory. technical up-
gradation and globalization affects the major in the organizational change, which affects the HR
practices, skills, knowledge and policies at the large extent (Hamza and et.al., 2021). With the
improved technology the HR department makes the practices more efficiently but if technology
is not used properly will result in increase in in competencies and downfall.
3. Evaluating the role of recruiting and retaining appropriate employees from the available labour
market
The goal of Hiring process identifies and attracts the workforce which have the best mix
of the skills, attributes for the available job. Employees recruitment and retention is very
important for the growth of the organization and success. In the recruitment process HR
department comes across with the wide range of the individual having different physic, attitude,
beliefs. The role of the recruiting and retention in an auto mobile industry is being tracked by the
various forces. Candidates who are money focused must be tracked by the HR manger, the
individuals who are motivated by only money must be switched fast.
When the employee resigns from the current assignments, it is the responsibility of HR
manager for finding out the main reason which induces employee in resign from the industry.
The employee role of recruitment is important in the industry as it helps in building the
relationship with the various universities, and colleges for finding the new talents because it
creates the strategic capability though attracting the skilled, committed and motivated
employees in the industry (Idowu, A., 2017). For example, by implementing different strategies
based on the development and the performance improvement, will help in retaining the

employees in industry very easily. Also, the role of recruitment helps in maintaining the
employees in the industry as the HR attempts in meeting the needs of training, development,
providing incentives and motivating the personnel for achieving the organizational goals. Also,
the right recruitment of workforce helps in selecting the qualified personnel for the job, as by
finding the best sources, hiring the best talents and keeping the competitive advantage will
provide the ability to retain the best of the employees in the company.
Mangers of both the service and the production sector realize the individual ensuring the
perpetual existence (Knezović, Bušatlić and Riđić, 2020). The retention of the employees
properly depends upon the proper selection and recruitment which supports the ultimate
retention. Managers and leaders of the company will invest in the development practices for
enhancing the job performance.
4. Investigating the external and internal factors affecting HRM decisions making which support
the organizational development.
There are various factors from which the company gets affected and result in change in
the policies and practices in the organisation mainly includes the Internal factors affecting the
HRM affects the level of growth due to increase in the level of the growth and the rapid
expansion affects the industry internal operations. The company is experiencing the aggressive
growth and rapid expansion require the HRM department to focus on its recruitment and staffing
policies. For this the company is having the greater focus on the retention and improving the
corporate culture (Aston Martin SWOT & PESTLE Analysis, 2020). the auto mobile industry may
have the downsizing factor which results in losing the competent workforce,
External factor affecting the Aston martin also includes the political factors as the
company is currently meeting up and seeking the financial help in the down times. for this the
companies of UK mainly depend on government for meeting the short term financial help.
Furthermore, the economic factors have impacted the industry negatively, by decreasing the sales
of the cars. Along with the social factors the company faces economic downturn where people
are considering those luxury goods which are operating with the corporate social responsibility.
Furthermore, with the technological, factors the design issues has been raised in the company,
with the environmental factors the consumer demand more fuel efficient vehicles according to
the saving point of view as well as surrounding (Mazumder and et.al., 2020). with the Legal

factors the company is impacted by the regulation on import, and export of the vehicles.
Compared to UK, taxation policies are lenient in other countries.
The internal factors affecting the Aston martin mainly includes the strength, weakness,
opportunities, threat. Strength of the company is it is considered as the fastest growing brand
globally recognized. The company has been able to increase and attract the new customers 48%.
with the Introduction of the second century plan has aimed at enhancing the ability to enter the
new market and achieve the greater share in the market. The company commands the strong
pricing power with the ability to increase the selling price of the core models. As for instance the
company has introduced the special edition cars using the zagato nameplate, based on the vanish
model platform. From this the industry has built up the strong consumer base Which allows the
in commanding the superior price. Also, the world-class data and engineering speed by executing
ensured that every model consisting of the best designs as well as better performance.
Furthermore, it also possesses high level of the hues pertain expertise, in the conventional
internal combustions engine gen electric expertise. This expertise has helped the company in the
relative operational, financial merit in buying the engines of building the house. Most innovative
technological features are the most prominent strength as the company invests in research and
development on heavily for generating the models. All the models of the company are crafted to
reflect the golden ratio which creates timeless aesthetic.
The weaknesses of the Aston martin institutes the dependence of the supplier consisting
in the limited in numbers, mainly depending on the dealer for the sales and promotion, the
company is also facing the liquidity issues plaguing the luxury car market, furthermore there are
various risks associated with the geographical growth strategy. The different opportunity being
trapped by the industry consisting the transition from the hardware to the software driven
devices, also in modern times the global market of the electric vehicles is rising rapidly (SWOT
analysis of Aston Martin, 2021). Threats being faced by the company mainly includes rise in the
competition in the auto mobile industry, car models high of fuel consumption and the greenhouse
gases emissions, the unpredictable developments is emerging in the market is also regarded as
threat for the company.

PART 2.
5. Applying the HRM practices in the work related context for improvement sustainable
organizational performance.
Job description Documentation for training mangers
Job description: job description is the written narrative document which describes the
individual main duties and responsibilities, the working conditions, general tasks. The job
description is generally developed by conducting the job analysis, which includes the sequences
of the task necessary to perform the job. It mainly includes the job title, job purpose, job duties
and responsibilities, and working conditions . The job description of the marketing manager will
specify the marketing plan for the auto mobile brand, specifies the responsibilities of the
marketing manager, also specifies the requirements for the job.
JOB DESCRIPTION
Job title: Marketing manager.
Job location: London, UK.
Job summary: For managing marketing budgets and analysing trends.
Reporting to: Managing director.
Reporting for: Marketing assistant.
Working with: Managing director and all the employees.
Working conditions/ hours: Flexible 20hours per week, 3-4 hours per day.
Job duties
 To manage the receipt handling and Managing day to day work of marketing.
 Creating the marketing strategies.
 Monitor market trends, building targeting strategies based on demographic data
 Coordinating all the information regarding marketing.
 Annual marketing and communication plans.
Tools and techniques used: Marketing techniques (ads, email, presentation, SEO, media
marketing, marketing automation)

Job specification for marketing manager
job specification is the detailed description of the role, including all the responsibilities,
objectives ad requirements. It defines the knowledge, skills and the abilities, that are required to
perform a job in the company.
JOB SPECIFICATION
MARKETING MANAGER
Description: The marketing manager is responsible for overall management of the
marketing management.
Experience/skills
 At least 5 years of administrative experience in marketing.
 Marketing qualification, excellent Microsoft skills.
 Supervising the staff.
 Communication, writing skills and networking ability.
 Experience in digital marketing.
Education: Bachelors in marketing, Masters in marketing required.
Recruitment and selection process followed by the company
For ensuring the market growth of the Aston martin the organization constantly needs the
talented executives for managing the challenging situation in the industry (Recruitment &
Selection Process, 2021). The recruitment and selection process of the company is built on the
strong foundation and the objective for employing the right person at the right job.

Identifying the job vacancies: This is the first step where identification of the
requirement of any employee for the present and the future needs, along with
understanding the client requirement for the cars.
Advertising the job: The HR manager will advertise the job vacancy on the various
portals, websites.
Sourcing of profile, mapping position, and Managing the response: The sourcing of
the profile will be done along with mapping the position in auto-mobile industry, for this
The HR manager receives the number of resumes, from the information he will manage
to shortlist according to the qualification required for the job.
Arrange and screening the interview by short-listing candidates: Those candidates
selected will be called for the interview and elected depends upon sustainability. The
interview held in this step for the interviewee then the candidate screening will be done
on the basis of the interview.
Selection test: This test plays a major role in selection and recruitment. The employee
will be selected on the basis of the ability, skills, knowledge and qualification
Facilitating Selection interview: Face to face interaction with the employees is done,
where the interviewer tries to obtain the information about the abilities and further details
for appointing the right person on right job.
The post interview decision will be made, the auto-mobile company will decide that the
candidate is suitable for the job opening, post interview the company recruiter will keep
in touch with the candidate for conversing the feedback and the decision made.

company performance management and reward system
Company performance management is a technique used to describe the various
methodologies which is involved in aligning the organizational strategies and goals with the
plans for executing the success of the company. The auto-mobile company is using the
performance management system for developing the human resource which aims in contributing
towards organization success. The performance management is divided in planning the policies
for increasing the employee’s performance, moving towards improving the performance,
reviewing and appraising the employee performance (Hamza and et.al., 2021). The various
performance management techniques used by the auto-mobile industry for achieving and
improving the performance of the company includes.
360-degree feedback approach this tool is used by the mangers in order to oversee the
reports of the team members for ensuring the concerns, praises, and claims made for addressing.
This performance management technique is used to modernize incentives, starts from building a
holistic view of the entire customer journey. This technique is used by the company for
identifying assessments, amount of developments required, line managers rating, global self-
efficiency rating. Further, rating helps in providing the greater insight and understanding the
values which are important for the industry success (Pageni, 2021). The structural equation
modelling is also used by the auto-mobile company for measuring the cause and effect
relationship of the gathered data and its aptness. This helps in identifying the compatibility of the
model. It also evaluated the data by using the chi square tests.
The various reward systems used by the auto mobile industry for appraising the
workforce mainly includes the Monetary rewards system concerning the annual bonus for
encouraging the healthy competition between the workforce (the cash awards, profit sharing
plans (Idemobi, Ngige and Ofili, 2017). non-monetary rewards (satisfies the psychological desire
for recognizing the efforts). Employee assistance program (designed for helping the human
resources for achieving the greater work life balance and supporting the employee health) and
employee recognition program (designed for recognizing the effort towards contributions and
accomplishment).

Reviewing organization current approaches and effectiveness of the employee relation and
employee engagement.
Organisation effectiveness is the primary function for the employee engagement.
Employee engagement creates the positive corporate culture for motivating the employees and
engaging the workforce for taking the positive approaches, initiatives or developing the
reputation of the company (Noorazem , Sabri and Nazir , 2021). In the company the employees
are actively engaged and passionate about the work and the roles, as the workforce in the
company are fully motivated and committed for achieving the Aston martin mission that is “for
creating the products and experiences with a common passion for perfection”.
CONCLUSUION
From this report it can be concluded that Aston martin the luxury brand has symbolized
with the power, performance, beauty, elegance, sophistication, mainly designed with standard of
styling and design. Human resource management is the very important internal function for the
organization which helps in maintaining the employees effectively which enhances the
organization for maintaining the healthy workplace culture and environment. The HRM
contributes in the performance appraisal and towards sustainable performance because it adds the
value to the auto mobile industry by ensuring the workforce required with right competency and
skills, it also helps in recruiting and retaining the employees by maintaining the needs of
training, development, and providing proper incentives. The company has also overcome with
various factors and adopted various approaches for these factors which results in their strengths.
By using various documentation such as job description and specification helped in training the
workforce assigned. Aston martin has also adopted various reward and performance management
system in order to manage the performance in the organization and appraise the workforce for
contributing better performance.

REFERENCES
Books and journals
Agozzino, J. P., 2020. Accomplishing a One Team Mission in Automotive Manufacturing
Companies (Doctoral dissertation, Bowling Green State University).
Ahmad, A., Khan, M. N. and Haque, M. A., 2020. Employer branding aids in enhancing
employee attraction and retention.Journal of Asia-Pacific Business. 21(1). pp.27-38.
Gedam, V. V. and et.al., 2021. Sustainable manufacturing and green human resources: Critical
success factors in the automotive sector. Business Strategy and the Environment. 30(2).
pp.1296-1313.
Hamza, P. A. and et.al., 2021. Recruitment and Selection: The Relationship between
Recruitment and Selection with Organizational Performance. International Journal of
Engineering, Business and Management. 5(3). pp.1-13.
Hamza, P. A. and et.al., 2021. Recruitment and Selection: The Relationship between
Recruitment and Selection with Organizational Performance.International Journal of
Engineering, Business and Management.5(3). pp.1-13.
Idemobi, E., Ngige, C. D. and Ofili, P. N., 2017. Relationship between organization reward
system and workers attitude to work. Journal of Business and Economic
Development. 2(4), p.247.
Idowu, A., 2017. Effectiveness of performance appraisal system and its effect on employee
motivation. Nile Journal of Business and Economics. 3(5). pp.15-39.
Knezović, E., Bušatlić, S. and Riđić, O., 2020. Strategic human resource management in small
and medium enterprises.International Journal of Human Resources Development and
Management. 20(2). pp.114-139.
Mazumder, L. K. and et.al., 2020. MODERATION EFFECT OF ORGANISATION CULTURE
BETWEEN HRM PRACTICES AND ORGANISATION PERFORMANCE IN
AUTOMOBILE INDUSTRY. International Journal of Management (IJM).11(6).
Noorazem, N. A., Sabri, S. M. and Nazir, E. N. M., 2021. The Effects of Reward System on
Employees' Performance. Jurnal Intelek. 16(1). pp.40-51.
Pageni, S.,2021. Job Attitude and Education Attainment for Professional Identity. International
Journal on Integrated Education. 3(11). pp.129-133.
online
Recruitment & Selection Process. 2021. [Online] Available Through:
<https://www.hr.iastate.edu/employing-units/recruitment-selection>
Aston Martin SWOT & PESTLE Analysis. 2020. [Online] Available Through:
<https://www.swotandpestle.com/aston-martin/>
SWOT analysis of Aston Martin. 2021. [Online] Available Through:
<https://www.marketing91.com/swot-analysis-aston-martin/>
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