HRM Report: Aston Martin Lagonda - Functions, Practices, and Impact

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Aston Martin Lagonda Holding plc, a British luxury sports car manufacturer. The report begins with an introduction to HRM, highlighting its purpose and functions, followed by an overview of Aston Martin. Task 1 focuses on illustrating the purpose and functions of HRM, emphasizing its role in enhancing productivity and retaining the workforce, along with managerial functions like planning, organizing, directing, and controlling. The report then analyzes the strengths and weaknesses of different recruitment and selection approaches, including internal and external methods, interviews, and presentations. Task 2 evaluates the benefits of HRM practices, such as recruitment and selection, training and development, performance strategies, and conflict management. It also assesses the effectiveness of HRM practices in raising organizational profit and productivity, covering employee engagement, training, appraisal, resource utilization, and decision-making. The report further explores the key elements of employment relations and the impact of legal rules on HRM decision-making, and concludes with an application of HRM practices in a work-related context. The report aims to provide insights into how HRM strategies contribute to the success of Aston Martin.

Human Resource
Management

Table of Contents
Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................2
TASK 1............................................................................................................................................2
P1. Illustrate the purpose and functions of Human resource management.................................2
P2. Analyse strength and weakness of different approaches of recruitment and selection.........2
Task 2...............................................................................................................................................5
P3. Evaluating benefits of HRM practises in organisation.........................................................5
P4. Evaluate the effectiveness of different HRM practise in terms of raising organisation
profit and productivity................................................................................................................6
Task 3...............................................................................................................................................7
P5. Importance of the key elements of employment relation and impact upon human resources
management decision making.....................................................................................................7
P6: Legal rules and compliances impact on HRM decision-making.........................................8
Task 4...............................................................................................................................................9
P7. Application of Human Resources practises..........................................................................9
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The Human resource Management is most essential part of any business or organisation,
it helps to manage employees, forming policies, hiring, provide training and management and
other internal activities to creates positive work environment (Boella and Goss-Turner, 2019).
The role of human resource department enhance to performs better to overseeing aspect of
employment. To handle such as compliance with labour laws with employment standards,
administration of employee benefits, handle employees files within the requirement for future
references.
To select the organisation for this following report, Aston Martin Lagonda Holding plc
where British independent manufacturer of luxury sports cars and grand tourer. It was founded in
1913 by Lionel Martin and Robert Bromford. The company revenue is pound £997.3 million
along with number of employees 2,450 around globally (Banfield, Kay and Royles, 2018). In this
report, it covers functions and purpose of HRM workforce planning and resourcing, strength and
weakness about different approaches of recruitment and selection. Different benefits of HRM
practises within an organisation for both employee and employer. The effectiveness of different
HRM practises in term of raising profit and productivity. Different elements employment
legislation and the impact it has upon HRM decision making. Different application of HRM
practises in work related context by using examples.
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MAIN BODY
TASK 1.
P1. Illustrate the purpose and functions of Human resource management.
Human resource management is depicts about modern approaches to handling people
within workplace and enhance to focuses on acquisitions, development, utilisation in company.
As per following purpose of HRM is demonstrate within context of Aston Martin are:
 Enhance better Productivity: The HRM makes sure about right amount of quality
workforce and generates opportunities to them so that they could easily meet their goals
(Boon and et. al, 2019). In the Aston Martin, their Human resource creates workplace
policies as well as provide positive working environment to motivates employee's
performance.
 Retaining Workforce: It also comprise to monitor the company towards longer period in
term of retaining work that helps to accomplishing goals effectively. To the context of
Aston Martin, by providing rewards, fair appraisals and other benefits along with provide
within many benefits.
Functions of HRM:
 Recruiting and Selecting: This is a core or main function where enhance to right
employees towards right position that helps to filling up in organisation. In context of
Aston Martin, it is first process to enhance recruitment and selection to seeking potential
candidate who is eligible enough to provide individual job as per requirement.
 Training and Development: This is also enhance main feature to provide training
unskilled employees for developing their major skills and other attributes that helps to
better attain competitive advantages (Brewster, Mayrhofer and Farndale., 2018). For
company Aston Martin, the function facilities the employees which will helps to leads for
accomplishing objectives. The motive of conducting training and development is to
provide essential base learning tips and increase manpower efficiency so, they can attain
better outcomes for organisation.
Managerial function of HRM:
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 Planning; This is one primary function where the number and type of employees needed
to accomplish organisational goals are determined. Research forms core Human resource
management are tend to planning also helps to reduce the uncertainty factor.
 Organising: It is task oriented important step which is allocate by every member as per
their skills and activities that integrated towards common goals.
 Directing: As per this factor of managerial function is concerned employees enhance
their work on different level and contribute maximum organisation goals.
 Controlling: According to this function of Human resource management to directing
performance which is checked and verified through compared goals.
Evaluation
As per above major function of managerial enhance HRM to conduct activities in
compliance oriented manner. In perspective of Aston Martin company, these four function helps
to systematic function where employees get to accomplish outcomes and increase employees
productivity.
P2. Analyse strength and weakness of different approaches of recruitment and selection.
As many company having their different recruitment and selection process, through
different practises each management practises allows to perform to create better facilities through
enhance certain benefits. Within the context of Aston Martin, there are two methods of
recruitment and selection which flows internal and external approaches to be required:
Recruitment
It refers about the first process that is complete by human resource where they selects
right candidates to create proper process in organisation perspective. Some of important
approaches of recruitment are as follows:
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 Internal Approaches: In the organisation where they are certain method that assort to
follow through human resource of company that concern within many methods. This
method only assort to seeking recruitment in internal premises. There is other transfer
which involves process of moving the existing process of moving to other place of
organisation in vacant position (Flynn, Valentine and Meglich, 2021). In the context of
Aston Martin, process increases the factor motivation about better confidence among
employees.
 External Approaches: This method of recruitment that deals in external process which
is accomplish through human resource the employees where existing and new one
people are hired in organisation. Aston Martin is approach external way to recruitment
that related towards into organisation to search job and it enhance to applicable both
skilled and unskilled employees (Hitka and et. al., 2019). This operate to handle for
recruit manpower is to scrutinize reference for job seekers. In context of Aston Martin,
it mainly provide opportunity towards organise which share their experience using skills
and attributes. The weakness of this approaches which it involves high cost incurred
along with time the right employees.
Selection:
It refers the right person after right person the process of recruitment and this is important
element to enhance function of human resources to undertakes. The following approaches to this
are as follows:
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Illustration 1: Recruitment, 2020

 Interview: This is main method of selection process about include selecting the right
person for vacant post and that leads to employee right employees. This includes the
conversation between top authorities for employer towards selecting jobs. The main
steps which assort by manager or top management and deals in proper interview methods.
In perspective of Aston Martin, their human resource department opted different styles of
interview for selected applicants from various sources like Telephonic, Video
conferencing and face to face interview (Lee and et. al, 2019). The weakness is that
require which creates efforts and time consuming each employees.
 Presentation: It concern with providing proper presentation towards employees and
effective deals with having certain process of analysation about better knowledge and
skills about employees. This enhance some important aspect where HR manager uses to
mapped individual presentation skills during process of interview. For Aston Martin
perspective, it helps to accomplishing to better objectives management to easy workforce.
The negative point of this process to involves lots of time to prepare the presentation for
employees.
Task 2.
P3. Evaluating benefits of HRM practises in organisation.
The human resource practises refers to those which helps to develop quality leadership of
staff for human resource personnel. This can develop from extensive motivation practises
through training about certain courses, improvising skills, allot valuable resources and
development of good relations between employees and employers. There are some practises
which comes under human resources are:
 Recruitment and Selection: These two aspect are plays an important role to conducts
their major roles and function through advertising vacancies, better sponsoring in
colleges and universities fair etc. It is important to select right candidates from activities
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in helps in findings correct person for scrutinize better or suitable job profile and selected
desired ones (Liu, Qingqing and Liu, 2021). In context of Aston martin perspective
recruitment and selection to enhance better higher capabilities and morale of employees
performances.
 Training and Development: This is part of Human resource which creates to develop
workforce improvement. It majorly focuses on skill development where younger person
is learning outcomes base. For Aston Martin perspective, their human resource
management is allows training and development to employees for enhancing towards
company goals. In context of Aston Martin company where employees need training to
improvise their skills in market.
 Performance strategy: The manpower of efforts where they putting their effective
contribution to enhance their work in positive level. Human resource department is tend
to responsible for measuring where work efficiency and designing productive
performance strategy. For Aston Martin productive performance strategy allows different
form of brilliance work that increase efficiency.
 Conflicts Management: The conflicts is enhance between two parties which creates
employee efficiency that stakes of number of people increase in place. It enhance the
chances of disputes due to disagreement of depending significant circumstances (Nieves
and Quintana, 2018). In Aston Martin, human resource department is undertakes all
responsibilities for better resolve their situation base in effective manner.
P4. Evaluate the effectiveness of different HRM practise in terms of raising organisation profit
and productivity.
In every organisation, this creates necessary to effective monitor and control where
working procedure that conducts major situation on daily basis. The manager and leaders are the
ones who effective guide and motivates that enhance high motivate factor. To the situation of
Human resource department helps to improve where the uncertainty to increase better amount of
profitability as well as productivity. In context of Aston Martin, there different practises guides
to creates systematic work influence for attain positive outcomes. Some of practises that creates
to influence better productivity :
 Employee Engagement: According to this source where human resource implements
to company that faces less productivity. This activities held to motivates employees and
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reduce the work stress by create effective involvement to high challenges for major
improvement. Similarly, Aston Martin human resource management is also arrange
employment engagement activities that creates positive outcomes towards long term
stability.
 Training and Development: To develop or improve skills and knowledge it is one of
most important human resource department. This is an specific to conducts where it
majorly works on less productivity skills, staff interaction generates dissatisfaction
which causes high challenges (Papa and et. al., 2018). These challenges can creates
long time for improvement in employees that increase individual efficiency.
 Appraisal and Recognition: It is one important towards effective human resource
practises that leads towards some executives which helps to add for increase value that
staff for maintain performance sheets. The work role of human resource to provide
appraisal to potential candidate who contribute to scrutinize positive outcomes.
 Optimum utilisation resources: For employees working role resources plays an
important role to support for accomplish task objective done in effective manner. The
human resource manager is allows to provide valuable resources to employees where
they can attain positive outcomes for organisation.
 Effective Decision making process: As human resource manager it is must to creates
better decision making to attain work better outcomes reached in effective manner. In
organisation like Aston Martin is automotive venture and HR department uses to
concerned within other department for enhancing better decision making in productive
way.
Evaluation:
In above different practises of human resource in context of Aston Martin company
which allows to creates work in systematic work. Forming policies, training and development,
performance appraisal along with effective decision making to creates better work decision for
attain expected outcomes. All these practises creates a major role to improvise the systematic
work in Aston Martin that scrutinise positive working outcomes.
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Task 3.
P5. Importance of the key elements of employment relation and impact upon human resources
management decision making.
The term Employment Relation is depicts about relationship between employees and
employers (What are Employee Relations and Why Are They Important, 2019). There is
importance of employee relations are important towards organisation because it help
organisation to be able form good relations within employees. The importance of employee
relation of HRM decision making as follows in context of Aston Martin company:
 Empowerment of employees: When good relation are enhance to formed within the
employees towards organisation, where they are automatically empowered being part of
decision making process (Ren, Tang, and Jackson, 2018). Thus, it can leads towards an
influence in human resource management decision making in Aston Martin on which HR
manager allows to worker for undertaking their own decision making. Improvement in Morale: The forming of good relation with employees is helpful where
employers guides and motivate them which increase their efficiency or morale of
workers. In situation of Aston Martin company, the improvement of employees morale is
create high expectant from human resource department. Employee Satisfaction: The good relation within workers is crucial from the point of
view organisation to effective enhance better employee satisfaction. It leads to developed
for create human decision making in Aston Martin to as HR department which will
ensure for satisfied employees in decision making employee.
 Employee Productivity: When a good relation that formed with the employees in
organisation that can leads to an enhancement within workforce productivity level. The
human resource department enhance create better decision making process in terms of
accomplishing objectives and goals. To setting up bar where human resources department
where better implementation in decision making as taken.
 Reduction of conflicts: Within the good relation between superior and employees in HR
department the conflicts enhance to reduced. Therefore, Aston Martin company is ensure
that Human resource department that creates better decision is influenced (Sekhar,
Patwardhan and Vyas, 2018). If there is less conflicts which Human resource manager
that attain better position and effectively consultation with employees of organisation.
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Evaluation:
Through above employment relation within Aston Martin company where employment
relation creates positive outcomes in terms of better coordination within other employees. Thus,
employees and superior better relation can reduce all grievances to attain profitability easily.
P6: Legal rules and compliances impact on HRM decision-making
Employment Legislation Act 1996-
According to this Act by parliament of United Kingdom in year 1996. It is one of most
important acts which determines the various right of employees in organisation for which they
are commence working. The different elements about act that influence they put on decision
making.
 Employment Contracts: According to this act, it is an organisation where it presumes
where to provide employment where contract within workers. Thus, the Human
resource department Aston Martin is needed to undertakes decision where workers
contracts attain systematic workers.
 Leave Policy: In this act it has strict provision where it regarding leave policy of the
workers in organisation. In perspective of Aston Martin, where HR department follows
strict compliance that ensure about to provide leaves to employees.
 Redundancy: It refers about stats where manpower is not useful for organisation, this
act can only implies when HR department wants to remove one of their employees due
to redundancy to effectively consider legal rules and regulations.
Employees Relation Act 1999
 Trade Union Recognition: This act is depicts for recognition for trade union (Stewart,
and Brown, 2019). Therefore, about human resource department about Aston Martin is
essentials to consider where they decision regarding trade unions in company.
 Industrial Action : As per this act provision for industrial action. In Aston Martin where
HR department that has into action consideration which the industry is taking in laws.
Task 4.
P7. Application of Human Resources practises.
Job Advertisement
Operation Manager Required
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A Aston Martin Company, it is a leading British multinational company that requires
Assistant Finance Manager for Yorkshire Branch Office in London, United Kingdom. The
applications are invited through Jobseeker.com where individuals looking to prove the worth is
high competitive in Business. The details of the job role is highlighted in below:
Designation: Operation Manager.
Desired Experience: Applicant must have experienced of 3-5 years in core operation field.
Monthly Remuneration: 75,000 pounds per month with allowances initial.
Location: Yorkshire, London, United Kingdom.
Education Credentials: Candidate must known about operational and financial process in
Automotive industry.
(Eligible candidates are required to appear in the interview with proper Resume and other
documents supporting their candidature for the position.)
Dress Code: In formal with proper grooming.
Date and Time: 20 March, 2021. (1600 hours).
Regional Head of Human Resource Department,
Aston Martin Group Company
Job Description
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Operation Manager
Office Report to: Firstly, select candidate need to report the General Manager on joining date.
Job Overview: The job role of Operation Manager to make handling overall resources, raw
material records, maintain all labour work as per compliance manner in Aston Martin's Factory.
Job Responsibility:
 Collecting and analysing the Operational information.
 Predicting the future needs in terms of budget for resources and raw materials.
 Making of important policy, strategic planning and work decision.
 Must assist to Human resource department at the time of hiring process.
 To ensure about work must regulates as per legal and recording of employees record on
daily basis.
 Support worker/labours through better communication skills in organisation.
 Forming better long term business plan.
Qualifications:
 Must clarity the basics in management, operational and quite financial knowledge.
 Candidates must have Post Graduate in Operation Field.
 Should having an Analytical mind.
 Must have ability to building better relationship among managers, partners and
employees.
 Effective Negotiation skills and ability to maintain the relationship with vendors and
other working relationships.
 Excellent Communication skills- Written and Oral.
 Should be aware about the stock and financial market.
Regional Head of Human Resource Department,
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Aston Martin Group Company
Offer letter:
Offer Letter
Dear XYZ,
We, Aston Martin plc are happy to inform you of your selection for the post of Operation
Manager in Aston Martin Office Store Branch, Yorkshire, London, United kingdom. We hope
that you will put a strong impression on our business wellness as well as on interviewer minds
who were there your interview round with effective talent and skills which you have reflected to
us.
You will be taking charge in a position which allows you to display your Financial and
Operational skills in a better manner. We are confident that you will be able to display your
talent in this position and justify yourself.
Some of the details regarding the job role are as follows-
Position- Operation Manager
Location- 235, Harvard Street, Yorkshire, London, United kingdom.
Work Hours- 8 hours per day.
Monthly Compensation- 75,000 pounds per month + Added allowances.
We hope that other terms and conditions have been communicated to you by the HR
team during your interview process. If you choose to accept this letter, kindly sign it and
provide it to the HR department.
Regional Head of Human Resource Department,
Aston Martin Company
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CONCLUSION
It is inferred from above human resource management summarised where all business
concerned that all business have common human resource department that assists to bridging gap
among better performance of workforce. Main aim to managing of human resource is an
enterprise that enables to increase well productivity and efficiency in management leads to
accomplish objectives. Practises that involves recruiting, training and development are adopted
to effectively managed people at work. Overall types of employment legislation are applied
manager for developing productive work environment elevates business growth. Human
resources management practises when applied in organisation leads to hiring for potenial
candidates. At last there is overall structure formed to assign Job description, Job role,
specification along with offer letter.
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Online
What are Employee Relations and Why Are They Important. 2019. [Online]. Available through:
<https://blog.smarp.com/what-are-employee-relations-and-why-are-they-important>
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