Aston Martin HRM: Job Description, Recruitment & Performance Review

This report provides an overview of Human Resource Management (HRM) practices, focusing on a marketing manager position at Aston Martin. It includes a detailed job description and person specification for the role, followed by a recruitment and selection process flowchart tailored for the organization. The report assesses Aston Martin's performance management and reward systems, highlighting the use of 360-degree feedback and key performance indicators (KPIs). Furthermore, it reviews the company's approach to employee relations and engagement, suggesting improvements to strengthen these areas. The analysis emphasizes the importance of effective HRM practices in attracting talent, managing performance, fostering positive employee relations, and driving business growth at Aston Martin.

HRM Practices (Part 2)

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
A job description for the position of Marketing Manager......................................................3
A person specification for the position of Marketing Manager.............................................3
A recruitment and selection process flowchart to be used by this organization in future......4
An assessment of your selected company’s performance management and reward systems
with examples.........................................................................................................................6
A review of the organisation’s current approach to and effectiveness of employee relations
and employee engagement and how this could be further strengthened................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The portfolio is based on HRM practices in which job description and person specification
for the position of marketing manager are determined. It also covers the process of recruitment
and selection that can be used by organisation in future. Further, the portfolio includes the
performance management and reward system of Aston Martin and also the approaches related to
employee relations and employee engagement are explained.
TASK
A job description for the position of Marketing Manager
Job Description
Position: Marketing Manager for Aston Martin
Job Title: Marketing Manager
Hours: 8 Hours per day
Accountable to: Managing Director
Location: Aston Martin, UK
Job Summary: The role of Marketing Manager is to create awareness by developing
marketing strategies that fulfil the customer needs and enhance the profit of organisation.
Main Duties and Responsibilities:
 The Marketing Manager has to focus on defining and managing brand which leads to
increase in growth.
 Marketing Manager has to formulate strategies for pricing that helps in maximizing the
profitability and market share of company.
 They are responsible for creating and developing promotion with manager of
advertising.
 Analyse the demand of product or services in market.
A person specification for the position of Marketing Manager
Person Specification
Position: Marketing Manager for Aston Martin

Requirements Essential Criteria Desirable Criteria Assessment Method
Educational
Qualification
Master’s in Business
Administration in
marketing and sales.
Certificates in any
Marketing
Campaign
Application Form
Certificates
Experience 4 years
Skills, Knowledge &
Abilities
Creativity and
innovation skills that
helps to create an
opportunity for
establishing new ideas.
Interpersonal skills;
could develop a strong
working relationship with
each employees as it
benefits the organisation.
Communication skills
must be effective that
helps in convincing the
customers and influence
their purchase decision.
Highly organized; Can
work under pressure and
also accomplish their task
on given time period.
Application Form
Interviews
Presentation
A recruitment and selection process flowchart to be used by this organization in future
The recruitment and selection firstly begins with identifying the staffing need within
organization. Through identifying the staffing need, employment department finalize the audit
budget with HR officer of Aston Martin and seeks approval from top authority. After getting

approval, HR plans for promoting the vacant job position through advertising or any other
promotional tools so that they can provide information of job position (Barrena‐Martinez, López‐
Fernández and Romero‐Fernández, 2019). The promotion techniques help in gathering resumes.
The resume can be collected through online or offline platforms. It is the responsibility of HR
recruiter to identify the suitable candidate who meets the expectation. After reviewing the
resume, the interview of employee must be conducted via online mode of face to face round. The
candidate also has to pass the written test before appearing for interview. When the candidate
passed the first round of interview, second round must be held in order to identify the
performance and experience of employee. The second round includes the questions related to the
job position and also their knowledge and efficiency is analyzed. The interview is conducted by
higher authority and also they discuss about the pay range. After the interview, if candidate get
shortlisted they are welcomed by manager in organization and also their on-boarding program is
organized for making them familiar.

An assessment of your selected company’s performance management and reward systems with
examples
Performance management is a function of human resource management in which they
ensure that their employees contribute with full potential and enhance the productivity of
business (Marrucci, Daddi and Iraldo, 2021). Aston Martin also focuses on managing the

performance of employees by offering them training and development so that staff can gain
knowledge and also learn something new. It helps in encouraging them due to which they give
better result to organization and also participate in business activities by sharing their ideas and
opinions (Korff, Biemann and Voelpel, 2017). There are various tools of performance
management but Aston Martin implements 360 performance and key performance indictor to
measure the performance of staff. Through 360 degree feedback, Aston Martin collects feedback
from supervisors, colleagues, managers and customers for analyzing the performance of
employees within organization. The tool helps in simplifying the review process and also
company can avail various reviews for staff. They also focus on implementing key performance
indicator in which organization identifies different ways to measure the performance of
individual. Key performance indictor is a type of software which helps in making better decision
and also enables performance conversations which are data-driven and rich.
The reward system of Aston Martin generally focus on providing monetary as well as non-
monetary benefits to employees in order to make them engaged and motivated while working. In
Aston Martin, the reward system is based on the overall performance of organisation, if company
perform well in market they also share benefits with employees (Cunningham, 2016). The brand
pays for hard work and good performance. They provide pension facility, paid time off and
maternity leave, adoption leave and various other benefits to staff. Aston Martin ensures that
their employees must remain happy while working with brand.
A review of the organisation’s current approach to and effectiveness of employee relations and
employee engagement and how this could be further strengthened
The human resource department of Aston Martin ensures that their must be positive and
healthy relations among employees so that they can achieve the common goals in effective and
efficient manner. It is important for Aston Martin to enhance the engagement level of employees
so that they feel motivated and valuable. In organization, employees have positive working
environment where they work and spend their time happily (Westerman and et. al., 2020). In
order to strengthen the employee relations within workplace, Aston Martin must offer career
development organize social activities, collect feedbacks and also promote healthy work life
balance. Through managing employee relations, they can collectively work together and also the
conflicts within workplace reduce (Browne and et. al., 2016). Effective employee relation helps
in increasing the productivity and performance of business due to which company can gain

competitive advantage in market. A good employee relation also helps in increasing the morale
of employees due to which they feel more engaged in their work.
Employee engagement also plays a significant role in enhancing the performance of Aston
Martin. In company, HR measures that their staff must engaged in their work and give their best
performance in accomplishing task. The HR focuses on putting everyone in right role by
identifying their interest and skills. They also organize training and development program for
their employees in order to enhance their knowledge, competencies and skills. The employee
engagement can be strengthen by collecting feedback, recognize the efficient performer, supply
right tools and give attention to each employee (Knezović, Bušatlić and Riđić, 2020). It is
essential for Aston Martin to increase the engagement level of staff within organization so that
they can give better customer services and deliver high profitability. It also helps in reducing
staff turnover and improves the efficiency of business.
CONCLUSION
It is being concluded form the above information that it is important to create effective
job description so that company can attract more and more employees towards the brand.
Organisation must focus on hiring right candidate for the job so that they can improve the
profitability and growth of business.

REFERENCES
Books and Journals
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P. M., 2019. The link
between socially responsible human resource management and intellectual
capital. Corporate Social Responsibility and Environmental Management, 26(1), pp.71-
81.
Browne, W and et. al., 2016. Two Key Success Factors for Global Project Team Leadership:
Communications and Human Resource Management. Journal of Information Technology
& Economic Development, 7(2).
Cunningham, J .B., 2016. Strategic human resource management in the public arena: A
managerial perspective. Macmillan International Higher Education.
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.
Korff, J., Biemann, T. and Voelpel, S. C., 2017. Human resource management systems and work
attitudes: The mediating role of future time perspective. Journal of Organizational
Behavior, 38(1), pp.45-67.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human resource
management to the circular economy and performance of environmental certified
organisations. Journal of Cleaner Production, 319, p.128859.
Westerman, J .W and et. al., 2020. Sustainable human resource management and the triple
bottom line: Multi-stakeholder strategies, concepts, and engagement. Human Resource
Management Review. 30(3). p.100742.