Aldi from an HR Perspective
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Added on 2020-06-06
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This article discusses the HRM practices in Aldi for workforce planning and resourcing. It covers the purpose and functions of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of HRM practices, and importance of employee relations. It also identifies the key elements of employment legislation and their impact on HRM decision making for Aldi.
Aldi from an HR Perspective
Added on 2020-06-06
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ALDI FROM AN HR PERSPECTIVE1
Table of ContentsIntroduction......................................................................................................................................3Introduction to Aldi.........................................................................................................................3LO1:.................................................................................................................................................4P1 Explain the purpose and the functions of HRM with respect to workforce planning and resourcing in Aldi.........................................................................................................................4P2 Explain the strengths and weakness of different approaches to recruitment and selection forAldi...............................................................................................................................................5LO 2.................................................................................................................................................6P3 Explain the benefits of different HRM practices within Aldi for both the employer and employee......................................................................................................................................6P4 Evaluate the effectiveness of different HRM practices in terms of raising Aldi’s or the chosen organisations profit and productivity...............................................................................7LO3:.................................................................................................................................................8P5 Analyse the importance of employee relations in respect to influencing HRM decision making for Aldi............................................................................................................................8P6 Identify the key elements of employment legislation and the impact it has upon HRM decision making for Aldi..............................................................................................................9P7 Illustrate the application of HRM practices in a work-related context, using specific examples from Aldi......................................................................................................................9Conclusion.....................................................................................................................................10References......................................................................................................................................112
Introduction Human resource management is all about the process of managing as well as developingthe workforce that is working in the organisation. It is also known by the name of personnelmanagement and must not be overlooked by the company. Rather the managers should focus oncreating competent and skilled employees that are more effective in comparison to competitors(Anitha and Begum, 2016). The present study thus focuses on assessing various concepts ofHRM as a newly appointed manager of Aldi for staff management within its new branch atWembley. Focus is thus required to be given on restructuring the department as a part oforganisational change that is taking place within the frim. Hence, emphasis of the study will thusbe on discussing purpose of workforce planning, approaches to recruitment and selection,benefits of practising employee legislation as well as importance of maintaining good employeerelations. Introduction to AldiAldi is a leading discounted supermarket chain that has a presence of around 7000 stores in over70 nations. The company is headquartered in Germany and it was found in the year 1913 as thatretailer which provides self-service. It has further been operating in UK since the year 1990. Itsoperations are basically based on 3 core values being consistency, simplicity as well asresponsibility (About us, 2017). This thus aids in provision of high quality products to theconsumers that are also at best price. Financial base of the company is also strong enough so asto aid in its growth and provision of excellent work culture to the employees. The company wasfurther given the award of Grocer of the year in 2016 and now it has a presence of 700 storeswithin UK. It has all been possible on account of the hard work and commitment of itsemployees which is also valued by the company and this it offers highest amount of pay as wellas benefits to its consumers (Butler, 2017). The company has further been named as the bestsupermarket employer in Britain. 3
LO1P1 Explain the purpose and the functions of HRM with respect to workforce planning andresourcing in Aldi.HRM plays a very important role in any organisation including Aldi especially with respectto workforce planning and resourcing needs of the firm as it is planning to open a new branch inWembley central. Several roles can thus be played by the human resource manager. Forecasting workforce needs - The need here is to carry out an accurate forecast of thestaff members in form of finance experts, sales agents, front desk staff, accountants,supervisors etc. that will be required in the new branch so as to take steps accordingly.The manager is further required to forecast the employees as per the annual budget of theorganisation as well as long/short term plans (Bolman and Deal, 2017). Recruitment and selection - need is further to decide over the recruitment and selectionprocess by which with candidates will join the firm. This is very essential as if theprocesses are not good enough then inexperienced and candidates will be selected whichwill create issues for the firm in near term future. For example, there can be use ofinternal recruitment for supervisors while other staff members can be appointed throughjob advertisements on website, portals, agencies among others.Orientation - This is also a key function of HRM in Aldi with respect to workforceplanning and resourcing for Wembley branch. The need here is that manager formulatesproper orientation programs and also appoints orienteers for the same so that theemployee is able to adjust with the new environment (Kallio, Kallio and Blomberg,2015). With the help of orientation, the employee should further be made aware about theduties and responsibilities so that he can work actively within the organisation. Training - Training function is also required to be performed by the organisation so as toensure that employees get properly skilled and are also tuned with aims and objectives ofthe organisation. Training in this regard will be different for all staff members. Forexample, supervisors whom have been recruited from another branch of Aldi would bemade aware about the work responsibilities and new roles such as that of trainer. Whileaccountants recruited from outside would be trained in their work role andresponsibilities. 4
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