Government Guidelines for Employee Recruitment

This assignment focuses on government guidelines that organizations must adhere to when recruiting new employees. It emphasizes how these guidelines positively influence Human Resource Management (HRM) decision-making processes. Students are expected to analyze the provided text, which includes references to relevant books and journals, and demonstrate their understanding of the topic.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of human resource management.......................................................1
P2 Strengths and weaknesses of various approaches of selection and recruitment....................3
TASK 2............................................................................................................................................4
P3 Benefits of various human resource practices for employee and employer..........................4
P4 Effectiveness of various HRM practices in terms of raising profits of organisation.............5
TASK 3............................................................................................................................................6
P5 Significance of employee relations in influencing decision making related with human
resource management..................................................................................................................6
P6 Main factors of employment legislation and its impact on HRM decision making..............7
TASK 4............................................................................................................................................8
P7 Application of human resource practices in a work related context......................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is important concept which includes the function related to
effective management of employees within the organisation. This function is provided by the HR
department in organisation. There are many other functions which are need to perform by this
department in organisation. Such different function includes appraisal of performance,
recruitment and selection of employees, development of training programmes etc. Through this
large number of benefits are gathered by the organisation like higher participation of employees,
effective accomplishment of targets, less staff turnover etc. It helps the manager of organisation
is to motivate the employees to perform will in organisation. ALDI is multinational grocery
retailer which provides their products and services in all over the world (Allen and et. al., 2011).
In the present report explain about, functions and purpose of human resources
management, application of the approach of recruitment and selection and different strengths and
weaknesses associated with them, Different types of human resources practices and its benefits
to employer and employee. Also, the importance of employee relation in organisation and its
influence in decision making and employment legislations which are need to follow by
organisation.
TASK 1
P1 Functions and purpose of human resource management
Human resource management is one of the important aspect for every organisation to
direct their employees and achievement of organisational objectives within stipulated period of
time. It provides the opportunity to the manager of organisation is to formulate effective policies
and business plans which suits the organisation in most optimum manner. One of the major
benefit which is associated with all such activities is that it helps the employees is to utilise the
given resources at optimum level.
Purpose of Human Resource management
The main purpose behind providence of HRM practices is to bring coordination among
the different employees and department of organisation to achieve their business objectives,

fulfilment of staffing needs and maintenance of employee satisfaction. For effective performance
of their functions HR department of ALDI provide through use of people, technology and
processes which provides full emphasis on internal parts of organisation rather then external
environment. HRM activities helps in selection of the right candidate which provides the support
to the manager of organisation is to use their skills for performance of organisations functions in
optimum manner. It helps the ALDI to attain large number of benefits like competitive
advantage, accomplishment of objectives, higher involvement of employees etc.
Functions of HRM
There are many functions are performed by the HR department of ALDI to make the
organisation more efficient (Functions of HRM. 2017). Such different functions are which are
performed by HR department are mentioned below:
 Recruitment: One of the important function which is performed by the HR department
of ALDI is about the recruitment and selection of candidates in organisation as per their
needs. The main goal of behind the adoption of this process is attraction of the most
qualified applicants. The different benefits which are achieved by ALDI through effective
application of this approach includes reduction the costs of mistakes, motivation of
existing employees and appointment of qualified employees.
 Orientation: It is one of the important programme which is need to provide by all the
organisations to their new employees. It is considered as basic step which help the new
employee to adjust with employer and new job. This programme also provides the
information regarding their objectives and goals to new employees and provides direction
which contributes in achievement of long and sort term goals.
 Maintenance of good working conditions: It is the obligation upon the human resource
department of the organisation is to build positive working condition in organisation
which motivates them to work hard for accomplishment of desired objectives. This will
provides the opportunity to build good relation between the employees which bring
effective communication and coordination in their activities (Armstrong and Taylor, 2014
).
 Management of employee relations: Another function which is need to perform by the
HR department of ALDI is to application of effective strategies and approaches which

helps to build good relation between the employees. In this regard, activities are
organised which helps to know the employee at personal and professional level.
P2 Strengths and weaknesses of various approaches of selection and recruitment
Recruitment and selection is two different approach which is used by the HR manager of
ALDI to appoint the skilful employee within the organisation. It helps to do better workforce
management as per the need of different departments in organisation. Appointed of the talented
employees with the organisation also motivates the other employees is to learn form them and
contributes their efforts in the success of the organisation.
Recruitment approaches
Such approaches are classified into parts which are known as internal and external.
Recruitment is negative process which includes the activity regarding scrutiny of candidates on
the basis of their skills.
Internal approach: In this approach candidates are not acquired from outside sources
and preference is given to the employees which are working within the organisation. The vacant
position is filled through the promotion of their existing employees to the higher position. This
approach helps in saving the time and cost of organisation as they don't need to make to many
efforts in recruitment process. Here, this method also includes appointment of the person which
are recommanded by the employees already working in organisation (Boxall and Purcell, 2011).
Strengths
 It saves the time and cost of management of organisation
 Motivation of the employees as they get the chance of promotion to higher position
Weaknesses
 Not provide emphasis on the appointment of talented candidates
 This will reduce the productivity and profitability of organisation
External approach: This approach includes the selection of candidates from outsider
sources. The different methods which are used in this approach regarding attraction of new
candidates include advertisement in newspapers, online recruitment through use of website and
personal interview etc.
Strengths

 Helps in appointment of the fresh and talented candidates which provides the opportunity
regarding improvement of productivity and profitability
 It helps in saving of the cost regarding training and development programmes as they
have sufficient skills to perform organisational activities
Weaknesses
 This will takes large amount of time in selection of new candidates and involvement of
higher amount of cost
 Demotivation of the existing employees
TASK 2
P3 Benefits of various human resource practices for employee and employer
Human resource management is one of the main and essential part of the company which
is beneficial for them to maximise their profitability and productivity. ALDI is a retail
organisation whose employing large number of employees with aim to maximise sales and
revenues. There are different HRM practices which are determined as below:
Learning, training and development practices: Training and development both are
important part of the company and an individual. With the help of these, they can easily gain
maximum knowledge about business functions and activities. There are some benefits of such
practices to employees are determined as below:
 This practices assist to increase their knowledge and skill on particular matter (Carter and
Liane Easton, 2011). Training is also support to accomplish long term goals and objectives in an effective
manner.
Benefits to ALDI: Learning, development and training also beneficial for the company to
motivate and encourage their employees about its work and performance.
 With the assist of such practices, company easily accomplish their predetermined goals
and targets. It assist to maintain their performance and image in marketplace.
Flexible working options: It is another part of the HRM Practices which is used by the
ALDI to maximise their profit and gain competitive advantages. Benefits to the employees:

 Role and responsibility of human resource manager is to provide better working hours
such as staggered hours, shift working, self hours systems, compressed hours, job
sharing, part time work and so on. So it assist them to work freely and happily.
Advantages to ALDI: Flexible working hour is beneficial and essential for the
organisation to reduce employee's turnover and increase sales. For applying this practices, they
can easily attract large number of employees with aim to accomplishing long term goals.
Payment and reward management: It is another aspects of the HRM practices which is
important and useful for both employees and company. It is highly beneficial for staff members
which are shown as below:
 This practice increase the motivation and productivity level. Reward and payment management maximise the long term relationship in the company.
Benefits or advantage to company: Reward and payment management practices support
the business organisation to increase relation with employees in the organisation. It also support
to improve their effectiveness and profitability in limited time period (Davis and Adam Cobb,
2010).
P4 Effectiveness of various HRM practices in terms of raising profits of organisation
Human resource management practices is essential and useful for the company to
increase their productivity and profit in allotted time period. Above discussed all practices of
HRM support the ALDI to reduce employees turnover as well as maximise efficiency in business
operations. Effectiveness of HRM practices are determined as below:
Flexible options of working hours: This practice is more beneficial and useful for the
company. It is the role of HRM manager is to render different kind of options in relation to
working hours such as compressed hours, self hours systems, job sharing and many other. All
these are assist to maximise employees attraction in the company in long duration. Thus, it can
influence on business to increase profitability and performance in an effective manner (Pfeffer,
2010.).
Payment or reward management: It is the another role and duty of of ALDI manager is
to treat all worker equally. They are responsible for providing accurate salary and other benefits
such as reward to staff members as per its work and performance. So that it can be beneficial for
them to maximise effectiveness and profitability in an effective manner. Such kind of HRM
practices help to decrease employees turnover and maximise long term relation in the company.

Training and development and Learning practices: Training and development are
important for the company to trained their employees about business operations and activities.
Further, they are trained so that they can attract large number of customers towards business
goods and services. With the help of this they can accomplish their predetermined and desired
objectives. It is also important and essential to for them to maximise effectiveness and
profitability in given time duration.
TASK 3
P5 Significance of employee relations in influencing decision making related with human
resource management
Employee relation: This is refers as the efforts made by organisation for effective
management of the relationship between employers and employees. This will includes about that
management should adopt fair and equal approaches for all the employees which helps to attain
their trust and loyalty towards business functions (McWilliams and Siegel, 2011). The main aim
behind adoption of this approach is to resolve the conflicts and issues among the employees and
improve their efficiency of working. It provides the opportunity to ALDI is to improve their
productivity through attaining their higher involvement in organisational functions and earns
large number of profits.
Importance of employee relation
Through building effective relation with employees large number of benefits are gathered
by ALDI. It contributes in improvement of coordination among different departmental functions
which helps in satisfaction of the different demand of customers (Ernst Kossek, Lewis and
Hammer, 2010). The importance of employee relation for ALDI is ascertained with the helps of
the following points which are defined below:
 Better decision making: Sometime it is difficult for management of the organisation is
to take the decision without the support of employees. Effective relation with employees
helps to ascertain their view points and the issues which are present at workplace. It
improves their decision making power to take right decisions which provides optimum
results.
 Creates a peaceful environment:- As per this element it has been understood that
positive connection between supervisors and subordinates is very useful for entire staff

members because it aids in enhancing the performance. Along with this reduce the
chances of conflicting situations which resulted in maximization of company productivity
in a minimum time period. However, surrounding is consider as most indispensable
factor for company because it act as a motivational factor for entire staff. For example; if
there is healthy relations between employees or employers then they can easily
communicated with each other without facing any obstacles.
 Profit maximization:- Employees are liable for accomplishing various business
activities because each or every functions are performed by them only. Thus, it is
essential to encourage them towards their personal and professional goals in order to gain
maximum benefits by satisfying desired consumers in a minimum time period. As a result
company can easily improve their performance which automatically increase the profit
level of business entity. It means, employees relations must be maintained at workplace
in order to generate more or more revenue.
P6 Main factors of employment legislation and its impact on HRM decision making
Employment legislation: This includes the laws which are provided by the government
of country application upon all the organisations while performance of the functions related to
the employment. All the provisions and acts which are covered under this law has direct impact
upon the employer, employee and unions (Luthans and et. al., 2010). The different kind of
elements which are included in employment legislation are Equality act., data protection act.,
redundancy, health and safety act., dismissal etc. The provisions of all such different regulation
is defined below:
 Equality Act: As per the provisions of this act, organisation is need to treat all the
employees equally and not discriminate on the basis of colour, religion, gender etc. It is
the duty of the management of organisation is to follow all such regulations while
performing their functions (Glover and et. al., 2011). This will have huge impact upon the
decision-making of HR because they are need to adopt the equal policies regarding every
aspect like appraisal of performance, determination of income etc. and not discriminate
on the basis of their gender.

 Data Protection Act.: This Act brings an obligation upon the management that they kept
the personal information of employees safely and not provides to any other person
without their permission. If such regulations are not fulfilled by organisation then this
will have negative impact upon their working and penalised for such mistakes. On the
other hand, provisions of this Act provides the responsibility upon the employees that
they not transmit the important information of organisation to any outsiders while they
are working in organisation. In this regard, HR manager has the duty is to properly
supervise the employees that they does not perform unethical activities in organisation.
 Health and Safety act: It is one of the important act which includes the regulation
regarding safety of employees at workplace. This Act brings an obligation upon the
manager of ALDI is to effectively adopt the safety measures at workplace which
motivates the employees to work hard. In this regard, the safety equipments like helmets,
gloves, sign boards etc. are need to provide to the employees which are working in
hazardous conditions. This will makes the work of HR easy. Employees automatically
feel that they are important part of organisation which has direct upon their working
efficiency. This will provides the opportunity is to optimally utilise their given resources
for accomplishment of their desired results within stipulated period of time.
 Dismissal: This act provides the provision regarding any organisation is not allowed to
terminate the employees without any sufficient reason. The manager of organisation is
need to conduct proper enquiry for ascertaining the actual reasons. This will provides the
right to all the employees that they should lodge the complaints to tribunal. There is huge
impact of all such regulations upon the decision-making of HRM. It helps them in
maintenance of positive working environment within the organisation which helps to
attain the higher participation of all the employees in organisational activities
(Halbesleben, 2010).
TASK 4
P7 Application of human resource practices in a work related context
Human resource management practices is also essential for the company to maximise their
profitability and effectiveness in limited time period. In this role of human resource manager is
to develop an effective and friendly environment to their employees (Hobfoll, 2011). So that they

are happy and work with full dedication and efforts. HRM Practices support business to recruit
and select talented employees either internal and external. There are some application of HRM
Practices which are determined as below:
Job Specification
Specification of Job
1. Occupation
Job role: Human resource manager
Human resource management department
2. Purpose of job
 To raise the working situation of company
 Gain Employees productivity and effectiveness through encouraging them
 Arrange selection and recruitment process
3. Roles and duties
 Set specific objective and targets related with work
 Determine and recognise performance of workers and organisation
 Analyse critical decision related with employees
Description of Curriculum Vitae
General Data:
Name: ______
Mobile no.: ______
Email id: ________
Qualification
MBA University 80.00%
BBA University 78.00%
Higher education Cambridge 92.00%
Secondary education Cambridge 82.00%
Personal details:

Father name: ____
Mother name: ____
Date of birth: __ ___ ____
Achievement: Performance appraisal
Reward and payment management
CONCLUSION
It has been concluded from the above report that it is the the duty of the HR manager of
ALDI is to effectively perform their functions for accomplishment of the desired objectives of
organisation. There are many functions are performed by HR manager like recruitment and
selection, development of training programmes, appraisal of actual performance of employees,
development of incentive programmes. There are many HRM practices are applied within the
organisation through which benefits are gathered by both employer and employee. Employee
relation is important aspect which helps to improve the communication and coordination among
management and employees. Employment legislation is provided by government which is need
to follow by organisation while recruiting new employees. This will have positive impact upon
HRM decision-making.

REFERENCES
Books and Journals
Allen and et. al., 2011. Adaptive management for a turbulent future. Journal of environmental
management. 92(5). pp.1339-1345.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Carter, C. R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics management.
41(1). pp.46-62.
Davis, G. F. and Adam Cobb, J., 2010. Chapter 2 Resource dependence theory: Past and future.
In Stanford's organization theory renaissance, 1970–2000 (pp. 21-42). Emerald Group
Publishing Limited.
Ernst Kossek, E., Lewis, S. and Hammer, L. B., 2010. Work—life initiatives and organizational
change: Overcoming mixed messages to move from the margin to the mainstream.
human relations. 63(1). pp.3-19.
Glover and et. al., 2011. Critical success factors for the sustainability of Kaizen event human
resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Halbesleben, J. R., 2010. A meta-analysis of work engagement: Relationships with burnout,
demands, resources, and consequences. Work engagement: A handbook of essential
theory and research. 8. pp.102-117.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
Luthans and et. al., 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McWilliams, A. and Siegel, D. S., 2011. Creating and capturing value: Strategic corporate social
responsibility, resource-based theory, and sustainable competitive advantage. Journal of
Management. 37(5). pp.1480-1495.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.