Transformational Leadership in Mental Health

This assignment focuses on the role of transformational leadership in fostering a patient-centered culture within inpatient mental health facilities. It delves into relevant literature and research, examining how strengths-based, transformational leadership approaches can enhance patient care and well-being. The paper likely analyzes theoretical frameworks, practical applications, and potential challenges associated with implementing this leadership style in mental health settings.

Human Resource Management
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Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Purpose and functions of HRM .................................................................................................3
P2 Strengths and weakness of different approaches to recruitment and selection..........................4
TASK 2 ................................................................................................................................................6
P3 Benefits of HRM practices for employer and employees...........................................................6
P4 Effectiveness of HRM practices in raising Aldi's profit and productivity..................................7
TASK 3.................................................................................................................................................8
P5 Importance of employee relations in HRM decision making.....................................................8
P6 Key elements of employment legislation and its impact upon HRM decision-making.............9
TASK 4...............................................................................................................................................11
P7 Application of HRM practices in a work related context for Aldi...........................................11
CONCLUSION...................................................................................................................................11
REFERENCES...................................................................................................................................13
...........................................................................................................................................................14
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INTRODUCTION
Every product or service is produced by human mind, his efforts and working hours.
Nowadays experts and specialists claim that machines and technology are going to replace human
resource which will minimise their role but the fact is that technology and machinery are built by
humans only and they have to be monitored and operated by humans (Drucker, 2014). That is why
business organisations continuously look for skilled and talented personnel. The present report is
prepared to review the effectiveness of HR function in Aldi which is one of the world's leading
grocery retailer. In this report the role and scope of HR will be reviewed of the company.
TASK 1
P1 Purpose and functions of HRM
The primary purpose of HR department should be to keep the company supplied with
competent and satisfied workforce. With this the HR department should align human resources with
the company goals and objectives. The objectives of the personnel should align with the
organisational objectives and should not overlap each other so that both are accomplished. The next
purpose of HRM is to listen and respond to employees for maintaining high job satisfaction level in
the employees so that talented personnel is retained in the cited company (Beckett and et.al., 2013).
Another purpose of HRM is to manage transformation and change. The company has to bring
changes in their working styles and patterns to match the need and demands of the current business
perspectives and trends. The key purpose of HR department is staffing (hiring and firing) and
training and development. The HR department has to ensure that vacant posts are fulfilled with the
right person and skills. It also has to focus on the training and development of the employees for
polishing their skills and develop them in their respective areas. Along with these purposes the HR
department has to understand the labour laws and legislations and integrate with their HR policies
and procedures so that company does not face any legal problems (Colbert Barrick and
Bradley,2014). The HR department should also make sure that work ethics and organisational
values stated in the company's mission and vision document are aligned with the employees
performance and productivity. If the functioning of the company is unethical than it will affect on
the company's goodwill and reputation in the market and the industry.
The main functions of HRM which are vital to the strategic operations of the cited company
are elaborated here:
 Recruitment: The most basic function of the HR department is attract, hire and retain
skilled and competent workforce in the company. There are various constituents in this
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function which includes making job description, interviews, making offers and negotiation
of salaries and benefits (Hahm Jung and Moon, 2013).
 Training: Even if the company has hired skilled and talented personnel some amount of on
the job training is needed which has to be provided by the HR department as every
organisation functions in a slightly different manner from other.
 Professional development: This function is closely related with the training function. It is
all about providing the employees with opportunities for growth in their careers and their
education level. It can be done through making them visit conferences, trade fairs, external
skills training.
 Benefits and compensation: The company must adapt to new and creative ways of offering
benefits to the employees. Flexible work hours, paternity leave, extended vacations and
telecommuting are some of the non traditional benefits to motivate existing employees and
to attract and retain new talent in the company.
 Ensuring legal compliance: It is a very important, least glamorous and arguable function
of HRM. To ensure the company's continued existence and growth, HR department must
comply with labour laws and taxation laws (Cannella, 2009). The HR professionals must be
aware of laws and policies to keep the company completely legal at all times.
P2 Strengths and weakness of different approaches to recruitment and selection
There are various approaches of recruitment and selection in the company which are
discussed below:
 Internal sourcing: Internal recruitment and selection offers existing employees an
opportunity to apply for a vacant post in the company. The company links it with their career
development and succession planning. This approach includes promotions to higher post or
lateral moves to the same position (Cattani, 2011). The company tries to keep the process
positive by being fair, just and consistent.
The benefits of this approach are:
1. Management already have idea about the employees capabilities.
2. The employee gets an opportunity for career development.
3. Reduces the time and resource necessary to orient the new personnel to new post.
The drawbacks of this approach are:
1. It provides limited number of people to select from if used in isolation.
2. Reduces the chances of increasing diversity in the company.3. Employees who applied and are not selected may feel bad.
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 Employee referrals: This approach encourages employees to recommend potential
candidates from their personal contact and network (Coleman, 2000). The company treats all
referrals with respect and makes follow ups in timely manner.
The strengths of this approach are:
11 Quality of employee referrals is usually high as employees refer only those people with
whom they are confident.11 People recruited by referrals are known of the working of the organisation.11 This approach reduces the time and costs of recruitment.
Weaknesses of this approach are:
11 There may be a tendency that the company must hire referred employee even if that
person is not the perfect match for that position.11 It may not give a wide and enough scope of prospective candidates and the company
may hire the similar kind of employees with same backgrounds and experiences.
 Internet recruiting: The vacancies are posted on internet job board, the company's website
or on professional association websites. This is very effective and good way as many people
looking for jobs use the internet.
Potential advantages of this approach are:
1. This method is cost effective as some sites provide with free postings.
2. Available to potential candidates 24 hours a day.
3. Flexibility to post, amend and remove the ads with ease and comfort.
Potential disadvantages of the approach are:
1. The number of applicants can be overwhelming.2. Posts which appear on the company's website will not be able enough to reach large
masses.
 Careers fairs: These type trade fairs and careers fairs offer an opportunity to connect
informally with the interested candidates in a particular industry.
Strengths of this approach are:
11 This can become source of readily available, skilled and motivated personnel.11 Helps in increasing diversity of the company.11 Aids in connecting with much broader audience than the company's existing network.11 Helps in increasing the visibility of the company and more generally as potential
employer.
Weaknesses of this approach are:
11 This approach emphasises too heavily on one particular group or source which may
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decrease diversity.11 These fairs and programs are conducted in specific time only and therefore it cannot help
every time when there is a vacant post.
TASK 2
P3 Benefits of HRM practices for employer and employees
Human resource practices are instrumental in accomplishing organisational objectives and
enhance productivity. These practices consists of comprehensive employee recruitment and
selection procedures, incentive compensation, performance management systems, extensive
employee involvement and empowerment, training and development. HRM practices helps in
nourishing knowledge, skills, capabilities of the company's current and potential employees along
with this it increases their motivation, reduces shirking, and enhance retention of quality employees
(Freeman, 2010). These practices have economic and statistic significance for both employee
outcomes i.e. turnover and productivity and short and long term measures of corporate financial
performance. The benefits offered by the HRM practices to the employees and the employers of the
company Aldi are mentioned below:
Benefits to the employee
Equal opportunity- HR practice deliver equal opportunity within the organisation and fair
employment practices. Fair practices helps the employer to treat its employee equally so they are
not discriminate under law. In the recruitment and selection process they treat it candidate equally in
terms of employee qualification , experience and salary etc. Instead of this they focus solely on
sex,gender, culture etc.
Performance management- HR practices helps in improving performance management
within the organisation. It help the employees by continuous feedback, job description and
performance standards. The result automatically turns into increase in productivity, profitability and
employees are highly satisfied that achieved organisational objectives (Chang Gong and Shum,
2011).
Overall development of employee- HR practices provide training and development
programs that help the employee to learn new skills that directly increase the knowledge and
improvement in employees . On the job as well as off the job training provided to its employees that
leads to increase overall development.
Benefits to the employer
Help in decision-making process- It help the employers to make decisions regarding
business activities in relation to policies, procedures as well as guidelines lay down by the firm
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without consulting any superiors (Antonsson Engström and Verbus, 2011). The result there is a
optimum utilization of resources and time.
It ensure long term relation- HR practices help to maintain a relationship between
employee and employer. It can be maintain by reduction in discrimination that build long term
relation between employee and employer.
Resolve conflict- HR practice provide benefits to employer by resolving various conflict
within the organisation. HR practice give an equal opportunities, fair compensation to its employees
that directly reduce conflict within the organisation.
Attract new talent – HR practices helps the employer in pooling large number of talented
staff that provide an organisation a good image.
Increased productivity- HR practice help in training and development that help in increasing
productivity and improve performance. Motivated employees always put more efforts in
contribution within the organisation (Cannella, 2009).
Maintain knowledge and skills- Training and development programs improves knowledge
and skills by adopting latest technology on regular basis.
Stay ahead of competitors- By providing training and development that leads to increase in
performance of employee that directly affect the organisation reputation. By constantly move
forward increase business productivity and profitability that stay away its competitors in the
marketplace.
P4 Effectiveness of HRM practices in raising Aldi's profit and productivity
HRM practices such as problem solving teams, enhanced communication with workers,
employment security, flexibility in jog assignments, training the employees for multiple jobs and
higher focus on incentive pay are some of the new HR practices being followed in the cited
company. The adoption of these practices produces higher levels of productivity through employee
skills , attitudes and behaviour (Cattani, 2011). Systematic use of HRM practices increases the
production, and the compensation of employees and their incentives plat a vital role in improving
production efficiency. The company has belief that productivity is increased not by reducing costs
such as dismissing employees or decreasing wages and salaries, but by increasing compensation and
incentives and proper training and development. The HRM policies and their way of
implementation determines the employee's impression of the company. Organisation which offers
sufficient salary, health care benefits, retirement or saving options and opportunities for career
advancement and growth is perceived as fulfilling its responsibilities to its personnel. Such an
organisation will receive higher productivity, reduced turnover and better communication from top
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to bottom in the company. This enables the company to better adapt to economic realities, as the
lower level of the company has close relationships with with the customers and clients. It also helps
to do savings in hiring, recruiting and training and development. This attracts more and more
consumers and clients.
HRM practices has a direct effect on achieving profitability objectives. HR policies should
be aligned with workforce management goals and with organisational objectives. This means that
HR department has to keep an eye on how the HR policies, programs, procedures and decisions
impacts the bottom line. Alignment of labour costs with the workforce quality can improve the
financial performance in a dramatic way. For this the HR professionals has to think outside the
human resource arena and understand the business. A workforce has to be developed which
supports the company's goals and customers. To find and hire the right employee who perfectly fits
the job position is essential for the success and growth of the business. The right employee can
deliver brilliant performance in the company and a wrong hire can be disastrous for the company
leading to lower team morale and missing the objectives. Most HR executives prefer for minimising
turnover as it is very costly to the organisation. Lay-offs and resignations disturbs the team
momentum, slow down the production and lowers morale (Battisti and Stoneman, 2010). Taking on
average it costs between one and half to three times of the employee's annual salary for recruiting,
hiring and training his replacement. It is tough to reach to the profitability objectives if the company
is paying the employees too much. The top management requires help from HR department to
identify how to compensate employees at a rate which is equal to the organisation's value. Every
company wants to pay more to their top performers but it is needed to achieve that status at the
lowest possible cost. After salary the most costly aspect of workforce is benefits in which the major
one is health care benefits. So to maintain profitability revenues and costs should be accurately
projected.
TASK 3
P5 Importance of employee relations in HRM decision making
Incorporating Human resource management policies and practices within the regulatory and
institutional framework which governs contemporary employee relations is a bit tough job for the
HR professionals. The HR department directs the employee relations in the company. They
formulate employee relations policies and ensures their continuous implementation. They are also
responsible for employee dispute resolution procedures and taking appropriate step to correct
employee relation issues (Peattie and Belz, 2010). The significance of the employee relations in
HRM for the company Aldi is highlighted in the following points:
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 Uninterrupted production: if the production department is functioning properly, this means
employment for all from managers to workers. There is flow of income for all employee
which is keeping them happy and satisfied which reduces the burden on the HR department
as if the employees are not happy it causes a tension for the HR managers. Smooth running
of production department is vital for HR department as if the employees are not feeling good
with the HR policies and practices then they cannot concentrate on their jobs and it will
affect the organisation production and profitability. Reduces disputes: Good industrial relations helps in minimising the disputes and conflicts in
the company. They reflect the failure of basic human needs and motivation to ensure enough
satisfaction. Industrial unrest like strikes, lockouts, gherao, grievances, go slow tactics do
not spring up in an peaceful industrial environment. It promotes co-operation and increases
coordination. If the employees are fully satisfied with the HR policies then there will be less
disputes in the company which will ensure smooth running. High morale: Better the employee relations higher is the employee morale. When the
employees have a feeling that their interests and employers interests is one and same they
work with great zeal and enthusiasm. In simple words complete unity of thoughts and
actions is the major achievement of industrial peace and harmony (Coleman, 2000). It
increases the position of employees in the society and satisfies their ego. This in turn affects
the HRM as the department does not have to make much efforts for keeping the employees
happy. Mental revolution: Both the employers and employees should think themselves as partners
of the company the role of the employees in the partnership should be recognised. Also the
employees must recognise employers authority. It will make an impact on the HR
department as they have to devote less time in solving the problems between the employees
and the employers and can focus on more important issues.
 Reduces wastage: Good industrial relations help in increasing production and leads to less
wastage of man, material and machines (Beckett and et.al., 2013). This reduces the overall
expenditure of the company and so the HR department can contribute more finances for the
betterment of the human resource of the company. These wastage are reduced due to
cooperation and recognition of each other in the company.
P6 Key elements of employment legislation and its impact upon HRM decision-making
Employment legislation is there to protect people from discrimination. It assures employees
equal treatment regardless of certain identified traits which are called prohibited grounds of
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discrimination. The cited company Aldi is needed to be aware of these laws as it is applicable ta all
practices of employment, these includes recruitment ads, application forms, interviews, hiring,
dismissal or termination, promotions, demotion, benefits, wages and salaries, workplace harassment
(Colbert Barrick and Bradley, 2014). As the company strive to create a better world from their
mission and vision it is very important that it also focus on creating inclusive workplace that is
respectful and welcoming diverse people in the organisation. Legal concerns that the HR manager
must comply are described in the following sections. These laws impact all human resource
practices and policies.
Equal employment opportunity- Under this law employees are protected from illegal
discrimination which takes place in an organisation when employees who share a certain feature
such as race, gender, age, are discriminated against because of these characteristics. The laws have
identified the below mentioned characteristics for protection of employees:
 Race, ethnic, origin, skin colour. For example: Asian, African, American.
 Gender, especially women who are pregnant.
 Age, for those persons whose age is above 40.
 Individuals with disabilities which can be mental or physical.
 Religion i.e. beliefs, customs, traditions and practices.
Affirmative action- While the EEO laws focuses to ensure equal and fair treatment at workplace,
affirmative action is the requirement of the extra effort to hire and promote people who belong to
protected group by the employer. It consists of specified actions designed to remove the present
effects of discriminations done in past (Hahm Jung and Moon, 2013).
Sexual harassment- From the HRM point of view, sexual harassment is a growing concern as it
intimidates employees, disrupts their performance and exposes the business organisation to
liabilities. The cited company respond to sexual harassment complaints very quickly as employers
are held accountable for sexual harassment if proper action is not taken. The inaction and ignorance
of such complaints can cost the company very high. The HR management can follow the below
stated steps to minimise liability for sexual harassment suits:
 Providing a sexual harassment policy statement which should address where to report the
complaints, assures confidentiality, and a promise that required action will be taken against
the culprits.
 Arranging communication and training programs for supervisors and managers which
should focus that such acts will not be tolerated in the company.
 Conduct fair, impartial investigations and take the actions on the basis of objectively
gathered facts and information.
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 While conducting the investigations the victim should be asked relevant questions only and
the questions should not hurt him or her in any manner.
TASK 4
P7 Application of HRM practices in a work related context for Aldi
A business depends largely on its human resource which determines its success and growth
prospects. Organisation relies strategically on its human resource which requires them to be
managed effectively. HRM practices provides economic value to the business (Drucker, 2014). The
key practices which can be applied in the cited company in a work related context are described
here: Recruitment and selection procedures: The company should recruit and select the
employees on the basis of their organisational mission, vision and culture. It should
recognise the value of workplace diversity embraces recruitment and selection procedures
which creates a diverse applicant pool. Employee involvement and empowerment: The company can involve their talented
employees in the decision-making process to develop a sense of belongingness and attach
them emotionally with the company. Also the company should give them an authority to
take their decision on their own which affects their performance. It will empower them and
build confidence and trust in the company (Freeman, 2010). Training and development: This includes new employee orientation, job skills training,
professional development. These activities will enhance job skills of the employees in their
current positions and equip them with knowledge and expertise for cross functional tasks
which will add value to the cited company. Career development programs will support
company's succession plans and strategies as it will prepare future leaders for higher posts.
 Rewards and recognition: The company can provide challenging and interesting work
which will bring out creativity in the employees. Along with this, competitive pay and
rewards are necessary incentives which the cited company can offer their employees in
exchange of their work services. All other practices discussed above become redundant if
employees are not happy with the level of pay scale.
CONCLUSION
This report is prepared to review the effectiveness of the HR function within the
organisation Aldi. Research is done on the role and scope of Human resources and main functions
of HR are assessed within the company. It covers the overview of HRM and the cited firm.
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Explanation on the purpose of HR and the key elements of HR is discussed in the report. With this
employee relations influencing HRM decision-making and HRM practices in work related context
are elaborated. This is analysed form this report that HRM is a vital function for any organisation as
without this function other functions cannot be run smoothly and the employees are an asset for the
organisation which has to be given proper attention and care.
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