Human Resource Management (HRM) in Aldi : Report
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Added on 2020-01-23
Human Resource Management (HRM) in Aldi : Report
Added on 2020-01-23
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Human Resource Management1
Table of ContentsINTRODUCTION ...............................................................................................................................3TASK 1.................................................................................................................................................3P1 Purpose and functions of HRM .................................................................................................3P2 Strengths and weakness of different approaches to recruitment and selection..........................4TASK 2 ................................................................................................................................................6P3 Benefits of HRM practices for employer and employees...........................................................6P4 Effectiveness of HRM practices in raising Aldi's profit and productivity..................................7TASK 3.................................................................................................................................................8P5 Importance of employee relations in HRM decision making.....................................................8P6 Key elements of employment legislation and its impact upon HRM decision-making.............9TASK 4...............................................................................................................................................11P7 Application of HRM practices in a work related context for Aldi...........................................11CONCLUSION...................................................................................................................................11REFERENCES...................................................................................................................................13...........................................................................................................................................................142
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 humanresource which will minimise their role but the fact is that technology and machinery are built byhumans only and they have to be monitored and operated by humans (Drucker, 2014). That is whybusiness organisations continuously look for skilled and talented personnel. The present report isprepared to review the effectiveness of HR function in Aldi which is one of the world's leadinggrocery retailer. In this report the role and scope of HR will be reviewed of the company.TASK 1P1 Purpose and functions of HRM The primary purpose of HR department should be to keep the company supplied withcompetent and satisfied workforce. With this the HR department should align human resources withthe company goals and objectives. The objectives of the personnel should align with theorganisational objectives and should not overlap each other so that both are accomplished. The nextpurpose of HRM is to listen and respond to employees for maintaining high job satisfaction level inthe 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 bringchanges in their working styles and patterns to match the need and demands of the current businessperspectives and trends. The key purpose of HR department is staffing (hiring and firing) andtraining and development. The HR department has to ensure that vacant posts are fulfilled with theright person and skills. It also has to focus on the training and development of the employees forpolishing their skills and develop them in their respective areas. Along with these purposes the HRdepartment has to understand the labour laws and legislations and integrate with their HR policiesand procedures so that company does not face any legal problems (Colbert Barrick andBradley,2014). The HR department should also make sure that work ethics and organisationalvalues stated in the company's mission and vision document are aligned with the employeesperformance and productivity. If the functioning of the company is unethical than it will affect onthe 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 companyare elaborated here:Recruitment: The most basic function of the HR department is attract, hire and retainskilled and competent workforce in the company. There are various constituents in this3
function which includes making job description, interviews, making offers and negotiationof salaries and benefits (Hahm Jung and Moon, 2013).Training: Even if the company has hired skilled and talented personnel some amount of onthe job training is needed which has to be provided by the HR department as everyorganisation functions in a slightly different manner from other.Professional development: This function is closely related with the training function. It isall about providing the employees with opportunities for growth in their careers and theireducation level. It can be done through making them visit conferences, trade fairs, externalskills training.Benefits and compensation: The company must adapt to new and creative ways of offeringbenefits to the employees. Flexible work hours, paternity leave, extended vacations andtelecommuting are some of the non traditional benefits to motivate existing employees andto attract and retain new talent in the company.Ensuring legal compliance: It is a very important, least glamorous and arguable functionof HRM. To ensure the company's continued existence and growth, HR department mustcomply with labour laws and taxation laws (Cannella, 2009). The HR professionals must beaware of laws and policies to keep the company completely legal at all times. P2 Strengths and weakness of different approaches to recruitment and selectionThere are various approaches of recruitment and selection in the company which arediscussed below:Internal sourcing: Internal recruitment and selection offers existing employees anopportunity to apply for a vacant post in the company. The company links it with their careerdevelopment and succession planning. This approach includes promotions to higher post orlateral moves to the same position (Cattani, 2011). The company tries to keep the processpositive 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.4
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