Purpose and Functions of HRM for Workforce Planning

Added on - 21 Jul 2020

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HRM
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1LO1.............................................................................................................................................1P1 Purpose and the functions of HRM for workforce planning..................................................1P2 Strengths and weakness of different approaches to recruitment and selection......................2TASK 2............................................................................................................................................4LO2.............................................................................................................................................4P3 Benefits of different HRM practices to employer and employees.........................................4P4 Effectiveness of different HRM practices in terms of raising profit and productivity..........5TASK 3............................................................................................................................................5LO3.............................................................................................................................................5P5 Importance of employees relations in HRM decision making for Aldi.................................5P6 Key elements of employment legislation and its impact on HRM decision making.............7TASK 4............................................................................................................................................7LO4.............................................................................................................................................7P7 Illustration of the application of HRM practices in a work-related context..........................7CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONHuman resource are hired to get results not to get excuses. The people who are hired by acompany are expected to perform their best in regards to goals and objectives of the company. Inreturn organization is obliged to take care of the people who are putting their best for it. Hence,human capital is a long term asset which is there throughout life of the business. Simultaneously,any organisation small or big requires people who would work for it. ALDI is one such groceryretailer which is incorporating its business on a huge scale and is aiming to provide its peoplewith accurate environment to work and develop. Hence, a complete justification for managementof human resource is given in this research with regards to ALDI. Also there are many theoriesand approaches which are being illustrated that can be used by the company to have a properaction of the developed plans.TASK 1LO1P1 Purpose and the functions of HRM for workforce planningPeople who work for the company are asset to it and management of them is first andforemost objective. Hence, ALDI have made a separate department for management of the1
individuals who are working for it (Armstrong, 2014). This department have many roles andpurpose which are to be initiated. As it is known that this department is wholly responsible forappointing right people for the right job so as to fill gaps in an organisation. The list of functionsand there purpose have been defined below:RecruitmentThe primary objective of a company's HR department and its manager is to hire peoplefor the company. This the main function of HRM to have people in the organisation who aresuitable for spaces which are ought to be filled. Hence, the manager of this in ALDI isresponsible to have right people at the right time at the right place for the right work.RetentionThere is an environment of company which is also regarded as the culture which have tobe followed in order to make the people to work for a long period of time for it. Hence, HRmanagement of ALDI is responsible for retaining the employees in the company by providingthem with facilities which are compulsory to provide them in order to get best result with longterm retention.CompensationCompany is a ought to render an amount to the work which is being rendered by aperson. Hence, a person works for its salary for the company (Bratton, 2012). So, all the rewardsin terms of monetary or non-monetary are managed and programmed by the HR department forpeople who are working for ALDI.ObligationIt is the main responsibility of the company to take care of the individuals who areworking for it. Also the maintenance of performance of the employees are is done by HRmanagement of ALDI by preparing some measures for the performances as well as motivatingthem to perform in a more better manner.LabourThe unions which are made by employees against some non satisfactory policies is beingovercome by HRM so as to make sure smooth functioning. This is initiated by offering themwith rewards, incentives, bonus etc. in order to keep their satisfaction in level.Training2
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