Roles and Responsibilities of Human Resource Department

The provided report is about the roles and duties of the human resource department in ALDI, a supermarket famous for food items. The report sheds light on various laws made by government bodies along with its effects on employee relations, which are crucial assets for the company as they help achieve objectives quickly. It also covers the effectiveness of human resources practices that play a significant role in decision-making processes within organizations.

HUMAN RESOURCE AND
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning of ALDI........................1
P2 Strengths and weaknesses of different approaches to recruitment and selection.................2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices for employee and employer......................................................4
P4 Effectiveness of different HRM practices for raising profit and productivity.......................5
TASK 3............................................................................................................................................7
P5 Importance of employee relations which influence decision making....................................7
P6 Key elements of employee legislation and its impact on HRM decision making.................8
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context with examples...............................10
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management is a process through which workforce is managed in the
organisation. It generally refers to HR department of company where the manager looks after all
human resources (Altman, Sabato and Wilson 2010). This department helps employees to
improve their abilities and skills for certain tasks and also offers staff member an opportunity
that provide new knowledge to them. HRM facilitates the firm with sound productivity and
creates effectiveness among staff members. Employees are the prominent assets for every
organisation for which firm sets up a department within company which over look and track
maintain employee relations. ALDI is the discounted supermarket chain in UK with approx.
10,000 stores in around 18 countries. ALDI is dealing in food and beverages since 1913. This
report has been concerned on HR role responsibility ans scopes in the organisation along with
this major power and pitfall will be discussed. HR practises are coming up with some benefits
for both employee and employers that will be more effective for them also be included here.
TASK 1
P1. Purpose and functions of HRM applicable to workforce planning of ALDI
ALDI is a supermarket which expanded its roots to worldwide with an aim to fulfilling its
dreams such as they wants to server fresh and healthy product to the demand of domestic and
cross bordered customers. The department of HR of every company tries to enhance knowledge,
skills and productivity of its employees by giving them proper training and learning sessions.
The core aim of human resource management in work station that are describes as:
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(Source: Functions of human resource management )
Staffing: the core and very first actions in HR managements or department in which
manager will set their staff members in according to the requirements. There is rule in human
resource management that is right job to right person otherwise, the productivity will be harmed
and it makes some hurdles in functioning of company. Here HR manager will look after the
vacant post that are needs to fill up as soon as possible hence this depart will start searching new
person with suitable skills that can be able to perform the jobs of vacant post. This can be known
as the core motive of the staffing cause vacant post can affect organisation.
Benefit management: Manager of HR department are fully responsible for manager and
facilitates all the benefits that are the right of employee and should be given in equal portion to
employees but according to their performance. It can be said that this benefits will play a role for
staff members as the motivators and employee are always looking for best provided benefits.
Compensation and performance: The another main purpose of the human resources
managements is to track and provides needed compensation and remuneration to employee. The
workforce will relay on company in working hours if they faces some bad thing that may harm
them they are looking for some aid from organisation. hence the department of human resource
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Illustration 1: Functions of human resources management

gives them the best possible aid. It helps in creating trust in employee for organisation (Carraher
and ParidonRae 2010).
Salary management: HRM department have main duty to manage and regulates its
workers salary, wages and incentives. Actually this is important cause if salary of a person are
not arriving on time then the motivation of work going to be reduced. Hence salary management
is the core purpose for HR department.
Employee relations: every organisation wants to have healthy relation among employees
and with higher authority cause sound relation plays significance role in organisation as if the
relation are not goods in company no one will work and preform goods and this will make so
many hurdle in order to attain the organisational objective. Hence this can be purpose of the HR
management for maintain the sound connection in firm.
In context of ALDI the human resource department along with these above, are rolling some
other functions that are:
Recruitment and selection: majorly people know HR department as selection and
recruitment department. Cause manager of HR will use his tricks and over look the needs of
organisation then he will began then functions of human resource management they will hire the
new person for the company that are come up with new knowledge and skill and new
performance techniques that facilitates organisation to run smoothly or attain its objective in very
short time. This can be defined as the main purpose of HRM.
Maintaining healthy environment: stress free working area will be the best gift for
employee by human resources department in the organisation. HR management manager taking
action to offer sound healthy and confit free conditions in which employees can preform
effectively or in sufficient manner.
Enhancement program: ALDI are concerning on providing suitable training program to
employees that helps them to increase their productivity.
P2 Strengths and weaknesses of different approaches to recruitment and selection
The process of selection and recruitment is the best process in order to hire or appoint
deserving and eligible person or candidates to fill vacant position in the company for performing
the specific role. In general HR department of the company opts so many approaches to hire the
person witch are as:
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Internal approach: here in this approach all are new recruitments re arriving from this
organisation itself as currently posted employees are going to be promoted to higher positions
that refills the recruitments of the company and all person who are promotion have satisfaction
and get motivation to work sufficiently, promotion can be held in order by which person will get
post in one upper branch to other departments. This process saves the time of HR manage and
this approach has some strengths and weaknesses as:
Strengths: Term that denotes significance of something. The internal approach has strengths
like.
 It gives sound environments and healthy relations.
 Facilitates employee to understand the new job role.
 It is short process.
 Easy and effective interaction are made up here.
 Time saving and cost effective methods.
Weaknesses: Term refer to some pitfalls as:
 Internal approach has absence of new ideas, skills and innovations.
 It have some chances of conflicts in employees like if manager promotes the in
person but other oner is more experience that may make hurdle.
 Internal approach is all about giving promotion to other person who belongs to
organisation but because of it the emergency will occurs to fill up new vacant
post.
External approach: This one is the crucial process in HR departments as the human
resources manager are announced the opening of new jobs and vacant posts in outer area through
'some promotional activity and advertisements like ultimately they need to make awareness in
outer world to come for job in organisation. Then after a panel will be set up who are taking
interview and short listed eligible and suitable people for its organisations but there is a presence
of strengths and weaknesses that are as:
Strengths: When ALDI's human resource management are using external approaches then they
has some strengths that are like:
 they will be able to grab new idea and skills, knowledge and new mind set that
may facilitates organisation to attain its objective.
 Through this external approach company will have more suitable and best option.
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 They also have opportunity to fill up vacant posts who have urgency to refill in
organisation.
Weaknesses: this process also have some pitfalls as :
 time consuming process.
 more fund required and longer sub process are added.
 Some timers company will needs to pay extra money in order to hires are skilled
and talented person in organisation.
Third party approach: This is not so familiar approach cause this has so much complexity such
as manager is needs to talk and have assistance for filling up the vacant post. In this approach the
manager is playing simple role and he gives his duty to any agency whom are working on the
behalf of managers. As strengths it overcome the responsibility of manager and as weaknesses
it is more expansive then others.
TASK 2
P3 Benefits of HRM practices for employee and employer
Human resources management consider several practices which used by managers and
HR workers and automated system that helps to manage people. In this includes various
practices such performance appraisal or management, hiring, training and development, firing,
payroll and employee benefits administration. The main purpose of HRM practice is to maintain
all employees as well as satisfy to them by providing awards or rewards and appreciate them for
work to achieve organisational goals and objectives. ALDI retail chain focus on Human
Resource Management practices for the benefits of company's employees and motivate them for
increasing work productivity.
Promoting positive behaviour: these practices helps in reinforcing and rewarding to
desired employees for their behaviour. Working environment can be create in positive way as
well as favourable benefits for employees with the help of different practices. So it support to an
organisation in managing people or maintain harmony among them.
Developing employees: workers can be encourage through HRM practices as it
contribute to a company's intellectual assets. Employees play important role in achieving
competitive advantage. ALDI company generally capitalised on this positive effects for
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improving employees through HRM. These kunds of firm helps in providing several resources
for employee educations as well as give training, and chances to use and share knowledge.
Creating a flexible workplace: practices of HRM concern in reflecting demographic shifts
in the workplace. Employees expect more from the company in return of their time or efforts
which they put for achieving set targets and objectives. It can be fined that more older workers or
employees who are disable as well as part time workers. So in this practice, it defined as
flexibility in the workplace must be required. ALDI company wants to retain workers, they
provide dynamic working environment including design, assignment, schedules, compositions of
team, work locations, communication formate and accountability methods. So it support to feel
motivated at the workplace which is benefit of employer and employees .
Motivating worker: it is the duty of manager that maximise the performance of
employees. That is why employers tend to hire or promote all managers for managing work
effectively. So ALDI company's manager always try to implement HRM practices as well as
helps to people in increase feelings of being competent about their positions which impact on
company's target and they will also feel more motivated under positive manager.
Employee retentions: generally,HRM practices helps to retain workers within
organisation because manager will support their works and appreciate for best outcomes or
results in the future so it directly impact on business goals and objectives. ALDI company's
manager also followed those practices for attracting new talents as well as recruit skilled and
experienced holder candidates for suitable organisation.
Training and development: it plays important role in enhancing knowledge and skills of
the employees. Manager organise such kinds of programmes for people educations which
support in getting business success. ALDI retail manager also focus on training and development
program for their employees which helps in increasing work productivity.
P4 Effectiveness of different HRM practices for raising profit and productivity
HRM practice has been effective for ALDI retail company in term of raising
organisational profits and productivity as it has achieved more profit by the implementation of
HRM in the company such as:
innovative and high performing employees: ALDI company is promoting human resource
management as well as creating innovative environment and also motivate their workers for
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doing better job and provide several facilities to them which help the company in increasing
productivity and profitability too.
Effective direction setting and executions: it is most important element of HRM
practices. Managers and leaders play vital role in setting path or directions, priorities, purpose,
objectives, goals and roles of the workforce. HRM helps to ALDI company in recruiting
appropriate managers for the right place. So they lead the firm to the superior place with profit
and productivity.
Team and individual goals with effective communication: As it defined that HRM play
role in setting organisational goals and objectives which related to both the individual and the
team so they always try to achieve these task or get best outcomes. In this, communicate mode
has been changed from last periods, human resource management practice provides employees
with effective way of communication ( Battisti and Perry 2011).
Rewards drive performance effectively: in this defined about monetary rewards that it
tied directly to performance with particular goals and objectives. Workers generally reinforce
them with specific tasks more seriously. It is happening with ALDI company after implementing
the HRM which help in controlling process.
Sharing and collaboration: with the help of collaboration from the outside the company,
ALDI company is improving profit and productivity. It is important tool to collaborate and
willingly share the best ideas. HRM support in developing formal method to increase the way of
the collaboration and process of sharing to the organisation.
Non-monetary factors for improving employees: ALDI managers, leaders and team
workers provide some non monetary factor that helps in increasing employee excitement,
motivation, energy and loyalty. This factor also support to the people development through
praising, recognition, exposure, feedback, challenges and learning opportunities. So it depends
on the human resource manager that how to utilise these non monetary factors effectively within
the organisation ( Gronum, Verreynne and Kastelle 2012).
Updating employee’s skills for maintaining productivity: it is must to achieve
competitive advantages as employees should be updated with current skills or knowledge. The
duty of manager is to identify employees with less optimal skills. As ALDI company's manager
always try to ensure about worker's skills, abilities or capacities in performing several task or job
as well as their main motive is to define suitable candidate for the work. It helps to make work or
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job easy for the employees and also support to the organisation in achieving its particular task
and objectives. So it can be clearly understood that different practices of HRM plays most
important role in raising ALDI company's profit and productivity.
TASK 3
P5 Importance of employee relations which influence decision making
In every organisation the relation of employee are the prominent thing on which company
relays. Sound relation are plying good role in order to grab its pre determined objective and have
power to make impact on entire organisation. Generally all projects and task or activities are
tracked and controlled and ruled by employees of firm. Therefore the positive relation in
employees and organisation are known as assets cause they influences the entire decision making
process through their expression and ideas or thought and the importance employee relation in
organisation are as:
Sharing between employees: if an organisation are having good relation among
employees and with firm then they will be able to understand each others issues and enough
capable to share task of his co-worker and helps company to attain objective in least time periods
( Herbane 2010).
Early achievement of set goals: Employees with health relation are more capable to
capture the goal through proper distribution of work in higher authority and workers. To work
with the motive to togetherness will helps organisation with great power cause if people are
working together then they are more sufficient to face any hurdle.
Ability to reduce risk: This is the main thing in organisation to face and reduce risk in
sufficient manner if people are more connected and shares sound relation then they tend to be
very helpful for others and also gives his assistance in facing risk. During the business expansion
time of ALDI the services and goods are having more exchange rate then employee supports
ALDI to face it and locate his business in international level.
Increase in sales: The department of human resources in an organisation trying to boost
up their sales through making sound relation between customers and sellers. Along with it, they
are more capable to make mark on decision making process cause production department of the
firm will look after the taste and preference of the customers at times of framing the products.
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Profit maximization: this gives immanence advantages to organisation of having the
best and sound relation of in worker and employers. This helps in boosting the revenue of
company through producing and promoting the product and services across nation with the use
of suitable methods and tricks like advertisement , pamphlets and magazines or so on (Blackburn
Hart and Wainwright 2013).
By summing up this phase it been understood that the above point gives lights on the
importance of the sound relation of the employees which facilitates company to achieve the
objective and grow rich. Is can be said that the reason behind success of ALDI is the quality
human resource management whom employees are having sound relation with each others and
support success.
P6 Key elements of employee legislation and its impact on HRM decision making
The legal regulatory body of nation are playing important role in order to protects are
rights of employees at work station through applications of so many major norms, beliefs and
laws which should be opts by the human resource department of ALDI. The core reason behind
using of norms is to make a environment free from disputes and discrimination employees in
organisation. Several sound and impassive laws are explained as:
Employment right act: According to this law, a company needs to provides all those
rights which is essential at office or work station to offer same equal chances to each and every
employee with out making differences in between them. Any type of industry either its large or
small should follow and make applicable this law in their organisation it helps in boosting
standard of living of their employees ( Malhotra and Temponi 2010).
Health and safety laws: the legal bodies are trying to secures the health of workers. The
government look after organisation's working system by which their employee are working an
regulatory bodies manages this risk of al those things that are able to make problem in
employee's health. This law gives protection to worker's health and provides safety. Through this
law organisations are bound to offers training and learning programs to its new or existence
workers also they needs to gives instructions for a specific task. Workers must to inform
employers or to the person who are responsible for health ans safety needs and they should give
all those thing which are provides aid in workers health conditions.
Sex discrimination act: the parliament of UK has given this act on nearly 1975 which
gives protection to men and women from begin discriminated on the bases of sex or marital
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status. This act has concern on employment, education, training, harassments and the disposal of
premisses. The main thing of this law has come up on around 2006 as equality act where
government instructed to all organisation to make and run their business in equal basis (Schaper
and et. Al 2014). Like in an organisation people must not be treated on their gender basis and do
not try to harass any one. If government legal bodies found any organisation with involvements
on it then those regularity body will have power to shut that company.
Minimum wage law: This law are concerning with employee, organisation needs to
adopt this act to provides least minimum wage to each and every worker whom are the part of
the organisation. The prominent aim this act is to gives enough money to employee which helps
them to increase standard of living and supports the lower level of the society. The minimum
wage act is all about restricting the company from hiring employees with intention to give less
minimum pay which are be provide to them in order to support their livelihoods. The least
money is the core things to earn them a person will work. If company will not giving this much
amount then how persons will face their life so this act is framed.
Working time act: This act has made up in nearly 1998 by UK parliament which are
implemented to all organisation whom are operating in entire UK. This law has been stated that
the minimum working hour in a week will not be exceed 48 hours and any employee will not do
his duty more then 8 hours per day. This act provide help to those employee how generally doing
more in pressure of organisation. This is the main reason for that the act has been framed (Storey
2016).
Equal pay act: This act is framed in around 1963 in UK parliaments. The aim behind is
to provides same money to same positioned persons. According to this law, no gender, or
nearness with employers will not make difference in salary of all employees. Equal pay for equal
work is the main back ground of this act that individuals in workplace will have same amount
of money.
Compensation act: this act is a form of insurance of the employee ans framed to protect
employee who are get injured on job or in company. It is framed to ensures that workers who are
met with accidents in working hours are provided help with fixed monetary awards.
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TASK 4
P7 Application of HRM practices in work related context with examples
Human resource practices are plays sound role in order to manage all organisation by
conducting several tricks of enhancing and improvements. Generally this practices are applied by
ALDI to rescue their problems by applying effective methods. Human resource management is a
major in important set of activity in organisation (Bridge and O'Neill Southern 2011). It consist
recruitment of person to ensures performance and development in respect to grab company's
objective in effective manner. The practices of HRM that ALDI could be apply on its working in
a following manner:
Job specification -
Job specification
1. Job details
Title of the job :- Marketing manager
Department – Marketing
2. Job Purpose
 To increase marketing and promotions.
 Increase sales by spreading awareness for particular product or service that company
suppose to launched in market.
 Proper marketing helps in maximise profit.
 To fill vacant position of company.
3. Responsibilities and duties
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 Hitting marketing objectives and goals.
 Analysis and knowing of current market conditions.
 Knowing the preference of customers.
 Sound marketing helps in making good image.
 Reviewing and monitoring of marketing representatives.
Description of CV – Mandatory qualification and information for financial manager to control
overall costing of an organization
1. General information
Name – Jones George
Phone no. - 9652274255
E-mail id – [e-mail]
2. Qualification
MBA London university 80.00%
BBA London university 75.00%
Higher education Cambridge school. 80.00%
Secondary education Cambridge school 75.00%
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5. Personal details:
Father name – Michael George
Mothers name- Juliet George
Date of birth - 22th may 1995
Achievement – Football winner at international level in 10th standard
1st prize in debate competition
CONCLUSION
From the above report this has been concluded that human resource are the core thing on
Which a company will relay and with the support an organisation will grow rich. This report is
basically is all about the roles and duty of human resource department of ALDI that are a
supermarket famous for foods items. this report gives lights upon various laws which are made
by government bodies along with it lights covers employees relations which are the assets for the
company cause it helps in achieving the objective in short time. This also covers effectiveness of
human resources practices that plays a significance role in decision making process or the
organisation.
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REFERENCES
Books and Journals
Bridge, S. and O'Neill, K., 2012. Understanding enterprise: entrepreneurship and small business.
Palgrave Macmillan.
Southern, A. ed., 2011. Enterprise, deprivation and social exclusion: The role of small business
in addressing social and economic inequalities (Vol. 2). Routledge.
Schaper, M.T., and et. Al 2014. Entrepreneurship and small business.
Storey, D.J., 2016. Understanding the small business sector. Routledge.
Blackburn, R.A., Hart, M. and Wainwright, T., 2013. Small business performance: business,
strategy and owner-manager characteristics. Journal of small business and enterprise
development. 20(1).pp.8-27.
Malhotra, R. and Temponi, C., 2010. Critical decisions for ERP integration: Small business
issues. International Journal of Information Management. 30(1).pp.28-37.
Gronum, S., Verreynne, M.L. and Kastelle, T., 2012. The role of networks in small and medium‐
sized enterprise innovation and firm performance. Journal of Small Business
Management. 50(2).pp.257-282.
Herbane, B., 2010. Small business research: Time for a crisis-based view. International Small
Business Journal.28(1).pp.43-64.
Altman, E.I., Sabato, G. and Wilson, N., 2010. The value of non-financial information in small
and medium-sized enterprise risk management. The Journal of Credit Risk. 6(2).p.95.
Battisti, M. and Perry, M., 2011. Walking the talk? Environmental responsibility from the
perspective of small‐business owners. Corporate Social Responsibility and
Environmental Management. 18(3). pp.172-185.
Rae, D., 2010. Universities and enterprise education: responding to the challenges of the new
era. Journal of Small Business and Enterprise Development. 17(4).pp.591-606.
Carraher, S.M. and Paridon, T.J., 2015. Entrepreneurship journal rankings across the discipline.
Journal of Small Business Strategy. 19(2).pp.89-98.
Online
Roles and responsibility of HR manager. 2017. [Online] Available through:
<https://www.sumhr.com/hr-manager-role/>
Functions of human resource management. 2017. [Online] Available through:
<https://www.vskills.in/certification/tutorial/human-resources/functions-of-human-
resource-management-hrm/>
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