Entrepreneurship and Small Business Research

This assignment delves into the multifaceted field of small business research. It examines various perspectives on understanding enterprise, entrepreneurship, and their impact on social and economic inequalities. The assignment explores topics such as small business performance, decision-making, innovation, risk management, environmental responsibility, and the role of education in fostering entrepreneurial spirit. It analyzes relevant theories and models, drawing upon diverse scholarly sources to provide a holistic understanding of this dynamic field.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM.......................................................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection. ................3
TASK 2 ..........................................................................................................................................5
P3 Benefits of HRM practices for employee and employer. .....................................................5
P4 HRM practices in term of raising profits and productivity....................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations which are influencing HRM decision making for the
Aldi..............................................................................................................................................7
P6 Element of employment legislation and impact it has upon HRM decision making.............8
TASK 4 .........................................................................................................................................10
P7 Application of HRM practices in ALDI..............................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resource management commonly refers to HR department of company whom
dealing in employees arrangement. It is frame to maximize individual's performance to attain
organisation's objective. This is generally focuses on management of people in firm, also on
policies and system. The unit of HR is responsible for recruitment process, appraisal and
training or development. They look after employees benefits and provides suitable grounds in
which one can work and his productivity cannot be harmed. Administration itself concern with
changes and relation between industries it makes balance among government laws,
organisational practices and requirements which are arise in work station. An human resource
team is the root for any business. ALDI is a brand of two supermarket chains. It has approx
10,000 stores in 18 countries. Headquarter in Germany. They offers food and beverages in
market. In this report discussion will be on ALDI's human resources which includes how their
HR team will work. Different types of HRM functions and applications of them took place.
Company's HR policies their weakness and strengths are able to make impact over entire
administration. Quality employees come up with several benefits. There are various HRM
practices enables individual to be a sufficient work producer. Healthy relation among employees
is an incentive for an management.
TASK 1
P1 Purpose and the functions of HRM
Human resource management plays vital roles and functions within organisations as to
plan, develop and administer policies and programmes that designed to make organisation
effective it is the important part of management in which considered the people work and their
relationship within an enterprise.
Purpose of human resource management is proper utilisations of available resources, good
working environment by healthy relations among the employees and maximum individual
development they ensure that all employees are performing their duties or job to promote the
goals (Wilson, Sabato, andAltman, 2010) This system aim at relieving its department of their
serious and cumbersome workloads. Human resource department performs main activities to
achieve organisation's common goals and objectives. They perform several roles as recruitment,
evaluation, payroll, appraisal etc. human resource managers are responsible for taking advantage
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of the capabilities of worker and placing the right person in the right job position at the right
time.
The major functions of human resource management are:
Recruitment and selections: It is the main role of human resource manager to recruit the
right candidate that match the requirement so it is the most challenging task for any manager. In
this lots of attentions and resources are required to draw, employ and hold the perspective
employees. Recruitment functions involves like developing a job description, publishing the job
posting, sources of candidates, interviewing, negotiation of salary and offer the job to the
candidates (Herbane, 2012 ).
Training and development: Human resource department organise the training and
development programmes for the employees to boost their knowledge and skills so it is the
responsibility of this department to provide on the job training. There are many companies who
provide the training to the fresher for hiring and existing employees. During this time periods the
results are monitored or analysed and measured to find out if the employees requires any skills or
need any training programmes to enhance their knowledge and abilities.
Maintaining good working conditions: Human resource manager play their roles and
responsibilities to maintain the relations or provide good working conditions to make healthy
environment for the good organisation. Fundamental duty of this department to motivate the
employees and manage employees welfare to promote job satisfaction.
Managing employees relations: An organisation can not run without man power as
employees are the pillars of any business. Employees relations must be good to achieve common
goals and objectives. It helps to foster good employees relations and they have the ability to
influence behaviour and work outputs (Kastelle,Verreynne and Gronum, 2010). Management
focus on proper communication as well as personal meeting to understand the employees and
maintain the harmony between employee and employers.
Professional development: This function important because it helps the employees to
take advantage of the several opportunities for their growth, education and management training.
Organisation develop its employee's personality trough organise various seminars, trade shows
and corporate responsibilities. This department make workers feel that they have been taken care
by their superior within the organisation.
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Compensation and benefits: It is the main responsibility of human resource management
that provide benefits and compensate them in any situations. It contributes to the organisations in
attaining its goals and objectives. Benefits that given by the companies such as: working hour
flexibility, extended vacation, dental or medical insurance, maternal or paternal leave, education
reimbursement for children etc.
Performance appraisal: Employee's performance evaluated by the human resource
management. It helps to find out the best employees and weak employees by measuring their
performance and also helps the company to evaluate that employees needs improvement in other
areas so for this human resource team drawing certain development plans for those employees
who have not met the requirements of the work (Temponi and Malhotra, 2013 ).
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Different approaches of recruitment and selections:
Job description: With help of accurate job description a systematic hiring policy begins.
It include detailed information of job, including pay ranges, job tasks, reporting requirements and
supervisory responsibilities. It helps to candidates to choose their suitable job as it provide the
informations to the interested employees in different position that in what post applicants can
apply to get job satisfaction and fully utilised in specific job roles.
Skills inventory: In this recruiter compile a comprehensive list in which represent the list
of skills as well as eligibility criteria for specific job or work. It is minimum requirements list of
job description in which include a list of ideal candidates to fulfil the job vacancy or applicant
pool.
Strategy of job posting: For the systematic recruitment and selections human resource
department develop a strategy for posting job openings. In this consider that ideal or skilled
candidates to match the job requirement or suitable candidates for suitable job. So they make the
strategy to find best person at the right time.
Multi step recruitment: In this process recruiter can do his work easy as by systematic
interview process helps to find interested job candidates who meet the desired skills profile with
a specific job. They follow multiple process of interview to select the right person and make final
decision. In this include telephonic round, examinations and final face to face interview round.
Strengths and weaknesses of recruitment and selections
Strengths:
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 Identify suitable person by inviting them for a particular job.
 Develop the effective candidates who perform well and give their best in this process.
 Hire the employees who are passionate about their work and responsibilities towards the
organisation
 Find flexible people who can do work in different areas and they can adjust in any shift
of job.
 Help to find the growth oriented mindset person that always wants to learn or enhance
their skills and abilities required for success
 In internal recruitment people already familiar and open minded with business and it is
cheaper as well as quicker to recruit the person immediately. It provide opportunities for
promotions within the firm.
 External recruitment can be effective because outside people comes with new ideas and
they have a wider range of experience.
Weaknesses:
 Weakness of this process is that management spend money and recruiter spend their time
or efforts for searching and recruiting the person which sometimes do not lead to better
quality candidates.
 Best candidates are already working for other companies so it is wastage of time for
small business to find the skilled employees
 To select the method of hiring person by internal only recruitment restrict potentially
better qualified from outside the company so the ideas can be narrow.
 To recruit the candidates through external recruitment processes can take more time and
more expenses as by investing money for advertising or marketing of the post and paying
recruiters to seek the most qualified external candidates.
 Online recruitment increased as internet has grown and more online jobs are available
many people applies for their suitable posts so inconvenient or cumbersome of
recruitment process is the weakness point of this process.
 In internal recruitments manager already knows strengths and weaknesses of candidates
and there would be limited number of potential applicants.
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TASK 2
P3 Benefits of HRM practices for employee and employer.
Benefits of different HRM practices
Promotes positive behaviour: Human resources management practices reinforce and
reward desired employee behaviour by creating a positive working environment and provide
favourable benefits to the employees that helps in keeping employees happy and productive. By
managing employees can keep fit the company culture and conform employment standards and
laws (Gronum, Verreynne, and Kastelle., 2012).
Employees development: These practices encourage employees and satisfy them to
contribute organisation's intellectual assets. Business can make effective by improving
employees performance as their knowledge and skills can increase a business's competitive
advantage so organisation provide resources for the purpose of education and training and give
the chances to utilise and share their knowledge and ideas.
Hiring and training the workforce: Planning regarding the manpower is most difficult
task for the human resource department as manager devise hiring strategies to bring right types
of people in their firms. They prepare a job description for a specific job which is compulsory to
find the right candidates and after hiring they plan to organise the training and development
programmes according to their needs and requirement.
Performance management system: Role of human resource manager is to keep
employees satisfied and motivated for their work. And regular feedback or getting the result
from time to time helps the employees to improve their skills and alignment of the company's
objectives with their own personal goals.
Building culture and values: It is the responsibility of the this department to make safe
and clean work culture that helps in bringing the best employee and create job satisfaction which
only depends on the work atmosphere culture that prevails in an organisation (Herbane, 2010).
Conflict management: Human resource manager surely try to handle the disputes and
resolve them by making favourable decisions. Conflicts can arise by disagreement between
employee and employer and it can not be avoid so department acts as a counsellor and a
mediator to sort out the issues in good manner. Manager takes timely action to overcome the
problems that things does not go out of hands.
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Building good relations: It is responsibility of manager to build good relations with
employees by holding meetings, seminars and all official gathering on behalf of the
management. So this department support in building and managing the business. Organisations
are laying a greater emphasis to set up the effective human resource department (Altman,
Sabato, and Wilson, 2010).
Motivates to worker: Manager always motivate to the employees by providing benefits
and me their expectation. They can motivate by giving monetary and non monetary benefits and
support them to maximise their performance or increase work productivity.
P4 HRM practices in term of raising profits and productivity.
Human resource practices helps to generate the profits as well as economic growth of the
organisation through the growing appreciation of how human resource practices are directly
linked to revenue and profit margins.
There are some greatest correlation between positive economic performance and skilled human
resource practices in the various areas such as: retentions of employees, branding of employers,
leadership development, performance management and rewards systems, on boarding of newly
hired employees, recruiting and talent management that helps in high performance for successful
business (Battisti, and Perry, 2011).
Employee engagement: Engagement of all worker contributes in generating profits as
organisation with high engagement rates have an increased revenue growth that helps in
increasing shareholder values and show strong business culture. Strategies of employees
engagements are talent, safety, productivity, financial, sales growth, customer, wellness,
operational and absenteeism etc.
Focus on management: Manager generally focus on the management of all activities and
work efficiency to make sure that employees have the desired impact engagement objectives that
directly affect the business outcomes. And they focus on leadership practices, performance
management, collaborations, empowerment or autonomy, work task and people management.
Create brand image: These practices responsible for promoting and advancing the
business values, ethics, visions, goals, mission and culture that human resource manager will
integrate this objective in key processes like recruitment and selections, compensations and
training and development to ensure about the company's brand and goodwill.
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Stimulate innovation in the organisation: Manager gives some challenging task or work
to ensure about individual performance their balance as well as innovation through talent
management. Human resource practices push the organisation for innovation by using internal
ideas and some suggestions, listening to employees, get feedbacks or response and committing
towards improvement that arise the ideas. There are some key elements such as enabling
infrastructure, innovation initiatives, learning and development, feedback, internal processes,
knowledge management (Rae, 2010).
Wrap up: Effective utilisations of manpower is also required to make organisation better
because talent is most important and managing it correctly that reflects the business outcomes.
So manager make strategy to attains its goals and objectives thoroughly tracked and measured.
Duty of human resource manager is to connect the employees engagement, internal branding,
effective management and innovations or creations that contribute in business outcomes and
results to see that how human resource practices affects on company's financial objectives to
achieve competitive advantage and gain more profits by increasing work productivity.
TASK 3
P5 Importance of employee relations which are influencing HRM decision making for the Aldi.
Strong alliance among staff members and with employers cab be a ultimate tool for
success of organisation. It is mark that if affinities are better at work place employees will be
more sufficient and productive. Decision making process is all about that procedure in which
higher authorities will frame guideline ans steps whom are followed by employees to attain
objective of organisation. ALDI is a food offering company and their employees are working in
both environment as internal where they process the product or external where they have direct
contact with customer it is important for company to look over employee and consider their
views in order to make any decisions cause they have ability to influence organisation's policy
(Carraher, and Paridon, 2015).
ALDI make sure the involvement of worker has power to impact on human resource
management decision-making. Employees are prominent part of organisation whom deliver their
productivity in order to get objective. If these person have permission to take participation in
decision then they affect as marks some changes when management will have some major steps
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in regards with their staff and they ask for participation then worker have power to make changes
in their decisions. One person cannot took better choice as compare to collective accord hence
employees opinions are very effective on decision-making procedure.
It can also be side that if authority draws some guide line it will be same in all manners
but through staff involvement this will be creates change which suites to everyone. Ground are
different on each and every side in order to formulate policies for organisation view of
employee will make influence on it as employee always seek for better compensation or rewards
and less restriction at work station cause this the only thing which make a employee productive.
Policies should be framed in according to demand of their subordinates.
Decision making can be is a process regarded as judgemental. Company could not be so
subjective they needs to see negative and positive point and consider employees view in this
segment. Better coordination can be made up by employee's consideration as if firm made any
determination which took staff member's comfort zone it this will harm productive as well as
makes delays in attain goals. Sound relation of employees have several impact as they increase
benefits, helps in better coordinating work, lake of fights or miss lead, sufficient work efficiency.
P6 Element of employment legislation and impact it has upon HRM decision making.
This can be known as legal contract that has outlines for certain aspects of the
employment relation between employer and employees. These aspects have clear description
about terms and conditions and it took place place before entering into organisation's relation.
But on other side it has benefits for both. ALDI'S laws of contract are coming in handbook
which facilitates both organisation and individual to write and understand this bond.
Hence this contract has everything about what company and hired person expect to each
other. Some mostly determined elements and their impact on human resource decision making
are listed as:
Terms of employment: It generally includes how much time individual will be in
organisation for certain position. This might drag eyes to specify time period for a particular
product. The team of organisation sets their stranded of job before looking out for job seeker. At
time of hiring they states their range of required skills for which there are searching of in front
for individual. It helps ALDI's team to meet with requirement and made up suitable decision.
And also saves their time.
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Employee responsibilities: This is the most difficult part for employment law. Here
detailed information are given for roles and duties because every segment of work is different.
Hence it will make impact on decision or company as since it depicts for duty organisation
needs to plan those policies in which they enable to cover all job's specify role and tries to
disclose all of them in front of job seeker.
Employee benefits: It is related with health and life insurance and retirement plans of
one's who are interested to join firm. These phase needed to make amendments in old framed
policies the reason behind it is that aged rules are not in accordance with present condition so
team needs to build new code for organisation. ALDL is very aware of their employees benefits.
Dispute resolution: These are occurs in between employees to resolve in manager took
place hence it makes mark in decision making process. So that organisation have to reform their
regulation which facilitates some paths to resolve disputes among employees. Solution of any
query is aid to take certain decision.
Ownership agreement: It means that anything produce by the employee or by owner will
be property of the business. All things that are completed in work place which are in owner's
possession.
Termination: This clause is relays on management's regards. Hence this will affect
decision making at any time. Cause they employee who are terminated can created hurdles for
any reason for company.
There are some major effect on decision making though employment law such as:
Wage and hour: company's labour standards will be affected by this legislation. This is a
particular law as fair labour standard act which sets up some amount of minimum wage of
company. This law is revised in periodic basis. ALDI's human resource team needs to made
some changes those are getting presence in order to employees demand. Every worker wants to
have extra pay if they are going with over time their wishes to having compensation if any
tragedy is happens in working hour. Changes are come in decision of HR will came by these
above point. The major view or staff member are about their hours of work If increase then they
needs extra penny for it. Failure of this law will leads to penalties for organisation.
Medical and disability: This point has major impact on decision making management,
while framing policies firm needs to take care of it cause they are happened when some one is
recruited in organisation. Here various laws are framed how an employee be treated in
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organisation who are suffering with some of medical issue or have disability. There are range of
work in organisation which dose not need more skills or knowledge on those posts an individual
will be appointed. Such as guard boy. This will helps management to contribute in society and
improve their work ability cause not will engaged with this post and have appropriate passion in
office with their suitable jobs.
Anti-discrimination: This is an employment act which extend the restriction of
discrimination in selecting and terminating to worker. But this bond will not applicable to those
business who has less then 20 operational member.
TASK 4
P7 Application of HRM practices in ALDI.
The practices of human resource management refers to HR personnel who have ability to
develop leadership trait in staff members. This means to training and motivation program and
devising function which assist management to evaluate on going performance appraisal. ADLI is
dealing with quality HR practices which helps them to put their employee in suitable section.
Since it is clear this company is food offering firm and works on both environment. Their worker
have chance to communicate with customer. Now it is necessary to for manager to make good
resource practices and apply it in organisation.
Some of HR practices (set of certain steps) and application on ALDI are as:
Performance Appraisal: For manager it is crucial to look after employee's appraisal as
ALDI needs to took this trick to make their workers more efficient. Because appraisal is always
needed by every one. If company provides good profits to individuals then they enable to
improve are productivity toward to attain goals. Extra penny or recognition is major attraction
for employees they generally works for it only. So if ADLI has good level of appraisal plan then
they will be in profit.
Career management: Each and every employee will have some dreams regarding their
future which force them to doing job in sufficient manner. In perspective of food company ALDI
needs to show some care about their works cause their members are in direct connection with
customer. Future of a member will have greater impact on company manager needs to set up all
those policies that facilitates individuals to see their career in current working organisation
(Perry and Battisti,2010 ).
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Training: This is good influencer in firm to retain employee. Appropriate use of this trick
will create needs to be in organisation means that if proper training will be given by manager to
employee will suers them to get good result. Though this company will enhance skills and
knowledge of his worker for a specify task (Rae,2011).
Reward system: One well known trick or scheme which has power to make a person
more capable. Every one needs to have reward for their work if company dose not provide it.
Then negative impact on personnel will be there. This system helps an organisation to retain their
employees and gives better outcomes.
Recruitment: This is the process to taking person in organisation. Decision making of
human resource will have good impact by it. As every day or on demand of work company hires
lots of people which belongs to different genres and have differ taste or have differentiation in
work skills and knowledge . At times of hiring manager needs to take care of their new joiner
and a lot their work in according to their abilities.
Human resource practices are plays major roles on organisation here ALDI will be in lead if they
use good tricks in HR department (ParidonCarraher, 2010).
CONCLUSION
By this report it has been concluded that human resource management is as crucial part of
organisation which have ability to shake roots of the firm. Good efficient HR are always needs
in established or up growing companies. This report has detailed view on purpose of HRM as
they are prominent thing in organisation which helps to distribute work to different department.
Their function is to allocate their all load to personnel to take effective action toward
completion. This department has a lot of strengths and it also have a process named as selection
where they recruit new personnel in company for new work. They seeks individuals from out
side market with suitable skills required by project. There are so many benefits hides in human
resource personnel as they help to enhance productive of their employees and also develops
leadership trait in individuals and make them supervise to look after other team member in work
station. There are several laws relent to employment like wage and hour laws and compensation
bond which makes marks on human resource management or organisation too.
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REFERENCES
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strategy and owner-manager characteristics. Journal of small business and enterprise
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Malhotra, R. and Temponi, C., 2010. Critical decisions for ERP integration: Small business
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Gronum, S., Verreynne, M.L. and Kastelle, T., 2012. The role of networks in small and medium‐
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Herbane, B., 2010. Small business research: Time for a crisis-based view. International Small
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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
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Rae, D., 2010. Universities and enterprise education: responding to the challenges of the new
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Carraher, S.M. and Paridon, T.J., 2015. Entrepreneurship journal rankings across the discipline.
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