Human Resource Management Practices

This assignment provides a comprehensive overview of human resource management (HRM) practices, emphasizing their significance in achieving organizational success. It covers strategic HRM, employee engagement, and high-performance HR practices, highlighting the impact of these approaches on employees' attitudes and behaviors. The assignment draws from various sources, including academic journals and books, to provide a thorough understanding of HRM concepts and their applications.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRDOUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning........................................1
P2 Strength and weakness of different approaches to recruitment.............................................2
TASK 2............................................................................................................................................4
P3 Benefits of HRM for employee and employer.......................................................................4
P4 Effectiveness of different HRM practices for raising profit and productivity.......................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations to influence HRM decision making................................6
P6 Key elements of employee legislation and its impact on decision making...........................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in context with work related.................................................9
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................11

INTRDOUCTION
Human resource management is a process of managing employees performance toby
enhance ing their knowledge and skills forto performing their work in a efficient manner. HR is
primarily focussed on organizing of people within organization by making policies and strategies
for overall improvement of an enterprise. ALDI is one of the famous organization popular for its
grocery items across national boundaries by attracting numbers of customers. This report is all
about effective roles and responsibilities of HRM in achieving the goals and target of an
organization by recruiting best and deserving candidates(Armstrong, 2014). Apart from this, it
also describes various approaches of recruiting employees by assessing their strength and
weakness due to their role played in a decision making process. Instead of this, the main motive
of human resource management is to focussed on uplifting of various department of a company
as well as it shows the benefits of employees and employer due to the implementation of HRM
practices. At last the main motive of a ALDI is to implement effective management of
employees because they are liable for controlling or regulating whole organization.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning
ALDI is a common brand having its branches in numbers of countries and serving
domestic as well as foreign customers by satisfying their needs and wants with their qualitative
products (Taylor, 2014). In fact they believes in managing their employees in a proper manner
by providing best facilities to them and supports whenever they need. Main purpose of a
personnel management are mentioned below :-
 Resolving problems:- First and foremost purpose is to solve all the existing disputes and
problems which is faced by staffs or employees.
 Create a friendly environment :- Healthy surrounding encourage employees to work
more and more without any stress and fear.
 Act as a adviser :- According to this, HR department also suggest good things to their
employees by to motivate them towards their personal improvements for raising standard
of living.

 Recruit and select :- One of major purpose of a HR department is to conduct recruitment
programs for selecting best candidates by considering necessary factors which is very
indispensable to perform a particular job (Boxall, 2011).
 Assigning of a job :- HR department are also responsible for assigning right person at a
right job on the basis of their talent and skills of fulfilling the demand of job in a effective
manner.
Apart from this, personnel management is a term which is used by companies in previous
year whereas human resource is a modern word having same responsibilities and role of
managing overall organization . Lastly the main purpose of a HR department is to appoint best
deserving individuals to fill the vacant position of an enterprise (Purcell, 2011).
Instead of this HR department also perform some sort of useful functions to run their
business smoothly and efficiently by considering all the essential macro and micro factors which
have a greater impact on company. Some of a indispensable function of HRM are mentioned
below :- Organizing :- One of major functions is to organize all the activities and conduct
recruitment programs for appointing best alternatives. Therefore they are
responsibleaccountable to execute selecting session in a efficient manner. Staffing :- After selecting eligible and deserving candidates they need to assign work on
the basis of their knowledge , skills and talent. Controlling :- According to this function, HR department is liable for controlling
wastage of time and cost in a proper way (Brewster, 2017).
 Coordinating :- On the basis of this function all the works and task are conducted by
maintaining a cooperative between employees which is very helpful in removing
obstacles and errors.
P2 Strength and weakness of different approaches to recruitment
Selection of a appropriate candidate is not an easy task for ALDI company due to their
broad concept with complex nature which requires specialist and experience person. In fact
recruitment and selection process is conducted by HR department in a impressive manner with
the help of different techniques and tactics. Therefore there are many more approaches are
available which is used by HR department of ALDI are mentioned below:-

 Internal approach:- According to this technique an organization may appoint their
employees with the help of existing workers. It means human resource manager fill the
vacancy of a company by promoting their exiting workers either for appreciate or
motivate towards their goals and objectives (Hegewisch, 2017).
Strength :-
 It requires minimum cost.
 Availability of promotional opportunities.
 ALDI already aware about the advantages and disadvantage of a candidates.
 Familiar with companies environment.
Weakness :-
 Limited number of applicants are available.
 Due to promotional strategy there is occurrence of another vacant position which needs
to filled.
 Absence of new and innovative ideas.
 Disturbed the existing environment of an organization.
 External approach :- According to this method employees are recruited and selected
by company from outside the business. It means HR departmental consider external
factors by advertising requirement of individuals with the help of newspapers, television
, pamphlets etc. Therefore, this time HR department fill the vacant position by looking
outside (Chelladurai, 2017)
Strength :-
 Occurrence of new and creative ideas or opinions which is very beneficial for overall
development and growth of a company.
 Appointment of experience and skilled candidates.
 Availability of substitutes.
Weakness :-

 Requires maximum capital.
 Very lengthy process.
 Third party approach :- According to this approach, ALDI appoint candidates with the
help of third party for example any agency or other company in which HR department
get updated about candidates by any third person to fill their vacancy (Kerwin, 2017).
Strength :-
 Availability of experience and learned individuals.
 Creative minds.
Weakness :-
 Expensive approach.
 Chances of fraud.
 Lack of communication due to availability of third party.
By concluding these approaches it has been understood that there are three types of
methods for ALDI of appointing or selecting best and deserving candidates by considering
necessary factors (Guest, 2011).
TASK 2
P3 Benefits of HRM for employee and employer
Personnel management plays a very eminent role in development and growth of
employees and employer both due to their essential role in an organization. Basically success of
an organization is mainly depended upon higher level and lower level because all the task and
activities are controlled and managed by employees and employer (Huselid, 2011). ALDI
provides many more facilities and benefits to their human resource which are explained below :-
Benefits of employees:- and employer Training and development :- An organization implemented various enhancement
programs which is very helpful and useful for employees to improve their learning skills
and talent to achieve their personal goals. Therefore ALDI trying to conduct effective
training session for upliftment of employees and employer (Becker, 2011).

 Motivational programs :- One of major advantage gained by employees is to get
motivated towards their personal and professional goals. An organization implemented
various session or events for encouraging workers (Marchington, and et. al., 2016).
Additional benefits of employees are given below by considering essential major factors:-
1. Availability of canteen for refreshment.
2. Flexible hours.
3. Comfortable surroundings.
4. Health and safety programs and facilities.
Benefits of employer are mentioned below:- Compensation and remuneration :- Sometime to motivate employees and boosting their
morale appreciation is very much indispensable by providing compensation or
remuneration. In fact it act as a motivational tool for employees towards their goals and
objectives. Bonus :- On special occasion ALDI offers bonus to their workers and supervisors which
is also kind of encouragement technique. In fact it is essential also for maintaining the
healthy relations in between higher authority and lower level. Medical :- Most of the companies as well as ALDI also provides medical facilities to
their employees by protecting them from hazardous effect. Actually HR department
make sure that all the available staff is secure and safe from diseases (Lengnick-Hall,
and et. al., 2011).
 Retirement benefits :- According to this, every employees wantsget retirement profit
after spending their precious years for betterment of a company. For example pension
schemes, mortgage benefits, provident fund after retirement etc. ALDI also provide
profits to employees after completing their service period.
Apart from this, ALDI believes in development of overall organization by raising
standard of their employees so that they can take part in a decision making process. Instead of
this, an enterprise wants to improve the knowledge and skills of their workers with appropriate
planning process by making effective strategies for enhancement. At last all these above benefits
act as a improvement technique by motivating them for acquiring more and more information. s

P4 Effectiveness of different HRM practices for raising profit and productivity
ALDI is continuously rising its human resource management practices in order to attain
its organization goals and target by increasing their productivity (Purce, 2014). In fact HRM
practices included employee involvement, training management, compensation and award
system etc. have a greater impact on a profitability of a company. The main purpose is to raise
the living standard of employees by adopting various useful methods of improvement for raising
enhancement their of knowledge and skills. On contrary to this, HR department of ALDI
company wants to recruit and select deserving and talented candidates for increasing their
productivity for maximization of profit. In other words various HRM practices plays a very
eminent role in a development and growth of an organization in different way which are
mentioned below :- Recruitment :- According to this human resource practices an organization plays a very
eminent role in a selecting or appointing deserving candidates according to their talent
based for increasing the productivity of company (Wright, 2011). Job analysis :- Human resource management is liable to asses the particular job before
assigning for effective running of whole enterprise in attainment of goals and objectives. Training and development :- This factor is also responsible in maximization of profit by
enhancing the knowledge and talent of an individuals or workers by conducting
improvement programs to motivate them towards personal and professional objectives.
Apart from this, training events are implemented by HR department of ALDI to improve
the learning skills of labours. Involvement of employees :- Raising of a productivity is very much depended upon
workers due to their indispensable roles and responsibilities in maximization of profit.
Overall task and activities are controlled and regulated by human resource because they
are obliged to complete it in a minimum duration.
 Compensation and reward :- According to this practices of HRM an organization wants
to appreciate employees to motivate them towards objectives and try to boost up their
morale (McMahan, 2011).
Instead of all the above HRM practices there are numbers of roles of HR department in
increasing the productivity of organization by minimizing its losses.

TASK 3
P5 Importance of employee relations to influence HRM decision making
Every individual working in an organization trying to create a positive relations with their
fellow workers. Human beings are not machine that's why they require friends and partners to
share their opinions and views for reducing their stress. Not a single person are ready to work
alone because everyone requires to work in a team or together for achieving the common goals
and objectives. Healthy relations between employees is also one of a major reason behind
success of an organization because it motivates workers towards their personal and professional
goals. Apart from this, they also take part in a decision making process due to their mandatory
roles and responsibilities in achieving the target of a company in a minimum time period
(Albrech, 2011). Therefore it is understood that if an organization is working in a team with
cooperative nature then automatically they can maximize their profit in a given time frame. On
contrary to this good employees relationship describes that workers are feeling comfortable and
positive about their identity as well as job. In additional friendly and healthy relations is very
much indispensable because it act as a key to ultimate success of an enterprise and outcomes is
also advantageous. Therefore positive relationship in between employees is very much important
because various reasons which are explained below :- Productivity :- It creates a pleasant atmosphere within surrounding of a ALDI and helpful
in increasing manufacturing process for profit maximization. Instead of this a cited
company invested expenditure on employee relations programs to increase their
productivity by satisfying their customers needs and wants (Kehoe, 2013). Employee loyalty :- One of a major importance of healthy relations of employees is that it
creates a loyalty towards organization and trying to uplift the overall enterprise by
maximizing their profit. Reduction of conflict :- When working environment is very much efficient and positive it
automatically resolve the disputes by minimizing it accordingly to create a cooperative
environment . In fact mutual understanding between higher authority and lower level is
very useful and advantageous for whole organization creates a healthy interaction
between them .

 Communicate effectively :- It is also one of essential key factor which plays very vital
role in a decision making process because appropriate interaction is very much essential
for quick and corrective decision (Wright, 2013).
 Hedging risk:- Togetherness is very helpful and useful in controlling the future risk as
well as it motivate employees to face difficult circumstances by overcoming exiting
barriers of an organization . Therefore positive relationship between employees is very
much essential for ALDI to eliminate their success obstacles.
Role of trade union:- Trade union is an association which is established for protecting
employees or labours from any exploitation and threat. Their main objectives is to make a
collaboration team of workers to resolve issues faced by employees at workplace for example
problems related with salary, rights, authority etc.
Collective bargaining in employee relations:- According to this factor employees may
have authority to negotiate with their supervisors at workplace related with their job role. It
means labours can freely interact with their managers to express their opinions or views for
making positive relations with staff members.
At last, it has been understood that employees relationship plays a very eminent role in a
decision making process due to their roles and responsibilities towards attainment of
organization goals and objectives.
P6 Key elements of employee legislation and its impact on decision making
Legal bodies have enacted numbers of laws and norms for describing the rights of
employees as well as its impact on decision making process due to their broad concept with
complex nature. It is very essential to implement beliefs for workers to protect their rights
whereas main first and foremost motive of employee legislation is to prevent them from getting
exploited from fraudulent activities or any misrepresentation's (Kusluvan, and et. al., 2010).
Therefore legal authorities have amendedenacted many more laws for protection of employment
are mentioned below:- Equal pay act :- According to this provision ALDI has to pay equally for all employees
working at same level by creating same opportunities for whole organization. In fact with
the help of this act government tries to create a society free from any discrimination. Sex discrimination act :- Governing bodies enact a law in which there is no
discrimination on the basis of gender because girl and boy both are capable for

performing every kinds of task. Apart from this, main aim of this act is to ensures that
every organization must adopted this policy by implementing at workplace. Disability discrimination act :- According to this, special provisions are provided by
government to disable persons so that they can feel more comfortable. Equality act :- Legal authority of a nation wanted to build a peaceful environment across
national boundaries by enforcing this equality act. Main motive of act is to motivate HR
department of ALDI for implementing a strategies for creating an surroundings free from
any kind of discrimination.
 Employment equality regulations:- On the basis of this norm an enterprise need to
provide equal opportunities to their every employees working in a company and rules or
regulations are applicable on everyone without any type of disparity (Guest, 2011).
By concluding all the above acts it has been understood that they have a greater impact
on decision making process in different manner due to its broad concept. It means HR
department needs to consider these acts and rights of employees while makings any judgement
regarding them .
TASK 4
P7 Application of HRM practices in context with work related
While opening a new branch of ALDI, HR department plays a major role in attainment of
target by satisfying the needs and wants of domestic as well as foreign clients with their
innovative products. In fact various application of HRM practices are used by enterprise while
expanding the exiting business for profit maximization in a minimum time period. For example
recruitment and selection of an individual goes through an appropriate process for appointing a
eligible and qualified employees for the post of sales manager. First and foremost step is to
understand the specification of job which consist of essential documents which allows a person
to take part in a recruitment process. After that comparison is done in between various candidates
on the basis of available evidences and select them accordingly (Jiang, and et. al., 2012).
The main purpose of job is to fill the vacant position of a company and encourage
selected employee towards their roles and responsibilities to achieve overall organization goals
and target. Apart from this, main motive of a job is to assign right person at a right job according
to their talents and skills. Instead of this sales manager need to increase the sales of whole

organization with the use of essential resources for profit maximization by satisfying customers
at international level.
On contrary to this, after assigning a job an organization need to measure the
performance of sales manager for implementing necessary modification according to
requirement. Therefore ALDI implemented recruitment and selection processprocedure while
opening of new branch for overall development and growth of a company (Meredith Belbin,
2011).
Some examples of HRM practices are expressed as follows:- Job analysis:- As per this element an employ may analyse specific job before appointing
any candidates and even an individual also trying to understand their job role before
getting hired for a particular position. It means job analysis is a term which shows
accurate information about specific job. Flexible working:- This element shows that an individual requires positive working
environment so that they get motivated towards their job role as well as entertainment
tools for refreshing their minds.
 Performance management:- Manger of an enterprise needs to enhance the skills and
knowledge of employees so that they can improve their performance because it affects
organizational objectives.
CONCLUSION
By concluding this, learners understood the importance, roles and responsibilities of a
human resource management towards organization goals and target. In fact this report is all
about managing of employees and workers by enhancing their knowledge to achieve its personal
and professional objectivesgoals and target in a given time frame. Apart from this it highlighted
various techniques of measuring the performance of individuals working in a leading company
named as a ALDI. Basically it is an enterprise famous for its grocery items by having its
branches at international level and trying to capture the attention of customers. The main motive
of cited company is to recruit best candidates who have the capability of running their business
effectively with the help of advanced technology. In additional this report also covers appropriate
method of recruiting deserving candidates to fill the vacancy of enterprise by providing essential
benefits to employer and employees. Instead of this, legal authority also plays a very eminent
role in protecting rights of employees by amending various different laws by considering

essential factors. At last it highlighted effective role of human resource management in selecting
eligible person as well as assigning right person at right job.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Lengnick-Hall, C.A and et. al., 2011. Developing a capacity for organizational resilience through
strategic human resource management. Human Resource Management Review. 21(3).
pp.243-255.
Marchington, M and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2) .pp.366-391.
Kusluvan, S., and et. al., 2010. The human dimension: A review of human resources
management issues in the tourism and hospitality industry. Cornell Hospitality
Quarterly. 51(2) .pp.171-214.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1) .pp.3-13.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6) .pp.1264-1294.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Online
Bachelor of Science in Human Resource Management. 2017. Available
through:<http://jindal.utdallas.edu/osim/bs-hrm/>. [Accessed on 5th July 2017].