Human Resource Management | Aldi Company

Human Resource Management

INTRODUCTION...........................................................................................................................................4
TASK 1..........................................................................................................................................................4
P1 Goal and functions of HRM that apply in planning and resourcing organisations..............................4
P2 The Strengths and weaknesses of various approaches to recruitment and selections.......................5
TASK 2..........................................................................................................................................................7
P3 Advantage of HRM practices for employee and employer.................................................................7
P4 Effectiveness of HRM practices in raising organisational profit and productivity...............................8
TASK 3..........................................................................................................................................................8
P5 Importance of employee relations to influencing HRM decision-making...........................................8
P6 Major components of employment legislation and its impact on HRM decisions..............................9
TASK 4........................................................................................................................................................10
P7 Application of HRM in work-related context...................................................................................10
CONCLUSION.............................................................................................................................................13
REFERENCES..............................................................................................................................................14
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INTRODUCTION
Human Resource Management is described as those bodies which are responsible for recruiting
employees according to their skill and capabilities . The innovation activities are usreful in order to
enhance overall sales and profitability of firms. HR is having the major responsibility of expansion of
plans and policies, managing team and resolving the problems faced by employees (Rees and Rumbles,
2010). There is effective communication among all the group members as it results in achieving their
targets. ALDI is the largest retail organisation and they are providing their services in retail sector in UK.
The assignment is based on purpose of HRM, different types of recruitment, practices which are
beneficial in making good employee relations and the strong and weak factors of HRM.
TASK 1
P1 Goal and functions of HRM that apply in planning and resourcing organisations
Workforce planning is an important task in a company in which HR managers used to design it in
a proper way. They have done various type of activities for this process, which includes hiring perfect
candidates having desired abilities after then make them able to work as per business requirement. In
ALDI, managers develop several strategies in order to determine implication of employees related with
working organisation, examine future and current needs of business and more. These processes help
this company in increasing profitability and productivity. The major function of HR managers in this
company are:-
Functions of HRM:
Recruitment and Selection: This is the major function of HR managers in an enterprise in
which they used to recruit perfect employees in workplace. In retail sectors like ALDI, major demand of
this company is to provide better services to customers. For this process, managers are needed to hire
workers who are able to understand demand of consumers, interact with properly and provide services
accordingly. Therefore, in this regard they use various procedure of recruitment and selection in order
to get best employees in workplace.
Orientation: As managers of this retail sector used online procedure for hiring employees so, in
order to make them able they provide orientation program to them. It help them in getting familiar with
new working environment and work in efficient manner (Taylor, 2014)
.
Compensation & Benefits: Human resource is the most valuable asset for a company,
therefore, it is amendable for managers to provide them benefits, complete their basic needs and
more. In this manner superiors of ALDI used to provide rewards and performance appraisals to
employees which help in getting their retention for longer period of time and reducing heavy
labour turnover.
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Purpose of HRM
 Create better organisational culture: This is the main purpose of HR managers of all type of
organisation in which they used to create better culture of organisation. In ALDI, they used to
introduce diverse culture at workplace who have possessed different type of skills and belongs
to different background. It would help in performing functions of company in an effective
manner as well as making good ethical culture in business
 Law: As UK Government has made several laws for improving working good condition of
employees. So, HR managers are needed to comply business with these laws. Along with this,
they provide healthy and safe working system to workers as well as give them proper proper
training and development programme.
P2 The Strengths and weaknesses of various approaches to recruitment and selections
The major demand of every type of business organisation is to get high qualitative workforce
without whom they cannot operate its functions in proper way. Hiring candidates either from internal
and external process, is known as recruitment method. While taking interviews, judging their skills and
more comes in selection procedure (Boxall and Purcell, 2011) It includes a long procedure for
recruiting a person like job description, specification, analysis and more. In ALDI firm, managers of this
company use following approaches-
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Job analysis: This is the first step in which managers are used to determine the needs of employees in
different-different departments. Along with this, as per need they formulate a proper plan and collect
entire information for further process of recruitment. Job Description: It is the second approach, in which superiors are used to give complete
information about job requirement on its websites, job portals and newspapers. In this process,
they invite job seekers for a specific position in company. It includes complete description i.e.
roles and responsibilities, qualification, skills and more (Wilden, Gudergan and Lings, 2010).
 Person specifications: This document gives a sample of resume through job seekers can match
their profile with company's requirement and apply for vacant position. It would help employers
in screening resumes of such candidates and determine their eligibilities.
Strengths of recruitment and selections
 Recruitment and selection procedure has two basic method i.e. internal and external. In this
manner, internal procedure helps in recruiting candidate from own environment . So, it is easy
and quick process.
Giving promotion to employees help in boosting the morale of workers and encourage them
to work hard for grabbing a higher position (Beardwell and Thompson, 2014)
 Through external recruitment, a firm can get higher skilled workers who have gained all
eligibilities and skills to give better performance.
 External source help in getting innovative ideas also.
Weaknesses of selections and recruitment process
The internal methods are not useful in order to provide fresh faces at the working areas.
So this factor is not effective if they want to develop new and innovative goods which are useful
for business.
There are various issues which are raised from external modes such as competition,
conflicting situations, rivalries and jealousy among all the employees who are involved in
working operations (Keep and James, 2010) The external recruiting process is too much
expensive and costly thus there is much money needed in order to give the advertisement
through different sources such as newspaper, social advertisement for the effective selection
process
The external methods are more of time consuming thus there is more verification
needed while selecting a candidate who can be involved in business activities.
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TASK 2
P3 Advantage of HRM practices for employee and employer
The HRM practices are beneficial in order to develop internal working environment by
focusing on the strong points and analysing them in order to achieve effective results. This
results in enhancing internal business efficiencies of organisations and they will be able to
achieve revenues from their operations. Human Resources helps in developing good
communication relation among the employer and employees and this is the most vital factor
which results in ensuring positive results on the operation of ALDI and these are evaluated as:
Advantage to Employee -
Facilitate Training – The HR mangers are organising various programmes in order to
enhance skill and capabilities of employees (Unger and et. al. 2011)
. This is the most vital factor as manager will understand the needs of workers and any types of
problems faced by them. This also aids the workers to be familiar with the new tools and
techniques thus their current knowledge will be enhanced. Thus employees will be retaining at
organisation for long run.
Inspire Employee
The activities of Human resources are beneficial in order to boost the morale of
employees thus they will be able to achieve their set goals on time thus developing long term
relations with business organisations. The focus of firms is on enhancing future of employees
rather then achieving incentives and salary. The employees should be motivated by giving
them incentives, rewards and appraisals for the hard work that is done by them. This helps in
waking them and they will develop new ideas for business.
Modify Employee Presentation -
The performances of the employees indicates the images of business at market areas. If
there is flexibility in working environment then employees will carry out their operations more
effectively. The activities of HRM are not only motivating the workers but also makes them
responsible towards their work thus they will effectively communicate with one another.
Employer Benefit -
Building team – If the mangers are focused towards making the employees work in a
team then they will effectively achieve all the set goals and objectives in effective and planned
manner. The new innovative ideas and concepts are developed if the employees are working in
a team by cooperating with one another.
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Aid in Planning and Decision Making Process-
There should be focused on making changes in the business activities according to the
requirements of business. There should be interaction among the employees and HR mangers
so they could be aware about the changes which are taking place in organisations thus
achieving their set goals and objectives (Armstrong and Taylor, 2014) There should be decision-
making process organised in which employees can openly share their innovative ideas and the
best one can be implemented in order to achieve growth.
P4 Effectiveness of HRM practices in raising organisational profit and productivity
The main objectives of firms is linked with enhancing the amount of revenues and profits
generated by them by selling their goods. This is the most complicated process for firms in order
to sustain their images with the competitors. If there are effective strategies applied then it results
in achieving new customers. The main responsibility of mangers is linked with maintaining a
balance between internal work areas so that employees can be motivated in order to produce
quality products thus sustaining their strong images.
Training and development activities are called as the energy booster as they are helpful in
order to make them familiar with the new techniques thus results in enhancing sales of business.
ALDI is mainly focused towards producing those commodities which are useful in order to
satisfy the needs and want of their potential customers (Thompson, 2011)
. The HR managers of ALDI should make plans and policies in order to enhance their
overall profitability index. The activities which are carried out at work places are beneficial in
order to develop healthy working environment at work place.
TASK 3
P5 Importance of employee relations to influencing HRM decision-making
Workers are the most important factor of business and they are playing an important role
in order to achieve growth and success of firms. Workers follow plans and policies which are
developed by the leaders through the help of marketing plans. This is an important factor by
which employees can interact with the cultures of business thus executing their working in
effective and planned manner. This factor also motivates the workers in order to work hard and
earn high revenues from their operations. In this dynamic world the important factor for business
is related with achieving competitive gains by selling their goods to customers. There are various
factors identified which are useful for maintaining strong employee relations and these are
evaluated below as:
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All the members of the staff are involved in the decision making process and this is an
important factor in order to achieve goals and objectives of business as desired.
ALDI should conduct those activities which are helpful for employees so they can easily
express their views in relation to any subject matter such as the problems faced by them,
behaviour of employees at work place and also they can provide suggestion in order to make
improvement in their operations. (Boxall and Purcell, 2011) The business entity like ALDI
should give chance to every employee in order to do different types of work this ensures work
rotation and this will be helpful for them in order to learn new things. This helps employees in
gaining extra knowledge and they can easily complete the task that have been assigned to them
in efficient manner.
The grooming and evaluation of employees should be organised at work place this is an
important factor in order to learn about new technologies which can be implemented at work
place. This is a beneficial factor by which firms can give knowledge to the employees related to
various factor rather then their own specialization.
There should be awards given to the workers for the hard work that is done by them this is
an important factor for them by giving them incentives, rewards, appraisals appreciation for their
performances. This results in making the employees to show their involvement in judgement and
decision making (Renwick, Redman and Maguire, 2013)
The employer of ALDI knows the importance of maintaining healthy relations at work place
in order to effectively complete all business operations and make improvements in their business
process. This helps in enhancing the overall business productivity thus achieving success in their
operations and the set goals can be achieved. The employees are serving the customers in most
effective manner and this signifies their strong positions at market places. They are also having
the responsibility in order to enhance their overall sales index and earn high profits.
P6 Major components of employment legislation and its impact on HRM decisions
It has been located that employment legislations carries ample number of components
and plays vital role and majorly puts impact on HR managers decisions. This needs to be
properly understood by human resource management of a business firm. On the other hand, it is
being analysed that in previous years when European Union has taken under in charge and
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affected various decisions that have been made by HR department of business firms. Some of
policies and strategies that were being made through Human Resource section where support
was their of government of United Kingdom. On the other hand, there are some legislations that
have been made by Government of UK and some of them are mentioned below:
Health and Security Right -
Under this sort of legislation which was developed by government it has been located that
this gives both security and safety to employees, where a manager cannot terminate an employee
without giving a notice period (Carter and Liane Easton, 2011)
Minimum Payment act -
In order to reduce labour exploitation, this sort of law was made by government of United
Kingdom. So that every single employee gets equal wages according to the designation which an
employee have at ALDI.
Anti- Discrimination act -
In previous years, it has been located that business people used to discriminate among employees
this has impacted on their business as well. Government took the initiative where law was made
in order to deliver equal rights to them. Age, colour, sex are some major factors under this.
Worker Equality Act -
It has been located that previously, ALDI's managers and leaders used to deliver wages to
employees according to their age and sex as well. On the other hand, government took initiative
where law was made in order to give employees of ALDI equal rights.
TASK 4
P7 Application of HRM in work-related context
Human resource Applicant plays an important role in order to achieve goals and objectives of business
organisations in planned ways. The most important practices which are adopted by Vodafone are
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evaluated below as:
Job specification: This factor states the duties and the responsibilities which had to be followed
by persons while working on a specific position. The document also describe the skill and capabilities
needed in a person in order to do the working. After the exam there is a responsible person who comes
with the list which indicates the requirement that have to be filled by a person.
JOB SPECIFICATION
Organisation: ALDI
Job Title – Junior Human Resource manager
Qualification – PGDM or MBA Specialized in (Human Resources) and (Marketing)
Essential Criteria:
 Sufficient knowledge about tools and techniques of management
 Ensuring coordination among various functions of the department.
 Developing employee relations
 Pressure should be handled in effective manner.
Desirable criteria:
 3+ years experience in industry
 Great personality
 Effective communication skill
Job description: This is the vital documents which states about the job that have to carried
out by a person. It contains the detailed statement about summary of the vacant posts, the roles
and duties that have to be fulfilled by the person.
Job Description
Organisation: ALDI
Division: Human Resource
Job Title: Human resource manager
Job Location: New Castle (UK)
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Job Summary
The firms are focused on recruiting the person who is having the skill and capabilities in order to
fulfil the post of Junior Human resource manager of firms. The potential candidate should have
knowledge about managing human resources in planned manner.
Role
There should be positive environment at work place
Effective recruitment plans.
Organising training and development activities.
Ensure that all strategies and plans are followed at work place.
The firms should execute plans by which they can easily approach to large number of customers
who can apply for the post thus management can have end number of choice and according to their
requirement they can recruit the candidate. The large number of potential customers results in
maximising the choices with firms and they can select the most efficient customer who can fulfil the
vacant post. The job applicants are made on the online portal by the Human resource manager. The CV
of the students are evaluated below as:
CURICULAM VITAE
Curriculum Vitae
Name: XYZ
Address : 33 London Street UK
Phone No. - 5545545444
Profile summary:
I have done Master of Business Administration and have 4 years experience I have a wish to
work in an organisation which provides me opportunities to grow and become successful in life.
I am an effective command in English and also have a deep understanding of the theories and
practices of management.
Specialisation:
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 Training and development of employees
 Resolving Conflicts
 Managing human relationship Recruiting employees.
Educational qualification: -
 Masters in Business administration (MBA) (HR) and (Marketing) Bachelor in Commerce. (B.com)
Declaration:
I hereby declare that all the information provided is true to the best of my knowledge and
ability.
Date:
Place:
CONCLUSION
From the above business report it is evaluated that Human resource department plays an
important role in order to ensure that all plans and policies are effectively followed at work places. The
firms uses various tools and strategies by which employees coordinate with one another and this is an
important factor which helps in achieving growth of organisation. Training and development are the
most important factors in order to make the employees familiar with new and innovative techniques
thus results in achieving growth and success at work place.
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REFERENCES
Books and Journals
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People. pp.169-190.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective.10(6). pp.139-14.
Wilden, R., Gudergan, S. and Lings, I., 2010. Employer branding: strategic implications for staff
recruitment. Journal of Marketing Management.26(1-2). pp.56-73.
Keep, E. and James, S., 2010. Recruitment and selection–the great neglected topic. SKOPE
Research Paper.88.
Unger, J.M and et. al. 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp.341-358.
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.
Carter, C.R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics management.
41(1). pp.46-62.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Thompson, P., 2011. The trouble with HRM. Human Resource Management Journal. 21(4).
pp.355-367.
Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary
approach. Pearson Education.
Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan.
Hendry, C., 2012.Human resource management. Routledge.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
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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.
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.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [Online]. Available
through: <http://www.managementstudyguide.com/human-resource-management.htm>.
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