Significance of Local Culture and HRM Practice

Human resource management

Table of Contents
INTRODUCTION .........................................................................................................................3
A : HRM strategies ....................................................................................................................3
B: Impact of regional and national culture on the practises of HRM .........................................4
C : Organisation's model of employment....................................................................................5
D. Storey’s 27 points of difference between HRM and Personnel Management........................6
E. Significance of local culture and HRM practice ....................................................................7
F. Differences in the Employment laws ......................................................................................7
G. Effective HRM practices used by firms .................................................................................1
H. Recommendations for improving performance using HRM ..................................................1
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources management is concern with the procedure of recruitment and selection
in the organisation, their main work is to attract the right people towards the right procedure.
Apart from this HRM is liable for the training and development of the employees whether they
are new or existing (Lopez and et.al, 2020). This report focuses on the company called Aldi
Group. Aldi Group is a retailer of supermarket chain and having stores in more then 20
countries. This report states various HR strategies for the company also it shows the impact of
national and regional culture on the practises of HRM. This report describes various various
models of employment. Along with this, Storey's 27 points of difference between HRM and
personnel management is mentioned in this report. Employment laws and different HR
practises is being mentioned in this report.
A : HRM strategies
Human resources strategies are defined as the plan which is being made by HR of Aldi
Group so that the employees can work as per the strategies and helps the company to attain
their determined goals. So HR is the one who bridges the gap between employees and higher
management and communicate the expectations of the management to the employees.
Planning
This is the first and foremost thing which the HR of Aldi Group has to do, in the
procedure of planning HR guides the employee about their work and how they will compelete
their individual task so the company may attain its goal at the earliest. So this is the veery
important strategy of HRM to let the employees know what plans and policies have been made
by the HRM and they just have to follow them to attain the end goal.
Performance management
This is the very common HRM strategies of Aldi Group, that they believe in hardwork
and also they appreciate the hard-work of the employees by providing them various pomotional
offers , incentive and perks. The main motive behind implementing this strategy in the
organisation is to boost up the morale and confidence of the employees so that they take their
work seriously and put all the focus on their work (Sokolov and et.al, 2018). Another motive of
this strategy is when the company provide performance appraisal to the employees so they also

feel privileged and try to work hard. Thus the performance management is one of the important
strategy which helps the company to know who is working hard and who is not in the
organisation.
Employee training and development
By imposing this strategy at the workplace the HR of Aldi Group, increases the skills
and knowledge of the employees, even training brings the work more faster. When employees
get the proper guidance and training they can complete their work more faster and the chances
of errors will get decrease. HR has to make sure that after getting tanning employees must
enhance their skills and go beyond in their career path.
Employee law
This is the another policy of HRM is that they maintain the employee laws and
regulations in the organisation and provide all the necessary things to the employees such as
good working condition etc. Due to employee laws and rules they also feel protected and safe in
the organisation (Aust and et.al, 2018).
B: Impact of regional and national culture on the practises of HRM
HRM of Aldi Group has to face some difference in the practise and their
strategies. As Aldi Group operates in many other countries so the HR has to set some different
practises in the national and local level. As in the national level the candidates who applied in
Aldi Group to begin their career, they usually have good education background , good skiills
and also they remain focused towards their goal. Thus the HR of Aldi Group, has to focus more
on their training and development because they can easily grab the new things quickely. Apart
from this, they give many innovative ideas to the company, on the flip side on the reginol level
the employees are not so skilled and highly qualified so it becomes difficult for the HRM to give
them training on new things which they have not heard about. Even they cant grab the things
quickly.
So these things have been found that the culture impacts the HRM practises. Apart friom
this due to culture the behaviour of the employee also get changes. On the national level the
employees behave politely with other and try to cooperates with their colleagues but the scenario
get changes on the regional level, they hardly behave well with other employees even though
they do not remain serious about their work. So the HR has to put more wattage on the
performance management to bring motivation in such employees and make them aware about