Human Resource Management Practices and Legislatives

The provided assignment is about human resource management (HRM) practices and legislations. It covers various tools and techniques utilized by managers to assess employee knowledge and skills. The document discusses different HRM practices, including their advantages, as well as related legislations that should be complied with to achieve a company's objectives. It draws from multiple sources, including books, journals, and online resources.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Function and purpose of HRM........................................................................................1
P2: Strength and weaknesses of recruitment and selection....................................................2
TASK 2............................................................................................................................................4
P3: Advantages of various HRM practices those are used in Organisations.........................4
P4: Evaluate effectiveness of HR practice with relation to increasing profit to Aldi............5
TASK 3............................................................................................................................................6
P5: Analysis of benefits in relation to employees that influenced HR decision-making.......6
P6: Key elements those are related with employment legislation..........................................7
TASK 4............................................................................................................................................8
P7: Application for HRM practices .......................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is the managing and controlling the performance of
employees as well as resolving various issues in every department. It should be done in such a
way that organisation could achieve its goals and objectives with proper coordination of entire
staff. Under this project report one of the world’s leading grocery retailers Aldi is taken as to
know about working of HR department (Alfes and et. al., 2013). Although it is one of the most
important aspect of any company.
It is mostly associated with employees those are working as a part of team in relation to
fulfil organisation’s objectives. The project consists of various tasks that explains purpose and
scope of HRM. Further, it discusses advantages and other practices those are govern by both
employer and employee's. It also analyses several legislative issues related with the performance
of employees and their behaviour towards other. On the basis of evaluation effective suggestion
and recommendations are being suggested for HR department.
TASK 1
P1: Function and purpose of HRM
HR administration is concerned with utilising employee's skills and abilities in the
business so that proper flow of guidance and work performance could be controlled for the
success of organisation, its growth and development. Major role of department is recruiting and
selecting, orientation and induction and last training and development of employees before
joining the organisation. In other words, it can be said that hiring and development of employees
in such a way that they become more valuable to organisation.
The effectiveness of the organisation can be increased with the selection of best
personnel (Armstrong and Taylor, 2014). Another role is “to hire right candidates for right job at
right place time in order to achieve organisational goals” and for this it will be required that
proper training should be provided to them. Some of the important points in this relation are:
 To use skills and capability of employees in right manner: In Aldi company they
focusses on employee's performance because they are hiring those people who are
comfortable in handing all the responsibilities of organisation in an effective manner.
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 Motivation: It is major aspect of HR department that is followed in Aldi in which
appraisal is provided in both monetary as well as non monetary terms. This will help
them to perform their work more comfortably (Boxall and Purcell, 2011).
 Working Environment: HR department looks after every aspect of employee's comfort
so that it would not hamper their work. So proper working conditions are being provided
to them.
 To build harmonious relationship between top management and other employees those
are working together in an organisation.
Functions of HRM:
 Recruitment and selection: The process of selecting candidates from the pool of
applications on the basis of their eligibility to perform by screening, captivating and
seeing their potential as well as their dedication toward work after becoming a part of
Aldi company.
 Orientation: It is said to be that process in which employees are made familiar with the
company and it working process after their selection process.
 Maintain healthy working environment: It is required that employees should be
provided with proper health and work facilities so that they can work with full potential
(Budhwar and Debrah, 2013).
 Building employees relation: It is said to be important for an organisation to maintain
good harmonious relation among every worker, those are working together in an
organisation.
 Training and development: The most crucial function of HR department which is
necessary to maximise ability and talent of candidates, is training and development. It
will help in betterment of job performance after becoming member of Aldi.
P2: Strength and weaknesses of recruitment and selection
Recruitment and selection is the search of appropriate candidates those are having proper
skills and knowledge which will help the organisation to reach its targeted goals. Both
recruitment and & selection is screening of right candidate at right time to place them at right
position. There are two methods for recruitment and selection.
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Through Internal Sources: Right employees are present in internal organisation.
Internal sources include promotion, transfer or other aspects of employees benefits. All these are
used as important part of every employee's (Buller and McEvoy, 2012).
Promotion: It increase individual’s roles and responsibilities though promoting their job. It is
based on various aspects like their merits and their experience basis. It is associated with
financial and non-financial terms.
Transfer: It is transferring employees from one department to another to make them aware and
gain more knowledge and experience regarding other jobs as well.
Strength:
 Perfection in their work can help the company to reach their goals in quick time with
minimum cost.
 As they will have prior knowledge so the chances of mistakes and errors will be less.
 It helps to gain employees capability and interest because of compensation allowances
provided by the company (Chelladurai and Kerwin, 2017).
 Weakness:
 Costs of training and development are more for new employees.
 To achieve a right designation, it requires more experience and innovative ideas which
are found to be less in the new employees.Through External Sources:
These sources are more valuable for company like Aldi because by using these company can
reach at higher level and can communicate with people easily. These sources include:
 Advertisement: By using this ,company can encourage potential candidates to apply for
available vacancies and join after seeing advertisement in newspapers or coupons.
 Employees exchange department: they are those departments which provides
employment to skilled as well as unskilled candidates.
 Campus placement: Direct recruitment and selection can also be done through hiring
candidates from various schools, colleges and university.
Strength:
 Huge knowledge and skills are being collected from these sources.
 Innovative thinking ability is being increased (Choi, 2011).
Weakness:
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 Demotivation can be seen in new employees because of not getting appropriate job
position.
 Low level of communication is being seen in new employees.
TASK 2
P3: Advantages of various HRM practices those are used in Organisations
Human resource is an important aspect those which is based on conversation that takes
place between employees and employer. It imostly deals with performing job and their roles all
together as a team member. It will help to overcome the mistakes and performance can be
increased properly. With the help of it the relations among empolyees and employer will be
improved by which chances of conflicts will be reduced. Because entire success of business is
depends on decision taken by employees as individual or as a team member. Some of the
advantages are provided below:
For Employees:
 Solution of grievances: It is common in most of the companies that conflicts always
exist among employee and management (Guest, 2011). in this situation HR department
will take action to resolve them.
 Increase motivation among employees: They will provide various additional incentives
to the employees which will motivate them to work with full efficeincy.
 Better working environment: Healthcare and safety can be major issues that should not
be ignored by HR department and for that proper medical facilities are to be made
available to them.
For Employer:
 Welfare schemes: To enhance moral of employer various schemes are to be provided to
them. Experience of getting thing in favour of the company can lead to enhancement of
their inner potentials (Hendry, 2012).
 Extra facility or benefits: As extra allowances will be made available to employers so
that chance of getting more dedicated toward company growth and its development.From
the side of Office various things like laptops, car other facilitate should be offered to
them.
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 Managerial and technical abilities should be targetted: Technical skills are basically
those which help to gain specific knowledge about other work like mechanical, IT,
Mathematical and scientific while managerial skill are the ability to manage team in right
direction.
 Rewarding: Good work should be rewarded both in terms of financial and non financial.
It will lead to increase moral of employers in future growth and development of the
company.
P4: Evaluate effectiveness of HR practice with relation to increasing profit to Aldi
From above mentioned human resources practices associated with maximising
productivity of Aldi company. They believe in utilising best resource in critical situations
because stability and performance of organisation is mostly depend on decision taken by top
management in relation to gaining more advantages for their employees. HR practices are
playing crucial role in improvising employee brains in achieving aims and objectives of Aldi
company.
As it has been observed that resource are available in limited amount so every company
has to use appropriate method and techniques that would help to increase profit to business. The
main role of department is to manage and co-ordinate with each department to know about their
problems and if any things required to be changes as per the requirement of departments.
However, certain new techniques are to be used by the company so that interest of customers are
gains from work together in fulfilment of individual and group objectives (Huselid and Becker,
2011). The main purpose of human resource management is to look after development of healthy
relation between employee's and employer.
HRM practices are have made huge impact on production process if proper strategies are
not implemented in right direction it would affect profitability of the company. Likewise,
managerial skills and knowledge is being use in effective manner because co-ordinating with
every department is quite big task for the company (Meredith, Belbin,2011). So effectiveness of
employees and organisation can be increased through evaluation requirement of those things that
can changed the entire scenario of organisation. Some of the HR practice that help the
organisation are as:
 Staffing: The process by which right employees are being selected those are having best
capabilities and skills to perform tasks for the betterment of Aldi company. If skills
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people are working at right job profitability of the company would increase
automatically.
 HR planning: Another important practice are based on division of work as per using
appropriate training session and method. How to manage organisation resource all are
comes under human resources department.
 Providing compensation and other allowances: The management is responsible for
making proper compensation strategies those are in the favour of organisation. It includes
medical, children, transport and other paid allowed that would help to motivate them to
perform well in future growth.
TASK 3
P5: Analysis of benefits in relation to employees that influenced HR decision-making
In most of the organization it is important to build harmonious relationship among
employee's those are maintained through achieving goals by applying appropriate tools and
techniques because all those activities are required to performed in right manner. By using thing
customer as well as organisation needs and demands are satisfied. As it has always observed that
so many challenges are being faced by the company that comes because of bad relation among
employees and management (Purce, 2014). This will lead to destroy productivity and profit of
the business. To improve these kind of situation HR department need to resolve such kind of
issues as likely as they can so that profitability and growth of the company should increase in
faster ways. There are various aspects those are help in decision-making of Aldi company are as
follows:
 Remaining competitive: It includes so many polices and procedure that are help to gain
competitive advantages over over competitors (Renwick, Redman and Maguire,2013).
Human resource practices in Aldi business are involve most competent and sustainable
HR succeed.
 Ethics: It is an internal part of the company which is associated with operational activities
of Aldi business. Under this decision-making is based on acceptable and unacceptable
values and beliefs those are arises in organisations.
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 Local adaptation: It is totally edge business operations those are related with culture and
other values of different areas of organisational departments. It is based on localizing
operations with regelation to HR practices as local personnel.
 Universal involvement: In a global business concepts that describe a parent company
work in combination of local support of every level.
From above practice used by company will help management in taking appropriate
decision regarding better management of internal and external department of an organisation. All
these factors are considered by managers in solving various issues of operational level. Making
decision is not important but to make good is decision is more valuable that is always possible if
employees are cooperative (Sparrow, Brewster and Chung, 2016). The human activity operation
will be improved by using correct plan that would carried out in better by which organisation
will be profitable. In relation with allocation of resource, conflicts of management, development
of plan and strategies that will made with good employees relations through communication and
coordination with Aldi company.
P6: Key elements those are related with employment legislation
Some major rules and regulations are formulated under legal authorities by which a
company can fulfilled all appropriate terms and conditions without damaging norms and values.
It is more important to change legal laws in relation to employees so that it is an occurrence of
equal attention among various employment levels. It affects decision-making ability because
results must be related after analysing all laws and sections for establishing a co operative and
amiable environment.
It help to identify people and protect them from getting discriminated in workplace or any
other areas. Because these are based on age, gender, status, colour, caste and race etc. If
behaviour of employees are not not appropriate with other people then other employees are stand
for their rights. There are so many types of discrimination that would includes age relaxation,
economical services and other facilities.
 Employment right act: It is said to be that kind of act which are tried to maximise their
characteristics only to protect their rights of employment through protecting right related
to legal regulations. This has a huge impact on human resource department. All strategies
should be considered by appointing of a candidate and allow them certain power so that
they will take certain decision related to their workers (Storey, 2014).
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 Minimum wages act: According to the constitution every workers should be liable to get
appropriate wages for their duties delivered to the company. It can be provided on the
basis of working hours a worker perform for Aldi business. In case if any employee are
going extra time then his/ her is liable to get extra wages in that relation. But there can
some exceptions which includes those staff's or authority of a company then they are not
eligible to get wages. It is applicable those people who are working as hourly and weakly
basis.
 Equal pay and compensation act: Decision about equal pay is to be taken into
consideration that male and female those are work at workplace are to be given equal pay
to their work can not do any kind of discrimination among them. Their jobs are to be
identical but considerably common.
TASK 4
P7: Application for HRM practices
As a newly appointed human resources manager in Aldi appointed as sales manager need
to go thorough various process of recruitment and selection that are designed by the company by
following human resource practices. All procedure are clear and accurate as they reflect correct
image of the company selection process. There are various steps those are use while performing
these kind of precess:
Effective mode of recruitment and selection: Company need to follow right kind of
pattern that are being helpful in choosing proper candidates for Aldi company. This comprise of
job specification which has to clearly state the post for you are going to hire people. It includes:
 Job details
 Tittle of the job
 Purpose of Job
 Roles and responsibilities
Right person for right job: The main situation of human resource department is to know
about right people should be placed at right job so that efficiency in job should be always their it
is done with selection of CV which should be attractive when it should reflect image of that
particular candidates (Internal and External Sources Recruitment. 2016).
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Training: After selection of employee's for any post has to provide appropriate training
so that their skills are more sharp and consistence (Wright and McMahan, 2011). It based on
preparation of structured interviews:
 It includes impressive questions to overcome coming mistakes.
 Qualification should be analysed separately.
 To observed required skill for that job.
 Role play
 Management games
 Job rotation
Setting target: Target of the company should be in knowledge of company that if they
feel that after getting training they have allotted various target that will be based on organisation
success and its overall objective.
Evaluation: It is said to be that step which is based on after analysis of recruitment of
employees. It consist of various feedback and review that are being done after all procedure.
CONCLUSION
From above project report it has been concluded that human resource management is said
to be an important aspect of Aldi company in performing quality work. Basically, this report is
discussing various tools and techniques of human resource management that are being utilised by
mangers to evaluate knowledge and skills. Further various HRM practices are being explained
with their advantages. legislations associated with employees shuold be complied with so that the
objectives and aims of the company can be achieved.
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REFERENCES
Books and Journals:
Alfes, K and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management.24(2). pp.330-351.
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.
Budhwar, P.S. and Debrah, Y.A. Eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review.22(1). pp.43-56.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management.50(4). pp.479-500.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal.21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest.19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
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.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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.
Online
Internal and External Sources Recruitment. 2016. [Online]. Available
through:<http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-
employees-internal-and-external-sources-recruitment/25954/>. [Accessed on 10th July
2017].
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