Benefits of HRM Practices for Employer and Employee

Human Resource
management

Table of Contents
PART 1............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning...................................1
P2 Strengths and weaknesses of different approaches of recruitment and selection.............2
M1....................................................................................................................................................4
M2....................................................................................................................................................4
D1.....................................................................................................................................................5
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practices for both the employer and employee......................5
P4 Effectiveness of HRM practices........................................................................................6
M3....................................................................................................................................................8
D2...........................................................................................................................................8
TASK 3............................................................................................................................................8
P5 Importance of employee relations.....................................................................................8
P6 Key elements of employee legislation and its impact on HRM decision making.............9
M4.........................................................................................................................................11
PART 2..........................................................................................................................................11
INTRODUCTION.........................................................................................................................11
TASK 4..........................................................................................................................................11
P7 HRM practices in an enterprise and its application........................................................11
M5.........................................................................................................................................14
D3.........................................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

PART 1
INTRODUCTION
Human resource management is a system which is designed by management of
organisation which deals with managing, staffing, directing, administering, compensation and
reward system, selecting new candidates etc. It is crucial for company to have efficient human
resource management system to stay ahead of their competitors. Proper management resources
and people leads to achieve desired success for company. Aldi is a retail firm, selected in the
present report which was found in the year 1913 and its headquarters are situated in Essen and
Mulheim, Germany. This assignment mainly focuses on purpose and scope of human resource
management which are applicable in workforce planning. Strengths and weakness of different
approaches with effectiveness of HRM practices are provided in this assignment. It also consists
of employment legislations and its impact on decision making. In additional, application of HRM
practices related to work has also been described.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning.
Aldi is one of the leading company which is operating in different states of United
Kingdom with a large number of stores. It has a large working force which is employed in Aldi
on regular basis. It is necessary for company to manage their workforce efficiently. For that
management should establish an effective Human Resource Management.
As mentioned above, HRM deals in managing people and perform other functions like
hiring, recruiting, selecting, performance and change management, retirements, risk management
etc. To make HRM best for the company, than above functions should be carefully and properly
executed by managers.
Various strategic plans are designed by top level managements to accomplish their
desired sets of goal and objectives (Keep and James, 2010). Different functions of HRM which
are performed by managers in Aldi are mentioned below:
Orientation: Events such as induction or orientation program should be organised by
every company to make new candidates comfortable. When any employee joins a company, at
that time they are not aware about working culture, rules, regulation, standards, policies of
organisation. These events provide them with relevant information about duties and
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responsibilities towards their job and company. Aldi organises such programs to clarify all
doubts and problems of new joiners.
Recruitment and selection: This process include hiring and selecting talented candidates
which suit a particular job position available in company. Aldi's HR manager first identifies
available job positions within organisation and list down all characters and skills which should
be present in a candidate and start their hiring process according to specifications. Main aim of
every company is to attract skilled employees towards them. With the support of talented staff,
Aldi can achieve their goals in better way and within time limit.
Managing employee relations: Employee is a critical part of an organisation. Managing
balanced relations among employee is necessary for such a large organisation to achieve their
vision and missions. Aldi's managers can organise different events to know behaviour of
employees and their expectations from company (Cordner and Cordner, 2011). These activities
promote a healthy environment and employees will feel satisfied. If employees are satisfied with
working environment of firm, they will automatically perform best in their tasks which will
ultimately benefit company and employees also. Managers give various rewards to best
performers and motivate others to work hard.
Training and development: It is a critical function of human resource management.
Company give training to those employees who lacks particular skills or they are unable to
perform their task smoothly. Their aim for providing training is to enhance skills and knowledge
about that particular task as well as ensure smooth working by employees. It helps in building
confidence and attitude, and also promotes all round development of employees (Rees and
Rumbles, 2010). Training can also be given to existing employees who are not aware of new
advancement in technologies and new ways to perform a particular task.
Above were some important HRM function, that are performed by managers of Aldi to
enhance the capabilities and capacity of their employees so that they can work smoothly to
achieve desired goals. HRM helps organisation and employees to work together in same
direction to achieve its main aim.
P2 Strengths and weaknesses of different approaches of recruitment and selection.
Recruitment and selection are critical functions of any organisation and it should be fair
enough to give equal chances to every candidate applying for a job position (Taylor, 2014).
Recruitment is mainly concerned with attracting, short-listing and appointing suitable candidates
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