Human Resource Management Practices

The assignment is focused on human resource management practices, which are essential for reducing problems and issues in a company. It highlights different employment rules and regulations that define the process of decision making. The study aims to understand how human resource management influences organizational outcomes and explores various perspectives on talent management, employee participation, and stakeholder pressure.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Duties and purpose of human resource management system of organisation.......................1
P2 Strength and weakness of various factors to recruitment and selection ...............................2
TASK 2............................................................................................................................................4
P3 HRM importance for employers or employees .....................................................................4
P4 Effectiveness of various practices of HRM...........................................................................5
TASK 3 ...........................................................................................................................................5
P5 Significant of employee relation in effects decision making process ...................................5
P6 Different kind of employment legislation and laws as well as their effects on decision
making.........................................................................................................................................6
TASK 4............................................................................................................................................7
P7 Application of human resource management practices.........................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
Human resource management is known as the process of selecting and recruiting
workers. They are capable to giving induction, assessment, orientation and training &
development section of employees. Manger of the business that provide benefits,
compensation, sustaining proper relations and motivating with staff members in order to
achieving long term goals and objectives. Main role and responsibility of HR manger is to
hire knowledgeable and talented candidates in their organisation. Skilled person can achieve
firm growth and success in a systematic manner.
This project is based on ALDI is one of the leading and retail store in UK. In this file,
different duties of human resource professionals are determined along with analysing the aim
of HR administration activities in business. Duties of HRM and different kind of recruitment
methods as well as their strength and weakness also discussed in this report. This file also
studies regarding different legislation due to employer and employees having significant
impacts on HRM of company.
TASK 1
P1 Duties and purpose of human resource management system of organisation
HRM is an activity of bringing company and their workers each other to set their
desired objectives and goals. It will support in improving workers performance as well as
fulfilling customers needs and demands. It is define as an essential factor which assist in
solving all problems in a systematic manner (Allen and et. al., 2011). Human resource
management assist in sustaining whole management activities and developing workers
engagement in business. ALDI is one of the leading company in United Kingdom that provide
different products to their customers. So in this their main purpose is to giving better quality
to clients.
There are different purpose of HRM which is described under this:
 Help company in attaining the goals and objectives of the organisation
 It support in developing and improving thinking way which is applied by ALDI while
may problems is evolved.
 It is important that human resource practices which are decently followed by workers
in business as well as bring reciprocally recognized by them.
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 It will also assist in improving productivity of person contribution in different manner
that are ethically, strategically and socially liable.
HRM functions: There are also different functions of HRM which is very beneficial and
valuable for the organisation to increase their sales. All function are determined under this:
Recruitment and selection: One of the main and essential function is R&S. With the use of
this, company can select and recruit talented and knowledgeable person (Armstrong and
Taylor, 2014). In this ALDI apply internal and external sources for them in order to attract
large number of the candidate's due to empty post.
Managing employee relation: It is crucial part of the human resource management which is
important for the enterprise to mange better relationship. It also support in regards to foster
better link with workers. They have ability to effects work output as well as behaviours. In
this company should organise all activities which support in order to know a worker at the
level of professional and personal.
Training and development: It is known as a human resource management function which is
beneficial and important for the employees. In this ALDI try to provide better training and
development section to their workers in regards to increase their skills and knowledge in a
particular subject. It is also known as learning activity with support in improving workers
capability for performing specific job. Proper coaching, instructions and guidance in provided
to them so in this they can mange their job effectiveness and effectively.
P2 Strength and weakness of various factors to recruitment and selection
There are mainly two kind of selection and recruitment factors which is very valuable
and beneficial for the company in order to attract large number of candidate's (Ernst Kossek
and et. al., 2010). These factors are determined under this as well as their strength and
weakness also:
Internal Approach : This approach involves the recruitment of the candidate internally. In
this approach, the company select those candidates who are already working in the company
and depart them to the higher position or to the other department (Recruitment and selection
process, 2017). If the employee works hard and his performance is up to the mark or excellent
then the organisation given chance to that employee to occupy higher position. If the
employee require extra skills, the organisation provide training to that employee so that he
will work in proper manner. It is the simplest way of recruitment. The methods of internal
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recruitment are promotion, temporary employees to permanent, contract employees to
temporary etc.
Strengths of internal approach Weaknesses of internal approach
As it is the easiest way of recruitment, it is
less time consuming. No deep interview is
required as the performance of the employee
is already known by the management. Once
an employee gets promoted, he stay for a
long time in company and there is a
competition among employees to achieve that
position.
Because of internal recruitment, there are no
opportunities for external candidates.
Dissatisfaction is created among co-
employees and may quit the job. As they
recruit the employee internally, there is lack
of innovation in the organisation as the
existing employees have their own sets of
skills. No new talent is come in the
organisation.
External Approach : This approach includes recruitment of the candidate externally. In this
approach, the company recruit and select external candidates so that new talent can come into
the organisation for the better performance of the organisation. External recruitment create
opportunities for the candidates who are seeking job (Glover and et. al., 2011). ALDI can
come with new and innovative ideas as each candidate have different skill sets and knowledge
which help in finding the business problem and resolve it. It will increase the productivity of
the company. The sources of external recruitment are campus interview, direct walk-In,
newspaper adds etc.
Strengths of external approach Weaknesses of external approach
External recruitment help the organisation to
recruit the candidates with the skills they
need, as the applicants are more (Han and et.
al., 2010). It provides opportunity to those
candidates who needs job. New talent is
introduced into the organisation and this will
help in improving the productivity of the
company.
It is more time consuming as compared to
internal recruitment. External candidates has
more salary expectation. The cost incur in
outer recruitment is so high.
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TASK 2
P3 HRM importance for employers or employees
Human Resource Management practices provides large number of benefits to both the
employer an employees of the organisation. These benefits can understand through the
following points-
Benefits to Employer-
Creates positive behaviour at workplace: the benefit of human resource management concept
is that it influence and support managers in the formulation of effective policies for the
employees. These policies create positive environment in the organisation and increase the
productivity of the enterprise (Huselid and Becker, 2011). The policies encourage and
motivates the employees for performing well in the organisation and creates an ethical work
environment.
Helps manager in taking decisions : Human resource management gives opportunity to the
administrator to determine the working of employees. This will assist manager in taking
decisions regarding future actions taken by the firm. HRM practices helps manager in
creating positive work environment in the organisation.
Help in building team- the practices provide opportunity to the administrator to search the
ways of achieving results. This will encourage the manager in building teams as well as
increase business performance in an effective and efficiency manner. Without this ALDI can
attain their desired gaols and objectives so in this business should try to build better relation
and encourage their team.
Benefits to Employee-
Encourage employees to improve their performance : The policies of Human Resource
Management creates a sense of motivation into the employees and help in building healthy
relations among the employees. These policies encourage the employees to work in a better
manner and in improving the performance of the employees. It increases the morale of the
employees.
Helps in identifying the needs of the employees : The policies helps the manager in
identifying the problems face by the employees at workplace (Jiang and et. al., 2012). It
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enable the managers in identifying gaps and resolve the issues of the employees. Managers
provides training and development to the employees which will help to increase the skill and
knowledge in the employees.
Training and development: Human resource is very important and beneficial for the workers
in to attend this section and increase basic knowledge and skills on the particular matter. In
this business should try to give better programmes to their employees so they attend and
maximise their ability. Talented workers can attained long term goals and targets as well as
achieve business success and growth in a efficiency manner.
P4 Effectiveness of various practices of HRM
Human resource management is an organisational function that deals problem or
issues related with the workers such as compensation, hiring, performance appraisal,
communication, motivation, team building etc. The aim of HRM team is to achieve the
strategic goal of the organisation by utilisation the resources in most effective and efficient
way (Pierre, 2016). All business professionals admit that HRM is an integral part of an
organisation which is serving the needs and wants of the workers. Even if the company is
dealing with the best technology, capacity, infrastructure or equipment, its of no use until and
unless personnel is properly managed. When HR team works at its best, the outcome can be
seen in the form greater growth rate, increased number of sales etc.
Different type of HRM practices is planned approach for managing people in an effective
way. It aims to establish flexible management style in which staff is motivated , developed
and grow in its best possible way. It tries to enhance the staff competencies in a better way by
giving them proper training. It also help in linking up the performances of all employees with
one another. It encourages Organisation to capitalise in the market place seeking an
opportunity to deal with threats. Such policies of HRM help the organisation both externally
and internally in order to fulfil the requirement of ethics and training the personnel (Sarkis
and et. al., 2010). Another impact of different HRM practices is not only supporting the
organisation but also build the organizational culture.
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TASK 3
P5 Significant of employee relation in effects decision making process
Employee relation is very important part of each and every organisation in regards to
attained high productivity and profitability in a systematic manner. Within this ALDI can
achieve their desired goals and objectives as well as can increase their sales. It is essential for
the mangers to generate as well as sustain healthy link with every workers in respects to
acquire their loyalty. For acquiring the employees help, in this business manager can generate
impressive policies & give safe environment due to working. One of the main benefits of
during all activities which is fulfil their needs and perform better in order to maximise
organisation productivity (Song and et. al., 2010). There are several conditions which can
maintained and generate by the manager are as follows:
 Subordinates involvement and participation should be pleased for fixing mutual goals
and targets.
 Manager should acquit with workers in a systematic and friendlily way.
 Lower level administrator comment and feedback should be promote as well as
support regarding all problems and issues which is face by employees at workplace.
 Impressive communication is very essential part which is used company in eliminating
all misunderstanding from the employees mind as per their duties.
 Appraisal of employees should be complete on regular basis so in this they can
motivated and promoted in order to perform better.
 Same growth and opportunities which should be given to whole workers as well as
discrimination and favouritism which should be decreased from the company.
By generating entire position company manger can sustain better link as well as relation with
their employees in this they can help in the process judgement making.
P6 Different kind of employment legislation and laws as well as their effects on decision
making
Employment Legislation include all types of measures and regulation which defines
the rights of employees and employers in the workplace (Vaiman and et. al., 2012). They
should charter with the maximum of employment rights and builds healthy relation among
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them. Standards are set by the organisation which are socially accepted by the employees and
the employers. Main elements of this concepts are stated below in following points:
 Employment right act : It deals with the rights of workers during their working hour
such as providing them minimum wages for their work, time off rights for parenting,
prior notice before dismissal, protection to employees. According to this right each
and every employee is bound to serve the company and in return will get wages for
that. It become necessary to have sound and safe working environment in the
company which ultimately motivates the employees and hold them for longer
duration.
 Equal pay act: According to this act, equal amount of remuneration should be given
to men and women workers in the same environment in order to prevent the gender
discrimination (Van Solinge and Henkens, 2014). Moreover when two or more
individuals are having same kind of knowledge and skills they should be fairly and
equally treated by the organisation in terms of monetary benefits and in all contractual
terms. It turns out to be a good management practices which automatically attract the
worker.
 Employee discrimination act : This act seek to prevent discrimination on the basis of
caste, creed, colour, religion, sexual orientation. ALDI employees should be treated
with equal level of dignity and integrity. Equal opportunity should be given to each
and every employee which helps in boosting up their morale.
 Minimum wage act: In this act, UK had already set up their own standards according
to the age limit such as worker aged between 18-20 will get £5.60 per hour, 21-24 will
get £7.05 per hour, over 25 will get £7.50 per hour. This brings out the positive work
environment among them.
 Working time directive act: Under this act, workers are allowed not to work more
than 48 hours in a week on average (Wright and McMahan, 2011). It grants the annual
paid leaves of minimum 28 days (including bank and public holiday). And also to give
them break during the continuous shift of more than 6 hours. An individual can also
do extra work according to their needs and requirement.
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TASK 4
P7 Application of human resource management practices
ALDI is a grocery and leading company in United Kingdom and they provide
different products to their customers. Business is trying to launch their new branch in another
area so that they face different kind of issue like less productivity, lack of talented employees
and other problems. Main purpose of this business is getting better solutions to problems. So
in this they can apply practices of Human resource management on different locations which
are discussed as follows:
Manpower planning: It is very important and needed for company and their manger to reduce
all problems in a smooth and systematic manner. Manpower is significant for every
organisation within this an organisation can increase their sales and revenues. In this manger
play important role in process of hiring capable persons who can reduce all issues in an
effective way.
Development and Training: It is one of the beneficial and useful method of each and every
organisation. ALDI safer various issues one is there are no proper T&D section so in this
employees not get proper development (Allen and et. al., 2011). Company should be try to
provide various section to their workers in order increase their skills and knowledge as well as
goals & objectives of the business.
Create vision and mission: It is another essential part which is beneficial in order to reducing
all problems and difficulties. Human resource management is focus on creating employees
mission and vision in regards to fulfil their all requirement in a efficiency way. It is also a big
issue which is face by ALDI in their business because there are no specific vision and mission
of workers. Organisation should try to set their V&M in regards to achieve high productivity
and profitability.
Maintain the performance and quality: It is another important and beneficial aspects of the
company in regards to decrease all problems which are present in the organisation. It is
needed for every enterprise to deliver effective and quality services and products to their
potential & target clients so in this business can capture maximum share in market. In this
business, also it is another problem because company cannot maintain quality of goods and
employees execution (Glover and et. al., 2011). HRM support in setting workers performance
standard and assist in supplying better product quality for buyers.
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Performance evaluation: Human resource management is important for the employees
performance. HRM provide better opportunities to administrator in regards to plan with
upcoming activities as well as take planned judgement.
CONCLUSION
As per the above all information, that can be concluded HRM is one of the essential
part of organisation. Without this they can increase their sales and revenues as well as not
achieve long term goals and objectives in a systematic manner. Company use different kind of
methods in recruiting and selecting skilled candidate's such as internal and external. These
factor are very essential in order to attract large number of the person due to vacant position.
Human management practices which is important for the company in order to reduce all
problems and issues in an essential manner. Different employment rules and regulations
which is also define in this scenario which is mainly effects the process decision making.
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REFERENCES
Books and Journals
Allen and et. al., 2011. Adaptive management for a turbulent future. Journal of
environmental management. 92(5). pp.1339-1345.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Ernst Kossek, E., Lewis, S. and Hammer, L. B., 2010. Work—life initiatives and
organizational change: Overcoming mixed messages to move from the margin to the
mainstream. human relations. 63(1). pp.3-19.
Glover and et. al., 2011. Critical success factors for the sustainability of Kaizen event human
resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Han, T. S., Chiang, H.H. and Chang, A., 2010. Employee participation in decision making,
psychological ownership and knowledge sharing: mediating role of
organizational commitment in Taiwanese high-tech organizations. The
International Journal of Human Resource Management. 21(12). pp.2218-2233.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
Management Perspectives. 24(1). pp.34-45.
Pierre, J. ed., 2016. Partnerships in urban governance: European and American experiences.
Springer.
Sarkis, J., Gonzalez-Torre, P. and Adenso-Diaz, B., 2010. Stakeholder pressure and the
adoption of environmental practices: The mediating effect of training. Journal of
Operations Management. 28(2). pp.163-176.
Song and et. al., 2010. Limits of predictability in human mobility. Science. 327(5968).
pp.1018-1021.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.
Van Solinge, H. and Henkens, K., 2014. Work-related factors as predictors in the retirement
decision-making process of older workers in the Netherlands. Ageing & Society.
34(9). pp.1551-1574.
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
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>. [Accessed on 31th October
2017].
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