Importance of Employment Legislations

The provided document is a solved assignment that delves into the significance of employment legislations on organizations. It discusses various HRM (Human Resource Management) principles and their connection to employment laws, showcasing how HRM plays a crucial role in ensuring compliance with these regulations. The assignment draws from several sources, including academic journals and books, to provide a comprehensive understanding of this complex topic.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODCUTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
P1 Importance of Human Resource Management with its purpose and functions.................................3
P2 Strengths and weaknesses of recruitment and selection process......................................................4
TASK 2..........................................................................................................................................................5
P3 Benefits of HRM for employer and employee in ALDI........................................................................5
P4 Evaluation on effectiveness of different HRM practices.....................................................................6
P5 Importance of workers relations to influence HRM decision-making.................................................7
P6 Key element of employee's legislation and its impact on decision making process of HRM..............7
TASK 4..........................................................................................................................................................8
P7 Application of HRM practices..............................................................................................................8
CONCLUSION.............................................................................................................................................10
REFERENCES..............................................................................................................................................11
.................................................................................................................................................................13

INTRODCUTION
In a company there are many departments that work for a common goal so that it can be
achieved in specific time frame in an appropriate manner (Bondarouk and Ruël, 2013). Human
resource department is one of the integral part of an organization as their prime duty is to provide
eligible candidates to the firm with the help of recruitment and selection process. Therefore, HR
Management provides training programs through which workers can enhance their existing skills
and knowledge for the betterment of the company. In order to analyze the importance of Human
Resource Management this study has been conducted. This report includes the importance,
purpose and functions of HR department in an organization. Along with this, strengths and
weaknesses that may arise in recruitment and selection process in an organization. Other than
this, benefits of Human resource management for employer and employee. Apart from this,
factors of employee’s legislation along with its impact on decision making and lastly, application
of HRM practices in an organization.
TASK 1
P1 Importance of Human Resource Management with its purpose and functions
Every department has a special role in a company who perform their task I order to
provide benefits to a firm. Therefore, the main function of HRM is to select best suitable
candidates who can give their most excellent efforts at workforce. HR manager always look out
for various plans through which he/she can evaluate whether an individual have skills and
capabilities of working as per the company’s desires (Chang, Chiang. and Han, 2012). Other than
this, department give training so as to enhance the knowledge of performing the task in a better
manner. Some of the important functions of HRM are mentioned below so that it can be
understood in an effective way:
Functions of Human Resource Management
Recruitment and Selection Process: This is the basic functions that are performed by this
department so that they can give eligible candidates who can help the organization in increasing
their market shares and values. Therefore, for choosing suitable individual ALDI is using various
methods like they are using online procedure, face to face interviews and many more.
Training and Development: It is the most important factor because it helps a person in
knowing more and gaining knowledge that will assist them in future proceedings. ALDI
Company is giving training programs to fresh candidates and also to existing employees so that
they can learn new things according to the current market situations. Therefore, it will make
them capable of providing excellent services to customers (Costea, Amiridis and Crump, 2012).

Compensations and benefits: Performance appraisal whether in terms of compensation
or benefits always boost the morale of an individual to work more appropriately. This includes
some of the factors like flexible working hours, medical facilities, leaves etc., and this assist
organization to retain their eligible candidates for a longer period of time.
Ensuring Legal Compliance: Under this, its prime duty of HR manager to tell all the
terms and conditions that is required to be known by an individual before getting into the job.
These are related to laws and legislations to terms and conditions that must be followed by the
candidate (Ehrnrooth and Björkman, 2012).
Performance Appraisal: this is formulated by the organization so that they can make
employees happy and they fell connected with the company. It is given on the basis performance
that workers show at workplace.
Purpose of Human Resource Management
HRM department plays various roles but the main purpose of doing their job is to
increase the sales and productivity of employees and company as well. For this they appoint
skilled and eligible candidates who can help them in satisfying the needs and demands of
customers. Through this firm can easily attain the goals and objectives in set time frame.
P2 Strengths and weaknesses of recruitment and selection process
To provide excellent services and facilities it is important that HR management of ALDI
is conducting different methods for selecting skilled and knowledgeable candidates. For this,
there are many external and internal factors that can affect the whole process of recruitment
therefore; they should apply suitable tools that can give them maximum benefits and provide
them with eligible candidates (Ganopoulos and et. al., 2013). Some of the advantages and
disadvantages of recruitment and selection process are given below:
External Sources: Advertisement procedure is taken into consideration under this
process. Therefore, managers makes job specification, questionnaire that are required for
selection process. Apart from this, company also uses online methods through which they can
select best suitable candidates.
Strength Weaknesses
This process gives an overview of the
interested candidates who had applied for a
specific position in the company. Therefore,
these applicants are those who have
appropriate skills and knowledge that is
Time and money is the biggest weaknesses of
external sources as for conducting recruitment
process a huge amount of money is required.
Therefore, it is a long process as the candidates
have to go through with certain procedures

required for the job.
This helps the organisation in choosing
candidates who are new with full of
enthusiasm.
until he/she is finally selected.
Internal Source: This process is conducted within the organization itself. They select
talented employees and give promotions or to provide them benefits they give bonuses or
transfer them from one place to another.
Strength Weaknesses
This process helps an individual in increasing
his/her morale and job satisfaction can be
provided to a person.
It gradually motivates and encourages an
individual to work in an effective manner so
that the goals and targets are achieved in
specific time frame.
Biased nature of managers towards an
individual can affect the healthy environment
at workplace. Through which relation between
employees can be hampered.
Higher expectations can create some problem
as sometimes it may not be possible to give
everything what a worker wants.
Sources of Selection method in ALDI Company: Managers of ALDI are utilizing both external
and internal sources for choosing eligible candidates for their organization. A systematic
procedure is being followed by the firm so that no single person is entertained and everyone gets
an equal chance of applying for the same (Gheiratmand and et. al., 2015).
TASK 2
P3 Benefits of HRM for employer and employee in ALDI
Today the rapid development of technology and innovation has forced companies to
modify its system as well as organizational culture. In order to gain competition, firms like ALDI
seek for new way, ideas and creative solutions for improvising their production. With this
assistance, they need to introduce diverse culture whose contribution aid management to achieve
desired goals and objectives. But to manage diversities in a company is a difficult task for human
resource management. Therefore, HRM practices help management to overcome from this
difficulty s well as manage employees in a better way. Along with this, these practices in firms
are used identify needs of all individuals and provide benefits accordingly. It helps them to
survive in company and do work in a proper manner. Furthermore, these approaches are not only

useful for employees but also for employees too. Benefits of such procedure in ALDI firm can be
explained as:-
Employee’s Benefits
Training and Development: The best part of HRM practices in an enterprise is to provide
training and development program to employees. For this process, managers firstly analyse
strengths and weaknesses of each individual. Along with this, according to their needs, they
provide such programs (Gomes and et. al., 2012). It helps them in reducing their abilities as well
as develops abilities, motivations and knowledge of them. HR managers of ALDI Company
generally provide on-the-job training to workers as per demand of working system.
Resource of Information: Since to gain competitive advantage a firm needs to make
alterations in its system which demands workers to adopt the same in a proper way. Therefore,
HR practices helps management to organise conferences timely in company with employees to
tell them what changes will be going on related to their work with proper communication. It aid
workers to adopt the changes and work through latest techniques in operations.
Employer’s Benefits
Enhance benefits of Organization: When managers used to take meetings with workers in
an enterprise in order to convey messages about change management then they will get easily the
commitment of employees and retain them in longer period of time. This procedure helps in
gaining high return on investment as well as return revenues too (Guest, Paauwe and Wright,
2012).
Organizational Culture: As workforce of ALDI consist diverse culture, therefore, it helps
employers to get various new ideas and opinions. Such innovative ideas aid firms in developing
creative products so that they can gain high satisfaction of customers in a profitable way.
P4 Evaluation on effectiveness of different HRM practices
HRM practices in an enterprise involve training and development, performance appraisal
system, recruitment etc. Along with this, best practice among them is to formulate strategies
which are fruitful for employees in fulfilling their needs accordingly. These approaches are
proved to be effective if workers can work with full commitment as well as in required manner.
In order to measure strengths and weaknesses of each associated people, managers used to
provide training and development program to them also. These programs are useful to all type of
firms including retail companies like ALDI. The major aim of retail firms is to provide high
customer service which can be gained through high talented workforce. Therefore, these training
programs make workers become able to provide best services to customers as well as gain their
retention with company products for longer period. Some major effectiveness of practices of
HRM in ALDI can be described as:-

Improvement in Abilities and Skills of Employee
HR managers always engage in providing benefits to employees. They provide special
training to improve their abilities and skills as well as make them able to face new challenges of
working system. Along with this, managers organize activities like picnics, yoga, parties and
more to reduce stress level of workers. They give holiday tour packages and perform appraisal
system to them also which help in giving freshness to their minds.
In terms of Return on investment
Training program like on-the-job technique helps employees to learn while working in a
company. This technique is beneficial to new workers of ALDI in understanding environment of
company as well as to work accordingly. Thus, it is helpful for company to raise productivity of
employees and enhance growth of business as well.
TASK 3
P5 Importance of workers relations to influence HRM decision-making
Employees are considered as an important and valuable part of the organization as they
are the one who work for the company so that firm can sustain a better position in the market
area. Therefore, for obtaining goals and objectives Human resource department plays a crucial
role as they tries to maintain a healthy relation between employees in order to accomplish the
task and obtain the set targets in an effective manner. Other than this, workers helps an
organization in decision making so managers of ALDI are ensuring that an food relation is
formed between all the people in the company. Some of the factors that can have a positive and
negative impact on whole business operations are given below:
 As ALDI is a big company and expanded its business all over the world, it is not possible
for managers to manage the whole process. Therefore, to convey the message in an
appropriate manner they are using suitable tools for communicating with their employers.
 Apart from this, they are giving equal chance to all its workers to express their views and
thoughts which can help them in taking their business in forward direction.
 HR department helps an organization in identifying all the issues and problems and based
on the performance so, they implement training programs through which an individual
can increase their knowledge and skills.
Henceforth, ALDI is trying to maintain good relations within the workplace and for this;
they are applying every possible things which can help them from doing so. On a regular
basis company is taking feedbacks and reviews form employees so that they can make some
alterations in policies or way of work. Other than this, meeting is conducted so that a proper
interaction is being done between superiors and mangers or superiors.

P6 Key element of employee's legislation and its impact on decision making process of
HRM
Laws and regulations are very important for an organization in order to conduct the
business operations smoothly (Importance of employment legislations on organization, 2018).
These rules and regulations that are formulated by the Government of United Kingdom is to give
equal opportunity to all workers so that they can protect themselves from being humiliated.
Legislations includes structure and guidance that are for employees benefits this involves some
of the elements like sex, age, gender, caste, color and many more. If any organization doesn’t
follows these laws than it can hamper the functioning of business operations. Therefore, it is
necessary that Human resource department aware of all the rules and regulations that company
has applied in their organization. Some of the laws and regulations are mentioned below:
Sex Discrimination Act, 1984: This act was formulated in order to protect them from
being discriminated in context with color, caste, sex, gender and many more. In an organization
if an individual faces this kind of problems than they can complain in respected organization so
that actions can be taken. Therefore, ALDI is treating all the employees equally so that any
individual doesn’t feel alienated from the company (Heikkilä and Smale, 2011).
The Employment Right Act: This law gives right to employees and protect them from
unfair dismissal without giving prior notice. Along with this, they are provided with flexible
working hours so that company cannot force them to do as much as work. Therefore, under
Section 86 of this Act, it is amended that a company must give a prior notice of at least one
month and if it is done that government can legally penalizes who is responsible for this.
Equality Act, 2010: It is considered as an important element which every company
should implement in their organization. Through this act, Government of United Kingdom is
getting success in eliminating all the flaws that are hampering the whole business operations. It
gives equal opportunity to every individual so that he/she can enjoy their working in an
organization. Therefore, management of ALDI Company is giving equal salary for the same post
whether male or female.
TASK 4
P7 Application of HRM practices
ALDI is one of the renowned companies in United Kingdom and providing better services and
facilities to its customers. Thus, they work for fulfilling all the demands and wants of consumers through
which organization is able to sustain a better position at market area. For this, HRM department is hiring
candidates who best fits for this job (Kaufman and Miller, 2011). Therefore, for selection and
recruitment process there are some of the procedures that are to be performed by the managers and these
are given below in order to understand it in a better manner:
Job Specification

Job Details
Post: Assistance Manager
Department: Human Resource Manager
Job Purpose
 To provide better services to all its customers by maintain a healthy relationship
amongst the company and consumers.
 Should be able to resolve the problems of its clients.
 Provide training activities to employees so that they can provide better services and
facilities to customers.
Roles & Responsibilities
 Distributing the task according to the capabilities of department and individual as well.
 Must be able to formulate short term goals that can be achievable.
 Should be able to accept the changes and must be capable of developing strategies so
that all the negative factors can be eliminated.
 Must be able to utilise the capabilities of employees as per the skills and knowledge that
he/she acquires.
CV:
Curriculum Vitae
Name: John Edward
Address: 56 Elizabeth Street, 4th Avenue, London
e-mail id: [e-mail]
Contact No.: 6755464326
Objectives:
Must be capable of working under pressure, other than this, should be effective in taking
decision making so that maximum benefits can be provided to the organisation. Individual
should be able maintain a healthy environment at workforce so that effective working can be
done.

Qualification:
 Graduation of Business Administration
 Master in Finance PHD
Experience:
Must have an experience of 5 years or more.
Skills:
 Good communication skills.
 Must have an art of convincing its employees and others for have effective results.
 Should be capable of resolving the problem as soon as in a proper manner.
 Should have the ability of conveying the message in a better way so that employees can
accomplish the task accordingly.
Creation of structured Interview: This step comes into being after selecting suitable
candidates. Individual is hired on the basis of talent, knowledge and skills which he/she acquires
and for this, interview is conducted. Therefore, some questions are formulated that are based on
information which an aspirant posses and based on this knowledge of the candidate is judged
(Keegan, Huemann and Turner, 2012).
Offer letter: It is the final step, after which the individual who is selected is given offer
letter this is the final confirmation that the person is hired for the job. In this all the basic
information related to business is discussed like pay scale, working hours, joining date so that all
the clarifications are resolved form the minds of aspirant.
CONCLUSION
From the above report it can be concluded that HRM department is as important as other
departments in an organization. They provide eligible candidates who are suitable for the post
and give their best for taking the company in forward direction. This will enable them in gaining
superior position in the market area. Other than this, managers of a firm tries to maintain a
healthy environment at workforce so that workers can concentrate on giving more appropriate
results rather than indulging them in conflicts and other activities. Therefore, Human resource
department fulfills all the basic requirements of an organization through which they can achieve
the set targets and goals.

REFERENCES
Books and Journals
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2). pp.391-414.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-662.
Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and the principle of
potentiality: An aspect of the ethics of HRM. Journal of business ethics. 111(1). pp.25-
36.
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Ganopoulos and et. al., 2013. Barcode DNA high‐resolution melting (Bar‐HRM) analysis as a
novel close‐tubed and accurate tool for olive oil forensic use. Journal of the Science of
Food and Agriculture. 93(9). pp.2281-2286.
Gheiratmand and et. al., 2015. The effect of mechanical milling on the soft magnetic properties
of amorphous FINEMET alloy. Journal of Magnetism and Magnetic Materials. 381,
pp.322-327.
Gomes and et. al., 2012. HRM issues and outcomes in African mergers and acquisitions: a study
of the Nigerian banking sector. The International Journal of Human Resource
Management. 23(14). pp.2874-2900.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.
Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the acceptance
and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
pp.305-313.
Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices: Economics meets
strategic human resource management. ILR Review. 64(3). pp.526-557.
Keegan, A., Huemann, M. and Turner, J. R., 2012. Beyond the line: exploring the HRM
responsibilities of line managers, project managers and the HRM department in four
project-oriented companies in the Netherlands, Austria, the UK and the USA. The
International Journal of Human Resource Management. 23(15). pp.3085-3104.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor &
Francis.
Kultalahti, S. and Viitala, R., 2015. Generation Y–challenging clients for HRM?. Journal of
Managerial Psychology. 30(1). pp.101-114.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.

Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public
Personnel Administration. 34(2). pp.174-195.
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