Human Resource Management Concepts

This assignment delves into the core concepts of Human Resource Management (HRM). It examines the evolution from personnel management to HRM, highlighting key differences. The assignment further discusses crucial aspects of HRM including recruitment & selection processes, performance management, and the impact of human capital on competitive advantage. Various scholarly sources and online resources are cited to support the analysis.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and main function of human resource management...........................................1
P2. Different approaches to recruitment and selection and their strengths and weaknesses..3
TASK 2............................................................................................................................................4
P3. Benefits of different HRM practices within organisation for employees and employers 4
P4 Effectiveness of different HRM practices in terms of raising funds of organisation and
productivity.............................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employees relations in HRM decision making..........................................6
P6 Key elements of employment legislation and its impact on HRM decision making........7
TASK 4............................................................................................................................................8
P6 Application of HRM practices..........................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
An activity which is directly linked with the management of firm's workforce is stated as
human resource management (HRM). It is significantly designed by organisation for improving
the performance level of employees working within it in order to achieve goals and objectives
effectively (Wilson and et. al., 2012). Human resource department of firm focuses on the
formulation of plans and policies with respect to employee’s benefits, selection and recruitment,
training and development as well as performance rewards. Following assignment is based on
Aldi which is a retail grocery store operating within the economy of United Kingdom. The
assignment will support in understanding purpose and functions of HRM within organisation.
Also, different approaches of recruitment and selection with its strengths and weaknesses are
being studied effectively. Apart from this, report will assist learners in getting effective
knowledge about the benefits of different HRM practices within business for employees and
employers. At last, it will help to identify various elements of employment legislation and its
effects on HRM decision making.
TASK 1
P1. Purpose and main function of human resource management
HRM is directly associated with the management of human resources working within
organisation. It mainly focuses on the best utilisation of manpower within a business in order to
attain predetermined objectives. It is highly significant for maintaining healthy relations between
employers and employees and support in developing positive business environment. Apart from
this, different functions are performed by the HR department of organisation and it has various
purposes which are described as follows: -
Main purposes of Human Resource Management: -
1. Its main purpose is to increase the effectiveness and efficiency of work done by
employees.
2. To develop the skills and qualities of all individuals working within firm in order to
enhance their performance level is another main purpose of HRM.
3. HRM ensures a strong and healthy relationship among all employees and employers
(Soltis and et. al., 2013).
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Being a leading grocery store, Aldi must focus on significant management of human
resources which will benefit the organisation in achieving competitive advantages in business.
Functions of HRM: -
Main functions which are carried out by the human resource department of Aldi in order
to achieve desired goals and objectives are being described as follows: -
 HR planning: - It is a significant function carried out by HRM under which it formulates
plans and policies for effective management of available human resources within
enterprise. It focuses on effective and efficient working of workforce for achieving the
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Illustration 1: Difference Between Personnel Management and Human
Resource Management
(Source: Difference between personnel management and human resource
management)

desired goals and objectives. This function is necessary for increasing the performance
level of employees(Seibert Wang and Courtright, 2011). Job analysis and work design: - This is a function performed by HRM which supports in
determining the nature of job and further assist in identifying skills required to perform
the same. It is a necessary function which supports department in analysing the required
roles and responsibilities for performing assigned job effectively. It supports in
recruitment of workforce according to the nature of work. Recruitment and selection: - It is another primary function of HRM which is concerned
with hiring of the best workforce in order to perform activities of organisation effectively
and efficiently. HR department of Aldi must carry out this function effectively in order to
hire capable employees who can perform the job in a better way and assist in
achievement of desired goals.
 Training and development: - It is also an important function performed by HRM. This is
done in order to increase the skills and capabilities of employees working within
business. It is necessary for enhancing performance level of workforce who are
responsible for the achievement of desired goals and objectives.
P2. Different approaches to recruitment and selection and their strengths and weaknesses
The recruitment and selection are the main elements of hiring process performed by HR
department of organisation. As Aldi is a leading retail grocery store operating within the
economy of UK, it is essential for organisation to hire significant number of capable employees
who will support in achieving the goals and objectives of business. There are two different
approaches of recruitment and selection and both these have some strengths and weaknesses
which are described as follows: -
Internal approach: - It is the most effective approach towards recruitment and selection
with the help of which employees can be recruited internally. Internal recruitment of employees
is being performed in various ways. For instance, HR department of Aldi can fill the vacancy by
transfer of existing employees from one position to other within organisation. In the following
approach, promotion is one of the best tools in filling up specific vacancy (Barney, Ketchen and
Wright, 2011). Some strengths and weaknesses of this approach are being stated as follows: -
Strengths: -
1. Supports in recruiting employees within short period of time.
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2. It eliminates the risks of hiring unqualified personnel.
3. Assists in hiring of effective and efficient employees (Ployhart and Moliterno, 2011).
Weakness: -
1. This approach leads to demotivation for other working employees who are not promoted.
2. It may lead to consequences of discrimination.
3. It has limited scope for hiring of more innovative employees.
External approach: - It is a significant approach which supports the organisation in
hiring of employees from external sources. Under this, applications can be received from more
number of interested candidates by making advertisement on different media in relation to job
vacancy. This approach consumes more time and money. Some strengths and weaknesses of this
approach are being stated as follows: -
Strengths: -
1. It supports Aldi in hiring of innovative and capable employees.
2. It helps in the external promotion of organisation.
3. It enables more number of candidates to apply for a job (Bolman and Deal, 2017).
Weakness: -
1. It requires much time in the recruitment and selection process.
2. This approach incurs more cost for the organisation.
TASK 2
P3. Benefits of different HRM practices within organisation for employees and employers
The effective practices under HRM are beneficial for both employers and employees of
organisation. HRM practices of firm involves performance management. Coordination of
business activities with workforce is the most important in order to achieve desired goals and
objectives. Some of the benefits of different HRM practices for employees and employers are
being described as follows: -
Promoting positive behaviour: - It is one of the major practices done by HRM of Aldi.
This supports enterprise in influencing employee’s positive behaviour towards effective
performance (Oechsler, 2011). It is the most significant practice within business by HRM which
directly supports workforce in developing healthy relations among all by having change in their
behaviour.
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These directly benefit the organisation in increasing its level of productivity which
further assists in attaining desired goals and objectives. It helps the employer with respect to
providing high quality of products and services to customers (Batt and Colvin, 2011).
Development of employees: - Employees of organisation are the key elements for
achieving desired goals and objectives of business. Development of employees is the most
effective practice being carried out by HRM which benefits both employers and employees.
Under this, training is provided to employees which benefit them in their own development of
skills and abilities to perform the assigned activities effectively and efficiently. Increased
productivity and profitability is the main benefit of developing employees for employer.
Motivating employees: - It is another significant practice which comes under by HRM of
organisation. This supports in influencing the attention of employees towards effective
performance of activities assigned in an efficient manner. It can be attained by paying higher
amount of salary, performance incentives or by providing non-monetary benefits to employees. It
directly benefits the employees in increasing performance level and in getting monetary and non-
monetary benefits. Apart from this, it benefits the organisation by having increase in productivity
(Kinicki and et. al., 2014).
P4 Effectiveness of different HRM practices in terms of raising funds of organisation and
productivity
HRM of Aldi supports in providing relevant information to its employees which is must
needed in order to carry out assigned work easily without making any errors in it. It helps work
force in attaining significant knowledge about the plans and polices of business (Jackson and
Parry, 2011). And, this assist them in working according to the plans so that, they can achieve
desired goals effectively. All these directly supports in increasing productivity and profitability
of Aldi.
The significant communication channel within a organisation reduces the chances of
miscommunication among all employees. These directly enhances productivity of business and
supports in increasing profitability of it (Gruman and Saks, 2011).
Division of roles and responsibilities according within all employees of organisation
according to their capabilities supports in performing assigned activities effectively and
efficiently. This directly supports organisation in increasing its productivity and finally enhances
profitability.
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Human resource management focuses on developing healthy relations among all
employees of organisation at work place. This supports in eliminating rivalries between the and
supports in effective performance. It directly helps in enhancing productivity and profitability of
business (Gatewood, Feild and Barrick, 2015).
HRM supports in influencing workforce of enterprise positively towards effective
performance by providing them some monetary and non-monetary benefits. These helps to make
employees attention towards assigned activities which helps in enhancing productivity and
profitability of business.
TASK 3
P5 Importance of employees relations in HRM decision making
Maintenance of healthy relations among all employees is most important factor which
significantly defines the success of business (Bröckermann, 2012). This directly supports
organisation in enhancing its productivity and these directly increases profitability of Aldi. The
employees job satisfaction level and their efficiency in performing assigned activity can be
attained by this. Healthy relation between employer and employees act as an assistance while
solving problems and conflicts aroused.
Developing healthy relations at work place within organisation depends upon certain factors such
as working environment, channel of communication and managers behaviours as well as many
other factors. It is necessary to consider these factors essential in order to develop healthy
relations between all which will support in enhancing productivity and sales for earning huge
profits out of it.
The various strategies can be followed by Aldi of maintaining healthy relations among all which
are described as follows: -
Communication: - It is important for business to provide complete information to its
employees with proper use of communication channels which will support in emerging
effectiveness in performance (Fine, 2012). The goods communication supports in eliminating
gab between all member and finally supports in building healthy relations.
Career development opportunities: - Employees working within organisation have some
expectation form employers in respect of their career development. So, it is essential for Aldi to
provide good career development opportunities to its employees. It may commit work force that
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they will be promoted as per their level of performance. This will directly support in building
healthy relations among employer and employee (Coff and Kryscynski, 2011).
Motivation: - It refers to influencing work force of organisation positively towards
effective performance in order to achieve goals and objectives of organisation effectively. The
employer can motivate employees by giving some monetary or non monetary benefits which will
will support in enhancing their performance level. Apart form this it also supports in increasing
healthy relations among them (Campbell, Coff and Kryscynski, 2012).
P6 Key elements of employment legislation and its impact on HRM decision making
The different legislations framed by government in respect of employment directly
affects the decision making of human resource management. These are described briefly as
follows: -
Equality Act 2010: - The following act is the combination of two different acts framed by
government of UK. Race Relation Act 1976 and Disability Discrimination Act 1995 both are
included under this. As per this, it is essential for employers to give equal opportunities at its
work place. This act protects work force of enterprise from getting discriminated on the basis of
caste, gender, religion and race. It is necessary for Aldi to follow all the rule mentioned under
this act.
Health and safety at work Act 1974: - As per the following act employers must ensure good
health at work place for its employees. For this, Aldi must provide healthy working condition to
its employees and they must be given all safety gadgets and instruments. This will support in
developing healthy relations with all employees. According to the following act Aldi must follow
following points listed as follows: -
1. Must ensure healthy working conditions.
2. Organisation must have primary treatment aids (Cloke and Park, 2013).
3. It is necessary for organisation to provide safety trainings to its employees.
TASK 4
P6 Application of HRM practices
Curriculum vitae
Name:
Address:
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Contact Number:
Email ID:
Carrier objective:- To be a successful in a challenging business environment of growth and
excellence and earn effective job which provides me satisfaction and own development and
supports in achieving organisation objectives.
Academic Qualification:
 Commerce graduate.
 Masters in mass communication
 Diploma in photography Diploma in photo editing
Experience: Five year experience in fashion photography.
Personal Skills:
 Competitiveness
 Honest
 Team building
 Effective communication skills.
 Administrative skills leadership skills
Declaration:
I solemnly declare that all the above mentioned detains is true and valid at best of my
knowledge.
Job description:
Organisation name: Vogue magazine
Job profile: Photographer
Reports to: Senior Photographer
Role and responsibilities:
 Responsible to take pictures at fashion events. Main role and responsibility is to face challenges and must be able to take amazing
photographs which can be presented in magazine.
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Salary: 3 to 5 lakhs per annum depends upon experience.
CONCLUSION
The above report significantly concludes that human resource department of an
organisation play vital role in hiring skilled, capable and innovative employees who supports
organisation in achieving its goals and objectives effectively and efficiently. It can also be
concluded that effective conduct of effective practices by human resource management supports
in enhancing productivity of business and assist in its growth. The report also defines that
employer must have strong relations with its employees in order to enhance its productivity and
at last it can be said that employment legislations must be followed by organisation.
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REFERENCES
Books and Journals
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A.J., 2011. An employment systems approach to turnover: Human resources
practices, quits, dismissals, and performance. Academy of management Journal. 54(4).
pp.695-717.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Cloke, P. and Park, C.C. Eds., 2013. Rural Resource Management (Routledge Revivals).
Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Soltis, S. M. and et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Wilson, A., and et. al., 2012. Services marketing: Integrating customer focus across the firm.
McGraw Hill.
Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .[Accessed on 24th July 2017].
Difference Between Personnel Management and Human Resource Management. 2017. [online].
Available through: <http://keydifferences.com/difference-between-personnel-
management-and-human-resource-management.html> .[Accessed on 24th July 2017].
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