Human Resource Management Overview

This assignment delves into the core aspects of human resource management (HRM). It examines various HRM theories, models, and practices, highlighting their significance in contemporary organizations. The provided resources encompass scholarly articles and online materials that offer insights into topics such as talent management, performance appraisal, employee relations, and the impact of HRM on organizational success.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Goal and functions of HRM that apply in planning and resourcing organisations................1
P2 Strengths and weakness of recruitment and selection approaches.........................................3
TASK 2............................................................................................................................................4
P3 Advantage of HRM practices for employee and employer...................................................4
P4 Effectiveness of HRM practices in raising organisational profit and productivity...............6
..........................................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations to influencing HRM decision-making.............................7
P6 Major components of employment legislation and its impact on HRM decisions................8
TASK 4............................................................................................................................................9
P7 Implementation of HRM practices in work environment......................................................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resource management is the administration of personnels undertakes all activities
related to employee from recruitments to negotiation and termination. HRM organise new
activities, training and development programs fro developing the performance of employee as
well as build a communication bridge among employer and workers (Coff and Kryscynski,
2011). They understand the requirements and expectation of worker of organization as well as
communicate company message to them. HR is the chain between employer and labour of
enterprise that communicate or represent their messages.
ALDI is United Kingdom based retailing organisation which is listed one of largest
merchandising organization facilitates wide range of products. Major aim of this assignments is
to study the scope and purpose of HRM as well as its effectiveness in cited company. It will also
analyse how internal and external factors influence the decision making procedure of enterprise
and various activities which human resource management apply for development.
TASK 1
P1 Goal and functions of HRM that apply in planning and resourcing organisations
This is a process that involve practices of management of human resources organised by
ALDI consist of training programme for enhancing employee abilities, recruiting new applicant
for empty job profile for determining the company policies and balancing the behaviours and
actions among members of staff. Human resource management helps in ctraet9ing a better image
within society through managing relation of employees as well as reduce the disputed with the
trade unions.
It is duty of human resource manager to design and coordinate some team work activities
with the workplace for creating a better, flexible, friendly and cosy workforce for the worker
(Mathis and Jackson, 2011). Here are some functions and duties of HRM which is explained as
below:
Development of Policies
To maintain the internal environment as well as proper regulation of all operations, it is
the responsibility of HR to determine the company terms, policies, guidelines and restrictions.
Through enlarging such policies they manage the whole workplace which is briefed below:
 Ethical Terms of Enterprise.
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 Disciplinary Policies System of Uniform
Staffing
Staffing is the essential process which execute the major strategies of an organisation in
implication. ALDI focus over the hard working and potential employee. They offer the wage
which should be minimum for company but should be more than worker's last job. It undertakes
procedure of selection which is mentioned as below:
Recruiting
In order to accompany the vacant profile, ALDI recruit new candidates.
Selection
Through optimizing procedure of recruitment and selection, which include interviewing,
testing(written or online)employee, they hire them by undergoing final step which is training,
retention and motivation.
Staff Planning
HRM design the analyse for understanding the need of recruitment and selection within
their organisation. for encountering the plan they also create a budget according which whole
process is organised (Kehoe and Wright, 2013).
Multicultural Action
This is significant or larger enterprise such as ALDI for expand their businesses in new
market.
Compensation and benefits administration
Human resource management control the activities of ALDI by managing business
recruitment, enough wide to inspire firm's workforce. It is solicited with salary of employee and
providing workers gratification through offering security of job or other scheme involving bonus,
award etc. These are some of labour's recompense that consist:
 Security of Occupation
 Pay
 Health safety
 Bonus
Retention
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It is organised for motivating the worker for better work in order to earn the credibility of
them for the cited organisation. For this, the HR undertakes compensation which is essential for
stabilise the worker in regard of job offering more the limited wage for reducing issue such as :
 Problems in work quality.
 Workplace issues. Grievance and petition with employer.
Training and Development
The training and development process is held straight after the selection and recruitment
for familiarise with workplace. By this they alter the abilities as well as skills of employees for
making their work better according to cited organisation. HR of ALDI coordinate this for new
recruiters for opening them with the work environment which go through theses procedure:
 To improve their abilities for company job profile (Renwick, Redman and Maguire,
2013).
 To describe the terms and policies of enterprise in a clear way.
 Interaction and grooming activities.
P2 Strengths and weakness of recruitment and selection approaches
In order to fulfil vacant job profile, an organisation coordinate selection and recruitment
process within their company for hiring best of employee for the job profile. It attempts various
steps i.e. written test, aptitude exam, interview, group discussion, online applicant etc. ALDI is
one of the largest merchandising company in Europe which go through a designed framework for
selecting the employee from hiring process. In every attempt of its process, there are probability
of loss and benefit which proves that both have some negative and positive aspects which are
explained below:
Strengths
ALDI offers their employee a carrier full of opportunities more than good wage. For it,
they make use of most effective techniques of recruitment and selection process which can helps
them in identifying deserving applicant for their vacant profile (Schuler, Jackson and Tarique,
2011). It not only aids in discover most skilled person from all Europe and United Kingdom but
also create more innovative workplace. It is useful as it support in getting more creative,
innovative, diverse idea, concepts or plans in company matters.
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An employee helps an organisation in accomplish their major objectives on a specific
period of time that is why HR recruitment skilled employee suitable for the vacant profile. The
selection and recruitment process help in seeking most skilled and able applicant for the specific
work from the sea of appliers. They determines some steps that every candidate have to pursue
for job including written test, interview and after the conclusion of those process they select the
best profiles of their job. Hence, it aid in identifying most suitable person for the company. In
this, they notice different features of them including ability, education , qualification, experience
and certainty etc.
Weakness
The main demerits of hiring process is the cost of organising. In case of the candidate is
not according to the need of cited organisation, it cost in loss of capital as well as time and
efforts of recruiter and enterprise (Thompson, 2011). Thus, it requires too optimize most
effective or efficient techniques of hiring and selection for company for proper recruitment.
While the other factors is internal hiring procedure in which the main weakness of this is
lack of new abilities and qualities. The process of recruitment is often select the already hired
employee which can cause of death of new experience, concepts and innovative ideas in
company according to new trends.
TASK 2
P3 Advantage of HRM practices for employee and employer
Human resource management has a very crucial role strengthening the internal workforce
for effective performance in the task they have been assigned. For managing activities, they
analyse the behaviour of workers through analysing feedback of related to their surroundings and
work profile. It bridge a connection among organisation and its members of staffs. HR practices
is beneficial for both workers and employers assisting various advantages in matter of their task.
Benefit to Workers
Training and Development
HRM practices provide various profit to worker the opportunities to develop their skills
and abilities from the coordinated programmes such as training and development. It helps
employee in rendering the satisfaction on their personal needs as well as company's expectation.
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ALDI facilitates such activities in their workplace for the best employee to raise their endurance
to work in complex conditions (Chelladurai and Kerwin, 2017).
Motivate Workers
Major role that HRM plays is to motivate their members of staffs for stimulating their
abilities toward work. ALDI is a multinational merchandising brand which offers the candidates
a bright career for the future in case of working in the cited organisation. Hence, company offer
rewarding facility i.e. promotion, bonus, incentive to effective and targetted performance
achieved by employee which stimulate their work as well as their fellow enabling more strengths
for making efforts.
Develop the Personality
Cited organisation has different recognition in UK industry in reference of products or
work performance. Human resource management operations not only boost their values and
confidence but also enhance their personality and traits including communication and
presentation skills.
Benefit to Employer
Team Building
Main vision of ALDI is to achieve competitive advantages in market through satisfying
consumer needs by the services provided by company. Human resource management organise
some events or practices which is based on team work to increase the friendly environment in
then workplace. This enables enterprise optimizing creative ideas from their workers that assist
them in accomplishing objectives.
Make Optimistic and Healthier Personnel
They create activities to make use of maximum functions operating in the cited
organisation. For that they coordinate various events, occasion or team work practices which aid
in building Flexible, workaholic and positive surroundings. It reduce the amount of issues
emerge in internal environment.
Designing and Decision Making Assistance
It is role of employer of cited organisation to allocate the work among the employee
according their abilities and interest area. Human resource manager interact the content
conveyed by the manager among worker. HR is responsible for implementing new models for
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raising contribution of worker in decision making process which aid in creating new innovative
idea or strategies to employer.
P4 Effectiveness of HRM practices in raising organisational profit and productivity
Human resource management was introduced in the industry to control or manage the
relation of employee with the organisations to avoid the conflicts with trade unions. Since, then
large businesses started HRM in their companies and ages by ages the idea deployed in whole
industry. It is fact that it helps in increasing the productivity and profitably of organisation and
raise the revenues. This raise in the performance quality of employee as well as the operations
the is held for proper functioning of their entity.
Source 1: Importance of HRM for an organization, 2017
 Training and development period evolve the abilities as well as skills of their employees
which enhance the productivity an overall performance of operations.
 Aid in conveying the message of employer and manger of cited company more
effectively which helps in allotting same purpose to whole members of staff.
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 Increase the involvement in decisions making of workers which innovate more creative
ideas regarding to particular situation or strategy (Jiang, and et. al., 2012).
 Satisfy the expectation of employee which portray effective recognition among society as
well as gratify consumer services.
 Negotiate and describe the company terms and policies in recruitment and selection
process which avoid the disputes an conflicts related at workplace.
TASK 3
P5 Importance of employee relations to influencing HRM decision-making
Employee are the major part of a n organisation which helps the whole entity on attaining
the goals as well as meeting success. They execute the strategy of leader in the working
environment top achieve the target set by their manager. According to new geographic area,
company need to recruit new employee (Importance of Human Resource Management, 2017).
This is essential to maintain the relationship with them for proper function of their system in
more organised way. Market is dynamic, it is complicated to subside among the powerful
competitors. HR of ALDI understand the requirement of ER for refraining in market with
deploying business in more trade worldwide. Here is explained the way how ER is helpful for an
entity:
 Raise the contribution of employee in decisions making activities in company by
consultation or other methods (Guest, 2011).
 Cited organisation should apply several actions that allows workers to explicit opinions
and ideas linked to particular plan involving group discussion, attitude study and idea
plannings.
 This is innovative idea that an enterprise cam optimize in their workplace for stimulating
their work and curiosity toward their job. In this, they can arrange a rotation of work in
which employee would be allotted some other task and it will keep revolve around
members of staffs. It evolve their skills and make them more versatile.
 Cited organisation can arrange some training and development programs for new
recruiters for familiarising from new working environment as well as existing worker for
enhancing their skills and abilities. It introduce them with new technologies that have
formed in market.
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 Organisation can coordinate some rewarding opportunities at their working area which
include the appraisal, promotion, bonus, incentive,or appreciation of better performance
which not only stimulate some worker but the whole fellows of them. It ca aid them in
decision making process through providing creative idea related to a specific matter.
ALDI workers manage then employee relation among their workplace which is very
significant to maintain for avoiding disputes from trade unions, maintain the secrecy and avoids
problems. This aid cited company in determining SMART goals for accomplishing competitive
advantages. Workers are responsible for serving the services to consumers to meet the target of
organisation. Hence, they are essential bodies and to monitor this connection HRM use Several
models and approaches in their workforce (Brewster and Hegewisch, eds., 2017).
P6 Major components of employment legislation and its impact on HRM decisions
While European unions were fighting for the rights of employee and catering the
revolutionary change in the industry of UK, government come in the favour of them to increase
the standard of living of local citizens. This not only helped workers and gov., but also assisted
company in maintaining the ER through including those rights in policies. Here are some basic
rights and acts which an enterprise have to follow:
Health and Security Right
This act offers the right to potential consumer according which company can not
terminate their employees without any valid reason or termination notice. In such case, victim
can claim in court against the organisation.
Minimum Payment act
To reduce exploitation of worker rights, it was formed by the United Nations
government. It determine minimum amount of wage which is the right of any employee of any
job profile.
Equal Wage act
This provide whole worker who are employed on the same profile the rights to have
equal wage. No distinguishing can be done over race, religion, gender and other factors.
Delivering time of work
This law states that employee hours are determined in the constitution of United
Kingdom according which minimum working hour is 48 hours for each worker. In case of
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working more than this limit, company will have to pay them extra wage for their work
according to the policies (Boxall and Purcell, 2011).
Worker Equality Act
This act render the right to those employee to treated equally are being discriminated on
different race, age, gender, religion and other demographic basis. Each would be given similar
opportunities to improve.
Disability Discrimination Act
In this act every employee have the chance to be treated equal including disable people.
NO company can discriminate them from other in the basis of their inability otherwise they
would be punished by the government (Employment Law in the United Kingdom, 2013).
TASK 4
P7 Implementation of HRM practices in work environment
Human resource management in an organisation create a connection within the employer
and employee of ALDI by communicating the message or organising various programmes. To
sustain in industry they make use of various defective methods and theories and implement in
internal workplace for raise the productivity and profitability of cited firm. They analyse the
behaviour, attribute, and expectation to avoid the issues before emerging. Also, they work as the
mediator between both manager and worker which maintain their flow of communication.
It assist organisation in operating various functions in systematic method for optimising
maximum efficiency of implicated strategies from industry (Armstrong and Taylor, 2014). In
order to attain those aims, they recruit those worker who are suitable for the environment of
organization. Human resource manage have some role and importance in an enterprise which are
mentioned below:
Acquisition of Talent
HR is responsible for seeking more talented employee for cited organisation in order top
attain competitive advantage. The communicate the message, objectivities, goals and strategies
of ALDI to their employee for maintaining the proper flow of function of entity.
Recruitment and Selection
Basic and essential process through which ALDI hire more qualified employee for vacant
profile. This is duty of HRM to use effective approach for employing best worker for cited
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organisation for enabling development with more pace. More diverged worker render more
innovative idea or codependents over a specific subject.
Conflicts Resolution
Human resource departments is responsible for controlling and managing the conflicts
which emerged in cited organisation and investigating the depth of them for coming up with
most valuable solution of raised issues. For that, they utilize various alternative models such as
suggestion theory, behaviour analysis or consultation process that not only helps in curing
problems but also create more optimistic working environment.
Development and Training
For introducing with the work profile properly this is most significant steps that a
business organisation go through with their new recruiter. This is also often organised by the HR
of company for developing the skills and abilities of present employee for familiarise them with
new technologies and trends introduced in market. This increase the sales of products in market
as it boost performance of workers which satisfy the consumers requirements.
Flexibility in working Environment
HRM offers a negotiable surroundings to employee for making it more suitable for them
according to consequences (Hendry, 2012). It raise their level of interest in regard of their work
profile and build them more potential in context of cited organisation that is main aim of
regarded enterprise.
All of these are few methods that is used by human resource management of ALDI for
managing internal environment to accomplish the main goals in order to accurately functioning
of systems.
CONCLUSION
It is concluded in the report that human resource management has signifiant role on
accurate working of entire operations which is organised in organisation. To increase the
employee performance, HRM perform various practices and team work activities within their
environment for boosting their morals as well as confidence. They coordinate selection and
recruitment, training and development and rewarding offers to stimulate their work. They
determines the policies of a company undertaking all legislation and laws of cited country for
proper functioning of entity. HR not only motivate their personnel but also create a good relation
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within members of staff. To reduce internal disputes, large businesses need to maintain Human
resource management among them.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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.
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.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 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.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Mathis, R.L. and Jackson, J.H., 2011. Human resource management: Essential perspectives.
Cengage Learning.
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.
Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
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Thompson, P., 2011. The trouble with HRM. Human Resource Management Journal. 21(4).
pp.355-367.
Online
Employment Law in the United Kingdom. 2013. [Online]. Available
Through:<https://www.lexisnexis.com/legalnewsroom/labor-employment/b/labor-
employment-top-blogs/archive/2013/04/09/employment-law-in-the-united-
kingdom.aspx>. [Accessed On 22nd September 2017].
Importance of Human Resource Management. 2017. [Online]. Available
Through:<http://www.humanresourceexcellence.com/importance-of-human-resource-
management/>. [Accessed On 22nd September 2017].
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