Strategic Human Resource Management Practices

This assignment delves into the crucial role of Strategic Human Resource Management (SHRM) in achieving organizational success. It requires students to examine different SHRM models, analyze their influence on employee attitudes, behaviors, and ultimately, organizational outcomes. The analysis should consider mediating mechanisms and draw insights from relevant academic literature.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Defining the purpose and functions of HRM........................................................................1
P2. Strengths and weaknesses of several recruitment and selection methods............................3
TASK 2............................................................................................................................................5
P3. Benefits of HRM for employees and employers of organisation.........................................5
P4. Various HRM practices in terms of raising organisation profit and productivity................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations in respect of influencing HRM decision making............7
P6. Key elements of employment legislation and impacts on HRM decision making...............8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in a work related context, using specific example................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
.......................................................................................................................................................12

INTRODUCTION
In recent scenario, human resource management can be understand as a important aspect
because it helps to manage and control all over human resource of the company in a effective
and efficiently manner. So that they will significantly perform their operations and tasks as well
as they can achieve their goals. Apart from this, in this report ALDI organisation has been
chosen thus it is a largest retail super market of UK which dealing with every kind of products
and goods (Armstrong and Taylor, 2014). Therefore, this study will discussing about actual
purposes and functions of HRM within the organisation as well as will defining strengths and
weaknesses of several recruitment and selection methods and approaches. Moreover, HRM
system plays important role within the company due to this there will be elaborating benefits and
importance for employers and employees of HRM. In this last will systematically explaining
benefits of employee relations and key employee legislations in a effective and efficient manner.
TASK 1
P1. Defining the purpose and functions of HRM
Generally, human resource management is a important aspect for every business firm
because it assist to mange and control all over human resources or employees of the company in
a effective and efficient style (Boxall and Purcell, 2011). Thus, with the help of this system
systematically manage and control business activities and operations as well as staff members
will appropriately perform their operations. Apart from this, there are explaining the actual
purposes and functions of HRM in a systematic way such as follows:
PURPOSES EXPLANATION
MANAGEMENT OF PERSONNEL COST One of the main objective behind this system is it
helps to manage and control personnel cost of the
company. Thus, ALDI will systemically arrange
and invest the fund in the development activities
of function for employees of staff members. With
the help of this, company will properly utilise the
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all employees as well as provides them
appropriate training towards their tasks.
TRAINING AND DEVELOPMENT Next purpose behind the implementation of HRM
system within the organisation is, with the help of
this system significantly conduct appropriate
training and development activities for staff
members of employees so that they can learn how
they should perform the tasks.
MEASUREMENT OF EMPLOYEE'S
PERFORMANCE
Basically, employees performance and
involvement very important for every
organisation because organisation's profitability
and productivity are totally based on employees
workings style and performance. Thus, HRM
system helps to timely measure and identify the
actual performance of staff members.
FUNCTIONS EXPLANTATION
RECRUITMENT AND SELECTION HRM system plays several functions within the
organisation thus recruitment and selection of
new candidates within the organisation is one
of the major and important function. In this
activity HR manager focus on to recruit and
hire appropriate and capable persons within the
organisation so that company will attain their
tasks.
ORIENTATION Orientation programmes basically co0nducted
by HR department within the company so that
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new joins or new employees easily and
effectively interact with each others. It assists
to creates healthy relationship with staff
members as well as with the help of this
systematically develop better communication.
MANAGING AND CONTROLLING HRM system helps to manage and control
business activities and operations in a effective
and efficient manner. Due to this,
systematically develop appropriate
management system additionally enhance
employee's working performance and
involvement.
P2. Strengths and weaknesses of several recruitment and selection methods
Recruitment and selection is the important function of HRM within the organisation,
because in which identify and hire appropriate and capable candidates in the company for a
specific job profile (Brewster and Hegewisch, 2017). In this system included several activities
and tests such as aptitude test, communication skill test, typing skills, personality, behaviour and
so more as per them HR manager will take their decision regarding new candidates. Generally,
recruitment is a positive process because in which all candidates can take chance to participate in
this process. Apart from this, selection is a negative procedure in which some selected persons
are take participate because in this process have to be clear interview which taken by HR manger
of the company. Due to this, sometimes candidate's motivation and confidence level become
down. Therefore, HR manager of ALDI seeks to be hire new candidates within the organisation
thus it wants to be conduct recruitment and selection programmes so that they can select suitable
and capable employees within the business firm. Hence, there are explaining several sources of
recruitment an selection as well as their strengths and weaknesses in effective and efficient
manner (Guest, 2011).
Strengths and weaknesses of internal sources: In the context of internal sources of
recruitment and selection there are included several ways such as transfer, promotion, employee
referrals and so more. All these are the appropriate ways of recruitment and selection they has
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some positive and negative things as well. Thus, in the context of merits of internal sources so
that it is less time and cost consuming as compare to other sources. Further, this source company
can be used only for already existing employees not on new candidates. Apart from this it has
some negative points because while using this source by the company then sometimes created
conflicts and problems between employees or staff members. Therefore, internal sources creates
negative environment within the company due to this affect employees working performance and
their quality as well.
Illustration 1: Sources of recruitment and selection
(Source- Types of Recruitment, 2017)
Strengths and weaknesses of external sources: In the context of external sources in
which company can hire and select new candidates with the help of external sources (Types of
Recruitment, 2017). Thus in which included advertisement, campus placement, online interview,
field trips, telecasting, new paper advertisement and so more. All these ways are provided
appropriate result and outcomes to the company (Jiang and et. al., 2012). Therefore, it has some
positive and negative points so that in the context of positive way it provides appropriate result to
company as well as with the help f them organisation can choose suitable and capable candidates
within the organisation. In the other hand, it also has some negative points as compare to other
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sources such as it more time and cost consuming. Additionally, while using this source by
company then may be creates conflicts and problems between new candidates thus it is hard to
manage and control them in a effective and efficient manner.
TASK 2
P3. Benefits of HRM for employees and employers of organisation
Human resource management system plays vital role in ALDI because it aids to mange
and control human resources of the company in a systematic manner. Thus they will effectively
perform their tasks in a appropriate way. This system helps to get success in competitive market
place as well as helps to achieve goals and objectives. Apart from this, HR manager has some
major responsibilities and duties which should be effectively perform with in the organisation
such as monitoring and controlling, recruitment and selection, training and development and so
more (Meredith and Belbin, 2011). Moreover, organisation's productivity and profitability
basically depends on employees working performance and their involvement due to this it is
necessary to be improve with the help of appropriate methods and strategies. Additionally, must
be conduct appropriate and effective training and development programmes and activities within
the business firm so that staff members can learn how they should perform the tasks as well as
how they can achieve their goals and objectives. In this light, human resource management plays
important role in company because it assist to manage all over business activities. Additionally
this system assist to enhance profitability and productivity level of ALDI so that there are
explaining the actual benefits of HRM for employees and employers such as follows:
 Resolution problems and issues: In the working environment of the company every
kind of employees are working so their working style, nature, attitude are also different
from each others. Due to this, sometimes creates conflicts and problems among them so
that they cannot effectively perform their tasks and operations. Therefore, HRM system
helpful for employees because it assist to creates healthy and friendly environment within
the organisation due to this they significantly perform their tasks with mutual
understanding.
 Improvement in employee's working performance: HRM system helpful for
employees because it helps to increase capabilities and skills of the staff members due top
this they significantly perform their operations. Company's profitability and productivity
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based on employees performance and involvement. Therefore it is necessary to be
manage and increase their working quality (Wright and McMahan, 2011).
 Employment relationship: Healthy employment relationship important for every
organisation because it assist to get success as well as helps to achieving goals and
objectives of the organisation. Thus, HRM system focus on to develop healthy
relationship with employees and employers so that they will effectively perform their
tasks and operations in a effective and efficient manner. Therefore, HRM important for
every organisation for getting success in competitive market place.
P4. Various HRM practices in terms of raising organisation profit and productivity
Generally, human resource management is an effective and important concept for every
business firm. Thus, it assist to enhance performance and quality of employees as well as it helps
to manage all over human resources of the company in a effective and efficient manner (Harzing
and Pinnington, 2010). Therefore, HR department of ALDI effectively conduct appropriate and
effective training and development programmes for every staff members for increasing
knowledge, skills and capabilities of them. With the help of this appropriately complete their
tasks as well as attain their decided goals and objectives in a effective and efficient manner. In
the other hand, there are elaborating appropriate HRM practices that helps to raising productivity
and profitability of the company such as follows:
 Recruitment and selection: This can be consider as an important practice of HRM
because in which HR department focuses on to be adopt appropriate and suitable
candidates within the organisation in effective and efficient manner. Generally,
Recruitment is a positive process because in which all persons or candidates can
participate in recruitment process. Part from this selection is an negative procedure
because in which some selected persons can select by HR manager of the company. Thus
while capable and skilled employees are working within the organisation so that
respectively increase the profitability and productivity level (Berman and et. al., 2012).
 Work life balance: This HRM practice refers to, it is necessary to be manage and control
business activities and operations in effective and efficient manner. Further, management
system very important for every organisation because with the help of this employees
significantly perform their operations. Therefore, work life balance helps to enhance
revenue and productivity of ALDI.
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 Compensation: It can be understand as a important HRM practice because compensation
system of the company assist to enhance their motivation and confidence level towards
their works and tasks. Hence, this system beneficial for ALDI because it assist to increase
profitability and productivity of the organisation in a appropriate style. Therefore, as per
above defined HRM practices are important for company because with the help of them
significant manage and control business activities and operations as well as employees of
the company. Due to this, they can significantly perform their works and achieve their
goals in a appropriate way. Compensation is a important aspect for every organisation
because with the help of this respectively enhance moral and motivation level of
employees as well as profitability of the company (Lengnick-Hall, Beck and Lengnick-
Hall, 2011).
TASK 3
P5 Importance of employee relations in respect of influencing HRM decision making
Healthy employee relationship important for every organisation because due to this
respectively increase working performance and profitability of company. Further, employees
performance and quality are lined with revenue and sales of business firm. Thus, it is necessary
should try to be develop healthy relationship as well as mutual understanding among employers
and employees. Apart from this, for developing healthy relationship within the organisation then
it is required to be conduct several type of appropriate and effective programmes and activities
within the organisation so that all over employees can communicate and interact with each other
as well as share their views and things. It helps to enhance mutual understanding between them,
as well as with their help of them effectively resolve problems and issues either company or
employees (CHUANG and Liao, 2010). Additionally, there are explaining some benefits or
importance of employee relations such as follows:
 Productivity: Every business firm focus on to enhance their profitability and
productivity due to this they tries to be adopt appropriate and new techniques and
strategies within the organisation. Therefore, healthy employee relationship beneficial for
company because while staff members working in unity and mutual understanding thus
respectively increase the revenue and productivity of organisation in effective and
efficient manner.
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 Resolution of reduction of conflicts and issues: Healthy employee relations helps to
creates healthy environment within the organisation. Due to this all over staff members
will effectively perform their tasks. Additionally, it assist to resolve conflicts and
problems with the help of appropriate solutions.
 Motivating employees: Healthy employees relation are assist to enhance working
performance and quality of employees so that they will systematically perform their tasks
and operations. Additionally, it helps to increase motivation and confidence level of staff
members. Due to this they significantly achieve their long and short term targets and
objectives (Bloom and Van Reenen, 2011).
P6. Key elements of employment legislation and impacts on HRM decision making
In every organisation it is necessary to be manage and control all over human resources
and business activities in effective and efficient manner. Due to this, government of the UK had
regulated and enacted some major rules and regulations for every sector as well as company
prepared some appropriate polices and regulations which have to be follows b y every staff
members of the company. Government legislation and rules are beneficial for every company
because with the help of this effectively reduce the negative and illegal activities from
organisation. Sometimes, some companies are does not follows legislation and rules in their
working environment as well as creates discrimination activities between staff members due to
this their motivation and confidence level become decreases. In this situation employees take
lockout and strike option for getting their rights and powers in a effective and efficient style.
These type of situations are directly impacts on company as well as their working environment
due to this it is necessary should try to be creates healthy surrounding within the organisation as
well as should equally treats all staff members so that enhance their confidence and motivation
level towards their work (Daley, 2012).
 Anti-discrimination: In some of the organisation employers creates discrimination
nature between staff member due to this they caTypes of Recruitment. 2017.nnot perform
their tasks and operations in a appropriate manner. Therefore, for managing and reducing
these type of negative things and illegal activities from organisation government of the
country regulated anti-discrimination act which have to be followed by every
organisation in effective and efficient manner.
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 Employee protection act, 1978: As per this act must be provide proper protection and
safety to all employees of the organisation so that they can significantly perform their
tasks and operations as well as achieve their targets. While organisation provide safety
and security services and facilities to every employees so that their motivation and
confidence level also enhance in a respective way.
 Equality act, 2010: This legislation helps to creates equality level between female and
male employees of the company because some of the organisation are creates
discrimination within the organisation due to this employees cannot systematically
perform their operations. Thus, government of the UK has been enacted or regulated
equality act, 2010 as per this act should be equally treats all employees either male or
female. So that their motivation and confidence level respectively increase as well as they
systematically perform their tasks.
TASK 4
P7 Application of HRM practices in a work related context, using specific example
Every organisation focuses on to hire skilled and knowledgeable candidates within the
organisation so that they can build a brand image within the market as well as get success in
competitive market place. Therefore with the help of capable employees company can
systematically achieve their vision and mission a effective and efficient manner. Thus, ALDI
seeks to be adopt effective and appropriate recruitment and selection methods within the
organisation. Further, this organisation seeks to be enhance their profitability and productivity
due to this it is necessary to be appoint knowledgeable and skilled employees within the
company (Kehoe and Wright, 2013).
For example: ALDI is one of the largest and leading supermarket of UK which dealing
with household products and goods, clothes, beverage and so more. Thus it wants to be appoint
new HR manager within the organisation so that it can be manage and control all over business
activities as well as manage humans resources of the company. Due to this, they will
systematically perform their operations and achieve their targets as well. Part from this, it is
necessary to be use and adopt appropriate recruitment and selection method with the organisation
so that HR manger will take effective decisions regarding them.
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JOB SPECIFICALISATION
HR Manager
Company name ALDI Ltd.
Reporting to CEO, Director or HR manager
Requirements Interpersonal skills and capabilities, better
communication, smart, creative, leadership
quality, hard worker and so more.
Qualifications MBA and graduation specialisation in Human
Resource
Experience 3 years
Responsibilities or Duties One of the major responsibility of HR manager
is to be creates healthy working environment
within the organisation as well as must be
develop mutual understanding between staff
members and employers. Apart from this,
should effectively measure and determine the
actual performance and involvement of staff
members in their tasks and operations.
Questions:
 What is your name?
 What are your positive and negative things?
 Why did you completed MBA?
 What is the HR and what important roles its playing in a company?
 Why we should appoint in this firm as a HR manager?
CONCLUSION
From the above mentioned this report it has been concluded that human resource
management played important role in every organisation because it helps to managed and
controlled all over business activities as well as employees. There has been defined purposes and
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functions of HRM such as training and development, recruitment and selection, compensation
and so more. Apart from this there has been elaborated employees relations are beneficial for
employees and employers as well as employment legislations with the help of them effectively
reduce the negative activities from organisation.
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REFERENCES
Books, Online and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M., and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
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.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
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.
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.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
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
Types of Recruitment. 2017. [Online]. Available
through:<https://www.tutorialspoint.com/recruitment_and_selection/
types_of_recruitment.html.[Accessed on 16th October, 2017].
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