Human Resource Management in Contemporary Organisations

This assignment delves into the crucial role of human resource management (HRM) within contemporary organisations. It examines HRM's influence on innovation, drawing upon research articles and real-world examples like Aldi. The analysis explores how HRM practices, work organization, strategy, and leadership contribute to a culture that encourages and supports innovation.

Human Resource
Management

TABLE OF CONTENTS
Human Resource Management..................................................................................................................1
P1 Explain the purpose and the functions of HRM,with respect to Aldi organization.........................4
P2 The strengths and weakness of different approaches to recruitment and selection for Aldi
organization...........................................................................................................................................6
P3:The benefits of different HRM practices within Aldi to both employer and employee...................7
P4: The effectiveness of different HRM practices in terms of raising Aldi’s profit and productivity 8
P5:The importance of employee relations with respect HRM decision making...................................9
P6: The key elements of employment legislation and the impact it has upon HRM decision-making
.............................................................................................................................................................10
P7: The application of HRM practices in Aldi....................................................................................10
M1 : Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives for the chosen organisation................................................................................................11
M2 : Evaluate the strengths and weaknesses of different approaches to recruitment and selection for
the chosen organization.......................................................................................................................12
M3 Explore the different methods used in HRM practices, providing specific examples to support
evaluation within the chosen organisational context . .......................................................................13
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organisational context for the chosen organisation. ...................14
M5 Providing a rationale for the application of specific HRM practices..........................................14
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples for the chosen organisation..............................................14
D2 Critically evaluate HRM practices and application within an organizational context, using a
range of specific examples for the chosen organization. ....................................................................15

Introduction
The human resource management(HRM) is a way of recruitment and processing employees to
make them more valuable for the organization. The HRM performs various other operations like
analyzing job,developing personnel need plans,hiring the correct individual for the particular job,giving
training to new individuals,examining performance,solving problems and communicating with workers
at every level(Boella,2017). This report describes the purpose and functions of HRM in the Aldi
organization. It also explains the strength and weaknesses of various recruitment process of the Aldi
organization. It explains the benefits of different HRM practices in the organization for both employer
and employee. It also brings about the importance of employee relation with respect to HRM decision
making in Aldi organizations. This report also explain the important elements of employment
legislation and its impact on HRM decisions. It provides the application of HRM practices related to
work context by giving Aldi example(Aldi ,2017).
P1 Explain the purpose and the functions of HRM,with respect to Aldi organization
Aldi comes under the country's low cost grocery. The growth and prosperity of Aldi have
provided them the platform to develop efficiencies at every level.
The purpose of HRM in Aldi organization is that it should recruit,train,and appoint staff
according to the wants of the company. They can also guide the employees where required to be
discipline and also dismiss them if they are not working properly(Brewster and Hegewisch, 2017).
Employees working at Aldi achieve promotion through effective training and development. Such things
reduces the want for external recruitment and utilize the usage of existing talent. This is cost beneficial
way for any organization to come through with its staff.
HRM is about the increasing the strength performance of employees to the peak level
corresponding to its position in the business. The organization mainly consist of people,it is about
providing services,to staff,processing their skills and encouraging them to reach at topmost level and
seeing to it that they hold their sincerity towards the Aldi. there are many functions of HRM and they
are as follows-:
Recruitment and selection
Recruitment is the process of recognizing the potential and well educated people on the basis of
objective criteria for a specific occupation. The major goal of Aldi is to select the well deserved
candidates and to motivate undeserved candidate to opt out. Before commencement of this process of

selection,Aldi must develop a appropriate staffing plans and should grade the total staff they are going
to be needed. Recruitment and selection process are very essential for every company to decrease the
price of mistakes(Brown and et.al. , 2017). It gives the power to fire the unqualified candidate and hire
new staff.
Orientation
In many organization orientation is not provided to new employees. This step would be
important for new employees to get familiar with other employees and to understand their job in a more
proper way. The employee orientation program provides the goals and objective of the organization and
how the staff can help to achieve these goals.
Maintaining good working environment
The major responsibility of HRM is to provide the employees with good environment. Aldi
main is employee welfare which promotes satisfaction of job. In aldi a good working atmosphere is
provided by HRM .The initiative is taken by company in order to provide good opportunities for
employees. Such as all the requirement of employees are taken into consideration for providing them a
good working environment. For an instance if they are not happy with trainers that are giving training
to them. Then in this case company try to change threined in order to make its training programs
effective.
P2 The strengths and weakness of different approaches to recruitment and selection for Aldi
organization
Recruitment is the process of recognizing,appointing the correct employee for the specific
job,recruiters should hire only that candidate who is well qualified for that occupation. Recruitment
mainly are of 2 types
Internal recruitment-: It is a type of recruitment where the recruiters hire candidates from inside the
workplace. The appliers who applied for different departments are currently working withing the same
organization.
Strength of Internal Recruitment
 Such recruitment processes are cheaper and quick as they are familiar with candidates and
specific are not needed to be build. For an instance in aldi if this recruitment is done then it will

be easy as all the candidate know each other from before.
 It is easy for the employees to adjust as they already know the people in the business. The
employees need not to do any adjustment at their workplace. They will able to work
comfortable as per their convenience.
 Organization is aware about the strength and weaknesses of the candidates. At aldi the
company will be aware about the strength and weakness of their cnadidates.
Disadvantages of Internal Recruitment
 This will reduce the number of potential applicants to come forward and show their talent.
 The strategy will be same no new strategies will be developed(Cavanagh and et.al. , 2017).In
aldi the new talent will be not be there same old employees will be there. Company will not
able to develop innovative idea and products.
External recruitment-:It is a type of recruitment in which the employees are appointed from outside
the organization. In other terms,the job seekers are not from within the organization they are from
outside.
Strength of external recruitment
 New strategies sand new plans will be made as new talents will be introduced in the work
environment. The company will able to recruit new talent in organization and new talent will be
there in the company.
 The large number of employees will be working so to it will given chance to find best
employee. As the opportunities will be given to company to hire the best candidate from the
available options.
Weaknesses of external environment
 It is a long process as new plans and new strategies has to be developed to recruit new talent. A
lot of planning need to be done. This will take a lot of time of the company to develop strategies
to hire new talent.
 The expenses of such process are high due to advertisement and promotions. For an instance the
expense of company will increases in order to appoint new candidates.
 There is a risk as the selection process is effective or not to select the best candidate.
Aldi uses both external and internal recruitment for appointing employees.

P3:The benefits of different HRM practices within Aldi to both employer and employee
HRM include the activity that can be utilized by both manager and HR staff and systems that
provide guidance to people. The examples of HRM include managing performance,appointing
candidates,employee benefits etc. The coordination of organization makes HRM practices easily
manageable else it would be a difficult task to perform.
Benefits of different HRM practices to employees and employers are as follows-:
Enhancement of positive behavior
A good workplace develop a atmosphere that is positive and provide some enchanting
advantages to the employees through HRM practices,employees should be happy and productive. The
HRM practice in Aldi provides reward to the deserving candidate and does not rewards undesirable
behaviors. Such aspect of employees management must be suited in the company culture and adapt to
the us job laws.
Employees development
HRM practices provide satisfaction to its employees and encourage them to come forward and
contribute to the business assets(Chelladurai and Kerwin, 2017). Knowledge and skills of worker can
take a business to another different level that can be profitable for the organization. Various
organizations take advantage of positive impact of HRM for helping the employees to grow. Some of
the firms provide resources for employee training and education and provide them the chance to utilize
and share knowledge.
Development of flexible atmosphere
Today the workers need different working atmosphere in comparison of workers in twentieth
century. Aldi workers are more diverse. There are workers who are old and have disabilities. The
effects of HRM on these different workplaces are related with employer flexibility. As organization
want their workers back,they give a flexible environment that consist of work assignments,work
schedule. In such environment,employees have the advantage of changing their job according to the
suited lifestyle.
Motivating workers
Employee performance are maximized by mangers. So the employer's want to appoint only
those mangers who can manage workers properly(Chowhan,Pries and Mann,2017). The job of
successful mangers is to apply HRM practices and should develop a positive work environment such

that employees feel motivated to work under the positive mangers.
P4: The effectiveness of different HRM practices in terms of raising Aldi’s profit and productivity
The increased productivity comes among the most important targets in a firm. Such activities are
considered by HR professionals as a lawful authorization. Most of the HR professionals provide
acknowledgment to their task entails by developing policies,governing programs for people to increase
the output of employees(Crowley and Bourke, 2017). Various programs are conducted to keep the
entire compensation in line with the direction of market. Training tools are protected by using method
of low cost provider with less consideration provided would be beneficial. The efforts of human
resource function should have a positive impact on the performance of the work. The various factors
that influence performance can be as follows-:
Foundations of productivity
Employing creative and innovative employees are the foundations of productivity-This is one of
the most effecting factor in workplace and productivity group is appointing and holding only those
candidates that possess the exceptional capabilities. The managers and HR work together in a team to
to hire employees who are learners,hardworking,dedicated. But even the best employee cannot work
without the guidance of managers,proper direction and resources.
Impressive managers and leaders set goal and provide direction-A good manager or leader is the
next essential factor of productivity. The managers and leaders play a very crucial part in terms of
providing direction,goals, and activities in the work place. The power of manager allow them to
produce strategies,appoint new talents ,train them. It is the duty of HR in Aldi to appoint some potential
managers to would increase the company's productivity(Dean Lee and et.al.,2017).
Skills,Communication and information factors
The ability and knowledge of employee need to be updated continuously-:Worldwide competition
would produce a rapid change require the current ability that need to be updated. This is the job of
manger's to find employees with less than best talent. The role of HR is to continuously enhance the
candidate knowledge,learning and reduce the time the employees are far from the job .
Correct information enhances decision-making-:It is the job of managers and employees to see
whether data they are getting are relevant in order to make effective decisions.

P5:The importance of employee relations with respect HRM decision making
People working in the workplace get along with each other during work,for formal and official
work as well as sometimes socially and informally. Through these interaction they develop a
relationships that are not visible but is colored by act of love,hate,anxiety. The employ relations now
have become a much wider concept. It provides a work atmosphere that satisfies the wants of particular
employees and management. A good employee relation symbolizes that the employees must feel
positive and motivated about their personality,job as well as being a part of such company(Eaton,
2017). There are conditions in every organization where the relations of management and employee are
hampered. Certain instances can be as follows-:
When the employee is not behaving as per the accepted standard,it can be termed as employee
indiscipline. When an employee is not able to meet the demands of management expectations by
providing a good performance it can be termed as indiscipline.
The employee also have expectation from the workplace that they will provide them with
secured working atmosphere,good incentives and participation in the decisions. This failure on side of
management to meet the belief is known as employee grievance.
In case the employee fails to meet their own belief in terms of personal goals,future goals it is
referred as employee stress. This occurs due to work load is in access,pressure etc.
Aldi provide strengthened employee relations. They do so by taking these points into
considerations-:
 The management offers equal treatment to all employees as well as individuals. The
management should not believe in the concept of favoritism(Heyden,Reimer and Van Doorn ,
2017).In the company the equal treatment will be given to all. No discrimination will be done at
workplace .
 It is the job of the organization to see that the job of employees should be challenging and
interesting by providing employees with greater responsibilities. The company should give
responsibilities to its employees in order to make them realize that they are an essential assets
for the company.
 They should maintain a regular interaction with the employees .The employees should be aware
about the company policies,procedures and decisions. In the company the regular meeting and
fun games should be organized so that employees get to know each other and can become

comfortable with one another.
 Employees must be awarded and appreciated for doing a good job .They should be encouraged
to work in a team. In the company the reward system must be followed in order to motivate and
encourage employees fort their good work.
P6: The key elements of employment legislation and the impact it has upon HRM decision-making
Employment legislation will have all forms that will give protection to the employment. They
will lawfully save the people from discrimination in the workforce and in large organization. The
primary aim of such act is to remove the complex and various number of Acts which are produced on
the basis of discrimination law. This primarily have equal pay act,Sex Discrimination Act,Race relation
act,Disability Discrimination Act, and there are 3 elements of statutory securing the discrimination in
employment on the filed of age,religion and sexual orientation. This will need equal care for accessing
employment in both private and public sector. The equal party act that states that equal opportunity
will be given to men and women no discrimination will be done on the ground of employment. Sex
discrimination act will save the men and women from being discriminated on the basis of sex or marital
status. The race relation act will prevent discrimination on the basis of race .Items that are found under
such grounds are color,nationality(Korff,Biemann and Voelpel, 2017). The employment equality on the
basis of religion and belief states that no discrimination will done in the employment on the grounds of
religion. No harassment will be done to employees on the belief of religion. All religions will treated
equally in the workplace. Such laws are important in the organizations and are beneficial to the
employers for their welfare. The impact of these laws at company will be that all these laws need to be
followed at workplace and a better and secured environment will be given to employees due to these
laws. It is the duty of HR of the company to ensure that all these laws are implemented in the company
and is followed by all in the organization.
P7: The application of HRM practices in Aldi
The HRM practices have given growth to Aldi by performing various functions-:
Recruitment and training-:This process have appointed and hired new candidates who are deserving
to work in the company, then HRM helps these employees to adopt skills and knowledge to do job
efficiently. Training programs are arranged for both new and existing employees.
Employee welfare-:This offer various services,benefits and facilities to employee for their benefit.

Labor relation-:This is related to interaction of HRM with employees who are presented by trade
union. The employees come forward and form a union to raise their voice in various decisions that
affects the wages,benefits etc(Laroche and Salesina, 2017).
Wages and salary administration-:This determines what salary is to be paid to different sort of jobs.
HRM determines compensation of employees that includes administrating wages,bon us etc.
Personnel Research-:This is done by HRM to get employees view on wages and salaries,working
environment .This types of researches help to understand the satisfaction level of employee,their
turnover etc.
Job analysis and design-:It is a process of describing the nature of job and providing the details that
required like qualification,experience of work in order to do the task. Its goal is to outline and organize
work,responsibilities into one unit of work to achieve the target.
M1 : Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives for the chosen organisation
These are the functions that can provide talent and skills appropriate to business objectives for the retail
store are :
 Job analysis and job design
 Selection of retail employees and recruitment
 Employees training and development
 Performance management
 Benefits and compensation
 labor relations
 managerial relations
M2 : Evaluate the strengths and weaknesses of different approaches to recruitment and selection for the
chosen organization.
Strengths and weaknesses of different Approaches of recruitment and selection :
Recruitment
Internal sources :
Strengths

 This resource incurs less or no cost for the recruitment.
 Skilled , Qualified and Confident candidates can be selected.
 Employees are motivated for the better performance.
Weaknesses
 The chances of biased selection increases in internal source.
 Dissatisfaction increases among employees.
 There is a limit of selection for the employees.
External sources :
Strength
 It becomes easy for the environment to adopt the new candidates.
 It helps in balancing the supply human resources.
 The new candidates are selected from the large group of prospective candidates
Weakness
1. Attitude of the candidates may not be understood in one or two meetings so there is a chance to
select wrong candidates.
2. Recruitment procedure incurs high cost .
3. Unhealthy competition can be increased between new as well as old employees.
Selection :
Interview
Strength
 Interview can be modified to gather important information .
 Through interview the selection of suitable candidates can be done.
 Interviews are very time saving and cost saving .
Weakness
 It is very time consuming.
 There can be biases of the interviewer.

 There can be lack of attention during the interview(Aldi. 2017).
M3 Explore the different methods used in HRM practices, providing specific examples to support
evaluation within the chosen organisational context .
The different methods used in HRM practices , providing specific example to support
evaluation within the chosen organizational context are-:
Performance appraisal
The evaluation of an individual's performance in a systematic manner. Example : self evaluation ,
employee performance assessment .
Training method
Teaching or development in oneself or other , any skill and knowledge that relate to specific useful
competencies. Examples : lectures , group discussion , etc.
M4 Evaluate the key aspects of employee relations management and employment legislation that affect
HRM decision-making in an organisational context for the chosen organisation.
The key aspects of employment relation management and employment legislation that affect
HRM decision making in an organization context for the chosen organization are :
Employment relation management in decision making :
 Types of relation
 Employee relation with the organization
 How the organization trust the employee
 Different angles and prospective of employees
Employment legislation in decision making :
 Anti discrimination
 wage and hour
 leave and provisions

 Medical and disability
M5 Providing a rationale for the application of specific HRM practices
The applications of HRM practices can be useful for hiring new talent to the Aldi, it will be
beneficial for the growth of the company. The training and development programs have been organized
for the employees will enhance their skills in their work. This will increase the productivity of the
company(Murphy, Klotz and Kreiner,2017). The HRM practices also conduct research to see whether
employee are satisfied with job,work,wages and salaries.
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples for the chosen organisation.
The strengths and weaknesses of different approaches to recruitment and selection, supported
by specific examples for the chosen organization are :
Internal recruitment
Examples :
 Employment agencies
 Attraction
 Direct approach
External recruitment
Examples :
 Direct recruitment
 Employment exchange
 Advertisements
D2 Critically evaluate HRM practices and application within an organizational context, using a range
of specific examples for the chosen organization.
HRM practices and application within an organization context, using a range of specific
examples for the chosen organization are :
Examples :

 Equal opportunity is given to every employee to explore himself .
 Employee benefits and retention is done properly in the organization.
 Performance are regularly checked and managed (Taylor,2017).
 Recruitment and hiring is done on time to ensure a fair and effective hiring process.
 Employee development programs are run for the effective learning and development
of the employees .
Conclusion
Summing up the entire report it can be concluded that significance and function of HRM in the
organization plays a very important roles for recruit,hire and train staff according to the need of the
compartmentalization process is useful for hiring new talents. It can be of two types external and
internal ,both of these have strength and weaknesses. The HRM practices can be beneficial to both
employee and employers as they enhance positive behavior,provide development of employees.
Through HRM practices company's productivity can be increased,various factors that are the
foundations of productivity can be creative and innovative employees. Employee relations are also
important in the workplace as they strengthen the organization. The organization should maintain
regular interaction with the employees. Various legislation laws are imposed to give protection to the
employees in the workplace. There are numerous application where HRM practices are given in Aldi
like for recruitment and selection,training etc.

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