Human Resource Management Practices

This assignment delves into the core concepts of Human Resource Management (HRM). It highlights the advantages HRM offers to both employers and employees, emphasizing its role in creating a positive and productive work environment. Furthermore, the assignment discusses the legal aspects of HRM by examining laws enacted to safeguard labor rights at workplaces, such as equality acts and data protection regulations.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning..................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.............3
TASK 2............................................................................................................................................5
P3. Benefits of HRM practices to employees and employers................................................5
P4. Effectiveness of HRM practices in terms of raising organizational profits and productivity
................................................................................................................................................6
TASK 3............................................................................................................................................8
P5. Importance of employee relations in respect to influence HRM decision-making..........8
P6. Key elements of employment legislation and its impact on decision making process....9
TASK 4..........................................................................................................................................10
P7. Application of HRM practices in work related context.................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource is one of the indispensable assets of an enterprise as all the business
activities are controlled and managed by labours only. One of the major responsibilities of
personnel manager is to enhance the performance of employees at workplace by conducting
impressive training sessions and programmes. In fact, this report is all about the eminent role of
HR department in attaining their organizational objectives in a given timeframe (Bratton, 2012).
ALDI is one of the popular supermarkets in the UK by having its branches in almost 18 countries
to serve domestic as well as foreign customers. Main motive of this assignment is to highlight all
the terms related to human resource as first and foremost duty of HR department is to hire the
best deserving candidates for filling vacant position of an enterprise. Apart from this, it also
throws some light on the effectiveness of different HRM practices and its benefits for employees
as well as employers. At last, this report is going to cover the importance of employee relations
and its influence on decision making process.
TASK 1
P1. Purpose and functions of HRM applicable to workforce planning
Human resources are liable for managing and controlling other resources which are used
by the enterprise to conduct all business activities in an appropriate manner to maximize their
profit. In fact, ALDI expanded across many countries and thus, HR department of the enterprise
is responsible to manage it properly by considering relevant factors by which organization gets
influenced directly and indirectly (Gold, 2012). Therefore, human resource consist of various
purposes which is described below:-
 Effective utilisation of resources: - Initial aim of HR department is to allocate necessary
resources in an impressive way so that they can manufacture qualitative products as per
the demand of customers. For example: collection of important raw materials for
converting it into finished goods.
 Recruitment: - Another purpose is to hire the best deserving employees from within and
outer world to fill the vacant position of an enterprise with the use of appropriate method
of recruitment and selection process.
 Employee relations: - Healthy and positive connection between supervisors and
subordinates is very much useful for maintaining a peaceful environment of ALDI for
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attaining their similar goals within minimum duration by minimizing the probability of
conflicts.
 Management of workers: - Employees are one of a indispensable asset of an enterprise as
they are the key to success. Therefore, HR department of ALDI requires to manage and
control employees performing at the workplace.
 Act as adviser: - At last, they also provide the best recommendation and path to
employees and candidates so that they would get encouraged towards their personal and
professional objectives (Chelladurai, 2017).
Along with this, it also throws some light on the indispensable functions of HRM while
planning process for development of whole enterprise which is mentioned as below:- Recruitment and selection: - First and the foremost function of human resource manager
is to hire eligible and skilled individuals by considering necessary terms and conditions
due to eminent role played by them in all tasks and activities. Assigning of job: - After recruiting and selecting deserving employees, it is the time for
assigning job role on the basis of their skills and knowledge so that they can achieve set
targets. Orientation: - Adjustment in new area and place is not an easy task for newly
hired labours. Therefore, HR department of ALDI conducted orientation programmes for
introducing their new employees with exiting candidates so that they would get familiar
with new environment (Kerwin, 2017). Thus, main motive of this session is to reduce
their stress level.
 Training and development: - At last, they need to conduct training and development
programmes to improve the learning skills of current employees with the help of
experienced and specialised persons. Instead of this, scope and accurate definition is also
stated as follows:-
Main objective of HR is to distribute the work between several employees according to
their talent and knowledge by fulfilling necessary terms and conditions which is essential in the
selection process (Daley, 2012). On the other hand, scope of HR manager is to improve the
performance and skills of existing and newly hired employees for attaining the goals of
organization.
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Illustration 1: Scope of HRM
(Source: Human resource management, 2017)
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the major duty of HR department whose initial aim is to hire deserving
individuals with effective use of impressive approaches which are stated as follows:- Internal approach: - It refers to selection of employees from within organization to fill
the vacant positions of ALDI to avoid loss of work by promoting existing employees at
higher place.
Strengths:
 Amount of capital required for this strategy is very low.
 It takes minimum time period that it is a short process.
 Newly promoted employees can easily coordinate and communicate with their
colleagues because they are familiar with surroundings.
 Absence of disturbance in work(Fee, 2014)
Weaknesses:
 Lack of creative and unique ideas
 Because of promotion of existing employees it creates another empty position
 Affect the peaceful environment of enterprise
 External approach: - According to this scheme, HR department of ALDI hired
employees for outer world by implementing effective process of recruiting deserving
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workers (Guest, 2011). Therefore, this approach is fully opposite from internal the
process because of their roles and responsibilities towards company.
Strengths:
 Presence of creative minds by coming up with unique thoughts for seeking the attention
of millions of customers.
 Absence of any discriminatory work.
 Easily fill the vacant position of an enterprise by availability of large pool.
Weaknesses:
 Consume maximum amount of money for promoting the vacancy.
 Covers maximum time period.
 Need of experienced counsellor and selector for selecting extraordinary individuals.
 Third party: - As per the above explained strategy of hiring, this approach is completely
different due to its roles and responsibilities. In fact, according to this methodology, there
is existence of tertiary party or mediator between two parties who act as a consultancy
(Harzing, 2010). It means there are number of recruitment agencies are emerges in UK
which help ALDI to select best experience candidates to fill their vacant place.
Strengths:
 Emergence of talented and knowledgeable candidates
 Safeguard the cost of advertisement as well as enhancement
Weaknesses:
 Maximum probability of fraudulent activity
 Existence of confusion
 Consume maximum duration
 Costly process
 Presence of mediator creates a misunderstanding between individuals and company
Last but not the least; it has been understood that HR portamento of ALDI is going to
consider various approaches and techniques of recruiting the best and deserving candidates.
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TASK 2
P3. Benefits of HRM practices to employees and employers
Labours act as an indispensable tool or resource for ALDI because they are the key to
success of overall organization as development and upliftment is fully dependent upon them
only. Basically, HRM practices play a vital role in enhancing the knowledge of supervisors and
subordinates for attaining their personal and organizational objectives (Pinnington, 2010).
Therefore, advantages of HRM practices are stated as below:-
Employees Employers
Learning, development and
training practices
Employees which are newly
hired can easily enhance their
learning skills so that they can
perform their job appropriately
and learn the way to deal with
difficult circumstances.
Whereas, supervisors improve
their talent by attending extra
sessions and developmental
programmes which act as a
beneficial tool that is
appropriate for the future.
Flexible working options As per this HRM practice,
workers of ALDI acquire
flexible time period which is
very much beneficial as it
motivates them towards their
objectives (Hendry, 2012).
Basically, every employee
wants to spend some fun time
period at workplace for
creating a mutual
understanding with their
colleagues.
According to this practice,
employer of ALDI gets an
opportunity of making friendly
relations with their assistant
for maintaining the decorum of
an enterprise. Along with this,
mutual understanding between
employees and employers is
helpful in attaining the
objectives of whole enterprise
by minimizing the conflict
situation.
Employee performance
management and monitoring
Useful in enhancing the
performance of workers by
monitoring it properly. Major
aim of HRM practices is to
Monitoring is a technique of
encouraging employers to
learn extra things for
becoming more extra ordinary
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strengthen the knowledge of
newly appointed employees by
implementing various
programmes and sessions.
from others.
Payment and reward system Proper and impressive
payment and reward system
act as a motivational tool as
well as raise the overall
personality of employees by
appreciating them.
Instead of employees, this
system also encourages
employers for attaining their
long term targets which is
beneficial for both individuals
as well as the whole
organization (Huselid, 2011).
Apart from this, it is a
technique adopted by
enterprise for seeking the
attention of employers so that
they can continue in the firm
for long duration.
Lastly, it has been understood that all the above HRM practices are very much beneficial
for both employees as well as employer in various ways which was explained as above.
P4. Effectiveness of HRM practices in terms of raising organizational profits and productivity
HRM practices play an eminent role in the overall development and upliftment of
organization because it acts as a useful tool in maximizing the profit by increasing productivity
with use of appropriate methodology (Becker, 2011). Thus, effectiveness of HRM practices is
stated as follows:- Learning, development and training practices: - Human resource manager of ALDI is
trying to enhance the knowledge of their newly appointed employees as well as current
workers by conducting numerous training sessions. As per this practice, several skills of
staff members get improved which is beneficial for them while performing their assigned
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job roles within given timeframe. Thus, raising in standard of employees automatically
uplifts the whole firm (Jackson, 2011). Flexible working options: - HR manager of ALDI can easily maintain the peaceful
environment of an enterprise by fulfilling the needs of employees working in the firm for
example flexible working hours, free time for refreshment, etc. It also helps them in
minimizing the possibilities of disputes by creating friendly relations in between
supervisors and subordinates. Therefore, if employees are comfortable and satisfied with
the working environment and conditions, it automatically encourages them towards their
job role. Employee performance management and monitoring: - It is one of the appropriate
methods of identifying drawbacks of employees performing at workplace with the use of
monitoring and reviewing process (Schuler, 2011). In fact, major advantage of this
method is to eradicate the hidden barriers and problems faced by labours while working.
Therefore, it has been understood that if workers may improve their performance then
they can easily attain their personal and organizational objectives by raising their
productivity.
 Payment and reward system: - Effective technique for instalment and reward framework
propel workers to play out their assignment in an appropriate way by considering all the
basic raw materials. According to this framework it helps an enterprise in energizing
labourers towards their objectives with the goal that they can raise their efficiency by
acquiring maximum benefit (Werner, 2011).
By concluding above HRM practices it has been comprehended that all these systems
plays a very vital in establishing a goodwill of an organization at a commercial centre.
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(Source: HRM practices, 2017)
ALDI is not a single supermarket in the UK whereas there are several competitors present
for example TESCO, ASDA, etc. which introducing different close substitutes of referred
enterprise. Therefore, it is essential for company to make impressive and different strategy as
compared to their rivals so that they can establish their goodwill in the marketplace.
In fact, for generating more revenue, an organization needs to analyse the strategy of
marketing schemes of their competitors. Apart from this, it is also necessary to gather accurate
information and data as well as qualitative raw materials which are used by the enterprise while
manufacturing products so that they can easily seek the attention of millions of consumers
(Meredith Belbin, 2011).
TASK 3
P5. Importance of employee relations in respect to influence HRM decision-making
Positive connection amongst supervisors and subordinates is particularly fundamental for
the entire association as most of the activities are directed and controlled by them. Workers are
one of mandtory resource for enterprise because success of overall company is depend on them
only. In this way, there are number of reasons are accessible which demonstrate the significance
of worker’s relations as mentioned beneath:-
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Illustration 2: HRM practices

Increment in productivity: - First and prominent significance is that cooperating is
particularly helpful in raising profitability of an association within given timeframe.
Subsequently, if there is an expansion in assembling process then at that point, benefit of
organization naturally gets expanded (Purce, 2014).
Creation of friendly surrounding: - One of the notable significance of positive relations
between representatives is that it plays an eminent role in creating a peaceful environment of
organization which persuades labours to play out their undertaking in a proficient way.
Accomplishment of work in a given timeframe: - Working in a group by keeping up a
shared comprehension between representatives is very much useful in attaining targets of ALDI
within minimum duration by considering relevant facts and figures.
Correct decision: - Employees plays an indispensable role in basic leadership process
because business actions are controlled by them. HR branch of ADLI must consider accurate
information and data during decisional process.
Reduce conflicts: - ALDI is a large organization expanded across world where number
of representatives are working because of which, there is maximum probability of conflicts that
may influence the decision making procedure of company (Storey, 2014).
All these above elements demonstrate that positive relations between representatives is
particularly essential because of they perform eminent role towards achievement of an
organization.
P6. Key elements of employment legislation and its impact on decision making process
Legitimate expert have executed number of laws, standards, convictions, principles and
directions for shielding representatives from getting abused as it has a great impact on the
decision making procedure of organization. Along with this, advisory bodies endeavouring to
make a domain free from any segregation. In this manner, they sanctioned different laws and
areas to secure them which are explained as follows:-
Anti-discrimination:- According to this law of an administration, HR branch of ALDI is
trying to create a surrounding free from any separation and difference since it affects the
decisional process in various ways (Wright, 2011).
Data protection: - Accurate data is especially irreplaceable for compelling basic
leadership. Therefore, government has enacted this information security law to keep genuine data
from any peril.
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Equality act, 2010 (Replaced by equal pay act 1970):- According to this law, a referred
association need to give equal chances to each individual working in an organization for setting
up a situation free from any prejudice which influence the decision making process. Main motive
of this act is to treat every employee in an equal manner by offering similar importunities to
every staff member working in ALDI.
Health and safety: - First and prominent need for each representative is their well-being
which they need to secure from any infection or sudden assault. Accordingly, principle purpose
for institution of this law is to shield welfare of representatives from any perilous impact.
(Source: Key elements of employment legislation, 2017)
All these above laws and standards are particularly valuable and assumed to be an
extremely prominent part in ensuring privileges of workers. ALDI is the largest supermarket in
UK as well as serve in approximately 18 nations without discriminating between employees or
customers (McMahan, 2011).
TASK 4
P7. Application of HRM practices in work related context
All the HRM practices is very much essential at workplace because it supports an
enterprise to resolve their hidden problems which was faced by enterprise while performing
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Illustration 3: Key elements of employment legislation

business task and activities in an effective manner. For example impressive plan is required
while conducting training sessions for employees of ALDI which is describes as follows:-
1. Upliftment in personality:- Initial step is to develop the overall personality of employees by
assisting them towards enhancement of their outer look because it is understandable that first
impression is consider as a last impression. Therefore foremost motive is to teach an employee
for uplifting her personality by dressing properly for seeking the attention numerous of visitors.
2. Communication skills :- Secondly, it is essential to learn how to interact with different
clients so that they get attracted towards products of ALDI. It means workers has to deal with
clients in a very polite way.
3. Tolerance level :- High patience level is essential so that employee may work in a stressful
surroundings without over reacting.
4. Convincing power:- It is very essential to know how to convince customers in a polite way
by satisfying their needs and wants.
5. Negotiation skills :- At last, it is also very mandatory to enhance their negotiation skills for
sharing or discussing about terms and conditions of an enterprise with several customers
without any hesitation (Human Resource Management, 2017).
Therefore, all above discussed steps and skills shows the usage of HRM practices while
performing business work in an appropriate manner by acquiring relevant information and data.
CONCLUSION
As per above report, it can be summarized that human resource management plays a vital
role in running organization in a smooth manner by enhancing the overall personality of
employees performing at workplace. In fact, this report is mainly based on the development of
workers by implementing various impressive programmes and sessions. Apart from this, it
highlighted the significance of employee relations which is very much beneficial for employees
as well as employer. It has also been assessed that legal bodies of a nation also enacted number
of laws to protect labours at workplace for example equality act, data protection law, etc.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Fee, M. C., 2014. Human resources management.
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.
Hendry, C., 2012.Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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
Human Resource Management. 2017. [Online] Available through<https://www.inc.com/logan-
chierotti/self-made-billionaire-john-paul-dejoria-shares-2-facets-to-becoming-a-
successful.html> accessed on [22nd August 2017].
human resource management (HRM). 2017 [Online]. Avaible through
<http://www.businessdictionary.com/definition/human-resource-management-
HRM.html>. [Accessed on 24th August 2017]
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