Strategic Human Resource Management

This assignment delves into the crucial role of strategic human resource management (SHRM) in contemporary organizations. It examines various SHRM functions, including talent acquisition, training & development, performance management, and compensation & benefits. The focus is on understanding how effective SHRM practices influence employee attitudes, behaviors, and ultimately organizational outcomes like productivity, innovation, and customer satisfaction. The assignment encourages critical analysis of research and literature to demonstrate the connection between SHRM strategies and organizational success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
TASK1.............................................................................................................................................3
P1 Purpose and functions of HRM..............................................................................................3
P2 Explain strength and weaknesses of different recruitment approaches.................................4
TASK2.............................................................................................................................................5
P3 Explain benefits to employees and employer of HRM practices ..........................................5
P4 Effectiveness of HRM practices in raising organisational productivity................................6
TASK3.............................................................................................................................................7
P5 Importance of employee relation in affecting decision making.............................................7
P6 Explain elements of employment legislations.......................................................................8
TASK4.............................................................................................................................................9
P7 Application of HRM practices in organisation......................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
.......................................................................................................................................................17

INTRODUCTION
Human resource management is a process by which a organisation has manage its
workforce. It is major function is any kind of organisation. Human resource department is
responsible for this management. It helps to manager conduct effective recruitment and selection
in the company. By adopting this concept HR manager can increase the morale and motivate to
this employees (Armstrong and Taylor, 2014). It helps to create positive work environment so
employees can give their full contribution towards their job. If HR manager want to coordinate
between their employees so he should adopt HRM practices. ALDI is largest grocery store in
UK. Cited organisation have more than 10000 stores.
TASK1
P1 Purpose and functions of HRM
Human resource management focuses on performance of employees of the organisation.
There is responsibility of human resource management to give services to their employees such
as conduct training programme, skill development and motivate them towards their work.
Human resources management is responsible for their employees from recruitment to retirement.
There is five major function of HRM are mentioned below:
Recruitment and selection: Recruitment is the process in which candidates are selected
according to job criteria. The main objective of this process to is to find out qualified candidates.
For this process company have to prepare a staffing plan and it depends on the short term and
long term objectives of the organisation (Bloom and Van Reenen, 2011). Recruitment is the
positive process and selection is the negative process. These procedures is very important for
every company because it reduce mistakes like unmotivated, incapable and unqualified
employees.
Orientation: This is the next major function of HRM. This is initial step by which organisation
help to new employees to adjust comfortably in the company. Orientation programme is includes
core goals and objectives of the organisation and also define how can employees full fill his
target. It helps to the employees to easily understand their job roles and responsibilities.
Maintaining good working condition: This is the responsibility of human resource management
ton provide better working condition to their employees so that they can give their full potential

towards the job. Human resource department have to focuses on motivation of the employees.
Apart from that employee welfare programme is also conducted by human resource department.
Managing employee relations: Employees are the key factor for the success of a organisation.
Human resource department responsible to maintain good relation between employees. If talk
about ALDI who is largest grocery retailer in UK has various employees in their organisation.
HRM department has to develop employee relation (Boxall and Purcell, 2011). For this purpose
they can organise activities which help to understand employees at every level.
Training and development: It is the crucial function of human resource management. Training
and development programme help to improve overall performance of the employees.
Purpose of human resource management: purpose of HRM is to select the employees, give them
training and check their overall performance. By training and development programme
organisation can enhance skills and competencies of employees so they can get promotion.
P2 Explain strength and weaknesses of different recruitment approaches
There is two type of recruitment such s internal and external.
Internal recruitment: This method of recruitment is helps to employees to change their location
after some time. There are various methods are available for internal recruitment such as
promotion, transfer and retrenchment. This kind of recruitment is helps to increase the morale of
the employees. In developed companies internal recruitment is the favourite for the individuals.
human resource management is responsible for internal recruitment according to the skills and
competencies of employees. It is also important that skills of employees have to match with their
job responsibilities which is assigning by human resource department. Internal recruitment
provide opportunity to the employees for change their position in the organisation. ALDI is also
conduct this kind method for recruitment (CHUANG and Liao, 2010). There is various type of
internal recruitment are given below:
Promotion: This type of internal recruitment also conducted by ALDI. It is the method in which
employee are promoted from one post to another with new responsibilities and greater
accountabilities. It is like up gradation of from existing position to higher position.
Retrenched and retired workers: ALDI is again hire their retired and retrenched workers for
their organisation. If there is increase in the work load and need skilled people this method of
recruitment can be adopted. It save the time and cost of the organisation because retired
employees are already know about procedure and culture of the company.

Strength weaknesses
1. Internal recruitment is less expensive.
2. This kind of recruitment give opportunity to
the employees to change their current position.
3. It helps to increase motivation of the
employees.
In case of non management of this recruitment
it leads to dissatisfaction of managers and
employees.
2. Internal recruitment leads to increase the
complexity in the organisation.
External recruitment: This method of recruitment is also adopted by ALDI by which
organisation attract the qualified candidates for full fill the vacancies. External recruitment is
bring new candidates in the employees that may be a great advantage for the enterprise.
Strength
1. It helps to the organisation identify accurate
need of man force.
2. This kind of recruitment helps to
organisation in many situations like finding
quick solution of job related problems.
Weaknesses
It increase the cost and time of recruitment.
External recruitment is affect decision-making
process in the company.
It increase the cost of training and development
programme.
TASK2
P3 Explain benefits to employees and employer of HRM practices
HRM practices helps to coordinate between various employees so it will help to create
positive work environment in the organisation (Daley, 2012). It also improve overall
performance of workers so they can give full contribution towards their job. These practices
provide large number of benefits to both employees and employers. After adopting this concept
employer of ALDI can get few advantages which are mentioned below:
Building team: If cited organisation adopting this concept than they can plan effective and
mutual goals and targets for both company and employees. It increase to create a team of
members and team can produce best output in organisation rather than individual.

Evaluate HR policies: This is another benefit of employer if he adopt human resource practices
in the organisation (Gruman and Saks, 2011). Manager can evaluate policies regarding to the
development of the employees. This evaluation is helps to manager taking corrective actions or
changes when required.
Create positive or health work environment:When human resource manager is formulate
policies they should consider some factors which affect working conditions of the organisation.
Manager have to consider that all rules and regulations provide better and safe working
environment to the employees (Huselid and Becker, 2011). ALDI creating risk free environment
so manager can increase performance of their employees.
Helps in making future planning: Human resource manager has collect the information from
various department. This information is the base to make future plan in the organisation.
Benefits to employees
Training to employee: The concept of human resource management helps to identify training
needs in the company. Human resource department conduct a training and development
programme which helps to increase the skills and competencies of employees.
Increase the efficiency of worker's performance: Human resource practices to create positive
working environment which helps to increase efficiency of the employees. All these things
reduce cost of production so organisation can give better quality services to their customers.
Motivate worker: Human resource practices is helps to motivate employees by create fair work
practices in business environment (Jiang and, 2012). If employers give fair compensation to
every employees than it directly motivate to workers. It can help to increase the profits of the
enterprise.
Human resource practices provide benefits to employees and employer. If ALDI conduct this
concept than managers can provide benefits to their workers and employers. These benefits is
help to boost the performance of the organisation.
P4 Effectiveness of HRM practices in raising organisational productivity
Human resource practices is play vital role to increase the productivity of the
organisation. Profit is only motive for which a company conduct its business. To boost up
revenue of the enterprise is essential for manager to adopt HRM policies which directly affect
the performance of the workers. Employees are the key factors for increase overall productivity
and income of the enterprises. These practices is defining roles and responsibilities of workers

and also explain core goals and objectives which have to be achieved by employees. Human
resource practices is also define method or process of managing workforce of the company.
Training and development programme should be enhanced because it improve overall output of
workers so organisation can give better services and product to their customers and increase their
profit. Training will also help to enhance skills in individuals so they able to give full
contribution in enterprise. There is necessary to understand these HRM practices for ALDI so
that they can provide best products to customers or clients. Because income of company is
closely related to its customers. Human resource department have to adopt these practices to
increase their productivity in effective way. Human resource practices are affecting the process
of employees of completing the task assign by their subordinates. It affect the quality of product
produce by the employees. (Wright, 2013). If ALDI want to increases their profits and incomes
than they has to theses HR practices and implement them effectively.
TASK3
P5 Importance of employee relation in affecting decision making
Employee are the key factor for success of any company because they directly affect the
productivity of the company. It is essential for human resource manager to make good relations
between various employees and employer. It will helps to create risk free environment so
workers can discuss any issues or problems with their subordinates. If relations is good between
manger and their employees than workers can participate in decision making process in the
enterprises. It is very important for any organisation to achieve success in today's dynamic
environment. ALDI has to make better relations between various employees and subordinates.
These all things are affect decision making in the company. If worker proper support to top level
management it helps to make quick decision making. Worker have power to make decision
process easy ( Beck and Lengnick-Hall, 2011) Some important things can be done by manager to
make good relations with employees:
 ALDI is make open environment in their organisation so workers can discuss all the
problems and issues face by them in workplace.
 Mutual goals can be created by encourage participation and involvement of employees in
target setting process/

 Job rotation is also important to make better relation between employees because they
can learn new things.
 To reduce the mistakes, giving feedback by supervisors is also important.
 Effective communication channel is play important role for better relation between staff
and manager. Because it can reduce confusion arising when defining roles and
responsibility by employer.
 By create risk free environment and give equally compensation to every employee helps
to create better relation between subordinates and supervisors.
 Training and development program is also enhance the skills and competencies of the
various workers.
 Rewards, promotions, appreciation should be given to employees so that they encourage
to give full capability to achieve organisational goals.
All these things can be done by the ALDI for making good relation between employees and
employers. By creating good relation given organisation get trust of workers which directly
affect overall productivity of the enterprises. Morale o0f employees can be boost up by maintain
positive working condition (Ployhart and Moliterno, 2011). This will also help to attract large
number of new and potential workers. The decision making of organisation is depend on the
performance of employees. So if a organisation want to sustain in dynamic environment they
have to make decision making process effective.
P6 Explain elements of employment legislations
For defining various rights and duties of the workers, employment legislation is
developed. These laws are describing roles and responsibilities of workers and supervisors
towards each other. If ALDI want to make effective policies related to pay or management of
workers, managers of ALDI need to comply with theses laws. These laws helps to protect the
rights of workers. These includes some following act are mentioned below:
Employment right act: This act define how a worker should behave in his work place. Duties
and responsibilities are define in this act. According to this a manager should provide facilities to
every employees. Organisation have to treated every employee equal and give them fair
remuneration and provide positive working condition. Workers and employees are important
resource in any organisation so manager have to protect their rights and feel them comfortable.

Minimum wage act: According to this act there is define a limit of minimum. Government
decided a rate and every manager is responsible to pay that minimum amount to every worker of
the organisation (Purce, 2014). Government can also change this rate because of change in
inflation rate in the market. This minimum wages act help to workers for full fill their basic
needs. It will help to increasing living standard of employees and make better relation between
workers and employers.
Equal pay act: According to this act every employee get equal compensation by their
subordinates. Every organisation has to follow this law which is govern by the government.
There is no discrimination based on male and female workers, every employee have right to get
equal payment according to their work. It also include that workers who doing same kind of job
with same skills and competencies than they should get the appropriate and equal wages from
their subordinates. ALDI has to follow this rule for increasing employee productivity and create
positive working environment. Some organisations doing discrimination based on male and
female workers, in that case workers can sue against the organisation.
Working time directive: This act includes that employee have to complete minimum number of
working hours in the enterprise (Wright and McMahan, 2011) It helps to getting legal existing
of employment. According to this act 48 hours is minimum working hours. ALDI has to follow
this act if they want to get full potential from their workers. According to working hours a
organisation is payment to their employees.
Disability discrimination act: This is the another act which protect the rights of the workers in
the organisation. According to this state disabled workers should no be discriminated by any one.
If any one do so than disable people can sue against the organisation. It also includes that basic
facilities should be given by supervisors to disabled people.
Managers of ALDI has to follow theses rules and laws if they want make effective policy
related to management and development of human resource management.
TASK4
P7 Application of HRM practices in organisation
Human resource management practices is play vital role in the management of
organisation. All other activities are based on this practices. Employees of the company are
valuable assets (Armstrong and Taylor, 2014). Workers are increases the scope of HRM

practices. Recent situation of ALDI is that their profits are decrease because of low quality
products. Image of ALDI is also affected by continuously increasing employee turnover. For
overcome from this situation managers of ALDI can adopt human resources practices which are
mentioned below:
Planning of manpower required: By adopting HRM practices a manager can identify total
number required in the organisation. For this purpose ALDI is recruiting skilled and qualified
candidates who can perform task efficiently in enterprise.
Decision-making: Human resource practices is very important to make decisions in the
company. There is responsibility of manager to collect all the important information from
various department which help to make decision in the organisation(Van Reenen, 2011).
Manager of ALDI is responsible for taking corrective action or quick decision for solving the
problems.
Development and training of workers: Information which is collected by the managers will help
to conduct training programme according to the need of the workers. This will helps to
employees to face many issues and problems arising in future.
Maintaining the quality of product: As per discuss previously ALDI is facing problem related
with lower quality products which reduces its customers. Human resource practices is help to the
management to increase quality of products by giving proper training to workers which enhanced
the skills of the employees. It will help to increase the better productivity of products and
employees can produce more quality goods.
Performance evaluation: Evaluation of total performance is essential work of manager so that
mistakes can be reduces and actions can be taken in time(Purcell, 2011). It will also help to
identify skills of various workers and this help him to give tasks and duties to employees. By
doing this organisation can increase the quality of their products and also increase the profits or
revenue.
Creation of vision or mission: It includes that skills and competencies of the employees help to
create vision and mission of the organisation. It also help to create a business plan for full fill
organisational goals.
ALDI has to adopt human resource practices for improving current situations and boost
satisfaction level of workers in effective way.

CONCLUSION
As per above information it can be concluded that in current environment a organisation
has to be follow activities of human resource management. By conducting this method manager
can increase overall performance of the enterprises. Theses practices also affect various
department's activities. Manager should analyse effect on activities or performance of employees
before making policies. Supervisors is responsible to pay equal remuneration to every worker so
employees can give their full contribution towards their work. Report is also concluded that
manager of ALDI has to follow all the rules and laws which is created by the government
because they direct affect overall performance of the organisation. Human resource practices is
applicable on whole organisational activities.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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.
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.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.

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
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