HUMAN RESOURCE MANAGEMENT at ALDI: Recruitment and Selection Process

Explore the recruitment and selection process at ALDI, a private retail company. Learn about HR functions, employee relations, engagement, and the impact of employment legislation on decision-making. Discover the benefits of HR practices and how they contribute to achieving business objectives.

HUMAN RESOURCE MANAGEMENT

Contents
INTRODUCTION.......................................................................................................................................3
COMPANYS OVERVIEW.........................................................................................................................4
LO1.............................................................................................................................................................5
LO2............................................................................................................................................................11
LO3............................................................................................................................................................15
LO4............................................................................................................................................................19
CONCLUSION.........................................................................................................................................26
REFERENCES..............................................................................................................................................27

INTRODUCTION
Human Resource Management(HRM) is managing people at work, human resource management
starts from the hiring of a candidate and does all the thing till retirement of people. Human
resource management manages and supports all departments in an organization( Cascio 2015).
This assignment explains purpose of human resource management for planning and resourcing
workforce, an assignment is divided into four parts, the first part of assignment discussed
functions of HRM and its different approaches. In the next part of the assignment discussion of
different HRM practices within the organization context and discussed various employment
legislation and its effect on decision making over the organization. Last part of assignment
discussed HRM practices related to work.

COMPANYS OVERVIEW
ALDI is based in Germany established in the year1946 it is a private retail company and a
supermarket chain. Founder of ALDI is German Karl and Theo Albrecht, later on, they split their
business into two groups Aldi Nord and Aldi Sud. It is having 10000 stores worldwide in 70
countries. ALDI deals in product like Food, beverages and household (Schmid et al .,2018).
[Figure 1: ALDI]

LO1
HUMAN RESOURCE FUNCTION
HRM of an organization has to work for their manpower so that employees work with
satisfaction. Functions of HRM begin with the hiring of candidates and ends till retirement of an
employee. Human resource department works for employees and providing a facility to
employees like training and development, compensation, promotion etc (Noe et al., 2017).
[Figure 2: Functions of Human Resource Management]
(Source: Noe et al 2017)
human resource management functions are:
 Managerial Functions
 Operative Functions

MANAGERIAL FUNCTIONS
HR department works for the organization and is a part of the organization and therefore the HR
department manages all other departments in an organization. Managerial functions of HRM are
planning, Organizing, Staffing, directing and controlling.
 Planning: Planning is done in advance before commencement of any work
planning is done it is the future course of action. Planning is to decide who will be doing
this work, how this work is completed and when it is to be done. Planning is the most
important process of starting any kind of work and good planning leads the organization
towards achieving business objectives. Planning is based on demand and supply
forecasting of any project. Proper availability of things is excess and shortage look after
during planning process . (Noe et al., 2017).
 Organizing: Second important function of HRM is organizing, organizing comes
after planning. The organization works in the direction of achieving business
objectives and for achieving things it is important to execute the plan properly.
Organizing includes proper allocation of duties to employees and delegation of
authority.
 Directing: Directing means to help and motivate employees in their work. To
keep employees motivated during work is important managing and maintaining a
healthy relationship with employees during work comes under directing. The
mentor is the person who is responsible for directing employees during the overall
completion of work( Cascio 2015).
.
 Staffing: Staffing is the process of selecting candidates. Staffing in an
organization is carried out with process of hiring of individuals. In an
organization there are various departments like finance, HR, marketing,
production and operation and to fulfil the requirement of manpower in all other
departments, HR department completes all this process of hiring. Staffing starts
with the hiring of candidates internally or externally and then finally candidate is

selected. The skilled staff of organization leads the company towards a path of
success.
 Controlling: Controlling is the last step of managerial functions. The motive of
controlling is to look after the overall process of functioning of an organization.
Rules and regulations are made to follow to make individuals responsible and
punctual. Controlling observes individuals styles of work if that work is going on
as per the regulation of the organization(Noe et al., 2017).
.
OPERATIVE FUNCTIONS
This functions made by the HRM of company for the proper implementation of various works.
Operative functions include Procurement, Development, compensation, Maintenance and
Motivation.
 Procurement: Procurement is hiring and selection of individuals, planning for hiring of
manpower is done in advance and according to that number hiring is done. Recruitment,
selection, promotion, demotion, induction, orientation all comes under procurement.
Recruitment and selection ensure hiring of candidate for an organization .( Cascio 2015).
 Development: when an employee is selected in an organization for their improvement
and enhancing the performance of work, the organization arranges training session for
human resource at workplace. Session for training is mandatory for employees to attend
inside or outside an organization. Method of training could be on the job training or off
the job training. Training session ensures the growth of individuals as well as
organization.
 Compensation: Compensation is the important operative function as employees are
working and instead of their services to an organization they get remuneration and it
must satisfy basic needs of individuals. Wages and salary come under-compensation
management. Wages given to workers and salary is given to employees( Cascio 2015).

 Maintenance: Maintenance of employees in the workplace is important. Health and
safety schemes are there for the betterment of employees. Also, maintain good
organization culture so that employee works freely and satisfyingly is important.
 Motivation: Motivation is an important factor as a motivated employee performs good
for company. When motivation of employees goes down mentor keep motivating their
employees for completion of work. Another form of motivating employees is providing
them rewards or adding incentives to their salary .( Cascio 2015).


HR FUNCTIONS AND RESPONSIBILITY
HR department is responsible for the functioning of every department of organization and HR
department and his team is responsible for every work related to people. HR department works
with every department and looks where there is a demand of manpower, based on demand
advertisement for hiring is published and recruitment process is carried out and a potential
candidate is selected. After the selection of a candidate, the HR department is responsible for a
background check, documentation and orientation of employees. In the orientation, process
employees get familiar with the overall process of the organization and know the policies of the
company (Lussier and Hendon 2017). One of the most important responsibilities of HR is to
keep their employees motivated and satisfied during work. Motivated employees always work
well and put his efforts towards achieving business objectives. Maintaining an overall record of
employee start from hiring till retirement of employees it includes an appraisal, promotion, terms
of working and benefits an employee receives in terms of incentives. HR department formulates
grievance handling committee for redressal of issues. Also, the HR department is responsible for
the training of employees. Training for employees is necessary for their improvement in
performance and work of employees. Also, the HR department maintains a record of training
session attended by employees as training is mandatory for every employee of an organization
(Lussier and Hendon 2017).
ACHIEVING BUSINESS OBJECTIVES WITH THE HELP OF HR FUNCTIONS
Functions that discussed above helps ALDI in achieving the business objective as a talented
workforce of organization works towards achieving the business for the company. Hiring is the
way to get manpower in the organization. It is upto the company for adopting process of
recruitment . When the company hire candidates by means of internal recruitment it is cost
benefit to an organization and when a company hire candidates externally it increases the cost of
the company. Talented workforce always shares innovative ideas which help in easy and fast
completion of work. ALDI hire employees internally and externally both. Training is given to
employees to get familiar with the working style and to know organization culture. Functions of

HRM are important to an organization as it plays an important role to guide, support and
motivate employees to work for an organization (Lussier and Hendon 2017).

LO2
SELECTION: Selection is choosing the best candidate out of a pool of candidates. Criteria for
selection of candidate are different in every organization. Selection is a negative approach as it
rejects a candidate who is not suitable for the desired post (Dany and Torchy 2017).
RECRUITMENT: Recruitment is the process of searching for desired candidates out of
numerous candidates. Recruitment consists of screening and shortlisting of resumes and
conducting preliminary interviews for the same. Recruitment is a positive approach as it selects
candidates for a further round of interview (Dany and Torchy 2017).
Sources of Recruitment (Internal and External)
INTERNAL RECRUITMENT
Internal recruitment takes place within an organization when an organization decided to hire
candidate internally from their existing candidates is said to be as internal recruitment.
Example: Promotion and transfer of employees(Brown et al.,2019).
STRENGTH WEAKNESS
 It is an easy process of recruitment.
 The company hires within their existing
employees.
 Employees already know the working
of the organization; less training is
required for already existing
employees.
 A limited number of candidates is there
to select for the desired vacancy.
 Lack of innovative ideas.
 Some employees feel disappointed
about not getting a chance of
promotion.

EXTERNAL RECRUITMENT:
External recruitment is a type of recruitment where employees are hired externally. The company
publishes advertisement online as well as offline in mews paper and social media websites and
then interested candidates apply for the empty position. This type of recruitment helps a
company to get the best suitable candidate for an organization (Dany and Torchy 2017).
Example: Advertisement in newspaper, job portals and employment agencies .
STRENGTH WEAKNESSES
 Lots of new and innovative
ideas.
 Many candidates apply for the
vacant position.
 Possibility of getting
experienced candidates
increased.
 Process is time taking and long.
 It increases cost of the company
as a company bear the cost of
advertisement and in some cases
provide travel allowance to
candidates.
 Risk factor is high due to
increase in time to adjust
employees in organization
culture.
ORGANISATIONS EVALUATION
ALDI prefer internal hiring as it is time saving and reduce the cost of the company. ALDI
recruited internally as existing employees knows the functioning of an organization better than a
new employee, also existing employee grasp things easily as he is familiar with working style
and policies of the company. Therefore ALDI finds suitable to promote existing employee rather
than hiring a new candidate. Also, the risk factor with an existing employee is low.

DIFFERENT HR PRACTICES
 Workforce planning: planning is a systematic way of analyzing demand and supply
Proper supply of manpower in an organization is necessary to fill the gaps and managing
people for work. .Workforce planning ensures the right candidate at the right place at the
right time with appropriate skills for fulfilling a vacant position.
 Recruitment and selection: Recruitment and selection are an important practice of
human resource management keeping in mind to maximize employees’ number
whenever there is a demand for manpower. overall process of recruitment and selection
includes screening, preliminary interview and final selection of candidates (Brown et
al.,2019).
 Performance management: Performance management of employee starts when an
employee joins and ends while he is leaving that company.. This practice of HRM
includes judging and improving employee performance and makes available all necessary
things to employees so that employees will work well as per their ability (Shields et al .,
2015).
 Training: This practice of HRM improve employee performance by providing them
training which enhances learning and capacity of working of individuals. Training is
mandatory for all employees and development sessions are managerial level people.
 Incentive and Reward system: Incentive and reward are important HRM practice as an
incentive is given to employees to keep them motivated towards their work, incentives
are in the form of monetary as well as non-monetary. Rewards are usually given to
employees for their good performance towards work (Shields et al ., 2015).

BENEFITS
HRM practices are important to an organization and it has several benefits also. HRM practices
are beneficial to employees as well as employers as it fulfils the needs of both and controls
several management functions. Many practices are adopted by company for providing facilities
to their employees and to solve issues of employees in an organization also to improve employee
performance and increase profit percentage of organization.
Benefit for employee: HR practices preferred by ALDI to provide numerous facilities to their
employees for satisfying them and improve the performance of employees. HRM practices
which are beneficial for employees adopted by ALDI are providing work-life balance and
motivating employees for their better performance, also for solving workplace conflict grievance
handling committee is there. The company ensures some health and safety programs for
providing medical facilities to employees. Some health schemes for employees and incentive and
reward system satisfy employees of an organization(Veth et al.,2017).
Benefit for employer: HR practices benefited employer and employee both, management of
ALDI is benefitted if employees dedicatedly work for an organization it will benefit employers
as it is a step ahead in achieving goals of the company. An employer has the authority he can
decide in for any issues related to employees as well as organization (Veth et al.,2017).

LO3
EMPLOYEE RELATIONS AND EMPLOYEE ENGAGEMENT
An employee is precious for any organization and to keep employee satisfied and the motivated
employer gives work-life balance to their employees and arranges all necessary things required
for improving employee performance. Relationship between employer and employee are
important as good relation create a healthy atmosphere in an organization and it is good for
organization culture. For maintaining good organization culture it is a necessary employer and
employee bot will trust each other as in some cases at crucial situation employee involvement in
decision making is necessary. An employer always motivates employee so that employees
always work positively and enthusiastically and complete their work. It is an important
employer and employee should be agreeing on the same point to follow that decision. ALDI
works for employee engagement and keeps its employees motivation level high .
Employees’ engagement: Employee engagement is important as an engaged employee always
works with positivity and work with the enthusiasm which is good for an organization.
employees get familiar with the workplace and it increases quality of work and both are
necessary factors. It increases positivity towards work and organization and these results in
improving the relationship between employee, employer and management( Albrecht et al.,2015).
Employees’ relation: Good relation between employee and employer is necessary, good relation
increases trust and positivity in an organization which ultimately increase the working capacity
of an employee. Employees should be aware of the vision a mission of the organization and
accordingly works for achieving the goals of the organization. Employee relation majorly
depends on career growth and work-life balance which they desire from the organization. ALDI
provides career development opportunities to their employees also they promote and appraise
their employees in case of good performance ( Albrecht et al.,2015).

HRM practices are:
 Work-life balance
 Flexible working time
 Training and development
 Employee engagement
 Maintain communication between employees and employer for a proper flow of
information (Bratton and Gold 2017).

INTERNAL AND EXTERNAL FACTORS THAT AFFECT HUMAN RESOURCE MANAGEMENT DECISION-
MAKING INCLUDING EMPLOYMENT LEGISLATION
Factors like technological changes in the external environment, social and cultural change and
political change also affect the functioning of the organization. Change in an external
environment made changes in the policies of an organization.
Some employment legislation laws are there which protect employees rights to get exploited
from an employer. The employer had to follow these laws to provide some benefits to their
employees.
legislation laws for employment are mention below:
Law for Minimum wage: wage is given to employees to satisfy their basic needs and an
employer must give minimum wage decided as per legislation this is the motive of deciding
minimum wage for workers. If an employer is not following rules laws related to minimum wage
some penalty is imposed on the employer (Berman et al 2019).
Employment law for against discrimination: As per anti-discrimination law every employee
must be treated equally and discrimination at workplace based on gender, caste, age and
citizenship. It is mention in law place where employees work must be bias-free and activities like
harassment and bullying must be stopped and in case any employee or employer found doing
such activities they should be penalized as per law.
law for Health and safety: An employer has to ensure workers health and safety at the
workplace. Facilities like providing helmet and shoes at a hazardous place should be given to
them. First aid should be given in case of accidents. After some time medical checkup must be
conducted. Diary is maintained by an employer where records of an accident must be
maintained. Maintaining hygiene at the workplace also important employer has to keep all this
things in mind and should strictly follow all safety measures.
Data protection law: Employees record should not share with anybody without the consent of
employees. Also, employees have no right to share the company's data with any other

organization else strict action is taken against employees and penalized as per law(Shields et
al.,2015).

LO4
Trainee Human Resource Manager is working in ALDI and he is a part of the recruitment and
selection process. With a manager, four other members are working in the HR department of
ALDI and they all together conduct the overall process of recruitment and selection. For
recruitment and selection first, they post an advertisement then prepare job specification. CV and
preparatory notes and then finally candidates are selected and get a job offer letter. All policies,
terms and condition and necessary documents are made by HR team under the supervision of HR
manager ALDI.
JOB ADVERTISEMENT
HIRING CUSTOMER SERVICE ASSISTANT
Required customer service assistant in ALDI the private retail company, based
in Germany successfully doing business in more than 50 countries. Deals in a
product of foods, beverages and household.
Roles and Responsibilities:
 Regularly deals with the client.
 Daily respond query of email and calls.
 Maintain client database.
Skills Needed: Excellence in a computer, good communication skills, and a
willingness to travel.
Age: 21 – 30 yr.
Experience: 1 – 3 Yr.
Candidates are eligible get house rent allowance and travel allowance for a
visit.
Note: Interested candidates can mail their resume on the given email id
[e-mail], contact: 8567895235

JOB DESCRIPTION
Position: Customer Service Assistant
Reporting to: Senior Executive
Description
A customer service assistant is responsible for answering customer query and transferring that
query to a particular department. Look after providing services to customers, filing complaints of
customers and look after issues related to refund and in case of problem-solving should work
under the guidance of Manager.
Duties and Responsibilities:
 After receiving customer query solve it immediately and in case of issues analyse the
problem and discuss with your senior.
 Analyze all complaints and query.
 Answer properly to a customer query.
 Ability to judge fraud complaints.
 Ability to solve a conflict.
 Should be able to support the manager in preparation of the annual marketing plan.
Qualification:
 Master’s Degree in marketing.
 Good communication skills.
 Excellence in computers
(DeCenzo et al.,2016).

CV
PQR
56, Eastern hills ,
Germany
Email: [e-mail]
Contact: 7738894514
Description
Well-organized and talented customer service assistant with a good professional record.
Excellent in managing records and database of customers and support in increasing sales of the
company. Having good communication skills and the ability to maintain interpersonal
relationships and convince customers. Willing and able to work as a leader of a team, easily
adapt to the new working culture and willingness to learn new things. Able to manage and work
as per priority and can handle multiple works at a time.
Qualification
Master in business administration, and a diploma in Business Customer Service.
Skills
Proficient in computer MS office, good communication skills, leadership skills and can manage a
huge database.
Experience
3 Years of experience in MNC ltd. working as a customer service assistant.
Declaration
I hereby declare that the above information given by me is true as best of my knowledge.
Date:

Place: Signature

PREPARATORY NOTES
After an interview of the candidate immediately feedback form is filled by interviewer which
includes feedback and reviews of the candidate
Name:
Position:
Salary Expectation :
Remarks:
Performance(Marks
)
Excellent
(90-100)
Very
Good(80-
90)
Good
(70-80)
Average(
60-70)
Qualification
Stability with
organization
Communication
Knowledge
Interview Questions:
 Give your introduction
 Which is the previous organization you worked with?
 What are your strength and weakness?
 Explain any of your experience to deal with customers.
 Give us one reason to hire you.
(DeCenzo et al.,2016).
JOB OFFER LETTER

17 August 2019
ABC
Germany
Subject: Offer letter
Dear,
It’s our immense pleasure to tell you that ALDI offers you a position of Customer
Service Assistant. cost to the company will be 2.8 LPA excluding incentives.
We wish to work with you from 20 August 2019, 8:00 A.M. Reporting to XYZ, an
induction session is scheduled on the same date ,come with your necessary documents
for the f joining process.
Documents required:
 Mark sheets.
 ID proof
 2 photograph
Your contribution to our organization is important and we are looking forward to
working with you. Kindly confirm your date of joining by replying to this mail.
Regards
HR Manager
ALDI

RATIONALE
ALDI manages the recruitment and selection process with the HR manager and his team
members successfully. Process of recruitment begins from posting a job advertisement, initial
screening of candidates and then final round of interview. Various HRM practices prove helpful
in overall hiring and selection process. Advertisement for a vacant position is designed by the
HR team of ALDI posted online and offline in a newspaper, send a job description to interested
candidates and arrange an interview and then team HR of ALDI is successful in hiring best
suitable candidate fill of skills and enthusiasm. New talent comes with a new idea which in the
long run helps achieve business objectives.

CONCLUSION
Man Power is an important part of the company and HR department takes care of its human
resource working in an organization of all department. The HR department of ALDI looks after
every individual and fulfil the needs of each department in ALDI. This assignment is based on
the recruitment and selection process conducted by the HR department of ALDI and team
members hire the best candidate for the organization. An assignment is divided into two parts,
the first part covers purpose and functions of HR and their responsibilities and second part of
assignment covers overall recruitment and selection process for the organization also learned
employment legislation laws and its implementation.

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