The Role of Personnel Managers at ALDI

This assignment examines the purpose and functions of personnel managers within ALDI supermarkets. It explores their responsibilities in achieving company goals and objectives, highlighting relevant laws and regulations protecting employees' rights. The analysis also emphasizes the importance of employee relations for organizational success and delves into the effectiveness of HRM practices in decision-making processes.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM applicable to workforce planning of ALDI........................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.................2
M1...............................................................................................................................................4
D1................................................................................................................................................4
M2...............................................................................................................................................4
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for employee and employer.......................................................5
M3...............................................................................................................................................6
D2................................................................................................................................................7
TASK 3............................................................................................................................................7
P5 Importance of employee relations which influence decision making....................................7
P6 Key elements of employee legislation and its impact on HRM decision making.................8
M4...............................................................................................................................................9
D3................................................................................................................................................9
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work related context with examples.................................9
M5.............................................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is a term which means enhancement of employee’s
performance by implementing various improvement programmes and sessions. It is primarily
concerned with the development and growth of labours working at the workplace for attaining
goals and objectives of an enterprise (Bratton, 2017). ALDI is one of the leading supermarkets in
UK with having approximately 10000 stores across national borders famous for grocery items
with fresh food, meat and others related to kitchen. Basically this report is classified into four
different parts for explaining the roles and responsibilities of a personnel resources towards
upliftment of whole organization. Apart from this, it also highlight effective laws, norms and
beliefs enacted by legal bodies for protecting the rights of a employees from exploitation. In
additional it shows the effectiveness of HRM practices as well as its impact on decision making
process. At last this assignment throw lights on eminent role of HRM practices towards
development of a whole enterprise as well as upliftment of society.
TASK 1
P1. Purpose and functions of HRM applicable to workforce planning of ALDI
ALDI is a supermarket expanded across national borders for fulfilling the demand of
domestic as well as foreign customers by providing fresh and healthy products. HR department
of a selected organization trying to enhance the knowledge and skills of their employees by
establishing programmes. Main purpose of HRM in workplace planning is mentioned as below:-
 Staffing: - First and foremost intention of HR department is to assign right person at
specific vacant job on the basis of their skills and talent. Therefore, main motive of
staffing is to fill the vacant position of company with most suitable candidate(Gold,
2012).
 Benefits management: - They are also responsible to manage or provide all the benefits
equally to every employee according to their performance.
 Compensation and performance: - According to this, another purpose of HRM is to
measure the work quality of employees to provide compensation and remuneration
accordingly.
 Salary management: - One of the major responsibilities and purpose of HRM is to
manage and regulate salary or wages of employees and workers.
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 Employee relations: - It refers to make efforts to create a positive relationship in
between employees working at the workplace for having a stress free environment in
company.
Apart from this, HRM department of ALDI also perform some basic functions which are
explained as follows:- Recruitment and selection: - One of the major functions played by HR department is to
appoint best deserving candidates to fill vacant positions of organization for performing
specific job roles (Chelladurai and Kerwin, 2017). Orientation: - After recruitment and selection process, it is the time for induction in
which newly appointed employees interact with existing workers for adjusting
themselves in new surrounding. Maintaining healthy environment: - Friendly and stress free working environment
motivates employees towards their personal and professional goals and objectives. Management of employee relations: - Mutual understanding between higher and lower
authority is very much indispensable for the enterprise because it is having a huge
impact on decision making process.
 Enhancement programmes: - HR department of ALDI also conducts training and
development programme for improving the learning skills of employees (Daley, 2012).
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection is an appropriate process of appointing eligible and deserving
candidates to fill the vacancy of company for performing specific job role. Basically, HR
department of the organization adopted various approaches to recruit employees as mentioned
below:-
Internal approach: - According to this method, employees are appointed within
enterprise by promoting them to higher post or by transferring from one branch to another. In
fact, this technique is mainly used by the organization to save their time on recruiting people
from outside (Fee, 2014). Internal approach consists of some strengths and weaknesses as
mentioned below:-
Strengths:
 Familiar environment
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 Easy to understand job role
 Easily interact with others
 Very short process
 Inexpensive method
Weaknesses:
 Absence of innovative and fresh ideas
 Chances of disputes and conflicts
 Due to promotion, there is emergence of another vacant position
External approach: - According to this approach, HR department of organization appoint
employees from the outer world by implementing various promotional strategies like
advertisement, newspapers, magazines, etc. (Guest, 2011). Therefore, it also have some strengths
and weaknesses which are given as below:-
Strengths:
 Emergence of fresh and creative ideas which is beneficial for whole organization
 Emergence of more options
 Filling the vacant position of organization
Weaknesses:
 Expensive approach
 Longer process
 Requires maximum capital
 Extra cost in appointing skilled and experience people for recruitment process
Third party approach: - This approach is not very much familiar due to its complexity as
according to this, HR manager consults with any third party or agency to fill the vacancy of
enterprise (Harzing and Pinnington, 2010). In fact, in this method, there is the presence of
mediator between desired candidates and company which sometimes create a confusion.
Therefore, positivity and negativity of approach is mentioned as below:-
Strength:
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 Emergence of experienced employees
Weaknesses:
 Time taking method
 Presence of third party create confusion between employees and company
 Requires huge fund
 Very long process
M1
HRM department perform major functions which act as a effective tool for improving
skills and talents of employees to attain the goals and objectives of an organization in a proper
way (Hendry, 2012). Basically personnel managers of a company trying to enhance the
knowledge of their labours by implementing various improvement programmes. In other words
ALDI is a supermarket which requires knowledgable employees to perform their functions in a
proper manner by considering various internal and external factors .
D1
According to............. recruitment and selection is an appropriate method of choosing best
alternatives from various candidates on the basis of their talent and skills. In fact some of the
effective approach is mentioned below :-
 Internal approach
 External approach
 Third party approach
All these above methods are very much useful and applicable on ALDI to appoint new
employees to run their business smoothly or to fill the vacant position of a company (Huselid and
Becker, 2011).
M2
All the above explained approaches are very much appropriate and useful in selecting
best alternatives from various available option. Various approaches of recruitment is adopted by
organization according to their size and requirement. Therefore ALDI is going to use methods
according to the demand of situation to fulfil the vacant position of a company . In additional all
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the methods of appointing employees have their unique features with quality (Jackson, Schuler
and Werner, 2011).
TASK 2
P3 Benefits of HRM practices for employee and employer
HRM practices play an eminent role in the success of whole enterprise by improving their
knowledge and learning skills as labours are one of the indispensable parts for company.
Therefore, all the practices have a great impact in achieving objectives of personal and
professional goals of employees and employers. Thus, benefits of HRM practices for both are
mentioned as below:-
Employees Employers
Training and development
practices
It leads to create improvement
in learning to perform their job
role in an effective manner.
Results in enhancement of
knowledge for future
achievement.
Flexible working hours Flexible and free time for
employees act as a
motivational tool for them
(Meredith Belbin, 2011).
Whereas flexible hours is used
by employers to create a
mutual understanding with
their colleagues.
Measuring employee
performance
Performance measuring is used
by HR department to identify
their weakness for further
improvements.
Improvement in employers is
very much essential to gain
extra information and skills.
Reward system According to this HRM
practice, employees of an
organization gains rewards and
appreciation for their
performance.
However, employers of the
organization gain extra bonus.
Therefore, it act as a
motivational tool for
employees (Purce, 2014).
P4 Effectiveness of different HRM practices for raising profit and productivity
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HRM practices plays a major role in profit maximization process by implementing
various programmes of employees development with the use of appropriate method. Basically
HR department of a company trying to expand their business across national boundaries by
acquiring necessary facts and figures which must be considered in a decision making process.
Effectiveness of a HRM practices is mentioned below:-
 Training development :- According to this practices, HR department of an organization
trying to train their employees towards achievement of a goals and objectives. In fact
workers of a company requires training session to enhance their knowledge to achieve
their personal and professional goals (Storey, 2014). Therefore result of goals attainment
is profit maximization by development of whole enterprise.
 Flexible working hours:- Employees requires flexible time period to refresh themselves
and to share their opinions and views with their colleagues. Main motive of a flexible
hours is to create a mutual understanding between supervisors and subordinates for
creating a healthy relations.
 Recruitment and selection:- According to this HRM practices, they need to appoint
skilled and deserving candidates according to their talent to fill the vacancy of their
organization to achieve their set target and objectives.
 Measuring the performance:- In this HRM practices they need to measure the
presentation of their employees as well as whole organization to run their business more
effectively by generating maximum revenue. Therefore it is very helpful in identifying
the hidden obstacles and barriers to remove their problems which influence success of
company (Wright and McMahan, 2011).
 Motivational tools:- According to this practices they can also encourage their employees
by implementing various useful programmes to raise their productivity. Therefore main
motive of motivational tools is to improve the learning skills of workers.
All these above HRM practices plays a very eminent role in raising productivity and
profit of an organization by encouraging employees towards their goals and objectives.
M3
HRM practices plays a very eminent role in providing support to their employees by
conducting various programmes of improvement according to the demand of an organization.
Some of the useful techniques used by HRM practices is mentioned below :-
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 Enhancement of learning skills by conducting training and development sessions.
 Measuring the performance of employees as well as whole business to motivate them
towards their personal and professional gaols (Human Resource Management, 2017).
D2
According to............. HRM practices is very indispensable to complete all the task and
activities in a proper way by making appropriate strategy of upliftment of whole organization. In
fact above used practices plays a very vital role while performing job to attain their objectives.
TASK 3
P5 Importance of employee relations which influence decision making
Employee relations plays a very eminent role in achievement of a company goals because
it have a greater impact on development of whole enterprise. Basically all the task and activities
are controlled and regulated by workers of a company due to their roles and responsibility
towards growth of a society as well as enterprise (Bratton, 2017). Therefore positive connection
between employees plays a very eminent role because it influence decision making process by
expressing their views and opinions. Importance of employee relations is mentioned below :- Sharing between employees:- If there is a positive connection between employees then
then they can easily share their task and work with their collogues for completing it in a
minimum time period. Early achievement of set goals:- An employees can easily attain their objectives it work
is distributed between supervisors and subordinates in a proper manner. Togetherness is a
greater power for every firm because if workers of cited company is working together
then they can easily face any challenges . Ability to reduce risk :- Positive relations between employees is very helpful in hedging
risk faced by ALDI during expansion process or exchange of goods and services at
international level (Gold, 2012). Increase in sales:- HR department of an organization trying to maximize their sales by
creating a healthy relations between buyers and sellers. Along with this, they have a
greater impact on a decision making process because production department of company
consider taste and preferences of a customers while designing any products.
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 Profit maximization:- One of a major advantage of a healthy relations between workers
is to increase the revenue of a company by promoting their goods and services across
national borders with the use of appropriate methods for example advertisement,
pamphlets, magazines etc.
By concluding all this point it has been understood that all this above points shows the
importance of a employee relations in success of an organization by using accurate information
and data. Apart from this overall success of ALDI is depend upon management of human
resources which means enhancement of employee knowledge and skills so that they can perform
their functions in a proper manner (Chelladurai and Kerwin, 2017).
P6 Key elements of employee legislation and its impact on HRM decision making
Legal bodies of a nation plays a very eminent role in protecting rights of emplopyee at a
workplace by implementing various essential norms, beliefs and laws which must be adopted by
HR department of ALDI. In fact major reason behind enactment of norms is to create a
environment free from any discrimination and disparity between employees at workplace.
Various impressive laws are mentioned below :-
 Employment right act:- According to this law, an organization need to provide all the
rights which is essential at workplace to provide equal opportunity to every employee
without discriminating between them. In fact every enterprise either small or large must
follow or implement this law in their organization for raising the living standard of their
employees.
 Health and safety laws:- Legal bodies trying to secure the health of workers at workforce
to protect them from any sudden accident and diseases because everyone knows that
“health is wealth”. ALDI want to protect their employee from any dangerous effect by
adopting useful methods (Fee, 2014).
 Sex discrimination act:- According to this factor, an organization need to create a
environment free from any discrimination on the basis of gender, caste, religion, colour
etc. Main motive of this law is to implement equality at workplace.
 Minimum wage law :- According to this law, an organization need to adopt this law to
provide minimum wages to every employees because it is very indispensable to run their
livelihood more comfortably. Main aim of this act is to raise the standard of living of
weaker sections of a society.
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All these above acts are very useful and effective in protecting rights of employees from
exploitation because it influence decision making process of a company. In other words it is used
by ALDI to create an effective and impressive surroundings so that they can easily run their
business by motivating employees towards attainment of goals and objectives (Guest, 2011).
M4
Employee relations is very much essential for development of whole organization due to
its roles and responsibility towards growth of a company. In fact governing bodies of a nation
trying to enact number of laws to protect the rights and duties of a workers working at a
workplace.
D3
According to.............all the HRM practices plays a very eminent role in a decision
making process due to their role in it as all the task and activities are controlled and regulated by
them only (Harzing and Pinnington, 2010). Apart from this, it has been understood that norms
and beliefs implemented by legal bodies plays a major role in decisional process because all the
rules must be considered while making plans and policies.
TASK 4
P7 Application of HRM practices in work related context with examples
HRM practices plays a very vital role in managing overall enterprise by conducting
various useful methods of improvement and skills enhancement. Basically all the HRM practices
is applied by ALDI to resolve their business problems by implementing effective methods.
Example of a HRM practices is mentioned below which shows appropriateness of a HRM
practices (Hendry, 2012).
For example a large organization like Zara need to appoint sales manager for their
enterprise then they need to follow effective structure which is explained as follows :-
1. Advertisement at a marketplace by adopting various effective method of promotion.
2. Selection of deserving candidates from large pool of individuals on the basis of their skills
and eligibility.
3. Select best alternatives from eligible candidates.
4. Conduct interview.
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5. Testing programmes in which question are ask related to marketing or specialisation.
6. Select deserving employees.
These above process is conducted by organization with the use of HRM practices to
achieve the target of a employees. Therefore HR department of employees adopt factors by
utilising all the resources in a proper manner. In fact ALDI also adopt all the factors of human
resource practices while opening new branch across national boundaries by considering
mandatory facts and figures.
M5
HRM practices have a greater impact on a different work taking place in an organization
due to its positivity and usefulness to achieve the target of a company. In other words these
practices are very much applicable and appropriate used while conducting activities of an
organization with the use of useful methods (Huselid and Becker, 2011).
CONCLUSION
From the above report it has been understood that labours are one of a indispensable part
for every organization either small and large due to its roles and duties towards achievement of
company goals and objectives. Basically this report is all about purpose and functions of
personnel managers of ALDI supermarket which is famous for its grocery items and food
beverages. Apart from this, this report also highlighted various effective laws, norms and rules
amended by legal bodies for protecting the rights of employees working at a workplace. In
additional it also throw some lights on importance of employees relations which is very much
beneficial for goal attainment of an organization. At last it also covers effectiveness of HRM
practices which plays a major role in decision making process of a company.
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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 [27th July 2017].
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