HRM in Workforce Planning of Aldi : Report
Added on 2020-07-23
16 Pages4807 Words278 Views
HUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Major functions of HRM in terms of workforce planning of Aldi........................................1P2 Weakness and strength related to numerous approaches of recruitment and selection.........2TASK 2............................................................................................................................................3P3 Benefit of HRM practices in context of Aldi for employer as well as for employee............3P4 Major effectiveness of HRM practices for maximizing profit and productivity of Aldi.......4TASK 3...........................................................................................................................................5P5 Advantage of employee relation in context of decision making in HRM.............................5P6. Identify the key elements of employment legislation and the impact it has upon HRM .....6P7 Different applications of HRM Practices...............................................................................7CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11.......................................................................................................................................................12
INTRODUCTIONIn context if any organisation, it is very important to have potential work force. This isbecause all the possible task and functions are performed by the employees and thus it becomesnecessary for the management to give full consideration to their labour force. Success of anycompany depends upon the kind of workers they are having. In this context, human resourcemanagement can be understood as a concept of monitoring all the employees at work place sothat organisation can achieve its objective and target on time (Bakker and Demerouti, 2010). Incontext of this report, it is observed that Aldi is one of the very popular name in the term ofgrocery retailer. This company is famous in all over the world. Functions of HRM plays a vitalrole in ensuring the growth of the company. There are different human resource practices that ishelpful in establishing the operations of Aldi (Avey, Luthans and Jensen, 2011). Employeerelation should also maintained in order to attain tremendous growth of the company. TASK 1P1 Major functions of HRM in terms of workforce planning of Aldi.It is one of the very important task of any organisation to maintain their work forceplanning. As far as Aldi is concern about, then there is a need of planning related to workforce.There can be many methods adopted by a company in order to ensure the availability of labourforce in the organisation (Black, Clemmensen and Skov, 2010). In this context, HRM plays avital role in establishing the workforce requirement and thus its purpose and functions in contextof labour force planning are as follows:Determine the current requirement of employees- It is one of the major function that isassociated with the H.R manager. They are liable for determining the current requirement ofworkforce. On the basis of this only, all the task performed by the company with the help ofemployees can be maintained. Need of hiring new employee can be determined once HRMevaluate the current number of work force and their performance. Establishing recruitment and selection process- As HRM plays a major role in conductingthe recruitment and selection process. On the basis of requirement of employee, company have toconduct a process of hiring (Boxall and Macky, 2012). This is done by human resource manager.All the tools and equipments that are needed in this process are arranged by the human resourcehead. 1
Ways by which employee's work can be fully utilised- HRM have to ensure that all thework done by the labour force should be efficient and effective in nature. They need to motivateemployees in such a way that all the task performed by workers should be best utilised by thecompany. Unnecessary work should not be there and productive work is all that required by thecompany. Providing training- This is again considered as the most crucial area of any organisation which iscovered by the HRM. In context of workforce planning, human resource manager needs toensure that all the employees at their work place get complete training. In this way company canexpect from their workers that they give their best performance in the company (Boxall andPurcell, 2011). Training can also be for new employees and existing employees. This is becausecompany can adopt new technology at any period of time. Therefore, for the existing employee itbecomes a matter of fear to understand the new technology For this purpose, management haveto make sure a proper training and development programs for the existing employees as well. P2 Weakness and strength related to numerous approaches of recruitment and selection.According to the current condition of the Aldi, it is suggested that they need to recruitnew employees in the organisation (Armstrong and Taylor, 2014). In this context, humanresource manager needs to evaluate the effectiveness of so many approaches towards recruitmentand selection process. For this purpose, it is also very important to know the basic strengths andweaknesses associated with this process. It is necessary in order to attain the objective and targetof the organisation. Different approaches of recruitment and selection are as follows:Skills inventory- It is related with making a detailed list of all the requirements in termsof skills and qualification that would be needed for a specific task. This is helpful for bothemployer and the employee (Chen and Huang, 2010). This is because employer can specify theirrequirement of the post and candidate can match their skills and interest with the job profile. Job description- This concept is very important in order to plan a systematic process ofrecruitment and selection. Job description is related with giving full information about the jobprofile. This is a systematic description of job responsibilities, salary , working hours etc. On the basis of above approaches towards recruitment and selection process, given beloware the important strengths and weaknesses:Strengths2
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