HR Management Strategies at ALDI

This assignment delves into the crucial role of Human Resource (HR) Management within the retail giant ALDI. It examines how ALDI leverages HR practices to attract, develop, and retain talent, ultimately contributing to the company's success. The focus is on understanding the specific strategies employed by ALDI to create a positive and productive work environment while aligning HR initiatives with overall business objectives.

Human Resource
Management

INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 purpose and functions of HRM that applicable for workforce planning and resourcing..1
P2 Strengths and weaknesses of various approaches to recruitment and selections..............4
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for both the employer and employee.....................................6
P4 Evaluation of effectiveness of HRM practices for organisational profitability and
productivity.............................................................................................................................7
TASK 3............................................................................................................................................7
P5 Importance of employee relations that influence HRM decision-making........................7
P6 Key elements of employment legislation and its impacts upon HRM decision-making. .8
TASK 4............................................................................................................................................9
P7 Illustrate the application of HRM practices in the organisation with examples...............9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management main work is managing people in the organisation by proper
formal system. Along with this there are several other roles and responsibilities in the company
which perform by the same division. Major three functions are done by them training and
development, staffing, recruitment and selection (Anderson, 2013). Several other area which are
related with increasing productivity and profitability by utilising man power in best possible
manner. Although HR always focuses on developing, acquiring, aligning the entire workforce in
the company so that goal and objectives which is pre determined can be achieved by company is
best possible manner. This entire assignment is based on ALDI which is retail sector business
founded in 1913 on 23 June and founder is karl Albrecht, Theo Albrecht. Products serving by
them are sanitary Articles, food, beverages and household goods. Below mention report explain
function and purpose of Human Resource management in company. It also through light on
strength and weakness of different recruitment and selection approaches with their benefits for
employees and employers. This also defines effectiveness of HRM practices in organisation for
increasing productivity and profit maximisation. Significance of staff member relationships and
employment legislation which persuade HRM decision-making. It will exemplify applications of
human resource practices in the administration.
TASK 1
P1 purpose and functions of HRM that applicable for workforce planning and resourcing
Human resource management is department is full of activities like recruiting and
managing people within organisation. HR manager of organisation hire and select candidate as
per their skills and knowledge for filling vacant position in enterprise. They are responsible for
selecting, recruiting and developing every individual staff member for achieving goals and
objective of business. Main motive of HRM is to develop skills and knowledge of every
individual employee’s by providing training and development session to them which results in
increasing productivity and profit (Aswathappa, 2013). Human Resource manager perform
several roles and responsibilities in the ALDI for maintaining and managing staff members as
well as construct strong harmony system within them. It is very advantageous for the firm in
enhancing growth and achieves competitive advantages.
Purpose of Human Resource Management
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Human resource department play various roles and activities in the company as they focus on
building effectual workforce and build strong relation within staff member. They usually try to
make a proper bridge between workers and line management of the administration. ALDI is one
of the most popular groceries retail business they manage their workforce in proper ways so that
company can be handling in any critical situations easily (Brewster and Hegewisch, 2017).
Manager of ALDI play various activities and perform functions with the motive of make healthy
relations between staff members. So, that work productivity can be increase. Some purposes are
given below:
 People management: HRM is famous and popular in company for managing people
in an effectual manner so that better environment can be formed. This is a necessary
for increasing productivity and profitability of the administration by using manpower
in proper manner (Cascio, 2010). ALDI has a good image in the market main reason
behind this is that manager always focuses on managing and maintaining staff member
so that coordination and collaborations can be bring while doing any tasks or activities.
Human Resource Management is also linked with several other division of firm also
such as IT, operations, marketing and financial etc.
 Create better organisation culture: : It is the main purpose of HRM department to
create as well as build healthy working environment so that whole tasks can be
managed within systematic manner. In ALDI, manager always focuses on creating
positive culture by handover or allocating every task between employees’s so that
cultural differences can be avoid and manage.
 Law: There are various legislations and laws which are given by UK government and
these are compulsory to be followed by everyone. These laws include labour
relationship, employee’s legislation, union and negotiation which can influence
decision making of HRM. Therefore, company is required to consider entire laws for
making decisions regarding hiring, selecting as well as terminating any person within
the firm. These activities can be done by considering legal rules and regulations and
acts in an appropriate manner (Boudreau, 2010). Manager of Tesco plc also undertakes
several employment legislations while making retirement plans, benefits of employees
and many more decisions.
Functions of Human Resource Management
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HRM normally consist number of activities and functions that are perform in the
enterprise. It play major role in supervising the entire workforce and manpower so that
productivity can be increased and objective and goals can be accomplish in a proper manner.
Manger of ALDI always tries to maximise wealth with enhance volume of sales so that number
of customers can be satisfied with quality of products and services (Chelladurai, 2017). Below
mention are some functions of HRM in firm:- Recruitment and selections procedures: This is necessary function for filling vacant
position in company with suitable candidate as per the required of enterprise.
Recruitment and selection program conducted by HR manger of organisation for
placing right person at right place. Employee relations management: Human Resource manager make sure about
relationship between people within the enterprise that it should be effectual and
positive. It is the ethical responsibility of manager to manage the relationship and
harmony in the ALDI for creating better and proper group in the company.
 Training and learning sessions: It is an essential function of HRM in this employers
design training and development program in the organisations for personnel’s. This
entire activity assist in enhancing work productivity by brushing up individual’s skills
or abilities so that they can perform in well manner and achieve pre determined targets. Orientation: This is a common function of human resource manager in this they conduct
orientation program at the time of new employees joining in the organisation. It assists
in interacting with every particular person so that they can understand and adjust in the
working environment (Kerwin, 2017). Employers introduce new candidate with
existing staff members and give guidelines to them that how they have to work for
achieving goals or objectives.
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P2 Strengths and weaknesses of various approaches to recruitment and selections
Recruitment and selection is not easy task because in this new candidate comes in company
which can take it up-to it’s high and low. This is must necessary to take corrective decisions for
creating effective team in organisation according to the skills and knowledge of individual
person firm (CHUANG and Liao, 2010). Recruitment and selections is the procedure where
particular person is selected as per their matching profile and abilities of doing work and also
skills or knowledge. HR manager of ALDI always put their hard efforts for hiring talented
candidate with the help of effective process. There are several approaches presents for
recruitment and selections procedure that manager undertakes for hiring best person with
matching their suitable criterion. ALDI also focus on reactive and pro-active attitudes while
making decisions related to recruitment. Their main motive is to build a pool of applicants who
are experienced and skilled so that latest innovative ideas can be create in the enterprise. Some
approaches are given below; Job analysis: This is the first and foremost phase in which manager gather information
about any vacant position in the enterprise. They make decisions related to conducting
recruitment and selections program for filling vacant position by placing right person at
right place. Manager considers numerous activities for hiring qualified and skilled
candidates for better outcomes. Job Description: It is interrelated with information or detail about vacant position and
job description includes important information or data such as salary, needed experience,
task or work, role and responsibilities of supervisors so that interested candidates can be
apply for vacancy. Person specifications: This point is most important because it describe what is required
in person for the vacant position. Job specification is related to qualities, qualification
knowledge, abilities and skills for particular job (Daley, 2012). It is associated with job
descriptions that examine suitable person. Job posting strategies: It is the duty of HR department in organisation to frame proper
strategies for the process of recruitment and selections. So, that suitable candidate will fill
vacant position. Therefore, ALDI use best strategies or method for hiring eligible and
interested candidate.
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 Multi phase recruitment: It is also a finest systematic method which support in finding
qualified and talented person which is suitable for the vacancy in the organisation
(Fulton, 2011). It includes several methods of interviews such as face to face, telephonic
round, examinations and several others for recruiting individuals.
Strengths of recruitment and selections
 Internal method is best for hiring candidates in the company so that vacant job position
can be filled without any delay.
 It is cost effectual and less time utilising techniques as there are no need of too much
amount for conducting recruitment and selection programs.
 External recruitment is also a source that assists in developing unique ideas, innovations
and creative thinking by selecting candidate for job from outside of a company.
 This procedure is very valuable for creating effectual labour force by attracting capable
person towards enterprise so that goal and objective can be achieved in best possible
manner.
 ALDI is focusing on hiring eligible and knowledgeable person who can handle any tasks
in critical situations and complete work.
Weaknesses of recruitment and selections
 Sometime internal procedures are not appropriate for organisation as it put off fresh
talents and innovations (Glendon, 2016). Main reason of this is to selecting candidates
from inside firm.
 External method can be expensive and costly because in this funds are required for
advertisements, media or any form of medium to give information or data related to
specific job to the talented or interested persons.
 It can be long duration method because external recruitment has long procedure for hiring
an individual.
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TASK 2
P3 Benefits of HRM practices for both the employer and employee
Human resource management is very important for each and every individual person working in
the firm. Various benefits and advantages are available for both as employee and employers with
the help of effectual HRM practices in the company (Clarke and McKenna, 2016). Manager of
ALDI always think about the effectiveness by managing people relationship and labour force in
more suitable manner. Here are some benefits such as;
Employer's benefits
 Focus on tasks or assignment: Employer can recompense by dividing tasks or work into
various small activities for getting done in effectively and efficiently. They try to find
appropriate ways for completions of work in the well manner.
 Using work time: It is also benefit for employers with the help of HRM practices that
they can use time as well as efforts for work completion in the company. ALDI
implement several HRM practices for achieving its goals or objectives within specific
time period.
 Reduce absenteeism: These are beneficial in reducing chances of absenteeism and
motivate or encourage staff member for doing work in more proper manner. It is useful
for ALDI in increasing growth and productivity.
Benefits for employees
 Experiences in new areas: It is the best benefit for employee because of HRM practices.
Workers have opportunity to get more experience and enhance their knowledge and skills
with the assistance of realisation related to new areas.
 Opportunities of training and development: workers have best opportunities to
increase their knowledge or skills with the help of learning sessions (Guest, 2011). ALDI
frame training and development session for increasing productivity and also profit
maximisation by brushing skills of their employees.
 Personal satisfaction and cultural interest: HRM practices are supportive in providing
individual satisfaction and their cultural interests in more effective manner.
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P4 Evaluation of effectiveness of HRM practices for organisational profitability and productivity
HRM practice includes several rules and regulations as well policies which must be followed in
the organisation for its smooth working (Knowles and Holton, 2014). These tools and
techniques are very helpful in controlling entire business activities and maintain labour
force accordingly so that goals or objectives can be accomplished in better manner.
ALDI undertakes all these for rising profitability and productivity by utilising several
HRM practices.
Setting of directions and implementation: It is the most important duty of manager that to
give proper guidelines and directions to the staff member for attaining pre determined goals
and objectives or targets in more efficient manner. Leaders take responsibilities for setting
purpose, goals, missions or objectives in the workplace of ALDI. These will be support for
enterprise in increasing their profitability and productivity.
Excellent performer and innovative staff: This is also helpful for company as they can
bring innovative and creativity ideas for performing task in more beautiful manner
(Swanson, 2014). Leader and manager focus on bringing valuable atmosphere and optimistic
environment for gaining particular targets.
Individual and team goals by effective communication: HRM policies and practices also
supportive in providing best method of communication for transient information or data to
the staff member so that well defined goals and objectives can be achieved.
Update skills and maintain productivity at workplace: HRM practices support in
ensuring about needs or training and development so that learning sessions can be
(Marchington, 2016). Tesco plc generally concentrates on updating its employee’s skills or
abilities by training and development programmes to achieve competitive advantages.
TASK 3
P5 Importance of employee relations that influence HRM decision-making
For successful enterprise, personnel’s relationship plays a crucial role to achieving pre set goals.
Manager considers the effectual relation between people for good collaborations and
management within team members. It simple words this can be said that firm have to take care
about their employees by offering those benefits and compensations according to their working.
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They should offer good working environment to staff members and encourage them so that
output can be increased (Meredith and Belbin, 2011). ALDI provide support to their workers as
Human Resource manager focus on encourage employees and motivate to them for doing work
in more effective manner.
Sharing work: This help in doing work efficiently and also in more effective manner. It
is can turn into more simple and effectual through better good relation as every tasks can be
accomplish in less time by sharing these between people in an effective way. Sharing work is an
essential that support in construction strong group and attain set goals or objectives.
Resolve conflicts: This is important to have good relationship between employees which
will support in decreasing chances of conflicts and solve any issues or problems in more
effective manner. Joint effort is very important for achieving well defines targets and achieves
positives outcomes.
Employee’s loyalty: organisation can make their staff member loyal by various HRM
practices in an effectual manner. For this, manager has to focus on building positive and healthy
surroundings so that relation can be maintaining between employees.
P6 Key elements of employment legislation and its impacts upon HRM decision-making
There is several employment laws and legislation that formulate by government it is
linked with organisation and their structure according to the nature of business. Most of the
enterprises apply a proper hierarchy system for their business activities and good
communications. Small scale organisation has limited structure of labour force so that workers
can work together with each other in better way. Large scale enterprises generally have number
of layers and enormous hierarchy structures which generate complexities in interact with every
member of staff in the administration (Purce, 2014). Human Resource manager needed to
consider the hierarchy system for providing essential information or data to the workers. ALDI
consider this for forming better working atmosphere and effectual workforce such as; Equal wage act: This act says that company cannot do partiality or discrimination
between their employees who are working with them. On the basis of their caste, race,
colour, religion and gender. Hence, they should be equality treated for building positive
working environment in organisation. Analyse position: This is a significant task which define particular vacant position with
suitable required information. It is required to fill job applications, therefore
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administration focus on giving proper information to employees about their roles and
responsibilities in the ALDI for achieving objectives and goals.
 Workmen's compensations act: This law was created for given that better compensation
to the staff member of company. It includes various safety major linked with injury and
accident that workers gets while task completion within an enterprise. ALDI offer proper
compensations to personnel against of any harm and injuries. Minimum payment act: This explains related to minimum rate of wage which is
constructing by government of every particular. ALDI has to consider this and offer equal
wage or compensate to each and every individual working in company as per law.
TASK 4
P7 Illustrate the application of HRM practices in the organisation with examples
In organisation there are several functions which is performed by Human resource
department. Major work doing by this division is to manage entire workforce in effectual manner
(Scullion and Collings, 2011). Along with this many other activities are also their which is
performed by HR manager such as recruitment and selection, performance appraisal, training and
development etc. these all functions are performed by manager of ALDI for increasing sales in
effective manner. Here some HRM practices which can be applied are given below:-
Job Analysis – It is an written statement in which all the details according to job title is given.
Generally job description includes roles, responsibility, purpose, scope, working condition with
job title as well name of the candidate and designation. It can be understood with the help of
suitable example:-
Job description
Organisation name
ALDI
Job profile
Human Resource Executive
Location
England, UK
Report to
HR Administration office
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Roles and Responsibilities
 Formulates policies and strategies of Human Resources.
 Keep record of attendance and management of staff members.
 Program for Performance reviews and appraisal conduction.
 Help in recruitment and selection process.
 Training and development programmes for new personel's or joiners.
Required Qualification
MBA (Master degree in business administration)
Experience required
1 to 3 years
Salary
8 to 10 lac per annum.
When job description is formed next step is using proper media for providing information
related to particular job and vacant position. For applying this there is requirement of CV
(curriculum Vitae). Below mention is the CV of the candidate which is given below:-
Curriculum Vitae (CV)
Name:
Address:
Contact number:
Email Id:
Career objectives: To grab opportunities for showing my talents in Human resource
management field and achieve growth in the future.
Qualification:
MBA (Master in Business Administration)
Experience:
2 year experience in HRM field.
Personal skills:
Good communication skills
Leadership skills
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decision-making skills
Problem solving
Declaration:
I hear by declare that the above information is true as per my experience and knowledge.
Recruitment and selection procedure – After taking suitable information about the
candidate which is necessary for filling vacant position. HR manager conduct recruitment and
selection process for selecting best candidate. This process includes several techniques such as
interview, group discussion and examination. It is important process for hiring candidate.
Documentation - this is last step of verifying documents manager of ALDI collect
documents of interested or selected candidate for further verification. These involve mark-sheet,
Experience letter, ID proof and other necessary also. All these are necessary for getting proper
information about the employee.
CONCLUSION
From the above assignment it has been concluded that human resource management is
important for company. For managing day to day activity of business within the company which
help in achieving goals and objectives. Major role perform by human resource department in
enterprise is planning, staffing, directing, controlling, training and development, recruitment and
selection for hiring candidate for brining new ideas as well thoughts in firm for achieving goals
and objectives in better manner. HR manager is responsible for managing and maintaining
relationship within personnel for creating health and positive working environment in ALDI.
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REFERENCES
Books and Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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.
Fulton, E.A. And et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries.12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M. and et. al. 2016. Human resource management at work. Kogan Page
Publishers.
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.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Online
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