Human Resource Management Practices

This assignment delves into the critical aspects of Human Resource Management (HRM) practices. It examines a range of HRM functions, including recruitment, training, performance management, compensation and benefits, employee relations, and talent development. The assignment draws upon academic literature and real-world examples to evaluate the effectiveness of different HRM approaches and their influence on organizational productivity, employee engagement, and overall business outcomes.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Purpose and function of HRM...............................................................................................1
P2 Strengths and weaknesses of different approaches................................................................2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices.....................................................................................................4
P4 Effectiveness of different HRM practices..............................................................................5
TASK 3............................................................................................................................................7
P5 Importance of employee relation...........................................................................................7
P6 Elements of employment legislation and their impact on decision making..........................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices...............................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Management of human resource is necessary for organisation; thus, they can easily
organise and in addition control all exercises adequately. If manager wants to enhance work
ability of their employees, then they need to cater training to them. Therefore, they can achieve
objectives within provided period of time (Human resource management, 2017). ASDA is a
supermarket which is situated in UK and along with this they are doing their operations in more
than 16 countries. Main aim of this report is to determine purpose as well as function of human
resource management. Importance of practices of HRM is beneficial for employer and
employees of firm. Manager can appoint suitable candidate for association with help of many
methods, such as internal, external and third party approach (Armstrong and Taylor, 2014). At
last, this assignment also going to describe an appropriate relationship of superior with their
subordinates and it can affect decision making process of ALDI either directly or indirectly.
P1 Purpose and function of HRM
It is fundamental for manager to manage their human assets; thus, they will complete
their entire work within provided time frame. ALDI is doing their business in various stated;
therefore, they need to organise their employees effectively. Purpose of HRM is stated as below:
Effective utilisation of resources: It is essential for employer to use resources in an
appropriate manner; so that, they can complete entire production efficiently. Along with this,
they will accomplish needs and wants of buyers as per their tastes and preferences.
Recruitment: Superior has to appoint person for their firm, so that they can attain
desired targets and objectives. To fill the vacant place at workplace, manager can use appropriate
tools and methods.
Workers relations: It is required for an employer to maintain friendly relationship with
their labours; it will work as motivation. As a result, problem will solve immediately and work
will complete timely (Nyberg and et. al., 2014).
Act as a advisor: Manager of company also provides advise to their subordinates which
will assist them to accomplish their targets related to personal as well as professional.
Apart from all of these, there are various functions related to human resource
management are mentioned as below:
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Recruitment and selection: It is necessary duty of superior to appoint best and suitable
candidate at premises; therefore, they will do their work effectively by using their skills and
capabilities.
Assigning job: It is must for an employer to give task to their labours as per their
knowledge; so that, they will do it adequately without any hesitation.
Orientation: Manger has to conduct introduction program for new workers; thus, they
will get familiar with every people who are working over there.
Training and development: Employer has to determine need of training at workplace.
They give some training sessions to their staff members; therefore, they can increase their work
execution and complete their work within time duration (Smith 2014).
Consequently, it has been comprehended that duties and obligations of human resource
management is must; thus, entire activities will manager in an adequate way.
P2 Strengths and weaknesses of different approaches
Essential duty of department of HR is to recruit best candidate for organisation. For this,
an employer can use some approaches which are mentioned as beneath:
Internal approach: By using this attribute, an employer can fill empty place in an
organisation. Therefore, through promoting employees they can reduce their work loss and
complete entire work within appropriate time span.
Strengths Weaknesses
 Need of fund in much less.
 It is a narrow process; thus, time
requirement is less (Gallardo-Gallardo,
Dries and González-Cruz, 2013).
 Employees get promotion; therefore,
they are familiar with surrounding of
association. As a result, they will easily
communicate with their colleagues.
 It helps to decrease work loss.
 There is lack of creative ideas as well
as thoughts.
 People will move to the next place, thus
it will develop another vacant position
at workplace.
 It will affect surrounding of company.
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External approach: As showed by this, supervisor can employ workers for ALDI from
outward world. For this, they can apply sufficient techniques, which are identified with
enrollment as well as choice (Hwang and Ng, 2013). Thus, this philosophy is absolutely
particular from internal procedure, as their obligations and commitment are distinctive in relation
to firm.
Strengths Weaknesses
 People have creative thoughts, so that
they can produce products in an
innovative manner; as a result, they can
capture minds of numerous individuals.
 There is absence of unfair work.
 Manager can choose best candidate for
association, as they have wide options.
 It takes too much time.
 Requirement of fund is high to appoint
people at empty position.
 Prerequisite of an appropriate selector;
hence, employer can assign suitable
candidate for firm.
Third party: In this roles and duties are totally distinctive from other methods.
According to this technique, manger can appoint people for their organisation with aid of other
establishment. Therefore, it develops a way between enterprise and persons. In United Kingdom,
there are many agencies who cater this sort of services to companies.
Strengths Weaknesses
 Organisation will get more talented and
knowledgable individual.
 It will provide development to
association and along with this secure
commercial cost.
 Circumstances of dishonourable
exercise will high as compare to other
approaches (Pierre, 2016).
 Availability of confusion.
 Time consuming.
 It consumes too much capital.
 Chances of misunderstanding is high
between an individual as well as firm.
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Hence, it has been concluded that superior of company need to use above described
attributes to assign best candidate; thus, they will accomplish their goals and objectives within a
specific time span (Dent, 2017).
TASK 2
P3 Benefits of HRM practices
Staff members are a vital part for any sort of association because development and
growth is highly depend on them. If they do entire work adequate and within a provided period
of time, then they can easily accomplish needs and wants of their purchasers. Furthermore,
practices which are associated with HRM plays an important role to improve abilities of manager
and workers; as a result, they will accomplish personal and in addition professional objectives
adequately (Thunnissen, Boselie and Fruytier, 2013).
Consequently, some advantages of HRM practices in context of employees and
employers are stated as beneath:
Employees Employers
Learning, development and
training practices
It is fundamental for those
people who are recently
appointed at company to
enhance their learning skills;
hence, they will do their work
effectively and efficiently.
Additionally, they will learn
that how they can deal with
variant conditions.
Apart from this, an employer
will improve their learning by
attending some seminars or
development programmes as it
is beneficial for them in their
growth.
Flexible working options According to this, manager has
to provide adaptable working
time schedule to staff
members, it will work as a
motivational tool; as a result,
they can complete their work
within an adequate time frame.
As indicated by this, manager
can create healthy relations
with their labours (Manvi and
Shyam, 2014). So that, they
can decrease clashes and attain
desired targets as well as
objectives within provided
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Superior can also discuss
about it with them.
period of time.
Employee performance
management and monitoring
If an employer wants
development in performance
of their employees, then it is
essential for him to monitor
them on regular basis. Along
with this, they can also cater
training to them; so that, they
can learn some additional
things (Schaufeli and Taris,
2014).
With assistance of observation
method, an individual can also
learn extra things; hence, they
will easily complete their work
in an effective way.
Payment and reward system Reward and in addition
payment technique for ALDI
has to be viable; thus, it will
give more inspiration to
workers. It will assist them to
enhance their whole identity.
Instead of staff members, it
will likewise motivate
manager, in this manner they
can achieve long haul
objectives as well as goals,
which is profitable for an
individual and along with this
organisation. It resembles a
sufficient apparatus which will
motivate superior, therefore
they will proceed in ALDI for
long time traverse (Jennings
and Stadler, 2015).
Thus, it has been understood that all above described practices are advantageous for
manager and labours. Therefore, they will complete their work within provided time span and
fulfil needs and wants of buyers.
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P4 Effectiveness of different HRM practices
Practices which are associated with HRM plays prominent role in development as well as
improvement of overall company. It helps to enhance profits of organisation, with assistance of
productivity as well as sales. For this, manager of firm can use some essential methods and
techniques. Furthermore, effectiveness of human resource management practices are mentioned
as below:
Learning, development and training practices: It is essential for manager of ALDI to
enhance skills and learning of their staff members; thus, they will do work effectively and
efficiently (Tao and et. al., 2014). For above stated purpose, they can render training sessions to
them. It will work as motivation and along with this they will accomplish their task within a
sufficient period of time. Consequently, it provides success and improvement to both firm and in
addition labours.
Adaptable working alternatives: It is fundamental for manager of human resource to
maintain surrounding of enterprise by accomplishing requirements of workers. Employer has to
provide flexible working hours, some extra time for lunch etc. to them. As a result, they can
decrease conflicts at workplace. Along with this, if employees are satisfied and happy, then they
can easily do their work in firm for long term.
Employee performance, management and monitoring: This is most appropriate tool
which can be utilized by superior, as with assistance of this they can identify weaknesses of their
staff members. It is fundamental for employer to continuously evaluate their performance; hence,
if any issues identified they can remove it quickly. Along with this, manager can also provide
training to them. It will aid them to complete their work within an adequate period of time
(Karatepe, 2013).
Payment and reward system: Superior has to give salary to their workers as per their
working irrespective of their gender, age, caste and so on. Every person has a right to get similar
chances at workplace. If they do their task more effectively then they will acquire rewards
accordingly. It will work as motivational tool; hence, employees will complete their target within
provided time span.
Thus, it has been comprehended that all above mentioned HRM practices help company
to enhance their market share and along with this goodwill at competitive world.
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There are several supermarkets in UK and all are providing their goods and services to
their customers in an effective way. Therefore, various competitors of ALDI, like ASDA,
TESCO etc., every one of them has proficient share at marketplace. Furthermore, it is necessary
for firm to produce items in innovative way; so that, they can take benefits from their contenders
and improve their profits. Along with this, it assists them to set goodwill at market (Head and
Alford, 2015).
In fact, if company wants to enhance their revenues then they have to analyse methods of
advertising which are using by their competitors. Rather than this, it is required for an enterprise
to determine adequate data to produce goods for clients. Therefore, they can complete their
production on time and satisfy needs and wants of their buyers.
TASK 3
P5 Importance of employee relation
It is required to develop an effective interaction amongst employers and employees in
company because entire work is regulate and control by superior. Staff members have to do their
task in an appropriate manner; as a result, association will accomplish their objectives within
sufficient time span (Johnson, Schnatterly and Hill, 2013). There are several importance of an
effective employee relations in ALDI, which are described as beneath:
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Illustration 1: HRM practices
(Source: HRM practices, 2017)

Creation of friendly surrounding: If manager wants to retain their workers at premises
for longer period of time, then it is must for them to develop healthy environment over there. It
will energize labours; therefore, they will complete their task in an adequate way. As a result,
overall work will complete timely and enterprise can satisfy their clients by providing goods to
them as per their needs and wants.
Increase in productivity: If staff member of ALDI is doing their work effectively and
efficiently then they can easily enhance productivity of company. By making appropriate
cooperation amongst all activities they can accomplish entire work within a proper time frame
(Armstrong and Taylor, 2014). Therefore, organisation can improve their incomes and take
benefits from their competitors.
Correct decision: If an employer wants to motivate their employees then they will invite
them for decision making. Therefore, they can also cater ideas or suggestions to their superior
which is beneficial for company. Along with this, manager can collect relevant data as well as
information for appropriate judgement. As a result, it will enhance quality of outcome.
Accomplishment of work within provided period of time: If an individual do their task
in group, then he or she will complete their work timely and adequately. But it is must for him to
co- operate with other people. As a result, they will finish their entire work within a specific time
span.
Decrease disputes: Association is operating their business in many states; thus, every
kind of person are working in ALDI. As a result, chances of clashes are high and to resolve it
timely manager can make some appropriate strategies. Therefore, they can accomplish their
targets within time span (Nyberg and et. al., 2014).
At last, it has been understood that all above described elements represent positive
relationship between staff members. It assists to achieve desired objectives effectively as well as
efficiently.
P6 Elements of employment legislation and their impact on decision making
There are many laws which are developed by government to provide directions to
companies; thus, they can do their business in an effective way. It is fundamental for ALDI to
follow all laws while conducting business, as it can affect their organisation either directly or
indirectly (Smith 2014). While taking judgement for company, then also they need to consider all
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laws. There are various laws which has to be considered by company as it helps workers to
protect their rights, are discussed as beneath:
Anti discrimination: According to this, administrator of HRM is trying to create
surrounding which is entirely free from any sort of differences. As it can influence adversly to
their decision making process. If there is no deviations at premises, then it will aid in their
growth and development.
Equality act, 2010 (Replaced by equal pay act, 1970): As indicated by this enactment,
every labour has to get similar chances at workplace without any sort of discrimination. If
superior make differences in people then it can influence their decision positively as well as
negatively (Gallardo-Gallardo, Dries and González-Cruz, 2013). Deviation amongst workers can
be of many types, such as caste, gender, colour, race, age and so forth.
Data protection: Information which is related to ALDI is much important for them as it
will assist them to convince investors to invest some amount of money into their business.
Therefore, ministry body formulated a law to secure data from misuse.
Health and safety: Fundamental prerequisite of each and every labour is to secure their
health from any sort of unwellness. Hence, for their protection manager can cater training to
them, it will help them appropriately as they can do work on any equipments.
Therefore, it has been comprehended that, all organisation has to follow laws which are
linked with their business. Along with this, it can also provide impact on their judgement making
procedure. ALDI is a supermarket chain which are providing their products and services in many
countries. Thus, it is must for them to comply all laws and regulations of every state in which
they are working. This will aid them to attain targets within a specific period of time (Hwang and
Ng, 2013).
TASK 4
P7 Application of HRM practices
Every activities associated with human resource management is much essential at
working environment because it gives assistance to superior; hence, they can easily solve
difficulties at workplace, which are basically face by labours. For instance, manager need to
develop an appropriate plan at the time of recruiting of new persons for company (Pierre, 2016).
For above stated aim, people must possess some capabilities, which are stated as beneath:
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Uplifting in personality: It is initial step of human resource practice. As per this an
individual has to enhance their personality as it their first opinion which is of other persons for
them. Therefore, it is required for an employer to create some programmes which will help their
workers to increase their personality.
Communication skills: It is required for manager to make adequate conversation with
customers (Dent, 2017). If it is much efficient; thus, people can easily share their views with
each other. Additionally, labours can convey needed data and information with purchasers
appropriately. Along with this, it will assist in growth and development of staff members.
Tolerance level: An employee has to possess this sort of skills; therefore, they can do
their task in stressful environment without negative reaction.
Convincing power: If this kind of ability is there in an individual then they can easily
convince buyers to purchase goods as well as services. It will assist to improve profits of
company.
Negotiation skills: It is required for persons to improve this capability; as a result, they
can share important information with their clients effectively (Thunnissen, Boselie and Fruytier,
2013).
CONCLUSION
From above mentioned assignment it has been comprehended that human assets are a
vital part for each and every sort of organisation. Thus, it is fundamental for an employer to
organise entire activities in an appropriate way. To manage overall organisation, manager can
develop some strategies as well as policies. Therefore, they can attain desired goals and targets
within an adequate period of time. Along with this, employer can provide training to their staff
individuals to improve their work performance. It is must for them to create a friendly
relationship with workers. This assists to cater success and growth to association. An enterprise
has to comply with all laws and regulations which is formulated by regulatory authority. It will
include minimum wages act, equality act and so forth.
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REFERENCES
Books and Journals:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Dent, S., 2017. Introduction. In Collaboration, Communities and Competition. pp. 93-106.
SensePublishers, Rotterdam.
Gallardo-Gallardo, E., Dries, N. and González-Cruz, T. F., 2013. What is the meaning of
‘talent’in the world of work?. Human Resource Management Review. 23(4). pp.290-
300.
Head, B. W. and Alford, J., 2015. Wicked problems: Implications for public policy and
management. Administration & Society. 47(6). pp.711-739.
Hwang, B. G. and Ng, W. J., 2013. Project management knowledge and skills for green
construction: Overcoming challenges. International Journal of Project Management.
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Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management. 23(3). pp.567-619.
Johnson, S. G., Schnatterly, K. and Hill, A. D., 2013. Board composition beyond independence:
Social capital, human capital, and demographics. Journal of Management. 39(1).
pp.232-262.
Karatepe, O. M., 2013. High-performance work practices and hotel employee performance: The
mediation of work engagement. International Journal of Hospitality Management. 32.
pp.132-140.
Manvi, S. S. and Shyam, G. K., 2014. Resource management for Infrastructure as a Service
(IaaS) in cloud computing: A survey. Journal of Network and Computer Applications.
41. pp.424-440.
Nyberg, A. J. and et. al., 2014. Resource-based perspectives on unit-level human capital: A
review and integration. Journal of Management. 40(1). pp.316-346.
Pierre, J. ed., 2016. Partnerships in urban governance: European and American experiences.
Springer.
Schaufeli, W. B. and Taris, T. W., 2014. A critical review of the Job Demands-Resources Model:
Implications for improving work and health. In Bridging occupational, organizational
and public health. pp. 43-68. Springer Netherlands.
Smith, L. G., 2014. Impact assessment and sustainable resource management. Routledge.
Tao, F. and et. al., 2014. IoT-based intelligent perception and access of manufacturing resource
toward cloud manufacturing. IEEE Transactions on Industrial Informatics. 10(2).
pp.1547-1557.
Thunnissen, M., Boselie, P. and Fruytier, B., 2013. A review of talent management:‘infancy or
adolescence?’. The international journal of human resource management. 24(9).
pp.1744-1761.
Online:
HRM practices. 2017. [Online]. Available through:
<http://www.assignmentpoint.com/business/human-resource-management/hrm-
practices-banking-sector-of-bangladesh.html>. [Accessed on 23rd September 2017].
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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 23rd September 2017].
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