Human Resource Management Practices at Aldi Company

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.................................................................................................................................3
Task.......................................................................................................................................................3
Values created by firm using HR strategies.......................................................................................3
Impact of regional and national culture on HRM practices................................................................4
Organisation levers used by company...............................................................................................5
Personal management policy of company..........................................................................................6
HRM in transnational and international subsidiary............................................................................7
Differences in employment law.........................................................................................................8
Example of company following good HRM practices.......................................................................9
Suggestion for improving organisation performance.........................................................................9
CONCLUSION...................................................................................................................................10
REFERENCES....................................................................................................................................11

INTRODUCTION
Human resource management is defined as managing the human resource related need
and requirements of business entity. This report is based on the case study of Aldi Company
in content to its human resource management practices. The organisation was established in
the year 1946 by the founders Karl and Theo Albrecit. Company owns its stores at
approximately 11235 locations at a global level including Africa and Asia. Headquarter of
company is located in Germany. This report will discuss the human resource management
practices of business entity. Henceforth, report will emphasis over the process to create
values with support of strategic choices under human resource management. Impacts create
by regional and national culture over HRM practices in other country will also discuss in this
project. Appropriate organisation model will discuss related to employment and state the
organisational lever used by firm will discuss in this report. Furthermore, project will do a
critical level of analysis in respect to Storey’s 27 points difference between HRM and
Personal Management as a benchmark to evaluate HRM practices of company in Asia and
Africa retail market. Various employment laws will also discuss in this project.
Task
Values created by firm using HR strategies
Human resource department at the Aldi Company follow practice of strategic
development in respect to its HRM. Under this department follow the professional evel of
practices in which Under the strategic human resource management Aldi Company follow the
practice comprises with developing through understanding of company’s objectives,
evaluation of HR capabilities, analysing current HR practices in context to company’s
objectives and many other approaches.
Developing through understanding of company’s objectives
Human resource department channelizes such policies suitable in context to the
business objectives of Aldi Company. It becomes necessary for the entity to assess the
objectives of the organisation before formulating any policy related to the management of
human resource at the organisation. Aldi Company utilises all concepts such as talent
management, internal, external recruitment and all other practices to achieve best strategic
growth of the employee part of the organisation.

Evaluation of HR capabilities
Evaluation is also done in respect to human resource capability of business entity.
Under this human resource department assess the overall potential and capability of the
organisation. Human resource team analysis about the capability organisation holds over a
continuous basis (Abdeldayem and Aldulaimi, 2020). This provides a right strategic direction
to business entity which allows the organisation to achieve best level of growth perspectives
under organisation.
Analysing current HR capacity
Analysis also done in respect to current human resource capacity hold by business
entity. This clarifies the human resource team about the internal capability of the business
entity. It becomes essential that organisation assess its capacity. Once the business entity
understand what are the potential it hold it provide a strategic overview in respect to all
different options available in front of the business entity.
Estimation of future requirements
While the human resource team at the Aldi Company design the strategic policy to
entertain business objective it needed to estimate the future expected need and demand of
business entity. It becomes necessary that organisation assess what are the expected need and
demand of the organisation in context to its human resource. Based on future goals human
resource team develop strategic policies and implement such practices.
The above mentioned practices are a part of strategic human resource management
practices implemented by the business entity. It becomes essential to achieve high
organisation goal through different strategic choices available in front of the organisation.
Impact of regional and national culture on HRM practices
Regional and national culture of country affect all practice used by the human
resource team. Regional and national culture is very positive of Aldi Company which further
guides the company to approach the volatile strategic choices that can motivate the overall
success and growth of business entity. The regional culture of Germany is very open and
gives huge respect to the human resources as they contribute in overall growth and
development of business entity. In Germany human resources get huge respect of
organisation as companies and management feel that without effort of employees associated