Human Resource Management Practices at ALDI

This assignment analyzes the importance of Human Resource Management (HRM) practices within the context of ALDI. It examines specific HRM practices like recruitment planning, skill development, performance evaluation, and their impact on employee motivation, productivity, and ultimately, ALDI's competitive advantage. The analysis highlights how effective HRM contributes to achieving organizational goals and fostering a positive work environment.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM, applicable to workforce planning...................................1
M1: Assess the functions of HRM to achieve business objectives........................................2
P2 Strength and weaknesses of different approaches ............................................................3
M2: Evaluate the strengths and weaknesses of different approaches to recruitment and
selection .................................................................................................................................4
D1: Critically evaluate the strengths and weakness of recruitment approach and selection with
examples.................................................................................................................................4
TASK 2............................................................................................................................................4
P3 Benefits of Different HRM practices with employer and employee.................................4
P4 Effectiveness of different HRM Practices In terms of raising profit................................5
M3: Explore different methods used in HRM practices.........................................................6
D2: Critically evaluate HRM practices and applications using example...............................6
TASK 3............................................................................................................................................6
P5 Importance of employee relations In respect to influence HRM decision making...........6
P6 Key elements of employment legislation which impact on decision making...................7
M4: Evaluate key aspects of employee relations management and employment legislations8
D3: Critically evaluate employee relations and application of HRM which influencing
organisational decision making process.................................................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work-related context....................................................9
M5: Provide a rationale for the applications of specific HRM practices.............................10
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
Human resources is very crucial department in the whole organisation. This management
of the human resources design and make the plans in order to increase the performance of the
employees by motivating and encouraging them. This is mainly concern with the company's
management, policies, rule and regulations and organisational terms and conditions in foremost
of the employees (Shuck and Wollard, 2010). They basically engage with the recruitments,
selection, training and development, rewarding the workers in return of their performance many
more.
This assignment is going to present all aspects of the human resources management of the
ALDI which is the one of the largest retailer company which is consist of more than 1000 stores
in the 80 countries, in which include their decision making, activities, functions and how they
deal with the employees by providing them gratification. They usually manage their employees
and employer sin that way so through that they utilise them effectively and efficiently so on like
this they can achieve their respective organisational goals (Wang and Noe, 2010). This
management of the human resources is treated like the backbone of the company. They also look
yup the employee relations and if there is any conflict they try to resolve the issue by time.
TASK 1
P1 Purpose and function of HRM, applicable to workforce planning
HRM is one of the main process which engage with the crucial activities of the ALDI
company such as recruitment, training and development, selection process motivate the
employers so they can timely accomplish their targets and goals. They try to recruit or hire
deserving candidate who can devote their hard work to the company along with the loyalty. Their
is another purpose it to fulfil all the needs and demands of the employees and maintain the
working environment along with the compensation which is given to the company. ALDI's
manger use many concepts which actually attract number of the customers to fulfil their needs
and wants of the staff members. There are other function which is adopt by the humans resources
management of the ALDI company are as follows :-
Development of human resources :- In this the human resources engage with the training
programmes through which they can update their employees so they can cope up witt the
external environment. This also increase their talent, knowledge and skills regarding the work so
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they can do that effectively and efficiently. Market is dynamic and it changes constantly so they
demands to update their employees by particular interval of time.
Staffing process :– This company ALDI they required some good and deserving
candidate who are talented too (Kavanagh and Johnson, 2017). There is the basic process if the
staffing that they demand for the good deserving candidate for the right job profile for the right
work. Initially the analyse their organisation and also look if there is any vacant seat or not.
Accordingly they recruit the individual by taking their written test, interview and through many
other.
Development of the work policies :- They develop some terms and condition which is
compensatory to follow by all of the employees. Through these some rules and regulations the
organisation run smoothly and fairly. There are some of the policies such as :-
 Dress code
 Disciplinary policy
 Timing (working hours) Minimum wages
benefits and compensation administration :- Human resources team also provide some
compensation to their employees at the fair level. They actually introduce the needs of the
industry broad enough so they can affect people at the working area. They should ensure that to
pay similar as according to their performance (Zheng, Yang and McLean, 2010). There are some
of the compensation are as follows :-
 Bonuses
 rewards
 pay
 health and medical benefits
M1: Assess the functions of HRM to achieve business objectives
HRM have roles and responsibilities to improve performance of employees working in an
organisation through conducting training and development programs for them. The HR manager
need to carefully analyse the employee's performance and encourage them to perform well
through rewarding them in form of bonus, compensation etc. which can easily influence the
employees to perform in direction of achieving organisational goals.
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P2 Strength and weaknesses of different approaches
This process of selection and recruit of the deserving people for the vacant job profile in
the organisation through various process of selection it may be taken as the oral, written,
interview and many more. After crack out and clear all the steps then they meant to be select
according for that specific job profiles. There re various positive and negative approaches of
these process of selection and recruitments some of them are as follows
:-
Strengths
 ALDI's approaches is generally they create very high possibility and represent high range
of the skilled as well as talented people (Fine, 2012). These will basically help to the
organisation so they can progress and growth which help to the company directly and
indirectly in accomplishing their respective goals of the company. They actually devote
their contribution in the progress and growth while giving them new concepts, ideas ,
thoughts which is actually beneficial to their company.
 This is important department in the entire organisation because the organisation always
demands for the talented and skilled employees in the company and through this process
they recruit and select the candidates for the better growth and success. They gradually
identify the deserving one who able to contribute and devote hard work to their company
in effective as well as efficient way (Fulton and et. al, 2011). They notice almost all
things in which they educations, skills, confidence, knowledge include.
Weaknesses
 The major weakness of this process id that they spend very much time at these search
candidates for the job profile. Instead of wasting time her they should go for the other
activities such as public spaces, job fairs many more through which they improve quality
tools.
 Some companies actually prefer internally recruitments which restrict to well
knowledgable candidates who are outside of the company. They should place their desire
from the existing employees which substance are internal. So, somewhere company can
miss chance of getting the fresh new ideas from the external recruitments. By excluding
the outsiders can limit ha natural capabilities which may be preclude the company from
getting some best kind of candidates which may be fit to their particular job profile.

M2: Evaluate the strengths and weaknesses of different approaches to recruitment and selection
It is important for company to carefully evaluate the strengths and weakness of
recruitment and selection which help in taking effective and corrective measures to eliminate
weaknesses and improve strengths. This will bring positive result for the company and enhance
productivity as well.
D1: Critically evaluate the strengths and weakness of recruitment approach and selection with
examples
Recruitment approach and selection can affect the company's performance either in
negative or positive way. For example If HR manager appoints his family member for the job
they offered without following recruiting process will make negative impact on company's
performance in future. Thus HR manager need to first carefully analysed the skills and
knowledge of candidate and thereafter appoint for the job.
TASK 2
P3 Benefits of Different HRM practices with employer and employee
HR basically do efforts and manage the working place so efficiently that they create
positive aroma at the organisation this will also help in maintain the coordination and control
among all the employees. Positive environment encourage to the employees so they can do better
and perform well which lead to the progress and growth of the organisation. The things largely
affect and create a good benefits for their both employer and employees. Some of the practices
which help to the ALDI in making benefits to the employees, some of them are as follows :-
Training to employees :- Human resources management arrange many programs which
is related to the training and development in the company (Farndale, Scullion and Sparrow,
2010). This basically help to the employees to improve their quality performance and update
their knowledge and skills so they contribute to the ALDI by strong competitive market footing.
This also build their capability strength in complex environment of the competitive market.
Inspire to the employees :- Some ethical approaches and practices motivate to the
employees top they can perform well at their work place through this the organisation will run
smoothly. Human resources provide the good compensation for the employees like give them
bonuses, reward in return of their good performance through which the organisation actually get
benefit and some advantages. These kind of compensation actually encourage and motivate to
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employees which provide great and better outcome and result of ALDI and also develop as well
accomplish objectives of the organisation.
Benefits of employers
Create and maintain healthy and positive working environment :- Organisation make
some rules and regulations for the organisation as well as employees too which is compulsory for
all to follow them. So, they make sure that the laws and policies should be provided at the safe
side and conditioned while performing their particular job. They have to create risk free
environment at the work place and motivating healthy environment motivate to the employees
which helps in maximize the profits.
Building team :- ALDI, company when work on some particular objectives they divide
the objectives and goals in the short term and long term. Along with this they also allot their
work in the teams and subordinates (Tarique and Schuler, 2010F). They actually think so that by
making team and assigning work as according to them will able to give the best result to the
organisation. They work with the team spirit and effectively.
P4 Effectiveness of different HRM Practices In terms of raising profit
Generally main motive of the organisation is to profit maximisation and it is actually very
typical tu survive in the competitive market without profit. The smart and good planning lead to
generate good amount of the profit and benefits out of all the excesses done. HRM also assist
them to render all the practices to the process of the management in respect pf the human
resources in the particular budget of wages.
Apart from all the activities, training and development is mentioned and considered as the
great possession of the company ALDI, through which they get the better result and ait also
provide the better quality and effective performance at the working place (Huczynski and
Buchanan, 2010). They also improve the knowledge and skills to their employees. These kind of
the activities also promote the value added to the quality on their goods and services which lead
to the great growth and succeeds to the organisation. Managers of the ALDI consider all the
practice and approaches of his human resource management which directly and indirect
somewhere linked to the advantages and profit.
ALDI demands for the more innovative and creative practices and activities within the
organisation so they can motivate and encourage to heir employees as well as employers and
generate more net profit.
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Human resources activity mainly influence to their workers in completing assign tasks
and challenges, their outcome efforts of the workforce and quality product which is actually
service by the company to the open public. Employee gratification is important element is they
will be satisfied and comfort then their motivation and dedication toward their work will lead to
the profit maximisation and goodwill as well as growth. It also somewhere raise their expansion
of the company and build a good brand image an reputation in front of the consumer which
attract to the number of consumer and that will lead to increase in sales as well as benefit.
M3: Explore different methods used in HRM practices
HRM need to adopt various effective methods such as conducting on-the-job and off-the-
job training and various development programs, incentive program etc. which motivate
employees to contribute their maximum positive efforts in achieving organisational goals and
objectives.
D2: Critically evaluate HRM practices and applications using example
HRM practices help in enhancing the skills and knowledge of employees which directly
improve the overall performance of company. For example if the employees do not get any
guidance by top authority that how the available resources should be utilized in production
process then it will make a negative impact on company's performance.
TASK 3
P5 Importance of employee relations In respect to influence HRM decision making
Employees are very significant member is t e entire organisation they actually contribute
a lot in accomplishing the goals and objective of the company (Sanders and Frenkel, 2011).
They are main and responsible for the who make efforts to make their plan implements it is.
They are the one who practical consider their strategies and action to their plan to produce the
final product for the customers. It is somewhere important for the manager of the ALDI to
maintain good and healthy relation with their employees. Which help them to motivate them
allot that affect in the performance of the workers and lead to the profit maximization. These
attribute of the conception immediately affect to the execution of the companion. To achieve
success and growth in today's scenario is very complex, because the market is dynamic and it
changes at their particular time interval . The company need to be updated with all the
technologies and trends what customers is looking for. So, they initially conduct the research
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thorough which they get the idea about the trends and make strategies and plans as according to
that, and prepare all the employees as according to the strategies and action plan (Bamberger,
Biron and Meshoulam, 2014). So, it is important to maintain good relation with the staff
members by building a communication . All the decision making somewhere help to the process
and project with the support and favour of the workers they assist to the managers by taking
complex conclusion to achieve success. Some of the elements through which the managers of the
ALDI maintain good relation with employees :-
 Company should consider the job rotation so like that the managers get the chance to
examine all the new environment, through this the also carry on with the innovative idas
which help to the organisation to come up with the good performance. Through the job
rotation they also learn new and various things as according to the department of the
organisation. That will lead to the dynamic and turn into the versatility.
 Training and development programmes should be arrange on the particular time interval
through this they update their time to time knowledge and skills as according to the
external trends and environments. Through this they can improve their quality work and
give tuff competition in the market and gain profit due to this.
 Promotion, appreciation and rewards is such very necessary for the employees so on this
things basically encourage and motivate to the employees and they do work hard for the
more effective and efficient performance at the working place.
P6 Key elements of employment legislation which impact on decision making
Legislation of the workers is combination of the different laws in which they include the
basic duties and rights at the working place. The policies and rule defines the socially control of
the employees (Cascio and Boudreau, 2010). By making the effectiveness rules and regulation
will help to the workers and company both and through this the company go smoothly and lead
to the profit maximisation. ALDI company consider and follow all these rules and this will also
create safer business environment. There some of the policies for the employees and organisation
are as follows :-
Minimum wages act :- This minimum wage rate is set by the government and that is
compulsory for the every organise should pay at least that wage to their employees. This changes
as the particular time interval and the market scenario such as inflation and deflation. This assist
to the workers do they can fulfil their needs which is provided by the government.
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Employee right act :- This will depict the polices for the employees. As according to the
employee right organisation should give same treatment and basic facilities to all the workers
equally who are at the same designation and level (Ployhart and Moliterno, 2011). This should
be give to the all employees these are the assets of the organisation and create positive working
environment.
Worker's discrimination act :- This act referred that, in the organisation there should be
all treated same and there should not be any biasses activity held in the organisation. No one can
discriminate and be biased as according to their age, gender, race, religion, cast, creed, and many
more. This law also allow other to promote equality and give all the employees same
opportunities to growth and progress.
Equal pay act :- If any of the people and candidates are doing work at the same job
profile then they should deserve similar equal pay. Organisation have issue sometimes of the
favouritism and due to this many of other employees get demotivated and fed up. So, if the
organisation treat all of the employees same and pay equally then they will encourage and
motivate the other employees to do work hard.
Working time deliver :- As according to this act, this is already settled policy by the
organisation about the limited working hours for the employees. SO, according to that employer
have to devote that specific working time unit to the employees. Such as the 48b hours is limited
hours for the workers.
M4: Evaluate key aspects of employee relations management and employment legislations
It is important for HRM to create a platform where they can easily communicate with
their employees and receive feedback and issues that faces in working environment which help
HR manager to take effective and corrective measures to resolve such issues. This will maximise
the level of satisfaction as well as improve healthy working environment.
D3: Critically evaluate employee relations and application of HRM which influencing
organisational decision making process
HR manager need to create a platform where their employees can easily contact with
them regarding policies and strategies through which they can get direction to perform well. The
management of company can also receive issues and feedback form employees with a motive of
resolving in an effective and efficient manner.
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TASK 4
P7 Application of HRM practices in work-related context
Employees are very significant in the entire organisation they are the key members who
implement the strategies and action plan through which company will able to accomplish their
motives and targets (Shen, D'Netto and Tang, 2010). In the current existing situation with the
company ALDI, they dealing with the decreasing overall advantages and benefits with decrease
in quality too. They are presently facing and dealing with the turnover at the high rate through
which company is kind of disturbed and this is badly affect to the image and reputation of the
organisation. So, to resolve the issue and this problem manager have to take some initiatives and
apply some of the practices so they can solve this organisational issues some of them are as
follows :-
Decision making :- As a manager of the ALDI, In the organisation there is top
manageable is present who gather all the survey and research through which they get to know
they rest of the market trends and figure out the problems. Accordingly they make the strategies
and advance plan to resolve the issue and how to deal with them. This organisation ALDI
generally invest proper time in interpreting research and making advance planning and strategies
for them (London and Hall, 2011).
Planning of manpower required :- HRM always help to the manager of the company
that they should ensure that the right person should do the right work at the right time through
which the correct output will come in return. Like this the organisation can use their man power
in effective as well as efficient manner. In this scenario employees also perform their task very
well and consider the quality.
Performance evaluation :- If he manager will know the skills of the employees through
this they will get to know their abilities so according they utilise their man power in effective and
efficient way. This will also affect the performance of the employees at the working place.
Recruitment process and selection:
Recruitment planning: In the first step, an effective planning should be made regarding
job specification, skills and qualification required for the vacant position.
Strategy Development: In this step the HR manager need to make strategy relating to
adopting methods and practices used in recruiting candidate for the job.
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Searching: In this step the HR manager searching skilled and qualified candidate to
conduct interview sessions and recruitment process.
Screening: In this step the HR manager either select or reject job application of candidate
on the basis of their eligibility and selected candidate should be further call for interview.
Evaluation and control: This is the recruitment process in which HR manager defined
roles and responsibilities, salary, working time and other aspects.
Selection: It is the last stage in which candidate are selected for the job postion by
offering job letter to them.
M5: Provide a rationale for the applications of specific HRM practices
HRM practices enhance the skills and knowledge of employees through they can enable
to utilize available resources and produce quality products for their customers. This will help
company in attaining competitive advantage and profitability.
CONCLUSION
According to this above mentioned study, In the current environment it is crucial to
manage all the practices and activities and utilize them effectively and efficiently. In the entire
organisation along with the control and coordination. So, like this ALDI can able to increase the
growth and progress and create strong market footing in the business environment. It is
concluded that the human resources management is very important and it directly deals with the
employees and help them to satisfy by fulfilling their basic needs. They encourage them to work
hard so they can evaluate their performance which assist in accomplish the organisational goals.
ALDI manager need to be more concern about the employee relations and try to understand the
issue so through this they can resolve the issue of turnover of employees.
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REFRENCES
Books and Journals
Online
The Importance of Human Resource Management. 2017. [Online]. Available through:
<https://www.griffith.ie/blog/importance-human-resource-management>. [Accessed on
25th 2017].
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