Strategic Human Resource Management

This assignment delves into the crucial role of strategic human resource management (HRM) in organizations. It examines how effective HRM practices influence employee engagement, organizational performance, and overall success. The content analyzes various aspects of HRM, including talent acquisition, training and development, performance management, and compensation & benefits. Additionally, it explores the link between HRM strategies and corporate objectives, highlighting the significance of aligning human capital with business goals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION....................................................................................................................... 4
TASK 1....................................................................................................................................... 4
P1 Explain purpose and functions of HRM..............................................................................4
P2 Explain strength and weaknesses of different recruitment methods....................................5
TASK2........................................................................................................................................ 6
P3 Analyse benefits of HR practices for employees and employers.........................................6
Benefits to employees.............................................................................................................. 7
P4 Explain effectiveness of HR practices for raising organisational productivity....................8
TASK 3....................................................................................................................................... 9
P5 Explain importance of employee relation in affecting decision making..............................9
P6 Elements of employment legislations ..............................................................................10
TASK 4...................................................................................................................................... 11
P7 Explain applicability of HRM practices in organisation....................................................11
CONCLUSION.......................................................................................................................... 11
REFERENCES.......................................................................................................................... 12
.................................................................................................................................................. 14
·

·INTRODUCTION
Human resource management is process which is essential for any kind of organisation
and helps to manage the activities and functions of employees. Human resource department is
responsible for manage functions of workforce so that they can smoothly conduct their functions
of whole organisation. With the help of human resource management process HR manager can
increase its morale and motivation of different employees. For giving full contribution towards
work, employees need positive and healthy work environment which can be gathered by
adopting human resource practices in the company. It will also helps to manager to HR manager
to coordinate between various department and employees. ALDI is one of largest grocery store
in UK with large number of employees so it is important for HR manager of ALDI to manage
their employees in effective manner. Adoption of these practices is beneficial for employees as
well as employers.
·TASK 1
·P1 Explain purpose and functions of HRM
The main motive of human resource management is to handle activities of all
departments and coordinate between various employees so they can increase their productivity in
the organisation. It is the responsibility of HR manager to to give basic services to every
employee such as motivation, conduct training and development programme and introduction of
the organisation and it will helps to improve performance of workforce(Armstrong and Taylor,
2014). HR manager is responsible to hire and give fair compensation to their workforce. There
are five important function which are mentioned below:
Recruitment and selection: It includes a systematic process in which qualified candidates hired
by HR manager according to the criteria of job. It also includes attract skilled candidates so they
can take interest to work in organisation. Selection is negative process because this is the stage
when candidates are selected for particular position and duties and responsibilities assigned by
the HR manager. Short term and long term goals of the company is play important role in
recruitment and selection process.
Orientation: This is next stage after recruiting and selecting to candidates. Orientation means
give introduction of the company to new employees, define targets and objectives, work criteria
and roles and responsibility of new employee(Bloom and Van Reenen, 2011.). It will helps to

new employees increase motivation and morale so that they can their best performance to
achieving goals and objectives of the organisation. It will also helps to employees to easily
understand roles and responsibility of them.
Maintaining good working environment: It is the responsibility of human resource manager to
provide healthy and positive work environment to every employee so they can easily discussed
their problems with supervisors and managers(Boxall and Purcell,2011). Some employee
welfare programme is also conducted by human resource manager so it will helps to increase
motivation to employees and they can improve their productivity in the enterprise.
Managing employee relation: It is very important to manage to good relation between various
employers and their supervisor because workforce of a company is base for their success. ALDI
have large number of employees in their various store so it is important for HR manager to
manage all the activities and relation between them. Human resource manager is also responsible
for solve grievances and issues of workforce.
Training and development: This is very important for HR manager to conduct training and
development programmes for employees so they can enhance skills and competencies which
they can use to increase their performance in company.
Purpose of human resource management: Main purpose of human resource management is to
hire employees for the company, give training and manage all the activities of them.
l壱P2 Explain strength and weaknesses of different recruitment methods
For effectively conduction of recruitment activity in the company, the human resource
manager need ton adopt various recruitment approaches(Daley, 2012). Internal and external
recruitment are important method which a company can adopt for fill their vacancy in the
organisation.
Internal recruitment: Promotion, transfer and retrenchment are forms of internal recruitment. HR
manager is responsible for to assign tasks and duties to every employee and it is important that it
should be matched with the their ability and skills. Internal recruitment is very suitable for
developed organisations. Position and location of existing employees is changed in this type of
recruitment. ALDI can also fill their vacancy by adopting internal recruitment. There are various
kind of internal recruitment which are given below:
Promotion: In this method of recruitment change position of a employees with higher authority
and accountability. Performance of employee play important role in this kind of approach.

Retrenchment and retired workers: This method of recruitment is includes hire those employees
who are already retired from the organisation. This method is very cost beneficial because
retired employees already know about the company's policy so there is no need of training and
development programmes(Gruman and Saks, 2011). Big enterprise such as ALDI can adopt this
method because they have lot of number of employees. Strength and weakness of this approach
are mentioned below:
Strength:
·Internal recruitment is cost effective because there is no need of conduct training and
development programme.
·It helps to improve performance of employees by motivating them.·It also helps to enhance new skills, qualities and competencies in employees of the organisation.
Weaknesses:
·Internal recruitment is affect satisfaction level of various employees.·It increase confusion and influence relation between workforce and their supervisors.
External recruitment: In this kind of method outside candidates can be attracted by HR manager
to full fill the vacancies in the company. Most of the enterprise are follow external recruitment
for achieve their targets and goals. This approach have lots of strength and weaknesses which are
explained below:
Strength:
·Skilled and qualified candidates can be identified easily with the help of this methods.·External recruitment helps to identify quick solution of any problem in the organisation.
Weaknesses:
·Time and cost will be increase when a company this method of recruitment.
·External recruitment is affect decision making process of every organisation.
·TASK2
·P3 Analyse benefits of HR practices for employees and employers
Adoption of human resource practices is very important for any kind of organisation to
conducting smooth management of functions*(Guest 2011). These practices are very important
for both employees and employers because it affect performance of both. HR manager have to

adopt these practices so that employees can full fill their targets and objectives. There are lot of
benefits if ALDI is followed these human resource practices.
Benefits of employers are mentioned below:
Building team: With the help of HR practices ALDI can build team of their employees by
setting up mutual goals and objectives between them. Positive results can be arises by following
human resource practices. It also helps to employers to achieve organisational objectives.
Evaluate HR policies: This is very important task of manager to monitor HR policies for smooth
functioning of company. By adopting human resource practices HR manager can evaluate
policies so it will increase performance of the employees.
Create healthy and positive work environment: It is very important for HR manager to provide
healthy and positive working environment to their employees and for this purpose organisation
need to adopt human resource practices(Huselid and Becker, 2011). With the help of these
practices manager can consider all factors, laws and rules which can affect work of employees. It
will helps to employer communicate any kind of information easily to their workers.
Helps in making future planning: Current situation is base for formulate future plans so it
crucial for HR manager to collect all the related data or information which is needed for future
planning of enterprise.
l壱Benefits to employees
Training to employees: Every employee is require training in the organisation to enhance their
skills and learn new things which helps to achieving its organisational goals. Adoption of human
resource practices is helps to identify need and requirements of the training. After that HR
manager can conduct their training programme which is beneficial for workforce of the
enterprise.
Increasing efficiency of employee's performance: When ALDI is adopting human resource
practices than they can increase productive efficiency or workers. It helps to provide quality
goods and services to various customers and clients. Efficient performance of the workers are
helps in motivation and increase their morale.
Motivate workers: Adoption of HR practices is helps to improve the performance of various
employees it will helps to them get promotion in the organisation so it ultimately increases the
motivation level of many workers. It is the responsibility of HR manager to give fair
remuneration to every employee and conduct some motivational programme. It will helps to

increase the morale and motivation of employees and they are more able to give their full
contribution towards achieving organisational goals and targets.
ALDI can increase their performance and provide quality goods and services to various
customers by adopting human resource practices.
l壱P4 Explain effectiveness of HR practices for raising organisational productivity
For increase productivity of the organisation HR manager has to adopt and conduct
human resource practices in company(Huselidand Becker, 2011). To increase profit level and
maximize earning, these practices play crucial role because earning income is only motive of any
kind of business. Human resource practices are focuses on the performance of employees and
smooth management of all activities in the company. If a enterprise give motivation, conduct
training and development programme and increase morale of every employee than it helps to
increasing productivity of the workers. Fair compensation, bonus and remuneration is also helps
to increase motivation level of employees so that they can give their full capacity towards
achievement of goals and objectives. Total productivity and income of a enterprise can be
affected by performance of workers. Roles and responsibilities can easily understand with the
help of human resource practices so that organisational goals can be achieved in specific time
period. To effective management of the workforce, HR manager has to adopt human resource
practices because it provides tools and techniques to management of employee. These practices
are includes training and development programme so workers can enhance their skills and
competencies and can also learn new things which helps to improve performance. Higher
productivity is very important for organisation to sustain for long time in the market. Human
resource practices is very important for big organisation like ALDI which is largest grocery store
with more than 10000 stores in UK(Jiang, K. and et. al 2012). This is the responsibility of HR
manager of cited organisation to adopt human resource practices in their organisation and also
improve make sure effective implementation of these practices in enterprise. Employers can
easily communicate any kind of information to their subordinates with the help of HR practices.
Quality of goods and services which is produced by workers is also affected by HR practices
because these are focuses on the performance of employees. If ALDI want to increase profits
level and expend their market, HR managers of cited organisation need to adopt human resource
practices.

·TASK 3
·P5 Explain importance of employee relation in affecting decision making
Today management of big and developed organisation allow to their employee to trake
participate in decision making process. This factors is affecting whole major decision of the
company. Positive and healthy relations between various employees and employers are very
essential for effective execution of decision making process. Employees can give advices and
view in different matters which helps to HR manager to make effective decision in the company.
If healthy and good environment is existing in the organisation than employees can easily
discuss their problems and issues to their supervisor(Kehoe and Wright, 2013). It is
responsibility of HR manager of ALDI to create positive work environment in the organisation
so it will help to provide quality goods to various clients and customers. Some important things
which a manager have to be adopt for making good relations are given below:
·If ALDI is make risk free and open environment in workplace it helps to employees discuss all
problems and issues with the employers.
·For increase productivity manager of ALDI have to set mutual goals and objectives which
helps to build a team or employees.
·To make good relation job rotation is also way conducted by HR manger.
·It also helps to reduce confusion between various employees by establishing appropriate
communication channels In the organisation.
·HR manager formulate open and positive environment for make better relation in the the
company.
·HR manager can make good relation by giving fair compensation to every worker in the
company.
·Training and development programme and various promotional programmes is also helps to
make healthy relation between employees and subordinates.
·Rewards, bonus, commission and perks give to the every employee according to their
performance is also a good way to make positive relation among workforce.
The managers of ALDI is doing all these things so they can provide better and quality goods to
their various clients. Risk free environment helps to increase the productivity and improve
performance of workforce and also helps to communicate any kind of information to between

supervisors and subordinates. Decision making process is affected by overall performance of
employees. It is responsibility of HR manager to conduct effective decision making process in
organisation which is very important for sustain in the market for long time.
l壱P6 Elements of employment legislations
Employment legislation is includes various laws and regulations which explain rights and
duties of workers. These legislation protect the right or workers in the organisation so they can
easily give their efforts in the company. It also define how a worker behave at his workplace.
These rules and regulations have to followed by management of the enterprise if they want to
sustain their business in market. It affect many pay and management policies so company have
to comply these legislations. These includes some important act are given below:
Employment right act: According to this act is employees and workers are the pillers of a
company so it is important to give them basic facility in their workplace. It helps to improve the
performance of workforce. It includes that manager should give fair compensation to every
employee according to their son they can live their life easily(loyhart and Moliterno,, 2011).
Duties and ethica are also define in this act.
Minimum wage act: This act describe a minimum amount which a company has to pay to their
employees. Government define minimum wage rate which helps to workers to fulfil;l their basic
needs and increase standard of living. HR manager is responsible to give minimum amount to
their employees other wise workers can sue against organisation.
Equal payment act: According to this act it is very important to give fair and equal
remuneration to every employee I the company according to their skills and competencies.
Government describe that there should be discrimination in employees. Some enterprises are
discriminated their workers based on male and female. ALDI should comply this kind of act if
they want to create positive image in the mind of customers. With the help of this act cited
organisation can increase motivation and morale of workers and it will help to increasing
productivity of the company.
Working time directive: This act define a time period or working hour which a every worker
should have completing at their workplace. 48 hours is minimum working time period in every
enterprise. By comply this act ALDI has gain full capacity from workers to achieve goals and
objectives of the company. HR manager is responsible to give fair remuneration according to the

number of hours worked by a worker. It helps to increase productivity so ALDI has to follow
this act.
Disability act: This act protected rights of disable workers which is very important for a
enterprise(Gruma and Saks, 2011). According to this act it defines no employee should
discriminated for his disability. If a organisation do so than disable worker can file a sue against
the company.
·TASK 4
·P7 Explain applicability of HRM practices in organisation
Human resource practices is very important for smoothing function s of the organisation.
Human resource department is responsible for HR practices. Some important HR practices are
mentioned below:
Planning of manpower requirement: HR department is responsible to analyse total number of
manpower required in the company which helps to conduct effective recruitment process.
Decision making: Appropriate decision can be taken by with the help of different information
which is collected by human resource department.
Development and training: Human resource manager is responsible for conduct training and
development programme in the company.
Maintaining quality of products: Human resource helps to increase quality of products which
increasing income of level of a business.
Performance evaluation: This is very important to monitor proper implementation of HR
practices which helps to take corrective actions and reduce mistakes.
·CONCLUSION
As per the above report it can be concludes that human resource practices is very
important for managing activities of different departments and workforce. Human resource
manager is responsible for conducting effective implementation of these practices. Report is
includes that these practices is affecting the performance and productivity of of a enterprises.
This report is concluded that decision making is affected by performance of workers. HR
manager is responsible for provide healthy and positive working environment so workers can
give their full contribution towards the work.

·REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
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.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.

Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
Functions of HRM. 2017. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>. [Accessed on 4th August 2017].
Human resource management. 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>. [Accessed on 12thAugust 2017].
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