Strategic Human Resource Management

This assignment delves into the field of Strategic Human Resource Management (SHRM). It requires you to analyze the core principles of SHRM and its influence on organizational outcomes. You'll examine various HR practices, their strategic implications, and how they contribute to overall business success. The focus is on understanding the link between effective HRM strategies and improved employee attitudes, behaviors, and ultimately, organizational performance.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM applicable at workforce planning.........................................1
P2 Strength and weakness of different approaches to recruitment and selection.......................2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices to both employee and employer.................................................4
P4 Effectiveness of HRM practices in terms of raising profit and productivity.........................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations which influence decision making process.......................6
P6 Key elements of employee legislation and its impact on decision making process..............7
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work related context.........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is a term which shows enhancement of employees working
at a workplace by conducting various improvement programmes. In fact personnel managers of
an organization is responsible for selecting best candidates from larger pool by adopting
effective methods of recruitment. Therefore first and foremost agenda of this assignment is to
highlight the roles and responsibility of HR department towards whole enterprise as well as
society. Basically this report throw lights on ALDI which is a famous supermarket in UK and
across national boundaries by having its approximately 10000 branches with qualitative products
(Hendry, 2012). Thus, it consist of functions of HR department of selected enterprise by showing
their strength and weakness of recruitment techniques. Apart from this, it also cover
effectiveness of HRM practices in profit maximization process by protecting rights of employees
from any exploitation. At last, this report is going to explain various laws, norms and beliefs
enacted by legal bodies for employees at workplace by considering essential facts and figures.
TASK 1
P1 Purpose and function of HRM applicable at workforce planning
ALDI is a very popular supermarket whose main aim is to serve their domestic as well as
foreign consumers in best manner by considering recent trends and customer taste or preferences.
HRM plays a very vital role in managing and regulating employees while planning process by
considering internal and external factors (Armstrong and Taylor, 2014). Main purpose of HR
department is mentioned below:-
 Maintaining employee relations :- Mutual understanding between higher authority and
lower level act as a very effective tool for selected organization to achieve their goals
and objectives in a minimum duration. In fact healthy interaction between workers at
workplace is very much beneficial for success of whole organization.
 Management of salary and wages:- According to this purpose HR department are also
responsible for managing salary of employees according to their post, talent and skills.
In fact, if there is any issues related to salary then personnel manager are liable to
resolve it as soon as possible.
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 Creating healthy environment :- HR department is responsible to create a healthy and
friendly surrounding of organization by resolving all the issues because it influence
performance of employees (Boxall and Purcell, 2011).
 Assigning of job:- According to this factor, one of a major purpose of HRM is to assign
right person at a right job on the basis of their skills and talent.
Instead of this purpose, HRM also perform some of a basic functions to run their business
more effectively which is mentioned below:- Recruitment and selection:- According to this function, HR department of an
organization is responsible for appointing eligible and deserving candidates by fulfil the
terms and conditions of a company. Therefore main motive of recruitment process is to
fill the vacant position of an organization. Orientation:- After assigning right and deserving candidates its time for induction
programmes which means to introduce newly appointed in front of current employees so
that they can easily mingle with others. Training and development :- According to this, they are responsible to conduct
improvement sessions for employees so that they can easily resolve their [personal and
professional problems. Basically it act as a very effective tools for enhancing learning
skills of employees (Daley, 2012).
 Conduct motivational programmes:- Another function of HRM is to appoint
experienced and skills persons or any counsellor for improving the knowledge of less
talented workers.
P2 Strength and weakness of different approaches to recruitment and selection
ALDI is a very large supermarket which requires experienced and skilled labours for
selecting appropriate candidates to fill the vacancy of an organization with the use of effective
methods and approach. Recruitment and selection is an appropriate method of appointing labours
to fill the vacant position. Therefore HR department of ALDI is adopted various approaches for
recruiting employees which is mentioned below:-
Internal approach :- According to this method, HR department of a company appoint
employees within organization by promoting current labours at higher post or by transferring one
branch to another (Guest, 2011). But this methods also consist some strength and weakness is
mentioned below:-
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Strength:-
 Inexpensive process.
 Very short process.
 Familiar with environment so that it is very easy to mingle with others.
Weakness :-
 Absence of innovative and creative ideas.
 Chances of disputes and conflicts.
 Create confusion.
External approach:- According to this method an organization may appoint deserving
candidates from out of the world by conducting advertisement programmes. Therefore this
approach is very much useful because it provides many more options which is beneficial for
success of an enterprise (Jiang and et. al., 2012). Strength and weakness is stated as follows:-
Strength:-
 Emergence of new peoples with different and creative ideas which sometime very much
beneficial for whole organization.
 Availability of maximum options.
 Create healthy environment of an organization by appointing new candidates.
Weakness:-
 Very long process.
 Requires maximum fund.
 Cost of skilled and experienced persons or any counsellor for hiring process.
Third party approach :- According to this approach an organization hire employees with
the help of any agency or any mediator for example consultancy agencies. Therefore in this
method three parties are present that is company, candidate and mediator (Meredith Belbin,
2011). Thus it also consist some of strength and weakness which is explained as follows:-
Strength:-
 Hiring of experienced and knowledgable employees.
 Absence of training and development cost
Weakness:-
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 Chances of confusion and fraudulent activities.
 Very long process.
 Consume maximum capital.
By concluding this approach it has been understood that there are three different types of
approaches are present for hiring best and deserving candidates on the basis of their skills and
talents. In additional all these approaches are very much effective and useful due to its positivity.
Therefore companies adopt this technique according to their requirement and demand for
organization (Huselid and Becker, 2011). But it also have some strength and weakness which
may influence overall hiring process in various manner.
TASK 2
P3 Benefits of HRM practices to both employee and employer
HRM practices plays a very eminent role in an organization because it influence success
of whole organization due to its effectiveness. In fact main motive of HR department is to
enhance the learning skills of employees. In fact ALDI believes in uplifting the standard of their
employees by providing extra knowledge. Therefore HRM practices act as a useful tool for
overall enterprise by providing necessary benefits to their employees and employer which is
explained as follows:-
Employees Employers
Training and development Improves knowledge and
enhance their learning skills by
hiring experienced counsellor
(Wright and McMahan, 2011).
Provide extra information and
talent to deal with difficult
circumstances.
Health and safety Provide insurance facilities at
workplace by deducting
amount from monthly salary.
Insurance facilities for longer
period of time as well as
employers also have job
security.
Compensation and reward
system
Acquire bonus by performing
their task and activities in a
best way. Therefore they are
Whereas employer acquire
compensation by achieving
objectives of an organization
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trying to gain more and more
profit by enhancing their
performance.
in a minimum time period
(Purce, 2014).
Performance appraisal Appreciation is a motivational
tool for employees which help
them to attain their personal
and professional goals as soon
as possible.
Whereas employers appraisal
means hike in salary which is
one of major benefit for them.
Therefore it also encourage
them to perform more
effectively.
Other benefits from HRM practices to employees and employers are mentioned below:-
 Overall personality development which may attract millions of consumers towards their
products (CHUANG and Liao, 2010).
 Enhancement in learning of employees and employers is also used and beneficial in
future.
 Ability to hedge risk and ready to face challenges.
 Learn how to deal with uncertainty and business problems by removing all the barriers .
 Improvement in overall performance of employees as well as employers to perform their
task and activities more effectively.
At last all the HRM practices act as a useful tool in providing necessary benefits to
employees and employers both by collecting necessary data or information.
P4 Effectiveness of HRM practices in terms of raising profit and productivity
HRM practices plays a very eminent role in increasing sales of a ALDI by implementing
various programmes and techniques (Bloom and Van Reenen, 2011). Basically all the HRM
practices act as a indispensable tool in achieving the set target of an organization by developing
whole personality of employees with the use of effective methods and sessions. Therefore
effectiveness of a HRM practices is mentioned below:- Training and development practices:- According to this, HR department of ALDI trying
to enhance learning of their existing employees so that they can easily resolve barriers
and obstacles which occurs in between their success path. Thus labours of every
department can easily perform their role towards achievement of target.
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 Recruitment and selection:- In this HRM practices, HR department of an organization is
trying to hire best candidates by considering their skills and talent as well as eligibility
for particular job (Albrech, 2011). Therefore by recruiting best alternatives managers of
ALDI wanted to assign job role according to their specialisation. In fact appointing of
best candidates is very much useful and effective in profit maximization and productivity
process. Motivational programmes:- It is also part of HRM practices due to its positivity and
advantageous nature which may encourage labours towards their own goals and
objectives. In fact personnel managers of a company is liable to conduct various
impressive and attractive sessions for motivating employees at workplace which resulted
in hike in sales by increasing demand of a particular products.
 Appraisal sessions:- According to this factor, HR department is responsible for
conducting appreciation programmes by appraising employees by award system or bonus
and sometime hike in salary which motivate employees or boost up the morale of whole
enterprise (Kehoe and Wright, 2013).
On contrary to this, HRM practices is very much effective and useful in raising
productivity which resulted in profit maximization of a ALDI supermarket. Therefore all the
above explained practices are very much appropriate in attaining goals and target of a employees
and enterprise both by satisfying the desired needs of domestic as well as foreign consumers.
TASK 3
P5 Importance of employee relations which influence decision making process
In any kind of organisation, employees plays important role because they helps to achieve
goals and objectives of the firm. Basically, employees represent as an effective and important
sources of knowledge and ideas, that's why it is very essential to manage all of them as well as
have to be build healthy environment in internal market place (Kusluvan and et. al., 2010). In the
another context, workers assists in decision making process which plays a very eminent role
because labours are one of major resource for every enterprise either small and large. ALDI
believes in creating a positive dealings and connectivity between higher and lower authority
because relations between them have a greater impact on a success of a company. Therefore
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various benefits are present which shows importance of a employees relations is mentioned
below:- Productivity: When employees of the cited company involves in decision making
process, they assists in achieving personal and professional success in appropriate manner
(Hendry, 2012). It is carried to increase productivity as well as with the help of these
employees are activity participating in this effective procedure. This is not only beneficial
for organisation growth but also on the job training workers. Improving moral: When employees are actively and efficiently participating in decision
making process, which helps in increasing overall company's moral in appropriate
manner. Most of the organisation are syntagmatically separation of powers and duties
among management and employees, with the help of this they effectively complete their
task. Team work: Participants in decision making process gives equally opportunities to share
information and ideas with each others. With the help of this employees will take
corrective and appropriate action against any critical situation. While improving healthy
relationship among employees and managers of the cited firm, which assist to develop
understanding in internal environment of firm (Armstrong and Taylor, 2014).
 Consist minimum duration:- One of a major advantage of a togetherness and positive
relations is that it will take less time period in completing any task and activities of an
organization in a better way. In fact relationship between employees is very much
indispensable because togetherness is a greater power to deal with any kind of
circumstances as well as ability to face challenges.
All these above factors and points shows the importance of relationship between
supervisors and subordinates by highlighting various benefits of positive interaction between
them. By concluding this, it has been understood that proper interaction between employees and
other colleagues is very much useful and beneficial for success of a company by resolving all the
circumstances easily.
P6 Key elements of employee legislation and its impact on decision making process
For effectively manage all over employees in organisation, government of the country
regulate and enacted major legislations and legal rules (Boxall and Purcell, 2011). All these
legislation and concepts have to be followed by ALDI in appropriate manner. Legal bodies of a
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nation is implemented many more laws, norms and beliefs for protecting rights of employees
working at workplace. Therfore there are number of acts are present whose main motive is to
eliminate discrimination which is mentioned below :-
 The Equality Act, 2010: According to this legal act, should be equally treat all
employees in organisation. Because sometimes employers of the firm does not equally
provide same opportunities to all workers then they become demotivate towards their
works. These types of situations and things are negatively impacting on cited firm. In this
act has been concluded several acts such as:
 The equal pay act 1970
 The sex discrimination act 1975
 Disability discrimination act 1995
 Equality and Human Rights Commission (EHRC) : This is enacted on 1st October
2007, EHRC concluded work of equal opportunities commission, commission of Racial
equality and disability right commission (Daley, 2012). In some of the organisation are
create discrimination nature on gender, race, age, colour, sex and religion. By this
workers cannot able to complete their works in effective manner as well as not achieve
decided goals and objectives.
 Data Protection Act 1998: This legislation enacted in 1998 form government of the UK.
As per this, by the company should be provide protection of employees documents and
their data. Because sometimes employers used their informations and documents in
illegal form, which is directly impacting on workers life and their working performance
as well.
 Health and safety :- According to this act, HR department of ALDI must provide safety
and security for their employees health by implementing effective laws and norms
because everyone knows that “health is wealth”. Therefore it is very mandatory part for
enterprise to prevent their labours from any sudden attack and diseases at workplace by
giving necessary facilities.
Main reason behind establishment of these laws are stated as follows:-
1. Protection of employees from exploitation (Guest, 2011).
2. Trying to remove discrimination by implementing equality between every employees.
3. Provide information to employees about their rights and authority at workplace.
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4. Protect data and information from hackers.
TASK 4
P7 Application of HRM practices in work related context
All the HRM practices plays a very eminent role while running a successful business and
useful in performing their functions effectively. In fact major advantages of these practices is
explained below :-
 Act as problem solver of employees by providing effective ideas to resolve their issues.
 Enhance knowledge of labours so that they can easily perform their roles and
responsibility (Albrech, 2011).
 Helpful in creating a healthy environment which motivate employees towards their goals
and objectives.
 Act as a effective tool in establishing goodwill of a company at a marketplace by
satisfying needs and wants of various consumers.
On contrary to this, HRM practices plays a very eminent role at workplace and very
helpful while conducting any activity of an organization. For example while opening new branch
of ALDI to expand their business across national boundaries they need to hire sales manager for
promoting products of an organization. Therefore appropriate step should be followed while
providing training to newly appoint receptionist for five star hotel which is mentioned below:-
1. Appoint counsellor and skilled person to train receptionist.
2. Provide accurate information and data about whole enterprise.
3. Personality development for capturing the attention of customers and because receptionist is
a representative of a hotel or any company .
4. Improvement in communication skills so they she can easily communicate with customers in
a polite way.
5. Convincing power.
6. Learn how to manage overall enterprise in a proper manner.
All these above points is used by organization while hiring talented and skilled
receptionist for representing their company in-front of customers as well as marketplace (Kehoe
and Wright, 2013). Basically HRM practices plays a very eminent role while performing task
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and activities of an organization in a proper manner by considering relevant internal and external
factors.
CONCLUSION
From the above report it has been concluded that human resource management is an
appropriate process of managing or regulating employees of an organization by implementing
various improvement programmes. This report is all about necessary roles and responsibility of
labours at workplace as well as their vital role in decision making process. ALDI is a very
popular supermarket by having its branches at international level to serve different customers
with their fresh products. Therefore this assignment consist of effectiveness of HRM practices
which is very helpful in profit maximization process by improving knowledge of employees with
the help of positive programmes. Apart from this, it also highlight various key elements or laws
enacted by legal bodies to protect employees from exploitation and any discrimination.
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REFERENCES
Books and journals
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest,19(7).
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 resource management. Public Personnel Management.
pp.120-125.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1) .pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
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.
Kusluvan, S., and et. al., 2010. The human dimension: A review of human resources
management issues in the tourism and hospitality industry. Cornell Hospitality
Quarterly, 51(2) .pp.171-214.
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.
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
Bachelor of Science in Human Resource Management. 2017. Available through:
<http://jindal.utdallas.edu/osim/bs-hrm/>. [Accessed on 28th July 2017].
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