Optimized Nanocomposite Scaffolds for Bone Tissue Engineering

This assignment focuses on the research paper 'Optimized composition of nanocomposite scaffolds formed from silk fibroin and nano-TiO2 for bone tissue engineering' by Samadikuchaksaraei et al., published in Materials Science and Engineering: C. The task involves understanding the optimized composition of nanocomposite scaffolds using silk fibroin and nano-TiO2, their fabrication processes, characterization techniques, and applications in bone regeneration. By analyzing the provided research paper, students will gain insights into the role of these materials in tissue engineering.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM, that applicable to workforce planning and resourcing an
organisation. ..........................................................................................................................1
P2 Strength and weakness of different approaches to recruitment and selection..................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices within organisation for both employer and employee.4
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity. ...........................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relation in respect to influencing HRM decision making........6
P6 Key elements of employment legislation and impact upon HRM decision making........8
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work-related context with examples............................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
For achieving the goals and objectives of Aldi organisation the department of human
resources creates a bridge between line management and workforce of organisation which
involves employers, employees, management and consumers. HRM of Aldi encourages getting
interacted with senior engagement and staff. Aldi have many levels of staff and management to
coordinate them, HRM performs, by protecting the rights of the employees. The purpose and
functions of HRM have been detailed in this report with strength and weakness of different
approaches. Also, the benefits and effectiveness of HRM practices within Aldi for both employer
and employee are detailed. Apart from this, influencing key elements and employment
legislation and impact on HRM have been detailed.
TASK 1
P1 Purpose and functions of HRM, that applicable to workforce planning and resourcing an
organisation.
The purpose and functions of HRM that impacts the affairs of Aldi organisation have
been discussed in this report.
 Internal consumer management: The nature and duty of human resource is spread
widely in order to perform different activities within management (Johari, Hosseini, and
Samadikuchaksaraei, 2017). To recruit and retain the quality of workforce by following
the policies and procedures of organisation HRM defines itself by implementing the
processes of management.
 Laws: Following the federal and state laws Aldi is taken into concern about the hirings
and termination of employees. In case union is hired by Aldi the department of Human
resource should understand labour relations and negotiations. The laws are framed for the
welfare of employees are considered by human resource about the retirement plans,
benefits that are provided for employees in terms incentives, overtime of work, etc., and
any kind of conflict and resolution that occurs within Aldi.
 Metrics: All levels of employees are considered by human resource and interaction is
made to avoid hesitation between them which boost the effectiveness in flow of work.
Also, strategic matters are focused in terms of budget, plans and performances goals.

 Cultural sensitivity: To reduce the conflicts and disputes between the staff and
management human resource takes initiative to manage the differences of cultural among
employees. Cultural awareness are maintained by human resource in Aldi.
Functions of HRM: the following are the functions of Human resource that have been detailed
in this report as follows (Van Hunnik and et.al ., 2016).
 Recruitment and selection: The role of human resource increases the performances of
the employees in Aldi. The effective recruitment and selection are made by human
resource by knowing about the experiences, present knowledge and skills, which helps
the organisation to increase the sales for the product by effective selection and
recruitment processes performed by human resource.
 Maintaining good and positive working conditions: The prominent role and
responsibility performed by human resource by maintaining the good and positive
working conditions within Aldi organisation. By motivating the employees in terms of
providing incentives, and other benefits to them, enhances the performances with nuances
( Gheiratmand and Hosseini, 2016).
 Employees relations are managed: Employees are the pillars of Aldi, the behaviour of
employee are influenced by human resource by motivating and promoting positive
conditions to work.
 Training and development: To improve the performance and productivity and sales in
Aldi organisation the necessary trainings are provided to new and existing employees for
their personal benefit out of which Aldi will be gained in terms by efficiency.
P2 Strength and weakness of different approaches to recruitment and selection
There are certain challenges, benefits and drawback to different approaches in the
methods of recruitment and selection. There are two kinds of approaches to recruitment and
selection. Systematic approaches to recruitment and selection involves the descriptions for jobs,
skill inventory, strategies for job postings, and multi step recruitments.
Strength: The following are the strength of recruitment and selection that have been detailed in
this report.
 Managerial involvement: By following the set guidelines of Aldi human resource
concentrate on policy of recruitment by focusing on the knowledge and skills presence in
new applicant. To meet the relevant description of job the selection are made on basis of
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involvement of management to make the recruitments and selection effective and
efficient. The involvement of management provide effective description of job to new
applicant which again creates clarity for performing accordingly. The needs of education
and qualification are considered by managers to avoid any kind of hindrances and issues
while working and performing for results (Metawi and et.al., 2015).
 Growth of Aldi: The another strength of Aldi organisation is human resource focus on
the growth of the Aldi organisation by which the enhancement are made in performances
which helps the Aldi to get increased in sales results. The determinations are made for the
need of position and selection and recruitments are done accordingly.
 Encourages competition: The greatest advantage of recruitment and selection approach
is it motivates the Aldi organisation to be in competition with other organisation. The
process of effective recruitment and selection enables the workers and management to
boost their performances with nuances.
Weakness: with all he strengths there are specific weakness that push back the approaches of
recruitment and selection. Those are detailed in this report as follows.
 Inefficiencies: Inefficiencies is the greater hindrance in the approaches of recruitment
and selection. These causes lead to avoiding of conducting job fairs, recruiting tables in
public places and also inefficiency lead to recruit and select non qualified candidates
(Radke and et.al ., 2017).
 Narrow ideas internally: As the potential and qualified candidates are selected and
recruited the external hires gets avoided that discourages the promotions of Aldi. By this,
the organisation of Aldi miss the chances of exploring the name by widening. Hence, new
ideas and approaches that are required for Aldi gets excluded.
 Expense and time externally: The external expenses and consuming times creates
drawbacks and disadvantages in approaches of recruitment and selection process. The
process of recruitment and selection involves more time and money to complete as per
needs of Aldi.
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TASK 2
P3 Benefits of different HRM practices within organisation for both employer and employee.
With the help of human resource here are specific benefits that are performed in
accordance to employer and employees that have been detailed in this report as follows. The
advantages to employees are.
 Conflict resolution : The major benefit that are achieved by employees of Aldi from the
human resources are resolving conflicts and disputed among the employees and
sometimes with the management also. The conflicts may arise due to personal
indifferences, discrimination or by cultural diversity. The department of human resource
in Aldi establish resolution for conflicts with non occurring of conflict in working
environment (Farran and et.al., 2015).
 Training and development: The necessary trainings for the process of development of
skills and knowledge and talents of employees are provided by the department of human
resources which is most prominent advantage for the Aldi to explore the results.
 Employee relation: The efficiency of Adli can be achieved only if the effectiveness in
the relation of employees are achieved in Aldi which concentrated by Human resource
department. These departments avoid the favouritism relate to discrimination,
harassment, of any kind which helps in building effective relation among them. The
litigations are taken into concern by human resource by avoiding them effectively.
 Information resource: Any kind of information that are needed to employees are
provided by human resource department, as they play the role of providing information
resources in Aldi. Also it manages the behaviour of employees by supervising efficiently.
Any kind of help or knowledge regarding to the matter within the organisation of Aldi are
provided by human resource department.
Benefit to employers: there are certain benefits out of which employers gains the advantages
being in Aldi organisation are detailed in this report (Beer, Boselie and Brewster, 2015).
 Promoting positive behaviour: To run the Aldi smoothly and efficiently the positive
behaviour in the premises is highly appreciated. It enables the employer to focus on
development process and ideas are generated newly for the achievement of desired
results.
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 Developing employees: The development of employees lead to the development of
employer with the Aldi organisation. By opting the intellectual practices human resource
knowledge, skills and talents are developed with exploring the results out of which
employers get benefited.
 Building flexible workplace: Flexible workplace and environment of Aldi boost the
employers to implement and modify the policies and procedures for the benefit of Aldi
which enables the employer to make changes as per the changes in trends and taste and
preferences of consumers which boost the sales rapidly. This benefit can be gained only
with the involvement of human resource (Rezaei and Hosseini, 2017).
 Motivating and coordination between employers and employees: The coordination
between the employer and employees are the prominent factor that are considered by the
human resource of Alid organisation. The success of each and every department are
planned and performed along with the strategies that are set to boost the efficiency.
Human resource department works and acts related to the needs of Aldi.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
With the effective performances of human resource practices the profit and productivity
can be increased by performing sufficiently and efficiently. Human resource focus consistently
on increasing the effectiveness to achieve the desired results of Aldi organisation by following
certain strategies and core of practices. The effectiveness of different HRM practices have been
detailed in this report.
 Articulate of vision, mission and values: The practices of human resource enables the
Aldi organisation to know the sense of purpose that reflect in each and every
departments. With the help and involvement of staff, discussions and meetings are held
for the purpose of generating new ideas and thoughts. This method also enables the
employees to know and get exchange of their thoughts. By focusing on vision and
mission trainings and knowledge are offered accordingly to increase the profit and
productivity of Aldi.
 Human resource management plan: All the strategies and plans are developed under
the supervision of senior management by focusing on the requirements (Hill, Crowe and
Gonsalvez, 2016). With the involvement of top management issues that are undergoing
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in the human resources are taken into consideration to get resolve effectively and get the
review of strategic process which boost the profit and productivity.
 Manpower planning: The gap between the demand and supply are fulfilled with the
help of manpower planning. Aldi performs well as the human resource department focus
effectively and efficiently by allotting the jobs as per the job grades which boost the
profit and productivity. At the tie interview guidance is provided to the employees as per
the skills, knowledge and traits by which employees performs well as to meet the
objectives that are already set by Aldi.
 Performance management: This management system encourages employees by
appraisals and the given trainings are considered by which the employees performs
accordingly and information is gathered by knowing the review of performance cycle out
of which modifications and implementations are made to increase the profit and
profitability.
 Training and development: The framed strategies and departments to achieve the goals
of Aldi that are linked interconnected. The training and development policies are
reviewed from time to time with getting appropriate feedback from managers of Aldi to
review the trainings and development.
 Service quality enhancement: Th enhancement in the productivity and efficiency reflect
the concentrations that are made on departments to enrich profit and productivity. The
constant and consistent improvements are considered which are service oriented,
increases the effects of profit and productivity (Verma and et.al., 2017).
TASK 3
P5 Importance of employee relation in respect to influencing HRM decision making.
 Employee cannot take decision alone: The decision of human resource influences the
employee and Human resource relation as in case of any conflicts or disputes arise the
decision cannot be taken alone by the employee as the whole organisation gets affected.
Also, in any case of brilliant idea is explored by any of the employee, then they do not
have any legal right to implement in the premises which discourage the self will.
 Work are made easy by sharing the load among all: In order to increase the
productivity and profit for Aldi organisation with the help of human resource the work
load are divided and shared among all employees. The role of team members gets
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activated to share the work load so that all the employees gets opportunities to share the
responsibilities and perform for Aldi organisation. The equal provided responsibility and
division of work allow the employees to perform with exploring in terms of increasing
productivity and profit of Aldi organisation.
 Happy place to work in Aldi organisation: The positive environment that are created
by Aldi's human resource department encourage the employees to perform without losing
focus and motivation towards results. As the minds of human being is filled with
unnecessary tensions and stress, to get relief from this, human resource department talk
and discuss things with the employees to provide them with better outcomes.
 Employees feel motivated within Aldi: Human resource of Aldi maintains the trust
among the employees related to their benefits and security in terms of jobs, incentives
etc., once the employees starts feeling confident and secure they concentrate on work
better by reaching the levels of targets. Even, they can cross the boundaries by
completing the targets within limited time period.
 Healthy employee discourages conflicts and fights: When positive environment are
established, the reduction in conflicts and disputes are promoted. Employees with low
skills and gets trainings and seniors instead of finding faults they help the new comers
and allow them to strive hard to perform better and reach the outcomes. They start living
happily with each other by performing for Aldi. Thus, the influences are strong that
affects the process of decision making.
 Healthy relation reduces the problem of absenteeism: The department of human
resource in Aldi also enables the workers to get less absenteeism. As the requirements
and their needs are fulfilled the employees of Aldi gets less absenteeism which increases
the profit and influences the decision making.
 Warm relation is maintained among other employees and management: All the
positive attitude and environment enables the management and human resource
department promotes warm relation among the members who are involved in Aldi
organisation.
P6 Key elements of employment legislation and impact upon HRM decision making.
There are specific key elements of employment legislations which bare framed for the
benefits and welfare of employees they are present in Aldi organisation. With this legislation the
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human resource of Aldi protect the employees from getting any kind of unfair means. The
contractual agreement of Aldi made by human resource department match the legislation. The
acts are employment rights Act which promotes the employees with certain rights and duties that
Aldi performs and any king of discrimination among the employees are not taken place in
organisation as per the disability discrimination Act, in these ways the impact on human resource
decision making gets affected by meeting the terms of legislation (Functions of human
resource management, 2017).
 Equal employment opportunity: The human resource focuses on providing the equal
employment opportunity even to the disabled person who has right to work in premises of
Aldi as per knowledge and skills.
 Sexual harassment: Any kind of sexual assaults and harassment are restricted in
working place as per law.
 Regulations, wages and remuneration: The wages are to be paid as per the contract and
increment in wages are made in every annual year.
 Working conditions: The working conditions as per legislations are supposed to meet
the working conditions to meet the wages without any hindrances and barriers.
TASK 4
P7 Application of HRM practices in work-related context with examples.
There are specific HRM practices that are provided for the benefits of employees in Aldi
organisation that have been detailed in this report.
 Flexible work life: HRM of Aldi enables the employees with a benefit of flexible in time
which boost the efficiency of employees in performance. As per the needs of employees
though they work efficiently, flexibility are opted by human resource department for
reducing the loads of work in the premises, by which a mutual trust is also built between
the employees and management of Aldi.
 Compensating of work: Aldi's human resource also enables the employees to get work
compensated in case they are inn requirement of long term leaves due to any of their
personal reasons and also medical leaves are involved in this. If in case any of women
employee is in need of medical leaved for pregnancy or any other case special provisions
are applied for the benefit of employees so that they can perform much better than before.
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 Priorities are set: The employees are allowed to set their priorities as per their wish.
This enables the human resource department of to know well about the employees and
their priorities by which the department gets acting accordingly (What Is the Purpose
of HR Management, 2017).
 Learning and development: For the progress and development the human resource of
Aldi provides trainings and learnings to get the knowledge, skills and traits of employees
improved to increase the outcomes effectively. These improved knowledge, skills and
traits the improvements are made in the performance of employee.
CONCLUSION
The need of HRM arise for the purpose of coordinate employees and management within
organisation to achieve the goals. According to law, equal opportunity is provided to all
employees with in Aldi organisation. To build the external relationship effectively the internal
consumers are served better by HRM. Methods of recruitments can be said as approaches to
selection that are detailed in this report. The involvement of management and human resource
enables the selection and recruitment process effective by meeting the means of decided
knowledge and skills to perform within Aldi. To meet the positive environment human resource
helps the employees to work effectively by giving up all the tensions related to work load,
personal conflicts and disputes by which the decision gets influenced that are detailed.
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REFERENCES
Books and Journal
Johari, N., Hosseini, H. M. and Samadikuchaksaraei, A., 2017. Optimized composition of
nanocomposite scaffolds formed from silk fibroin and nano-TiO 2 for bone tissue
engineering. Materials Science and Engineering: C. 79. pp.783-792.
Van Hunnik, A., and et.al ., 2016, August. Right atrial electrophysiological properties determine
cardioversion success by vernakalant in the goat. In EUROPEAN HEART
JOURNAL (Vol. 37, pp. 884-885). GREAT CLARENDON ST, OXFORD OX2 6DP,
ENGLAND: OXFORD UNIV PRESS.
Gheiratmand, T. and Hosseini, H. M., 2016. Finemet nanocrystalline soft magnetic alloy:
Investigation of glass forming ability, crystallization mechanism, production techniques,
magnetic softness and the effect of replacing the main constituents by other
elements. Journal of Magnetism and Magnetic Materials. 408. pp.177-192.
Metawi, H.R., and et.al., 2015. Herd composition, production level and physical appearance of
sheep kept under New Valley oases farming systems. Egyptian Journal of Sheep & Goat
Sciences. Vol. 10(1). pp.55-59.
Radke, H.R., nad et.al ., 2017. Negotiating the hierarchy: Social dominance orientation among
women is associated with the endorsement of benevolent sexism. Australian Journal of
Psychology.
Farran, E.K., and et.al., 2015. Route knowledge and configural knowledge in typical and
atypical development: a comparison of sparse and rich environments. Journal of
neurodevelopmental disorders. 7(1). p.37.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of
HRM of the multistakeholder perspective proposed 30 years ago. Human Resource
Management. 54(3). pp.427-438.
Rezaei, A. and Hosseini, H.R.M., 2017. Evolution of microstructure and mechanical properties
of Al-5 wt% Ti composite fabricated by P/M and hot extrusion: Effect of heat
treatment. Materials Science and Engineering: A. 689. pp.166-175.
Hill, H. R., Crowe, T .P. and Gonsalvez, C. J., 2016. Reflective dialogue in clinical supervision:
A pilot study involving collaborative review of supervision videos. Psychotherapy
Research. 26(3). pp.263-278.
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Verma, S., and et.al., 2017. Insights into the Low Overpotential Electroreduction of CO2 to CO
on a Supported Gold Catalyst in an Alkaline Flow Electrolyzer. ACS Energy Letters.
Online
What Is the Purpose of HR Management. 2017. [Online] Available through
<https://bizfluent.com/info-7750751-purpose-hr-management.html>
Functions of human resource management. 2017. [Online] Available through
<https://www.keka.com/5-major-functions-human-resource-management/>
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