Strategic Human Resource Management

This assignment delves into the field of strategic human resource management (HRM), examining its theoretical foundations, core practices, and contemporary challenges. It discusses the evolution of HRM from traditional personnel administration to a strategic business partner, highlighting the role of HRM in driving organizational performance. The assignment explores various HRM functions, such as talent acquisition, training and development, compensation and benefits, employee relations, and performance management. Furthermore, it analyzes the impact of globalization, technology, and changing workforce demographics on HRM practices.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and function of HRM............................................................................1
P2 Explain strengths and weaknesses of recruitment and selection process..............................3
TASK 2............................................................................................................................................4
P3 Define benefits of HRM for employees and employers of the company..............................4
P4 Different HRM practices in term of raising organisation profit and productivity.................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations in respect of influencing HRM decision making............6
P6 Key elements of employment legislation and impacts on HRM decision making................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in a work related context, using specific example................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10
.......................................................................................................................................................12

INTRODUCTION
In the modern era, human resource management plays an important role in every
organisation for managing and controlling business activities in an appropriate and effective
manner. It is a process which assists to measure and evaluate overall performance and
involvement of employees with the help of new and effective ideas. In the addition of this,
human resource management important for every organisation, because with the help of this
effectively achieve goals and objectives. (Armstrong and Taylor, 2014). In this project, ALDI
will be considered as an organisation with reference to which all answers will be given. This
research project will be discussing about major purpose and functions of HRM in company as
well as it will explain the strengths and weaknesses of recruitment and selection process. It will
be defining various benefits of HRM in context of employees and employers of enterprise. This
research assignment will be discussing about different types of HRM practices which help of
raising profitability and productivity.
TASK 1
P1. Explaining the purpose and functions of HRM
Human resource management of an organisation plays an eminent role for managing and
controlling all business activities in a significant manner. HR manager of firm focuses on the
working performance and involvement of employees as well as they conduct effective and
appropriate training and development programmes for their workers (Avey, Luthans and Jensen,
2010). Therefore, they can enhance their working performance as well as they can learn
something new and innovative things related to their work. Therefore, important functions and
purposes will be explained as follows:
Purposes Functions
Manage cost of personnel: One of the major
purposes of HRM is to maintain and control
cost of personnel in an effective manner. Due
to, before spending fund for employee
development, should effectively prepare a plan
as per their requirements and needs as well as
should will complete all woks and activities as
Recruitment and selection: It is a process of
finding, choosing and selecting suitable and
qualified candidates as per the job
requirements in an organisation. The major
goal and objective of this firm is to identify
and determine qualified candidates which can
effectively achieve organisation’s long and
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per the plan. short term targets with better outcomes.
Before conducting this plan in action,
company's employers should identify their
major requirement and necessary qualification
of candidates. As per the requirement should
prepare and set level of recruitment and
selection such as online test, written test etc.
after that, applicable and suitable candidates
will take chance for next level.
Training and development: Another purpose
of HR department is that, to provide significant
training to their employees. With the help of
these kind of programmes, they will
systematically enhance their working
capabilities and skills as well.
Orientation: It refers to, organisations are
conduct orientation programmes for new
employees. With the help of this, new
employees can effectively interact with their
employers, colleagues and seniors as well. It
helps to build healthy and friendly relationship
among employees and employers.
Evaluation of performance: HR department
of company provides several tools and
techniques for employees, so they can
effectively evaluate and analyse their working
performance and involvement.
Maintaining good working conditions: It is
one of the major responsibilities of human
resource management of organisation to
provide good and effective working condition
or environment to their employees. So, they
can systematically perform their decided task
and work with better results. This is the
fundamental duty of HR department to give
motivation to their employees.
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P2. Strengths and weaknesses of different recruitment and selection approaches
Recruitment is an effective process, it helps to find out suitable and applicable candidates
for organisation. Human resource manger of an particular business firm search and hiring skilled
and knowledgeable person. In the addition of this, company have several sources to recruit new
and application candidates in their business. Employers of the firm adopt and uses several kind
of methods and techniques in business for attracting high number of skilled candidates towards
organisation. Moreover, recruitment is an positive process but selection process sometimes
negatively impacts on candidates.
Strengths and limitations of internal recruitment and selection:
In the context of internal sources of recruitment, manager of ALDI organisation hiring
skilled candidates in organisation. Internal hiring process defines to determine and attract
candidates in the business enterprise. It includes different sources of internal recruitment also
they has some strengths and weaknesses such as follows:
 Transfer- It refers to, existing employees of the firm shift from one designation to another
with any changes in its duties and responsibilities.
 Promotion: It defines, upward movements of employees. It means, existing employees of
the firm are promoted on upper level of organisation.
 Employee referrals: sometimes company can use this source of recruitment and selection,
it includes existing employees can refers their family members and friends for the vacant
in organisation.
Strengths
1. With the help of these sources and recruitment approaches, moral and motivation level of
employees can be increased
2. Its time effective and cost saving process.
3. These recruitment approaches assist to increase competition among all employees due to
they will effectively perform their task.
Weaknesses
1. Sometimes, it can create disputes and obstacles among employees
2. It provides limited choices and opportunities of workers
3. These kind of approaches create bias or discrimination in business environment.
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External recruitment and selection
In the context of external recruitment and selection process, hiring and selecting
candidates from external market place. In which includes pool of vacancies, campus placement,
e- recruitment, advertising and consultants etc.
Strengths
1. It assist to give chance to new or fresher candidates
2. The management of ALDI can add and use new and innovative ideas in their business
firm.
3. It helps to reduce bias and discrimination nature from external market place.
Weaknesses
 More expensive as compare with internal recruitment and selection process.
 Need to provide training to new candidates
 its complex and long process.
TASK 2
P3. Benefits of HRM for employees and employers of company
Human resource management helps to manage all over business activities and operations
in effective manner. HR manager of organisation focuses on working performance and
involvement of employees as well as they conduct training and development programmes for
employees. With the help of this, they can enhance their learning skills and capabilities as well.
(Bratton and Gold, 2012). With the help of this, employer of the firm can achieve their long and
short term goals in an effective manner. HRM having benefits or importance for employees and
employers. With the help of this they can enhance their knowledge level as well as manage their
works as per required time for completing them.
 Conflict resolution: Human resource management plays an important role for employees
and employers. Its working as a middle department for organisation, which helps to
resolve problems and issues in appropriate manner. Sometimes creates conflicts among
employees and employers, due to it is very essential to resolving all problems with the
help of new and smart ideas.
 Training and development: Human resource management require for enhancing and
improving working performance and skills of employees, so they can effectively
complete their decided task (Chelladurai, 2010). Because, working performance and
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capabilities of workers directly impacts on company. Due to, they are monitoring all
employees, if they required some training then HR department will conduct effective
training and development programmes for them as well as some motivational activities.
So they learn something new and innovative things related to their woks.
 Employment relationship: In context of ALDI, HR department of this company aids to
develop healthy and friendly environment. With the help of this improve effective
interaction among employees and employers. Moreover, HRM helps to maintain
employment relationship. Then they can effectively share any kind of information and
problems with each others. Healthy and friendly environment positively impacts on
organisation (Chen and Huang, 2014).
 Information research: It assists to find out new and innovative information which assist
in developing business firm in an appropriate manner. HR manager of firm always focus
on to finding and adopting new ideas in their working environment and so, they can
easily achieve organisational goals and objectives.
P4. Different HRM practices in terms of raising organisation profit and productivity
Human resource management of an organisation helps to manage and control all
activities of organisation in an appropriate manner. It includes different types of HRM practices
which play an important role in getting success and earning high profits from external market
place. It involves some appropriate HRM practices such as:
 Recruitment and selection: It is an effective process which helps in finding out
appropriate and suitable candidates in an. In this process has define all major
requirements of company in new candidates. As per that HR Manager will select persons
for specific jobs and position (Collings and Mellahi, 2010). Moreover, employees of the
firm important for achieving goals and objectives due to it is important to properly
identify and analyse their working capabilities and skills. In the addition of this,
recruitment and selection process assist to improve profit level of company as well as
production of their products and goods.
 Work life balance: HR department of organisation implements flexible working
schedule for employees and so, they can systematically perform their tasks with
confidence. It assists to manage and balance work life of employees. It directly put a
huge impact on company’s image and their production level of products.
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 Training and development: Training and development is one of the major functions of
HRM. With the help of this, they can enhance their working skills and capabilities as
well. So, they will effectively perform their decided work as well as achieve long and
short term goals. Professional development assists in getting success in the entire
business life.
 Compensation: Most of the companies of HR department provides compensation to their
employees. This method assists to improve their motivation and confidence level
regarding their work. Motivation and confidence level of employees or workers directly
impacts on organisation due to enhanced production level of organisation products as
well as improve profit level in effective manner. With the help of all these, HRM
practices effectively increase profit level of company. That's why HR department try to
find out something new and innovative ideas to develop business firm (Collins and
Smith, 2010).
TASK 3
P5 Importance of employee relations in respect of influencing HRM decision making
It is important for every organisation, to maintain and control all over business activities
in appropriate manner. Because working system and performance of employees directly impacts
on company. In the addition of this, HR department of company plays important role in every
business firm, with the help of them company can effectively achieve their long and short term
goals and objectives with better result. Moreover, it is important to conduct and implement
several kind of activities and programmes in organisation for employee. With the help of them ,
they can enhance their working performance as well as capabilities. As well as HRM assist to
develop healthy and friendly relationship with employees and employers (Daley, 2010). So they
can easily share kind of information also share any problems and issues related to the company.
In the context of ALDI company, in which employee relation plays important role for enhancing
profitability and productivity of products in appropriate manner. Its having some major
importance such as follows:
 Productivity: Employee relationship plays important role in organisation, it assist to
improve productivity of company in effective manner. Because it helps to develop
healthy and pleasant environment in organisation, when employees of the firm working
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with this kind of environment they can systematic ally performance their task as well as
achieve their goals as well (Dowling, 2011). Due to, with the help of employees
relationship improve employees morals and confidence, then they can systematically
perform their decided task.
 Reduce conflicts: employees relations assist to reduce conflicts and problems from
organisation. Due to, employees and employers can easily interact with each others. It is
natural, in the working environment of firm sometimes creates some conflicts and issues
due to misunderstanding. It is very essential to resolve them with better solution, because
negative environment and conflicts negatively impacts on company and their working
performance. In the addition of this, employees relation of organisation assist to improve
profit level of firm as well as helps in decision making process.
 Motivating employees: Healthy and friendly relationship with employment aids to give
positive motivation to their employees towards their works and goals. So they will
systematically and efficiently perform their task and achieve their long and short term
goals as well. Company's profit level and production depend on employees performance
and motivation level (Eisenhardt and Graebner, 2010). Due to it is important for HR
manger of ALDI should conduct effective and motivational programmes for them. So
they can learn something new and innovative things towards their works.
P6. Key elements of employment legislation and impacts on HRM decision making
It is important to manage and control all over business activities and operations, due to
government of the country regulated and enacted some major rules and regulation, which have to
be followed by all companies in effective manner. Employees legislations and rules helps to
maintain business environment and provide equal opportunities to all employees. So they can
enhance their learning and working capabilities as well. Employees legislations directly impacts
on business as well as decision making process of HRM. Because all rules and regulation have to
be followed by HR department of firm. It includes key elements of employment legislations such
as follows:
 Anti discrimination: Sometimes, in the organisation done some negative things such as
discrimination in between employees by employers of the firm. Its negatively impacts on
working performance and motivation level of employees. Discrimination nature
developed in organisation as per age, sex, qualification, religion etc., for controlling and
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removing their kind of negative activities from company, government of the country
enacted anti discrimination act. According to this act, should not implement and create
this kind of environment with employees. Because it reduce the moral of employees as
well as their confidence level.
 Diversity: It refers to, by the company provides several opportunities to their employees.
So they can enhance their performance and learn something new and innovative things in
appropriate manner. According to this legislation of country, by the employers of the firm
should provides equal opportunities to all over employees as well as should equally treat
them in company.
 Employment protection Act 1978: This is one of the major responsibility of employers
that is provide proper protection and safety to their employers. So they can effectively
performance their task with proper safe and secure environment. In this current time
period, it is necessary for all companies because of government of country regulate safety
and protection act (Guest, 2011).
 Equality Act 2010: For managing and controlling all over business activities and their
employees, government of the country regulated and enacted equality act 2010.
According to this act, should provides equal opportunities to all workers. With the help of
this, all employees can take equal opportunities in organisation to enhance working
performance and capabilities as well.
TASK 4
P7 Application of HRM practices in a work related context, using specific example
In the context of ALDI organisation, it uses many kind of HRM practices in entire
business life. It includes several; kind of applications and forms such as training and
development, performance appraisal, hiring and selecting, improving moral and confidence of
employees. All kind of HR applications and practices impacts on business performance, growth,
working environment etc.
ALDI need to organise the process of recruitments and selection in order to manage new
worker in the workplace. For this there are various procedure which is being undertaken. Some
of them are mentioned as below:
JOB SPECIFICATION
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HR Executive
Company name ALDI Company
Reporting to HR Manager
Skills required Technical skills, decision making skills
communication and interpersonal skills,
leadership quality.
Qualifications BBA and MBA in Human resource
Experience 3 years
Responsibilities Responsible for leading teams, recruit
candidates according to job or post.
PERSON SPECIFICATION:
CURRICULUM VITAE
Name: Mr. XX YYY
Address: 5 Baker Street, Paddington, London
Mobile Number: [phone]
Email: [e-mail]
Carrier Goals: To meet the support and development in personal and professional skills
through engaging myself in the reputed organisation.
Qualification:
 Bachelors in business administration.
 Masters in personnel and human resource management.
Experience:
 Interned 6 months in Tesco.
 Worked as HR in Unicorn Grocery for 3 years.
Competencies:
 Effective interaction and communication skills.
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 Knowledge of NET, Microsoft etc.
 Managing and appropriate Behaviour.
 Scheduled and time management skills.
 Leadership skills and innovative.
Declaration:
I solemnly state that presented information are pure and accurate.
Signature:
XX YYY
Questions for Personal Interview round:
 Tell me about your self.
 Tell me about HR and your major strengths and weaknesses
 Why did you choose HR subject in your study. (Fulton and et.al., 2011)?
 What are the major role and responsibilities of HR manger of firm. What are the qualities should have in HR.
Indispensable Criteria for the candidate selection:
 Analysis of level of performance.
 Based on skills and qualification.
 High level of education and qualification.
 Good humour and great skills of communication.
 Leading and managing situation in most pressured situations.
CONCLUSION
From the above mentioned this research project it is concluded that, Human resource
management of company, which assist to managed and controlled all over business activities in
effective manner. It has been define, major purposes and functions of HRM in company. In the
addition of this, has been explain major strengths and weaknesses of recruitment and selection
process. With the help of this recruitment and selection process, easy to find out suitable and
applicable candidates for an specific job profile. Moreover, In the every organisation employee
relation played important role because with the help of this company has been achieved
organisational goals and objectives in appropriate manner.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Avey, J. B., Luthans, F. and Jensen, S. M., 2012. Psychological capital: A positive resource for
combating employee stress and turnover. Human resource management. 48(5). pp.677-
693.
Bakker, A. B. and Demerouti, E., 2010. The job demands-resources model: State of the art.
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Black, D., Clemmensen, N. J. and Skov, M. B., 2010. Pervasive Computing in the Supermarket:
Designing a Context-Aware Shopping Trolley. International Journal of Mobile Human
Computer Interaction (IJMHCI). 2(3). pp.31-43.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P., 2006. Human resource management in sport and recreation. Human Kinetics.
Chen, C. J. and Huang, J. W., 2010. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
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Collings, D. G. and Mellahi, K., 2012. Strategic talent management: A review and research
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Collins, C. J. and Smith, K. G., 2010. Knowledge exchange and combination: The role of human
resource practices in the performance of high-technology firms. Academy of management
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Daley, D. M., 2012. Strategic human resource management. Public Personnel Management.
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Dowling, P., 2011. International human resource management: Managing people in a
multinational context. Cengage Learning.
Eisenhardt, K. M. and Graebner, M. E., 2010. Theory building from cases: Opportunities and
challenges. Academy of management journal. 50(1). pp.25-32.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
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Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Heijde, C. M. and Van Der Heijden, B. I., 2012. A competence‐based and multidimensional
operationalization and measurement of employability. Human resource management.
45(3). pp.449-476.
Lengnick-Hall, M. L. and et.al., 2010. Strategic human resource management: The evolution of
the field. Human Resource Management Review. 19(2). pp.64-85.
Lepak, D. P. and et.al., 2016. A conceptual review of human resource management systems in
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Online
Challenges HRM SaaS Companies Face. 2017. [Online]. Available through:
<https://www.mulesoft.com/resources/cloudhub/hrm-integration-solutions>. [Accessed
on 11th August 2017].
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