Human Resource Management and Productivity

This assignment provides an in-depth analysis of human resource management (HRM) practices and their impact on organizational productivity and performance. It draws from various academic sources, including books and journal articles, to explore the strategic role of HRM in achieving business goals. The study guide covers key concepts such as workforce differentiation, high-performance HR practices, and employee engagement, highlighting their importance for organizational resilience and success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and Function of HRM..............................................................................................1
P2 Strength and weaknesses of different recruitment procedures..............................................3
TASK 2............................................................................................................................................4
P3 Benefits to employees and employer relate to HRM practices..............................................4
P4 Effectiveness of HRM practices in raising organisational productivity................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relation that affect decision making...............................................7
P6 Explain elements of employment legislation.........................................................................8
TASK4 ............................................................................................................................................8
P7 Application of HRM practices in work related context of Aldi company.............................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management play very important role in the operational activities of
organisation. Company can easily manage their operation with the help of HR manager. They
also conduct various training and development programme that help for encourage motivation
level of workers. This function is important for every administration. HR department has right to
conduct the recruitment and selection procedure that help to select right candidate in right job at
right time. With the help of HRM practices, business can develop their working environment so
it increases the working capacity of their workers that can help for achieve goals and objectives
of organisation. Aldi is one of largest supermarket chain which works for retailing business. It
can be operated approx 1000 stores in all over country. In this report, purposes and functions of
HRM are described. Superior has used various HRM practices that help for maintain healthy
relationship with their subordinates. Aldi open their HR department that helps for recruit right
candidate in right job at right time. HRM help for every organisation for attain target and
objectives in long run.
TASK 1
P1 Purpose and Function of HRM
Every organisation need human resource department that help for achieving their goals
and objectives in near future. HR manager has right to establish various programmes that helps
to increase skill and knowledge of workers. So employee give their full potential for attain high
productivity and profitability. Human resource department has right to assess the performance
efficiency of their large workforce. This department has take various decisions in term of
employee termination and superannuation. The main aim of this cited organisation to fulfil needs
and demand of their target customers with the help of providing better quality products and
delivers services. They also establish their business in domestic as well as international level.
HRM play a very crucial role for achieving organisation productivity and profitability. The main
purpose of human resource management is to identify potential individual with basic skill and
knowledge that helps to gain competitive advantage over other firm. Mainly five functions of
HRM are mentioned below:
Recruitment and selection: This function is very important for every organisation. With the
help of recruitment and selection procedure, company has identify potential candidate from pool
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of various perspectives, this help for business to attain large profitability and productivity in near
future. Recruitment is a positive process that helps in encouraging motivation level of workers
but on the other hand selection is a negative process. The main objective of this recruitment and
selection procedure is to hire right candidate in right job at right time. This having an adverse
effect on the productivity of business entity in the long run. Aldi has made various recruitment
and selection programme on the basis of their established goals and objectives. Company has to
select the qualified and competent candidate from large number of perspective and they also
conducting test session programmes that helps in finding out the applicant inherent potential.
Orientation: It is necessary for every organisation to conduct orientation programme, this help
for new employees feel comfortable and understand their job profile. New workers are easily
communicated and familiar with their existing workforce with the help of this orientation
programme. Employees are easily understand the goals and objective of company and give their
best effort for accomplishing it. They also know the policies and rules which the company has
prepared.
Maintaining good working condition: It is responsibility of human resource management to
provide better working environment to their workers so they give their best effort for achieving
productivity and profitability in future. Manger has to maintain strong relationship with their
large number of workforce. So employees can provide their ideas and thoughts in front of top
level of management. Company establish training and development programme that helps for
increasing knowledge and skill of workers.
Employee relation: This is most important function of every organisation. It is duty and
responsibility of HR manager is to maintain healthy relationship with their large number of
workers so it helps for produce better productivity and profitability. HR department of Aldi
mainly focus for improvement and development of their productivity. Workers has to produce
various goods or products according to taste and preference of potential customer so it helps in
attaining profitability and maintaining goodwill in long run.
Training and development: Most of organisation adopted this function so it can achieve huge
profitability in near future. Aldi establish their training and development programme to their
workers that helps in increasing their skill and competence level of employee so it give their best
effort and potential for attain maximum productivity and profitability. This function facilitate the
improvement and development of overall performance of their large workforce.
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P2 Strength and weaknesses of different recruitment procedures
Company has to recruit and select their workers form various large perspective with the
help of internal and external source of recruitment methods, These are as follows:
Internal source: It is most important recruitment method. If any vacancy available in company,
the vacant seat is firstly hired to that person who are already in pay sheet. With the help of
transfer and promotion, company has recruited their new competent candidate. In this process,
employees are shifted from one job to other similar job within same organisation. Aldi also
conduct this type of procedure. HR manager has focus to those individual who have requistic
knowledge and skill with respective of their job so it help for company for attain productivity
and profitability in long run.
Transfer and promotion: This method are mainly used by company in their recruitment and
selection process. In transfer, Workers are transfer from one location to other job location within
same organisation whereas in promotion, individual are promoted from lower level of position to
high level post with accompanied new responsibilities and accountabilities.
Retrenched employee: This method helps the company to save their cost and time effort to
identify new worker. Aldi has recruited their retrenched worker within the organisation. This
employee has familiar with company policies and procedures.
Strength:
 Familiarity with own worker: The company is more familiar with their existing worker so
they firstly fill their vacant seat with existing workforce.. Company ahs known their
strength and weaknesses that helps for resolving grievances that exist in organisation in
term of relationship, working procedure, method etc.
 Optimum use of resource: Company need those worker who have competent skill and
knowledge, this resource helps for achieve better productivity and growth in near future.
If employee has knowledge relate to particular field then they give their best effort for
attain goal and objectives of organisation. It provides various employment opportunities
to their large number of existing workers. In every company, the most important resource
is talent and skill competence of person who largely worked in enterprise. Economical: This method helps for company to save their time, cost, money, effort to
identify their new worker from various perspectives. They can recruit their employee
within organisation.
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Weakness:
 Restricted quality: There are limited number of qualified candidate that are present in
organisation. So company is not able to recruit skilful personnel inside the company.
Their choices are restricted to appoint workers within business. Inactive skill and competence: When worker assume that they were definitely promoted
in near future but company has not to do such act then their active skill and competencies
is converted into inactive, its effect company profitability and productivity.
External source: This method help for Company to appoint competent personnel outside the
organisation. This helps for company to identify more skilful and potential worker from various
large perspective. Various business has establish recruitment campaign in different institution
like college, universities, school and this will help for recruiter to pick up most competent
applicant that provide maximum productivity and attain profitability and success in long run.
Strength:
 Most of company desire to work with this method. So more applicant are applied for this
job opportunities. Cited company has also interested to establish their recruitment camp
in various institutions. Select right candidate: This process help for company to select right personnel in right
job.
Weakness:
 Cost: This factor affect the company manufacturing process. It increase cost element and
time of recruitment so this major impact for decision making process.
TASK 2
P3 Benefits to employees and employer relate to HRM practices
With the help of HRM practices, manager has to maintain healthy relationship with their
workforce. It is responsibility of employer to establish eco friendly environment in their
enterprise. Aldi has mainly focus for these HR practices this helps for improvement and
development of organisation productivity and profitability. Manager has right to see performance
of worker so it help to encourage motivation level of their workers. This practices are helpful for
both employer and employee in organisation so they both are working together for achieving
goals and objectives in long run. With the help of HR practices, Aldi organisation get various
favourable outcome, these are as follows:
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 Build team: Through this practices, cited organisation made team. Team has mainly
worked for achieving company and personnel goals and objectives. They also focused to
match their individual goals with company objectives and targets. The team has made
various strategies and planning method for accomplishing each allotted task. Each
member of team has responsibility to give their best effort and potential for achieving
particular targets and objectives. In spite of individual working, group give their best
potential for achieve overall profitability.
 Evaluate HR policies: HR department has responsibility to assess and evaluate policies
and programme. Employees has largely focused for this policies and programme ans
works according for it. Its is responsibility of top level management to take actions relate
to this policies and regulation (Jiangand et. Al 2012).
 Create positive and health work environment: Company has made various policies and
procedures that helps for achieve profitability and growth in near future. It is
responsibility of top level; of manger to create their positive and health business
environment so worker feel comfortable to work and increase their motivation factor this
helps for attain goals and objectives.
 Helps in make future planning: HR department has right to collect information and adt
from large number of workers. They also assign different duties and responsibilities to
different department.
Benefits to employees:
Training to employee: Its is duty of human resource manager to identify the need and want of
company. HR department establish training and development programme to their existing as well
as new employees this helps for increasing their knowledge and skill so they are able to give
maximum productivity.
Increase the efficiency of worker performance: Human resource management made positive and
favourable business environment that helps for increasing employee motivation level and
working efficiency. Company firstly identify tasty and preference of their target customer and
according to this want they generate their products and deliver services. They also focus t their
competitor prices, products , it helps for gain competitive advantage over other.
Motivate worker: Human resource practice play very important role for organisation success.
Company has provide various incentives scheme, reward system that helps for increase the
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inspiration level of large workforce, so they give their best effort for achieve maximum
productivity and profitability in long run.
These benefits are important for achieve company profitability and success in naer future.
Manger also maintain healthy relationship with their subordinates.
P4 Effectiveness of HRM practices in raising organisational productivity.
Human resource management play very crucial role for organisation success. Every
business made their goals and objectives that helps for complete their vision and mission
statement. The main objective and goal of every enterprise is to earn large money. Customer is
blood for every business enterprise, without this element they can not earn more profitability and
success. With the help of human resource practices, company make huge profits and
productivity. Superior ahas formed various polices and procedures that help performance level of
employees. HR practices also describe the role and responsibilities of employees this will helps
for gain maximum profitability. Various working procedures and methods are mentioned in this
HR practices, this will help for performance level of employee. Aldi also focus to establish
training and development programme to their workers so this will help for encourage their skill
and knowledge competence.
Aldi has produce better quality goods or products according to need and want of
customer. Training and development programme helps for worker to increase their skill and
knowledge so they are able to give maximum productivity and profitability. Aldi mainly focus
for these HR Practices so they produce better products and deliver services to their large number
of clients. They manly focus to produce organic products because now a days large number of
customer are more conscious about their health. Company HR department works under various
policies and procedures which regulatory authority has formed. In every organisation, manager
has right to allocated various task to their low level of worker so this whole process also impacts
the working of human resource department.
TASK 3
P5 Importance of employee relation that affect decision making
Organisation has achieve their goal and objectives with the help of performance level of
employees. It is responsibility of human resource manger to focus to maintain understandability
level between employer and employee. They made their positive business environment which
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help for worker to give their effort with maximum capacity. Employees feel comfortable to put
their ideas and thought in front of top level of manager. Worker also take part in decision making
process (Boxall and Purcell 2011). They can easily communicated their ideas and message in
front of top level of manager. Now a days, business environment consist various internal and
external factor that can adverse affect the profitability and productivity of organisation.
Environment are dynamic and complex in nature. Aldi has mainly works to maintaining
relationship between superiors and subordinates, so it can get better profitability and success in
long run. Various decision are taken by manager that helps to manage relationship with their
worker, these area s follows:
 Aldi make positive and healthy environment so large number of worker are participate in
decision making process.
 Superior has establish those goals and objectives that are relevant to advantages of
employers and employee, so it encourage motivation level of workers to participate in
goal setting process.
 Employees has learn new skill and knowledge with the help of job rotation technique.
 Workers can easily identify their mistakes with the help of feedback session which
company has established and according to this factor, they work for better improvement
and development.
 Superior establish strong communication process to their subordinates this help for
reducing conflict and misunderstanding exist in organisation,(Huselid,and Becker 2011).
 Company also focus to provide equal employment opportunities to large number of
workers so it help for reduce unemployment condition of country.
 Cited company has generate training and development programme to their existing and
new worker so it helps for increase knowledge and skill competence of large workforce.
 Company also launched various incentive scheme and perquisites like reward, promotion
etc, this helps for increase motivation level of their worker so they can accomplish goal
and objectives in long run.
P6 Explain elements of employment legislation
Regulatory body has right to imposed various rules and regulation in company policies.
These policies has defined the roles and responsibilities of manager and worker. Various legal
laws and legislation influence the decision making of human resource department. Mainly small
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enterprises are not covered under this legislation that government has formed. There are various
factors of employee laws and legislation and its influence on decision amki8ng process:
Anti discrimination act: This act states that every organisation forbid the discrimination factor
against their worker in term of race, caste, creed, religion and sex. Organisation covered under
this act are those who appoint 15 or more employee in daily during the past year and current
year. Aldi has covered under this act. This theory that employer has not right to terminate their
workers on the basis of caste, creed, religion.
Wages and hours act: This act sates that company has responsibility to paid at least minimum
salaries and wage to their workers. This act largely impact the human resource decision because
they continuous focus to their worker capacity and potentialities.
Medical and disability: According to this act, it is necessary for every organisation to generate
various medical facilities to their workers. The company has pad special attention for those who
are suffer from rare disease.
TASK4
P7 Application of HRM practices in work related context of Aldi company
Human resource management play very important role for attain company goal and
objectives. Employee is considered largest assets of organisation. Cited company suffered
financial crises because they produce low quality products to their target customer. Labour
turnover, absenteeism is major problem existed in this cited organisation. Aldi has worked for
human resource practices that helps for solve crises, these are follows:
Planning: This practice largely help for company in term of their recruitments and selection
procedure. They plan for appoint qualified and competent candidate this helps for achieve
profitability and growth.
Decision making: With the help of this practices, manager gather information and data from
various personnel department this helps for making decision process.
Development and training of worker: Company has mainly focus to generate training and
development facilities to their workers so it helps for increase their knowledge and skill
competence (Ployhart,and Moliterno 2011).
Employees specification: With the help of recruitments and selection procedure, company has
easily consider the experts who specialise in particular field. Business has evaluate their worker
in objective manner.
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CONCLUSION
From above mentioned report, it can be concluded that it is necessary for every company
to appoint one human resource manger that helps for attain their goals an objectives. Human
resource manager play very important role for organisation profitability and productivity. It is
necessary for company to establish various training and development programmes that helps for
increase their skill and knowledge competency level. It can concluded that company has use
those rules and regulation that are imposed by government authority.
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REFERENCES
Books and Journal
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
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