Human Resource Management Practices

This assignment delves into the crucial role of human resource management (HRM) practices in shaping organizational success. It examines various functions of HRM, such as recruitment, training, compensation, and employee relations, highlighting their impact on overall performance. The analysis considers contemporary challenges faced by HR professionals, including talent retention, diversity and inclusion, and adapting to evolving work environments. Drawing upon relevant academic literature and real-world examples, the assignment aims to demonstrate the strategic importance of effective HRM in driving organizational growth and competitiveness.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Purpose of HR function along with roles and responsibilities and highlighted significance..3
2.Approach to workforce planning, recruitment and selection, development and training,
performance and reward system.............................................................................................6
3. Different methods used in HR practices.............................................................................7
4.Approach and effectiveness of employee relations and employee engagement.................9
5.Key aspects of employment legislation within the organisation.......................................11
6.Evaluation of employee relations and employment legislation in decision making and
meeting business objectives.................................................................................................12
TASK 2..........................................................................................................................................13
7. Job description, Job Offer letter and personnel specification of an organisation............13
8. Evaluating use of technology on improving the recruitment and selection process........15
CONCLUSION.............................................................................................................................16
REFRENCES.................................................................................................................................18

INTRODUCTION
Human Resource Management (HRM) is strategic approach for managing people in
organisation which helps business to gain competitive advantage (Ajayi, 2013). It includes
procedure for recruitment, selection and providing training to all employees. This helps in
motivating workforce for achievement of organization's goals and objectives. This process help
to develop a good relationship between employee and employer. The given assignment is based
on ALDI which is supermarket multinational company founded in 1946 at Germany. It has
overall 10,000 stores in all over the country. This report covers purpose, key roles and
responsibilities of HR functions and highlight some significance on acquiring talent needs to
meet business objectives. There are some approaches which need to be followed by organisation
for making work easy and simple. The employment legislation are required in business so that
work can be carried effectively and efficiently. There are different methods used in HR practices
for running business effectively and relation of employee with organisation for meeting business
objectives. This report also discussed about job specification, person specification and use of
technology for improving recruitment and selection process.
TASK 1
1. Purpose of HR function along with roles and responsibilities and highlighted significance
It is very important to implement organization tools by HR manager of business. The role
of HR manager is to design and administrate various policies that help in implementing various
resources. The effectiveness of HRM in an organization is to hire right people for right jobs and
help them to achieve long term objectives. The purpose of HR function along with roles,
responsibilities and significance for acquiring talent to meet business objectives are described
below:
Purpose of HR functions
Human Resource is mainly concerned with motivating, hiring and maintaining workforce
within business for achievement of goal and objectives (.Amberg and McGaughey, 2016). The
main purpose of HR is maximizing productivity of business by optimizing effectiveness of staff.
There are different functions of HR such as managerial and operative having different purpose.
Under managerial functions, various points are included planning, organising, directing and
controlling. Similarly, for operative functions, the recruitment, performance appraisal, training

and development are included. These all functions of ALDI has different purpose which helps in
achieving set goals and objectives. These helps in selecting right person for job and training
assist employees to perform in effective way. The main purpose of HR functions is to attract,
develop and maintain quality workforce for organisation. There are some other functions of HR
and its purpose are determine below as:
Recruitment and Selection- Recruitment is positive process where large number of
candidate get opportunity to apply for given post whereas selection is negative process where
only capable candidate are selected from pool (Arputharaj, 2012). It is responsibilities of ALDI
HR manager to select best and suitable candidate for given post. In case HR manager is not
capable to select best candidate for organisation then goal and objectives cannot be achieved. It
is most important roel and responsibilities of HR manager. It main purpose is to select best
candidate out of many for the given job profile in order to achieve goals and objectives.
Training and Development- It is HR responsibility to conduct training and development
programmes for their employees in order to improve them for achievement of goal and
objectives. The employees should be provided with training on regular basis so that they can
enhance their knowledge and skills. Its main purpose is to increase skill and knowledge of
workforce working in organisation. Training and development should be conducted for both
manager and employees so that both can work effectively and efficiently. Through this
workforce can handle each and every work assigned to them smoothly.
Performance appraisal- It is the systematic evaluation which used to understand the
performance of employees (Bitkowska, 2015). According to work performance of employee
appraisals are done by manager. It can be in form of salary increment, promotion. If ALDI
provide conduct appraisal for their employees then they focus on improving performance and
achieve final goals and objective. The performance appraisal helps in motivating staff working in
an organisation. It is responsibility of HR manager to provide feedback of their employees
performance to manager for performance appraisal. In case of bad performance they should be
provided with training for improving them. The main purpose of performance appraisal is
evaluating how well employees are conducting their duty and responsibilities. This helps in
keeping record of each employee's job performance with respect to efforts they have made and
achieved.
Significance that HR plays in acquiring talent to meet its business objectives

The significance that HR manager of ALDI plays for meeting business objectives are as
follows:
 To improve effectiveness of organisation which improve all HR functions effectively in
meeting long term objective.
 It helps individuals to work in team so that more competency can be achieved and
communication can be good.
 The training and development helps new as well as existing employees to know about
their roles and responsibilities for their better work performance.
 There should be strong relationship between employer and employee, rewarding staff on
good performance and motivating for hard work helps in achieving goals and objectives.
If skilled and trained employees are selected for organisation then goals and objectively
can be achieved easily as they does not requires more training and development. The enterprise
prefer to select those talent who have experience in particular field and achieve business goal.
These are are the functions that help the HR managers of the ALDI provide definite talent
and acquisition skills. It help them to make the decisions quickly and plan the perfect strategic
plan for the organisation so that they can achieve the organisation objectives.
Managerial functions of HRM-
Planning- In this function all the employees of the ALDI have to make a plan that
involves talent, recruitment, selection and training in the organisation. By this they can meet all
the social needs of the company. In the organisation, when they start the work they have to plan
a plan so that the work can be done accordingly.
Organizing- The function that basically determine that an HR manager of ALDI have to
assigns the task to the team members so that they do the work effectively. The employees have to
make good leadership skills so that the members can accomplish the company's goal.
Controlling- When the employees start their work they have to check what plans or the
skills have been used to develop a plan. The ALDI managers have to make perfect audit process,
record all the turnover rate of the labour in which they can attain the objectives.
Operational functions of HRM-
These functions help to maintain the proper plan so that ALDI managers can give the
salary on the time. All managers establish the good talent skills and make employees to design
the perfect decision making

Human resource planning- In this function all the members of the ALDI have to come
in proper time, do the good job and analyse the perfect acquisition talent skills. By this they can
generate the needs or maintain a proper plan in the organisation. It helps to maintain the future
programmes which determine the long term needs and short term needs of the organisation. All
the members of the ALDI have to make a proper programmes that develop a strategic resource.
Recruitment- It is a process in which new employees come in the organisation. When
they entered in ALDI , it is efficient for the members to know all the talent skills in which they
develop the perfect planning.
Selection- When the employee get recruited then the managers of ALDI have to select
the perfect employees for the job. The employees who is selected he/she should have good
Knowledge of the computer and have excellent communication skills.
2.Approach to workforce planning, recruitment and selection, development and training,
performance and reward system
Human Resource Management plays an effective role for enhancing employees ability of
recruiting and selecting, workforce planning, training and development, performance and reward
system (Brunstein, 2016). In the organisation these terms are necessary for development of
business in which all managers have to make a proper approach in selecting the right employee
for right job. The approaches sued by ALDI in improving performance of employees are
described below:
Work Force Planning- It is continuous planning process of workforce for aligning need
and priorities of organisation in order to achieve goal and objectives. According to nature and
size of organisation, work force should be planned. ALDI has adopted strategic and operational
approach for doing planning of workforce. Thus, this helps in selecting right employees for
various department. For example, accounting department requires employees from finance and
account background so that they can work effectively. The strategic and operational approach of
work force planning helps in solving problems and prevents conflict within organisation. They
can forecast expected labour costs, competitors and changes which can took place in
organisation.
Recruitment and selection Process- Recruitment is procedure for inviting candidates for
given job profile through online, social media, television, newspaper and others (Chao and et. al.,
2017). ALDI use both internal and external recruitment for selecting best candidate. Similarly,

selection is procedure of evaluating and interviewing selected candidates and applicants for
particular job position. In order to establish and operate business activities, recruitment and
selection process are important. This process assist ALDI in hiring best candidate for given
profile. This approach helps manager to increase profitability and productivity in competitive
advantages by selecting most capable person for entity.
Training and Development- This approach help manager of ALDI in providing shape to
staff and employees as per work culture of business and increasing overall productivity of new
and existing staff. The managers of ALDI need to draw systematic training and development
approach so that candidates will determine their specific goals and objectives. Every employees
working in organisation should analyse, designed, acquire, implement and measure those
strategic decisions which have been made by mangers of organization. This approach helps in
identifying most efficient means for generating consistent through optimum results by providing
training and development of employees.
Performance Management and Reward system- The performance management can be
measured through attribute approach. The performance of each and every need to be measure
through their goal achievement. This approach works in ALDI in order to know about
performance given by their employees for different task. Similarly, for reward system,
consistency approach is used. This helps is regarded as key aspects of fairness. In ALDI, if they
are doing unfair within reward system, it decreases morale of employees. So it is helpful for
reducing the unfairness (Gill, 2017).
3. Different methods used in HR practices
HR managers use to implement various plans and procedures in order to manage and
make proper workplace culture and environment (Kraja, 2013). ALDI examine different methods
used in HR practices that help in organization to ascertain compensation, ensure all the
performance of managers and provide all benefits which employees make to attain proper goals
and objectives in company. The different methods used in HR practices with case study are as
follows:
System Approach- System approach helps manager of ALDI to provide training and
development to employees on regular basis for improvement. This plays significant role in
business to enhance employees. This approach includes job skills, training, development, new

employee orientation. The HR manager of ALDI is focusing on providing training and
development for improving their employees and skills.
Systematic Approach- This approach is implementing in organisation in term of
recruitment and selection methods. All the activities and functions like advertising job
vacancies, sponsoring career fairs at colleges, universities, are managed by manager of ALDI.
The manager are designing recruitment practices for attracting large number of applicant. Such
practices helps organisation for selecting right candidate for given job profiles. Through
systematic approach manager can identify whether candidate has ability to meet goals and
objectives of organisation.
Connection to Reward Approach- This approach assist managers in increasing value of
their organisation and with practising of such approach leads in supporting and promoting
employees goals and objectives. Such practices helps manager of ALDI in developing skills,
knowledge, motivate and encourage employees for carrying out task in effective manner. The
approach is providing helps to organisation and employees in achieving objectives timely.
Employee turnover is reduced by applying such approaches.
Benefits of the HRM practices
In an organisation an when the new employee is get interviewed and selected for the
organisation, it is the duty of the managers of the ALDI to examine whether the employee should
have good skills or not. This can help the company to design the effective plan for the
organisation. In this the leaders of the organisation have to build proper teams so that all
employees do the task in an effective manner. Here are some of the benefits of the HRM which
are as follows-
Improve the employee turnover- ALDI need to maintain the good employee turnover so
that the managers can give the rewards accordingly. It is the duty of the HR managers to select
the good employee for the organisation. For example- In an organisation the managers have to
maintain good relations between the employee so that they make the perfect decisions which
help to maintain the profits in the organisation. If the employee do the good job in the ALDI then
it is the duty of the manager to give the extra compensation to them.
Conflict resolutions-When the employee do the job in the organisation then the conflicts
will be arise. It is the duty of the managers of ALDI to resolve the conflicts in the organisation so
that they do the task accordingly. For example- ALDI managers make the groups of the teams

and it is beneficial to employee have to maintain the decorum in the organisation so that conflicts
can be resolved and proper decisions should be made.
4.Approach and effectiveness of employee relations and employee engagement
In an organisation effective employee relations and employee engagement help mangers
to determine strategic decisions in order to achieve goals and objectives (Neamtu and Neamtu,
2016). There should be good relationship between employer and employee which helps in
boosting performance and leads to success. In ALDI organisation need to implement various
plans and procedures related to employee relations and employee engagement which are given
below:
Employee relations
It is a term which used to determine the relationships between the employees and
employer in an organisation (Naser and Al Shobaki, 2016). The relationships that they have build
will be warm and good. It is the duty of ALDI managers to establish a good communicate for
making healthy and safety environment. For employee relation, organisation has implemented
various approach for developing culture positively which are explained below:
Approaches of Employee Relations
Sociological approach-In this approach managers have to build proper value systems,
customs, status symbol in which different teams of ALDI will be functioned. It shapes the
behaviour of all employees and make healthier social relation between employee and employer.
Human relation approach- In the organisation all employees want proper pay and
working conditions and developed an opportunity of all mangers to builds effective decision
making in an organisation . It is the duty of managers of ALDI in management that no conflicts
may arise and they do effective working in organisation.
Effectiveness
With help of such approaches, ALDI can maintain flexible workplace practices for good
environment that leads in reduction of conflicts. It can create effective employee relation with
staff so that goal and objectives can be achieved. There should be profitable and productive
workplace so that all staff can work effectively. For example, employees can work and maintain
good relationship with organisation.
Employee engagement

It is situation where every workers are doing their own activities and task. The resources
can be utilised in effective manner if there is proper employee engagement which leads to
success of organisation. It is responsibility of manager to encourage and motivate each and every
staff for participation and improve their skills and knowledge. For employee engagement,
organisation has implemented approach for developing culture positively which are explained
below:
Approaches of employees engagement
Motivation Approach- In this approach, employee should be motivated by providing
proper compensation, salary, wages, participation (Oussama, 2012). This approach helps in
achieving goal and objectives. If ALDI can motivate employees effectively then there is low
labour turnover.
Effectiveness
This helps in creating flexible working practices in an organisation. This helps staff to
increase productivity and profitability of organisation if they are motivated and encouraged. The
employee engagement helps staff to give their best. For example, if employees are motivated and
get rewards then they are attached to organisation and give their best performance.
The importance of employee relations
The role of trade unions-
In a particular organisation all the employee have to maintain the proper relations
between the employee or the employer. Trade union is a process in which all managers will sit sit
and generate their ideas and views to generate the maximum profit. This will help more
employee to maintain the good relations among all of them that help in making a good planning
approach.
Collective agreements-
It is a written written material that had made between the employer or various trade
unions. All the managers have to design a good structure so that employees can feel good and
they maintain the good relations among them . This will help them in making good decisions in
the organisation that generate the maximum profits in the organisation.
Effectiveness and ineffectiveness of different HRM practices
HRM practices is the process where the employees have to planned a organized approach
to do the effective task in an organisation. In this all the employees are get motivated to the

activities that the managers of the ALDI is assigned. They do the perfect planing, controlling,
directing, executing the resources.
Strategic management- It is the process where the organisation can planned the strategies
so that the employees can able to fulfilled them. This can help to improve the effectiveness and
ineffectiveness in that help the ALDI managers to generate the profits. All the employees have to
maker a perfect strategic plan that can maintain the disciplines in the organisation. They have to
create the vision, mission and objective for starting the task in the organisation.
Risk management- In this process all the employees have to accomplish all the risk
which help them in making decisions accordingly. If the employees do not take the risk then
there they will not generate the maximum profit. This can help them to improve the effectiveness
of the organisation which helps them to generate the maximum profits. While if there is
ineffectiveness, then the employees would not take the risk and the companies will not generate
the maximum profits.
5.Key aspects of employment legislation within the organisation
Employment legislation is a law that governs employment should maintain good relations
among all of them. There is a union ship between employee and employer so that organisation
objectives should be achieved. The main aim of Employment legislation in ALDI is to give
proper wages to workers, minimise effective hours work and provide safety requirements to them
in organisation.
Anti- Discrimination Act, 1977- This act assist in preventing favouritism at workplace.
Such act helps organisation to treat each and every employees of organisation equally and fairly
without discrimination (Pukienė, 2016). This act has implemented by ALDI in recruitment and
selection process and providing wages and salary to employees as per working criteria.
According to government, if manager deny to implement such act, then they are liable for certain
penalties.
Minimum Wages Act, 1948- Under minimum wages act, employees should be paid as
per their skills, knowledge and job description imposed rules and regulations by government. It
is duty of HR manager of ALDI is to provide fair wages to staff according to working criteria
and job description. This helps in no discrimination in pay scales of employees. Under this act, if
manager does not provide minimum wages then they are liable for penalties.

Sex Discrimination Act, 1975- This act was made in 1975 by government for protecting
discrimination on basis of gender, marital status and others (Woolliscroft and et. al., 2012). It
also focus on treating male and female employees equally within organisation. The manager of
ALDI should implement such act in order to avoid conflict among employee regarding gender
and complexion. If such practices is avoided in business then they are liable for punishment.
By adopting such legislation with organisation helps ALDI to achieve goal and
objectives. This act also helps in treating each and every employee equally and paying fair wages
to staff. It helps in encouraging and motivating staff for attaining sustainability and growth.
6.Evaluation of employee relations and employment legislation in decision making and meeting
business objectives
The employee relations and employment legislation plays important role in decision
making and meeting business objectives within given time period in an organisation. In context
to ALDI, both can be explained as given below:
Employment Legislation- There are different legislation laws made by government such
as minimum wages, equality law for employee and employer. There should be no discrimination
between employees working in ALDI regarding age, religion, gender, pay scale and other. All
working staff should be treated equally and fairly according to job description. If organisation
follows all laws and act then it leads to meeting business objectives. The better decision can be
made for benefits of both individual and organisation.
With helps of strong employee relation and employment legislations following helps
manager encouraging and motivating their staff and employee in effective way for better
decision making and meeting objectives of business. Thus, it leads in enhancement of
productivity and profitability of organisation as well as meeting their objectives and goals and
attaining sustainability in competitive market.
Strengths and weaknesses of the key aspects of the employee relations management
and employee legislation
Strengths Weaknesses
Employee relations The main strength in the
organisation is that, if the
employees want to receive the
If the employee do not
maintain the perfect employee
relations then the conflicts will

reward or maintain the
discipline in ALDI then they
have to maintain the proper
employee relations in the
organisation.
be resolved and they will not
make good decisions.
Employee legislation It motivates employees and
help them to not to resolved
conflicts in the organisation. If
they do the good job in the
ALDI mangers can give more
opportunities to do the work.
In this process, if the employee
do not follow all the rules then
they have to give the payment
for it and it is difficult for
him/her to stay further in the
organisation.
TASK 2
7. Job description, Job Offer letter and personnel specification of an organisation
Job offer letter is the person specification win which organisation have to check whether
person will stay in organisation or not (Xiuna, Xianyuan and Juan, 2012). It is helpful in decision
making to acknowledged various process to determine some competency in business
Job description-
Human resource
Job profile: Assistant HR manager
Job purpose:
To provide day to day administrative activities and make various functions regarding
human resource functions . It is to ensure that employees should have the right balance to
determine all efficiency of employees like skills and experience It is the duty to provide advice
and assistant to managers and body.
Duties and responsibilities-
 Provide advice and make assurance to all employees
 Prepare job advertisements
 Check all application forms

 Shortlist the candidate
Skills-
 proper communication
 Problem solving skills
 Personnel and professional skills
 Effective relationships
Roles and responsibilities-
The main role of managers to assign the task in an effective manner so that they can run
the business smoothly to achieve the organisation profits. The responsibility of manager to
provide good services to all customers and give good training to all the employees,
Expected salary-
The average pay for an assistant HR manager will be 4,50,000. If the managers increased the
dependency of work then their will be increase in the salary.
Reporting structure -
Timing – 10.00 AM to 3.00 PM
Personal specification-
Title of job Assistant HR manger
Date 21/02/19
Primary enviable Met
Qualification required
Experience in human resource
field for 2 years, and knowledge
of MS excel
Yes
Aware of all latest HR practices Yes
Need of experience
Knowledge of MS excel Yes Yes
Personnel characteristics

Calm, patient, good
communication , work in team
work and punctuality
Yes Yes
Four questions that ask to employee while conducting the interview-
 Explain yourself
 What did you know about the company?
 Why should we hire you?
 What are your strengths and weakness?
JOB OFFER LETTER
Aldi company limited
A/123 Main road street, London(U.K)
Dear robbin,
This is to here by informed you that company had selected you for the post of Assistant
manager in HR department as on February 21, 2019. There are 10 candidates who have apply
for the job and you are the one who have selected for this post.
Their are some conditions which has been giving in the packet. If you accepted this job then
sign on the another letter before it has been drawn and if you don't want to do this job then
please inform to the company as far as possible. If the company do not receive any response
from you from the due date then they assumed that you are no longer interested for this field.
Company need to acknowledged that if the person have any query then ask the question and
enclosed the terms and conditions do not hesitate to contact to the organisation to discuss them
further.
Your sincerely
Manish Sharma
(HR Aldi)

8. Evaluating use of technology on improving the recruitment and selection process
Recruitment and selection are two important process which should be managed
effectively by HR manager (Yan, 2018). With helps of such process, business can hire best and
suitable candidate for given job description. With the change in time and situation, organisation
need to adopt latest technology for improving recruitment and selection in order to make work
easy. Some of the technology used by manger of ALDI for improving their recruitment and
selection process are given below:
Online Sources- The manager of ALDI can use online sources for doing recruitment and
selection. Through this sources, organisation can easily test competencies and skills of an
individual. Such technology helps in saving time and cost of company as people are more
connected to online sources and also helps in reduction of work load of manager. This
technology assist in selecting best candidate for given profiles. Even the manager can create
account in online portable related with job and select best from many.
Digital Networking and Social Platforms- The digital networking and social platforms
are being used by manager of ALDI in order to attract and connect suitable candidates for given
profile. It includes social media such as twitter, LinkedIn, Facebook. With helps of such channel,
recruitment and selection has became easy for HR manager and select best candidate for
organisation.
With the help of such technology such as online sources, digital networking and social
platforms, ALDI can select best employee for business. This helps in saving time and cost of
organisation. Thus, it is most suitable technology for organisation for selection and recruitment.
The rationale for adopting the best HR practices
Role of advertising- It is the main role in which all the employees of the ADI have to
maintain the best advertising policies in the organisation. This is because the employee will able
to achieve the profits in the organisation. All the managers in the organisation can increase the
sales if the advertising is good and employee could make the good decisions
Interviewing- This is the process when the new employees come in the organisation and
maintain the good relations with the other members in the organisation. This can help to make
the good HR practice in which the employees can make good decisions.

Selection-It is the duty of the manager to select the good employee for the best job so that
they maintain the disciplines in the organisation. ALDI managers will select the right employee
for the right job so that organisation can maintain maximum profits.
CONCLUSION
From above report it has been concluded that human resources management plays
significant role in an organisation. This helps manager knowing their roles and responsibilities,
function and purpose which need to be performed in organisation. For achieving goal and
objectives, HRM select best and suitable candidate. In order to sustain and growth, it is necessary
for enterprise to have effective relationship with their employees and follow all legislation. Also,
business is making various strategic decisions that regulate technology and effective rational
environments in the organisation. The use of technology for selection and recruitment helps in
saving time and cost of organisation. Through help of portal, HR manager can easily identifies
skills and capabilities of candidates and select the best.

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Online
Sex Discrimination Act 1975. 2019. [Online]. Available
through:<http://www.legislation.gov.uk/ukpga/1975/65/enacted>.
Functions of Human Resource. 2018. [Online]. Available Through: <https://bizfluent.com/info-
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