Human Resource Management Report: Analysis of HRM at Aldi (UK)

This report provides an in-depth analysis of Human Resource Management (HRM) practices within Aldi, a UK-based retail store. The report begins by defining HRM and its core functions, including workforce planning, recruitment, selection, and employee relations. It then examines the strengths and weaknesses of various recruitment approaches, such as internal and external methods. The report further explores the benefits of HRM practices for both employers and employees, focusing on training, development, and fair remuneration. It assesses the effectiveness of HRM practices in increasing productivity and profit, emphasizing employee development and job assessment. The significance of employee relations in influencing HRM decision-making is also discussed, along with the impact of employment legislation. Finally, the report concludes by summarizing the application of HRM practices in a work-related context, highlighting their importance in achieving organizational goals. The report covers topics such as recruitment, employee relations, and the impact of HRM practices on productivity and profit.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Functions and purpose of the HRM which applicable to workforce planing in organisation
.....................................................................................................................................................1
P2 Strengths and weaknesses of various approaches to the selection and recruitment process..2
Task 2 ..............................................................................................................................................4
P3 HRM practice's benefits within both employer and employee .............................................4
P4 Effectiveness of various HRM practices in term of increasing productivity and profit .......5
Task 3...............................................................................................................................................6
P5 Significance of employee relations by influencing HRM decision making .........................6
P6 Identify factors of employment legislation and impact on decision making ........................6
Task 4...............................................................................................................................................7
P7 applications of HRM practices in work related context ......................................................7
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
The process of human resources management can be refereed as the worked which
managed their significant structure in effective manner (Wright and McMahan, 2011). It can be
also considered ad their various functions as well as the activities such as the induction,
selection, development and training, recruitment, placement, motivations, dedications as well as
the benefits and compensations many more. It always in favour of maximizing their productivity
and there profitability of the industry by the entirely efficient utilization of staff members. It
although also assist in developing the performance of employees in leads to beneficial for the
respective organisation I the good manner. There is the vary major purpose of the HRM is to
improve , acquire and retain best kind of the talents within the company.
This assignment is based on the Human resources management of the ALDI company
which is known as the retail store in the UK. There is the different functions as well as the
purpose of the HRM in leads tot heir weaknesses and strength of the selection and recruitment
methods Which can also describe as in the report. Benefits of HRM practices and their
effectiveness along with their relations with the employee and their significance in determining
their report (Zhou, Hong and Liu, 2013). At last their respective application of the human
resources management practices which leads to the employee legislation ans their basic impact
on the process of decision making which figure out in this report.
TASK 1
P1 Functions and purpose of the HRM which applicable to workforce planing in organisation
HRM is the major process of recruiting as well as the selecting their major knowledgable
and other talented candidates who already got the trainings and predevelopment to their
candidate. There is the major purpose of the human resources management so to resolving their
problems as by achieving their high productivity many more. There is some of the major purpose
of HRM are as follows :-
Resolving issues :- There is the major aim of the management is to solve their several
problem which also present in heir work place, This is the way which management should also
communicate with there employee in the appropriate manner (Vörösmarty and et. al, 2010). They
can also apply best techniques and tools which reducing their issues and conflicts.
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To improve productivity :- They need to develop best kind of productive within their
organisation. The manager also try to give their best kind of training and development to their
workers,. The good candidates also help in raising the profits to organisation.
There are some of the functions of the HRM are as follows :- Recruitment and selection :- In this the human resources act as the major one while in
selecting as well as the recruiting candidates (Vidal‐Salazar, Cordón‐Pozo and Ferrón‐
Vilchez, 2012). It is the main process of selection qualified candidature, screening, and
captivation through the various significant process. The main aim is to attract the
deserving talent. Orientation :- It is also known as the fundamental phase which also in favour of the the
new worker by themselves. They oriented new employees. ALDI also offer program
related to their Orientation in order to accomplishment of the target and goals. Maintaining better working conditions :- There is the major relations off the employees
which is very essentials to give better working conditions. They also motivate and well
trained them. In lead to they also organise and proceeder financial and non financial
benefits staff from the various departments. Managing employee relations :- Employees are the key member of the organisation. It is
very significant and also a functions of the HRM. This have the enough capabilities to
influence their work with the output and behaviour.
 Training and development :- It so necessary to update their employees in their particular
time interval which leads to help in cope up with the organisations. Without trainings and
develop they will get out of the league and soon with seems as the out dated in the market
place.
P2 Strengths and weaknesses of various approaches to the selection and recruitment process
Recruiting and selection is the process of hiring although also attracting the large number
of the candidates (Van Dooren, De Caluwe and Lonti, 2012). In this kind of the human resources
management also act as the very necessary role while selecting to their applicants which already
possessing the experience in their field. There are the various approaches which is also utilized
by their ALDI stores. They needed skulls as well as the talented person which attract with their
consumers in order to gratifying the needs and wants of the buyers. There are recruitment and
selection process is already classified into two categories are as follows :-
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Internal :- It is the necessary for the organisation although also helps to mention their
company recruitments t the large number of the candidates (Tracey, 2014). In this process the
candidates also provide their kind of several tools to their new person. In consider their
promotions as well as the transfer system. It also leads to the conflicts as well as step
misunderstanding some time in between the employees and employers.
Strengths Weaknesses
 It maximize the moral of employees
 candidate familiar with the organisation
already
 Quicker and cheaper
 Gives the good opportunity for
advertisements and promotions within
the business.
 Limited numbers to potential applicants
and candidates
 The time wasted in interviewer their
inner persons which will not be so
thoughtful.
 This elements which is not initiatives
ideas so they can also introduce from
their external.
External :- In this kind of the elements the company also recruit as there good talented
candidate form the outside (Purce, 2014). There are one who is more experience which is also
filed into and accomplish in their long term goals in their specific period of time. From, ALDI
use these kid for the various methods such as their advertisement, publicity and other kind for the
techniques ans also aware their candidates vacant positions. There are the components have
various beneficial and disadvantages some of them are as follows :-
Strengths Weaknesses
 Adaptability of environment
 It is the good choice for the company
 The candidates have various range of
the experience
 It is highly costly
 it is expensive to due tot he methods of
interviews and other advertisement
process
 Lengthy process
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Task 2
P3 HRM practice's benefits within both employer and employee
It is the practices of the GRM which also consider as the system, policies and either
influences as b the behaviourism, performance and attitudes, They also precode the advantages
to their employees and the employers also in order to accomplish as their high productivity and
other profitability in their own systematic manner (Mitchell, Obeidat and Bray, 2013). ALDI is
the well known retail store which demands for the skilled employees. This kind of the practice
also not achieved by their short as well as the long term objectives.
Benefits of the employees :- The human resources practices help tot the workers so they
can raise their knowledge, skills and benefits, There are some of the advantages are as follows :- Training and development :- This help to enhance the skills as well as the knowledge of
the employees in order to accomplishment of the target and leads to the growth as well as
success. The ALDI conduct various program's while in maximization productivity and
profitability at al. Conduct motivation programs :- It is one of the good advantages of the workers. There
is the activities the ALDI also offer them various motivation theories. It is also helpful for
hen which fulfil their demands and needs of the workers in very structured manner.
 Promote employees in systematic way :- There is the every organisations the employees
play as the key role which help them in implemented the strategy and also keep their
accomplished of the goals and target. So the manager need to promote their employees
and on their basis of the work (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
Benefits of the employer :- These kind of the practices of human resources manage' is
very significant although. It also utilize by the various organisations. The major benefit is to
enhance their benefits so they cam also raise performance as well as their productivity in
effective as well as the efficient manner. Fair remunerations :- This is vest advantages for the employer, They are basically
responsible for their functions and activities which is conducting by them. So according
to this the business is enough capable so they can also offer the fair remuneration to
manager.
 Retirement benefits :- ALDI company basically also libel towards the facilities of the
retirements for their employers, The company also proved them various kind of the
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benefits in the orderly manner, This is very important for them to accomplish the long
term value of particular business as well as also maximize their efficiency.
P4 Effectiveness of various HRM practices in term of increasing productivity and profit
Human resources management also plays a very essential role in the every organisations.
It although helps to improve their productivity and performance of the enterprise (Jiang and et.
al., 2012). This helps to the human resource management practices so they can recruit as well as
select their skilled candidates in their business operations. There are some of the human
resources practices are as follows :-
Employees development :- It s the defined duty of human resource development in very
necessary process of achieving their goals and objectives of company. There is the similar libel
so they can also give them approaches of their workers. If they motivate their rest of the
employees the they help them to raise profit for the organisations.
Employment programs :- All kind of the components are control as well a managed by
their systematic manner. They are although also responsible for their various trainings and
development so in order to accomplish their short as well as their long term target.
Job assessment :- It can be also describe as their career assessments. So the employees is
are needed in their several attributes such as the values, interest, preferences, skill, and other
aptitudes. There is the help of the this also they can also maximize their revenue along with the
incremental for their large number of the consumer attractions (Huselid, 2011).
Practices of the human accessory management demands fort he long term values and
their particular time durations. They also play important role as their achieving objectives
towards their organisation are as follows :-
 Collect entire important data as well as the information in their manufacturing products.
 They hire deserving and skilled employees for executing their various different strategies.
they also support their kind of the human resources practise which reduces their losses.
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Task 3
P5 Significance of employee relations by influencing HRM decision making
The employee relations is very essential for the every kind of the organisations. Although
it also support the company so they expand them at the democratically as well as the
geographical market. As the government of the UK which also introduced them as in terms of
the various industrial democracy. They also defined as their some for the legislations as well as
the right of the employees (Gil-Aluja, 2013). By dong this they also maximize their process of
participation in their decision making . The Staff member f the issuing if very major part of the
firm which also help them to analyse their entire plans which also designed their all the
activities. There are some of the importance of their employee relations are as follows :-
Allocation of the resources :- In figure out their important resources which is also not
possible without their employee relations. There is the healthy and safety in linked in between
with the employee and employer in their environment. So although this is kind of the way which
company also get their high development and profit tot heir product information in the market.
Achieving objectives :- Along with the aid of employee relations they accomplish their
long as well as their short terms goals. There is the objectives which need to be imply at the
systematic manner. In this kind of the company which also provide them various programmes
such as their development and the training tot heir employees.
Customer satisfaction :- ALDI is the retail store, they also mainly offer them their food
products at their cheaper rate to their potential as well as their target consumer. Although they
also create their good relations with their buyers. Every persons demands fort heir best quality in
within the affordable price.
Growth and development :- An organisation of the growth and success which is usually
lie with the friendly link in between the employees(Fitz-Enz and Davidson, 2012). There is the
all functions which also need to be fulfil be their only candidate as well as they are also capable
so they can accomplish high growth of their business.
P6 Identify factors of employment legislation and impact on decision making
Laws and regulations have their board effect to their human resource management which
support tot heir in the smooth running in between the workers as well as the manager. Therefore,
is is very significant for the ALDI so they can also undertake their various laws in which is also
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framed by their other legal authorities. There is the brand image of the business which can also
be generated by their market. It also help tot resolve their various problems which is related to
their equal wages, health, opportunities as well as the health and safety many more. Some of
them are as follows :-
Equality act, 2010 :- According to this legislations they can be describes as theta each
and every person need to be activated similarly and equally. It is all depends on their age, gender,
beliefs, race and many more (Daley, 2012). It also has their own large effect on their enterprises
as well as the something manger. They also not able to reject their some of the different person.
The a;sp have the same which needed attributes due tot heir rules and regulations.
Work time regulations, 1998 :- It also give the rights related to employees in context of
their holidays. They are also taking the occurrence for their work as well as their monitor
working time, They also has the impact in their organisation when there is m lore work load. In
favour with the legislations the manager usually cannot force to their employees to work for the
long period of time, This is important doe them to give proper break so they overcome and relax
for a while fr their tension.
Safety and healthy Act, 1974 :- This can also be defined as the rules and regulations
which also provide as to safe and surrounding of their workers. In there during day which also
may obtain very heavy value due to their workers mistake which also not follow their health and
safety measures. It is somewhere important to their ALDI company so they can formulate their
several equipments of the safety such as the fire extinguisher to get over from the hazards.
Minimum age Act, 1998 :- This act depict as the help of their business law which much
need to set their nominal set of their each and every workers of an enterprises. Therefore, the
also do not well regarding to their work standards.
Task 4
P7 applications of HRM practices in work related context
HRM is the process of an the organisations which also help them to identify their terms,
wages, holidays, promotion and other activities (Budhwar and Debrah, 2013). There is one of the
major purpose of the HRM is to improve their workplace of the organisation in order to increase
their benefits and also maximize their entire process of operations. So to determining their needs,
interest of the employees, preferences and interest their actives which is going to perform their
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various attitudes and behaviours (Bratton and Gold, 2012.). The also for the survey which
generate such satisfying workforce. They are actually liable for their various committing
goals, ,missions, objectives,vision and other policies of the organisations. There are various
applications of their human resources practices which is quite necessary for their company to
achieve in their long term, goals and objectives in their particular period of time.
Recruitment and selection process :- This process actually in favour of hiring their
deserving, skills as well as the talented people in their cited organisations. ALDI also demands
for the fresh candidates with the god field experience. This HRM also help in positioning
employees on their proper place so in order to raise their entire performance.
Acquiring talent :- this is the process of recruitment which also support be and although
also contouring the appliers, In this kind of the way the company also they to offer them various
training an development programmes, The candidates also raise their skills, and talents in leads
to the accomplishment of the goals and objectives of the cited company.
Work flexibility :- The ALDI also demands for their working conditions to their
employees and other employers as there also scheduler shifting, holidays, work form the hoe and
some other demanded aspects (Armstrong and Taylor, 2014). Work needs to be flexible during
their suiting situations as well a the circumstances. It might be in favour of keeping their working
which is necessary in generating particularity in their work.
Job Description
Name of organisation ALDI
Job Designation Senior marketing manager
Location London
Reporting CEO (head office)
Roles and Responsibilities  To increase sale of the store.
 To ensure high customer satisfaction
Working Hours 10am to 7:00pm
Salary 23000 Pound per month
Working Facilities House rent allowance, travelling expenses and special
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discount on products of ALDI
Person Specification
Qualification  Post Graduation
 Masters in Business administration (Marketing)
Experience  5 year working experience in a Multinational
retail company.
Area of Expertise  Ability to convince others
 Negotiation skills
 Research-ability
Job Offer
ALDI is hiring for the post of Senior marketing manager
Post – Senior marketing manager
Number of post - 3
Qualification - Post Graduation and MBA in Marketing
Experience – At least 4 year working experience in Marketing field
Candidates will get a call if their C.V will be selected by HR team
Job application can be submit online on company's website and offline at registered office
Last Date to apply- 20 March, 2018
Address: London, headquarter of ALDI
Email: [e-mail]
Interview questions
Q1. Why should we selected you?
Q2. What was your job responsibilities in previous job?
Q3. What new can you bring in the organisation?
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