Human Resource Management - P1 Purpose
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Added on 2021-02-22
Human Resource Management - P1 Purpose
Added on 2021-02-22
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HUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................1LO 1.................................................................................................................................................1P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing anorganisation.................................................................................................................................1P2 Different approaches to recruitment and their strength and weakness..................................2LO 2.................................................................................................................................................4P3 Benefit of different HRM practices for employer and employees.........................................4P4 Effectiveness of different HRM practices in terms of raising organisational profit andproductivity.................................................................................................................................6LO 3.................................................................................................................................................7P5 Importance of employee relations in respect to influencing HRM decision making............7P6 Identify the key elements of employment legislation and the impact it has upon HRMdecision making..........................................................................................................................8LO 4.................................................................................................................................................9P7 Application of HRM practices in a work-related context, using specific examples..............9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONHuman Resource Management (HRM)involves management of employees in the company toassist an organisation in achieving organizational goals. ALDI is a supermarket giant based inGerman and has its store spread out all over the world. This report highlights the purpose andfunctions of HR management applicable in the organisation and different approaches of HRMpractices have been detailed. Further this report highlights various benefits for employer as wellas employees in ALDI; effectiveness of HRM practices and importance of employeerelationship. Lastly, the laws supporting human rights and application of HRM practices havebeen detailed.LO 1P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing anorganisation.Human Resource Management is associated with various functions like HR requirement andplanning, selection, training and development, managing personnel etc. Various functions ofHRM has been explained below :-RECRUITMENT :- Recruitment process involves identifying the potential employees meetingtheir requirement criteria and then selection of the best candidates. HR at ALDI hires the bestand deserving candidates from all the available ones selecting them on the basis of theirprofessionalism, integrity, dedication etc.TRAINING AND DEVELOPMENT :- Every new employee joining the organisation, needstraining so that employees can become flexible with the work culture, working conditions andunderstand the environment of the organisation. At ALDI, training and development is mainlyused for the purpose of developing skills and increase the efficiency of the employees at theworkplace. In ALDI, the employees are given training in mainly two ways :- On-the-job and Off-the-job. On-the-job training is imparted to employees during their working hours i.e. when theyare on the role (Brewster and Hegewisch, 2017). Off-the-job training is the training imparted toemployees when they are off the role i.e. to enhance heir expertise and intellectual skills inresearch or equipment handling etc. PERFORMANCE MANAGEMENT :- After the employee has been selected and trained, hisperformance is regularly evaluated by the HR Department. HR at ALDI uses various methodslike self evaluation, performance evaluation, peer ratings and target meeting abilities of the1
employee thus measuring the employees output. HR takes all these efforts to ultimately boost theknowledge gained by the employee and improve his experience with ALDI. Based on theperformance of the employees, they are given daily appraisals or even monthly reviews by HR atALDI. REWARD MANAGEMENT :- The monetary as well as non – monetary benefits, incentives,awards, appraisals etc. which are given to the employees on the basis of their performance whichis evaluated by the HR come under reward management. Monetary benefits includes bonus,allowances etc. and non monetary benefits include promotions, gifts etc. At ALDI, rewards are akey tool used for motivating employees and enhance the job satisfaction that they derive thusimproving the efficiency of the organisation. Efficient employees also ensure that the targets setby the company are completed timely and they work towards achievement of goals.P2 Different approaches to recruitment and their strength and weakness.Companies have to implement various approaches in order to manage people inorganisation effectively. These approaches are helpful in accomplishing the goal of businesssuccessfully.Workforce planningIt can be defined as having talented people those who have necessary skills andexperience of performing the job effectively. The main approaches of workforce planning aredescribed as below:Workforce approach: It helps in examining employee’s abilities to perform the task andanalysing the number of individuals required to perform specific project. Workload approach: This method concentrates more on effective utilisation of resourcesin order to finish the required task within stipulated period of time (Chelladurai andKerwin, 2018).Competency: It involves criteria of workforce and workload approach both, as itconsiders number of people alone with their competencies. So that company canaccomplish its goal successfully. ALDI implements competency approach of workforceplanning at workplace.StrengthWeaknessIt supports in effective succession planning.It aids in utilisation of resources and skills ofIt emphases lesson leadership as it onlyconcentrates on capabilities of employees and2
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