Human Resource Management Review and Analysis

This assignment reviews various resources related to human resource management, including books, articles, and online materials. It provides a summary of key concepts, theories, and practices in the field, as well as an analysis of the importance of HR management in organizations. The assignment also includes a list of references for further study.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of HRM applicable to workforce planning and resourcing.........1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................2
TASK 2............................................................................................................................................3
P3 Benefits of different HRM practices within an organisation for both employer and
employee ...................................................................................................................................3
P4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations in respect to influencing HRM decision making ...........6
P6 key elements of employment legislation and its impact upon HRM decision-making........7
TASK 4............................................................................................................................................8
P7 Applications of HRM practices ............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
Every organisation need human resource department so they can recruit right person for a
job. It support a company in achieving their short term and long term targets. This division is
responsible for resolving issues relating to salaries and promotion. Aldi is a leading company of
retail sector. They are present in almost every state of UK. This report will focus on purpose and
function of HRM. It will also include various methods of recruiting which an employer can adopt
in their firm. This file will also discuss benefit of human resource management to both
employees and an enterprise (Albrech, 2011). It will also deal with effectiveness of HRM
practice which can raise profit as well as productivity of an organisation. Some rules and
regulation will also become part of this assignment.
TASK 1
P1 Purpose and the functions of HRM applicable to workforce planning and resourcing
Every company need various kind of resources like financial, technological etc. so they
can run their firm effectively. But Aldi firmly believe that most important asset that they have in
their organisation is human capital. They understand that if they hire right person in their
enterprise than it will help them in attaining their set objectives easily. The main purpose of
HRM is staffing. Other department in a company keep their focus on the task which is allotted to
them. They do not have time to solve problems of employees who are working in their team.
They do not care about vacant positions. The main reason of existence of human resource
division is to resolve various issues faced by employees. This task helps in fulfilling
organisational as well as personal purpose of both organisation (Anderson, 2013). They also play
crucial role in terms of employee relation. Functions of HRM are as follows:
Recruitment and selection – Every job need certain skills and qualification. Human
resource department is responsible for hiring right candidate for a position. They need to make a
proper plan so they can eliminate unwanted applicants and selected talented people who can do
their work effectively. They should make strategies which will support them in recruiting best
talent that is available in market.
Orientation – According to cited company, this is one of the most important function of
HR team. They are responsible for providing training to the new joining so they can do
understand organisational culture. This department give various information relating to long and
1

short term goals so workers can get a basic idea about the targets which they are going to achieve
in upcoming time.
Removing conflicts – When lot of people work together there is a high probability that
they will involve in a fight (Armstrong, 2011). Human resource department play role of problem
solver and try to stop the struggle between two or more than two employees. They also
communicate various issues which workers may have at workplace.
Maintenance of healthy environment – This division of cited organisation is play crucial
role in bringing positivity in environment. The organise various fun activities and event so staff
can understand each other's nature and thinking.
Training and development – In this era, employees of an enterprise need to learn new
things in regular interval so they can learn new working techniques which are available in
market. Workers need to hone their skills and talents so they can improve their existence
performance. It is also important for their personality development.
P2 Strengths and weaknesses of different approaches to recruitment and
selection
Aldi consider a different HR Practices in term of achieve company profit and
productivity:
Human resource management made a policies and procedures to ensure a effective productivity
in organisation. There are following practices which HR manger decides:
Structured governance: Effective communication are essential to remove the
misunderstanding and confusion between the superiors and supervisors. Various types of hurdles
are avoided by HR manager. A clear way of communication is very important for any company
to accomplish their goals and objectives (Bamberger, Biron and Meshoulam, 2014). In
organisational hierarchy, top manager are responsible to assign different type of duties and
responsibility to their workers according to skills and knowledge. Company will run smoothly
with the help of designing a scalar chain. Everyone in the business are well known to their duties
and works so they improve communication process and thus it helps increase in productivity.
Development of innovative manpower: Company HR manager build a members of team
who worked on different task and con-temporize each work to act well. This brings company
productivity and profit.
2

Decreased work of establishment: Many kind of organisation have to do a wide variety of
work which does not direct link to their goals and objectives, HR manager made some practices
which are profitable to their business. The unit of company works on their goals rather than those
which does not get profits. This also avoid time, effort, and money of business.
Choosing the right candidate: Every organisation believe that they assigned their
candidate to be right, They assign their candidate to fit for job. If the employee its not get
promoted then he/she can not deliver a efficient result to their company, it will influence the
company success. Human resource manger is accountable to assign the vacant position , he will
choose right person at right job.
Allotment of task: Sometimes a worker has confused or misunderstood related to
organisation work. Superiors are not clearly communicated the respective works to their
subordinates. It creates confusion between manager and worker (Bloom and Van Reenen, 2011).
HRM practices thus clearly provide the respective task to employees so they can easily
understood and perform to do act effectively. Many of times employees need internal transfer
because of various reasons such as they generate the feeling of negativity in working
environment ,arguments between their superior. HR manger give the details of vacant position
which are exist in organisation and they also provide quality to knowledgeable worker so they
can easily choose their respective job. This all factor improve the effectiveness which have a
major influence of profitability of company.
TASK 2
P3 Benefits of different HRM practices within an organisation for both
employer and employee
Human Resource management practices managing people utilized by HR mangers,
Mangers and automated system. The motive of HRM in an organisation is to increase the
performance of the employees and the employers. HRM manages recruitment, selection,
training and employee benefits programmes within the company. Human Resource Management
helps in personnel management which help to motivate and satisfy the employees and inspire
them to workhouses HRM is the 'bunch' of practices to improve performance of employees and
employers. HRM not only enhance the employers work as well as motivate the employee
(CHUANG and Liao, 2010).
3

Advantages to employees-
Develop Positive Behaviour- HRM activities creates positive Circumstance and
commendatory benefits for employees in an organisation by encouraging and increasing their
performances. In a productive way, HRM practices award and encourage good employees.
HRM fits in the organisation by managing the employees of different cultures and create a
positive environment within the organisation.
Promoting employees-
Human Resource management contribute in organisation's intellectual assets by
encouraging and inspiring the employees (Farndale, Scullion and Sparrow, 2010). An employees
placement on the right place can increase any company's competitive advantages. By improving
employees skills the workforce can be capitalized possibly. These practices includes activities
such as educating employees, training, and sharing and using the knowledge in order to motivate
other co-employees.
Flexible workplace building-
The employees of the 21st century has different needs than the worker of 20th century. The
worker of new century are more diverse . More part- time employees and disabled workers and
old workers all work in the same places. The Human resource manager create the flexibility
among these workplaces. A flexible workplace is required if an organisation want to retain
workers by better work environment, flexible work schedule, work location, formation of
employees team, accountability methods and formats of communication. In such flexible
workplaces , work can fit him,self and work more passionately in the office environment and
would be dedicated (Flamholtz, 2012).
Benefits to employer-
Build employer and employee relation-
A successful organisation needs balance of interest of both employee and employer.
According to an employers, the business needs to be managed rightly whereas an employee
securing better possible condition and good standard for worker is the need of the them. To avoid
complaining, poor working and good communication, employer needs HRM process to connect
with the employers individually. It strengthen bonds between the employers and employee and
create a loyal relationship of worker with their employer and organisation.
4

Clear the vision-
Human Resource Management practices clear the vision of the employers about their
company. These ensure the employer that their efforts are worthy for the company and company
is going in a positive way. The good work of employee leads to company profit which is pleasing
for employer and they will be assured about the objectives and vision of the company.
Motivate employer-
The HRM processes not only stimulate the employee of the company but also motivate
the employer for the bigger plans and better business strategy for the business. Human resource
management create communication between the employer and the worker always assuring him
about the employee quality and loop holes in the business (Hendry, 2012). Human resource e
management is performance enhancing skills for both workforces and employers.
P4. Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
Aldi consider a different HR Practices in term of achieve company profit and
productivity:
Human resource management made a policies and procedures to ensure a effective productivity
in organisation. There are following practices which HR manger decides:
Structured governance: Variable unit are important for businesses. Effective
communication are essential to remove the misunderstanding and confusion between the
superiors and supervisors. Various types of hurdles are avoided by HR manager. A clear way of
communication is very important for any company to accomplish their goals and objectives. In
organisational hierarchy, top manager are responsible to assign different type of duties and
responsibility to their workers according to skills and knowledge. Company will run smoothly
with the help of designing a scalar chain (Kehoe and Wright, 2013). Everyone in the business are
well known to their duties and works so they improve communication process and thus it helps
increase in productivity.
Development of innovative manpower:Company HR manager build a members of team who
worked on different task and con-temporize each work to act well. This brings company
productivity and profit.
5

Decreased work of establishment: Many kind of organisation have do a wide variety of
work which does not direct link to their goals and objectives ,HR manager made some practices
which are profitable to their business. The unit of company works on their goals rather than those
which does not get profits. This also avoid time, effort, and money of business.
Choosing the right candidate: Every organisation believe that they assigned their
candidate to be right, They assign their candidate to fit for job (Kusluvan and et.al., 2010). If the
employee its not get promoted then he/she can not deliver a efficient result to their company, it
will influence the company success. Human resource manger is accountable to assign the vacant
position , he will choose right person at right job.
Allotment of task: Sometimes a worker has confused or misunderstood related to
organisation work. Superiors are not clearly communicated the respective works to their
subordinates. It creates confusion between manager and worker. HRM practices thus clearly
provide the respective task to employees so they can easily understood and perform to do act
effectively. Many of times employees need internal transfer because of various reasons such as
they generate the feeling of negativity in working environment ,arguments between their
superior. HR manger give the details of vacant position which are exist in organisation and they
also provide quality to knowledgeable worker so they can easily choose their respective job
(Lengnick-Hall, Beck and Lengnick-Hall, 2011). This all factor improve the effectiveness which
have a major influence of profitability of company.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee relations in any company is essential for their success. Strong employee
relation are requisite for greater productivity and better client spirit. In prior times, a strong
relationship between superior and subordinate were under a control of industrial union but now a
days, HR personnel are appointed to see the control of business enterprise. Organisations
understand that the role of HR are very important in business. There are some importance of
employee relations in respect to influence decision making process of company:
Better productivity: When a company involve their workers in decision making process,
they get a sense of responsibility. When they feel that they are important part of an organisation
6

than they get motivation to improve their productivity. This will be beneficial for both ;
enterprise and its employees.
Improve morale - Proper communication chain between management and personnel play
crucial role in solving staff's problem at the point of its generation. It decrease gap between both
parties which improves their relation (Mossholder, Richardson and Settoon, 2011). When
manager of an organisation execute the ideas given by workers, they feel their existence in
company. It improves their morale and job satisfaction.
Reduction in expenses – If an enterprise use external sources than it put an extra burden
on financial position of a firm. But if Aldi use internal resources than they do not have to pay
additional money to their employees. They can take advice from workers who are working in
company instead of hiring consultants from outer world.
Teamwork – Connections between managers and personnel will get strong when they
involve them in process of decision making. They will get different ideas and opinions which can
provide them great assistance in formation of various plan and strategies.
P6 key elements of employment legislation and its impact upon HRM decision-making
Human resource department has to deal with various types of rules and regulation. In
every country, government has made some laws which has to be followed by every enterprise
who is operating in that nations. Some of employee relations are as follows:
Equal employment opportunity – This act states that every person should get equally
opportunity. Employer can not rejects an applicant on the basis of race, age or gender.
Equal pay act 1953 – An organisation can not pay less many on the basis of gender. Men
and women should get same salary for the a particular job. But an enterprise can pay more
money to an employee who is performing better than other.
Pregnancy discrimination act 1978 – Every women is entitled for maternity leave,
employer has to arrange proper facility at the workplace so she can feel safe in her office.
Organisation should provide job security to a pregnant women, they can not fir her on the basis
of her pregnancy.
Disability act – Employer can not reject a candidate because of his/her disabilities. This
act restricts an organisation to discriminate on the basis of mental and physical incapability
(Ployhart and Moliterno, 2011).
7

Wage and hour – A company has to pay minimum wages to workers. In this law, working
hours are clearly mentioned so if a firm want employees to work for more hours that they have to
pay them extra money for that. They also have to give them proper number of holidays and
vacation so they can maintain a work-life balance.
These acts made a huge impact on business of cited company. When an organisation
implement these rules and regulation in their firm, it enhances their cost of operation. In some
cases, employers complaint that sometime they have to hire wrong candidate because law do not
allow various types of discriminations. But the enterprise so follow all the legislations enjoys
good reputation in industry. They earn trust of government and public which provide them great
assistance indirectly.
TASK 4
P7 Applications of HRM practices
According to cited company human resource division is one of the most important
department in their organisation. They can not achieve their set targets if they do not hire right
candidates. A firm can have various kind of assets like financial technological etc. Machines can
not run a firm, they need living beings who can use their mind and physical power so an
enterprise can attain their set objectives. Aldi is opening their new branch at Wembley central.
They need to do different function for this fro successful expansion:
Recruitment and selection – They have to find talented and skilled potential applicants
who can understand organisational culture of cited company. They can adopt internal as well as
external sources. HR team can visit colleges and universities in order to hire fresh talent at low
salary. They can also give an advertisement on T.V, newspapers or internet. This will help them
in finding experienced workers in for a particular job.
Training and development – All the candidates that an enterprise select has some talent.
But cited company want to shape their skills according to their organisational structure. They
will provide them proper training so they can learn new things or improve their current working
efficiency.
Compensation – Out of total expenditure of cited firm, 50% accounts for the wages they
are paying to workers. At the time of opening of new store, they can adopt different types of
schemes so they can motivate new employees to work according to they potential and raise their
8

limits in regular interval of time. Personnel who work beyond expectation of management should
get some extra money so they can repeat their current performance (Werner and DeSimone,
2011).
Work life balance – Human should be treated like human. Employer should never
compare them with machines which are present in their enterprise. Aldi should provide proper
number of holidays to their employees so they can spend sometime with their family and friend.
They should focus on creating a healthy and happy working environment so worker can enjoy
the job which they are doing.
CONCLUSION
From the above report it can be concluded that human resources division in one of the
most important department in an organisation. Their main task is to recruit right candidates in a
company but they also have to do other task like negotiation with workers in case of salary, take
decisions relating to promotions etc. Their are mainly two source of recruitment in a firm, first is
external like HR consultants and second is internal like promoting an employee at higher
position. HRM practice is beneficial for both employer and staff. It also support in enhancing
profit and productivity of an enterprise.
9

REFERENCES
Books and Journals
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp. 1697-1767.
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.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of World Business. 45(2). pp. 161-168.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hendry, C., 2012. Human resource management. Routledge.
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.
Kusluvan, S., and et.al., 2010. The human dimension: A review of human resources management
issues in the tourism and hospitality industry. Cornell Hospitality Quarterly. 51(2). pp.
171-214.
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.
Mossholder, K. W., Richardson, H. A. and Settoon, R. P., 2011. Human resource systems and
helping in organizations: A relational perspective. Academy of Management Review.
36(1). pp. 33-52.
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.
10

Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Online
Human Resource Management Review. 2017. [Online]. Available through:
<https://www.journals.elsevier.com/human-resource-management-review/>. [Accessed
on 24th June 2017].
What is human resource management?. 2017. [Online]. Available through:
<https://www.thebalance.com/what-is-human-resource-management-1918143>.
[Accessed on 20th July 2017].
11