Talent Management & HRM Practices Review

This assignment delves into the psychology of talent management within Human Resource Management (HRM). It requires a review of existing literature and research, culminating in a proposed research agenda for future studies. The document emphasizes the impact of HRM practices on employee attitudes, behaviors, and organizational performance, highlighting areas like e-HRM, green HRM, and corporate social responsibility within HRM.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM..........................................................................................1
P2 Strengths and weaknesses of different approaches...........................................................2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices................................................................................................4
P4 Effectiveness of different HRM practices.........................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relation.......................................................................................7
P6 Key elements of employment legislation and their impact on decision making...............8
TASK 4............................................................................................................................................9
P7 Application of HRM practices..........................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource administration is essential for company; so that, they can manage as well
as control entire activities in an appropriate manner. To improve performance of staff members
superior will provide training to them. As a result, they can attain desired goals and targets
within a specific time span (Human resource management, 2017). ALDI is a supermarket in
United Kingdom and they are operating their business in more than 15 nations. Fundamental
purpose of this report is to determine roles and responsibility of manager, therefore they can
recruit an individual at workplace appropriately (Armstrong and Taylor, 2014). There are various
significance of HRM practices and along with this its advantages for superior and subordinates,
which are going to describe in this assignment. Finally, it also covers importance of an effective
employee relationship that how can it can affect decision making procedure of an association.
TASK 1
P1 Purpose and function of HRM
Human asset is obligated to manage as well as control various resources which is utilized
by company to direct entire activities of firm effectively and efficiently; thus, revenues can be
enhanced. Indeed, ALDI is doing their business in many nations, in this way it is responsibility
of human resource division to manage it appropriately through considering applicable elements
by which an association get affected directly as well as indirectly. Hence, purpose of personnel
resources are depicted underneath:
Effective usage of resources: Primary purpose of HR unit is to apportion important
assets in adequate manner; thus, they can produce subjective items according to needs and wants
of clients. For instance, accumulation of an imperative crude materials for changing over it into
completed products (Alfes and et. al., 2013).
Recruitment: It is other aim to hire worthy staff member from intrinsic or extrinsic
world; therefore, vacant place of an organisation can be filled by utilizing effective method of
selection and recruitment procedure.
Worker relations: It is essential for manager to maintain an effective relations with their
employees. As a result, desired goals and targets can be accomplished within a specific period of
time. Along with this, it assists to keep up peaceful surrounding in ALDI. Additionally, if there is
any disputes arise then it can be resolve quickly.
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Management of employees: Behind growth and success of an association, labours play
an eminent role. Hence, HR bureau of ALDI needs to organise and control their workers, so that
they will do their task in effective manner.
Act as a advisor: Best employer gives recommendation to their staff members. Thus,
they can motivate them towards their personal as well as professional targets and goals
(Renwick, Redman and Maguire, 2013).
Instead of this, there are various functions which are associated with HRM, stated as
beneath:
Recruitment and selection: It is fundamental duty of manager to recruit qualified as
well as talented people through considering essential terms and in addition conditions because of
prominent pretended by them in each assignment as well as exercises.
Assigning job: When an employer recruit or select best candidate then he has to to allot
work to them as per their skills and capabilities. Therefore, they can attain desired goals and
objectives in an adequate manner.
Orientation: It is not much easy for an individual to adjust in new place. Hence, it is
essential for human resource division of ALDI to direct introduction session. It will assist them
to know about their current staff members and they will get familiar with new surrounding.
Furthermore, fundamental purpose of this session is to diminish their anxiety level.
Training and development: Superior of ALDI can provide training to their employees
as it aids them to improve their work performance (Reiche, Mendenhall and Stahl, 2016). Along
with this, it assists to reduce unwanted cost or wastage from existing working process.
Rather than this, scope as well as some important definitions are mentioned as beneath:
Required target of human resource is to divide work amongst their staff members as
indicated by their ability as well as learning through accomplishing vital terms and conditions
which is needed in procedure if selection. Instead of this, scope of personnel supervisor is to
improve execution and skill of existing and recently enlisted employees; hence, they can run
their firm for maximum time span.
P2 Strengths and weaknesses of different approaches
Fundamental function of human resource division is to recruit and select best candidate
for firm (Jackson, Schuler and Jiang, 2014). For above stated purpose they can use various
approaches which are discussed as beneath:
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Internal approach: With assistance of this method, manager can fill vacant position
within company. Thus, they can avoid work loss through promote their staff members at higher
position.
 Strengths:
◦ There is less requirement of capital.
◦ It requires least period of time as it is short procedure.
◦ Workers who get promotion, are much familiar with environment of organisation.
Hence, it is easy for them to communicate with their co – workers.
◦ With assistance of this method, an enterprise can decrease their work loss.
 Weaknesses:
◦ Deficiency of imaginative as well as extraordinary thoughts.
◦ In company, there is promotion of current workers which will create another position
vacant (Marler and Fisher, 2013).
◦ It can provide impact to environment of an association.
External approach: As indicated by this, manager can hire labours for ALDI from
extrinsic world. For this, they can implement some adequate procedures, which are related to
recruitment and selection. Hence, this methodology is totally distinctive from intrinsic process,
as their duties and obligation are varied towards firm.
 Strengths:
◦ There is existence of an innovative ideas, which will assist an organisation to attract
numerous clients towards products and services.
◦ lack of unfair task.
◦ Effortlessly fill empty place of a venture through accessibility of extensive pool.
 Weaknesses:
◦ It takes lots of fund to fill vacant position of enterprise.
◦ Maximum time consuming.
◦ There is a requirement of best selector, thus they can choose appropriate person for an
association (Morgeson and et. al., 2013).
Third party: Duties and obligations are entirely differ from other approaches. As per this
approach, company can recruit workers for their firm with help of other institution. It creates a
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path amongst association and individuals. There are various agencies in UK, who are providing
best candidates to firm to fill empty position.
 Strengths:
◦ Rise of capable as well as knowledgable applicants.
◦ Protect cost of commercial and in addition improvement.
 Weaknesses:
◦ Chances of dishonest activity is high as comparison to other attributes.
◦ Presence of perplexity.
◦ It takes too much period of time.
◦ Consumes maximum capital.
◦ Mediator will develop misinterpretation amongst a person and organisation.
Therefore, it has been comprehended that manager of ALDI comprises all above
mentioned approaches and methods to enlist best and suitable individuals (Kehoe and Wright,
2013).
TASK 2
P3 Benefits of HRM practices
Employees are an important part or asset for each and every kind of company. As growth and
success of entire firm is highly depends on them. If they do their task in correct way, then they
can fulfil demands of their buyers. Fundamentally, practices of human resource management
assumes an exceptionally key part in improving skills of administrators as well as labours for
achieving their own and along with this hierarchical targets (Baum, 2016). In this manner
benefits of HRM practices are mentioned as below:
Employees Employer
Learning, development and
training practices
Workers who are recently
appointed in organisation can
easily improve their learning
abilities, thus they will
perform, their occupation in an
adequate way. Along with this,
they will learn. How to face
Instead of this, manager
increase their skills through
attending some sessions as
well as improvement programs
which is advantageous for
them for their career and
growth.
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challenging situations.
Flexible working options As indicated by this, it is must
for an employer to cater
flexible working schedule to
their subordinates. It will
provide motivation to them,
therefore they can attain
desired targets more
effectively. It can be set more
appropriately through
discussion with them.
As per this practice, superior
has an opportunity to develop
friendly relationship with their
subordinates (Armstrong,
2014). It will aid them to
reduce conflicts, so that they
can attain their desired goals
and objectives in an
appropriate way.
Employee performance
management and monitoring
If performance of labours are
motoring on continuous basis,
then it will assist in their
improvement. Fundamental
aim of HRM practices is to
provide required learning to
staff members, with help of
some programmes as well as
sessions.
Observation is an effective tool
which energize manager to
learn additional things, thus
they will do their task more
appropriately.
Payment and reward system If reward as well as payment
method of ALDI is much
effective then it will provide
more motivation to them. It
will help them to improve their
entire personality (Dries,
2013).
Rather than workers, it will
also motivate superior,
therefore they can attain long
term goals and objectives,
which is advantageous for
person and company. It is like
an adequate tool which will
inspire employer, thus they
will continue in ALDI for long
time span.
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Therefore, it has been comprehended that all mentioned human resource management
practices are beneficial for superior as well as subordinate. As a result, they will do their work
more effectively and timely; thus, can satisfy demands of clients as per their wants (Keohane and
Olmstead, 2016).
P4 Effectiveness of different HRM practices
Practices related to human resource management assumes an extremely effective part in
entire advancement and improvement of association as it assists to improve revenues through
enhancing productivity and sales of firm. For this purpose, they can utilize various tools and
methods. Consequently, effectiveness of HRM practices are discussed as beneath:
Learning, development and training practices: Supervisor of human resource of ALDI
is trying to upgrade skills of their current as well as new staff members. For this purpose, they
are providing training to them in an appropriate way. As a result, it will increase efficiency of
workers, thus they can accomplish their task within a specific time span. Furthermore, it brings
up standard of labours and this will cater growth and success to ALDI.
Adaptable working alternatives: HR administrator of ALDI can undoubtedly keep up
environment of firm through satisfying necessities of staff members performing at work
environment for instance adaptable working hours, spare time for refreshment and so forth. It
aids them to reduce conflicts by making a well disposed relations amongst employers and
employees (Shaw, Park and Kim, 2013). Hence, if workers are agreeable and along with this
happy with workplace and conditions it consequently empowered them towards their occupation
part.
Employee performance management and monitoring: This is one of an adequate
method which assist to determine downsides of workers who are performing at working
environment with utilization of checking as well as evaluating procedure. Indeed fundamental
pros of this technique is to remove obstructions and issues which are confronting by staff
members at the time of working. Hence, it has been comprehended that if labours enhance their
execution then they can accomplish their own and hierarchical targets through raising their
profitability.
Payment and rewards system: It has to be fair, every individual who are working in
ALDI has a right to get equal opportunity (Greenberg and Colquitt, 2013). They will receive
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rewards or additional pay as per their performance. It will provide motivation to them, so that
they do their work with more effectively as well as efficiently.
Therefore, it has been understood that above discussed frameworks play an eminent role
to improve market share and reputation of firm at marketplace.
Illustration 1: HRM practices
(Source: HRM practices, 2017)
In United Kingdom, there are various supermarket. Thus there are a few contenders of
ALDI, for instance TESCO, ASDA and so forth, and they all are having close utility of alluded
association. Subsequently, it is required for organisation to develop amazing and along with this
completely unique methodology as contrast with their opponents, hence they can set up their
effective reputation at market.
Indeed, for producing maximum income, It is must for manager of ALDI to examine
methodology of advertising plans of their rivals. Instead of this, it is important to accumulate
exact data as well as information and in addition subjective crude materials which is utilized by
company while fabricating items (Gupta and Shaw, 2014). As a result, they will easily attract
numerous clients towards them and enhance their revenues.
TASK 3
P5 Importance of employee relation
Positive interaction between superior as well as workers is essential for whole firm. As
almost all exercises are direct as well as control by manager only. It is must for employees to do
their work in an effective way, thus they can desired goals and targets within minimum time
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duration. Along with this, there are many reasons which are related to significance of employee
relations, are mentioned as below:
Increment in productivity: This is foremost importance of it, as if employees do their
with an effective cooperation then they can accomplish their entire task within an adequate time
span. As a result, productivity of company will enhance. Therefore if there is an extension in
manufacturing procedure by then it will aid an organisation to increase their revenues (Al Ariss,
Cascio and Paauwe, 2014).
Creation of friendly surrounding: It is must for an employer to develop friendly
environment at workplace. It will encourage staff members, thus they will do their work more
effectively. Hence, they will accomplish their task within a specific period of time. It will
improve revenues of ALDI.
Accomplishment of work within provided time span: If workers of company is doing
their task in team, then it is must for them to develop an effective cooperation. Thus, entire work
will fulfil within adequate time.
Correct decision: Staff members will take part in judgement taking procedure of firm. It
will work as motivation. They can provide an appropriate suggestions or ideas to their superiors,
which is beneficial for ALDI (Armstrong and Taylor, 2014). While taking an effective decision
for association, superior will gather all required data as well as information. It will improve the
adequacy of conclusion.
Decrease clashes: Enterprise is doing their business in various nations where many
individuals are working. Therefore, circumstances of disputes will arise; so that it is needed for
superior to develop appropriate strategies for firm. It will assists to decrease conflicts at
workplace.
Hence, it has been comprehended that, above discussed components shows positive
relationship amongst labours, which is essential. As it aids to attain desired goals and targets in
an effective way.
P6 Key elements of employment legislation and their impact on decision making
Legitimate expert has various amount of laws, models, feelings, standards as well as
directions; thus they can secure employees of company from getting misused. As it can influence
judgement procedure of an association. Alongside this consultative bodies attempting to develop
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an area which is free from isolation (Alfes and et. al., 2013). Therefore, they authorized
distinctive laws as well as regions to protect them, several are stated as below:
Anti discrimination: As indicated by this law, management of human resource
department of ALDI is trying to develop an environment which is totally free from partition and
in addition distinction. It can affect decisional procedure of firm in variant manner.
Data protection: Faithful information is particularly vital for convincing essential
authority. Along with this, regulatory body has regulated a law which assist to secure data from
any kind of misuse.
Equality act, 2010 (Replaced by Equal pay act, 1970): As per this, it is essential for an
employer to cater equal chances to every individual who are working in company without any
discrimination. If there is any kind of differences in firm then it can affect decision making
process of ALDI (Renwick, Redman and Maguire, 2013). Fundamental process if this
demonstration is to treat worker equally irrespective of their caste, colour, age, gender and so on.
Health and safety: Basic requirement of every staff members is their prosperity which
they have to protect from any kind of disease. Therefore, it is must for an enterprise to secure
their employees from any harm and to reduce it superior can provide training to them.
Hence, it has been concluded that, it is essential for company to follow required laws and
regulations into business. As it can affect their decision making procedure. ALDI is a retail chain
and doing their business in various nations; thus, it is must for them to follow laws of every
country. As a result, they can accomplish their goals and targets in an appropriate manner
(Reiche, Mendenhall and Stahl, 2016).
TASK 4
P7 Application of HRM practices
Each practices which are related to HRM is very important at premises as it provides
support to manager; thus, they can resolve issues which are facing by employees at the time of
doing work. Such as, a superior has to create an effective plan while they are recruiting new
people for their firm. For this, it is must for an individual to possess some required skills which
are mentioned as below:
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Uplifting in personality: Primary step is to improve entire personality of an individual
because it is consider as a first impression of person. Hence, it is essential for manager to teach
their workers for enhancing their personality.
Communication skills: It is must for people to do proper conversation with clients. It
has to be effective, so that persons can share their thoughts as well as ideas with each other
(Jackson, Schuler and Jiang, 2014). Along with this, staff members can deal with buyers in an
appropriate way.
Tolerance level: It has to be in workers, thus if their environment is much stressful then
they can easily tolerate it without any adverse reaction.
Convincing power: It needs to be effectively present in labours; therefore, they can
easily convince buyers to purchase items.
Negotiation skills: It is necessary for an individual to increase it; hence, they can share
about essential things with customers in an adequate manner without hesitation (Marler and
Fisher, 2013).
CONCLUSION
As per above mentioned report it has been concluded that human resources are an integral
part of any kind of company. Therefore, it is must for manager to manage them in an adequate
manner. For this purpose, an employer can develop some strategies which will help them. As a
result, they can attain desired goals and targets in a specific time span. Superior can cater training
to their workers, thus they can enhance their working skills. An adequate employee relations are
must, as it provides growth and success to organisation. There are various laws are developed by
government which has to be follow by firm, such as data protection, equality act and so on.
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REFERENCES
Books and Journals:
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.
New Perspectives On Human Resource Management op. cit. at. pp.154-166.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Greenberg, J. and Colquitt, J. A. eds., 2013. Handbook of organizational justice. Psychology
Press.
Gupta, N. and Shaw, J. D., 2014. Employee compensation: The neglected area of HRM research.
Human Resource Management Review. 24(1). pp.1-4.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals. 8(1). pp.1-56.
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.
Keohane, N. O. and Olmstead, S. M., 2016. Introduction. In Markets and the Environment. pp.
1-10. Island Press/Center for Resource Economics.
Marler, J. H. and Fisher, S. L., 2013. An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review. 23(1). pp.18-36.
Morgeson, F. P. and et. al., 2013. Extending corporate social responsibility research to the
human resource management and organizational behavior domains: A look to the future.
Personnel Psychology. 66(4). pp.805-824.
Reiche, B. S., Mendenhall, M. E. and Stahl, G. K. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Shaw, J. D., Park, T. Y. and Kim, E., 2013. A resource‐based perspective on human capital
losses, HRM investments, and organizational performance. Strategic management
journal. 34(5). pp.572-589.
Online:
Human Resource Management. 2017. [Online]. Available through: <https://www.inc.com/logan-
chierotti/self-made-billionaire-john-paul-dejoria-shares-2-facets-to-becoming-a-
successful.html>. [Accessed on 20th September 2017].
HRM practices. 2017. [Online]. Available through: <http://aamgt.blogspot.in/>. [Accessed on
20th September 2017].
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