Human Resource Management Report

The provided document is an HR report that outlines various human resource management practices within a business entity. The report focuses on how this department contributes to maintaining good relationships with employees, which is essential for experiencing growth. The report also summarizes different laws that need to be maintained while making decisions in the given business entity. It includes references to relevant books and journals on HR management, providing a comprehensive understanding of human resource practices and their impact on organizational outcomes.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of HRM ..............................................................................................1
P2 Strength and weakness of different selection process............................................................2
TASK 2............................................................................................................................................3
P3 Advantages of HRM in organization.....................................................................................3
P4 Effectiveness of HRM practices............................................................................................4
TASK 3............................................................................................................................................5
P5 Value of worker social relation to influence HRM decision-making....................................5
P6 Employment legislation and their impact on decision making..............................................6
TASK 4............................................................................................................................................7
P7 Application of HRM practices in a work-related context......................................................7
Conclusion.......................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource is necessary in business entity to deliver better quality products and
services to their consumers. When it is properly managed then this will assist in maximising
employee performance in company and according to that they can attain organisational
objectives. It is a function of firm which provide a focus on recruitment and selection of new
employees so that they can develop their operational objectives (Hendry, 2012). The present
report is based on Aldi which is a chain of supermarket and estimated turnover is €50 billion. In
below mentioned study, discussion is done on how human resource management assist business
in decision making. Along with this different practices associated to human resource
management has to be demonstrated.
TASK 1
P1 Purpose and function of HRM
Human resource management is the process of implementing new ideas and innovation
with relation of employees to increase their skills and knowledge. These are valuable for the
growth and development of organisation like Aldi which is a leading retailers. Every
organisation need to have proper administration system that would help to choose right number
of people and place them at right place as they fit according to their capabilities. The HRM
includes various process like recruitment and selection of people, after that provide proper
orientation and induction to them and at last training and development of employees after they
become part of the company. There are various purpose of HRM those are mentioned below:
1. The main aim and objectives of Aldi Ltd is to be fulfilled through proper human resource
administration.
2. HR manager looks after those employees who are having specific skills and knowledge
that would helpful for the company in future time.
3. Motivation of employee's should be increase if they carry self actualization that are build
inside every employees.
4. Every employees and staff's of Aldi Ltd will be satisfied through observing healthy
relation among other employers and management.
5. Regular training and development session could be conducted to enhance the ability of
employees to perforce their activities in more effective and efficient manner.
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Function of HRM:
Recruitment and selection: It is a kind of process in which interested candidates are selected
from the pool though screening, review their responses on the application form. It is based on
deserving candidates to is in need of job and have capabilities to perform well in organisation
can be selected under this phase. It will help to reduce cost of mistake and remove unqualified
candidates before selection (Armstrong and Taylor, 2014).
Orientation: It is said to be most important aspect of Aldi Ltd to provide orientation to their new
as well as existing employees so that they should co operated with each other to solve their
problems. under this proper knowledge about work and job are explained to each every
employee's.
Maintaining healthy working condition: The new employee's are only get motivated when
they observe a friendly an peaceful working environment. So proper facilities are to be provided
by management to entertain the employee's.
Manage employee relation: The important function of HR is to be build harmonious
relationship among employees and management. It will help to minimise risk and increase
profitability.
Training and development: Proper knowledge about their work should be only possible
through effective training and development of their role in the job.
P2 Strength and weakness of different selection process
Recruitment is the process of sending application for job and selecting numerous
candidates on the basis of there capabilities and skill they possess. While selection is the
screening process of candidates from the pool of lists. There are mainly two important source of
recruitment and selection:
Internal sources:
Correct employee's are available inside the organisation when a vacancy arises in any
department a person need to hire right people to fill those positions. It include promotion which
is based on responsibilities and work abilities that would help to increase prestige of employees.
Transfer is another internal aspect of company. Present employees are informed to filled various
post.
Strength:
 Increase moral of employees by giving higher power to take decision.
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 Remove chance of mistakes and errors those are arises in selection process.
 It will help promote reward and loyalty to employees.
Weaknesses:
 It eliminated persons from external to join the company.
 As for designation need innovative persons that would not include in recruitment at-all.
External sources:
Organisation need to use external sources to fill higher position in case of Aldi Ltd
employees are not suitable for that post (Boxall and Purcell, 2011). There are various source
those are associate with it are advertisement, employee exchange,school, colleges and university
placement opportunities.
Strength:
 Fresh expose of ideas and innovative thinking would help the organisation to increase the
performance.
 Advertisement will be helpful in maximise profitability of the organization.
Weaknesses:
 Demotivate new employee's.
 Lack of co operation and communication among various department.
TASK 2
P3 Advantages of HRM in organization
There are various benefits of having an effective human resource management system in
any organisation s it helps business in developing a healthy surroundings. Both employers and
employees enjoy the positive effects of this concept which are discussed below:
1. Personnel development – An effective management of human resource helps the cited
business entity in preparing an effective work force. Whenever a new entry is done in an
organisation through the process of recruitment they are required to be provided with
training so that they can be perform their allotted task with more effectiveness. This
process help the employees in developing their skills and capabilities which further
improves their final output.
2. Conflict solving – Aldi is a big business entity and various workers from different
backgrounds and culture work together under the same roof. This increase the pressure on
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each to maintain good working environment but sometimes due to dissimilarity in
opinions and visions conflicts may arise. In this case HRM plays an important role of
solving the issue at the same time so that operations of business do not get affected
(Daley, 2012).
3. Source of required information – in every organisation proper structure of management is
maintained in which all the required data is transferred through following proper
hierarchy. Direct communication between top authority and the working staff is not
possible. In this case management of personnel resource play a vital role so that all the
important information is given to the concern person so that he can continue accordingly.
This way everyone in the business boundaries remain informed and no loss is suffered
due to loss of quality data.
4. Employee relation – In order to increase the profitability and scope of cited organisation
it is necessary that good connection is maintained among the various staff members.
When healthy relation is maintained workers work more dedication and responsibility
which also helps in reducing the total cost of production (Kusluvan and et. al., 2010).
5. Increase employees morale – When everyone in the business are provided with effective
training it helps in increasing the morale of staff members as this way they find
themselves developed and recognised in the institution. Due to this they start taking work
on their own and show more professional attitude towards the organisation.
P4 Effectiveness of HRM practices
In order to expand and develop business needs to have an efficient management system
of administrative function. For this it is necessary that each practice of concern department are
carried out in a manner that it gives the best output. Given below are the details of various
practices which can be adopted in order to have an perfect management:
Highly motivated workforce- In order to ensure development the main criteria is to ensure that
the employees are highly driven towards achieving success (Guest, 2011). Only when they will
have this attitude they can give the desired results to cited organisation and for this authority
concern with the human resource needs to take various actions which can help in developing the
skills of employees.
Navigate complexities – If business wants to achieve success it has to foresee the possible
danger that may occur in future due to any change in the external environment. Human resource
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management can take the precautionary steps before hand so that degree of risk can be
minimised. Through making arrangements in advance and making the employees aware about
the possible dynamics workforce become effective of facing the challenge which helps them in
maintaining their stay in the competitive surroundings (Kehoe and Wright, 2013).
Appraisal system – When anyone in the business are appreciated (financially or non financially)
it gives direct impact on their performance. Recognition motivates them to continue their work
with loyalty and sincerity so that they can get the appraisal from authority. Therefore, human
resource management authority should take care of this that whenever an extra ordinary
performance is observed in the business he should be given reward for the same. This will also
help in influencing the other employees to improve their working attitude as everyone likes to be
appreciated in front of all.
Adopting effective HR philosophies – If management wants to increase the total production
than it is very important that effective strategies are adopted by the management concern. Good
control should be practices on various operations so that wastage can be minimised and resource
can give better returns when they are invested in various department (Jiang and et. al., 2012).
Decrease work pressure on top management – Another most effective criteria for ensuring
good management system is that it should be capable of reducing the stress of authority by full
filling their responsibilities with maximum care. This way the higher administration can
concentrate on more important areas of business in which crucial decision making needs to be
done.
TASK 3
P5 Value of worker social relation to influence HRM decision-making
The most important factor for any business entity is the staff with which it is working
with. If an organisation wants to succeed it has to ensure that all those who are working with it
are satisfied with the working environment and policies of the management so that they can work
without getting any external disturbance. Apart from this maintaining good connection with the
employees is also important so that they can be motivated to adopt changes if made by
management in the working style as if workers are not happy with their superiors they will resist
to change. Given below is the detail of why it is necessary to have effective relation with
employees in the cited organisation:
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Conflicts can not be resolved without co-operation of employees – When any business
operates in the market several issues arises due to external changes or internal mismatch in the
objectives of different individuals. In this case it is very important that the working staff is of
cooperative nature as this way it can help management by giving their suggestion to the concern
matter (Meredith, 2011). Also when different opinions are received business is capable of taking
an effective decision as it is supported with the consent of more number of employees. Also
when authority take the judgements alone it may result into dissatisfaction the part of those
affected by same and therefore they may oppose the management.
Stress is shared which increase productivity – When employee share health relation with the
business it become easy to get work done through them. In case of peak seasons or any unnatural
emergencies situations arises when organisation needs to increase their supply in the market and
in this case it is better if the operating staff members cooperate with the management. When
employees give equal importance to their working staff they understand the need of that time and
give more efforts towards business (Albrech, 2011). Hence, it reduces the total work pressure
from the management as they know that they can get their project completed with the
contribution of their work force and accordingly take the required decision. Not only this the
cooperative attitude of staff decrease the pressure of management by taking responsibility on
their own and accordingly taking the actions.
Turnovers gets reduced – the most important advantage of maintaining good relation with the
work force is that it helps in decreasing the total rate of labour turnovers from the cited
organisation. When they are happy and satisfied workers do not think of switching their job to
other option and continue with the same place (Huselid and Becker, 2011). This way the
management is benefited as it can take the future decisions on the basis of present work force
capabilities. On the other hand if it is observed that people working with ALDI are not happy
with their work culture than they may plan to switch. In that case company will suffer the loss of
training cost and also their future projects may get affected if planned keeping the present
employees skills in mind.
P6 Employment legislation and their impact on decision making
Whenever any business operates in the environment it has to ensure that it full fills all the
legal requirements so that it remains free from any action by the government. It was observed
that employees working with various organisations are exploited by their management in
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different manner which effects the morale of workers and also has the impact on profitability of
business. Therefore in order to protect all the working staff government introduced variety of
laws which were made compulsory for all to follow. Detail of each is given below in detail.
1. Equality law – The most important issue which was experienced in the business was of
inequality. Management use to treat different employees differently due to factors like
favouritism or an other personal reasons. This created feeling of dissatisfaction among
those who are performing well and giving better results to the business entity. Therefore
law was introduced which states that everyone will be treated equally in the enterprise
and no advantage will be given to an individual which brought equality in the business.
2. Equal pay – Earlier inequality in pay scale was observed as men were considered top be
more effective than females. Therefore, they were paid more even if same job is done by
both. Hence government introduced a new law in this respect which states that everyone
will be given equal wages and salaries if working on same projects (Wright and
McMahan, 2011). The rate of payment will be decided on the basis of duties allotted and
not on the sex base.
3. Maternity leave – In cited organisation it is not like only males staff is recruited. Female
are also working with them and therefore it is important to take care of their health. In
case any employee is pregnant than she has the right to take required leaves and
management can not deny for the same. Payment is also made to them during their rest
time according to their bond if made before.
4. Race act – Apart from the above basis of discrimination staff members were also treated
differently on the keeping their caste as a base. Therefore, this created hardship among
those who were not given equal privileges as others. Later, due to this government
introduced new law which says that everyone will be judged according to their work done
and not on the basis of their backgrounds (Purce, 2014).
TASK 4
P7 Application of HRM practices in a work-related context
Aldi is planning to come up with fresh stores in the market therefore in that case it
becomes important that department of human resource perform their duties very effectively so
that desired goals can be achieved. It has to ensure that right person is given the right job so that
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he can perform their task with full efforts. For this the process or recruitment and selection needs
to be carried out very carefully so that the best suitable option is adopted which is able to give
the business perfect personnel. Management has various options like choosing candidates from
the existing branch or offering jobs to new personnel (CHUAN, Gand and Liao, 2010). This
decision may vary with the need of job like if it require to perform, crucial task than accordingly
the choice need to be made. Once the placement of required employee is done the duty and
responsibility of the personnel management increases as they have to ensure training and
development of all those who are recruited. Various programs need to be conducted so that all
the freshers are made familiar with their new jobs. Apart from this different location has to be
evaluated on the basis of positives and negatives of each place and selection of such site should
be done which can offer maximum market to the business (Bloom and Van, 2011).
Conclusion
From the above study it can be summarised that human resource management is a very
important concept for Aldi business. It helps the establishment in taking various decisions and
ensure the required number of employees in the organisation. It adopts the best suitable method
for selecting personnel to be appointed and therefore in this way contributes in the expansion of
the enterprise. Later the report shows how this department contributes in maintaining good
relation with the employees which is very important for experiencing growth. Finally, the above
report summarised with variety of laws which needs to be maintained while taking the decisions
in the given business entity.
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REFERENCES
Books and journals
Hendry, C., 2012. Human resource management. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1) .pp.3-13.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal, 55(6) .pp.1264-1294.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest, 19(3).
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal, 21(2)
.pp.93-104.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
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.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics, 4 .pp.1697-1767.
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest,19(7).
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.
Online
Bachelor of Science in Human Resource Management. 2017. [Available
through:<http://jindal.utdallas.edu/osim/bs-hrm/>]. [Accessed on 5th July 2017].
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