Human Resource Management and Productivity

The provided assignment delves into the world of human resource management (HRM) and its impact on productivity. It presents a compilation of research articles and book chapters that examine the strategic importance of HRM in achieving business success. The sources include academic journals, handbooks, and books from renowned authors and publishers such as Routledge, Palgrave Macmillan, Taylor & Francis, Human Kinetics, and Sage. The assignment aims to provide insights into the effective management of human resources and their connection to organizational outcomes, making it a valuable resource for students, researchers, and practitioners in the field of HRM.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
P1. Explaining the purpose and functions of HRM....................................................................1
P2. Strengths and weaknesses of different recruitment and selection approaches......................3
TASK 2............................................................................................................................................5
P3. Benefits of HRM for employees and employers of company...............................................5
P4. Different HRM practices in terms of raising organisation profit and productivity..............6
TASK 3............................................................................................................................................7
P5 Importance of employee relations in respect of influencing HRM decision making............7
P6. Key elements of employment legislation and impacts on HRM decision making...............8
TASK 4............................................................................................................................................9
P7 Application of HRM practices in a work related context, using specific example................9
CONCLUSION..............................................................................................................................11
.......................................................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In modern era, Human resource management is a concept which helps to manage and
control all human resources of the company in an effective and efficient way. Furthermore, HR
department plays several roles in a business such as managing, controlling, directing, training
and development etc. Additionally, in this report ALDI organisation has been chosen, it is a
leading and largest super market of UK which sells different kind of home products and goods to
customers. This assignment will be discussing about various purposes and functions of HRM.
Also will be demonstrating strengths and weaknesses of recruitment and selection approaches. In
this addition, HRM plays significant role in every organisation. Due to, will be defining HRM
benefits for employees and employers (Armstrong and Taylor, 2014). For managing and
controlling all human resources of the firm, government had regulated and enacted some
employees legislations, which will discussing in a significant way.
TASK 1
P1. Explaining the purpose and functions of HRM
Basically, Human resource management is a aspect and it assists to manage and control
activities and operations of the firm. One of the major purpose of HRM is to increase the
productivity and goodwill of company (Boxall and Purcell, 2011). Furthermore, HRM
developed by HR manager of the organisation for increasing capabilities and performance of
existing employees with the help of smart ideas and methods. In this light, HR regularly monitor
and focuses on working performance and system of employees. Apart from this, HR department
of ALDI has some major responsibilities, which have to be effectively performed such as
creating employee benefits, recruitment, training and development, performance appraisal and
extra benefits (reward system). Additionally, some of the major purposes and functions of HRM
such as follows:
PURPOSE EXPLANATION
Training and development Basically, HRM helps to provide a basis to employees,
due to they can enhance their own working
performance and capabilities. Apart from this, HR
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manager focuses on working quality and involvement
of employees as well as time to time conduct training
and development programmes for workers so they can
learn something new and innovative things also they
can perform their task in a systematic way.
Improve over all strategic plan HRM helps to amend strategic plan of the organisation
as well as regulate new polices and rules in firm. So,
it is necessary to manage and control business
activities and operations. In context to this, HR
manager gives proper directions to workers towards
their work.
Remove discrimination from
organisation
HR department of the organisation helps to withdraw
discrimination from the enterprise and provide equal
opportunities to women as like men. With the help of
this, women can enhance their knowledge as well as
they can become more capable to take appropriate
action in their life against any kind of situations and
problems.
FUNCTIONS EXPLANATION
Planning One of the major function of HRM is to make
effective plan for managing and controlling
activities and operations of the firm in an
effective manner. Apart from this, HRM assists
to create a plan for doing all business activities
in a systematic manner within required time
period.
Directing HR department aids to give proper directions
and guidelines to employees regarding their
works. With the help of this, employees will
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significantly determine how tasks should
perform as well as which one system should be
adopt for achieving targets.
Motivation HRM assist to increase motivation level of
employees. due to HR department concentrate
on providing several offers, benefits and adopt
a effective rewards system in the firm. With
the help of strategies, confidence and
motivation level will be increased.
P2. Strengths and weaknesses of different recruitment and selection approaches
Recruitment and selection is a process of identify actual requirements of employees in the
organisation and as per the needs HR department will appoint new candidates in firm. Basically,
there are several sources to recruit applicable candidates such as internal and external. In the
context of ALDI, it seeks to appoint new persons on vacant job profile. With the help of
recruitment and selection process, will effectively identify working capabilities, skills,
personality, knowledge and flexibility of persons (Brewster and Hegewisch, 2017). As per the
organisation needs HR manager will select appropriate and suitable candidates. After that,
selected persons will be going for final interview, which will be taken by HR manger of
company. Basically, recruitment is a positive process because in which all candidates has equally
opportunities to take chance in this procedure but selection is a negative activity because in this
stage few applicable persons are selected for final interview. Due to it, motivation and
confidence level of unselected candidates goes down. In this light, it has some strengths and
weaknesses such as follows:
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Illustration 1: Recruitment sources
(Sources- Recruitment: Meaning and Sources of Recruitment, 2016)
Internal sources: Every organisations wants to hire applicable and suitable candidates in
the firm. So it can choose internal and external sources for recruiting new persons for full fill
vacant position (Guest, 2011). In the context of internal root-age, it includes several methods
and techniques. also they has some strengths and weaknesses which are defined below:
 Transfer: It refers, still who employees are working in organisation and they will shift
from one place to another place within same powers and responsibilities so It can be
knows as transfer.
 Promotion: It define, who employees are working in a organisation and they will
promote at higher position in same company, so It can be carried out as a promotion
method. A person when promote from their existing position or job profile to higher
designation, it totally based on employee's working performance and quality as well as
only higher authorities can promote a person for new high designation in the organisation
(Jiang and et. al., 2012).
Apart from this, internal sources helps to reduce cost of recruitment and selection of new
candidates as well as it is less time consuming as compared to others. Also it has some
weaknesses such as, while a employee promotes from lower position to higher designation, due
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to this at workplace some conflicts and problems between workers will be created. As well as,
sometimes workers does not get serious, orders and guidelines of promoted person.
External source: In context to this, ALDI hires, appoints and selects new candidates as
per the organisation requirements while using several techniques and sources such as campus
recruitment, online, advertising, consultants and so more (Recruitment: Meaning and Sources of
Recruitment, 2016). Most of the business firm are using this method for appoint new and
applicable candidates in their firm because outside organisation having various capable and
applicable persons. Furthermore, it has some strengths and weaknesses such as: its more time
and cost consuming as compare to internal (Chelladurai and Kerwin, 2017).
TASK 2
P3. Benefits of HRM for employees and employers of company
HRM plays significant role in a firm, because it helps to manage and control all human
resources as well as business activities in a systematic way. Additionally, HR department of
organisation regularly monitor and measure working performance and involvement of
employees. Due to, it provides proper training to employees towards their works, so they can get
new ideas for effectively completing the tasks as well as they can enhance their knowledge and
skills (Wright and McMahan, 2011). Additionally, it is necessary for every organisation must be
conduct several kind of motivational and training programmes for employees so they can
encourage their moral and motivation level for completing the tasks. In this light, HRM
beneficial for employees and employer which can be defined such as follows:
 Conflicts and obstacles resolution: HRM assist to resolve problems and conflicts from
organisation in a effective and efficient manner. Sometimes, obstacles and issues are
impacts on employee's working performance as well as create misunderstanding among
employees. Due to, they cannot perform their tasks as well as not attain objectives.
Hence, it is required to be analyse internal working environment of firm as well as try to
resolve worker's problems and issues within effective solution (Harzing and Pinnington,
2010)
 Training and development: This is one of the major function of HR department of the
organisation. Because in which, HR Manger regularly monitor and measure working
performance and quality of employees. Then, they provides proper training to them so
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they can learn how they should perform the tasks as well as how they can achieve goals
in minimum time. Apart from this, while recruit new candidates in firm must be conduct
effective training and development programmes for them. It helps to give them fully
knowledge regarding company as well as their work. With the help of training,
employees will systematically perform their operations as well as get success.
 Employment relationship: Basically, HRM beneficial for employees as well as
employers of the firm. Because it helps to build healthy relationship among them also
develop mutual understanding. So they can easy to share any kind of problems and issues
with each others also that can effectively resolve by employers (Lengnick-Hall, Beck and
Lengnick-Hall, 2011). Employment relationship helps to reduce conflicts and
misunderstanding from internal environment of organisation. Healthy relationship aids to
encourage moral and motivation level of workers due to, they confidentially perform
their operations also will get success.
 Information research: HR manager of every organisation focus on to adopt something
new and innovative ideas for developing and enhancing profitability. Due to, they
believes in to conduct market research for collecting and gathering information, with the
help of this HR manager can update and modify existing polices and working system.
Apart from this, research is one of the best method of increasing profitability as well as it
helps to define current market trend and customer's demand.
P4. Different HRM practices in terms of raising organisation profit and productivity
Human resource management plays significant role in every business because it helps to
manage employees as well as business operations in effective and efficient manner. Proper
management assist to increase profitability as well as encourage working performance of
employees (CHUANG and Liao, 2010). Apart from this, there are different kind of HRM
practices which will helps to raise profit and production level of firm, which can be define under
follows:
 Recruitment and selection: It can be also known as a continues process, which helps to
recruit and hire new candidates in firm. In the context of recruitment, it is a positive
procedure because in which every person has equal opportunities to participate. But
selection process is negative in nature as compare with recruitment. Because in this stage
few selected persons has been chosen for final interview, which will be conducted by HR
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manager. With the help of this HR practice, effectively identify and select skilled and
knowledgeable persons for the organisation.
 Work life balance: HR department of ALDI seeks to implement better and effective
time management system for employees. With the help of this, company can effectively
utilise human resources also systematically reduce work load from employees. Further,
proper time management, workers significantly manage and complete their tasks. It helps
to reduce work load, due to existing employees become more confidence towards their
work (Marchington and et. al., 2016).
 Training and development: It is one of the major HR practice. Training and
development programmes helps to enhance knowledge and working performance of
employees. Because in which provide proper information to employees regarding
organisation as well as their works. With the help of effective training, workers can learn
how they should perform their tasks as well as how they will attain goals and objectives
in minimum time. Furthermore, employee's working performance and quality plays
important role because it directly impacts on organisation's profit level and production as
well. Due to, it is necessary to measure working style of workers then must be implement
effective training and development programmes for them.
 Compensation: Reward and other benefits are assist to increase moral and confidence
level of employees. Because according to the compensation and reward system, every
employees decide their own tasks and objectives, which they wants to be achieve in
minimum time as well as they focus on gain more reward and compensation from
business. Further, this is best HRM practice which helps to develop profitability and
productivity of selected organisation (Aswathappa, 2013).
TASK 3
P5 Importance of employee relations in respect of influencing HRM decision making
Every kind of business firm seeks to be develop healthy and friendly environment,
because it helps to increase mutual understanding between employees and employers as well as
enhance working performance in a effective manner. In the context of ALDI, HR department of
this firm focuses on to manage human resources and business activities in a effective way.
Additionally, its concentrate on to implement and conduct different kind of motivational
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programmes, games, activities as so more. These kind of programmes assist to develop
understanding as well as encourage profitability of firm. In this light, here explaining actual
benefits and importance of employee relationship such as follows:
 Productivity: Employee's working performance and quality based on employee
relationship. It helps to increase productivity and profitability of firm in effective and
efficient manner. Due to, it is necessary to be implement several kind of programmes
and activities for employees, because in which they can interact and communicate with
each others. While developed mutual understanding between workers so their working
performance consequently increased. Due to, improve productivity and profitability as
well (Bloom and Van Reenen, 2011).
 Reduction of conflicts and issues: HRM assist to reduce conflicts and obstacles from
organisation. Because it helps to manage and control all over human resource as well as
aids to resolve their problems of employees with the help of suitable solution. Conflicts
and problems are negative impacts on organisation, due to it is necessary for every
employers must be resolve problems as well as should try to minimise conflicts from
business.
 Motivating employees: Healthy employee relationship assist to increase motivation and
confidence level towards their work. Motivated employees effectively perform their tasks
as well as achieve their decided targets ion minimum time period. Further, better
employee relationship aids to increase productivity and profitability of firm. Additionally,
it is required to be implement motivational programmes and activities for workers so
their moral can be increased in a effective and efficient manner (Kehoe and Wright,
2013).
P6. Key elements of employment legislation and impacts on HRM decision making
For managing and controlling illegal business activities and operations, government
regulated and enacted some legislation and rules which has to be effectively follows by every
organisation in effective and efficient manner. Employee legislation helps to provide equal
chances or opportunities to workers. Due to, they can learn new things and increase knowledge.
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Further, laws and regulation helps to reduce discrimination nature form enterprise as well as
assist to develop healthy environment for employees ( Soltis and et. al., 2013).
 Anti discrimination: At this time, every business firm wants to get success as well as
seeks to build brand image in external market place. Due to, sometimes organisation
create discrimination nature between employees. This nature negative impacts on firm as
well as reduce employee's confidence level. Apart from this, for managing and reducing
these kind of things form business, government of UK regulate anti- discrimination law.
According to this, should equally provide opportunities to every employees of the
company (Vörösmarty and et. al., 2010).
 Employment protection Act, 1978: It is required to be provide safety and security to
employees, due to they will significantly perform their tasks and achieve their decided
targets. At this time, it is compulsory for every business firm should be provide
protection according to the Employment protection Act, 1978. If any organisation does
not follow these legislations in their firm, so government can take legal action against
that particular company (Ployhart and Moliterno, 2011).
 Equality Act, 2010: According to this Act, must be provide equally opportunities to
employees so they can enhance their working performance as well as get success in the
life. Equality act helps to reduce illegal activities from organisation also remove bias
nature as well. Some business create bias nature as per the gender, age, income, cast,
religion etc., hence, decrease employee's morale and confidence level as well as negative
impacts on their life.
TASK 4
P7 Application of HRM practices in a work related context, using specific example
Any kind of business firms are seeks to get success as well as wants to be achieve their
vision and mission of organisation. Due to, HR manager of company focuses on to recruit
knowledgeable and skilled employees, so they will significantly perform their tasks in minimum
time period. As per above defined different kind of HRM practices, which aids to recruit new
capable employees in firm, increase motivation level of employees, providing proper training to
them and so more (Bamberger, Biron and Meshoulam, 2014).
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For example: In the context of ALDI, it wants to be recruit new HR executive in
organisation. Due to, employers of this firm seeks to be start recruitment and selection process.
But before starting this procedure must be effectively clarify job profile and job specification to
participates, then should conduct collect applications of participates. As per the requirements of
company must filtering them, after that conduct some special tests for recruiters. If they clear
tests then a selected person will be going for final interview, which will conducted by HR
manager. Further, HR manger has right to take appropriate action as per their knowledge and
observation.
JOB SPECIFICATION
HR Executive
Company name ALDI Ltd.
Reporting to HR Manager of ALDI
Skills required Communication skills, leadership skills,
knowledge about HR, interpersonal
capabilities, team work, better personality, hard
worker and so more.
Qualifications BBA and MBA (specialisation in Human
Resource)
Experience 3 years
Responsibilities  Regularly monitor working
performance and involvement of
employees in organisation
 To mange and control human resource
 To provide proper training to workers
towards their tasks
Questions, which will be asked in final interview:
 What is your name?
 What are you strengths and weaknesses?
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 From which university did you complete your MBA?
 What is HR and what basic roles its plays in organisation?
 Why we should appoint you in this firm as a HR executive?
CONCLUSION
From the above mentioned report it can be concluded that, human resource management
helps to managed and controlled on workers as well as business activities in effective manner.
This project has been defined about HRM purposes and functions such as training and
development, removing problems and issues, planning, directing, motivating and so more.
Additionally, has been elaborated different recruitment sources such internal and external also
their positive and negative things. Here has been produced a effective job specification for
appointing new HR executive in ALDI.
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REFERENCES
Books, Journals and Online
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
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.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
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.
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.
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.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
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.
Soltis, S. M. and et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Vörösmarty, C. J. and et. al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). p.555.
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.
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Online
Recruitment: Meaning and Sources of Recruitment, 2016. [Online]. Available through:
<http://www.yourarticlelibrary.com/human-resources/recruitment-meaning-and-
sources-of-recruitment-with-diagram/32353/>. [Accessed on 21st September 2017]
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