Human Resource Management: Critical Aspects and Evaluation

The provided document is a project report on human resource management, highlighting the importance of HR managers in facilitating effective coordination between management and employees. The report evaluates internal and external sections for recruitment and selection, identifying strengths and weaknesses. It also discusses employee appraisal events and relevant legislation, emphasizing the need for HRM to be managed efficiently. This report serves as a valuable resource for students, providing insights into human resource management practices.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
HUMAN RESOURCE MANAGEMENT.......................................................................................1
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing........3
P2 Strengths and weaknesses of different approaches to recruitment and selection..................5
TASK 2............................................................................................................................................6
P3 Benefits of different HRM practices within the organisation for employer and employee...6
P4 Effectiveness of different HRM practices in terms of raising profit and productivity..........7
TASK 3............................................................................................................................................8
P5 Importance of employee relations in respect to influencing HRM decision making............8
P6 Key elements of employment legislation and the impact it has upon HRM decision making
.....................................................................................................................................................9
P7 Application of HRM practices in a work-related context, using specific examples ...........10
CONCLUSION..............................................................................................................................11
REFERENCES ...............................................................................................................................1
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INTRODUCTION
Human resource management is not a easy thing and it is really essential for management
to draw certain number of things which enable and facilitate to manage workforce properly. In
order to accomplish goals and objectives, an effective and appropriate workforce is required
which get determine through active process and working of HR manager of a company
(Armstrong and Taylor., 2014). This project is describe and reflected on ALDI human resource
management consideration which will going to conclude and define certain number of topics and
aspects in definite frame of course. It will going to define about purpose and functions of human
resource management with strength and weakness of recruitment and selection process. Along
with this, it will also going to describe about benefits of various practices in HRM so that
profitability and productivity could be enhance. Although, management will going to understand
about better employee relation results for taking suitable decision making in order to determine
various legislations in consideration.
TASK 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing
Human resource manager play an important role in an organisation whose major function
is to perform things in better and definite manner. A HR manager of a company play differ kinds
of roles and consideration which need to assess and understand in definite manner so that their
working get done properly as well as all resources could be utilise in better frame of manner.
Along with this, employees are the ultimate resources which support and enable in
accomplishing each and every target better.
At ALDI, certain number of functions and purpose of HR manager are define and
describe as follow so that management could maintain and manage better workforce and utilise
them in definite manner so that effective and beneficial outcome could be gain in long period of
course.
Planning: One of a major and important thing which required to understand by human
resource manager of a company is better planning of employees. It is really essential to draw
better plan for each and every single aspect regarding vacant job position (Berman and et. al.,
2012). It is a crucial and major thing which used to perform by human resource manager of
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ALDI where they need to fulfil vacant position at workplace in better and determined manner so
that effective results could be drawn.
Staffing and organising: Another function and working which get done by human
resource manager of a company is staffing and organising. Staffing refer with recruitment and
selection of such individual whom have potential to do better and signified things in nature.
Along with this, organise a team as well so that signified and definite outcome could be drawn
long period of course (Boella and Goss-Turner, 2013). ALDI have to recruit and include such
individuals at workplace whom have potential to do better things and organise them into a team
so that efficiency could be promoted.
Training and Development: Another attribute and function of HR manager is training
and development. Human Resource manager have to provide appropriate and suitable training to
each and every individual and requires to expand and maximise their skills as well. This need to
assess and understand by managers of ALDI where they have to provide appropriate training to
such individuals whom have potential to do better things. As in future their skills get improved
so that chances to derive beneficial gain could become possible in nature.
Apart from all these consideration, there are certain purpose also get evaluated which
need to done by HR manager of a company as well as need to understand it properly. Thus,
certain purpose of ALDI managers of Human resource division are signify and describe as
follow which need to properly understand by supervisors so that they could perform each and
every consideration in better manner: Employee motivation: One of a major purpose and work of HR manager is to motivate
each and every single employee towards work. A less enthusiasm manager will not going
to reflect and support in defining effective and beneficial outcome in nature. Thus, ALDI
human resource manager have to motivate each and every employee better so that they
used to perform better and effective things in frame which ultimately response to
betterment.
 Communication: Another thing which requires and consider as major purpose of HR
manager is communication. There is a need to communicate each and every single source
of information to associates of a company (Boselie, 2010). This exchange and defining
of information facilitate and enable in managing things properly so that a healthy
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relationship get maintain. ALDI managers need to facilitate and define each and every
single data with their employees and management so that effective outcome get assess.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is define as such process where appropriate assessment of individual get
done from communication to academics so that such candidate would get selected whom have
potential to do better and perform effectively as well (Boxall and Purcell, 2011). Thus, every
company have their own an definite pattern of recruitment and selection which need to assess by
manager of Human resource better so that suitable gain could be imposed in long period of
course.
ALDI workforce department understand a major section which is associated with
management of employees that for recruitment and gaining appropriate individual or associate it
is really essential to identify and analyse various recruitment and selection procedure in
consideration. Thus, management of company have to evaluate all major strength and weakness
of different recruitment and selection consideration in account so that beneficial option could be
opt and choose in order to gain and derive effective and efficient outcome in nature of frame: Internal recruitment and selection: One of a major and appropriate consideration
through which an individual could recruit and select better individual is internal
approach. Here, business managers could made transfer and promotion or demotion
internally by not including any external attribute and aspect into it. This define and
determine as one of a major approach and consideration through which suitable number
of individual could get hire. This approach have certain drawbacks and benefits which
need to assess and understand by manager of Human resource of ALDI:
◦ Advantages: One of a major advantage of internal source of recruitment and selection
is motivation to each and every employee due to transfer and promotion within an
association. Along with this, it will also going to enhance morale and boost up the
optimum level of an individual so that define results and productivity get promoted
and encourage as well (Daley, 2012).
◦ Weakness: Internal recruitment and selection also have certain number of drawbacks
and weakness which need and essential to understand so that beneficial gain could be
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promoted. There would be more chances and possibility of clashes among individuals
because transfers are taking place within a business unit. External recruitment and selection: Another source of recruitment and selection is
external one where each and every individual belong to differ stances and frame. This
aspect get underpin when recruitment and selection used to take place differ from
business entity or from outside world (Gospel and Sako, 2010). This facilitate in
recruiting better individuals. ALDI managers also required to understand the strength and
weakness of external recruitment process in frame:
◦ Strength: This approach enable in recruiting and selecting appropriate individual at
workplace so that better and determine candidate would get selected at workplace in
order to enhance productivity. This also support in expanding number of
opportunities identify at workplace in hope to estimate better products.
◦ Weakness: One of a major weakness of external recruitment could be related with
confidentiality. It might enhance chances to bring out personal and confidential
information of customers to market area due to involvement of external individual.
TASK 2
P3 Benefits of different HRM practices within the organisation for employer and employee
For retaining workers for longer period, there are different human asset administration
practices for example, strong employee relationship, healthy working condition, fair payroll etc.
that is vital in upgrading their general execution and profitability of organization and its
workforce. Such practices advantages to both representative and boss. Use of these practices
guarantee execution of business exercises and activity in an organized and through way (Heizer,
2016) In ALDI, execution of these Human Resource Management practices improve smooth
running of association's task. Following are the advantages that these practices give to both
worker and manager are as per the following:
Advantages to Employer:
1. Help employer in decision making process: Human resource practices help administrators in
framing effective decision that proves to be benefit for both employee and employer (Gospel and
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Sako, 2010). With the use of these practices, business can contribute enormously towards growth
and development .
2. Keeps up healthy and sound workplace: Healthy and positive working environment assume
encouraging and empowering representatives so they can work extraordinarily hard towards
achieving organization's objectives and destinations inside determined time allotment. ALDI is
advancing sound and positive workplace that expansion the assurance of their representatives.
Additionally it help in enhancing ALDI's profitability and productivity at large.
Advantages to Employee:
1. Enhances Performance: With the assistance of various practices of HRM, ALDI can improve
the overall efficiency and productivity of their workforce. Confidence of staff is flourished and
as result, they contribute more effectively towards achieving business objectives within its
define time period.
2. Worker Relation: With the correct use of these practices, supervisors can guide their
representatives who feels that their rights are violated. It help in keeping up maintaining strong
employee- employer relationship which prompts to do all business exercises and task in an
orderly way.
P4 Effectiveness of different HRM practices in terms of raising profit and productivity
HR practices are the methods by which work force can create leadership of staff.
Utilization of these aids firm in increasing its profitability and benefit proportions (Heizer,
2016). It additionally helps with maximizing motivation level of manpower and encourage them
to work effectively for accomplishment of objectives and targets . These practices encourages
managers in planning proper plans and approaches identified with workforce. A few strategies
are additionally formulated by them which helps actualizing those plans in appropriate and
viable way. These plans regulates direction to administrators for their future actions. Practices of
HRM practices incorporates training and development, well-being and security, pay rates and
remuneration, keeping up solid work environment and so on. Every single such practice
encourages administrator in fulfilling the needs of staff individuals . In ALDI, usage of human
resource management practices help with keeping up positive and healthy workplace (Hoque,
2013). It advances healthy and positive work culture inside firm which will at last increment its
profitability. A feeling of fulfilment is made among labourers which urge them to work for
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achievement of objectives and focuses of organization. HRM practices additionally helps in
expanding interest of workforce in exercises of organization which advances cooperation. It
enables employees to work in group with legitimate coordination and collaboration. It improve
efficiency of both, ALDI and in addition its workers and leads it towards development and long
haul achievement (Jiang and et. al., 2012). There are numerous testing circumstances before
administrator, for example, representative clashes and others, in which chief needs to take
different choices. These practices causes them in taking viable choices which enhances execution
of labor. In ALDI, a sound work surroundings is keep up by legitimate execution of these
practices. Chief likewise underline on giving powerful instructional meetings to their staff with
the goal that their aptitudes and abilities can be improve they empower to work for achieving
objectives of organization. Preparing helps in expanding profitability of workers and in addition
firm and contributes in expanding its efficiency. Along these lines, thusly, successful practices of
organization helps with expanding profitability and benefits of firm and leads it to higher
development and long haul manageability.
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making
Employee Relation can be characterized as relationship that exist amongst administration
and worker of the organization. For smooth running business task, it is imperative for a
relationship to keep up solid working relationship among representative and boss as the
commitment of the two gatherings are broad in authoritative development and advancement.
Supervisors of ALDI imparts solid affinity to its workforce which advance cordial workplace in
the organization. Administrators include them in their basic decision making process which
influences them to feel esteemed and vital. Alongside this, it likewise guarantee enhanced
execution of labourers and thus, increment their fulfilment level (Jiang and et. al., 2012). ALDI
guarantee to give equivalent and reasonable chances to every one of its representatives that guide
in their future development and improvement. Additionally it enable employees to uninhibitedly
associate with administration and straightforwardly share their assessments and recommendation
which help ALDI in detailing viable choice and techniques . This thusly enhances co-activity and
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co-appointment among work force and odds of raising higher gainfulness increments. A portion
of the significance of keeping up solid worker relationship are discussed below:
 It help ALDI's chief in empowering and motivating their staff individuals so they can
contribute fundamentally towards accomplishing hierarchical objectives and goals.
 Working in a group expands the likelihood of producing most extreme benefits.
 Equivalent and reasonable support of workers guarantees smooth running of business
exercises and activity (Marchington and et. al., 2016).
 Great relationship among manager and representative guarantee long term sustainability
of firm and furthermore high development in the market.
P6 Key elements of employment legislation and the impact it has upon HRM decision making
A wide range of protection measures of workers are canvassed in employment legislation
which are important to be adapted by each business firm. These enactments helps in ensuring
enthusiasm of labourers of being abused. Some vital parts of these authorizations are
characterized below:
Equality: The prime duty of each business firm is to treat their workforce with equal regard and
respect. It guarantees ideal use of human asset in practical way. It is required by director of
ALDI to render rise to chances to every one of their specialists with the goal that all are feeling
upbeat and fulfilled(Mok and et. al., 2013). They are not at risk to made any separation among
workforce based on religion, rank, culture, sexual orientation and so forth. Along these lines, it is
imperative for firm to treat all their staff individuals in equivalent and reasonable way .
Data Protection: According to this demonstration, specialists are not at risk to share any
classified data or information of particular firm with other individual who isn't have a place with
firm. On the off chance that a man finds to do as such, they may be confront numerous results for
the same. Along these lines, it is require by workers to not impart any sort of information to
outsider.
Healthy and Safety: This is one of the business legislation that is connected with health and
safety employees. According to this act, it is fundamental for each business firm to give well-
being and security measures to their representatives at work environment. This will helps with
fulfilling specialists and increment efficiency of organization. For example: ALDI is worried
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about their workforce as far as regulating them washing, drinking, tidiness and different offices
and furthermore give them learning sessions in regards to this (Sparrow and et. al., 2016).
P7 Application of HRM practices in a work-related context, using specific examples
JOB SPECIFICATION
Organisation: ALDI
Job title: Assistant Human resource manager
Qualification:- MBA specialization in human resource management required
Essential Criteria:
 Must have proper knowledge regarding HR and its policies.
 Good interpersonal and communication skill
 Ability to deal wTASK 4ith different situation in systematic manner
Desirable Criteria:
 Minimum 2 years of experience needed
CURRICULUM VITAE
Curriculum Vitae
Name:- PQR
Address:- United Kingdom
Phone No:- 55465454
Job Objective:
Searching for a opportunity where I can improve my skills and ability effectively. Along with
this, I will be able to utilize my talent in a proper manner.
Educational Qualification:-
 B.Com
 MBA or PGDM
Specialisation:
 Human Resource Management
Declaration:
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I hereby declare that, all above stated information is true and correct
Date:
Place:
CONCLUSION
It get concluded from the project that human resource management is not a easy thing
and HR manager have to perform various critical thing in order to determine such force which
provide and reflect effective outcome. A major purpose of HR manager is to work in favour of
employees so that a better coordination among management and associate get done. There are
mainly two kind of section get evaluated for recruitment and selection which are internal and
external. Both of them have certain strength and weakness. This get understand by HR manager
of a company so that beneficial aspects would get assess in long period of course. Moreover,
employee appraisal events used to support employer and employee both where better and
suitable results in frame get determine so that efficiency could be maintain and manage for long
period of course. In such consideration, various legislation get crafted whom required to
understand and assess better.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-
Hill Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Gospel, H. and Sako, M., 2010. The unbundling of corporate functions: the evolution of shared
services and outsourcing in human resource management. Industrial and Corporate
Change. 19(5). pp.1367-1396.
Heizer, J., 2016. Operations Management, 11/e. Pearson Education India.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
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.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality,
tourism, and leisure. Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
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Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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