Human Resource Management and Conflict Resolution

This assignment focuses on the critical aspects of human resource management within an organization. It explores the goals of HRM, the importance and ways to improve employee relations, and the techniques for conflict resolution. The task requires a comprehensive understanding of these topics and their practical application in real-world scenarios.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and Purpose of HRM.............................................................................................1
P2 The strengths and weakness of different approaches to recruitment and selection...............2
TASK 2............................................................................................................................................4
P3. Advantages of different HRM practices in ALDI for both the employer and employee.....4
P4. Evaluate the effectiveness of different HRM practices .......................................................5
TASK 3............................................................................................................................................6
P5. Analyse the importance of employee relations.....................................................................6
P6. Key elements of employment legislation and the impact it has upon HRM decision-
making ........................................................................................................................................8
TASK 4 ...........................................................................................................................................9
P7.Illustrate the application of HRM practices in a work related context..................................9
CONCLUSION..............................................................................................................................10
REFERENCES ............................................................................................................................11

INTRODUCTION
Human resource management is considered to be the most adaptive and modern
discipline which is able to assist managers in managing people element at workplace. It is
focused on planning, organising, motivating and improving the work environment with various
tools and techniques. The HR department within organisation keep on analysing internal and
external environment as to ensure that they are using the best policies and procedures to deal
with manpower. To achieve success in the market a firm needs to devise proper strategy to
manage its workforce (Alfes and et. al., 2013). If the human resource within organisation is fully
satisfied and are provided proper guidance than it will aid company in achieving all its goals and
objectives. This report is based on ALDI, which has more than 10,000 stores in more than 13
countries. It offers products at a discounted rate to its consumers which is the main attraction. In
this project various issues related to human resource and its environment will be mentioned. It
will also cover various approaches that are used by employers as to enhance relationship between
workers and management.
TASK 1
P1 Functions and Purpose of HRM
There are various functions that are performed by HR department within ALDI. These
functions are beneficial as they boost manpower planning and sourcing. It is very essential for
organisation to make sure that workers are placed on right jobs at right time and right place so
that they can perform in a well defined manner (Batt and Colvin, 2011). Some functions
performed are by human resource department are as follows: Planning: The HR department keeps on planning and states about various ways in which
people can be hired and trained. The managers plans about training and maintaining the
existing force as to boost their efficiency and effectiveness. These days HR department
aims to use people with a strategic approach so that all goals and objectives can be
achieved in a proper time frame. Staffing and organising: On the basis of plans and requirements, human resource
department plans to recruit people within organisation as to fill vacant post. This ensurers
that all task and projects are completed on time with higher level of efficiency. The
1

human resource department also organises all the resources that are required for
performing a task.
 Employee Development: The aim of HR department is to focus on development of
people working within ALDI so that their efficiency and effectiveness can be boosted.
Purpose of HRM Internal customer management: The HR department is established as to make
standardised policies for keeping internal consumers satisfied. Matrices: Human resource has to interact with employees and establish proper
communication lines so that he can listen to their problems and sort them out. Employee relations: Managers needs to ensure that relationship between employees and
management is as per requirements and there are no conflicts between them.
 Policies and procedures: The policies and procedures within organisation needs to be
based on the legislation and laws of company (Boxall and Purcell, 2011). They needs to
be followed as to ensure that employees are being given right environment. There are
various ways in which company can use these legislation as a tool to protect itself against
any legal trouble.
The human resource management in ALDI is designated to complete all the task as to
achieve goals and objectives. It is not easy for managers to manage a huge workforce which
belongs to different culture and background that is why they need to develop a strategy and
policy which can be adjusted as per requirements. Managers need to have knowledge of all the
rules and regulations as to ensure that they can update their procedures as per changes made by
government and its agencies in a specified region.
P2 The strengths and weakness of different approaches to recruitment and selection
There are different types of approaches which are used by ALDI for recruiting and
selecting required number manpower within organisation (Bratton and Gold, 2012). Managers
needs to keep on analysing various internal and external pool that can be used by company for
recruiting people. They needs to derive a strategy which will stated about requirements and
methods which will be employed to fill up those vacant post. Also they have to make sure that
this task is efficiently and effectively conducted. Following are the ways which are used by
ALDI and its managers for recruiting candidates:
2

Internal Recruitment: This is a method which is used by managers at the time when
there is a job profile that matches existing employees description. Basically this method can also
to called as a cost efficient mode of recruiting where company promotes, transfer or enrich an
employee within organisation (Brewster and Hegewisch, 2017). When ever there is a job that is
new and needs a better candidate, managers will opt for external mode of recruitment. There are
certain advantages and disadvantages of this method:
Advantages Disadvantage
There are few benefits for ALDI:
It will boost employee morale which assist in
gaining their unconditional commitment.
Higher level of efficiency and productivity
Employee knows organisation goals and
objectives, so it is easy for him to align with
job.
Increases employee interest in job
Motivates other for getting same opportunity in
future.
Few disadvantages are:
The level of innovation and creativity remains
same or decrease.
Employees who are not promoted are
demotivated.
Causes conflicts between employees.
Sources: Present employees, Referrals, Former workers, Past applications.
External Recruitment: This is a method that will be used by managers as to find new
talent. The external mode of recruitment provides a huge pool of talent which is waiting to be
tapped by company (Chelladurai and Kerwin, 2017). When ever there is a new type of job that
needs different skill set, external mode of recruitment is the first choice. It brings fresh talent
which boost innovation and creativity within organisation.
Advantages Disadvantage
The benefits available for ALDI are:
Boost innovation and creativity
A huge pool is there, out of which managers
can select the best.
Disadvantages are:
Limited ways to measure candidates level of
performance and abilities
Costly mode of recruitment
Need to be given training and information
regarding each and every task (Resources and
3

time consuming).
Sources: Employee exchanges, Advertisements, Agencies, Associations, Campus recruitment.
Deputation.
TASK 2
P3. Advantages of different HRM practices in ALDI for both the employer and employee
There are various advantages and disadvantages of HRM practices to both employer and
employee. In ALDI, managers are responsible for developing different policies and procedures
not just for recruitment and selection but for boosting employee engagement and relationship too
(Daley, 2012). There are various function that are performed by HR department, such as; payroll,
hiring, training, compensation, grievance handling, etc. these activities are necessary and assist
organisation in managing human resource in a proper manner. Following are the activities which
will state about various benefits of these function to employers:
 Conflict resolution: There are different types of issues and problems which keeps on
happening at workplace due to lack of communication or any other reason. The HR
practices assist handling grievances of employees which ultimately leads to resolution of
problems. This boost their co-ordination and co-operation. It also assist managers in
keeping the organisation productivity to a better level.
4

 Training and development: The HR department aims to enhance employees efficiency
and effectiveness by using various tools and techniques to boost their morale and interest
towards their job (Flamholtz, 2012). Its practices assist organisation in gaining
unconditional commitment from employee. Builds a flexible workforce: The HR practices assist organisation in developing a
flexible manpower which can adopt changes that are being made in strategy.
 Compensation: HR managers has to ensure that workers are being paid as per their job
profile and performance. This boost employees motivation and they tend to behave in a
positive manner. Workers are committed towards their job and like to perform as per
standards and requirements of the firm, so that they can achieve their targets and lead
company in attaining its end goals.
There are certain benefits of these HR practices for employees too. It is as follows:
 Workers are able to learn new skills and abilities while gaining knowledge.
 Their skill of opportunity identification is boosted which improves their personal and
professional development.
 Working environment is improved as employee motivation is increased
 Efficiency and effectiveness of employees is increased.
5
Source 1:
An Introduction to Conflict Resolution, 2017

 Their level of flexibility is improved as they are able to adapt to changes due to their
critical thinking and innovative approach.
These are some benefits to both organisation and employees due to HR practices. It is
very important for HR department to ensure that they employ right policies and procedures
which are workers friendly and boost their motivation to comp0lete their task.
P4. Evaluate the effectiveness of different HRM practices
Human resource management is one of the key department in an organisation and their
any action would directly impact the functions of it. If Aldi wants to gain success in their
operations, it is necessary that HR practices should be carried out properly (Guest, 2011). If firm
wants to makes sure that all the desired goals and objectives should be achieved on time with
efficiency. HR personnel will assure that they recruit a right person or they will place existing
employees on right place. Such practice will yield better results and they will able to produce
more goods and services. HR practices involves staff engagement, compensation, training and
development, performance appreciation, rewards and etc. They should analyse the job
description and candidates profile, after that they look for the capabilities which are required for
that position. All the activities of HR are concerned to productivity, quality, market value and
productivity.
Above mentioned all the things can be achieved by the help of human resources as it will
Aldi in setting a priority and fitting them into a common objective. With the use of different
techniques like auditing and appraisal the effectiveness of the HR practices can be analysed
(Hendry, 2012). An organisational audit of Aldi will help board of directors to know how HR
area of ALDI is performing. They can take feedback from the employees or self assessment
technique can be used for such purpose. Whatever action is taken by the managers will directly
impact the performance of the staff, so they can evaluate working style of workers. If they are
working well and benefits of that can be observed on the sales of Aldi.
In the organisation there might arise a lots of situation which can hamper the performance
of ALDI. To improve the conditions in such situation HR becomes active and try to resolve any
conflict or train the unskilled employees. With practising the concept of employee engagement
they can build a coordination among them which will give ALDI long term benefits. With the
aim of increasing productivity ALDI personnel have to regularly conduct audit and evaluate the
performance of HRD. These will assure them that they are following organisation culture,
6

policies and any other legislation (Jabbour and et. al., 2013). Managers who are sitting at the top
level can update or modify any policy related to HR in regards to this.
TASK 3
P5. Analyse the importance of employee relations
Managers in ALDI know the value and importance of employee relations, that is why
they use different tools and techniques to manage the relationship between workers and
management. The leaders in company are directing employees in a direction that will assist them
in achieving goals and objectives. The managers also try to keep motivation level as to boost
their efficiency and interest. There are various reasons which leads to conflicts, if they are not
properly assessed and handled. The human resource department in ALDI has to ensure that they
are using right policies and procedures to manage workforce and improve their level of co-
ordination. They also aim to improve interaction between management and employees for
addressing their issues in s proper manner.
Good employee relations boost workers capability to perform good and get better
customer services. When organisation is able to deliver as per the needs of consumers then their
satisfaction level will increase (Kehoe and Wright, 2013). Strong relationship between employee
and management assist organisation in improving working environment that boost productivity
and efficiency of workers. There are different types of decisions which need to be taken by
human resource manager as to fulfil all his roles and responsibilities. A better relations between
management and employees will assist organisation in formulating and implementing strategies
in a right manner.
ALDI aims to boost workers engagement and relationship that will assist them in
building a effective and capable manpower. It will also reduce confusion that exist in the mind of
workers related to strategies and procedures. Points mentioned below state about some benefits
to ALDI:
7

 Team building and working: The co-ordination and co-operation is increased when there
is strong relationship between employee and management. Workers tend to work in
teams and achieve all the goals in a much efficient manner (Messersmith and et. al.,
2011). Team building and working assist an organisation in achieving goals and
objectives in a efficient and effective way. It also reduces cost of an activity as well as
time taken to complete a job is reduced. Employee loyalty: Employee relations are important as they increases motivation level of
employees and increases their loyalty towards company. This means there will be far less
worker turnover in the organisation (Moutinho, 2011). Higher turnover rate can hamper
organisational ability and productivity. Firms do not need to recruit more people as there
are less vacant post due to low rate of employee turnover. Competitive advantage: When workers perform in an efficient and effective manner then
it assist organisation in achieving its goals and objectives. A strong employee relations in
company motivates employees which leads to higher productivity and aids firm in
achieving competitive advantage.
 Higher Productivity: Higher level of motivation makes employees in delivering better
productivity. They deliver a higher level of services to consumer which boost their
satisfaction level and company's profitability. Motivated employee perform in a much
efficient and effective manner.
8
Source 2: Christine Mbwayo, 2013

The human resource department in ALDI will have these benefits if they prepare all
policies and procedures which boost employees relationship with management.
P6. Key elements of employment legislation and the impact it has upon HRM decision- making
There are some key legislations and laws that are enacted by government as to ensure that
employee's as well as employers are protected against any circumstance. There are certain laws
which are used by ALDI to make sure that there are standardised legislations being followed: Equality Act 2010: It is a laws that states that there should be no discrimination at the
time of recruitment and selection as well as in the working environment (Ployhart and
Moliterno, 2011). This act is made up of different discrimination laws that were enacted
to protect people from various types of issues. Health and Safety Act 1974: It is an act that states that an employer has to make sure
that, they are providing a safe and secure environment to the employees. This legislation
was made to protect employees from any physical and mental harm at workplace and
stated about different responsibilities of employer and employee. Equal pay Act 1970: This laws stated that there is should be no discrimination in the
payment of salary and wages. This legislation aimed at removing the variance that existed
between men and women salary for same job. Now this law is a apart of equality act 2010
but it still is relevant.
 RIDDOR 1995: This is a law where company is bound to report any disease and injury
which has occurred at a work place to authorities. The agencies take corrective measures
to avoid any future accident and also compensate the injured.
These legislations has their own impact on human resource activities and budgets. All the
process need to be based on these laws so that company do not run into any legal (Renwick,
Redman and Maguire, 2013). trouble in future. The strategies need to be formulated as per the
legislations and all policies needs to be developed at par with standards.
TASK 4
P7.Illustrate the application of HRM practices in a work related context
There are different types of practices of human resource department. These activities are
related with training, development, performance appraisal, motivation, learning events, payroll
and compensation, etc. ALDI is currently expanding into developing countries as to boost its
9

profits and market share. This is the reason because of which they need to hire more individual to
complete all assigned task.
The managers in ALDI needs to formulate a strategy for recruiting people, so that all
vacant post can be filled and goals are achieved (Storey, 2014). The very first thing HR
department needs to do is conduct job analysis and evaluation. It will state about what qualities
and attributes are required to complete the task, also it will state how beneficial this job will be
for the company. After this the department will advertise about the vacancy on their own portal
and other job sites as to attract candidates. Once a pool has been created, candidates will
shortlisted and appointed to the job.
Whenever there is vacancy in the organisation managers will follow a process to
understand the actual requirement and float advertisement and choose the best candidate. The
HR department also has to provide training and development opportunity to all existing as well
as new employees so that they can be trained and overcome issues which come up at workplace
(Wright and McMahan, 2011). Every activity and practice of HR department should be
conducted with a aim of improving efficiency and motivational level of employees for
achievement of goals and objectives.
CONCLUSION
In this report, it is stated that human resource management is very important for
organisation growth and development. There is requirement of proper polciies and procedures to
keep the most dynamic force managed. For this task firm needs HR department which specialises
in dealing with human resource issues and management. It will assist organisation in using it
manpower in a strategic manner which will allow them in gaining competitive advantage over its
competitors. Also organisation need to follow all laws and legislation as to stay out of legal
trouble and enhance organisation capability to face any issue.
10

REFERENCES
Books and online
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.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. 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.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Jabbour, C. J. C and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
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.
Messersmith, J. G and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
p.1105.
Moutinho, L. ed., 2011. Strategic management in tourism. Cabi.
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.
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.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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.
Online
11

Goals of Human Resource Management. 2017. [Online]. Available
Through:<http://smallbusiness.chron.com/goals-human-resource-management-
21317.html >. [Accessed on 20th July 2017].
Employee Relations - Importance and Ways of Improving Employee Relations. 2017. [Online].
Available Through:<http://www.managementstudyguide.com/employee-relations.htm>.
[Accessed on 20th July 2017].
Christine Mbwayo, 2017. [Online]. Availaible through:
<http://sbs.strathmore.edu/blog/2013/04/30/building-good-employee-relations-through-
communication/>. [Accessed on 20th July 2017].
An Introduction to Conflict Resolution. 2017. [Online]. Availaible Through:
<https://www.skillsyouneed.com/ips/conflict-resolution.html>. [Accessed on 20th July
2017].
12