Human Resource Management Review and Analysis

This assignment provides a detailed review and analysis of human resource management (HRM) concepts, theories, and studies. It covers various aspects of HRM, including strategic HRM, employee attitudes towards organizational change, boundary work for sustainable development, and green human resource management. The assignment also includes an introduction to HRM, its importance, and a literature review on HRM practices. A summary of key findings and research papers is provided, along with online resources for further study.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM........................................................................................1
P2. Strengths and weaknesses of different approaches..........................................................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices.................................................................................4
P4 Effectiveness of different HRM practices.........................................................................5
TASK 3............................................................................................................................................7
P5 Importance of employee relations.....................................................................................7
P6 Key elements of employment legislation and its impact...................................................8
TASK 4............................................................................................................................................9
P7 Application of HRM practices..........................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is a procedure, so that manager can manage performance
of their workers. As result to, they can increase their skills as well as knowledge in an
appropriate manner. Primarily, HR has to focus on arranging of individuals, for this purpose,
they can develop some strategies and policies. It assist them in entire improvement of company.
In the present report, ALDI has been chosen which is famous for their qualitative grocery
products (Hendry, 2012). They supply their goods and services across the world and attract
numerous clients towards them. Main purpose of this assignment is to develop efficient policies
so that employers can attain the desired goals and targets effectively. There are some strength
and weakness of various methodologies to recruitment as well as selection. Along with this, in
this report there is a brief description of key factors which are related with employment
legislation and can influence decision making procedure.
TASK 1
P1. Purpose and functions of HRM
ALDI accomplishes needs and wants of each and every customer by providing them
qualitative goods. Indeed, they have to manage their staff members in a proper way through
providing them effective facilities as well as support whenever they require. There are some
essential purposes of human resource management in ALDI which are mentioned as below:
 Resolving problems: It is the main aim of manager to resolve problems within
organisation. Along with this, they also need to solve issues being faced by workers
(Guest, 2011).
 Create a friendly environment: If there is an appropriate surrounding in premises, then
employees can do their work more effectively and efficiently without any fear or stress.
 Act as an advisor: As indicated by this, manager of human resource department also
works as a good advisor that provides better suggestions to their staff members. As a
result, it works as motivation and thus, they can improve their living standards.
 Recruit and select: It is an essential purpose of human resource department. It is must
for them to organise effective recruitment programs so that they can select the best people
for their firm. Along with this, they have to consider the needed elements which will
assist them to perform their tasks.
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 Assigning of a job: It is necessary for the employer to assign right individuals at a right
job so that they can utilize their skills, abilities as well as knowledge and perform tasks
more effectively (Jiang and et. al., 2012).
Apart from all these, they also need to perform various functions and thus, ALDI can run
their company properly. Various functions of human resource management are described as
beneath:
 Organising: It is essential for employer to manager every activities of company and also
organise programs related to recruitment, so that they can appoint best person. Hence,
they can easily execute their session of selecting of an individual.
 Staffing: When selection is done of deserving candidate, they manager has to assign
them work as per their skills, knowledge as well as talent.
 Controlling: As indicated by this function, department of human resource is totally liable
for controlling entire association. As result to, they can reduce unwanted cost as well as
time, so that work can be done within provided time span (Choi, 2011).
 Coordinating: According to this, it is necessary for an employer to build cooperation
among all departments to achieve their targets as well as eliminate obstacles.
There are some other functions which are mentioned as beneath: Recruitment and selection: It is fundamental for an employer to hire skilled or talented
persons for company. Therefore, they will attain coveted targets within provided period
of time. Along with this, task needs to be allotted to an individual as per their knowledge
as well as capabilities.
 Training and development: Manager has to cater training to their staff members; hence,
they will do their work more effectively and efficiently. This will also aid to improve
their work efficiency. As a result, profits and reputation of an association will get
enhanced.
P2. Strengths and weaknesses of different approaches
It is not an easy task to select an appropriate candidate for the firm because ALDI has
much wider concept and they need a effective individual into their company. Indeed, process of
recruitment and selection is organised by human resource department and to make it more
effective, they can use various techniques as well as strategies. Hence, there are some necessary
approaches which are used by ALDI's human resource department as discussed below:
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Internal approach: As per this method, if employer wants to appoint a person then he or
she can take help of their staff members. It works as motivation as well as they also get
appreciated. Thus, they can achieve the desired goals and objectives more effectively (Wright
and McMahan, 2011).
STRENGTHS WEAKNESSES
 It is less expensive.
 Workers can get opportunities
regarding promotion.
 It is much familiar.
 Limited availability of applications.
 It is related with promotional strategy
and thus, if there is any vacant position
in organisation, then it must be filled
(Lengnick-Hall, Beck and Lengnick-
Hall, 2011).
 There is no unique idea or innovation.
External approach: As indicated by this method, people can be recruited or selected by
the firm from outside. For the above stated purpose, manager can use various tools such as
newspapers, pamphlets, social sites and so forth.
STRENGTHS WEAKNESSES
 There is availability of many of the
substitutes.
 Experienced as well as skilled workers
can be appointed (Buller and McEvoy,
2012).
 Employer can utilize creative thoughts;
as a result, it provides them growth and
advancement.
 It is a lengthy procedure.
 Requirement of maximum capital
Third party approach: As indicated by this approach, manager of ALDI can find
suitable candidates for their organisation from an agency or some other company.
STRENGTHS WEAKNESSES
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 Innovative minds
 Availability of knowledgeable as well
as learned persons
 It involves very high cost.
 There can be the risk of fraud (Alfes
and et. al., 2013).
By concluding all methodologies, it can be comprehended that there are three approaches
which can be used by the manager of ALDI and thus, they can select better as well as deserving
people for their organisation.
TASK 2
P3 Benefits of different HRM practices.
Personnel management assumes a prominent role in growth as well as development of
workers and managers. Generally, behind success of any enterprise is depend upon both level i.e.
higher and lower because each and every activity is managed and controlled by superiors and
subordinates. Cited association render some other facilitates as well as benefits to their staff
people, which are mentioned as beneath:
Benefits of employees:
 Training and development: It is very essential for each and every sort of firm, through
assistance of this, employer of ALDI can improve skills as well as knowledge of their
workers (Renwick, Redman and Maguire, 2013). As result to it, they can easily achieve
their personal and professional goals in an effective manner. Along with this, they can
also get motivated, so that they do their more appropriately.
 Motivational programs: It is necessary for employer to motivate their workers, so that
they can enhance their performance. For this, they can implement some events or session,
as it assists to encourage their staff members.
Along with this, there are some extra benefits of labours which are provided as below by
considering some essential elements:
 Employer provide facility of canteen to their workers for refreshment purpose.
 Working hours are much flexible.
 Environment is also comfortable.
 Manager organise programs related to health and safety.
Benefits to employer:
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 Compensation and remuneration: If employer wants to motivate their workers and
additionally boost their morale, then they can render some extra benefits to them. It will
work as motivation tool (Bloom and Van Reenen, 2011). Along with this, staff members
can attain desired goals and targets within provided time frame.
 Bonus: On some special events, ALDI offers reward to their labours and managers which
is additionally sort of consolation procedure. Indeed, it is fundamental additionally to
maintain sound relations amongst higher specialist as well as lower level.
 Medical: Majority of organisations and in addition ALDI likewise gives medicinal
facilities to their representatives by shielding them from perilous impact. All things
considered, HR division ensure that every staff member is secure as well as safe from any
sort of infections.
 Retirement benefits: As indicated by this, each workers needs retirement benefit after
spending their valuable years for improvement of an enterprise. For instance, annuity
plans, contract benefits, provident store after retirement and so forth. Additionally, ALDI
give benefits to workers after finishing of their administration time span (Daley, 2012).
Aside from this, ALDI has faith being developed of entire association by raising standard
of their workers, thus they can participate in a decision making procedure. Rather than this, a
firm needs to enhance skills as well as abilities of their labours with proper arranging process by
making successful techniques for upgrade. Finally, all these above advantages act as a change
method by propelling them for procuring increasingly data.
P4 Effectiveness of different HRM practices.
ALDI is consistently rising their practices related to human resource management
keeping in mind the end goal is to accomplish its association's objectives as well as targets by
expanding their profitability. Indeed, HRM rehearses consists contribution of workers, training
administration, remuneration and reward framework and so on, greaterly affect a gainfulness of
an enterprise (Kehoe and Wright, 2013). Fundamental reason is to improve living standard of
staff members by receiving different valuable strategies for development for raising their insight
as well as aptitudes. On in spite of this, ALDI's human resource department, needs to enlist and
select meriting and deserving candidates for expanding their efficiency so that they can increase
their revenues. Practices related to human resource management assumes an exceptionally
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prominent part in an advancement and development of a firm in various way which are described
as beneath:
Recruitment: As indicated by this human resource practices, an association expect an especially
unmistakable part in a picking or choosing justifying candidates according to their capacity
based for extending benefit of a firm.
Job analysis: Human resource organisation is committed to asses particular job before
designating for intense running of whole undertaking in accomplishment of goals and
additionally targets.
Training an development: This element is moreover dependable in expansion of advantage by
updating learning and in addition capacity of individuals or workers by driving change activities
to influence them towards individual and professional objectives (Ployhart and Moliterno, 2011).
Beside this, training programs are completed by department of human resource of ALDI to
improve learning capacities of staff people.
Involvement of employees: Raising of a productivity is especially depended on workers in view
of their central obligations and responsibilities in enhancement of advantages. Whole work as
well as activities are controlled and overseen by human resource since they are obliged to
complete it in a restricted time span.
Compensation and rewards: As demonstrated by this practices of human resource
administration, an affiliation needs to persuade their workers towards targets and alongside this,
try to improve their confidence.
Learning, development and training practices: It is fundamental for a superior to increase
knowledge and learning of their new and existing workers. For this aim, they have to do training
to them. As a result, they will do their task appropriately and adequately. Therefore, they will
complete their work within minimum time span.
Payment and reward system: An employer has to make their reward system much effective; as,
it works as a motivation for them. It can be of any form such as monetary or non monetary term.
As opposed to all above HRM practices, there are many obligations as well as duties of
human resource department in growing benefit of firm by restricting its misfortunes (Fulton and
et. al., 2011).
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TASK 3
P5 Importance of employee relations.
Every people who are working in an association attempting to create a positive relations
with their related employees. Individuals are not machine that is reason they require companions
and also accomplices to share their bits of knowledge and points of view for diminishing their
uneasiness. Not a single individual is set up to work alone in light of the fact that everyone
requires to work in a gathering or together to accomplish shared goals as well as objectives.
Alongside this, strong relations among staff member is in like manner one of a vital
clarification for achievement of an association since it induces representatives towards their
personal as well as professional targets. Beside this, they also partake in a decision making
procedure in view of their required parts and obligations in finishing goal of an undertaking
within minimum time frame (Clark and et. al., 2016).
Along these lines, it is appreciated that if persons of enterprise is working in a gathering
with pleasing nature then normally they can improve their advantage in a given time period. On
instead of this, employees relationship portrays that staff members are resting easy as well as
positive about their lifestyle and also work. In additional, kind and strong relations is particularly
crucial in light of way that it act as a key to extraordinary accomplishment of a wander and
outcomes is much beneficial. Along with this, positive relationship among labours is especially
basic in light of the way that diverse reasons which are discussed as below:
Productivity: It develops a great climate inside incorporating of ALDI and obliging in extending
creating process for improvement of revenues. As opposed to this, association contributed
utilization on labour relations undertakings to construct their gainfulness by satisfying their
customers wants and needs (Hendry, 2012).
Employee loyalty: One of an imperative importance of healthy relations of employee is that it
makes a commitment towards affiliation as well as endeavouring to motivate whole firm through
expanding their advantage.
Conflict reduction: When working condition is efficient and also effective, it assist to resolve
issues by restricting it, similarly to make a supportive area. For sure, normal appreciation among
higher administration and lower level is to a great degree profitable and beneficial for whole
enterprise builds up a sound association between them.
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Communicate effectively: It is moreover one of essential key factor which expect
extraordinarily fundamental part in decision making process. Thus, judgement can be taken
adequately as well as speedy.
Hedging risk: Congruity is to a great degree helpful and profitable in controlling future risk and
it push employees to stand up to troublesome conditions by vanquishing leaving blocks of an
undertaking (Guest, 2011). Along these lines, positive interaction between worker is essential for
ALDI to lessen their flourishing hindrances.
At long last, it has been understand that employees relationship plays a noticeable part in
decision making procedure on account of their obligations as well as commitments towards
achievement of association's objectives and targets.
There are many role of Trade union which are mentioned as beneath:
 They do work for welfare of their members. Their fundamental aim is to protect rights as
well as interest of their people.
 They aid to maintain an adequate relationship amongst their members and managers.
 Collective bargaining.
P6 Key elements of employment legislation and its impact.
Legitimate bodies have built up amounts of laws as well as norms for depicting benefits
of employees and furthermore its impact on decision making procedure, as a result of their far
reaching thought with complex nature. It is to a great degree necessary to execute feelings for
people to secure their rights however essential method of reasoning of specialist sanctioning is to
shield them from getting abused from fake activities or any distortion's. In this way, legitimate
specialists have overhauled various more laws for security of business are indicated underneath:
Equal pay act: According to this, ALDI needs to pay comparatively to all workers working at
same level by providing them equal opportunities for whole affiliation. In reality, with help of
this, regulatory body tries to make an overall population free from any isolation (Jiang and et. al.,
2012).
Sex discrimination act: Government sanction a law in which there is no partition on start of
sexual introduction since both young woman and in addition kids are skilled for playing out each
sorts of task. Beside this, standard purpose of this show is to ensures that every organisation must
got this approach by executing at workplace.
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Equality act: Legitimate master of a nation expected to build a peaceful area transversely
finished national points of confinement by maintaining this demonstration. Essential point of
view of act is to support HR division of ALDI for realizing a methods for making surrounding
free from any kind of partition.
By completing every above act, it has been understood that they influence decision
making procedure in different route as a result of its broad thought. Human resource department
has to consider these demonstrations as well as rights of staff members while making any
judgement concerning them (Choi, 2011).
TASK 4
P7 Application of HRM practices.
While opening another branch of ALDI, department of human resource expect a
fundamental part in achievement of focus by fulfilling necessities as well as prerequisites of
domestic and furthermore foreign customers with their innovative things. Without any state of
mind, various utilization of human resource management practices are used by immense
endeavours, while enhancing leaving business pay driven extension in a minimum time span. For
instance, enrollment and selection of an individual experiences a legitimate technique for naming
a qualified as well as qualified staff individual for post of sales executive. Most importantly
movement is to acknowledge affirmation of occupation which include fundamental reports
which engages a man to partake in an enlistment technique. After that relationship is done in the
midst of different applicants on start of open confirmations and select them as necessities be
(Wright and McMahan, 2011).
Basic reason behind work is to fill vacant position of a firm and empower picked staff
part towards their parts and furthermore commitments to satisfy whole association purposes as
well as targets. Close to this, basic point of a business is to dispatch modify people at a correct
work as showed by their capacities, learning, aptitudes et cetera. Rather than this present,
association's administrator need to expand offers of entire firm with proper utilization of
fundamental resources, so they can construct their wages through satisfy needs and needs of
buyers at worldwide level.
Instead of this, in the wake of doling out work an endeavour need to gage the execution
of offers director for finishing fundamental adjustment as indicated by essentials. Alongside this,
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ALDI finished enrollment and furthermore determination strategy while opening of new branch
for improvement and progression of an affiliation (Lengnick-Hall, Beck and Lengnick-Hall,
2011). Manager will provide flexible hours to their staff members; so that, they will do their task
appropriately. This will cater motivation to them and they accomplish their task with maximum
effectiveness. Along with this they have to discuss terms and conditions with their staff
members; hence, they do their work without breaking rules.
CONCLUSION
According to previously mentioned report it has been reasoned that, obligations and
moreover responsibilities of a human asset administration towards connection's objectives and
target. Undoubtedly, this task is tied in with managing of works by improving their capacities
and figuring out how to complete its own specific and master centers in a given time cross. Next
to this, it featured differing apparatuses and procedures of measuring execution of people
working in an essential association named as ALDI. For the most part, it is a meander acclaimed
for its basic supply things by having its branches at general level and trying to get thought of
purchasers. Fundamental point of view of firm is to enlist best hopefuls who have limit of
keeping up their affiliation enough with help of front line creative technique. In extra, this
undertaking covers adequate strategy for picking defending contender to fill shot of business by
giving essential central focuses to manager and workers. Finally, it featured extreme piece of
human asset association in picking qualified individual and what's additionally appointing ideal
individual at right occupation.
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REFERENCES
Books and Journals:
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.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Fulton, E. A. and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
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.
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.
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.
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:
HRM Introduction. 2017. [Online]. Available through:
<http://www.gene-quantification.com/hrm.html>. [Accessed on 26th July 2017].
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HUMAN RESOURCE MANAGEMENT. 2016. [Online]. Available through:
<https://www.utwente.nl/en/bms/hrm/>. [Accessed on 26th July 2017].
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