Strategic Human Resource Management Analysis

This assignment delves into the crucial link between strategic human resource management (SHRM) and organizational performance. Students are tasked with examining various SHRM practices, their impact on employee engagement and attitudes, and ultimately, the overall success of organizations. The analysis incorporates theoretical frameworks, research findings, and real-world examples to illustrate the profound influence of effective HRM strategies.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM which is applicable to planning and resourcing
organisations ..............................................................................................................................1
P2 Positive and negative aspects of recruitment and selection process in organisation ............3
TASK 2............................................................................................................................................4
P3 Advantages of HRM practices for both employer and employees .......................................4
P4 Effectiveness of HRM in terms of elevation productivity ....................................................5
TASK 3............................................................................................................................................5
P5 Significance of employee relations regarding Determinant HRM conclusion .....................5
P6 Key elements of Occupation legislation along with impact upon HRM decision making .. .6
TASK 4............................................................................................................................................8
P7 Application of HRM practices in workplace ........................................................................8
CONCLUSION................................................................................................................................9
REFRENCES.................................................................................................................................10

INTRODUCTION
Human resource management is basically defined as management of these human
resources. It is planned and designed in this way so they can maximize the performance of
employees effectively and efficiently. They are mainly solicitous with people's management,
organisation, policies which is focused on the systems (Wright, 2011). HR is the one who is
responsible for overlook all the employee benefits, their recruitments, selection, training and
development, performance appraisal, rewarding many more are includes in this departments.
They manage employees in that way so company can be utilized them effectively and efficiently.
This study is going to present effectiveness of the HR department in different terms and practices
of organisation. So on they also give importance to employees relationship and other key
elements of governance through which employment Influence by them in decision making. They
also have different approaches and functions like recruitments and selection and various strength
and weakness aspects they are also present by this study. HR department treated like backbone of
whole company .
TASK 1
P1 Purpose and functions of HRM which is applicable to planning and resourcing organisations .
HRM is mainly a process which involves in some basic activities of ALDI like Recruit
them, Trained them hard as according to the requirement of the organisation, compensate them,
develop policies for employees which is important for them and develop some strategies which
retain them (Purce, 2014). They control and coordinate whole organisation by some of activities
and tasks which perform by them . There are some purposes and functions of HRM are as
follows :-
Staffing:- ALDI demands for some good brains with efficiency. There is basic and
essential process is staffing In which company hire for some vacant job profile to go through
salary package. This function made up of few activities and steps are :-
 Plan staffing process :- They design how many people needed for company and then they
hire individuals on the basis of revenue expectations.
 Multicultural at work :- It is very necessary at workplace through this company have
many people with variety of backgrounds at geographic point .
 Recruitment:- They look for deserving people to fill the vacant positions in organisations.
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 Selection :- They select individuals by written, interview, and other compensation
package will negotiated after that they give them proper training, retention and
motivation.
Development of policies at workplace :- They develop policies, rule and regulations to
make sure that organisation will run smooth with fairness. They are responsible for development
of verbiage surround by these policies some policies like :-
 Dress code
 Ethic policy
 Discipline process policy
Compensation and benefits administration :- These professional demands to be
compensate at fair level, to introduce industry needs, broad enough so they stimulate people at
workplace (Ployhart, 2011). They should concerned with employees pay as similar to their
performing jobs. Some employees compensation involves :-
 Health benefits
 bonuses
 pay
Retention :- In this process, involves motivate employees to work effective and
efficiently and stay with company. Compensation plays important role in process of retention
this is important because many of people leave company because of :-
 Issues with job what they are performing
 Not so good working environment.
 Challenge and grudges with managers.
Training and development :- After selection process, company tend to be give them
training and development for the job profile. So they can give their best, this will help them to
understand their profile better and through this they can also grow and alteration. In training
there are some activities are as follows:-
 Training and and communications .
 Policy and legal training .
 Job skills and training .
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ource 1: Function of HRM, 2015

P2 Positive and negative aspects of recruitment and selection process in organisation .
Recruitment and selection process basically defined as to hire deserving people for some
vacant profiles through the various process of selection it may be taken as written process,
interview, many more. After clearing all those steps then they meant to be relevant for that job.
There are some of pros and cons of these approaches of selection and recruitments are as
follows:-
Strengths
 Basically these approaches at ALDI is all depend on this process they create high
possibility and drawing upon wide range of highly talented people. So these will help in
growth and progress, which directly and indirectly help in organisation to achieve their
respective goals. They contribute in success of company by giving them new ideas,
thoughts which is more beneficial for company.
 This process is major because company demands for good employees and if this process
of selection and recruitment is done carefully then they will find better person which is fit
for job. They have to identify that deserving one which able to contribute significantly
towards the organisation with effective and efficient way. They observe all things in
which education, confidence, skills, other things are include.
Weaknesses
 Inefficiencies, There is main weakness of these approaches is that they spend more time
on searching various recruitment and selection tools which will not help in tracking good
quality individuals. Instead of this they should find some ways like job fairs, public
spaces many more so they can improve their quality tools.
 Some of the companies prefer to be internal recruitments which directly restrict to better
and well qualified candidates who are outside of company (Lengnick-Hall, 2011). They
should placate desire from present employees that substance are internal. So on company
can miss the change of getting new ideas from fresh minds that can be come by external
recruitments. They exclude outsider candidates which may be limits the total natural
ability pool, which may preclude the organization from getting best candidate which
tends to be fit at that job profiles.
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TASK 2
P3 Advantages of HRM practices for both employer and employees .
These HRM practices helps them to create positive working environment in whole
organisation so this will create control and coordination of all activities. This will basically
increases performance which will affect in growth and progress of ALDI (Kehoe, 2013). These
all things provide benefits in large amount of both employer and employees of this firm.
Implementing them will give various advantages some advantages of employer are as follows:-
Building team :- If Human resources activities done is good way then they will both
satisfy their personal as well as organisational goals. All of these will help them in constructing
team and through this will give better resultant in the enterprise than single.
Create positive and healthy working environment :- HRM compile with number of
policies and legislations and implement them this is how they run organisation smoothly. All
rules and regulation must be provided safe to employees by performing their routine job. They
are responsible for creating risk free environment around the work place so this will encourage to
the employees to do hard work resultant this will help them to maximize their performance.
Helps in making future planning :- There are some activities of human resource
management which help to the manager by collecting relevant information from all the classified
departments of that enterprise. These all data of employees help to manager by making their
future plans for the organisation which will be beneficial for business too.
Advantages of Employees
Training to employees:- There are various practices of this department of human
resource which basically help to the employers in identifying the some requirements of workers.
There program of training and development help to that candidates by enhancing their skills and
abilities and make them enough capable to survive in that competitive business environment.
Motivate workers :- Some of ethical activities of human resource management which
encourages and influence their fair work through which business environment run smoothly
(1iang, 2012). There should be fair treatment either compensation from the employers which
help them to motivate rest of employees for doing their best. It help in increase all output of the
whole entity.
Increase efficiency of worker's presentation :- A good enviroment leads to growth and
success of business. This will decrease all the organisation cost of business surroundings which
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help to the firms in providing them quality commodities to their consumers at minimal prices.
This will increase the popularity and good image of the company at competitive business market.
P4 Effectiveness of HRM in terms of elevation productivity .
Profit maximisation is the main and important motive of all the organisations, without
this they can hardly survive in the compensative market. So for generate large number of profit
annually it is essential to plan smartly (Huselid, 201). These all practices help them in defining
activities or process of managing human resource activities regarding them. Under these plan of
action of human asset training and development along with other development programmes that
should be pleased because of these individuals for enhancing their talent and skills so it will help
in increase the quality as well as quantity of work. This will help to organisation by creating
quality products for their consumers and generate large amount of profit every year. These ALDI
managers needs to understand activities and practices of HRM and then revenues of this
respected enterprises will directly linked. If they consist of more effective and efficient practices
of this human resource management then there will be more able to the business will generate net
profit and help in enhancing activity in optimistic way.
Activities of HRM affect the main process of employees in completing the assigned task
and that quality will affect on final product which is made by workers. As in increase task and
affect this quality of ultimate product which is made by employees. There is order to addition of
profits and productive managers of ALDI require to gain the effectiveness of policies regarding
the human resource of management.
TASK 3
P5 Significance of employee relations regarding Determinant HRM conclusion .
Employees are crucial members in whole organisation and they contribute a lot in growth
of company. They are the one who implement the plan of action and make final product for their
consumers (Guest, 2011). It is so essential for the mangers to balance and maintain good relation
with the workers so they can motivate a lot and give effective and efficient result to their
company. Quality of these abstraction directly affect to the performance of associates which
impact on the attainment of firm. For accomplishing success in today';s scenario is much
complex in business market. Its so important for ALDI 's manager to to build good relations with
all the staff members. These all decision making affect the process of project. All support of
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workers help to the managers sometimes by taking complex decision to achieve success by good
decisions. Some of following factors through which managers maintain good relations with
employees :-
 Participation of all staff workers should promoted so on that all mutuals goals can be
created by decision maker.
 Manager of company ALDI should compel open door format so on through this
employees can discuss some matters which they face by workplace in daily routine
(Gruman, 2011).
 Job rotation should be placed so on through this will help to give chance to managers so
they can learn something new if this rotation of job will placed continuously along with
this they will get more creative ideas which will indirectly help to creating quality
product.
 Training and development should be conducted on particular time interval so on this will
help workers to get updated by the new technologies. So through this they can give hard
competition in business market and attract more consumer by introducing them with new
technologies.
 Appreciation, rewards and promotion should be give to workers by their good
performance at workplace. So through this they will get motivated and do work more
efficiently.
Manager of ALDI adopt all these methods so on for building good working relations with
workers. These will help in to develop trust of employees which affect to the productivity of
company in good way. Healthy and good working condition will help moral and through this
their productivity also enhance. By doing this will automatically attract large number of
employees. In today's scenario its important to make good decision and its essential for achieving
their respected goals by taking effective decisions although its necessary to maintain healthy
working relations with employees (Daley, 2012).
P6 Key elements of Occupation legislation along with impact upon HRM decision making .
Workers legislation is combination of the various laws including basic rights and duties
workers at business environment. All these policies and rules defines social control of
employees. And employers towards each other. By making effective policies regarding the
business management for the workers. Managers of ALDI demands to be compel these all rules
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and deal with working in safeguards and right of workers. In this includes some of following
rights :-
Minimum wages act :- Its a rate decided by government for each employer is responsible
to give that minimal amount of employees is known as minimum wages. This is timely changes
as according to inflation prevail rate in the market. This minimum wages help to employees to
fulfil their basic needs by this facility provided by government.
Employees right act :- This is describes as rules and regulations of workers at the
business environment. So as according to this they need to be provide basic facilities to all the
associate. Equal pay should be given to the employees and managers so they make available
them to safe conditions to all staff members. These subordinates are necessary assets of every
company because they manage and protect their rights for creating positive work environment
(CHUANG, 2010).
Equal pay act :- In that state id some group of people are doing same kind of job profile,
same capabilities, skills then its duty of the organisation should pay them equally without any
biasness. There all can be manage and control by ALDI 's manager if there is any employees
who is working hard and through which company is doing performance then its okay to give
them some reward as compensation so other employees also get motivated.
Worker's discrimination act :- As according to this act, there should not be any biasness
as according to their, caste, creed, religion, gender, age, and any other things. They should get
equal opportunities for promotions and equal chances for their personal growth by achieving and
accomplishing their goals.
Working time deliver :- In this act, it is defined that for getting existence of legal
employment an employee is responsible completing their minimum working hours as according
to norms in organisation. There is already settle minimum working hours which is 48 hours as
according to this act.
Disability discrimination act :- In this act, it is mentioned that if there is any disabled
people in any organisation should not be discriminated by any of other workers. They should
treat them well by giving them all the facilities to perform better whatever their task is (Boxall,
2011).
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To make effective policies in respect to the development and management of human
resource, managers of ALDI they demands to be consider all these rules and laws and follow
them with these legislations.
TASK 4
P7 Application of HRM practices in workplace .
Employees are valuable asset of the whole organisations of every business they are the
one who increase the compass of human resources management activities at work place. This can
be solved by various issues which is face by workers. In present scenario, ALDI is going through
with decrease in over all benefit along with this there is decrease in their quality products too
(Bloom, 2011). They are facing their high rate of employees turnover which badly affect the
image of company and their goodwill. To improve all these situations they should solve other
critical problems by Manager of ALDI so they can apply practices of HRM in some of following
areas :-
Planning of manpower required :- There are some activities in which HRM help to
managers decide like in number of employees should engage with right work, at right time,
doing right thing. If recruitment is done in great way then, through that ALDI can use these
candidates in performing their task of all the business operations effectively as well as
efficiently along with maintaining quality of their business commodities.
Decision-making :- As a manger of company ALDI, if there is any organisational
activities help to top dominance in gathering some of relevant information like identify main
causes behind their problem and by interpreting them try to resolve their issue many more. All of
these task is done by manager of ALDI for taking good decisions and solving various problems
which is arising in day to say routine at work place.
Development and training of employees :- By gathering all the relevant information,
managers can conduct training and development curriculum for heighten their present-day skills
of workers. All of these can help to business in gear up their workers for facing more challenges
in future competitive worlds. Although help in achieving their respective goals of organisation
by cope up with competitive market (Armstrong, 2014).
Performance evaluation :- There is evaluation of worker's skills which help managers in
identifying their capabilities so due to this, they can assign duties either task to any individual.
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All of these will modify the quality of establishment's product and provide help to their firm in
gratify their needs of their customers.
CONCLUSION
According to this assignment, in present scenario it is very essential to manage all the
activities in the organisation by control and coordination. So through this, they can maximize
their organisational growth and performance of employees. It is concluded that human resource
management plays important role in the company they recruit, and select deserving candidate for
the effective and efficient growth of business. There are many policies and rules made by the
human resource department so they can make organisation run smoothly. Although manager of
ALDI should be more concerned about the company's goodwill and high rate of turnover by
understanding and resolving issues through which company can achieve their respective goals.
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REFRENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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.
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.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
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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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
Difference Between Personnel Management and Human Resource Management. 2015. [Online].
Available through: <http://keydifferences.com/difference-between-personnel-
management-and-human-resource-management.html>. [Accessed on 8th August 2017].
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