Managing People: HR Planning and Recruitment & Selection

This presentation discusses the importance of robust and progressive HRM policies in contemporary organizations, focusing on HR planning and recruitment & selection. The case study of ALDI, a discount supermarket chain, is used to illustrate the interconnection between these HRM strategies.

MANAGING PEOPLE

Table of Content
 Introduction
 Why contemporary organizations need robust and progressive HRM policies
 HR Planning
 Recruitment and Selection
 Conclusion
 References

Introduction
HR administration plays a significant role and analysing the business results. In terms of this the strategic
HR team are responsible for increasing market share enhancing the customer base driving product
innovation increasing sales and helping the company to achieve their desired goals. Moreover leaders are
the one who are able to link people and program towards the business result and engage other individuals as
well to achieve desired outcome. This Power Point presentation is based on ALDI which is the discount
Supermarket chain with around 10000 stores in approximately 20 countries and headquarters in Germany.
Moreover it is going to cover the arguments about HR planning and recruitment and selection and how they
are interconnected with the HRM strategy.

Why contemporary organizations need robust and progressive
HRM policies
The progressive human resource policies leads to motivate the employees as under this subordinates get
equal opportunities to represent their talent as they feel self motivate at the workplace and also prove
themselves to be highly productive for the company. Meanwhile robust human resource policies tend to
functioning and performance of employees in negative way as it motivates them that impact their
performance. In relation with this the presentation is going to answer the HR planning and recruitment
selection and how these are linked with HRM strategy.

HR Planning
It describes the integrated human resource management strategies to achieve the prominent
mission, vision, strategies to lead the organisation towards success to meet the
requirements of employees and other stakeholders. In relation with this HR planning is a
significant factor that is linked with HRM strategies because in order to develop prominent
strategies Human Resource Department of ALDI and individuals need to forecast and plan
about the prominent factors in order to develop their strategy. It is directly linked with the
strategic plans in order to guide the organisation towards a successful in meeting admission
and complete financial plans to make sure those organisational goals.

Cont.…
In terms of this, ALDI follow specific process that shows HR planning is linked with HRM
strategy.
 Assessing the current HR capacity: Based on the strategic plan of ALDI, HR planning
process to assess the current HR capacity of the company by determining the knowledge
skills and abilities of the existing staff. On the basis of their analysis HR department
develop skill inventory for their employees by which we can go beyond the skills required
for the particular position.

Cont.…
 Forecasting HR requirements: This step is useful in forecasting about the HR
requirements concerning the future based on the strategic goals for ALDI. Actual
forecasting of the human resource considered estimation of both demand and supply.
Therefore, this factor includes the forecasting about the requirement of staff skills and
analysis of external environment with impact the HR requirements.

Cont.…
 Gap analysis: It describes the gap between the organization which shows the current
position of ALDI and what they want to be in future. This analysis consider the
identification of the number of staff and required skills and abilities in comparison to
actual situation in terms of this company determine the required skills of existing
employees and their strengths and the current HR manager and practices add suitable to
fulfill the future requirements or not.

Cont.…
 Developing HR strategies to support organizational goals: This factor describe the
development of HR strategies in order to support the Strategies for ALDI which meets the
requirements of company for the future purpose. From the consideration of HR department
and HRM strategies it include few strategies that are useful for company and development
of employees as well that are restructuring strategies, training and development,
recruitment, Outsourcing and collaboration strategies.

Recruitment and selection
It is considered as a procedure of hiring and selecting candidates for the specific job
position but it also need a proper base and strategy to recruit candidates for the particular
job. In order to conduct the recruitment and selection program the HR manager of ALDI
need to do proper planning and develop strategies to recruit employees as it leads to
reduced cost and enhance the bottom line of company.

Cont.…
In relation with this HRM strategy regarding the recruitment and selection are follows:
 Identifying requirements: The hiring program begins with analysing the needs of
employees for the specific position within the ALDI. In terms of this HR manager of ALDI
must have proper identification and determination skills to analyse requirement of specific
job position to meet the current and future goals that are related with production and
growth of company.

Cont.…
 Recruitment activities: In relation with this the HR manager of company put emphasis on
recruiting activities as their aim is to attract right candidates for the job as it includes their
internal efforts considering campus recruitment newspaper advertisement and other
websites. For example, if ALDI use campus recruitment then their probable chances to get
new and fresh talent within the organisation.

Cont.…
 Selection process: This section describe that the manager of ALDI determine the probable
skills, knowledge and qualities of candidates to perform the specific job position. In
relation with this it is the another process include aptitude test and interview to analyse the
personality and knowledge of candidate to go through with their background and make
sure that employee meets the primary qualifications for the position and company as well.

Conclusion
By considering the discussion it is summarised that robust and progressive conditions
impact the human resource policies and functioning of company as well. In relation with
this following factors are considered that are interlinked with HRM strategy like HR
planning and recruitment and selection. Moreover, it is also determined that the human
resource procedure and its functioning are also influenced by both internal and external
environment in terms of its functioning.

References
 Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
 Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in
Australia. Equality, Diversity and Inclusion: An International Journal.
 Nelson, T.A., Callison, K. and Freswick, A., 2016. A comparative study of five countries
with critical mass and its ambiguous impact on HRM policies. In Research Handbook of
International and Comparative Perspectives on Diversity Management. Edward Elgar
Publishing.

Thank You