Human Resource Development Concepts

This document provides a comprehensive overview of human resource management (HRM), encompassing diverse topics such as human resource development, strategic HRM, global leadership, and the impact of high-performance practices on employee attitudes and behaviors. It draws upon a range of academic sources, including influential works by scholars like Ulrich, Jackson, Kehoe, and Mondy. The document aims to serve as a valuable study guide for understanding the fundamental principles and contemporary trends in HRM.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................................................................1
TASK 1...........................................................................................................................................................................1
1.1..............................................................................................................................................................................1
1.2..............................................................................................................................................................................2
TASK 2...........................................................................................................................................................................3
2.1..............................................................................................................................................................................3
2.2..............................................................................................................................................................................4
TASK 3...........................................................................................................................................................................5
3.1..............................................................................................................................................................................5
3.2..............................................................................................................................................................................6
TASK 4...........................................................................................................................................................................7
4.1..............................................................................................................................................................................7
CONCLUSION...............................................................................................................................................................8
REFERENCES ...............................................................................................................................................................9

INTRODUCTION
Human resource management is defined as to manage the people of organisation in a
formal manner and it is a function of which focuses on recruitment and the process of hiring and
developing the employees so that they become more valuable within an organisation. Human
resource management is an maintaining and developing the competent workforce within an
organisation in order to achieve the goals and objectives. Present report is based on Aldi which is
a Germany based supermarket chain with their stores in 18 countries as it is engaged in grocery.
This report covers the functions and purpose of human resource management as it is applicable
for the planning and resourcing within the stated organisation(Armstrong and Taylor, 2014).
Further, the strength and weakness of the various approaches to the process of recruitment and
selection in Aldi. The benefits of the different practices of HRM for the employees and
employers at the cited organisation. In this report there is evaluation of the effectiveness of the
different practices of human resource management in terms of Aldi for the productivity.
Moreover, there is analysis of internal and external factors which has impact on the decision
making at the stated organisation.
TASK 1
1.1
In order to manage the workforce planning and resourcing at Aldi, there are some of the
purpose and main functions of human resource management. The department of human resource
can provide the structure and ability to meet the requirement of the business in managing the
resources of the company. There are some of the main major functions of HRM in context of
Aldi which are described below:
Recruitment- The main function of HRM is to the success of recruiters and the employment of
the specialists which is measured by the positions. This plays a key role in the developing the
workforce planning at Aldi(Bratton and Gold, 2012). They advertise job postings, source the
applicants, screen candidates and then conduct preliminary interviews as the managers takes the
final decision for the selection of candidates.
Employee Relations- The functions of HR is to handle and combined the workforce and
strengthen the relation of employee and employer by measuring the employee engagement, job
satisfaction and to solve the conflicts at Aldi(Brewster, Mayrhofer and Morley, 2016). The
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functions also includes the developing the manageable in order to response to the negotiation of
the collective bargaining of the issues.
Training and Development- Employers provide the essential tools for the success and they give
training to the employees which help them in the transition of the new organisational structure.
At Aldi, training for leadership may be required for the new employees and promote the
supervisors and managers on the management of the performance and handle the matters of
employee relations as it helps in achieving the goals and objectives of the organisation.
Compensation and Benefits- This is also a function of HR is to provide benefits and
compensation(Budhwar and Debrah, 2013). It includes the evaluation of competitive structure of
pay and structure of compensation at Aldi. Payroll is a component of the benefit and
compensation by HR and employers outsource the administrative functions as a payroll.
Safety- The safety at workplace is an essential function of HR as per the act the employers have
an obligation to provide proper safety at workplace for the employees the main function is to
manage the workplace safety training at Aldi.
Thus, these are the major functions of HRM which helps in planning and resourcing the
workforces at Aldi.
1.2
Recruitment and selection is a process of seeking prospective the new employees or
members in the organisation and it is a vital function for Aldi to manage its personnel. It is the
process in order to attempt to locate and encourage the potential candidates for the anticipated
job openings(Buller and McEvoy, 2012). To evaluate the strength and weaknesses of different
approaches to the recruitment and selection at Aldi, there are two approaches as internal and
external approaches by which there is systematically search of the candidates.
The internal recruitment is a approach in which there is an opportunity of the
employment is filled inside the business. The internal recruitment offers the chance to change the
position of job. In the stated organisation, as the management of the company offers a chance to
the present employees for the vacancy of the job as the permanent employees, retired employees
and other people are main source of the internal recruitment. In order to manage the successful
planning for the success of the internal recruitment. The main strength of this approach as it
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helps in making quick decisions as by giving direct appointment and promotion by the
management as it is the policies of the business(Delahaye, 2015). Further, in the job rotation
programme helps in transferring the employees from one department to other. It also helps in
retaining the employees as it reduces the cost of recruitment and make sure the comeback
investment in the training and management of Aldi. The weaknesses includes that the internal
recruitment does not bring any new skills and it reduces the chances of innovative ideas as they
appoint form their existing employees only.
In addition to this, external recruitment is another approach to the recruitment and
selection process as it includes the new face of the organisation. The main strength of this
approach is that it provides wider experience and broader recruitment of the employees at Aldi.
The new ideas and concept will be beneficiary for the organisation and helps to increase the
productivity(Dias, 2016). On the other side, the weaknesses of this approach is that it is a long
process and consumes energy and lot of time from the function of HRM in order to handle the
candidates in the process of selection. The people from the external recruitment are more
dynamic with the workforce. As it also creates problems for the existing employees as the team
leaders or managers create pressure on the employees which is creating issues for both the
employers and management of Aldi.
TASK 2
2.1
There are various benefits of human resource practices to the employees as well as
employers at Aldi. It helps in motivating them and as a result it will increase the productivity of
the organisation. There are some of the benefits of HR practices to employees which are
described below:
Training and development- The employees are benefited with the training and development
programmes with the help of HR practices at Aldi. It helps to determine the appropriate methods
to introduce training material which is based on the needs of employees. Human resource
managers are considered as an asset for employees which they utilize in order to improve the
sales and customer service(Flamholtz, 2012).
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Conflict resolution- The managers of human resource helps as a mediator in order to resolve
the issues which have been arise among the employees and management. They interpret the
policies of company and procedures in order to define the appropriate behaviour at Aldi.
Information resource- With the help of HR practices the employees are easily get the
information as it is the responsibility of the HR department. Thus it can be said that the
employees get maximum benefit with the help of HR practices at Aldi(Glendon, Clarke, and
McKenna, 2016).
The best practices of HR is the functional activities and the strategic plans that improves
the services to employees and increase in the profit of employers. There are some of the benefits
of HR practices to the management and employers which is described below:
Motivating employees- With the help of HR practices, employers get opportunities to motivate
the employers towards their work and enhance their performance for managing the activities of
the organisation.
In order to provide flexibility in the benefits of employees, the employers not only recruit
but retain the qualified employees(Hendry, 2012). It also improves the relation between the
employee and employer which is to be the best and effective assessment of the practices of HR.
2.2
In order to increase the productivity of business HRM practices plays an important role in
the organisation which influence the performance of employees at Aldi. The managers are the
great source of improving the productivity and there different sources by which they enhance the
productivity and profit of the organisation which is mentioned below:
Better employees- In order to increase the profit and productivity within the organisation, HRM
practices plays an essential role as it start with the right employee(Jackson, Schuler and Jiang,
2014). As it has been seen that an motivated employee will produce great work in the worst
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conditions also. Seeking out better class of employees is where all the business require to start
increasing the productivity which falls under HR department. The department of HR not only
recruit the employees but also they have ability to pick best employees and so that there are
benefits to the management of Aldi.
Encourage flexible schedule- Balance in the work life id the huge attraction for the younger
employees. The flexibility at workplace motivate the employees in order to enhance the
productivity as they give their best in every situations as they works as per their requirement in
Aldi(Kehoe and Wright, 2013). In order to identify the positions and the employees would get
benefit from the flexible work schedule with the help of HR department. They have an
understanding of overall staffing requirement of the business and it helps in building a proper
schedule which gives benefits to the employees and employers.
Incentive programmes- With the help of HRM practices at Aldi, the management can achieve
the goals to increase the productivity and profit by the employees. The department of HR can
take initiatives as they understand the duties of each department and so that they can make the
incentive plan for those who achieve objectives on time and ensure that the goals of employees
provide benefit to the stated organisation in raising profits(McGregor and Simon, 2012).
Provide better data-If the company is using a workforce management system, the department of
HR gather the information to the top management as it helps in managing the performance of
employees so that they get benefits of their performance in order to manage the activities of the
organisation and it gives overall benefits to the productivity of the business.
TASK 3
3.1
Employee relations refers to the relationship between the employers and employee which
provide fair and consistent treatment to all of the employees of an organisation. In context of
Aldi, there are some of the importance of the employee relations which can influence the
decision making of the organisation. It is important that the employees share an healthy relation
at workplace which is beneficial for the management in taking various decisions. There are some
of the importance of employee relation which is described below:
 There are several issues on that an individual cannot take decision as he requires the
advice and guidance of others as well(Mello, 2014). With the help of employee relation
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as it gives different ideas and new thoughts which helps in achieving the targets of the
organisation. This will help in taking decision at workplace which creates a positive work
environment and provides better opportunities for the development of the organisation
and employees.
 Healthy employee relations leads to the reduction in the fights and conflicts among the
individual employees as it helps in the time management which creates an opportunities
for the concentration on work and to find out better performance of the employees.
 If the healthy employee relations take place at organisation it reduces the problem of
absenteeism at the stated organisation and the employees are serious towards their work
which is carrying out on the basis of the performance of the employees. The employees
of the organisation keep motivated an do not take that much leave in order to perform in a
better manner(Mendenhall and Osland, 2012).
 Due to the employee relations, the employees of the organisation become happy with
their work as they do work as a family at the workplace which is beneficial in order to
discuss with the various things as it helps the people learn to trust each others and
individual spend more time at workplace which helps in enhancing the productivity of
employees. The proper relation between the employee and employer helps in taking
appropriate decisions which is beneficial for the management of the Aldi.
 Employee relations is helpful in carry out the work and maintain proper relationship with
the employees which gives appropriate results in decision making of the various activities
of the organisation. It includes that in an organisation there are some of the decisions
which are carried out in a positive aspects(Nickson, 2013).
3.2
Employment legislation refers to the that it provides protection and security of job for the
employees against the malpractices at workplace. As an employer at Aldi, there is a contract of
employment which protect the person and the business. With the help of contract there are some
of the key elements of the employment legislation which are mentioned below:
Define the position- The contract of employment must provide a perspective employee with the
clear understanding of the requirement of the job including the essential duties and name of the
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position(Purce, 2014). The contract also includes the spell out the hours of employment and with
the sue of straightforward language to the expectations as per the employers.
Performance- In the employment legislation the reviewing of the requirement of the
performance for the insertion of the contract and to consider the skills which are upgraded at the
time of contract. In context of Aldi, it also includes the goals of production as per the
enhancement of the revenue that is required by the employee at Aldi.
Compensation- The expectations of any employee in a employment contract is defined as
compensation. At the time of negotiation of salary in an organisation each and every information
is related to that is included in that. Commitment to the authorization of the policy in the contract
which is must be mentioned in the employment legislation. The incentives of the company
clearly mentioned its objectives in the contract(Armstrong and Taylor, 2014).
Length of Agreement- At the time of preparing the contract it should contain the elements which
are favourable to both the parties. In context of Aldi, the contract of employment that dictate the
original document of the terms and conditions which is applicable to the employee to the extend
and reduce or terminate the term of contract.
Benefits- In a contract, the benefits which are to be provided to the employee clearly mentioned
which includes healthy, vision or the insurance which is offered. In context of Aldi, the
percentage of the benefits and premium which is to be paid by the employees.
TASK 4
4.1
In order to apply HRM practices in context of work related at Aldi, there are various
practices of HRM which helps the organisation to enhance the productivity of the employees and
the management. Human resource management is a approach in order to manage people
effectively for the performance(Budhwar and Debrah, 2013). It objectives is to establish a
flexible and proper style of management to motivate the staff and developed in a proper aspect.
There are some of the application of the HRM practices in context of work related which are
described below:
Performance appraisals- This is a practice of human resource management it is the systematic
evaluation of the performance of the employee in order to understand the abilities of a person for
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the growth and development of the employees at Aldi. In order to review the performance,
discussion of the development and assessing the past performance with present it establishes
standards of the employee(Buller and McEvoy, 2012).
Career management- It is a aggregation of the structured planning and the active management
choice of an individual of own professional career. The result of the success career management
includes the personal fulfilment and achievements of the objectives and financial security at
Aldi. It helps employees in order to manage the work within organisation and motivate them
towards their profile. It is a planning which ensure the better understand which ensure the
performance of the employees(Glendon, Clarke and McKenna, 2016).
Training- It is another practices of human resource management which is provided to the
employees in order to learn new aspects related to their work and which helps the employee for
the growth and development which overall enhance the productivity of the organisation.
Reward system- Reward system helps to motivate the employees towards the work which is
essential part of the human resource management and it enhance the work of employee in a
proper manner and which is managed by the organisation. It includes incentives, compensation
to the employees as they give their best(Kehoe and Wright, 2013).
Recruitment- This is another practice of human resource management which helps in getting
best out of many people that is hired by the department of HR and it is a process of selecting and
manage the proper recruitment in an organisation which is beneficial for the management.
CONCLUSION
From the above study it is concluded that human resource management plays an
important role in the functioning of organisation. In this report, there are various function of
human resource management which helps in resourcing and workforce planning at Aldi. There
are some of the strength and weaknesses of the approaches to recruitment and selection which
includes the internal and external recruitment. Further, it also covers the benefits of various
practices of HRM for the employees and employers of Aldi. The evaluation of the effectiveness
of the HRM practices in order to raise the productivity and profit of Aldi. Thus, the internal and
external factors which impact on the decision making of the organisation with the legislations of
the employment. Thus, the human resource management helps in identifying the performance
and work of the employees which is beneficial for them.
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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.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New Challenges for European Resource
Management. Springer.
Budhwar, P.S. and Debrah, Y.A. Eds., 2013. Human resource management in developing
countries. Routledge.
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.
Delahaye, B., 2015. Human resource development. Tilde Publishing.
Dias, L., 2016. Human resource management. Human Resource Management.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
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.
McGregor, D. and Simon, D. eds., 2012. The peri-urban interface: Approaches to sustainable
natural and human resource use. Routledge.
Mello, J.A., 2014. Strategic human resource management. Nelson Education.
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Mendenhall, M.E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Mondy, R. and Martocchio, J.J., 2016. Human resource management.Human Resource
Management, Global Edition.
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.
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.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
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