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HR Practices in Aldi: Analysis and Recommendations

   

Added on  2019-12-28

13 Pages4521 Words204 Views
Professional Development
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HUMAN RESOURCEMANAGEMENT
HR Practices in Aldi: Analysis and Recommendations_1

Table of ContentsINTRODUCTION...........................................................................................................................3LO 1.................................................................................................................................................3P1 Purpose and scope of HRM in Aldi ......................................................................................3P2 Strengths and weaknesses of different approaches to recruitment and selection...................4LO 2.................................................................................................................................................5P3 Benefits of different HRM practice in Aldi for employee and employer...............................5P4 Evaluation of effectiveness of different HRM practices in terms of raising profit andproductivity in Aldi......................................................................................................................6LO 3.................................................................................................................................................7P5) Analyze the importance of employee relations in respect to influencing in HRM decisionmaking in ALDI...........................................................................................................................7P6) Identify the key elements of employment legislations and its impact on HRM decisionmaking..........................................................................................................................................8LO 4...............................................................................................................................................10P7) Illustrate the application of HRM practices in workplace of ALDI....................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
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INTRODUCTIONIn the previous years, human-resource management was focusing on personnelmanagement. With the passage of time, the role of human-resource management has transformedfrom the personnel management to an associate in the enterprises. These partners are a majorconnection between human resource and several business units. Apart from this perspective, tobecome successful and progressive in the cut throat competition, there is need to gain moredetailed information about the e market and its contemporary trends (Giordano Manuti and dePalma, 2016). The intent of this report is to revise effectiveness of human-resource function incontext of selected organisation Aldi which is leading grocery retail firm. The study is going tocover purpose and functions of HRM. With this, it will also highlight significance of employeerelations in HRM decision-making. Apart from this, the key components of employmentlegislation and its influence on HRM decision-making will be discussed. LO 1 P1 Purpose and scope of HRM in Aldi The scope of HRM is very huge and broad. It consists of all activities beginning fromhuman-resource planning till the employee quits the enterprise. According to it, the scope ofHRM comprises of acquisition, development, maintaining attrition and controlling human-resource in Aldi. Functions of HRM in the mentioned retail company are elaborated below:Recruitment: This is the most basic function of HRM which is to pull, hire and retainthe talented and capable employees. There are several components of this function whichare basically designing of job description, interviews, giving proposals, negotiating pay-scale etc.Professional development: This function is closely linked with training anddevelopment function of HRM. This comprises of growth and progress in their career andlevel of education (Mitra Tenhiälä and Shaw, 2016).Benefits and compensation: The HRM deals with adopting new and innovative methodsof providing benefits to staff in the firm. These can be in the form of work from home,limber working hours, vacations and trips etc.Purpose of human-resource management in Aldi:
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The primary purpose of HRM is to fill the firm adequately with talented and happyworkforce.The HR department of the organization has to align human-resource with theorganisational goals and objectives.Another purpose of HRM is to address and respond to employee's problems and issues tomaintain high job contentment level to further retain them in the organisation.With this, it assures that all employees do their jobs to promote goals of the citedenterprise.It is also liable for taking complete benefit of abilities, skills of employees and filling theright job positions with right employees (Shipton and et. al., 2016).Along with these purposes, one more aim of HRM is management of change andtransformation in the mentioned organisation.Apart from this, the main purpose of HRM is recruiting and selection, training as well asdevelopment. P2 Strengths and weaknesses of different approaches to recruitment and selectionThe two different approaches of recruitment and selection for Aldi are discussed below:Internal sources: The cited enterprise can take employee within itself only. If there is a vacantposition in the firm then it can be offered to a deserving and eligible employee who is alreadyworking in the firm. These sources consist of promotions, transfers, demotion in special cases(Chand, 2016 ). Strengths: This method saves time, it is cost effective and easy and reliable. The firm isnot required to provide induction training to candidate as he is familiar with the company,working style etc. Weaknesses: It prevents fresh talent to enter into the enterprise. It is having constrictedscope as it is not possible to fill all vacant posts within the firm. Also the job position ofthe employee who gets promotion or transfer, will again become vacant.External sources: The cited organisation has to approach external sources for recruitingpersonnel for higher positions when current employees are not suitable for those posts. It willneed more staff if its desires to expand its business. These sources include advertisement,employment exchanges, recommendations of current employees etc.
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