Human Resource Management: Concepts and Practices

This solved assignment delves into the fundamental principles of Human Resource Management (HRM). It defines HRM, outlines its core objectives and responsibilities, and explores various aspects related to managing human capital within organizations. The assignment also references scholarly literature and online resources to provide a comprehensive understanding of HRM concepts and practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1.................................................................................................................................................3
lP2...............................................................................................................................................4
TASK 2............................................................................................................................................6
lP3 ..............................................................................................................................................6
lP4...............................................................................................................................................7
TASK 3............................................................................................................................................8
lP5...............................................................................................................................................8
lP6.............................................................................................................................................10
TASK 4..........................................................................................................................................11
lP7.............................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is very important for an organisation to motivate
employees to perform better to contribute in achievement of the business goal. HRM helps to
determine the role and responsibility of the workers and monitor their performance and plan
career of the subordinate by providing the training and development to them (Armstrong and
Taylor, 2014).
In this report a brief discussion of the Aldi, this is one of the leading multinational
organisation which fastest growing grocery retailers in the UK, report carried out management
of the employees of company. This discussion helps to identify the role and function of the
HRM, strength and weakness of various recruitment and selection process and majors HR
practices. This project aid to understand the importance of the relationship of the employees and
employer and essentials factors that affect the employment legislation and its impact on the top
and bottom management of the company.
TASK 1
P1
Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organization.
Human resource is one of the important asset of the organization as through them the important
activities of the organization are carried out, therefore in order to operate large business
successfully apart from maintaining all other resources human resource planning should be
carefully done so that the required workforce of the organization is efficiently and timely met
according to the requirement of the organization as per its changing needs
(Boxall and Purcell, 2011).
In this context the human resource manager of Aldi should consider below mentioned steps
while doing its workforce planning :
Business context and environment : As workforce is directly linked to the business,
therefore the decisions to be evaluated from the context of business. The manager should have
the proper understanding of the current business environment and the industry in which it is

operating so that required workforce capability and skills can easily be met as per the goals and
vision of the organization.
Current workforce profile : After going through the business requirement the current
workforce needs to be evaluated like the qualifications strength and weakness of the present
workforce, Do they possess any hidden quality which has not been utilized so far and can be
utilized as per the new growing and changing requirement of the organization, Do the present
workforce is dissatisfied and are there any plans of them leaving in near future (Noe and et.al.,
2007). When the manager is clear with the current position then the future requirement can be
properly assessed.
Future workforce requirement : This can be done by having a futuristic approach that
is what do you expect in near future the business will go, what are the likely products and
services that needs to be introduced, what are the markets that needs to be entered into and what
can be the workforce needs as per these changing requirements. While considering these options
the estimation of changes in present workforce like their age and retirement, skill shortages their
personal circumstances need to be taken.
Analyse and fill the gap : Now the requirement is filled by designing the action plan and
which includes employee training and development, motivation, and their retention (Dowling,
2008).
Review and evaluate the action plan : After evaluating the workforce plan the
loopholes in their implementation and further changes required need to be considered.
P2
Human are most valuable assets for company to meet with objectives successfully
without workers it can not run for a while. Recruitment is very importance to hiring the talented
skill employees to perform a particular job within the organisation. It is systematic process, it is
the primary stage of the appoint to employee determined task. In this HR manager invite the
number for personal for the job. Selection is further process in which the choosing a candidates
according suitable skills to perform the task in the organisation to fulfil business objective.
Recruitment is always positive but the selection is both positive and negative, it increase the
morale of the selected candidates but other its put negativity in the unselected candidates. There
few approaches of the recruiting and selection are described as under:

Internal approaches: in this approach hiring of the employee done through internal
sources of the company such as;
Present Employee: it assist to organisation to appointed a skilled workers, it done
through transfer of the staff member within company (Avey, Luthans and Jensen, 2009). This
approach select employee for a specific task by changing in the role and responsibilities.
Promotion is key element of this method of the selection, it is increase the authorities according
their position.
Selection of the ex-employee: it is another method of the hiring employees, retired
workers can be rejoined organisation as part and expertise role in the corporation. For example
an exit subordinate can be hire as the trainer to fresh employees.
Employees referral: mostly company give primary preference to suggested candidates
by the existing employees. These can be a family member, friends and relative of the present
employees it(Guest, 2011).
Strength of the internal recruiting and selection:
 Economical method .
 Less time consuming.
 Minimum possibility of the conflict.
 Effective talent management.
Weakness of internal recruiting and selection:
 Restricted criteria of the selection of the employees. Discourage the competition.
External sources: this is most useable origin of the hiring of the new and skilled
employees in the organisation (Lengnick-Hall and et.al., 2009). Company appoint labours
through outside elements. There are various sources that are describe as under;
Exchange of the employee: in this outside approaches organisation exchange their
employees to meet business objective.
Outsourcing: it is latest method company get the workers through the third party. These
outsider party could be governmental or the private body. In present time number of the
employment agencies provide the skilled candidates through outsourcing by internet and other
sources.

Deputation: in this external method of the hiring employee that sending by an
organisation's employee to other company for a limited period of time. For example Aldi send its
marketing executives to other company to perform promotional activities to increase the revenue
of that particular company (Rynes, Giluk and Brown, 2007).
Advertising: it is external source of the appoint the skilled employees through the
publish the job advertise on news paper and internet website. In this approach organisational can
take worker like specific skills like accountant, manager, engineer etc.
Campus selection: it is most appropriate source of the hiring the suitable candidate to do
a particular role in the organisation by conducting interview at education place. Company select
the suitable employees for their knowledge and skills like technical, managerial and leadership
skill .
 Strength of the external sources:
 Positive competition.
 Selected suitable candidates for Aldi.
 Number candidates.
 Weakness of the employees:
 Time and expensive.
 Avoid of existing employees suggestions.
Aldi use external sources in hiring the candidates in organisation.
TASK 2
P3
lBenefits of HRM practices:
It is essential for an organization to successfully implement HRM policies as it benefit
both the employer and employee. The key benefits that the employer of Aldi will have are:
Talent Management: which helps to allocate the correct person on the correct position
that is how many person are required at which location and with what qualification. Basically in
order to cover its growing grocery market how much and what answers relating to human
resource will be solved ((Kang and Snell, 2009)).
Timely review of current performance of the employee.
Helps in timely review of the requirement and allocation of human resource.

High performance work system: Helps in gaining competitive advantage over other
companies as employees will deliver its best through the successful implementation of HRM
practices.
Retention of the best professionals and having low employee turnover in the company as
their issues are timely solved.
Understanding the present requirement of the employee and implementing changes
accordingly.
Helps to face global challenge: Through the timely implementation of training
and development programmes the current employee feels motivated and updated with the latest
technologies and the latest requirement of the organization and the global requirement and they
are able to compete globally (Sun, Aryee and Law, 2007).
To the employee of Aldi:
The employee will adequately compensated as their contribution is timely recognized
because of the properly formulated HRM policies and they are motivated to work .
The employee grievances will timely be solved and this leads to employee satisfaction
towards the organization.
Employee will able to identify what exactly the organization expects from the assigned
profile of the employee and their will be no ambiguity and accordingly they deliver the best and
specific outcome related to their work (Liao and et.al., 2009).
P4
Human resource management is systematic procedures to enhance the performance of the
employees. The main purpose of the practices is to motivate employee through proper
management of the work flexibility, training and development to improve their performance.
There many practices which use by HR manager of the Aldi:
Articulation of Vision, Mission and Values: it defines as the clarification of the
organisation goals, value and long term vision to employees of the company. It assist to know the
purpose of the business to worker. The main primary objective of Aldi is to earn profit and
efficiency in productivity to successfully deliver desire of the customer. It is duty of the manager
to bring together the vision and mission of the company by defining role and responsibilities,
establish the effective communication system, allocation of the resources the company for each

activities like production, marketing and sales executions and customer service for pre and post
purchase of company products (Black, Clemmensen and Skov, 2010). These described elements
assist to meet the long term vision of the company.
Formulation of HR plan: drawing the plan of human resource management affect the
function of company. A suitable blueprint of the engaging employees to their role and
responsibilities by assigned task according their capabilities. In this practice strategy and policy,
leadership of the superior, guideline to motivate subordinate are exist in it. Suitable HR plan lead
in achievement of profit and productivity of the company vice versa.
Manpower planning: it is very crucial practice of the HR to proper planning of the
human assets of the organisation. In it define role and responsibilities of new and present
employee. Review and career planning are involved in management of the manpower of Aldi.
Effective designing practices of managing employees helps to corporation achieve the goals with
effective manner (Purcell and Hutchinson, 2007).
Management of performance and appraisal: effective monitoring of the employee's
achievement assist to make workers skills and productivity to fulfilment of individual and
corporation goals. It helps to HR to appraise the performance of the employees. It can be done
through MBO, critical incident, graphical rating method and 360 degree. These are importance
tool for planning of the employees career.
Training and development: it is very essentials HR practice to provide the proper training
program to sharp skills of the workers such as the communication, teamwork, problem solving
and customer relationship. These quality can be develop by give adequate guidance. Aldi provide
the training of the better customer relationship, communication with buyer and coordination with
others members of the team (Boxall and Macky, 2009).
At Aldi proper practices of the human resource management assist to increase the
profitability and the productivity of organisation which lead to accomplish goals.
TASK 3
P5
Relationship with employees is refer as the understanding or mutual trust between top
management and lower administration of organisation. HRM criteria cover the maintain the

relation between both parties. It is very important in making decision of business, these are
described as under:
Help to increase the productivity: positive relation between employee and employer
increase the efficiency of the worker by making better decision of business activities such the
marketing, sales and customer relation. It assist to management to provide guidance for better
utilisation of the resource of the company. At Aldi focus to maintain smooth relation to handle
customers (Halpern and et.al., 2008).
Assist to allocation of the duties: it is very crucial for the HR manager to allot the work
to employee on the basis of their knowledge and skills which help them to perform assign role in
effective manner, relationship with subordinate help to taking decision for providing duties and
responsibilities to capable workers.
It assist to appraise performance: to increase organisation profitability by taking
essentials decision of business functions, it include the change or enhance the responsibility by
provide the authorities.
Increase in communication: relationship lead the quality of communication. Poor
exchange of the information create gap in transfer of the message among the various departments
of the company. It is decrease the efficiency of work. Employee suggestion helps to management
to take suitable decision for improvement in business to gain advantage of the market
competition and monetary enhancement (Paré and Tremblay, 2007).
Encourage employees in business decision: involvement of the employee encouraged
them to provide essentials information to take favourable decision at right time. Collected data of
the workers are more reliable for the organisation due more awareness with actual output.
Help in reduce in the absenteeism: higher absence of the employee affect the business
by decreasing in the efficiency of work, positive relationship between helps to reduce this
problem at work which assist to management to take decision for the development and career
planning of human power of the organisation.
Helps in motivation: morale affect the business growth and productivity in negative
manner. Provide the security regarding to job is help to make workers loyal towards organisation
(Ng, Schweitzer and Lyons, 2010).

Promote low conflict: minimum dispute at workplace helps management to making
decision for the bring change in strategies and policies of the production and other business
functions.
The above described importance of the employee relationship helps to make suitable
decision for achieve the goals and objectives of the company.
P6
Human resource are very important for an organisation to successfully operate its
function to achieve the goals and objectives, with proper management any organisation can not
run. Employment legislation means provide the protection or secure employees interest at
workplace or protect employee from unfair treatment at company. At Aldi which operate in
grocery business in UK is liable to follow all the rules and regulation of the government at
workplace (Baum, 2007). The major key elements are described as under:
Health and Safety: it is major key factors of the employment legislation is to provide the
proper security of their health safety, it includes the safe working conditions at workplace,
arrangement of the medical kit for emergency situation. Good availability of the health and
safety tools at company assist to easily management of the human power of corporation and it
also increase the motivation of the workers. It links with absenteeism of the employee too much
accidents increase the leaves of the subordinates.
Equal opportunities to employees: it means provide the fair treatment to workers to
attain the opportunity for their personal and professional development. Organisation should
review the environment to eliminate the possibility of the discrimination at workplace over the
gender, age, religion, ethnicity etc (Collings and Mellahi, 2009). Equal opportunities assist
remove the unfairness treatment which affect the business of the company and create barriers in
achievement of the goals and objectives of the organisation. It lead the healthy competition
within corporation.
Fair wages: provide proper remuneration to employees for their services to company is
one of the key factors of the employment legislation. Unfair treatment with workers create the
conflict among the subordinate and affect the motivation in downward. It is unlawful to
discriminate in paying for job, provide incentive for the overwork. Aldi follow the fair wages act
in remuneration structure.

Flexibility in work time and leave: suitable duration of work assist to increase the
productivity of the working, and it is factor that exist in the legislation of the employment.
Proper flexibility increase interest of the employee in job that increase the motivation which
beneficial for the organisation. Company should provide the flexible duration regarding paid
leave and casual leave and maternity leave for the women to give necessary time in caring of
their babies (Kang, Morris and Snell, 2007).
The above key elements affect the organisation function in positive and negative way, at
Aldi HR manager is proper manage the factors in protection the interest of the employees under
the government rules and regulation.
TASK 4
P7
Performance monitoring is assist to manager to evaluate the achievement of the worker
within the organisation. It is help to manager to development of employee by review of
percentage of their success in assigned task. At Aldi this HR practice bring the change in
productivity and provide the better relationship with top authorities of organisation. When
manager apply this method of human resource management it create the healthy environment at
workplace, the involvement of the workers is increase. Employee perform better in their role and
responsibilities and it enhance the competition among the workers (Chen and Huang, 2009).
 The major change of this practice:
 Increase the engagement.
 Healthy competition.
 Improvement in motivation of the workers.
The negative impact of the performance management practices: it create
miscommunication it create misunderstanding among the employees and workers start avoidance
of the team member for their development.
CONCLUSION
From the above report it has been concluded that for solving the issues and conflicts
company has to do the proper communication between the employers and the managers as well
as HRM is a job analysis and it gave detailed information and the numerous application or forms
are received through the advertisement of HRM. Performance appraisal is conducted through

HRM. They are maintaining coordination relation with union members. HRM is a process for
making the efficient and effective use of human resource so the organisation should achieved
the goal. HRM occurs to confirm the availability of all rights for job in the organisation to
achieve the success effectively. It established the relation between the employees and
management. HRM determines the organisation goal and allocate the job with effective goal.

REFERENCES
Books and Journals

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Avey, J.B., Luthans, F. and Jensen, S.M., 2009. Psychological capital: A positive resource for
combating employee stress and turnover. Human resource management. 48(5). pp.677-
693.
Baum, T., 2007. Human resources in tourism: Still waiting for change. Tourism Management.
28(6). pp.1383-1399.
Black, D., Clemmensen, N.J. and Skov, M.B., 2010. Pervasive Computing in the Supermarket:
Designing a Context-Aware Shopping Trolley. International Journal of Mobile Human
Computer Interaction (IJMHCI). 2(3). pp.31-43.
Boxall, P. and Macky, K., 2009. Research and theory on high-performance work systems:
progressing the high-involvement stream. Human Resource Management Journal.
19(1). pp.3-23.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research
agenda. Human Resource Management Review. 19(4). pp.304-313.
Dowling, P., 2008. International human resource management: Managing people in a
multinational context. Cengage Learning.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Halpern and et.al., 2008. A global map of human impact on marine ecosystems. Science.
319(5865). pp.948-952.
Kang, S.C. and Snell, S.A., 2009. Intellectual capital architectures and ambidextrous learning: a
framework for human resource management. Journal of Management Studies. 46(1).
pp.65-92.
Kang, S.C., Morris, S.S. and Snell, S.A., 2007. Relational archetypes, organizational learning,
and value creation: Extending the human resource architecture. Academy of
Management Review. 32(1). pp.236-256.
Lengnick-Hall and et.al., 2009. Strategic human resource management: The evolution of the
field. Human Resource Management Review. 19(2). pp.64-85.
Liao and et.al., 2009. Do they see eye to eye? Management and employee perspectives of high-
performance work systems and influence processes on service quality. Journal of
Applied Psychology. 94(2). p.371.
Ng, E.S., Schweitzer, L. and Lyons, S.T., 2010. New generation, great expectations: A field
study of the millennial generation. Journal of Business and Psychology.25(2). pp.281-
292.
Noe and et.al., 2007. Fundamentals of human resource management. McGraw-Hill/Irwin.
Paré, G. and Tremblay, M., 2007. The influence of high-involvement human resources practices,
procedural justice, organizational commitment, and citizenship behaviors on
information technology professionals' turnover intentions. Group & Organization
Management. 32(3). pp.326-357.

Purcell, J. and Hutchinson, S., 2007. Front-line managers as agents in the HRM-performance
causal chain: theory, analysis and evidence. Human Resource management journal.
17(1). pp.3-20.
Rynes, S.L., Giluk, T.L. and Brown, K.G., 2007. The very separate worlds of academic and
practitioner periodicals in human resource management: Implications for evidence-
based management. Academy of Management Journal. 50(5). pp.987-1008.
Sun, L.Y., Aryee, S. and Law, K.S., 2007. High-performance human resource practices,
citizenship behavior, and organizational performance: A relational perspective.
Academy of management journal. 50(3). pp.558-577.
Online
Human Resource Management (HRM) - Definition and Concept. 2016. [online]. Available
through<http://www.managementstudyguide.com/human-resource-management.htm>.
[Accessed on 2nd December 2016].
Human Resource Management: Definition, Objectives & Responsibilities. 2016. [online].
Available through<http://study.com/academy/lesson/human-resource-management-
definition-objectives-responsibilities.html>. [Accessed on 2nd December 2016].
Human Resources Management. 2016. [online]. Available
through<http://www.ecornell.com/certificates/human-resources/human-resources-
management/>. [Accessed on 2nd December 2016].