Human Resource Management Practices

The assignment delves into the realm of Human Resource Management (HRM), focusing on its practices, impact on employee turnover, and influence on overall organizational performance. It draws upon a comprehensive list of scholarly resources to analyze various aspects of HRM, including strategic approaches, policy implementation, and the measurement of HR effectiveness.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1) The purpose and functions of Human Resource Management ............................................1
TASK 2 ...........................................................................................................................................3
P3) Benefits of HRM practices within an organisation..............................................................3
P4) Effectiveness of HRM in increasing productivity and growth.............................................4
TASK 3............................................................................................................................................5
P5) Importance of employee relation in decision making..........................................................5
P6) Key elements of legislation act of employees......................................................................7
P7) Different application of HRM practices ..............................................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is described as the management of human resource in an
organisation. It is designed to maximise employees skills and performance within an industry in
order to achieve organisational goals and objectives. It is process of developing and hiring so that
they have more value to company (Armstrong and Taylor, 2014). Human resource management
is the process of finding, recruiting, screening and training programs for job applicants. Every
company hire a HR manager who is responsible for each and every activity of management
within firm. HR is concern about managing and controlling employees and having focus on
system or policies. Aldi is worlds leading grocery retailer industry, its major purpose is to
identifying needs and wants of customers and provide services and goods for satisfy them. Aldi
is world's biggest privately owned organisation and customers, suppliers, employees and
community are the stakeholder of firm. Company use low pricing strategy to attract large number
of customers towards their organisation in order to getting more profit.
TASK 1
P1) The purpose and functions of Human Resource Management
Human resource management is concern about increasing performance of employees in
an organisation to their highest level in relation to their roles and responsibility. The major
purpose of HRM is to managing total available human resource in firm. For better utilisation of
resources company hire a HR manager, who is responsible for all activities held in an industry.
HR motivates employees and conduct many tanning session for improving their knowledge and
skills for better achievement of work. HRM is all about identifying educated and skilled people,
developing and improving their skills, motivate them in each and every level or making sure that
they need to maintain their allegiance towards continuity of work for firm.
Functions of Human Resource Management:
Recruitment and selection: It is most important function of human resource
management. Recruitment is process of collecting, screening and selection well skilled and
qualified people for job. Aldi set a criteria for particular job and select candidate on the basis of
objective criteria. Major objective of this process is to attract educated and skilled people and
motivate them for put their affords and knowledge for effective running of an organisation (Batt
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and Colvin, 2011). This process is important because it is useful in reducing cost of mistakes and
conflicts.
Orientation: This process is important in every business firm because it is required for
every employee to know about company and their roles and responsibility in an organisation.
This step provide help to new employee to adjust in new environment. Aldi conduct orientation
function for their new employees to providing an introduction about company and their work. In
orientation an employee get to know about rules and policies which need to be followed by them.
Maintain good working condition: HR manager is responsible for maintain good
working environment in an organisation. It is important function because for new employees it is
easy to work in healthy and friendly environment. Aldi is come up with new and innovative
function in which they provide financial and non financial benefits to their potential employees.
Employee welfare is also an important aspect in an organisation (Beardwell and Thompson,
2014).
Managing employee relation: Employees are major resource of firm, all function of an
organisation is based on the performance of employees and workers. Employee relationship is
very crucial function of HRM. Aldi start various activities within organisation to maintain good
and friendly relationship among employees. These activites provide help to known about an
employee at personal as well as professional level.
Training and development: Every organisation conduct this function to improving
employees skills and ability. Training and development session is attempt to improving future
and current performance of an employees through developing skills, ability and knowledge of
employees.
P2) Strength and weaknesses of different approaches to recruitment and selection
Recruitment and selection are the fundamental step of every organisation. Human
resource management and planning process is based on recruitment and selection. HRM is a
process which includes job design, performance appraisal, career planning, management,
promotion and transfer these all are related with recruitment ans selection. HRM department of
an organisation conduct recruitment and selection process in very effective and efficient manner.
Recruitment is the process of motivating and encouraging applicants to apply for existing or new
job and career opportunities.
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Internal source: It is the process of filling the space and opportunity from resources
which are available within an organisation. Many firm prefer to provide good and beneficial
opportunities to their existing employees rather than new and unknown employees. As a well
known company Aldi give new and beneficial opportunities to their worker for making
sustainability of employees in firm (Boxall and Purcell, 2011). Internal recruitment process give
chance to their employees for change and promote job position. Firm render a notice to their
workers and employees about their available vacancy. If vacancy is beneficial for employees
future or career then they apply for the opportunity and get promoted on the basis of their skills
and knowledge. Major strength of internal recruitment is it is less cost consuming and it provide
chance to existing employees for developing and improving their knowledge. New and well
educated people loss the chance of getting better opportunities in well known companies it is
weakness of internal recruitment.
External source: It is also an important part of recruitment and selection. This is play a
wide role in firm. External recruitment bring new knowledge, skill, face and blood in an
organisation. For new selection of employees firm get new and innovative idea and knowledge
for better or effective operation of work. It is a process of hiring new and well skilled people as
per sated criteria from out side of firm. Aldi conduct external recruitment session for providing
wide area and option for selecting best employee for particular job and position among large
number of applicants. Major strength of out side recruitment is large number of well educated
and skilled people get opportunities for their individual growth. It is beneficial for organisation
also, some time firm need some new mind set and knowledge for getting high growth and
success through making innovation in their operation functions. Weaknesses of external
recruitment is it is very time and cost consuming process. Consumption of resources is high as
compared to internal recruitment process because in this people is unknown for organisation.
TASK 2
P3) Benefits of HRM practices within an organisation.
Human resource management play a vital role in growth and success of an organisation.
HRM practices take an active part in operation function of firm. Aldi incurred HR practices in
action for achieving goals and objective in sated period of time. Performance management is
involved in HRM practices. Recruiting, selecting, training, positioning, payroll and
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administration of employee benefits are included in HRM practices. It is not possible for HR
manager to complete activities and task without perfect coordination of activities and tasks.
Some benefits of using HRM practices in context of employers and employee are described as
below:
Developing employees skills: Employees are the main assets of an organisation, their
affords leads an industry towards success (Brewster and Hegewisch, 2017). HR manager needs
to provide developing and training session for improving their skill and abilities for utilisation of
knowledge in operation of a firm. Training is helpful in developing productivity and
performance level of an individual as well as organisation. Aldi focuses on effective utilisation
of resources in order to get more profit and success. In Aldi HRM practices play a significant
role in increasing performance and productivity of firm. Company focuses towards employees
performance and motivate them to contribute more for accomplishing goals and objectives.
Building a flexible work place: HRM practices are helpful in establishing a flexible
environment for better and effective operation of resources. A good and healthy work place
motivates employees for work, they can put their affords and contribute more for operation of
organisation. In today's scenario every people want a comfortable and flexible work environment
in which the expect shifts as per their own choice an suitability. Aldi try to develop a flexible
work environment for providing benefit to their employees. They start different shifts system
such as morning, noon and night shift, in which employees can work as per their suitability.
Promoting positive behaviour: Basic objective of every firm is to promote talent and
knowledge in order to attain more success. It is an essential part of HRM practices. HR manager
is concern about the attitude, behaviour and norm of an individual in firm. Manager of Aldi keep
an eye on performance of each and every employee and promote well behaviour employee for
establishing good relation with customers. Company establish a good working environment for
employees in which every one work together for improve their personal and professional
relations.
P4) Effectiveness of HRM in increasing productivity and growth
Human resource management play a significant role in success and growth of an
organisation in order to increase profit (Choi, 2011). Every business firm establish effective plan
and policies for better utilisation of tools and technologies or defining growth and success for an
organisation. If operation function is carried out in well planned manner than they provide
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support in attaining growth for industry. Some important factors are described as below which
are helpful in increasing productivity and growth for an organisation:
Information system: HRM practices play a vital role in performance of an organisation.
This system is helpful in transferring data and information from one place to other for the
purpose of attaining goals and objectives. Information system is called as knowledge
administration (.Daley, 2012). It is the responsibility of HR manager to provide significant
information to their employees or subordinates which are important for running out business
activities. Aldi hire well skilled people who are having proper and efficient knowledge about
marketing aspects, so company placed them as marketing representative. Company create an
effective communication plan which is helpful in rendering data and information from one level
to another. This also provide support in achieving goals and objectives of business. HRM create
a well planned management system for effective operation of business activities which are
helpful in achieving desired goals and objectives. A better communication channel is reducing
miscommunication among employees. Information system helps an individual to understand
their roles and responsibility in an organisation.
Talent management: Companies mostly hire well skilled people in their organisation for
effective working. Firm conduct a well established recruitment and selection process for
recruiting well educated people in their firm and use their set of knowledge for accomplishing
goals and objectives. Aldi retaining those employees who are effective for increasing long time
productivity in firm. Every person has their different set of knowledge and talent, and they
achieve goals and objectives as per their own talent. Their skill ans talent are useful for firms.
HR manager motivate employees for putting their talents and affords in operation function which
consist growth and success for firm (.Demo and et.al., 2011.). Aldi use various techniques for
identifying talent and skill of employees so that they can use them in appropriate place in order
to get more profit and success. Firm conduct some ceremony function for awarding their
employees. This is the best way to encourage and motivate their employees.
TASK 3
P5) Importance of employee relation in decision making
Business organisations are focused towards establishing healthy and familiar relationship
among employees. It is an important aspect for firm to maintain better relation in order to
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determine success. Effective and efficient employee relationship is helpful in developing growth
and success for Aldi. A familiar relationship leads an organisation towards satisfaction of
workers which increase firms efficiency. The basic purpose of human resource management is to
create goods relation among mangers and employees, so that they can easily resolve issues and
conflicts between them (Hendry, 2012). HR manager is concern about maintain good
relationship among employees as well as managers because a good relation lead success and
growth. Good relationship is depend on various factors such as safe and healthy work area,
where it is easy for firm to carry out business operation in effective and efficient manner. A good
participation and commitment of employees in different processes are helpful in encouraging
employees through reward, price and incentives. In an organisation there are several issues are
available on which an individual is not able to take decision, so on this situation employee want
advice or suggestion form their co-workers. If employee is having good relation with others then
it is easy for them to resolve the problem with help of other. Some importance of good relation is
described as below:
 A good relationship among employees helpful in reducing miscommunication and by this
flow of information can be smooth and effective. Aldi ty to establish formal and good
relation with employees that should render positive identity about activities of firm and
their personal presence at work place.
 Effective relationship helpful in encouraging workers for more and beneficial work
which consist increasing productivity and growth.
 If employees are satisfied with working plan then it helps in developing and increasing
loyalty among all employees in order to provide satisfaction.
 Friendly environment is helpful in motivating employees for putting more affords in
completion of task.
 It create cooperation among manager and employees for better utilisation of resources
(Huselid and Becker, 2011). It is vital for every business organisation as it providing
support in motivating and encouraging team spirit and deputation of responsibilities at the
area of work place.
 A good relation create a team in an organisation which is helpful in decision making
process. Company can easily take effective decision with the use of taking advice from
talented and educated employees.
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 Healthy relationship is helpful in creating sustainability of employees within an
organisation. Sustainability is important for an employee as well as an organisation
because it is easy for firm to assign and task and responsibility as per their knowledge
and skills. For assigning any task to new people first firm need to identify their skills and
knowledge and then give task and responsibility to others.
P6) Key elements of legislation act of employees
Every business firm follow some rules and regulation. In which they are bond to follow
some norms. If they deny to follow them then company will have to face some issues and
conflict (Jackson, Schuler and Werner, 2011). There are some different type of employee
legislation which are followed by Aldi are described as under:
Age discrimination act: This act is based on some criteria which are related with age of
people in an organisation. This legislation implies that a company can not hire an employee or
worker less than 20, firm need to hire people who are more then 20 and eligible for any criteria
of work. Organisation can not fire those employee who are attend the age of 40 or above.
Anti discrimination act: This act is beneficial for those employees who are facing the
problem of discrimination in terms of various factors such as gender, income, cast, colour and
race. This act provide support to employees in firm. This act is applicable in those organisation
which are having more than 20 employees. According to this act an employer dose not have any
right to discriminate employees or terminate them.
Minimum wages act: This act is provide support to employees in order to getting wages.
Employers are not able to denied their employees in order to relation of providing wages. All
firms are need to follow this act who are having more than 15 workers.
P7) Different application of HRM practices
While opening another branch of Aldi, division of human resource assumes a noteworthy
part in achievement of focus by fulfilling the necessities and needs of residential and additionally
outside customers with their creative items. Indeed, different utilization of human resource
management rehearses are used by big enterprises, while extending the leaving business revenue
driven augmentation in a minimum time frame. For instance, recruitment as well as selection of
an individual experiences a proper procedure for naming a qualified and eligible workers for the
post of offers administrator (Jiang and et.al., 2012). Most importantly step is to comprehend the
determination of occupation which comprise of fundamental reports which enables a man to
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partake in an enlistment procedure. After that correlation is done in the middle of different
applicants on the premise of accessible confirmations and select them as needs be.
The primary reason for work is to fill the empty position of an enterprise and empower chose
staff member towards their roles as well as duties to accomplish general association objectives
and targets. Aside from this, primary intention of a vocation is to relegate correct people at a
correct occupation as indicated by their skills, knowledge, aptitudes and so forth. Rather than this
business administrator need to expand the offers of entire firm with the utilization of
fundamental resources, so that they can increase their incomes through satisfy needs and wants
of buyers at international level (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
On as opposed to this, in the wake of assigning work an enterprise need to gauge the execution
of sales administrator for actualizing fundamental change as per prerequisite or requirements. In
this way, Aldi actualized recruitment as well as selection technique while opening of new branch
for improvement and development of an organization.
CONCLUSION
By finishing up this, learners comprehended the significance, roles as well as obligations
of a human resource administration towards association's objectives and target. Indeed, this
report is tied in with overseeing of workers by improving their skills and knowledge to
accomplish its own and professional targets in a given time span. Aside from this, it highlighted
different strategies of measuring the execution of people working in a main company named as
ALDI. Fundamentally, it is a venture acclaimed for its basic supply things by having its branches
at worldwide level and attempting to catch the consideration of clients. The primary thought
process of firm is to enlist best hopefuls who have the ability of maintaining their organisation
adequately with the assistance of advanced innovative technique. In extra this assignment
additionally covers adequate technique for selecting meriting contender to fill the opportunity of
business by giving fundamental advantages to superiors and labours. Rather than this, legitimate
expert likewise assumes an extremely famous part in securing privileges of workers by revising
different distinctive laws by considering basic variables. Finally it highlighted powerful part of
human asset administration in choosing qualified individual and in addition appointing correct
individual at right occupation.
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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.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Demo, G., and et. al., 2012. Human resources management policies and practices scale
(HRMPPS): Exploratory and confirmatory factor analysis. BAR-Brazilian
Administration Review. 9(4). pp.395-420.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
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.
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.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Van Dooren, W., De Caluwe, C. and Lonti, Z., 2012. How to measure public administration
performance: A conceptual model with applications for budgeting, human resources
management, and open government. Public Performance & Management Review. 35(3).
pp.489-508.
Online
what is human resource management. 2015. [Online]. Available through:
<http://www.whatishumanresource.com/human-resource-management>. [Accessed on
7th July. 2017]
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