The assignment explores the role of HRM practices in recruitment processes, emphasizing their significance in achieving organizational growth and success. It also touches on the importance of evaluating employee performance using various tools to select top performers who receive financial incentives.
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Unit 03 Human Resource Management Student Name: Student ID: 1|P a g e
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Table of Contents Introduction...............................................................................................................3 Task 1......................................................................................................................4 Overview of ALDI...................................................................................................4 P1 Explaining the purpose and functions of HRM that is applicable to workforce planning and resource of ALDI.....................................................................................................4 P2 Explaining strength and weakness of different approach of recruitment and selection process.. .6 P3 Explaining the benefits of different HRM practices within an organization for both the employer and employee..........................................................................................................7 P4 Evaluating the effectiveness of different HRM practices in terms of raising ALDI’s profit and productivity............................................................................................................9 P5 Analysing the importance of employee relations with respect to influencing HRM decision- making..................................................................................................................9 P6 Identify the key elements of employment legislation and the impact it has on HRM decision- making................................................................................................................11 P7 Illustrate the application of HRM practices in a work-related context, using specific examples. .........................................................................................................................12 Conclusion:.............................................................................................................17 References..............................................................................................................18 2|P a g e
Introduction Human Resource Management (HRM) is the process of determining the current and future needs of the employees, making advertisements for requesting applications from the potential candidates, selecting and finally recruiting for the best individual as per the requirements and their qualifications(Boxall and Purcell, 2016). The overall process and the related things to materialize the issue of human resource of a company or organization will be revealed through the discussion of the organization Kingfisher. 3|P a g e
Task 1 Overview of ALDI Figure 01: Image of ALDI(Aldi.co.uk, 2018). ALDI start its journey at 1946 when Mr Karl and Theo Albrecht take over their mother store and now ALDI is divided into two part ALDI Nord which cover north of Germany and ALDI Sud which cover south part but now it operates in UK. ALDI is popular for providing low price goods to it consumers and it committed to give their consumer best quality effort with product. Their objectives are to find out the way to retail grocery product with efficient effort and that is why ALDI is able to offer best quality product with cheapest price(Aldi.co.uk, 2018). Now, ALDI operating about 1500 stores in 34 states and each month it serves around 32 million consumers. ALDI has decided to open 500 store around UK. P1 Explaining the purpose and functions of HRM that is applicable to workforce planning and resource of ALDI. Every organisation has its own goals and objectives that it has to achieve and for this reason they need people who will work for it to help it to achieve its goals and to manage all the functions related to handle the people of the firm is maintain by HRM which Human Resource Department(Boxall and Purcell, 2016). HRM is the only department of any organisation that handle all the work related to the employees including hiring, selecting even giving rewards. ALDI holds around 7.6% of share of UK grocery market and to increase it performance to maintain it HRM functions. 4|P a g e
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Figure 02: Share percentage of ALDI(Bratton and Gold, 2017). The HRM functions of ALDI that is applicable for planning and resources are discussed below: Recruitment:The prime object of human resource management is to hire new employees for the organisation. As in business centre all is depend on the how to give anyone can give more efficient customer service and to give efficient customer service skilled and qualified employees are needed for the company(Bratton and Gold, 2017). Though, ALDI is grocery shop and provide good product but only providing good product is not enough it need to build strong relationship with its customers to make them its potential customers. Training:Only recruiting new and qualified employees is not only task that is done by human resource department. They need to train them up to make their skills more effective and professional. They also need to make aware about the functions of ALDI so that they can perform according to it. The more they skilled the more they can be productive and it will give more opportunities for ALDI and that is why the HRM of ALDI arrange training programs for its both old and new employees to make them efficient. Managerial functions:Human resource management of any organisation is the part of management and it has to does four task which are planning, organizing, directing and controlling and these are common task in management and human resource management is a part of management it has to do these task. DeterminePerformanceStandard:Humanresourcemanagementhasnotonlythe responsibility to hire and train the new employees(Bratton and Gold, 2017). It has to set a standard for performance that will help them to evaluate the work of both their old and new employees and give them feedback according to the performance standard. 5|P a g e
P2 Explaining strength and weakness of different approach of recruitment and selection process. Recruitment:The process by which organisation find and attract suitable employees to fill up the vacant sits of the organisation. Recruitment process also provides all the necessary requirements to the applicants that is needed for achieving the aims of the company. In recruitment process management identify the vacancy of the job, job requirements, review and shortlist the applications and select candidates. Selection:The process by which the organisation identifies the right candidate for their company or for the vacant position is called selection process. So, basically selection process is where by taking interview and evaluating their skills choose the right person for the job. In recruitment and selection process there are two different approaches that ALDI can select while filling up its new vacant position and those two methods are discussed below: Internal Source:Internal source is means when ALDI try to recruit or select employees for its new vacant position from its former, present or employee’s referrals and this type of internal source can be done by giving promotion to its present employees or give this opportunity to its former employees and also by taking reference from present employee. Advantages: Internal process is way more cheapest than external source Recruited new employee is already familiar with the functions of the organisation Asinternalprocessisdonebysometimesgivingoldemployeespromotionit motivates other employees to do better job Organisation has already known all the strength and weakness of the candidates In internal process there is no need of arranging any training programs for them as they are already being skilled In internal process they don’t need to do any budget plan for the process and it saves time of the company Disadvantages: Internal process limits the way to get more potential employees There is no chance to get more new or innovative ideas from outside It might create a misunderstanding among the applicants who are able to do get the post 6|P a g e
As in this process present or former employee fill up the post it again creates job vacancy External Source:External source is when ALDI tries to recruit new employee for its vacant position from outside of the company and they get those employees via advertisement and employee agencies(Eliot, 2016). Organisation sometimes try to recruit from outside to get to see if there is any qualified employee are there who is suitable for their organisation. Advantages: By hiring from external sources organisation can get new ideas from new peoples There are various suitable options that company get to choose best from it Firm can get various types of experienced people through external source It also creates dynamic workforce in the organisation Disadvantages: External process takes longer time as organisation need to go through different selection process External process cost money as to organise it company need good amount of money The selection process that company follow may not be good enough to find qualified employees P3 Explaining the benefits of different HRM practices within an organization for both the employer and employee. Human resource management which is related to the all the employees and employers of the organisation and it deals with almost all the problems of the employees and also employers. HRM practices is a common and mandatory practices for the company and all the company practices HRM in their own accord(Gautam, 2010). Now, the benefits of HRM practice for both employees and employers are given below: Benefits for the employers of ALDI: i.Asanemployer’sHRMpracticeshelpthetoplevelmanagertomonitorthe performance of the employees and can keep control over the activities of both new and old employees. By their regular monitoring process, they can evaluate their work and give them proper feedback. ii.All the strategic plans are done and shape by the top level managers and before making this strategic plan they first need to take a look that they have enough human 7|P a g e
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resource or other resources not so that they can implement their strategic plan. The practices of HRM by employers helps the workers to identify available resources to implement plan. iii.By the practice of HRM the employers can appoint qualified and skilled employees in terms of their experience and this will help ALDI to increase its productivity (Gautam, 2010). These newly employees will make the service and product of ALDI more applicable to its consumers and this will help more to their customer satisfaction as today’s business world is all about satisfying and building relationship with customers. Figure 03: Sales figure of ALDI(Greer and Greer, 2001). iv.Because of the practice of the HRM is clearly show that the sale amount of ALDI is going up and they predict that it will go up in near future. Benefits for employees of ALDI: i.If the organisation practice HRM than it clear that the employees of that organisation will select fairly in terms of their skill and merit and ALDI follow fair HRM practice in its organisation. ii.Because of HRM practice ALDI try to maintain legislation related to employee and for this reason it gives its employees fair payment system along different employee benefitsthatalltheemployeesdeserveforexamplemedicaltreatment,fair environment for work. 8|P a g e
iii.When the employees try to practice HRM in their organisational task it makes them more professional to their works and it also make them more skilled about their work related task and it also benefit for the organisation that they are working in. iv.One the most important functions of the practice of HRM is the improvement in employers and employee relationship as it works for the better condition of employer and employee relationship(Greer and Greer, 2001). Because, if there rise in conflict between the employee’s human resource department of ALDI always make sure that this type of condition will not hamper the productivity of the organisation. P4 Evaluating the effectiveness of different HRM practices in terms of raising ALDI’s profit and productivity. The main purpose of the Human Resource Management is also kept as focused on maintain a good relationship with the employees and other parties related with this as they will be the influentialcomponentsinfutureorcurrentperiod.Thehigherrelationshipwiththe employees definitely brings the best outcome for the company. The next practice relating this HRM practices which bring the relationship of such process into the best friendly type and bring the best outcomes too by doing the tasks as partnership basis. This practice definitely brings the lower position of reducing the employee turnover as the employees are satisfied at a greater extent(Greer and Greer, 2001). The existing and the future employees are encouraged to join that friendly environment of that organization. It is clear from the observation of the ALDI that they are more proactive to keep their old employees into their company all time available as this is thought that the olds are mostly used to the current practices which also reduce the costs. P5 Analysing the importance of employee relations with respect to influencing HRM decision-making. Employee Relation The organization of any type basically wants to increase their net profit margin at its best level after adjusting all the expenses which are ensured by basically the best skilled employees in that particular organization(Hook, Jenkins and Foot, 2015). So it’s usual that the performances largely depend on the best effort of the employees which are ensured by the best HR practices of good relation among all other components of the organization. 9|P a g e
It has the logic of using the best method of communicating employees with one another because to achieve the best interest there is no alternative of making good relations among the employees and management. If we see any loss incurred in a company abruptly, it is to be thought that they are using the unusual way or bad way of developing good relations in that company. There will be serious losses again if they don’t develop a good practice of strong relationship building method. Apart from these, there are also other importance which are described as below: The ROI or Return on Investment will be definitely increased if there remains a good strong relationship among the employees as this make sure the working through partnership which ensures the higher performances as well as the returns. The agency problem as well as the agency cost will also be solved and reduced at a greater extent as the many minds make less errors which minimize the possibility of misunderstanding among management and teams and employees. The suppliers are kept as satisfied by the strong relations making with them and the suppliers are made to feel the safe and comfort to work with that particular company. Discussion with one another t workplace is possible by making strong relations among the employees which ensure better network of working s well. The strategies are related to achieve the employee relations which are as follows: Communication:Communication makes the strong relation of the employees as well as the management team of a company which ensures larger profit at the company balance sheet (Hook, Jenkins and Foot, 2015). The leaders or the employers must make communication at regular basis so that employees are not lag behind to make freely contact with their upper levels employees for getting the information or guidance. Opportunities for developing career:A career development opportunity is sometimes seen provided by the various organizations nowadays. This has larger benefits as the employees always seek to increase their current skill level by engaging with different programs which they perceive as the best factor for developing themselves and accept those programs accordingly. This makes the strong relationship and interaction with the employers of the organization. Setting a vision:The employee relations are also promoted by the strategy to set a vision or target for achieving the relations of employees. In this process, the company presents the 10|P a g e
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vision in front of the employees and they are asked to attain as they are ordered to achieve for the organizational interest. Motivation:Motivation has no alternative and is regarded the best strategy to develop the employee relations as this one acts as representative of all of the strategies. The motivational seminarsor programskeep playing importantrole in developingthe relationsasthe employees are engaged in achieving the goals which push them to work with partnership. Stages of HRM decision making process: Identifying the decisions:The decisions are required to discuss and to establish the identification of areas to be corrected for making strong HRM decision(Stewart and Brown, 2014). This task is done with the helping hand of expert managers. In this case, the manager prepares the task allocations and discuss with the employees to come into a decision. Gathering information:The information is then collected accordingly with the given criteria and no missing information will be occurred or remained absent rather they have the hundred percent of getting chance. The information is judged accordingly and made to help the decision process. Identifying the alternatives:There will be chance of getting one more alternative in the judgments and the duty of the manager is to find the best alternative to make the informative and useful decision. Taking an action:The alternatives are selected and chosen to take the best one which is regarded the best outcome provider. Then the manager tries to take the action at its final stage which brings the ultimate goal of the organization. P6 Identify the key elements of employment legislation and the impact it has on HRM decision-making. Sex discrimination Under the Equality Act 2010:Sex discrimination Under the Equality Act 2010 is basically dealt with the employee protection from being sexually harassed by another in the places and removes the discrimination which is happened from the sex discrimination by gender. The organizational reputation will be spread out from the face to face of the particular service takes in the region if the organization ensures the proper implication of such Act into the real situation and the public confidence will be higher. 11|P a g e
Race Relations Act 1965:The colors, ethnicity and any other factors are considered to make the workers harassed in the particular organization which is protected by the Race Relations Act 1995(Stewart and Brown, 2014). The Centrica Group always tries to keep avoid the problems of racial things in which they try to protect based on the different religions. Equal Pay Act 1970:This Act basically ensures the protection of the problems of being harassed or discriminated by unequal pay though the employees deserve the best. This thing is happened almost all in the organization and that’s the reason of coming such Act into the action. Centrica Group is seen to pay the equal pays and is release from being harassed of such punishment of the Act. Data Protection Act 1998:No data will be allotted to anyone without the prior concern of the data provider in to the system as a whole(Stone, 2011). The permission is needed otherwise it will be regarded as a serious crime which may be provided by this Act into the actions. The employees at Centrica Group provide lots of personal information which may be required by another party and this Act makes rule to spread such information in an effective manner which should be observed. Employment Protection Act 1978:The employees will be protected by this Act from being harassed in many ways like the paying of equal pay, good working environment etc. P7 Illustrate the application of HRM practices in a work-related context, using specific examples. A portfolio as Intern in the HR division at ADLI for the post of HR assistant. Job Description Job description is nothing but a description about the job roles and duties which are to be performed by employees in a particular department in the organization after being selected from the circular of the advertisement(Stone, 2011). This can be designed as such by giving the following example which is a job description for the post of HR manager at ALDI. 12|P a g e
A copy of CV can be attached for the application of the post. 13|P a g e Job Specification HR Manager ALDI Requirements of Academics: The candidates must have the BBA and MBA degree in both areas of the financial management issues and the research base analysis having the Human Resource Management background. Personal Qualifications: Hardworking and young mind Higher Excellency in operation all levels of computer programs. Experience in making this area of job successful is a must. Interpersonal relations development capability is a must. Experience: Should have the 8 years of experience in this working area.
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Resume of Y Address: Postal Address to be included Email ID: Mobile No: Career Objectives: To achieve self-actualization by shouldering adequate organizational responsibilities to ensure organizational as well as personal growth. Touseallmypotentialinachievingtheultimatevisionandmissionofthe organization with hundred percent dedication and enthusiasm. Educational Qualifications(Chronologically Reversed): MBA (Major in HRM) Name of the Institution: Cambridge University Session: 2015 Result: CGPA3.16 BBA (Major in HRM) University of Edinburg Passing year: 2014 Skills: Outgoingwithstrongorganizational,communication,interpersonaland presentation skills Have dynamism, commitment, devotion and challenging tenacity Very adaptable to change and new ideas First-class analytical, design and problem solving skills Dedicated to maintaining high-quality standards 14|P a g e
Computer & Language Proficiency: Very high proficiency in Microsoft Office - 2007 (Word, Excel & Power Point), Windows-2010, E-mailing and Internet Browsing. Have an excellent command over Bengali and English language in both writing and speaking. Declaration: I certify that the statements made by me herein above are true, complete and correct to the best of my knowledge and belief. Yours Truly Y Signature …………………… Evaluation Process:The stage or steps are discussed will be the best method for ALDI to be engaged with the recruitment of possible potential valuable skilled employees therein. This will make the potentials attractive and draw their full concentration to make the circular successful. 15|P a g e
The employees will be benefited at a greater extent by seeing their employer performances which are measured by using various tools which are effective. The best performers are always selected to be entertained with financial incentives as well. 16|P a g e
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Conclusion: The HRM practices are developed by the HRM usage among all the organizations by the successful managers who ensure larger contribution to bring the company ahead of higher performance. The competitors are also no lag behind making the best use of HRM practices. So the organizations in this case must be proactive in making the HRM practices concrete and perfect. 17|P a g e
References 1.Aldi.co.uk.(2018).ALDIUK|Homepage.[online]Availableat: https://www.aldi.co.uk [Accessed 5 Nov. 2018]. 2.Aswathappa, K. and Dash, S. (2013).International human resource management. New Delhi: McGraw Hill Education (India). 3.Boxall,P.andPurcell,J.(2016).Strategyandhumanresourcemanagement. Basingstoke: Palgrave Macmillan education. 4.Bratton, J. and Gold, J. (2017).Human resource management. London: Palgrave Macmillan. 5.Eliot, G. (2016).The mill on the Floss. New York: Open Road Integrated Media. 6.Gautam, S. (2010).Environmental best management practices for aquaculture. Delhi: Vista International Pub. House. 7.Greer, C. and Greer, C. (2001).Strategic human resource management. Upper Saddle River, N.J.: Prentice-Hall. 8.Hook,C.,Jenkins,A.andFoot,M.(2015).IntroducingHumanResource Management 7th edn. Pearson Education UK. 9.Perrewé, P. (2011). The role of personality in human resource management.Human Resource Management Review, 21(4), p.257. 10.Stewart, G. and Brown, K. (2014).Human resource management. Hoboken, N.J.: Wiley. 11.Stone, R. (2011).Human resource management. Milton, Qld.: John Wiley & Sons Australia. 12.Torrington,D.,Hall,L.,Atkinson,C.andTaylor,S.(n.d.).Humanresource management. 18|P a g e