Assignment Title

En los artículos de investigación sobre el papel del comunicación interna en la traducción de estrategias HR a sistemas HRM, los administradores de recursos humanos (HR) españoles juegan un papel crucial. La comunicación interna es esencial para transmitir los objetivos y valores de la organización a todos los empleados y asegurar que estén alineados con las estrategias HR. Los estudios sugieren que la comunicación efectiva puede mejorar la colaboración, el compromiso y la satisfacción de los empleados, lo que finalmente puede tener un impacto positivo en el desempeño organizacional. Además, la comunicación interna también es importante para promover la flexibilidad laboral y la igualdad de género en el lugar de trabajo.

UNIT 3. HUMAN RESOURCE MANAGEMENT:

TABLE OF CONTENTS
Introduction .....................................................................................................................................3
Task 1...............................................................................................................................................3
LO1: Explaining the functions and scope of HRM in terms of Aldi...............................................3
P1 Explaining the function and purpose of HRM applied to the workforce resourcing and
planning of Aldi...............................................................................................................................3
P2 Explaining the weakness and strength of different approaches for recruiting and selecting
employee for Aldi............................................................................................................................5
Task 2...............................................................................................................................................6
LO2: Evaluating the effectiveness of elements in HRM for Aldi...................................................6
P3 Explaining the benefits of different practices in HRM in Aldi for the employer and employees
..........................................................................................................................................................6
P4 Evaluating the effectiveness of different HRM practices for raising the productivity and profit
of Aldi..............................................................................................................................................9
Task 3.............................................................................................................................................10
LO3: Analysing external and internal factors affecting decision making in HRM for Aldi.........10
P5 Analysing the importance of employees relations for influencing HRM decision making in
Aldi................................................................................................................................................10
P6 Identifying the elements of employment legislation for influencing the decision making of
HRM in Aldi..................................................................................................................................11
Task 4.............................................................................................................................................14
LO4: Applying HRM practices in a workplace of Aldi.................................................................14
P7 Illustrating the application of HRM practices in the workplace of Aldi..................................14
Conclusion ....................................................................................................................................15
Reference List................................................................................................................................16

Introduction
Aldi is the world's leading grocery retailers that comprise of more than 6,000 stores in 70
countries across the globe. The concerned assignment explores the purpose and functions of
human resource management in the chosen organisation of Aldi. The workforce of the concerned
organisation has been analysed in details. The efforts made by working staffs and the employees
of the organisation, helped the same to gain more profit from their targeted audiences, However,
in return Aldi offers their customers with the preferred groceries and other related items. The
strength and weakness of the concerned organisation were also collected.
Task 1
LO1: Explaining the functions and scope of HRM in terms of Aldi
P1 Explaining the function and purpose of HRM applied to the workforce resourcing and
planning of Aldi
The opening of the new branch of Aldi at Wembley requires the human resource manager
to be prepared for required resourcing and planning. As indicated by Aklamanu et al. (2015,
p.30), Aldi has an approach distinctive to retailing. Moreover, the concerned organisation
focuses on the provision of providing here customers with the quality of products that value
amount of money paid by the customers. In addition to above, Aldi effort to achieve above-
discussed factor by assuring the operations that are performed by the human resource
management team under the guidance of their HRM manager (Aldi.co.uk, 2016). There are
different functions and purposes as performed by the concerned organisation of Aldi. As
indicated by Budhwar et al. (2016, p.100), Aldi’s main objective for marketing is to enhance
their market shares within the grocery market of UK. Moreover, the concerned human resource
management has their important role to gear up the organisation at an equal level of the market
competition.
Therefore, the manager of the HRM department takes the initiative to divide the work
among the employees of the industry to plan works as per the stability and capabilities of the
staffs working in Aldi. As the company further opens its new branch in Wembley, the manager
of Aldi requires making note of the essential factors such the data regarding the item required to
fill the retail outlets. In addition to above, the stock availability of the concerned accessory stores
is highly recommended for HRM manager. As indicated by Azeem et al. (2016, p.686), the
requirement for the hard-working employees is further marked by the concerned HRM manager,

so that the responsibilities provided to concerned person recruited, must be fulfilled by the same,
to promote the brand and its products. In addition to above, the amount of money spent for the
new branch is also noted and kept track by the HRM manager of Aldi, to plan and make
arrangement for resourcing the available items.
Recruitment and Selection-
In the Aldi business entity while opening new branch in the Wembley then requires more
number of the employees and workers which are recruited with the help of HR practices and HR
managers. Moreover, main and key function of the human resource practice is to recruit, hire and
select the right candidate with the proper qualifications within the firm by which the Aldi is
profitable.
Training and Development-
Other function of the HR practice is training and development where purpose and
objective is to train the employee in appropriate manner by which they become more talented
and skilled (Arvanitis, Seliger and Stucki, 2016). When the company provide more number of
training as well as development programmes then employees and workers of Aldi become
experienced which result is increase the production along with the profitability of Aldi in the
retail segment.
Rewards and Compensation-
Apart from this, to provide different types of the monetary and non monetary rewards,
appreciation and compensation is also one of the key function of the HR practices. Behind to
adopt this function in the Aldi, the company able to attract more number of the employees and
raise production, sales and profit in the entire industry.
Establish Employee Relations-
Effective employee relation between the employees and employees, employers and
employers as well as employees and employers is one of the highly effectual aspect for the Aldi
which lead to communicate all the things in the better manner. The HR practice playing the role
in the company for establishing such kinds of employee relations which purpose is to achieve the
objectives in effectual ways (Brewster, Brookes and Gollan, 2015).
Follow the laws, acts and legislations-

Other than above mentioned all the functions other is that, the HR practices take care
within the firm in order to follow all the rules, acts, laws as well as regulations which comes
under the workplace. Purpose behind this is to use all the regulations for operate the Aldi in the
Wembley in smooth ways.
P2 Explaining the weakness and strength of different approaches for recruiting and
selecting employee for Aldi
As indicated by Sanders et al. (2016, p.130), the strength and weakness are observed by
the human resource manager, in term of running the organisation on the path to success.
However, as indicated by Van Hoye et al. (2016, p.42), the process of recruitment is required to
identify the capabilities and talents that may be hidden in a candidate to get identified as per the
job requirements by the concerned manager of HRM department of an organisation. In addition
to above, the opening of the new branch of Aldi in Wembley also requires getting capable
employees in terms of being recruited for managing the retail outlet of Aldi (Aldi.co.uk, 2016).
In addition to above, the concerned organisation recruits their employee with the likes of the
internal recruitment and the external recruitment through two approaches.
Internal Recruitment External Recruitment
Strength- The employees are familiar with
the process and the work requirements.
Weakness- The person promoted is further
replaced by the manager.
Strength- provision of broader recruitment
with wider experiences.
Weakness- It results in a huge loss of the
internal organisation management.
Strength- Employees have a chance to
change the position after a specific span of
time.
Weakness- Reduced possibilities of
innovative ideas.
Strength- Brings new face and experiences in
the organisation
Weakness- No known person available for the
external recruiters.
Strength- Assemble a strong atmosphere of
loyalty within the organisation and its
workforce.
Weakness- It causes resentment among the
applicants that are not appointed.
Strength- Covers wide areas of job demand.
Weakness- Confusion occurs in a case where
there are high-qualified candidates in front of
the HRM manager.
Strength- Considerable saving can be Strength- Enables the HRM managers to take

obtained by internal employees.
Weakness- Number of applicants’ results to
be limited to the recruitment is done in
internal perspective.
detailed decisions regarding every candidate.
Weakness- It is a long process in terms of
time and energy of the HRM manager.
Table 1: Strength and Weakness
(Source: Van Hoye et al. 2016, p.45)
Moreover, from the viewpoint of the concerned organisation, the strengths and weakness
of an insider are assessed as compared to the risk that may be suffered from an outsider as an
employee, that is recruited without the interviews taken in addition to their qualifications and
experiences.
Task 2
LO2: Evaluating the effectiveness of elements in HRM for Aldi
P3 Explaining the benefits of different practices in HRM in Aldi for the employer and
employees
Aldi, being the best grocery store across the globe has no divide departments such as
human resources, marketing, information system public relation and such others. However, as
indicated by Panaccio et al. (2015, p.657), the HR practices made by the concerned organisation
has its impact in long term on the employees that are further recruited by the HR manager. The
organisation gets benefited from the different practices it applies in terms of managing the HR
department.

Figure 1: HR Practice in Aldi Organisation
(Source: Kossek et al. 2016, p.256)
Recruitment and Selection-
The above mentioned HR practices helped the HRM manager to take the responsible
steps to recruit the legible candidate as an employee of Aldi for its new branch opening at
Wembley. However, as indicated by Kossek et al. (2016, p.255), the essential practice of
recruitment and selection is the main responsibility that automatically influences the rest of the
key factors. In addition to above, the recruitment and selection practices are done to appoint the
right person for the right job. As indicated by Albrecht et al. (2015, p.8), Aldi traverse different
universities to keep track of the eligible candidates comprising of the potential as required by the
company's requirements. The concerned company make efforts to invest for the training to the
graduate programmes, accompanied by the attractive financial package. By using the effectual
method for recruiting as well as selecting the employees for new branch Wembley then HR
manager of the Aldi is highly supportive and capable in order to select right candidate with the
proper qualifications. For example: in the recruitment process if there are a specific criteria like
as online test comes and by following this HR manager able to recruit and select that candidate
in effective manner.

Learning and Development-
The learning and development help the employees to develop to their training that is
provided by the concerned organisation. The company further structures its principles on the
elements of cooperation, trust, respect, honesty accountability, learning along with mutual
support. As the management provide different kinds of programmes for the learning as well as
development of the employees then they able to utilise all the resources along with the raw
material in fruitful manner. Moreover, it helps to develop skills as well as talents of the
individuals which lead to make the company more profitable within the overall industry of retail
(Butt, Jamil and Nawaz, 2015).
Performance Management-
In addition to above, the performance management further, motivates the employees as
per their capabilities in terms of the need as the demanded by provided job vacancies. Each and
every business entity need and want that performance of the individuals and organisational
members will be higher which lead to improve performance of the whole firm within industry. In
this case, the HR manager of Aldi has to measure performance and efficiency of every employee
and in accordance to that remuneration and other benefits needs to provide. For measuring and
assessing their performance the HR manage of Aldi can use different ways like as feedback
using questionnaire, meeting, 360 degree performance appraisal etc.
Benefits and Remuneration -
As indicated by Hussein (2015, p.99), the benefits and remuneration enable the
employees recruited to get their salaries in terms of bonus along with their monthly pay. There
are rewards in terms of holidays and bonuses that are offered by the organisation to their
employees as effort given the employee, skills and the strength to retain them. Therefore, the
above-discussed practices enhanced the need for the perfect approaches and practices. In the
above shown and explained HR practices it has been identified that company such as Aldi
measure and analyse performance of the employees and on the basis of this in current HR
practice manager provide various kinds of the benefits which are in form of monetary and non
monetary. When the company allow employees for different kinds of remuneration then able to
select more number of candidates by choosing and screening their qualifications and skills.

P4 Evaluating the effectiveness of different HRM practices for raising the productivity and
profit of Aldi
As indicated by Tzabbar et al. (2016, p.128), increasing productivity and profit has been
marked as one of the most critical goals of an organisation. The human resource management is
the responsible department that solely stands for the critical goals to get approached by the entire
organisation through their planning and examining procedure of the market atmosphere.
Moreover, the HRM practices made further affects the productivity and the profit gaining of the
concerned organisation of Aldi (Aldi.co.uk, 2016). In addition to above, there are different other
factors influencing the enhanced productivity and profit of the organisation.
Another HRM practice raising the productivity and profit of Aldi tends to be the effective
leaders and managers that guide their team worker to the accurate pathways, in order to meet the
targeted aims and goals, within the limited time span.
Recruitment and Selection-
As indicated by Beer et al. (2015, p.427), the innovative employees and the high skills
possessed by the recruited employees further contributed to the enhanced productivity and profit
of the chosen organisation of Aldi. By considering the effectual kind of recruitment as well as
the selection process Aldi able to know that which candidate among all is the most qualified and
skilled and on the basis of which selected within the firm. Due to recruiting highly skilled,
appropriate and qualified type of candidate the Aldi able to use resources in proper manner and
become efficient and productive in the retail sector.
Benefits and Remuneration -
In addition to above, the rewards that are provided to the employee of the concerned
organisation of Aldi further contribute to the motivational factor within the employees to get
retained throughout the year. Therefore, individual and team monetary rewards play an important
role to assure the consistency in the performances that are further delivered by every working
staff of the organisation. As indicated by Zibarras et al. (2015, p.2121), the sharing of the
practices and collaboration of the team members further enhances the productivity of the
concerned organisation. Higher the benefits, allowances as well as remuneration given to the
employees by Aldi then they attract towards it better way and perform well within the whole

industry. As the employees get more benefits in monetary and non monetary terms then do the
work efficiently which lead to enhance the productivity in the retail sector in fruitful manner.
Performance Management-
Moreover, the inclusion of non-monetary factors also excites the working staffs of the
organisation to influence the productivity and profit making factors of the organisation. In
addition to above, if the employee of the organisation remains motivated and happy with their
salaries and further gets appreciated to the efforts they make for the organisation, that results to
retain the best skilled employee of the organisation. Therefore, from above discussed practices of
HRM, the concerned organisation of Aldi, results to the increased productivity by the HRM
department from the accurate decision for the right job and employee. By measuring
performance of individuals the employers highly able to determine their efficiency which helps
to decide that which employee how much increment and benefits, rewards etc., needs to provide.
Due to this they perform well and grow in the industry in the better manner which make the Aldi
more productive.
Learning and Development-
The aspect which is most helpful for individual as well as to grow at the workplace is
such as training, learning as well as development. Through arranging such kinds of the
programmes in the Aldi by the HR manager then the staff and employees become more skilled as
well as the talented which helps to use the higher and innovative kind of technologies at the
workplace (Cook, MacKenzie and Forde, 2016). Apart from this, they become capable in order
to utilizing available all types of resources which is the positive factor for Aldi. Ultimately they
become efficient and along with this firm become more productive in the segment of retail.
Task 3
LO3: Analysing external and internal factors affecting decision making in HRM for Aldi
P5 Analysing the importance of employees relations for influencing HRM decision making
in Aldi
As indicated by Valizade et al. (2016, p.12), the relation between the employees and the
organisation must have been strong and free of any miscommunication. Therefore, the
requirement of HRM is in an organisation is the need now. In addition to above, the employees
of an organisation always become the asset of the concerned firm to provide the company with

the positive and beneficial results. The concerned organisation of Aldi also comprises of search
assets that help the organisation to achieve the target goals within the limited time span.
Therefore, situations where there is a strong communication among the employees, the decision-
making becomes easy for the entire team, to execute an issue.
As indicated by Mowbray et al. (2015, p.382), the employees feel motivated only when
the atmosphere prevailing within the workplace is trusted by the concerned employee. In
addition to above, the concerned employee feels secure and confident in such organisation and
thus gives their best effort. Therefore, the employee relation to its organisation is very important,
as the efforts made by the HRM department further enhanced the solutions as recommended for
the decision-making in the organisation of Aldi (Aldi.co.uk, 2016). As indicated by García-
Carbonell et al. (2016, p.269), the employee relation has been marked as the replaced industrial
relations in order define the relationship between the employees and their employers. The role
played by HRM about the relevant decision-making is as essential and made by the entire
organisation. Therefore, following are the factors affecting the employee's relation to the
influence by the HRM to make the decision within the organisation.
The effectiveness of a good relation among the employees and the employers of Aldi
results to a happy workplace as the workers would work in one flow and would collaborate at the
pressure time. The HRM decision making further seeks motivation to the employees of the
concerned company. Moreover, it is highly recommended that the provision of warm relation
with the co-workers of the organisation helps the management of human resources in term of
taking relevant decisions at the peak times of the job assigned by the manager or leader of the
concerned working team. As indicated by Butt et al. (2015, p.88), the role played by the Human
Resource Department supports the entire organisation in terms of the competitive market world
targeted audiences from a diversified background and society.
P6 Identifying the elements of employment legislation for influencing the decision making
of HRM in Aldi
As indicated by Brewster et al. (2015, p.577), the Human Resource Management (HRM)
plays an important role to maintain the organisational activities that is further designed to
enhance the employee's productivity and the organisation in term of recruitment, evaluation,
training, compensation and the record keeping activities of the concerned organisation of Aldi
(Aldi.co.uk, 2016). In addition to above, the elements of employment legislation comprise of

employee and labour relation; workplace diversity; safety, health and security; training and
development; employment placement and practice and such others.
As indicated by Maloney et al. (2016, p.121), there are different legislations responsible for
guiding an organisation with the related norms and rules that would be applied by the HRM
department to avoid any kind of social, political, cultural issues among the employees and the
organisation as a whole. These legislations comprise of the following act:
The Equality Act 2010
The Equal Pay Act 1970
The Race Relation Act 1976
The Employment Equality (Age) Regulations 2003
The Equality Act 2006, Part 2
The Disability Discrimination Act 1976
Table 2: Employment Legislation
(Source: Legislation.gov.uk, 2016)
The Equality Act, 2010-
The Equality Act 2010, further states the main purpose of the Act to reform and further
harmonise the discrimination law. It further contributes to strengthening the law for supporting
the progress on equality in terms of an organisational environment (Legislation.gov.uk, 2016). In
addition to above, the corporate culture that is shared among the employees of the concerned
organisation further helps the decision making of the HRM manager to maintain the retention of
skilled and dedicated employees in the organisation. Therefore, to avoid any type of
discrimination among the employees and the employees, the HR department further abides by
the norms that are guided by the legislations. As indicated by Mollahajlou et al. (2015, p.150),
the need for there are other different gender issues that are further noticed by the management
department, that may hurt an individual to a serious extent in a good organisation. Therefore, the
legislations as structured by the government of the country helps every organisation to work as
per the norms and regulation. The efforts made by the organisation of Aldi, a grocery shop, not
only takes care of the demands made by their targeted audiences, but also keep records of the
transaction that are further made in a context of the items that are required to fill the new branch
of the Aldi in Wembley. Moreover, the impact of the concerned legislation helps the HRM
department to make the decision in favour of the employee working under the concerned

workplace, to make both the employees and the ambition to be satisfied with the collaboration of
the effective workforce.
The Equal Pay Act, 1970-
The Act and legislation made by United Kingdom Parliament in 1970 for provide equal
wages and salary to both the genders within workplace is Equal Pay Act. For the Aldi company it
is highly necessary to follow this kind of the act and must pay the equal wages to all those
employees who are working on the same designation whether they are male or female.
The Race Relation Act 1976-
Under the Race Relation Act, 1976 the management of Aldi has to give the equal
opportunity to all kinds of the group of people without doing any kind of the discrimination
between all the employees (Hughes and Stephens, 2016). On the basis of such act all types of
group of people and employees must be treated in the same and equal way in terms of monetary
and non monetary at the same designation.
The Employment Equality (Age) Regulations 2003-
On the basis of this act and regulations the Aldi company cannot treat in different ways to
all types of ages of employees within the working environment providing services at the same
designation. If the discrimination comes under the workplace then there are disputes as well as
conflicts arises and to reduce these things the Aldi has to follow this act.
The Equality Act, 2006 (Part 2)-
In the Equality Act, 2006 Part 2 the company cannot discriminate among the employees
in terms of providing different aspects of the firm which are like as payment, salary, behaviour,
opportunities etc. Under this the Aldi management must give equal opportunities along with the
same wages who are at the same position in the entity (Kossek and Thompson, 2016).
The Disability Discrimination Act, 1976-
The current law and legislation is rely under the equality in which the Aldi cannot create
and make any kind of discrimination between the ability and disability of the employees. Rather
than creating such situation HR manager of Aldi needs to train them land after providing training
should make able for completing the work and achieve targets.

Task 4
LO4: Applying HRM practices in a workplace of Aldi
P7 Illustrating the application of HRM practices in the workplace of Aldi
As indicated by Arvanitis et al. (2016, p.31), the workplace of any organisation is filled
with the diversified workforce. In addition to above, there are factors that make an individual
differ from another, these elements are age, gender social status, disability, marital status,
ethnicity, religion, culture and such others. The HRM practices in an organisation are done to
maintain the balance of peace working in the organisational environment. The HR practices as
discussed before, comprise of the selection and recruitment process; development and training
process; performance appraisal along with the employees.
As indicated by Hughes et al. (2016, p.181), the HRM practices are very effective in the
long run of an organisation. The main motive of the implementation of the HR practices is to
obtain the high profits and productivity in terms of their sale of the quality goods and products
and services provided to the targeted audiences. To meet the above demands, the organisation
utilises the efforts made by the employee with the help of the HRM manager. Moreover, for
achieving the organisation's targeted aims the concerned always depends on the degree to which
the production objectives are met by the efforts given by the employees of the concerned
organisation.
However, as indicated by Chowhan (2016, p.112), the human resource management
works effectively to solve any kind of diversified workplace issues. As there are diversified
people working together in an organisation, therefore, there are high chances that concerned
management workforce faces different issues related to the cultural or social aspects. Therefore,
the HR manager provides the candidates with the training that is relevant or the concerned
workplace. In addition to above, the major incentive for implementing the concerned norms as
per the legislation further supports the employees belonging from a diversified workforce. Thus,
the effort made in terms of training the candidates recruited plays an important role to maintain
the zone to harmony in the concerned workplace.
As indicated by Cook et al. (2016, p.557), the ethnic minorities do not tend to comfort the
different expression and opinion of different workers. Therefore, the leader of the team working
on an assigned task has their sole responsibility to guide the team members to work as per the
required demands along with avoiding any sort of mishaps among themselves. Therefore, the

employees gave the effort and then employers help the organisation to prospers the demands of
the targeted audiences. Moreover, the tastes and preferences of the customers are further taken
care by the employees and the employers of the concerned organisation. The feedbacks that are
collected help the employees to work to gain the productivity of the workplace they are working.
Conclusion
From the above assignment, the information that has been collected is based on the
chosen organisation of Aldi, the world's best grocery store. In addition to above, the human
resource management and their roles and responsibility are the core elements as discussed in the
concerned assignment. Therefore, the efforts made to recruit and select the eligible candidate, as
an employee of the Aldi is the main job done by the HRM manager. Moreover, the HRM
decision making is the integral part of every human resource management as the concerned
department is the sole authority responsible for the growth of the entire organisation.

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