Unit 3 - Human Resource Management

This assignment focuses on the importance of human resource management in talent acquisition and its role in enhancing the performance of companies. It also assesses the approach to workforce planning, recruitment & selection, performance management, training & development, and reward systems. The second part includes designing a job description for the position of a human resource manager and a person specification for the same role. It also provides a job offer letter for the selected candidate.

Unit 3 - Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
1- Introduction to chosen company including its mission, purpose & core business objectives 3
2- Explaining purpose, role and responsibilities of human resource function and its
importance in talent acquisition..................................................................................................4
3-Assessment of approach to workforce planning, recruitment & selection, performance
management, training & development and reward systems........................................................6
4- Exclusion of case study examples to examine several methods utilized in HR practices......9
PART 2- ........................................................................................................................................10
1- Designing job description for position of human resource manager....................................10
2- Person specification in regard to Human resourceposition..................................................11
3- Job offer letter for selected candidate...................................................................................12
4- Evaluating procedure and rationale for conducting suitable HR practices...........................12
5- Approach to and effectiveness of employee relations & engagement with mention of Lidl
and flexible working practices as well as employer of choice..................................................13
6- Important aspects of employment legislation within which Lidl must work.......................13
7- Evaluating how employee relations & employment legislation meet venture objectives and
inform decision-making............................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management (HRM) is one of most important and beneficial functions
of companies. By hiring, selecting, and imparting training & development, HR manager provides
a lot of benefits to companies in term of enhancing capability to sustain businesses within
specific sector. The current assignment will be based on, Lidl which falls under list of most
popular supermarket chains in the United Kingdom. The study will define company overview
and explain the purpose of HR function, its roles and accountabilities. Furthermore, it will
describe importance that HR plays in acquiring talent to meet venture objectives. The report will
justify assessment of approach to recruitment & selection, workforce planning, training &
development, reward systems and performance management.
Moreover, the assignment will justify process and rationale for conducting right HR
practices and will also define method to & effectiveness of employee relation and engagement
with mention of flexible company. Lastly, it will explain aspects of employment legislation
within chosen firm and clarify how these inform decision-making and meet set objectives.
PART 1
1- Introduction to chosen company including its mission, purpose & core business objectives
Lidl is the 5th most famous supermarket chain in UK, with 76% position suggestions, it is
much popular among women more than among men (Haydock and et.al., 2019). It successfully
operated its business around 11,200 stores and are running venture within 32 nations.
Organization employed more than 310,000 workers globally that contributed in success and
excellent growth of supermarket. By providing quality products, including meat, produces,
poultry, pet suppliers, kitchenware, healthcare and other goods, it has increased its customer
base.
Mission-
The mission of Lidl supermarket is to deliver the best and outstanding consumer
satisfactory services and products.
Purpose-
The main purpose of organization is to enhance lives of its customers by offering quality
items at market leading value.
Objectives-

 To increase the customer satisfactory level by 30% within 4 months.
 To assure market leading quality & value by continually innovating & optimizing
effective processes, managed by advanced technologies.
 To gain competitive advantages by delivering quality items.
Lidl in order to achieve set objectives and vision has worked really very hard, which is
essential and beneficial as well.
2- Explaining purpose, role and responsibilities of human resource function and its importance in
talent acquisition
Purpose of HR function-
Human resource functions include workforce analysis, selection & recruitment, training
& development, and performance appraisal (Sekhri and Cheema, 2019). The purpose of these
functions is to increase the competence of Lidl, enhance its performance and build a team of
skilled workers within firm's that contributes to gain competitive edge.

Roles and accountabilities of human resource functions-
Workforce analysis-
This function is applicable to workforce planning, as it includes process of determining
current and expected further supply of skilled workers (Yedavalli, 2018). By conducting
workforce analysis practice in Lidl, Human resource management successfully identify needs
Illustration 1: HRM Functions
(Source: HUMAN RESOURCE MANAGEMENT, 2020)

relate to talented employees within company. It enables HR manager to develop appropriate
workforce plan which help to strengthen existing workforce and increased performance level of
business.
Recruitment & selection-
Just like the above function, it also provides benefit to Lidl in varied terms such as it help
to enhance organizational performance. Recruitment and selection as an example of HR function
is applicable to sourcing (Mira, Choong and Thim, 2019). According to this activity, human
resource management role is to hire skilled and knowledgeable candidates within supermarket.
It is one of the important and helpful human resource functions (Korauš, Kaščáková and
Felcan, 2020). It is described as endeavour aimed to enhance or develop additional skill as well
as ability in staffs, in order to increase their productivity and performance level. Role of this
function is to build effective and productive teams within Lidl, which in return increased
operational efficiencies in term of increasing productivity.
Compensation-
Along with above functions, the current one also benefited Lidl in term of retaining
skilled, talented and experienced workers for longer period. HR manager personnel examine and
make modifications to supermarket's pay structure by findings' compensation trends with
purpose of providing applicants acceptable salaries.
Significance that human resource plays in context of talent acquisition to meet Lidl venture
objectives-
HR plays vital role within supermarket in context of talent acquisition by determining,
acquiring, selection and recruiting new skilled candidates to fill open vacancies within firm (Liu
and et.al., 2020). Furthermore, talent acquisition is defined as procedure of identifying and hiring
talented employees to meet firm's need. Resource planning, employer banding, developing robust
applicant team and diversifying organization's workforce are cornerstones of this concept. By
acquiring knowledgeable people, human resource management contributes to achieve Lidl
objectives.
3-Assessment of approach to workforce planning, recruitment & selection, performance
management, training & development and reward systems
Approach to recruitment and selection-
Internal recruitment method-

By using this approach, human resource manager may recruit new candidates via
promoting existing and experienced workers (Peltokorpi, 2017). Job transfers is also considered
as effective method that HR may use to recruit applicants internally.
External recruitment method-
According to this approach, by advertising vacancies and hiring people via recruitment
agencies, HR management may hire skilled people within Lidl (Puncheva-Michelotti, Hudson
and Jin, 2018).
Internal selection-
It includes ability & aptitude tests and personality profiling, which enables human
resource management to select the right applicant for specific job in supermarket.
External selection-
Online screening & short listing and evaluation of external job candidates are the two
methods that help HR administration to select right person in context of marketing manager
position.
Method of Workforce planning-
In the world of business, there are varied approaches accessible that human resource
management has been used to strengthen current workforce within companies (Willis, Cave and
Kunc, 2018). It includes analysing current and identifying further workforce needs in Lidl.
Workforce analysis practice conducted within supermarket provide information to HR about
employees needs.
Approach of Training and development-
On job training is the key approach of HRM which they used to train people and
enhanced their productivity as well as performance level. Along with this, off job training
approach such as seminars also enhanced the productivity of applicants.
Workshop arrangement is quite beneficial method that may use by human resource
manager in context of employee development within supermarket.
Method of Reward systems-
Monetary approach has used in varied companies in regard to reward systems. According
to monetary method, HRM appraise staff performance by providing annual bonus.
Technique of Performance management-

Performance appraisals is the most commonly utilized approach in context of
performance management. It incredibly useful for aligning aim of applicants with strategic aims
of Lidl.
Strengths and weaknesses of above approaches in context of varied HR functions-
Basis Strengths Weaknesses
Recruitment & selection-  Key strength of internal
recruitment and
selection approach is
that it allow HR to hire
people's who are
already aware about
company's policies and
rules.
 Major strength of
external method is that
it supports human
resource manager to
recruit an applicant
from large talent pool.
 Internal recruitment
approach restricts HR
to acquire new talent
that is much better than
existing employees.
 In context of external
recruitment and
selection approach, the
biggest weakness is
that it consume a lot of
time.
Workforce planning  The best thing about
workforce analysis
approach is that it help
Lidl to determine
productive workers
who the best match
with organizational
needs. Also provide
benefits in term of
analysing further
requirement relate to
 The biggest weakness
of job analysis activity
is that it is quite time-
consuming HR
practice.

experienced
employees.
Training and development  On job training
benefited firm in term
of increasing morale
among candidates.
 Off job training help to
reduce employee
turnover.
 It is unlikely to bring
new skills and
knowledge among
workers.
 Off job training is quite
time consuming
activity.
Reward systems  Monetary approach is
beneficial because it
helped to retain
talented applicants
within Lidl.
 It affects negatively
upon business, when
monetary incentive is
tied to team
performance, it may
create frustration when
there is perception of
unfair contribution
among teams.
Performance management  It helps to boost morale
and productivity of
employees.
 On the other hand,
performance appraisal
it impacts management
practices in term of
consuming time.
4- Exclusion of case study examples to examine several methods utilized in HR practices
Lidl within retail sector may grow even better than its rivals and be a competitive leader
for longer, when its human resource management conduct effective practices for which they may
use varied approaches.
Method of employee security as HR practice-

For instance, the best HR practice is employee security provide by HRM to all the
workers. In context of this activity, ESI system is one of the most influencing and motivating
methods that human resource managements within most of the organizations has used (Sekhar
and Rao, 2017). It is self financed comprehensive employee security programme that devised to
protect individual applicant covered under scheme against financial stress arise due to
disablement, sickness and death because of employment injuries.
Approach used for workforce planning-
Workforce analysis is the most important and useful approach that human resource
manager may use within Lidl to develop appropriate plan in context of workforce planning. It
enables HR management to increase productivity and profitability level of supermarket, even
better than its competitors such as Tesco, Asda, Sainsbury etc.
Benefits of HR practices in context of employee and employer-
Approaches used in above human resource practices benefits employer in term of
increasing number of skilled applicants who may perform productively and help to gain
competitive edge.
Workforce planning and employee security are two important human resource
management practices.
PART 2-
1- Designing job description for position of human resource manager
Job title Human resource manager
Reporting to Head of Human resource department
Job summary Human resource is accountable for managing marketing initiatives
within Lidl. A person is responsible for managing workforce and
their activities. They focus on employees engagement, performance
and other human resource activities.
Roles  The most important role of human resource is to make an
effective plan and then execute it in systematic manner.
 Human resource manager manage all employees and their
performance.

 Their role is to focus on promotional activities and
Employees benefit management.
Responsibilities  Candidate is accountable for planning selection and
recruitment activities, also developing strategies.
 Marketing manager is responsible to measure & report
performance of all digital advertising campaigns.
 Applicant is accountable for reporting hiring process
outcomes to senior executives.
Skills and knowledge  Effective communication skills
 Management skills
 Critical thinking
 Planning skills
 Knowledge relate to IT and advanced technologies
 Understanding in context of management principles
Experience  4 year experience is required
Qualification  MBA in human resource
2- Person specification in regard to Human resourceposition
Job title- Human resource manager
Relevant skills and aptitude-
 Communication skills
 IT knowledge
 Creative thinking skill
 Management skills
 Planning skills relate to marketing plan and strategy
Experience-
 Maximum 4 year experience is required.
Education-

 Bachelor degree
 MBA degree in context of human resource
Requirements-
 Person is able to complete their work on time.
 Applicants must have the ability to influence customers by developing effective social
media strategy.
3- Job offer letter for selected candidate
To,
Richard smith
Dear Mr. Richard
This is context of interview you had taken on 15 February. We are happy to share
information with you that you have been selected in interview process for the position of human
resource job. We are sending you an official job offer letter. You have to join firm before 21st
february, 2021. We offer expected salary that has discussed during interview session. If you are
agreed with all the terms & conditions, then please sign contract and re-send it to company
address. Kindly sign and send duplicate of this appointment letter to our office and retain actual
copy for your records.
Best Regards
4- Evaluating procedure and rationale for conducting suitable HR practices
Rationale-
Workforce planning is the best human resource practice conducted within Lidl. The
main reason for conducting this practice is to analyse, forecast and plan workforce demand
(Theodoulou, Reddy and Wong, 2018). Furthermore, its purpose is to assess gap and identify
target talent management intervention to assure that firm has right employees with appropriate
skills.

The purpose of conducting specific HR practice like providing employee security
within organization's is, to boost the morale of each applicant and increase their motivational
level even better than last few months or years.
Evaluation-
It can be evaluated that workforce planning activity encompasses key stages such as
analyse current workplace needs, develop an action plan and implement in form of hiring people.
It provides benefit to Lidl in term of increasing employee retention and forecasting challenges
that may occur in the future relate to staff. On the other hand, workplace planning affects
negatively as it consume a lot of time and efforts of management.
The process of providing job security to workers is quite beneficial human resource
practice. It is quite simple to implement as it just require a legal document in which all the term
and conditions relate to ESI scheme has been mentioned. On the other side, while developing
plan to offer this security benefit to applicants, HRM face challenge.
5- Approach to and effectiveness of employee relations & engagement with mention of Lidl and
flexible working practices as well as employer of choice
Method of employee relations and its effectiveness-
Human relation approach is applicable in context of employee relation. According to that,
when leader treats each applicant as valuable object and give change to share their thoughts with
other, it enables them to build effective employee relation with management. The effectiveness
of this concept in return enhanced the performance of Lidl in term of developing strong teams of
workers (Brhane and Zewdie, 2018).
Approach of employee engagement-
Flexible working practice and employer of choice are the key approaches that HRM may
use within supermarket to engage workers in decision-making activity and also in context of
gaining competitive advantages. Flexible working hours may provide once in a week that help
people to always become loyal for brand.
6- Important aspects of employment legislation within which Lidl must work
Organization always comply with key terms, conditions and aspects of employee
legislation, which is quite essential to do. It includes fair employment opportunities for everyone
that seeks job, affirmative actions favouring all employees, sexual harassment prevention in
workplace for better work environment and working time regulations for example, flexible

working hours (Sverke and et.al., 2019). In additional to this context, Lidl should develop plan to
provide fair wages to each worker and conduct practice to make working environment even
better than every consistently.
7- Evaluating how employee relations & employment legislation meet venture objectives and
inform decision-making
Good and effective employee relations within Lidl inform or influence decision-making
process of HR. Because of this force, human resource manager take decision to enhance this
relation by developing a plan relate to conduct a fun activity in the workplace such as quiz
competition etc. Positive employee relation within company also supports to meet supermarket
objectives by working in productive manner and following ethical business practices.
Furthermore, employment legislation also inform decision-making and meet set
objectives of firm's. For example, it influences the way human resource management take action
to provide salary, growth opportunities and training session.
CONCLUSION
By summing up above discussion, it has been concluded that human resource
management by conducting effective practices like workforce planning reduced the risk that
occur in the future relate to employees. Furthermore, it has been analysed by selecting and
recruiting right applicants, HRM has enhanced the performance of firm and allow management
to gain benefits in term of increased profits margin after delivering quality products to target
customers. From above analysis, it has been summarized that by complying with all the laws and
regulations in context of employment organization has sustained for longer period of time within
retail industry.

REFERENCES
Books and journals
Brhane, H. and Zewdie, S., 2018. A Literature Review on the Effects of Employee Relation on
Improving Employee Performance. International Journal in Management & Social
Science. 6(4). pp.66-76.
Haydock, J. and et.al., 2019. Recent Developments at the CMA: 2018–2019. Review of
Industrial Organization. 55(4). pp.579-605.
Korauš, A., Kaščáková, Z. and Felcan, M., 2020. The impact of ability-enhancing HRM
practices on perceived individual performance in IT industry in Slovakia. Central
European Journal of Labour Law and Personnel Management. 3(1). pp.34-46.
Liu, Y. and et.al., 2020. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource
Management Review. p.100744.
Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job
satisfaction on employee performance. Management Science Letters. 9(6). pp.771-
786.
Peltokorpi, V., 2017. Absorptive capacity in foreign subsidiaries: The effects of language-
sensitive recruitment, language training, and interunit knowledge
transfer. International Business Review. 26(1). pp.119-129.
Puncheva-Michelotti, P., Hudson, S. and Jin, G., 2018. Employer branding and CSR
communication in online recruitment advertising. Business Horizons. 61(4). pp.643-
651.
Sekhar, C. and Rao, K.V., 2017, March. A tracking system for monitoring in health of various
workers are working in different working environment: BDA application. In 2017
International Conference on Big Data Analytics and Computational Intelligence
(ICBDAC) (pp. 112-115). IEEE.
Sekhri, A. and Cheema, D.J., 2019. The new era of HRM: AI reinventing HRM
functions. International Journal of Scientific Research and Review. 7(3).
Sverke, M and et.al., 2019. A meta-analysis of job insecurity and employee performance:
Testing temporal aspects, rating source, welfare regime, and union density as
moderators. International journal of environmental research and public
health. 16(14). p.2536.
Theodoulou, I., Reddy, A.M. and Wong, J., 2018. Is innovative workforce planning software the
solution to NHS staffing and cost crisis? An exploration of the locum industry. BMC
health services research.18(1). pp.1-13.
Willis, G., Cave, S. and Kunc, M., 2018. Strategic workforce planning in healthcare: A multi-
methodology approach. European Journal of Operational Research. 267(1). pp.250-
263.
Yedavalli, V., 2018. Are Robots Helping or Hurting the Future Workforce?. The CPA Journal.
88(3). pp.16-17.

Online
HR approaches to recruitment. 2021. [ONLINE]. Available Through:
https://www.brighthr.com/articles/hiring/recruitment/>
HUMAN RESOURCE MANAGEMENT. 2020. [ONLINE]. Available
Through:<https://talentrenewal.com/human-resource-management>
Key Tools And Techniques For Performance Management. 2020. [ONLINE]. Available
Through: <https://www.bernardmarr.com/default.asp?contentID=772>