Impact of Globalisation on Human Resources in ALDI Retail Industry

This research report investigates the multifaceted impact of globalisation on the human resource functions within the ALDI retail industry, with a specific focus on the implications of increasing labour migration. The study delves into the positive economic, cultural, and ethical effects of globalisation on HRM practices, exploring global trends and their influence. It identifies key benefits, such as technological advancements and cultural diversity within the workforce, while also addressing challenges related to managing global culture and ethical considerations. The research employs qualitative methods to analyze these impacts, offering recommendations for achieving competitive advantages in the global market and providing insights into the evolving landscape of HRM in the retail sector. The report includes a literature review, research methodology, data interpretation, conclusion, and recommendations, offering a comprehensive analysis of the subject.

RESEARCH
PROJECT

TABLE OF CONTENTS
TOPIC..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
Research Background..................................................................................................................1
Aims and Objectives...................................................................................................................1
Rationale.....................................................................................................................................2
Significance of the Research.......................................................................................................2
LITERATURE REVIEW................................................................................................................3
Introduction.................................................................................................................................3
Global trends in human resource management. .........................................................................3
Key positive impact of globalisation on the human resource functions of the ALDI in retail
industry with the increasing labour migration............................................................................4
Challenges faced by retail ALDI in managing the global culture within organisation. .............5
RESEARCH METHODOLOGY.....................................................................................................6
RESEARCH METHODOLOGY.........................................................................................1
DATA COLLECTION & INTERPRETATION.................................................................2
CONCLUSION & RECOMMENDATIONS .................................................................................9
Conclusion...................................................................................................................................9
Recommendations.....................................................................................................................10
REFLECTION...............................................................................................................................11
REFERENCES..............................................................................................................................12
APPENDIX....................................................................................................................................14
Questionnaire............................................................................................................................14

TOPIC
GLOBALISATION and its positive cultural, ethical and cultural impact on the human resource
function of retail organisations: A study on Aldi
INTRODUCTION
Research Background
Globalisation is the spread of products, technology, information and jobs across the
national borders and cultures. It is the process of interaction and integration among the people,
companies and government of different nations. When business expands its operations into other
nations, the impact of globalisation on human resource development along with management is
significant (DeCenzo, Robbins and Verhulst, 2016). Globalisation has lead to positive impact on
the societies, trade, technology and labour market and it has also brought cultural identity than
before. However, there are several issues related to human resource management in retail
industry which are required to resolve when it comes to globalisation including complying with
local as well as international laws and balancing local customs and traditions with the policy and
culture of the company. It has also raise the labour migration across the country that transform
the culture more diverse in company (Pieterse, 2019).
In this present report, researcher will apply systematic tools and techniques in order to
determine the positive economic, cultural and ethical impact of globalisation on the human
resource in retail industry. Further, this research is completely based on the qualitative research
methods.
Aims and Objectives
Aim:
“To determine the positive cultural, economic and ethical impact of globalisation on the
human resources in retail industry with particular reference to increasing labour migration over
the nations. A study on ALDI”.
Objectives:
 To determine the global trends in human resource management.
 To identify the key positive impact of globalisation on the human resource functions of
the ALDI in retail industry with the increasing labour migration.
 To comprehend the challenges faced by retail ALDI in managing the global culture within
organisation.
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 To provide recommendations for achieving competitive advantages in the global market.
Research Questions:
1. How to determine the global trends in human resource management?
2. How to identify the key positive impact of globalisation on the human resource functions
of the ALDI in retail industry with the increasing labour migration?
3. What are the challenges faced by retail ALDI in managing the global culture within
organisation?
4. What are the ways for achieving competitive advantages in the global market?
Rationale
The research is based on globalisation and its positive, cultural, ethical and economic
impact on business human resource functions of the organisation in retail industry. There are
mainly three factors that has allowed researcher to select this topic of the research study are
current issue, academic interest and personal interest. Globalisation has influenced the
organisation and its functions and its impact is ever lasting till the organisation operates. With
the increasing use of technology, human resource function has becomes highly advance and
competitive nowadays. On the other hand, academic interest of scholar is another reason that has
allowed researcher to select this topic. With this study, researcher will gain understanding and
knowledge about the globalisation and how it influenced the human resource functions of the
company. Further, researcher has also learned about the methods and techniques used for
undertaking the research. In addition to this, personal interest of researcher is another reason as
scholar is personally interested to acquire knowledge of this topic and research methods.
Significance of the Research
This present research has introduced the positive cultural, economic and ethical impact of
globalisation on the human resource function in retail industry of the company. This particular
research is important in all the sectors either it is corporate or academic sector. For academic
area, this research has helped student, lecturers, professors to understand how globalisation has
lead positive cultural, ethical and economic impact on human resource functions in retail
industry (Wilton, 2016). Further, they will also help students to understand each and every
aspects of research methodologies which is very important to build career in research. On the
other side, this research is also very useful for the organisation operating in corporate sectors as
they will allows what is the positive aspect of globalisation and use this as opportunities in the
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business. Further, they will also understand the ethical, economic and cultural aspects of
globalisation which is very important to today's business era.
LITERATURE REVIEW
Introduction
Literature review is the summary of studies associated to the specific area of the research.
It provides foundation of knowledge on the subject. It is like an article or scholarly papers which
includes the current knowledge involving substantive findings along with the methodological
and theoretical contribution on the specific subject area. This present chapter will discuss about
globalisation and its impact by undertaking high quality of articles and scholarly papers. This is
thematic literature review.
Global trends in human resource management.
According to the views of Noe and et.al., (2017) globalisation has change the entire
functioning and operations of human resource management in the company. Today, business do
not have national boundaries as they reaches across the world. In order to achieve the desire
goals and objectives, it is very important that organisation should be followed all the recent
trends of human resource management. Employee engagement is one of the recent trends of
human resource management which is very essential for organisation in retail to include in the
policy to meet international requirements. Employee engagement is the level by which an
employee in emotionally connected, involve as well as committed with the company. However,
Albrecht and et.al., (2015) it is essential that employee in the company should feel valued,
enthusiasm and worth working with the organisation that boost employee retention. Better
employee engagement raise the productivity and it is crucial for thriving culture of the company
so it is quite essential to follow.
As per the views, McDonnall, Crudden and O'Mally, (2015) blind hiring technology is
another recent trends of global human resource management as it focus on rising diversity in
order to amend broad performance of company as well as workplace culture that is already on
peak. After globalisation, organisations has raise the usage of technology in order to remove
unconscious bias from recruiting procedure. The implication of technology in the hiring
procedures has expansed the pool of candidate to consider well-qualified talent which have been
left out far for too long. Lane, (2016) it has been argued by growing number of technology has
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sometimes put pressure of data security, privacy concerns, social disconnects, digital media
manipulation etc. on the HR professional of the company.
As per the findings of Berman and et.al., (2019) Human resource management laws and
legislation are also one of the recent trends which has shape the functions and operations of
HRM. It is very important for human resource professionals to more requirements around paid
leave, raise the emphasize on preventing sexual harassment, greater commitment to fair and
equal pay, federal legislation and etc. Organisation either big or small, it is all necessary for
organisations to abide by all the legislation and laws. However, Huang and Rust, (2018) stated
that, Artificial Intelligence to amend the operation of HR. After globalisation, organisations are
highly leveraging AI technologies in order to aid in determining the data opportunities, raise
productivity, improve internal flow of work etc. It also helps in improving the experience of
employee’s starts from hiring through off boarding.
Key positive impact of globalisation on the human resource functions of the ALDI in retail
industry with the increasing labour migration.
As per the words of Sparrow, Brewster and Chung, (2016) globalisation has influenced
business so much that even small businesses have international concerns. It is true that, in terms
of marketing, company can exploit market at global scale easily but in terms of human resource,
companies needs on the ground on lots of nations can present challenges. It is all important that,
human resource department should learn how to hire as well as retain talent on international
scale. But, after globalisation, there are various ways by which, human resource management has
overcome all the challenges and have positive impact on the organisation operations. However,
Bailey and et.al., (2018) stated that, globalisation has raise the process of operations very fast
which is one of the best way to achieve the organisational goals. Technological advancement has
allowed companies to hire candidate across the borders of the country. The foundation of virtue
team has also raise the productivity of the company as now they can contact with the team of
experts sitting anywhere through technology. Pieterse, (2019) said that, technological
globalisation has break the trade barriers among the nations as well as it has also aids
organisations in retail industry to communicate, collaborate and share knowledge among the
companies of other countries.
According to the MacKenzie and Lucio, (2019) cultural diversity in the organisation is
another key positive impact of globalisation. As with the increasing labour migration, companies
4

in retail industry are experiencing increasing diverse workforces. The cost of labour has also
reduced wit the labour migration. Candidates are now working across in the everywhere around
the world with people of different culture, attitudes, belief etc. jointly and in collaboration.
However, Bonner and Johnson, (2017) said that, international recruitment and hiring is another
key positive impact of globalisation as now organisation are hiring and recruiting people from all
over the world. For example, companies selling there products and services in India, so for this,
they can hire sales man and marketing manager of India to get more productive results because
of familiar culture. As per findings of Bratton and Gold, (2017) globalisation has been highly
blessing for the companies operating in less developed nations as it has increases the living
standard of people or employees.
Challenges faced by retail ALDI in managing the global culture within organisation.
As per the views of Benn, (2017) globalized culture has benefited organization in many
ways but it has created several challenges at workplace. Maintaining diversity at workplace is
one of the biggest challenge that organization faced as sometimes it create conflicts and battles
among the employees because of clashes in the attitudes, belief and culture. It c creates
complexity for HR professional to manage the diverse workforce. However, Agarwal and Al
Qouyatahi, (2018) said that, globalization has also raises the possibility of unethical behaviour
which creates serious issues for organization and HR professional to manage. Even so,
organisation have policies and strategies to create manage unethical behaviour of employees so
that employees put there interest for organisational interest.
According to the views of Shipton and et.al., (2017) technology and innovation has also
created challenge for the company. However, it has played an integrated role in the workplace
communication. The communication at workplace impact on how employee's and group behave
in the company. Although, technology bring with it efficiency in collating as well as scattering
knowledge. Further, it could also disaffect individual in the company. Thus, the issue here is in
findings ways in which technology promoted organisational communication as well as inclusion
instead of discrimination and exclusion. On the other hand, Sekiguchi, Froese and Iguchi, (2016)
said that, globalisation has raised the competition among the companies in the business
environment. Company have to identify and keep watch on the competitor’s strength so that they
can maintain the global culture in a strategic way.
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RESEARCH METHODOLOGY
Research methodology mainly focused on collection of data and information that is being
used for the purpose of doing analysis of business that help in identifying impact of globalisation
on the human resource in retail industry (Fletcher, 2017). In this various techniques are used for
grouping information from different sources and evaluating reliability and accuracy of data that
will be useful for further research. This help in providing effective information related to
research that is being conducted into the company.
Research Type:- This consist of two types qualitative and quantitative research. In this
qualitative research is used for doing research in the company. In quantitative research numeric
data and information is provided for the purpose of evaluating data and extracting important
searches that will be useful for conducting research (Thomson and McLeod, 2015). On the other
hand, in qualitative aspect non- numerical elements are taken into consideration for further study.
Quantitative research is providing reliable and accurate results that help in better understanding
of aspect of study that is running for gaining effective results while examining data and
managing them for the future.
Research design:- In this various techniques will be used for the purpose of combining
different components in the research and also provide effective handling of problem in the
research. There are two types of design that include exploratory and descriptive research. In
descriptive research different characteristics is defined that help in designing pre planned
analysis of data while conducting research. On the other hand, exploratory is mainly emphasized
on solving problem of the investigator of study by providing new ideas that can help in deliver
good results. In this exploratory design is used by researcher that help in creating some new
ideas into research and provide results that is useful.

Research Approach:- There are two types of approaches such as inductive and
deductive. In inductive approach aims and objectives of the study can be achieved through
process that is involved while conducting research (Barnham, 2015). In addition to it, deductive
approach hypotheses is made for assuming solution for different aspect of problem. In this
inductive approach is being used that help in providing accurate and reliable information from
the study. Therefore, inductive approach is used for analysing creative results from the study.
Data Collection:- It refers to the process that involve collection of data and information
from various sources that help in solving problem that occur while conducting research by
investigator. This can be divided into parts that include primary and secondary collection
methods. Primary data is real and accurate as it’s is collected from first hand information such as
through survey, observations etc. On the other hand, secondary collection of data is not real as it
is collected from secondary sources such as magazines etc. In this research primary method is
used for collecting data through questionnaire. In this secondary data is also collected through
books and journals.
Sampling:- It is an approach that is used for selecting a particular number of people from
the given population that provide effective result to researcher. There are two techniques
probabilistic and non-probabilistic sampling methods. In this research sample size of 25 HR is
taken for doing data analysis.
Data Analysis:- In this data is analysed by converting information into meaningful aspect
that provide clear understanding among researcher (Miah and Genemo, 2016). There are two
methods quantitative and qualitative are used for analysing information. In this research
quantitative method is applied for presenting this research. Therefore, primary collection method
help in providing effective result to the researcher.
DATA COLLECTION & INTERPRETATION
Theme 1: Most of the HR are working for 3 to 6 years in Aldi.
PARTICULARS FREQUENCY
1 to 3 years 5
3 to 6 years 10
6 to 10 years 6
2

10 years and above 4
Interpretation: The above primary research carried out through survey via questionnaire
from 25 HR of ALDI and it has been determined that about 10 responders are working for 3 to 6
years with the company. About 5 were there who said that they are employed for 1 to 3 years and
6 were employed for last 6 to 10 years. There were 4 HR who were senior most employee's
employed for most than 10 years. Thus, it can be said that, the responders selected are well-
known about the company's operations.
Theme 2: Most of HR are aware of recent global human resource management trends.
PARTICULARS FREQUENCY
Yes 14
No 6
May be 5
3
1 to 3 years
3 to 6 years
6 to 10 years
10 years and above
0
1
2
3
4
5
6
7
8
9
10
FREQUENCY

Interpretation: The above primary research carried out through survey via questionnaire
from 25 HR of ALDI and it has been determined that most of respondents are aware of recent
global human resource management trends. They said that, after globalisation, it has becomes
very important for them to be aware of recent trends to achieve the organisation goals such as
employee engagement, technology and innovation, laws and legislation etc. The views in
literature supported that, to achieve the desire goals and objectives, it is very important that
organisation should be followed all the recent trends of human resource management. Whereas,
there were 6 participants who were not agreed as they said, they are not aware of recent trends of
HRM. Rest of 5 do not have specific answer as they are confused.
Theme 3: Technological advancement in human resource function has improve the
productivity of the company.
PARTICULARS FREQUENCY
Highly Agree 5
Agree 8
Highly Disagree 5
4
Yes
No
May be

Disagree 3
Neutral 4
Interpretation: The above primary research carried out through survey via
questionnaire from 25 HR of ALDI and it has been determined that maximum responders were
agreed that technological advancement in human resource has improve the productivity of the
company. They said that, technology has improved the entire functioning of the company and it
lead to more accurate and productive work. 5 responders were highly supporting as they said
technology has cut down several cost in HR management. This has been supported by the views
of author that, technological advancement has eliminate unconscious bias from recruiting
procedure in HRM. Whereas, there were 8 (5+3) responders who were disagreed with the above
statement and said technological advancement after globalisation has increase the competition
and has also put pressure of data security,privacy concerns on HR. Rest of 4 were confused and
do not have specific answer to the question.
Theme 4: The impact of globalisation on the human resource management of the company
in retail is positive.
PARTICULARS FREQUENCY
Positive 11
5
Highly Agree
Agree
Highly Disagree
Disagree
Neutral
0
1
2
3
4
5
6
7
8
FREQUENCY

Negative 8
Neutral 6
Interpretation: The above primary research carried out through survey via
questionnaire from 25 HR of ALDI and it has been determined that the impact of globalisation
on the human resource management of the company in retail is positive. It has been supported by
11 participants, as they provide there statement that after globalisation all the trade barriers has
open up by which good and services and manpower are easily moved from one place to another
which result in increasing sales and profit of the company. On the other side, there were 8
participants who were not supporting and said globalisation has lead to negative impact on HRM
as it has boosted workplace diversity which has increase the complexity for HR manage to
manage it. It can be supported from the view point of author that increasing competition enhance
the cost of operation that lead to negative impact on the company. Rest of 6 were supporting to
neutral option.
Theme 5: Workplace diversity has improved the employee engagement at global scale.
PARTICULARS FREQUENCY
Highly Agree 6
6
Positive
Negative
Neutral

Agree 8
Highly Disagree 5
Disagree 3
Neutral 3
Interpretation: The above primary research carried out through survey via
questionnaire from 25 HR of ALDI and it has been determined that workplace diversity has
improved employee engagement at global scale as 6 were highly agreed. They said that
workplace diversity allows employees from different culture work in collaboration. It can be
supported by the views in literature better employee engagement raise the productivity and it is
crucial for thriving culture of the company so it is quite for all the businesses. 8 were also
supporting with the same reason. Whereas, 8 (5+3) were against of this as they said workplace
diversity increases the chances of battles among the employees due to clashes in thought and
opinions. Rest of 3 were confused and do not have specific answer to the question.
Theme 6: Most of HR were supporting technological advancement as positive impact of
globalisation.
PARTICULARS FREQUENCY
7
Highly Agree Agree Highly Disagree Disagree Neutral
0
1
2
3
4
5
6
7
8
FREQUENCY

Technological Advancement 7
Cheap Labours 5
Increase Profit 4
Boost workplace diversity 6
Encourage communication 3
Interpretation: The above primary research carried out through survey via
questionnaire from 25 HR of ALDI and it has been determined that technological advancement is
one of the key positive impact of globalisation on the company. With the movement of goods
and services after globalisation, technology has also start transferring from one to another which
has ultimately increases the efficiency in the work. It has been supported by the author view
point that technology aids to communicate, collaborate and share knowledge among the
companies of other countries. 5 participants said that organisation can now acquire cheap labours
from anywhere across the borders which is also a positive impact of globalisation. 4 HR
professionals said that they, it has increases the profit of the company through broad trading area.
Further, 6 were supported said that workplace diversity has been boosted through globalisation
8
Technological
Advancement
Cheap Labours
Increase Profit
Boost workplace diversity
Encourage communication

which encourage employee retention and 3 said that globalisation has encourage communication
with the Artificial intelligence and other technological gazettes.
Theme 7: Chances of conflicts was the biggest challenges faced by organisation with
globalised culture.
PARTICULARS FREQUENCY
Chances of conflicts 10
High Competition 5
Technology and Innovation 6
Others 4
Interpretation: The above primary research carried out through survey via
questionnaire from 25 HR of ALDI and it has been determined that globalised culture has raises
the chances of conflicts with organisation because of diverse workforce. It has been supported by
the view point of author that, It has created the situation of complexity for HR professional to
manage the diverse workforce. 5 participants said that, after globalisation competition has
increases to the greatest extent in the business environment. Technology and innovation is also
9
Chances of conflicts
High Competition
Technology and Innovation
Others
0
1
2
3
4
5
6
7
8
9
10
FREQUENCY

very fast which also creates challenging situation for company as they have to adopt it as soon as
possible to maintain the competitive advantages.
CONCLUSION & RECOMMENDATIONS
Conclusion
From the above study it can be analysed that human resource is having an impact on
function of the organization. There are several functions that is played in business that affect
operations that will have ultimate effect on migration of labour. It can be analysed that improper
functioning of business will lead to create disturbance in the supply chain process of the
company. On the other hand, globalisation will have an effect on operation that might create
disturbance in providing various perspective to business. After globalisation working in the
company will have greater impact in the future. As culture also create differences among
employees that create miscommunication between them and lead to conflict in business. Ethics
plays an important role in the company through which conflict may occur sometime between
employees. Globalisation enhance technological changes that impact on operational cost of the
company. This will create a higher impact on production as well as value chain in business.
Effective use of resources will help in reducing waste from the company. Different methods will
be applied for collecting data for the purpose of analysing effective results in business. Primary
data collection method will be applied by preparing questionnaire for conducting survey in the
company and after that results will be analysed. Qualitative research approach is being used for
getting better results for the future course of action. It can be said that from this study that
globalisation affect functions, approaches and various perspective of business. Therefore, it can
be analysed that globalisation changes operations and business activities that help in enhancing
for the future. This will be providing various aspect for the company as implementing new laws
and regulation after globalisation changes will be occurred in business. From this study it can be
observed that there is an impact on economic concept of business due to changes in trade policy
after globalisation.
Recommendations
From the above research, researcher has identified some recommendations for ALDI to
gain or maintain competitive advantages in the market which are as follows-
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 Training and development is one of the best way to keep the workforce updated and
skilled because employees are the core asserts of the company. HR professionals should
provide training to employees so that company can gain and maintain the competitive
advantages in the business environment (Noe and Peacock, 2018).
 Further, researcher has also suggested that, ALDI should hire technical experts so that
they can evaluate any technological opportunities or threat and apply this accordingly that
aids competitive advantage in the market.
 Moreover, researcher has also recommended that, to gain competitive advantages in
global market, ALDI should have best HR policies such as reward management, leave
policies, work place environment etc. should be suit or according to the environment of
the invested nations (Albrecht and et.al., 2015). This can attract talented workforce within
organisation.
 In addition to this, HR professionals should organise informal meeting of employees once
in a week so that the issues of conflicts and battles and clashes of thoughts can be
overcome. This strategy also boost workplace diversity that boost employee engagement
and ultimately result in employee retention.
REFLECTION
The above research is based on the key positive cultural, ethical and economic impact of
globalisation on human resource function of organisation operating in retail industry with the
emergence of labour migration. This research was highly has given a great experience to me as I
have understand many things which are very important for me in my future. The entire structure
of the research was very nicely prepared and followed. All the chapter are completed in a
strategic way. The most important part of the research is the selection of research methodologies
as it is said to be the core parts of the study. I have selected the most suitable methods to evaluate
the outcomes. I have selected qualitative research methods for carrying the whole research where
because I have to study the the subject more deeply. But, I could use quantitative methods too as
the outcomes of the methods are highly trusted and less questionable as compare to qualitative
methods. In addition to this, I have take inductive research approach in this research because it is
mainly associated with the qualitative research but I could select deductive approach in this
research. Further, data collection is one of the best experience which I have got as I have learned
how to prepare questionnaire for survey. I have collected data from primary methods but I could
11

could the data from secondary sources and analysed it through using SPSS tools and techniques
to get more accurate result. Thus, by using accurate research methodologies I have successfully
achieve the research aim and objectives. Lastly, I like to conclude my study as one of the best
research and this result will be very useful for my future.
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REFERENCES
Books and Journals:
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Globalisation. INTERNATIONAL RESEARCH JOURNAL OF BUSINESS
STUDIES, 10(2), pp.89-98.
Albrecht, S.L and et.al.., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance, 2(1), pp.7-35.
Bailey, C and et.al., 2018. Strategic human resource management. Oxford University Press.
Barnham, C., 2015. Quantitative and qualitative research: Perceptual foundations. International
Journal of Market Research.57(6). pp.837-854.
Benn, S., 2017. Boundary objects, HRM tools and change for sustainability........... UTS Business
School, University of Technology, Sydney, Australia. In The Necessary Transition(pp.
170-186). Routledge.
Berman, E.M and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bonner, M. and Johnson, M.S., 2017. Recruiting and Hiring Minorities into Policing, with
International Considerations. International Journal of Crime, Law and Social Issues, 4(2),
pp.12-20.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International Journal of Social Research Methodology. 20(2).pp.181-194.
Huang, M.H. and Rust, R.T., 2018. Artificial intelligence in service. Journal of Service
Research, 21(2), pp.155-172.
Lane, P., 2016. Human resources marketing and recruiting: essentials of employer
branding. Handbook of Human Resources Management, pp.23-52.
MacKenzie, R. and Lucio, M.M., 2019. Regulation, migration and the implications for industrial
relations. Journal of Industrial Relations, 61(2), pp.176-197.
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McDonnall, M.C., Crudden, A. and O'Mally, J., 2015. Predictors of employer attitudes toward
people who are blind or visually impaired as employees. Journal of Vocational
Rehabilitation, 42(1), pp.41-50.
Miah, S.J. and Genemo, H., 2016. A Design Science Research Methodology for Expert Systems
Development. Australasian Journal of Information Systems. 20.
Nakata, Y., 2015. Insider–outsider perspective: revisiting the conceptual framework of research
methodology in language teacher education. International Journal of Research & Method
in Education. 38(2).pp.166-183.
Noe, R.A and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Pieterse, J.N., 2019. Globalization and culture: Global mélange. Rowman & Littlefield
Publishers.
Pieterse, J.N., 2019. Globalization and culture: Global mélange. Rowman & Littlefield
Publishers.
Sekiguchi, T., Froese, F.J. and Iguchi, C., 2016. International human resource management of
Japanese multinational corporations: Challenges and future directions. Asian Business &
Management, 15(2), pp.83-109.
Shipton, H and et.al., 2017. HRM and innovation: looking across levels. Human Resource
Management Journal, 27(2), pp.246-263.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
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for research. International Journal of Social Research Methodology. 18(3). pp.243-250.
Wilton, N., 2016. An introduction to human resource management. Sage.
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APPENDIX
Questionnaire
QUESTIONNAIRE
Name of Organisation: ALDI
Name of Respondents:
Age:
Gender:
1. For how long you are working as human resource manager in ALDI?
1 to 3 years
3 to 6 years
6 to 10 years
10 years and above
2. Are you aware of recent global human resource management trends?
Yes
No
May be
3. Do you think technological advancement in human resource function has improve the
productivity of the company?
Highly Agree
Agree
Highly Disagree
Disagree
Neutral
4. According to you, what is the impact of globalisation on the human resource management of
the company in retail?
Positive
Negative
Neutral
5. Do you think workplace diversity has improved the employee engagement at global scale?
Highly Agree
15