ALDI's HRM: Recruitment, Selection, and Employee Relations

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Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
Task 1 (LO1, LO2 & LO3)..............................................................................................................4
Task 2 (LO4)..................................................................................................................................14
Conclusion.....................................................................................................................................19
Reference List................................................................................................................................20
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Introduction
Human resource management (HRM) is considered one of the most important features that is
needed within the workplace of ALDI (Aldi.co.uk, 2019). The purpose of HRM will be analysed
in terms of understanding the responsibilities of the HR manager. Besides this, it will allow one
to understand the ways in which the HR department is responsible for identifying the workplace
issues and resolving the same. As a result, the study will focus on the techniques that are
deployed by HR department for monitoring the performance of the employees and engaging
them in the business activities. The later part of the study will highlight certain external and
internal factors that influence the functioning of the HR department. Apart from this, the
maintenance of the employee relation and implementation of different practices of the HRM will
be analysed in the course of the study. Therefore, it will provide a clear understanding of the
different aspects of the HRM in a precise way.
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Task 1 (LO1, LO2 & LO3)
Introduction
This section of the study highlights the different functionalities of the HR department in
association with enhancing the operations of the workplace. Some of the major aspects of the HR
management in ALDI will be explored in a detailed manner and it will be implemented in the
course of the study.
Main Body
Organisational overview
The organisation that has been selected in order to complete the study is ALDI that is located in
the United Kingdom. The company is one of the well-known retail companies and is known for
providing a great deal of customer satisfaction in their operational market. Besides this, the
functions of their HR department has been analysed in the section below. It will provide a clear
understanding of the techniques that are implemented in the workplace of ALDI, so that it aids in
the effective management of the employees and staffs. The organisation experienced a boost in
their sales by 10.4% in the year 2018 (Butler, 2019). This helped to increase the reputation of the
organisation in the market.
Purpose of HRM function, their roles, responsibilities, and how HRM function can provide
talent and skills appropriate to fulfil business objectives
The most important function of a human resource manager is to ensure that they are providing a
great deal of employee compensation within the workplace. Besides this, they should look to
provide certain benefits to the employees and allocate them work according to their skills. The
HRM solely looks to increase the work standards within the organisation. Some of the important
functions of HRM are listed below:
Recruitment and Selection
This is ideally the most important function of the HRM. In order to develop a strong workforce,
it is required for the HR manager of ALDI to recruit skilled and talented employees. This will
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allow them to make certain that the workers are working in accordance to the achievement of
their business objectives and developing the overall performance of the organisation (Noe et al.,
2017). After the process of recruitment, the HR manager selects the appropriate candidates for
the job roles and provides training to them, so that they are able to understand their functioning
within the workplace. Besides this, it becomes easy for them to allocate work and ensure the
completion of the same.
Management of Employee Relation
There are instances, when the relationship of the employees within the workplace of ALDI is
hampered due to certain issues. It is important for the HR manager to make sure that they can
identify these issues and overcome them in the workplace. As a result, it will allow the
employees to maintain better relations amongst themselves (Cascio, 2015). Besides this, they
should look to enhance the relation of the employees with the employer. This will allow them to
complete the tasks that have been assigned to them. Moreover, it aids in the achievement of the
business objectives.
Maintaining Better Working Condition
It is vital for the HR manager to provide a better working environment for their employees, so
that they find their work interesting. Besides this, the managers should look to motivate the
employees in such a manner that it enables them to work according to the workplace
requirements and meet with the business goals (Armstrong and Taylor, 2014). However, in case
of lack of proper motivation, the employees are unable to perform their work in an authentic
manner and it might hamper the functioning of ALDI.
It was observed that the HRM of ALDI operates in a similar manner and looks to implement
strategic approach for fulfilment of the business necessities. The use of best-fit model is
considered quite appropriate in this regards. With the aid of this, the HR manager is able to make
use of the contingency theory (Bratton and Gold, 2017). The application of the best-fit model is
done in order to guarantee that the organisation is able to function in a productive manner. As a
result, the management of the workplace can easily accomplish the market trends and work in
terms of meeting with the demands of the customers.
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An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems. Critically evaluate the strengths
and weaknesses of different approaches to recruitment and selection, supported by specific
examples
Understanding the approach of the human resource department is considered highly essential in
terms of the different aspects of the workplace. With the aid of this, the management of ALDI is
able to operate in a flawless manner and they are able to develop a better workplace for
achievement of the business objectives.
Approach to workforce planning
Planning of the workforce is considered highly essential for ALDI in terms of their business.
With the aid of this, the HR manager is able to know about the ways in which their workforce
should function and meet with the organisational requirements. The HRM is responsible for
developing certain strategies that will assist them in the enhancement of the employees and make
them aligned to the business needs (DeCenzo et al., 2016). Therefore, it becomes easier for them
to understand their capabilities and allocate work to them accordingly.
Approach to recruitment and selection
In order to recruit employees for ALDI, their HR manager looks to conduct certain tests that
analyses the potential of the candidates. Based on their performance in these tests, the HR
manager is able to recruit them for the workplace (Mello, 2014). The employees that are selected
are provided a clear idea about their roles and responsibilities in the workplace. As a result, it
allows them to function in a better manner and accomplish their tasks easily.
Approach to training and development
This is considered one of the most important activities of the HR manager. After the completion
of recruitment and selection, it is important for the HRM to provide accurate training to the
selected candidates for making them understand their functioning in ALDI. During the period of
training, the employees are provided with a briefing about their responsibilities within the
workplace (Brewster and Hegewisch, 2017). This helps them to function as per the
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organisational needs and complete their tasks that have been allocated. Therefore, the employees
are developed by providing proper training and it allows them to operate in the right way.
Approach to performance management
There are times, when the workplace of ALDI is affected due to improper performance of the
employees. It is an important duty of the HRM to monitor the employee performance and
provide them with regular feedbacks. It will allow them to understand the errors that they have
made in the course of the work and they will be able to take all the necessary measures to
overcome the mistakes (Brewster et al., 2016). As a result, it will help in enhancing their
performance in the workplace.
Approach to reward systems
Providing the employees with perquisites, rewards, and benefits helps to increase their level of
motivation in the workplace. As a result, the employees develop a sense of competition amongst
themselves and it helps to develop their overall performance.
The different approaches to recruitment alongside their advantages and disadvantages are listed
below:
Internal Recruitment
The recruitment that is conducted within the organisational premises is known as internal
recruitment, as all the resources within the workplace are used. One of the biggest advantage is
that it helps to increase the level of employee motivation in the workplace and helps to save extra
expenses (Storey, 2014). However, it is not possible to attain all the business requirements with
the aid of this particular process and therefore, it might hamper the organisational productivity.
External Recruitment
The process of recruitment that selects candidates from outside the organisational premises is
known as external recruitment. The advantage of using this process of recruitment is that it
allows the employer to create a brand name for the organisation and meet with the workplace
requirements (Jackson et al., 2014). However, the process is considered time consuming and the
overall cost incurred is considerably high.
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The pros and cons of selection methods used by ALDI have been discussed below:
Personal Interview
During the period of personal interview, the HR manager asks certain questions to the applicant
to understand their compatibility with the post that he or she has applied. It is considered one of
the most reliable methods for selecting the right candidate (Brewster et al., 2016). The only
disadvantage associated with the process is that it could be time consuming at times and the
managers are unable to gain all the information about the selected candidate.
Skill Test
This test is given to the applicants to understand their competencies with the skills that are
required to conduct their job roles in the workplace. Consistency is considered an important
feature of this particular method of selection. The validation required for the skill test is not
applied in the workplace.
The approach to and effectiveness of employee relations and employee engagement, and
comment on the adoption of flexible organisation and flexible working practice and ‘employer
of choice. In addition, explore the different methods used in HRM practices, providing specific
examples to support evaluation within an organisational context.
Effectiveness of employee relation
Having an effective relation between the employer and the employee is considered highly
important in terms of increasing the level of communication in ALDI. The HR manager should
look to provide the employees with enough opportunities to share their views in the workplace
and the employer should use their ideas and implement the same (Kramar, 2014). Besides this,
the employees can easily discuss their issues with the HR manager and gain a suitable resolution
to the same.
Effectiveness of employee engagement
It is important for the management authority of ALDI to make sure that they are taking all the
necessary measures to increase their level of employee engagement. This will allow the
employees to function in the right manner and meet with the requirements of their business.
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Besides this, one of the biggest advantages of employee engagement is that it helps to reduce the
rates of employee turnover from the company (Tyson, 2014). As a result, they can develop a
strong workforce and operate in the best way possible.
Flexible working practice
The HR manager of ALDI should look to adopt this particular approach to provide the
employees with a great deal of satisfaction and motivation in the workplace. This allows the
employees to select a timing of their choice and use the same to work in the company (CIPD,
2019). This aids to increase the workplace flexibility and helps the organisation to meet with the
market demands.
HRM Practices
The different types of HRM practices within the workplace are essential, as it aids to increase the
overall profitability and productivity of the organisation. ALDI being a retail sector company
will look to increase their production rates and cater the consumers’ needs in the market. The HR
manager looks to select applicants for their workplace based on their competencies with the
required skills. The development and training campaigns provided to the employees is one of the
important aspect of HRM practices (Brewster et al., 2016). With the aid of this, the right type of
training is provided to the candidates, so that they can easily use the technologies in the
workplace. This will assist in the development of quality services and enhance the rates of
revenue generation. The training programs prepares the employees for greater challenges in the
workplace and they are taught about the techniques that could be used for overcoming the same.
Besides this, the HR manager is responsible for developing a better working environment for the
employees, so that they do not feel unmotivated in the workplace. The employees are able to
function freely and are able to accomplish the tasks that have been allocated to them. Another
important HRM practice includes the adoption of advanced technologies and using them to
augment the rates of production.
Carry out analysis of internal and external factors that affect Human Resource Management
decision-making, including employment legislation within which the organisation must
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operate. Also, evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in the given scenario
There are certain domestic and peripheral factors that have an impact on the decision-making of
the HRM of ALDI. Some of the internal factors have been analysed below in a brief manner:
Organisational mission
It is imperative for HR department of ALDI to make sure that they are functioning in accordance
to mission statement of the organisation. The mission statement is considered important, as it
lays the background of the organisational development in the market. Therefore, the HR manager
looks to keep their activities aligned to the mission of the company.
Governmental policies
The policies and legislations developed by the government of the country impose serious threats
to the smooth functioning of the organisation. This has a major impact on the functioning of the
different departments of the organisation. As a result, the HR manager of ALDI should look to
implement these policies in the workplace, so that the activities of the business could be
performed authentically (Nankervis et al., 2016).
Organisational Conflicts
There are instances, when conflicts in the workplace might develop due to clash of opinion
amongst the employees. As a result, it is the duty of the HR manager to make sure that they are
being able to overcome these conflicts and enhance their functioning in the market. The issues
related to workplace diversity have a major harmful impact on the functioning of the workplace
and it might hamper their productivity as a whole. Apart from these, the HR manager should
cater other issues, so that the organisation is able to operate in the best possible manner.
These internal factors have an immense influence in the decision-making of the organisation and
therefore, the HR department should make the right decisions to enhance the functioning of the
workplace.
Besides this, some external factors affect the decision-making of HR manager in ALDI. They are
listed below:
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Economic condition
The economic condition of the country has a major impact on the decision-making of the HR
manager. Analysing the country’s economic condition will allow the organisation to recruit
skilled workforce. However, if there is economic downfall, it becomes difficult for the
organisation to hire employees (Wilton, 2016). Therefore, this can be regarded as the most
important factor that might affect the functioning of the workplace.
Technological advancements
Due to immense advancements in the field of technologies, it has become very essential for the
HR manager of ALDI to implement important technologies in the workplace. Besides this, they
have to make their employees more equipped with the use of these technologies. It will help
them to enhance the level of production and allow them to gain profitable outcomes in the
business.
Social influence
There are times, when too much usage of social media might lead to hamper the reputation of the
organisation. The HR manager of ALDI should make use of social media for the purpose of
promotion and should ensure that it does not affect the organisation in a negative manner.
Employee Relations Management
This is one of the most important aspects of managing the workplace in an authentic manner. In
order to manage the relations with the employees, it is necessary for the HR manager of ALDI to
identify the needs of the employees in the workplace. This will enable them to know about their
requirements and it will help to boost their morale (Albrecht et al., 2015). Effective
communication amongst the employer and employee provide a proper layout of the workplace
issues and the employer devise methods for overcoming the same.
Employment Legislations
Data Protection Act of 1998
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The functioning of this act helps to ensure that the data and vital information about the
employees and clients are kept under secure working environment (Carey, 2018). This helps to
reduce the chances of data breach and helps them to provide a better customer experience.
Health and Safety Act of 1974
This act is initiated in the workplace to make sure that the employees are functioning in a safe
and secure environment that allows them to meet with the business goals (Holt and Allen, 2015).
Besides this, the act allows the employer to take necessary measures during times of emergency.
Equality Act of 2010
In order to provide equal treatment to the employees in the workplace, the act is used. The act
mainly focuses on the discrimination in the workplace. Therefore, it provides the employer with
opportunities that will help them to reduce inequality in the workplace.
Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context. In addition, evaluate the key aspects
of employee relations management and employment legislation that affect HRM decision-
making in your given scenario.
Employee relations and the application of HRM practices
Maintenance of employee relations is important in terms of influencing the decision-making in
the workplace of ALDI. The HR manager should ensure that the employees are able to develop
healthy relations with their employer, so that it can provide mutual benefits to them. As a result,
it is important for the HRM to ensure that they are making the right decision in terms of
achieving the business objectives.
Apart from this, the employment legislations have a tendency to influence the decision-making
of the HRM. Therefore, the management of ALDI should look to implement these legislations in
the right manner, so that the negative effects of the same can be minimised (Hepple, 2014). The
employment rights act of 2003 and sex discrimination act of 1975 are two of the most important
employment legislations that might affect the decision-making of the organisation.
Conclusion
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