Evaluating HRM Practices at ALDI: Productivity, Legal & Relations

This report examines Human Resource Management (HRM) practices within ALDI, a leading company in the United Kingdom. It explores the purposes and functions of HRM, including resolving issues, fostering a friendly environment, and acting as an advisor. The report analyzes the strengths and weaknesses of internal, external, and third-party recruitment approaches used by ALDI. It details the benefits of HRM practices for both employees (training, motivation, special provisions) and employers (remuneration, medical facilities, retirement benefits). Furthermore, the report assesses the appropriateness of HRM practices in increasing productivity and profit through employee involvement, enhancement programs, job rotation, job assessment, and strategic selection. Finally, it highlights the importance of positive employee relations and their impact on the decision-making process, along with the influence of legal laws and norms on employee management. This document is available on Desklib, a platform offering a variety of study tools for students.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM.............................................................................................1
P2 Strength and weakness of various approach.........................................................................2
TASK 2............................................................................................................................................4
P3 Benefits of HRM practices to employer and employee ........................................................4
P4 Appropriateness of HRM practices for increasing productivity and profit ..........................5
TASK 3............................................................................................................................................6
P5 Importance of relations of employee and its impact on decision making process ................6
P6 Legal laws and norms for employees and its effect on decision making...............................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work environment of an organisation...............................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10
.......................................................................................................................................................10

INTRODUCTION
Human resource management is an effective approach of directing overall staff working
in an organisation with the support of various tools. In fact, this is a process for selecting and
appointing deserving and eligible candidates to fulfil the job vacancy of an enterprise. Basically,
HR is a modern concept used by recent businesses. This report is based on ALDI which is a
leading company in United Kingdom. ALDI is famous for their standardized and qualitative
goods by choosing different useful techniques of developing learning skills or knowledge of their
workers. Therefore, this study is going to highlight the major functions and purposes of HRM
during selecting process and planning recruiting (Wright, and McMahan, 2011). This report also
determines the employee’s benefits and their roles related to the legal authority in guarding the
right of works.
TASK 1
P1. Purpose and functions of HRM
ALDI is a natural brand that is having its several branches in number of countries. It also
offering additionally and household international clients by completing their needs and
requirements with their potential products. The primary purpose for an individual management
are discussed are: Resolving issues: It is a best purpose that explain all current problems as well as debates
which is faced by employees. Generate a friendly environment: Healthy and friendly environment is essential to
motivate the staff members to work progressively with no dread and anxiety.
 Act as an advisor: According to this, HR management also describe their purpose due to
better merchandises to their workers by motivate them (Storey, 2014). As a advisor that
define their own improvements for increasing their living standard.
Function of HRM:
There are different functions of human resource management are as follows:
 Organising: It is one of the most important functions which make all efforts and lead
best programs for assigning better options. Hence, they are accountable to execute
selecting session in an impactive manner.
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 Staffing: After selecting skilled and qualified competitors and they have to assign task as
per their knowledge, skill and capabilities. Controlling: It is very essential for the all department because it controlling wastage of
time and cost in a appropriately. Coordinating: It is important to keep cooperation among employees which is mainly
such as externally useful in deporting mistakes and obstacles. Thus an enterprise can
receive desired objectives and goals in a efficiently as well as effectively (Purce, 2014). Select and recruit: It is the main purpose of HRM because it define the process of
recruiting and selecting best candidates by considering all the qualities required for
performing the given position.
 Assigning of a job: HR department play their role and responsibilities in a effective
manner. It is a best way that keep perfect individual at a correct job position about to their
aptitudes and ability of satisfying requirement of employment in a better way
P2 Strength and weakness of various approach
Recruitment and selection is an appropriate process of establishing such as appointing
knowledgeable and deserving candidates to complete the job vacancy of an organisation. ALDI
is a leading as well as internation enterprise with having its branches over national so it is very
important for them to select and recruit better option from high pool. According to selection
process they have to be examined all the important condition and terms which is needed at the
specific time of recruitment activity. Under this company select different method for a
appointing desirable people but every concept have some sort of negativity and positivity which
impact whole organisation in every way (Meredith Belbin, 2011). ALDI uses different tools and
techniques of recruiting workers are mentioned as below:
Internal Approach: Regarding to this tool human resource department of ALDI select
candidates within enterprise about to their ability by promoting them at large position. Therefore
workers are familiar with surrounding of a cited company and knows all thing regarding place
where they are working. But this method also have their weakness and strength which impact all
organisation in various way are stated below:
Strength:
 It is a short process.
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 Needed minimum capital.
 Get aware regarding companies disadvantage and advantages.
 Workers is familiar with enterprise and easily perform their study.
Weakness:
 Chances of misunderstanding
 Due to publicity and promotion of existing workers, other situation is again vacant.
 It provides of obstacles to the environment
 lack of innovative plan.
External Approach: Regarding to this method an enterprise required to choose workers from
outside the organisation by promoting its vacant job at a market with the support of various
approach like: magazines, television, and newspapers etc.(Huselid and Becker, 2011). Weakness
and strength of external tool of appointing workers are mentioned below:
Strength:
 Creation of high number of choice.
 Necessary of new and innovative plans.
Weakness:
 It is a very long process
 lack of communication.
 There are high amount of capital is needed for conducting this approach.
Third party approach: According to this, method that ALDI is going to confer with many third
party or agency who may approved and individual for specific job position (Huselid, and
Becker, 2011). Fundamentally there are many much agencies are gettable who act as a adviser
in between company and candidate are known as a third party.
Strength:
 New as well as innovative plan.
 Necessity of experience people.
Weakness:
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 It is a very long process.
 It is a expensive method as compared with external and internal.
 Generates confusion regarding to existences of third people.
TASK 2
P3 Benefits of HRM practices to employer and employee
An organisation can be welfare from different advantages by identifying approach of
human resource management. The ALDI also apply this concept because it determine the
employees and employer practices in an organisation (Jackson, Schuler and Werner, 2011). In
absence of this method enterprise can not get its objectives and targets which are set above.
These practices give best benefits to employees and employers of an economy. There are more
advantages of this practices are as follows:
Benefits of employees:
Training and development: Regarding to this, an enterprise perform different develop as well as
growth session for boost their skill and knowledge by selecting specialised people. The main
motive and aim of training session it to increase learning of potential workers to perform their
specific position in a efficiently and effectively. ALDI is a international company who maintain
in promoting the workers standard to live their life more uncomfortably.
Conduct motivation programs: It is very important to motivate their workers towards their
professional and personal goals and objectives in a specific time period (Meredith Belbin, 2011).
Due to this then human resource department also selected such as adopted different motivational
theories to support their employees to develop their own perception or personality which attract
large number of buyers.
Special provisions: It is a addition benefits which are provide by cited company for. It is very
supported because it improve their employees as well as enterprise are as follows:
 Generate healthy and friendly environment to conduct stress free surrounding.
 Necessity of equal opportunities for developing their learning ability. Variable hours for sharing their views and opinions.
Benefits for employers:
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Remuneration and compensation: Employers are responsible to fulfil the target of an enterprise
to increase their profit in a specific such as given time period by completing the wants and needs
of national and internation consumers. Therefore after donning the requirement of an
organisation they achieve remuneration for their additional affords.
Medical facilities: Perpetual employer also certain by medical facility which is very helpful as
well as useful staff because it support them at the time of any unexpected damage (Huselid, and
Becker, 2011.).
Conveyance: ALDI is a internation brand that provides different vehicle services for travelling.
Retirement benefits: Employers is a main part of every organisation so they get retirement
services such as facilities at the stage for example : disability insurance, mortgage and pension
schemes etc. it is very essential which secure personal financially.
Bonus: It is a best part that promote their employers in a positive way. They occasionally
achieve bonus like festival and overtime etc. It motivating this staff member towards their
individual targets and goals.
P4 Appropriateness of HRM practices for increasing productivity and profit
Human resource management plays a very important role and responsibilities in raising
the productivity and profit of an organisation by increasing the skill and knowledge of their
workers and employer with the support of motivational events. Basically this task is a very
essential technique in completing the required of desired users by considering their performance
and taste. HR sector play their important duty to maintain in staffing right people at the specific
position on the basis of their ability such as talent for achieving objectives and goals of a cited
company (Hendry, 2012). Therefore different practices of HRM which are available in
marketplace and plays a very essential role in increasing productivity and profit are mentioned as
below:
Employee involvement: Whole factors and resource are controlled and managed as well a
regulated by the personal directors in which workers plays an essential role in achieving the
objectives of an organisation. It means they are responsible for increasing profit and
manufacturing qualitative goods regarding to the buyers demand.
Enhancement programs: It is also a main role and responsibility of human resource department
because this is a very responsible tool of motivating employees so that they can increase their
learning. The main motive and aim of HRM practice is to perform different activities.
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Job rotation: ALDI is a leading company that rotate job position of workers regarding to
enterprise demand for a change in a surrounding which is very important for the company
improvement.
Job assessment: It is a best technique that need to determine the individual position for selecting
particulars according to required of position so that appointed employees may complete the
process of recruitment.
Selection and recruitment: Selection and appointment of impactive candidates to complete the
vacancy of an organisation which is very important to attain their target in a specific time period
(Harzing, and Pinnington, 2010). Due to this it is very supportive for all over economy in
increasing the productivity of an enterprise.
Above all information is needed for every enterprise, HRM practices plays a vital role in
increasing profit by supplying as well as producing innovative and unique goods for attracting
large numbers of target customers. Mentioned practices are perform their duties in a effective
manner are as follows:
 Collect accurate information and company data for manufacturing different and
innovative items.
 Select experienced and skilled people for formulating imposing strategies to decrease
their loss and ready to face potential situation.
 Hedge of uncertainty
TASK 3
P5 Importance of relations of employee and its impact on decision making process
Employee positive relation Is very much important for keeping the healthy surrounding
of an enterprise as well as workers friendly relations with top authority. Decision making process
is very essential which are plays are workers in the form of resource, which are controlled and
regulated by individual only (Fee, 2014). Therefore mutual understanding in between workers. It
is a act which is very useful techniques in achieving the objectives and goals of an organisation
in a given and specific time period without wasting needed factors. Their main motive and aim
to utilize several factors in a efficient and effective manner. Apart from this it have large effect
on decision making process because they are responsible for any way of wastage and losses.
Importance of employees relations are as follows:
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Allocation of resources: It is a one of the major cause behind healthy and friendly relations
between workers is utilization of accessible factors because it is very helpful such as useful
sources during product manufacturing process.
Attainment of objectives: Positive dealing impacts is very essential that the target of ALDI in
various way. It is a impressive technique in completing the demand of an enterprise by attaining
its objectives and goals.
Satisfied customers groups: The user as well as consumer are last consumption of good and also
know as last consumer (Daley, 2012). The ALDI company provide satisfaction for their
consumer is a best priority because goods is manufactured on the related of buyers demand.
Growth and development of ALDI: An enterprise success is mostly depend upon positive and
friendly relations in between workers because activities are complete by them individual.
Friendly environment: Stress and tension free environment have large effect on improvement of
an organisation which generated due to friendly relations in between different staff members of
ALDI.
Build goodwill of enterprise: Regarding to this friendly environment also it is very supportive in
building the goodwill as well as image of an organisation at international floor.
According to this, whole resources are influences on decision making process about to
their vital method with complete of difficulty in concept. In additional way while taking best
decision an enterprise which consider employees opinion and share their views with staff of
ALDI because all the duties are accomplishing by them. At last links at various floor is a
mandatory part about to their value for organisation.
P6 Legal laws and norms for employees and its effect on decision making
Legal laws plays a very essential and vital role in supporting the workers right as well as
intercept from from accruing exploited (Chelladurai, and Kerwin, 2017). Therefore norms, laws,
rules & regulation and beliefs is very much important in generating a surrounding free from
deference and inequality between labours. All over required to select legal norms which are
changed by legislation while by creating their own business across national level because rules
and regulations are relevant on industry whether its a large or small enterprise.
In further governing bodies want to start a state free and type of discrimination which
means they went to execute a secularism among national levels by keeping friendly environment.
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According to this, there legislation wanted to generate a mutual understanding in between
various states for interchanging services and products in a effective way.
Apart from this, legal regulation system have enacted different lows for employees protection are
mentioned are as below:
Equal Pay act: Regarding to this act every workers have the much authority to achieve same pay
for working at an equal level without any judgement on the basis of a colour, gender and sex etc
because they also have large effect on decision making process (Bratton, and Gold, 2012).
Sex discrimination act: This act is more necessary for every organisation because it generates
equality in between gender of male and female are considered on the basis of their knowledge
and skill.
Disability equality regulations: Whole regulation and rules are equally relevant on every
workers either lower and higher level. It means there are must be elimination of partiality in
between employers at the specific time of playing activities.
Equal remuneration act: This act basically depend upon remuneration and compensation which
is offered on the knowledge , talent and skilled based persons without partiality between
workers.
TASK 4
P7 Application of HRM practices in work environment of an organisation
Human resource management plays a very important duties in an enterprise while starting
a innovative branch, which needed experienced and skilled people for achieving task according
to their target in a minimum time duration. Basically cited company is going to built their
business across domestic level for increasing their profit with the support of various policies and
plans. For example to run the company as well as business in a efficiently (Boxall, and Purcell,
2011). They required to select and recruit qualified persons to run their business smoothly.
Process of recruitment is not a easy task because it requires person experience for selecting and
recruiting best candidates to complete the vacant job position of a cited company.
Main step is to interpret the job identification which necessary required documents to
take part in an interview process. HRM practicalities is very essential as well as useful
techniques while Implementing activities and task in a proper way. It also considering important
of micro and macro factors which are impact the recruitment process related to its role. An
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another words selection activity is going about the different stages which is supportive in this
process for impactive running of an organisation. For examples: job description, specification,
assigning of correct person and induction process at a specific such as right job on the basis of
their ability.
According to this, HRM practices plays a vital roles and responsibilities related to ALDI
success which are expending their business in an international and national level with the help of
effective policies and strategies (Armstrong, and Taylor, 2014). The examples of HRM practices
are: employees involvement, job rotation and assessment process etc., which define all factor of
personal management. It is a useful approach in executing individual activity and task by
completing the requirement of an enterprise in limited time period. At the end of it has been
recognized that these application are responsible for achieving the goals and objectives of ALDI
by selecting knowledgeable and talented candidates by considering different important sources
of selection process.
CONCLUSION
As per the above mentioned report, it can be concluded by manager of ALDI which need
to keep better working relations with employers to maximise enterprise productivity. HRM is
very much responsible for every organisation either large or small related to their important
duties about business success. Apart from this report show the main purpose of HRM is to
appoint right people at a specific job. This report also highlighted the effect of different
employment laws like sex discrimination and equal pay act etc. The main motive is to check
workers from misconduct or exploitation. This report also covers the effectiveness of human
resource management practices which is used by individual director of ALDI enterprise. This
company popular for its qualitative good in their growth and development. At last it also describe
s the impactive roles of HR manager in attaining the objective and target of an organisation.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation.
Human Kinetics.
Daley, D.M., 2012. Strategic human resource management.Public Personnel Management,
pp.120-125.
Fee, M.C., 2014. Human resources management.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers.Human resource management journal.21(1).pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage.
Hendry, C., 2012.Human resource management. Routledge.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011.Managing human resources. Cengage Learning.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource
Management International Digest.19(3).
Purce, J., 2014. The impact of corporate strategy on human resource management.New
Perspectives on Human Resource Management (Routledge Revivals).67.
Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management.Human resource management
journal.21(2).pp.93-104.
Online
Human Resource Management 2017.[Online] Available through<https://www.inc.com/logan-
chierotti/self-made-billionaire-john-paul-dejoria-shares-2-facets-to-becoming-a-
successful.html> accessed on [24th July 2017].
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