Analysis of HRM Functions and Practices at ALDI: A Report

This report provides a comprehensive analysis of Human Resource Management (HRM) at ALDI, a multinational company in the UK. It begins by defining the purpose and functions of HRM, emphasizing its role in recruitment, selection, and employee development. The report then examines the strengths and weaknesses of internal and external recruitment methods. It further explores the benefits of HRM practices for both employees and employers, focusing on employee motivation, development, and a flexible work environment. The report also delves into the importance of employee relations in influencing HRM decision-making and the impact of employment legislation on the decision-making process. Finally, it provides a practical application of HRM practices within a work-related context. The report highlights how effective HRM contributes to organizational success and employee satisfaction, using ALDI as a case study to illustrate these concepts.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of human resource management........................................................1
P2 Strength and weakness of selection and recruitment..............................................................3
TASK 2............................................................................................................................................4
P3 Benefits and advantages of HRM practices within an enterprise for employees and
employers.....................................................................................................................................4
P4 Effectiveness of various HRM practices................................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee’s relation in regards to influencing HRM decision-making...........7
P6 Main elements of employment legislation and its impact on decision making process.........8
TASK 4..........................................................................................................................................10
P7 Application of human resource management practices in a work-related context...............10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management are defining as a sole authority and process of every
organisation. They have may responsibility and role in order to managing as well as controlling
all resources of the enterprise in systematic and planned. They are liable for the business entity
growth, success and development. They play essential role in selecting and recruiting talented or
knowledge persons who can achieve long term goals and objectives of the firm. They evaluate all
policies and plans so that entire task of the firm is conceded in effective way (Aswathappa,
2013). In the organisation, human resource manager can provide better training and development
programs to their workers. So they can attend theses section and increase their basic skills and
abilities on particular matter.
This project is based on ALDI, which is a leading and multinational company in UK. This
report described about the HRM functions and purpose which is important for the employer and
employees. Internal and external method of recruitment which support the help company in order
to attract as well as aware the persons regarding vacant job positing. Practices of HRM is very
beneficial and helpful for the manger and its workers in regards to attain their personal &
professional goals. Employees relation is significant for the business organisation to maximise
their profitability and sales in an essential manner. employee legislation that effect on decision
making process and company sales.
TASK 1
P1 Purpose and functions of human resource management
Human resource management is very essential and necessary part of every organisation.
Main purpose of there is to recruit and select knowledge candidates who can easily achieve long
term goals & objectives of the company in certain period.
Purpose of HRM: Human resource manager play important role in the each and every
organisation such as: recruitment, selection, hiring development and training etc. They are
responsible for giving all these benefits to the workers (Bolman and Deal, 2017). These are
process in order to searching the potentials and skilled workforce from the applicant’s pool. It
will develop when the firm wants and required to hire other staffs who have better capability and
skills to perform business functions and operations in a systematic manner. At work place,
induction program also very important part to family and healthy relation with new members. All
1

these aspects are very supportive and beneficial in gaining targets and values of industry with the
use of effective resources.
 They are aiming on improving the individual’s knowledge and ability who are transmit
the operations and activities of ALDI.
 With the help of team working, company can increase their product and services sales in
a simple way.
 In order to recruit and select the knowledge person who can easily improve business
success and growth.
 In order to give better training and development section to their employees, so they can
attend this programs and maximising their skills on particular subject.
 Main aim of human resource management is to identifying the effective strategies and
policies for accomplishing business operations resourcefully and effectively.
Function of human resource management: There are three types of functions which are
determined under this:
1. Managerial functions: These will include different aspects which are descried as
follows:
Planning: It is a HRM functions, in this different number of workers required in order to achieve
enterprise goals and objectives are determined (Boxall and Purcell, 2011). In this way, research
is essential part in regards to collect all information regarding customers needs and market
trends.
Organising: Different tasks are gathered among its staffs, relationship is determined and
activities or plans are assimilated towards an objectives and common interest.
2. Operative functions: In this way HR of the ALDI company play essential role in
providing such elements. These are determined as follows:
Selection and recruitment: It is a primary function of HRM which takes the pool of potentials
entrants for the enterprise so that the administration can choose the perfect person from this
group manager (Meaning and concept of recruitment, 2014).
Training and development: It will support the workers to obtain knowledge and skills in
respect to perform their job in an effective manner. such kind of section are planned for existing
as well as new employees (Bratton and Gold, 2012). In this way, they are equipped for upper
level duties through development & training.
2

3. Advisory function: It is also very important and essential function of HRM. In this way
manger advise the upper level management and departmental head regarding individual
benefits (Buller and McEvoy, 2012).
Counselled to upper management: Individual employer advise the upper level management in
evaluation and implementation id personal procedures, programs and policies etc.
Recommended to departmental heads: Main role of the manager is to recommends the
different division on certain matter such as job analysis & design, manpower planning,
recruitment, training, selection, performance appraisal and placement etc.
P2 Strength and weakness of selection and recruitment
In the selection and recruitment process, ALDI apply internal and external approach in
order to fulfil their vacant position. Both methods are very important for the company to aware
their employees regarding job profiles.
Internal approach: With use of these aspects, firm looks to complete the position from inside its
present employees. In this method, workers are presently functioning in their business are
proceeded to higher position and other department. If the workforce performance and enactment
are up to make as well as excellent, they are provided opportunity in order to occupy greater
level from actual post (Chelladurai and Kerwin, 2017). If additional knowledge and skills
needed, Aldi company ready to give better training and development section. It is a very easier
process of selecting and recruiting applicants as per their ability.
Advantages Disadvantages
Quicker as well as cheaper to select and recruit
knowledge candidates.
There are limited number of prospective
potentials interviewees.
Human Bering already familiar and aware with
the company.
With the using this approach, innovative plan
can be announced from outer.
These approach gives better opportunities for
advertisement, promotion and public relation
inside the firm.
Certain difficulties such as resentment and
dislike amongst applicants not selected.
With the using this approach, an enterprise
already aware regarding candidate’s weakness
and strengths.
It will generate new vacancy which required to
be complete.
One advantages of this aspects tis to motivate It is very difficult process for the workforce.
3

and encourage large number of the employees.
External: In this way, company can look and fil their vacant vacancy from any appropriate
interviewees outer the organisation (Crook and et. al., 2011). External workers always
atmospheres innovative and young for other business, few active sufficient in order to evaluate
issues of company and fix it.
Advantages Disadvantages
This approach is very useful because in this
external person bring in innovative plan.
It is a very longer process for recruiting and
selecting candidates.
Different number of employees from which in
order to analysis the suitable and best entrants.
Very expensive procedures due to promotion
and interviews needed, so certain companies
not prefer this aspects.
Each and every person have better knowledge
and wider range of skills and experience.
In this way, selection system may not be
operative plenty to expose the suitable
candidates.
With the use of this, business entity can
achieve higher productivity.
External persons ask for extra benefits and
salary.
Branding and business strategy maximise
externally.
Profiles of sourcing quality is very difficult.
TASK 2
P3 Benefits and advantages of HRM practices within an enterprise for employees and employers
Human resource management practices: It is a HRM part which is very important and
beneficial for both employer and employees. It is also known as performance management
approach which is significant for achieving long term growth and success of organisation (Daley,
2012). ALDI is a retail store in UK, that give different facilities to their managers and workers in
order to fulfil its basic requirements. In the enterprise, there will be better coordination and
corporation among the different workforce in performing activities and operations of business in
a systematic manner. there are certain kind of HRM benefits for both employees and employers
are determined under this:
4

Encouraging positive attitudes and performances: It is a significant duty of human resource
practices at Aldi. It is beneficial and valuable for promoting worker’s performance and their
behaviours. It will ensure that every employee is accomplishing business operation with each
other with the aim of developing personal and professional relation. HRM practices supportive in
maximising workforce productivity or efficiency so that objectives and goals of the company can
be attained easily (Glick and et. al., 2011). Such kind of practice will be creating loyalty among
members, so in this they can remember themselves for long time in organisation.
Developing workers: In each and every business entity, employees are main assets because
without this, they cannot run their functions and activities. If accurate training and development
is given to members in regards to create them familiar and aware how the function will be
accomplished successfully than it supports in maximising workplace productivity. Such type of
practices is related with ALDI, so with the help of these they mainly concentrating on satisfying
their workers. The competitive benefits can be achieved if workforce are using original strategy
in regards to implement the work plans.
Building a flexible place of work: In the business entity, HRM practices related with variation in
demographics. It is very essential and valuable for employees because they can come & consent
the place of work whenever they contemplate as well as completed their work. The employees
who are working as per the US and UK shift are certain different. It is helpful and beneficial in
satisfying staff members. Motivated person can do their work effectively and maximise
profitability and productivity of organisation (Helmreich and Merritt, 2017). So in this situation,
Aldi wants and needs to keep their worker’s foe longer period which aid in gaining positive and
healthy working environment.
Promoting and motivating employees: Company use different tools and methods in order to
promoting as well as motivating their workers towards its work and performance. It can be
complete with the support of providing fair remuneration, bonus, basic allowances, monitory and
non-monitory benefits. Thus, business is concentrating on recruiting and selecting those
employers who have ability to control and handle all activates in an essential and effective
manner.
There are different models of human resource management practices are as follows:
Selection and recruitment: It is a function and process of HRM which is very important for the
company manger. With the use of these, they can easily recruit and select knowledgeable or skill
5

persons who can easily achieve goals and objectives of the firm in specific period. Thus, skilled
and talented workers perform all activities and operations of business in an effective manner.
Development and training: It is another function of HRM which is also significant for the
manger and their employees (Training and development, 2015). In this company should try to
give better section with the help of expert. So they attend this programs and increase their basic
skills on particular matter. They are capable to face any kind of difficult situation and give better
idea company in order to solve these issues in a systematic way.
P4 Effectiveness of various HRM practices
HRM practices is a part of human resource management which is very supportive and
essential in gaining development and success for given organisation. This will aid in maximising
productivity and profitability ration of the company in systematic manner. For the growth and
development of firm, policies and plan are implemented efficiently & effectively (Hendry,
2012). With the use of various kind of strategies and effective policies business entity can
achieved long tern objectives and goals. There are certain types of factors which are included in
this way such as:
Talent management: It is mainly linked with worker’s retentions who are functioning in the
organisation to maximise productivity of them effectively. Each and every person has unique
skill and talent to perform all activities and functions in various forms with the purpose of
attaining competitive benefits. Managers of the company that understand the employee’s talent
by accompanying different plan of action which are mainly liked with operations. Such kind of
management can provide benefits and rewards to workforce in attaining its targets.
Information system: It is also known as knowledge management. In this way, all information is
transmitting with employees which are beneficial and supportive in doing their entire function or
works effectively. Manger play important role in taking better step in order to create strategy and
policy of business than it aid in accomplishment of desired objectives of firm. If the top level
management use better communication tools than there are no variations of miscommunication
and conflict (Huselid and Becker, 2011). It will make the workers in regards to accomplish all
work as per their responsibilities and duties. Thus, it is defining as an actual announcement plans
which are valuable in business function and operation. So in this situation, company can enlarge
their activities and work at domestic and foreign level.
6

Coherent thinking: It is known as a policy which is used by Aldi, in those locations where the
employees wants and needs to provide solid and quick orders to their workers. If the staff
members are not succeeding their idea and fails in order to gaining their desired objectives and
targets which output is no incentives and encouragement for the large efforts which is needed in
fulfilling the task.
Logical thinking: It is also used by manager of the Aldi, when they want and demand their
workforce in respect to implement the work by creating new plans regarding how the function
will be done on period in various forms so they can attain competitive benefits (Jackson and
Parry, 2011). Output of this situation is objectives and goals can be achieved effectively.
TASK 3
P5 Importance of employee’s relation in regards to influencing HRM decision-making
Employee relation is very important and valuable part of all organisation in order to
maximising their sales and revenues. With the help of better relation, an enterprise can achieve
higher productivity of employees and business effectiveness in an effective or efficient manner.
healthy and positive relation can be maintained in the company to transmit work plans which
result is success and growth of business can be attained. If manager of the Aldi can sustain better
relation and connection with their workers that can support in maximising business productivity.
It outcomes in resolving the issue which are available in the company and faced by different
workforce as they atmosphere to exchange their common interest and issues with top level
management.
If the given organisation, that can take time to time meeting, conference in regards to
understand any changes and work operations difficulties which are necessary to sort out all
problems in a systematic manner. in this situation, both manages and their staff members are
free to exchange their opinion, plan and idea which result is strong connection can be improved
and developed (Kavanagh and Johnson, 2017). Therefore, health and positive work environment
can be generated on the basis of productivity as well as maximised business growth & success.
There are certain points which are determined employee’s relation is very beneficial for the firm
are as follows:
 If better connection is maintained and sustained with employees than it output is
developing positive and accurate image of company in customer’s mind.
7

 It will promote and encourage the loyalty and faithfulness among the members as the
strategy as well as plan are considered with the aid of innovative think which were
provided by staff members to maximise work operation efficiently.
 Better relation can be created with the support in motivating and encouraging workers
towards performance. Motivated person can attain desired output for company by
intensifying their operations and functions.
 It is very effective and valuable for managers and workers in order to satisfy their work
plan as well as they are never agreeable to leave the enterprise.
 It output in development of positive and healthy environment, worker do their all
functions with passion to gain their desired objectives and targets in specific time period
(Kehoe and Wright, 2013).
 If an individual is encouraging and promoting group sprite which is supportive in
transmit their working and functioning with management in order to sustain healthy
working atmosphere. Therefore, authorities as well as duties are equally assigned which
result is no misunderstanding and conflict at workplace (Storey, 2014).
 Responsibilities and roles are makes by individual to work with full loyalty and
dedication. It is very beneficial for the Aldi to maximise their revenues and sales at large
level.
All above benefits and advantages are essential in maintaining healthy and positive
relationship among the workers. So in this situation, effective judgement can be engaged to carry
out functioning and working effectively.
P6 Main elements of employment legislation and its impact on decision making process
Employment legislation is a regulatory body consists of various rules, regulations and
laws which describe and give detail information about basic right and duties of employees at
workplace (Keohane and Olmstead, 2016). This define and clear the relation between employee
and employer. Various legislations which come under employment legislation and affect the
decision making process of and enterprise can be understood by the points stated below: Employment rights act, 1996: This is one of the important act include in employment
legislation as this define about basic right and duties of workers at workplace. As peer
this law, it comes under the responsibility of employer to provide healthy and safe
working conditions to employees so they can perform well.
8

 Equal pay act, 1963: This act of employment legislation defines that, when in an
enterprise two individuals perform same kind of task having same kind of knowledge and
qualification then it is the responsibly of employer to offer them same wages. This help in
formulate a positive work environment and largely affect the decision of managers during
formulation of compensation packages of employees. Workers discrimination act: This act define that employer should treat all employees
with same dignity and respect and should not discriminate them on basis of their colour,
age, gender, language and on any other basis (Knowles and et. al., 2014). Discrimination
give rise to negative work environment and at the same time decrease morale and
productivity of employees. Minimum wage act, 1948: Government of every country decide a percentage of
minimum wage and every employer of enterprise is liable to offer that minimum amount
of wage to all workers so they can satisfy their needs of daily life. This help employee to
fulfil their basic needs such as food, shelter and cloth. Working time directive act, 1998: This act of employment legislation is related with the
minimum working hours of workers at workplace. As per this act, every employee is
liable to complete minimum working hours at workplace in order to get legal existence of
his employment. 48 hours are the minimum working hours of an employee in a week. Employee relations act, 1999: In today's business environment employees play a big role
and contribute more in success of every enterprise (Lengnick-Hall and et. al., 2011). So
as per this act it comes under responsibility of every employer to create and maintain
good relation with employees. One of the main benefit of this is that it provides support
and commitment to enterprise to complete complex projects in an effective manner.
 Worker disability discrimination act: As per this act, employer should not do
discrimination with the disable workers who work in enterprise. It is responsibility of
employer to offer them same services and facilities. This increase their morale and
enhance their productivity.
All these are the main factors of employment legislations and it is very essential that all
must be consider by manager of ALDI while formulate policies related with human resources.
All this legislation affects the decision of managers as these laws influence manager to offer
basic facilities and services to all employees.
9

TASK 4
P7 Application of human resource management practices in a work-related context
Human resource management practices is very important and essential part of employers
and employees which is defined in above questions. It can be determined as well as analysed
with the use of certain models which are described under this:
 Soft HRM: It is a part of HRM practices which is beneficial for the company to achieve
higher profitability and productivity effectively. It will consider various wants and needs
of staff members who are working in business procedures (Ployhart and Moliterno,
2011). These model comprises dedication and faithfulness towards self-creating
behaviours, work, motivation and promotion from workforce in link to effective strategy
plans, it is developed and improved by personal. Motivated workers are capable to
achieve their desired targets and objectives which are connected with working and
functioning thing.
 Hard human resource management: It is also effective model which defines policies,
rules and regulations are made by the government. In this all employees had to execute
their business tasks. It will support in maximising productivity and profitability of the
company.
For example: If the ALDI is plan to conduct training, development, workshop and other
programs than it supports workers to acquire knowledge and skills regarding how various plan of
work will be completed. In order to transmit business operations and functions as per the desired
work plan company can get higher profit in comparison to another organisation (Renwick and et.
al., 2013). In this situation Aldi is required skilled and knowledge manager who can easily
complete all task and increase its saes.
Curriculum vita of manager
Name:
Address:
Contact Number:
Email ID:
Carrier objective: - My main aim and objective is to see personally at a recognized place in company which
10