ALDI's Approach to Workforce Planning and Recruitment

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Human Resource Management

INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................1
1. Overview of the organisation.............................................................................................1
2. An explanation of the purpose of the HR function and the key roles and responsibilities
of the HR function. Also, assess how the functions of HRM can provide talent and skills
appropriate to fulfil business objectives.................................................................................1
3. 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.............................................................................................3
4. 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...........6
5. Carry out analysis of internal and external factors that affect Human Resource
Management decision-making, including employment legislation within which the
organisation must operate with. Also, evaluate the key aspects of employee relations
management and employment. Legislation that affect HRM decision-making in the given
scenario..................................................................................................................................7
6. 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................................................................................9
TASK 2....................................................................................................................................12
The design of a job specification for one of a number of given positions in the organisation
..............................................................................................................................................12
A CV for each student, tailored to apply for one of the positions advertised by another
team......................................................................................................................................12
Documentation of preparatory notes based on the selection criteria and a justified a
decision of the candidate selected........................................................................................13
A job offers to the selected candidate..................................................................................13

7. carry out evaluation of the process and the rationale for conducting appropriate HR
practices................................................................................................................................14
CONCLUSION........................................................................................................................15
REFERENCES.........................................................................................................................16

LIST OF FIGURES
Figure 1 Internal approach to recruitment..................................................................................4
Figure 2: External approach to recruitment...............................................................................4
Figure 3 Employee relationship.................................................................................................9

INTRODUCTION
The present report will highlight the different aspects of HRM in ALDI. ALDI is a German
family owned supermarket chains that has over 10,000 stores in more than 20 countries.
Report will discuss about different recruitment and selection approaches for recruiting and
hiring skills and talents in the organization. The report will highlight HR practices for the
effectiveness of employees and employers in achieving goals. Further, report will also discuss
about the employee relations, its importance and key elements of employee legislation in
influencing decision-making of HRM and HRM practices application in the workplace.
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TASK 1
1. Overview of the organisation
ALDI is one of the leading organisations in supermarket chain in UK that has more than
10000 stores in more than 20 countries. ALDI is well recognized for its excellent quality
services. The organisation has the strong profile of having effective financial position that
will help in meeting with the stronger customer satisfaction. The organisation operates with
53 million Euros and is planning to expand different stores in different countries or emerging
markets worldwide. In addition, it main focus is made on enhancing the customer satisfaction
and offer products that is food items, beverage, household essentials, sanitary products, etc.
2. An explanation of the purpose of the HR function and the key roles and responsibilities of
the HR function. Also, assess how the functions of HRM can provide talent and skills
appropriate to fulfil business objectives.
ALDI:
Purpose of HRM
HRM within the ALDI plays an integral role in making different strategies and policies to
manage the quality and productivity of the organisation. Human resource management can be
understood as the field of the organisation which is used for managing and developing the
employees in an organisation. Being such a large organisation ALDI’s HR manages huge
number of employees with effective strategies and planning to enhance their performance and
productivity to attain aim of organisation (Bakker and Demerouti, 2017). The HR of ALDI is
responsible to create, implement and control different policies to manage the employees and
their relation with management.
Moreover, HR of ALDI is vital in making different strategies and plans to improve the
performance of employees and overall business in order to attain the business objective
effectively and efficiently. It can be achieved with an efficient workforce with proper skills to
maintain and enhance the productivity of organisation. In this regards, HRM function is
effective in selecting and providing the organisation with talented and skilled employees
which are suitable in achieving the business objectives of ALDI and increasing the
profitability in effective manner.
Function of HRM in ALDI
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The purpose and function of HRM within the ALDI is effective in improving the
performance and achieving business goals. The main function of HRM is described below:
Human resource Planning: It includes the training and evaluating the need and demand of
human force in organisation to maintain proper functioning. Human resource planning is to
framework strategies to collect and analyse the information to forecast the human resource
supply required for a particular job and predict the future need as well to meet the
organisation goal efficiently.
Recruitment and selection: It is the core function of HR in any type and size of
organisation. In ALDI recruiting and selecting is crucial to provide skilled and qualified
employees to increase and maintain the performance of organisation (Booth, 2015).
Recruitment is attracting the qualified and talented candidates for a particular job role and
selecting involves hiring the candidates who is best fit of the job and organisation culture and
achieving business objective in profitable manner.
Training and development: Providing training to existing and newly employed employees
and ensuring development of existing employees are effective in increasing and developing
new skills and knowledge in employees which motivates them to work more productively. It
is one of the essential functions of HR which supports in improving the current and future
performance of the employees to meet the competitiveness and new challenges of the
business world.
Analysis and designing of job role: Job analysis is an essential function which is the process
of making job description and responsibility of particular job role in organisation with the
skills and talent required. It helps the HR to recruit and provide the organisation with
effective employees who can perform in productive manner to improve the organisational
performance and achieving business objective efficiently.
Managing employee relations: Managing healthy relationship between employees and
management is one of the important function of HR. Effective employee relation helps in
fostering the employee’s motivation and morale to perform more effectively which helps
organisation in increasing productivity to achieve the organisational objectives. HR makes
various strategies and planning to maintain positive employee relation in influencing
behaviour and work output.
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Thus, HRM function of ALDI is responsible in managing and increasing the performance of
organisation by providing skilled and qualifies employees to attain competitiveness in
business world and business objective in profitable manner.
3. 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
Recruitment and selection process is the fundamental function of HR department in ALDI. It
helps in supplying the need and requirement of the workforce for different job positions when
and where required. This function is crucial in meeting the employee’s needs with suitable
knowledge and skills so that the productivity of the organisation can be enhanced in more
efficient and profitable manner. In order to recruit and select the employees it also important
to have effective workforce plan.
Workforce planning
Workforce planning is to framework the requirement and needs of employees and to meet the
future requirement of the organisation in meeting the business objective. It can be termed as
the process of forecasting the demand of the workforce in organisation and supply the
sufficient workforce to maintain stable operations of the organisation (Udall, 2017).
Workforce planning helps HR to provide skilled and qualified employees which are efficient
in increasing the performance of the business by staying within the planned budged. There
are different approached for workforce planning which includes quantitative and qualitative
to collect and analyse the information related to the demand of the human force.
Moreover, it can be said that effective workforce planning will assist the HR to perform their
function of recruitment and selection in more efficient and profitable manner. There are two
main approaches of recruitment and selection process which are effectual in meeting the need
of human force:
Internal approaches to recruitment: It can be said that the main aim of recruitment is to fill
the vacant vacancies in organisation. As ALDI has more than 10000 stores, it can adopt the
internal recruitment approach to recruitment. There are various ways to recruit or hire
employees for meeting workforce requirements of the organisation. HR can recruit the
employees through transferring them from one location to another to meet the vacant job
position. Promoting an employee to higher position is also an effective way to fill the vacant
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job or position effectively. Employee’s referral is the most popular and used way in which
HR seeks referral from the existing employees to refer candidates from their family members
and friends to fill the vacant job in the organization.
Figure 1 Internal approach to recruitment
External recruitment approach: As per this approach, inviting the well skilled and qualified
candidates from external source or outside the organization for particular job roles. It is also
an appropriate medium or method to recruit the employees which ALDI can adopt to meet
the human force. There are various approaches to recruit the employees from outside
enterprises which include advertising in magazines and newspaper, through online job boards
and websites that are helpful in attracting and stimulating numbers of candidates to apply for
vacant job role in the organization. External approach also includes recruitment agencies and
direct recruitment which helps in attracting the candidates. HR department makes different
strategies and plan for screening and selecting the best fit candidates for the particular job
role.
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Figure 2: External approach to recruitment
Strength and weaknesses of different approaches to recruitment and selection
Strength and weakness of internal approach: Internal approach is appropriate or suitable in
recruiting the workforce from or within the organisation that also save the cost and time of
the organization (Udall, 2017). The employee is well aware of the organisational culture and
working condition which leads to save their time in fit for their job role. One of the main
advantages of internal approach is that management is well aware of the knowledge and skills
of the existing employees which helps them in making best use of it. However, the approach
has weakness as the HR will have limited employees to recruit them for the vacant job. It also
leads to discourage the competitiveness in organisation and can raise the chance of conflicts
between employees.
Strength and weakness of external approach: This approach allows HR to have large pool
of candidates to hire the best fit for the organisation. It increases a healthy competition in
organisation. This approach will allow the HR to meet the new skilled and talented
candidates. However, the external approach is costly and time consuming method. It also
increases the cost of the organisation in providing the employees training to fit for the job and
working environment of the organisation.
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4. 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.
HR practices can be referred as the part of conceptual and implementation of different HR
strategy which is the system of operating the business and operation that will impact and
influence both workers and organisation in an effective manner. It can be said that, in such
competitive business world it is essential for HR department to build and implement different
HR strategy which can be beneficial for both the employers and employee in ALDI. Different
HR practices include hiring of the right person at right time, provide safe and secure
workplace environment, fair compensation, effective training programmes etc. In this
regards, the benefit of several HR practices to employee and employers are described below:
Promoting positive behaviour: HR practices helps in creating and maintaining positive
behaviour of workforce in a workplace. HR through their practices like providing effective
compensation, security to the employees can create a healthy workplace environment which
leads to provide benefit to employees with having satisfied with job and being more
productive.
Developing employee: Employees of an organisation are its most important asset which
performs to increases its productivity and profitability and achieve the business objectives.
HR practices like training and development programmes helps in satisfying the employees
and encourage them by providing new skilled and knowledge (McCaffery, 2018). Training
and development programmes are an important way to increase the productivity of the
employee and improving their performance.
Building flexible workplace: It is a modern concept which provides flexibility to employees
in workplace. As ALDI employees are working in different countries, HR practices reflects
shifting demographics in workplace. HR practices in organisation makes effective
communication in workplace, flexible timings for employees, flexible workplace which leads
to keep employees happy and motivated in organisation.
Motivating: HR practices are effective in encouraging and motivating employees which
helps in increasing their performance. Effective compensation and reward system, training
and development are important to boost up the employees’ morale and motivate them to work
as per the vision and mission of ALDI. Selective hiring is also an effective way to recruit the
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right managers who can effective to manage and control the activities of employees in order
to motivate them.
Benefit of Hr practices to Employers
It can be said that the HR practices are effective to motivate and encourage employees to
perform more productively which helps employers to achieve their business targets and goals
in more productive manner. Selecting hiring and employee relation practices helps in
reducing employee turnover which help in increasing efficiency of organisation. It is
beneficial for employers to save the cost and time invests on the employees (Long, 2018).
Training and development practice of HR helps in developing new and innovative
knowledge, attributes and abilities in employees. This support and enable employees to
increase the performance and beneficial for employers to have competitive workforce.
5. Carry out analysis of internal and external factors that affect Human Resource
Management decision-making, including employment legislation within which the
organisation must operate with. Also, evaluate the key aspects of employee relations
management and employment. Legislation that affect HRM decision-making in the given
scenario
There is different employee legislation which HR department is required to compliance for
employment and at workplace. HR is responsible to train the managers and other executives
in practice such laws and apply within the organisation. In this regards, there are different
employee legislation which will impact the decision making of HR in ALDI. Some of these
laws are described below:
Equality Act 2010: It is an important act which ensures the equal right to all the employees
working within the organisation. This law states that, no employee in an organisation can be
discriminated and categorized on the ground of gender, age, disability, nationality etc. This
also majorly impacts the decision making of HR in ensuring that employees will get equal
opportunities of development and professional growth within the organization.
Employment protection Act 1978: This legislation protects the employees and ensures the
equality in their job security, income structure, working hours, and commencement and
compensation to employees (Maylor, Blackmon and Huemann, 2016). In this regards, HR
management has to take decisions to provide proper benefits and organize welfare
programmes for employees as per their position and role in the organization.
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