Human Resource Management Report for ALDI: Practices and Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within ALDI, a major UK grocery store. It begins by outlining the core functions of HRM, including staffing, reward systems, employee development, and maintenance, emphasizing their importance in organizational planning and conflict resolution. The report then evaluates ALDI's recruitment and selection processes, weighing their strengths, such as external recruitment fostering innovation, against weaknesses like the time-consuming nature of the process and potential limitations on new skill acquisition. Furthermore, it examines the advantages of HRM for both employees and employers, detailing benefits like employee training, information access, and motivation, as well as employer advantages such as value communication and assistance in decision-making. The report also investigates HRM practices aimed at increasing organizational profit and productivity, highlighting the importance of employee relations, training, and effective communication. Finally, it analyzes the influence of employees on HRM decision-making, including the impact of employment legislation and employee relations, underscoring the significance of employee involvement in creating a productive and positive work environment.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions of HRM which applicable in planning..................................................................1
P2 Evaluate strength and weakness of recruitment and selection process..................................2
TASK 2............................................................................................................................................3
P3 Advantages of HRM for both employee and employers.......................................................3
P4 HRM practices for increase organisational profit and productivity.......................................5
TASK 3............................................................................................................................................6
P5 Analyse the importance of employee which influence HRM decision making.....................6
P6 Element of employment legislation and impact of HRM decision making...........................7
TASK 4............................................................................................................................................8
P7 Evaluate HRM practices in workplace..................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management is recruiting and evolving process to increase the value of
all operations preformed by employee (Wright and McMahan, 2011). HR design those practices
for optimizing maximum results out of to maximize the overall performance of organisation. It
include, training and development, selection and recruitment, promotion and appraisals and
others. This is the duty of a manager to control the actions of their workers and subordinates.
HRM bridges a connection between employee and employer that convey the message or organise
activities for interaction of them.
ALDI is United Kingdom's largest grocery store which owns more than 7000 stores in
more than 70 countries. This report will study the functions of Human resource management as
well as positive and negative aspects of recruitments ans selection process organised by ALDi's
HR. It will also evaluate its values and impact over the cited organisation and Its benefits for
both worker and employer.
TASK 1
P1 Functions of HRM which applicable in planning
Human resource management determines the relationship with organisation and operation
regulation. For managing the internal environment of organization HR play the major role in an
enterprise such as ALDI. HRM helps in avoiding the workplace conflicts and trade unions issues
with cited organisation through implementing the approaches in effective moaner to optimize
them efficiently (Alfes and et. al., 2013). Thus it is their duty to control and satisfy the demands
of employee working under the same organisation. HR have major five functions which they
need to handle which are mentioned as below:
Staffing
It has the responsibility to allocate the people according to their skills and abilities to
appropriate job profile in order to obtain maximum results out of all efforts. In this HR
determines the number of qualified workers and assign them within workplace for keep
maintaining their interest in their work profile. For this, they undertakes these process:
 Designing
 Examine the job
 Recruitment
 Selection
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 Placement
Reward
To stimulate the employee of organization human resource management organise
activities include administration and planning of awarding system for encountering the worker
performance as well as values in regard of their work. These involve appraisals, promotion,
bonus, incentive etc. This not only motivate individual but the entire group to promote
themselves (Renwick, Redman and Maguire, 2013). This also include the compensation
procedure which inspire internal environment with the rewarding system.
Development of Worker
This is held by human resource department understanding the needs of assuring if worker
are getting new information about new market trends and technologies or satisfied with they
development of their personality by the job. This is done by providing training within a period of
time for existing employee and new recruiters of company which helps them boosting their
major skills and enhance their criteria of knowledge to increase quality of overall performance.
Maintenance of Employee
This is the management and controlling of internal working environment such as health,
security, terms amendments and others to maintain a better workplace as well as comply with
statutory levels and limitations.
Management of Employee Relations
Worker's involvement enables the organisation to meet with new and more innovative
ideas, concepts or opinions related to specific strategy that is why it is necessary to maintain the
ER in larger enterprise which is done by HR (Jiang, and et. al., 2012). This include determination
of firm policies, negotiation and bargaining procedure and other approaches.
P2 Evaluate strength and weakness of recruitment and selection process
Recruitment is the process of designing and allocating the human resources in the
existing or anticipated job profiles. Selection is procedure of assigning the work according to
abilities and skills of workers to optimize then maximum results out of made activities. Aldi is a
large organisation which requires a definite process of hiring in their company for using financial
assets properly. Thus, for recruiting new applicants in the company, HR design a whole practices
through which candidates have to pass through after only the best performer will be selected for
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the work profile. This can be beneficial for the company as well as cater some negative impact
with itself in case of imbalance or inappropriate strategy.
Strengths
Aldi have unique procedure of recruitment and selection in which applicant have to purse
for being selected by the respected company. The external recruitment cater new innovative
ideas and concepts. This facilitates various choice to select the best and most suitable candidates
from the pool of applicant. This helps company in finding or making most profitable outcome
out of all activities and tasks that have been allotted to them. It increase the revenues and sales
indirectly.
Internal recruitments are more cheaper and quick procedure which saves the time and
capital of organization as well as save the training and development expenses as they are already
familiarise with the terms and policies of cited company. Thus, it opens new ideas, innovative
production and save money(internal hiring)as well as increase profitability and revenues
indirectly and directly (Relative strengths and weaknesses of recruitment, 2015).
Weakness
This is a very long time and money consuming process which create issues when the
candidate doesn't suit the work profile. The expense increase when Aldi utilize the tool of
promotion for the divertissement of recruitment. Selection procedure might not effective to
reveal skilled applicant.
Internal recruitment whereas limits new skills and abilities within workplace that restrict
new innovative ideas. Cited organisation already understand candidate's positive as well as
negative aspects.
TASK 2
P3 Advantages of HRM for both employee and employers
Human resource management helps in designing, planning, implementing and managing
entire personnel activities including recruitments, administration, employee relation maintenance
etc. Human resource management facilitates the opportunities to both employers and employee
to grow and develop their own personality by achieving the target set by organisation which
attain indirectly the vision of an enterprise (Harzing and Pinnington, eds., 2010). HRM render
various offers and satisfy their needs and expectation by presenting their requirements in front of
the top management. Whereas, employer is assisted by HR often while communicating the
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message and building the effective workplace for bets outcome. Here are some of advantages of
these activities to both individuals:
Benefit to Workers
Grooming and Training
This is the duty of Human resource manager to organise activities and practices
according to the needs and expectations of employee by determining the training schemes and
use effective delivery techniques for it (Guest, 2011). Workers are the major assets of cited
company thus it helps business in increasing the sales and revenues through boosting their
consumer service abilities.
Information Resources
HR of Aldi provide the worker information related to the various programs and activities
occurring in organization. The information includes profits of employee, holidays, pay slips,
suggestion strategies and other programmes. This personal guides them maintaining their
confidentiality of their details and documents.
Stimulate Employee
HRM motivate their employee through organising various activities such as team work
practices, training and development and reward facility which not only increase individual's
moral but stimulate the performance of employee by raising their ability and skills levels. It also
enhance the personality of worker of Aldi.
Advantage to Employer
Communicating Values
According to the survey it has been proven that those companies who maintain HRM is
most functioning in comparison to those who do not. Human resource management interact with
employee and communicate the values and culture to them by using most effective techniques in
order to attain the target (Chelladurai and Kerwin, 2017). They resolve the conflicts emerged in
internal environment for optimizing better results.
Assist in Decision Making
Aldi HR coordinate some contribution activities of employee in decision making
practices which helps them in maintaining new innovative and creative side as for any specific
matters as well as aids effective friendly environment and long commitment toward the job. This
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is better to retain the curiosity among workers related to company as well as increase their
working performance.
Recruiting and Retaining Worker
Aldi gives all opportunities to grow and develop the personal s well as professional skills
of individual through facilitating them bonus, incentive or other rewarding programmes. It helps
them retain in same job and give something new to render or learn. Also HRM aids in
accomplishing recruitment process to select best and hard working worker for the suitable
profile.
P4 HRM practices for increase organisational profit and productivity
The main purpose of Aldi is to gain maximum profit that help to achieve objectives of
long term. It is difficult to survive in the market without any capital. An organisation help to
make strategic planning and development which operate large profit and provides benefit to their
customers for offer discounted products (Brewster and Hegewisch, eds.,2017). The aim of HRM
is provide management practices which help to give extra products or services to their customers
in minimum price. Leaders of cited organisation coordinate seminars, confrères, discussions with
the managers to stimulate their thoughts and thus, those employers do the same with employee in
order to increase the productivity. To deploy the business it is necessary top maintain the assets
cost and exchanges in market that can only be done with the help of workers. Hence it is
important to build a good relationship with them because thy are the mediator between enterprise
and consumers.
It include training and development as well as promotional activities involving
incentives, bonuses and many more for employee to motive them toward the job or work in
order to provide best services to consumers at ALDi stores which helps in increasing profitability
of cited company through raising in the sales amount (Boxall and Purcell, 2011). It enhance the
productivity of products and services as it enlarge the confidence and knowledge area of workers
in their work and are been provided a target to achieve within a time period. It enables their data
and information which helps in suggesting the complex consumers. This not only increase the
credibility of staff members of cited organisation but also create potential consumers in market
which helps in expanding business. Human resource manager organise these all activities in the
betterment of their skills and quality which is completed by negotiating the terms and policies of
company and reduce the conflicts from the internal working environment. Effective
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communication flow maintain the functioning of entire operations in smooth manner influencing
the revenues and sales in positive way.
For implementing those activities in effective manner, human resource manager analyse
the internal environment and execute impressive approaches and models for improving their
employees information. Aldi offers their worker a professional experience of career rather the
only good wage (Armstrong and Taylor, 2014). Good skills helps in production and manufacture
procedure in creating more quality products. As well as delivering method would be influencing
so consumer can choose the company over others. It will aid in gaining the sales amount of
consumers that tend to increment in gross revenues. Thus, overall brand recognition would be
positive which assist in expanding business in industry and other trade.
TASK 3
P5 Analyse the importance of employee which influence HRM decision making
Employee relation are essential to manage in regard of deploying organization
demographically, geographically and financially. In UK, industrial democracy is the new
trending in market recently. This provide the facility to employee to participate in decisions
making process of a company more fluently. ER refer to the management of connection among
member of staff of company. Worker are the important assets of a company who execute or
encounter the whole strategies in the practical environment.
Human resource manager manage their entire activities according to the employee of
company in order to satisfy their basic needs. This revolves around the worker and Aldi's
objectives which they desire ton achieve that is only possible with the help of the labours. HR
decisions are often affected by employee preferences. HR use those approaches and methods
which helps them to avoid the conflicts in internal environment before emerging. they make use
of those approaches and strategies which is more helpful in their internal environment to convey
the message to get the best opinion over that (Rousseau and Barends, 2011). These are the
changes that mostly made by HRM influenced by employee which changes their decision
making according time:
 Staff engagements and preference to opinions for increasing decision making
involvement of worker.
 Organise those activities which make more flexible and positive working environment.
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 Employee increase the productivity and profitability of organisation thus target
determination for worker changes according their abilities.
 Training and development programmes are impacted by abilities and skills of employee
of Aldi.
 Keep reward function for employee to stimulate their employee for better functioning of
operation of cited company.
P6 Element of employment legislation and impact of HRM decision making
The trade unions and Eu have catered revolution in British and UK market which have impacted
over the laws and legislation of their country. Entire organisation including Aldi have to follow
those rules for flow of functions and restrain in market (Kehoe and Wright, 2013). Here are basic
employment laws that is enacted in United Kingdom:
Equal Pay Act
Equal wage act states that all employee who are working in same company and same
profile should be given equal pay for their work. Company can not distinguish their pay on the
basis of rave, gender, religion etc.
Minimum Payment Act
In this act, organisation have to provide the minimum wage amount which UK
government have determined in any term. Worker can claim for company in court in order to not
getting minimum salary amount.
Source 1: ' Brexit' – the impact on employment rights and benefits, 2016
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Worker Right Act
This rights states that employee have few rights from the moment they join the job. Those
rights include, minimum holidays, job and security rights, promotion and transfer and many
others.
Equality of Employee Act
In this act it is claimed that no worker should be differentiated in any company on their
race , gender, age etc. basis (Tarique and Schuler, 2010). They have rights to be treated equally
at workplace.
Disable Discrimination Act
Disables of country have provided some rights in the base of work from reduce
discrimination from other people. In this if any organization would be found to discriminate
disables, it would be considered as crime.
Delivering Time of Work
According to this, there is determine time period, 48 hours of work. In case of more than
this limit, company will have to pay to employee extra pay (Farndale, Scullion and Sparrow,
2010).
TASK 4
P7 Evaluate HRM practices in workplace
HRM is basically manage the personnel of an organisation to maintain the operations of
workplace as well as position worker at the right place in order to get maximum results. This
helps in various ways in creating discipline and systematic working environment at the same
time rendering friendly, flexible and more comfy place to work. In order to understand the needs
of worker, they execute the plans, survey and study their behaviour for building more satisfying
environment. They convey the manager's message, company culture, motive, mission and
provide them purpose to achieve to attain competitive advantage within a particular period of
time. A manager face complex situations while seeking solutions of their issues. This act as the
backbone of cited enterprise which give support internally to stand straight against all
competitors and walk straightly to the success.
HRM monitor entire members of staff through placing them on appropriate job in Aldi to
get effective results. HR hire skilful and qualifies appliers who can enable customer satisfaction
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by rendering performance according to the demand. There are several impact of human resource
management on cited organisation in which few are written as followee:
Recruitment and Selection Process
Selection and recruitment process helps cited organisation to attract most talented worker
for their vacant job profile. It identify the skilled application and hire them in company going
through entire hiring process as well as place them in suitable work profile. This maximize the
profit and products quality of Aldi.
Acquiring of Talent
Hiring process is very useful that aid in determine skilled applicant maintained by HR of
cited organisation. It assist in attaining set objective and goals through supporting quality work
in impressive way in Aldi's workplace (Makri, Hitt and Lane, 2010).
Resolution of Issues
This is responsibility of HR manager to resolver the raised issues within the internal
working place of Aldi. HRM implement the new strategies as well as approaches within the
workplace for obtain maximum outcome of functions operated by their worker. In case of issues
emergence, HR will investigate whole situation, and carry out better cure for solve it from its
root.
Development and Training
It is the activities which is often used by HR of Aldi for developing the abilities and skills
of employee and introducing them with new methods and technology in order to enlarge their
skilled area making them more versatile which retain employee for respected company. Also, the
new workers of Aldi also being facilitated by this offer as it render information about company,
its policies and its workplace (Messersmith and et. al., 2011).
Flexibility in Working
Aldi provide their worker flexible working environments bendable according to the
situation and consequence. This not only help in restrain their curiosity in work but also provide
value to their work by rendering them refreshing and more cosy environment to work in.
CONCLUSION
From the above report it is clear the Human resource management have a significant role
in functioning of internal workplace of an organisation. It helps it in developing and expanding
its business by enlarging the overall profitability and productivity of entities. HRM is responsible
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for recruitment, development, training and appraisal programmes of a company to stimulate and
motivate the morals and confidence of the workers. For this, HR utilize various models,
approaches or theories to implement them more effectively. It not only manage the relations of
enterprise but also create a better recognition within the industry or among consumers.
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REFERENCES
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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.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
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.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
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Makri, M., Hitt, M. A. and Lane, P. J., 2010. Complementary technologies, knowledge
relatedness, and invention outcomes in high technology mergers and acquisitions.
Strategic Management Journal. 31(6). pp.602-628.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
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Rousseau, D. M. and Barends, E. G., 2011. Becoming an evidence‐based HR practitioner.
Human Resource Management Journal, 21(3). pp.221-235.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
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Online
Relative strengths and weaknesses of recruitment. 2015. [Online]. Available
Through:<https://www.ukessays.com/essays/business/relative-strengths-and-
weaknesses-of-recruitment-business-essay.php>. [Accessed On 22nd September 2017].
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