Human Resource Management Report: ALDI HRM Practices Evaluation

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within ALDI. It begins with an introduction to HRM, outlining its purpose and functions, with a focus on workforce planning and resourcing. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, followed by an examination of the benefits of different HRM practices for both employers and employees. It assesses the effectiveness of HRM practices in raising organizational profit and productivity and explores the significance of employee relations in influencing HRM decision-making. Furthermore, the report evaluates the impact of employment legislation on HRM decision-making and examines specific HRM practices within the context of an Executive Manager job role. The report concludes with a summary of key findings and insights.

Human Resource Management
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Contents
INTRODUCTION...........................................................................................................................3
PART-1............................................................................................................................................3
P1 Discuss about the purpose and the functions of HRM...........................................................3
Workforce planning and resourcing an Aldi...............................................................................4
P2: identifying the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................5
P3: benefits of different HRM practices in Aldi for both the employer and employee...............6
P4: effectiveness of different HRM practices in terms of raising organisational profit and
productivity..................................................................................................................................8
P5: significance of employee relations in respect to influencing HRM decision-making..........9
P6: Evaluating the elements of employment legislation and identify its impact on the HRM
decision-making.........................................................................................................................11
PART-2..........................................................................................................................................12
P7: HRM practices in a work-related within specific example of Executive Manager Job role.
...................................................................................................................................................12
CONCLUSION..............................................................................................................................15
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INTRODUCTION
Human resource management is based on the approach that can utilise or manage the entire
business activities in order to enhance overall business in context of growth and development.
HRM is being consider as process in which performed the different kind of activities such as
selection, recruitment, rewards and award. These are different kind of operational activities
performed by HRM.
This report will discuss about the function and purpose of HRM, identifying its importance
in context of workforce planning. Study will analyse the weakness, strength of selection or
recruitment approach and evaluating its effectiveness. Furthermore, this documentation will
discuss about the effectiveness of HR practices and analysing its importance within decision-
making process. However, it will describe about the different kind of element in term of
employee relation where how will impact on the overall organizational performance.
PART-1
P1 Discuss about the purpose and the functions of HRM
There are different purpose and function of HRM in Aldi in order to increase the overall
business production and sales in global marketplace. In ALDI, HR manager has a responsibility
to perform different functions within organization.
 Planning- it is consider as important part of HR manager that can make an effective plan
in Aldi for growth and development. HR manager has performed the different activities
such as planning requirement of job and make all essential resources (Armstrong and
Taylor, 2020 ). The purpose of planning in Aldi is to use all essential assets and handle
the business operations. Afterwards, it will achieve desirable goal and objective.
 Training and development- it is another important aspect of HRM that support for
increasing the skills and gaining more knowledge. Purpose of training and development
is to increase the performance of each and every employees in Aldi.
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 Performance Management- this type of activity ensure that staff members carried out all
kind of enterprise goals and objective. Main purpose of performance management is
providing the better staff members with significantly that assists in suitable decision-
making. It will help for enhancing the performance of staff member.
Workforce planning and resourcing an Aldi
In Aldi, Workforce planning is based on the procedure that help for analysing, planning of
supply or demand of HRM. There are different kind of function which related to workforce
planning.
Recruitment and selection- it is based on the workforce plan which relates to engage with
Aldi for selecting best candidate and also managing the effective talent within organization. HR
manager have an ability to improve its operational efficiency which able to increase profitability
as well as productivity in global marketplace. Recruitment and selection is the most important
role played by HR manager to find out the best candidate and achieve their goal or objective.
Reward management- it is another important objective of Aldi that can utilise the overall
business. Sometimes, Aldi provide the reward their staff members on the basis of performance
(Aswathappa and Dash, 2020). That’s why, Human resource manager can give fair or equal
chance of their staff members while inspiring or motivating towards workers.
Employee relations- In Aldi, HR manager can establish a good coordination or
communication with team members. this will help for identifying importance of workforce
planning in the employee relationship. Furthermore, it is also building a strong position of
enterprise while gaining more competitive advantage. Sometimes, HR manager has been
conducted as open session that able to need or demand of team members in Aldi.
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P2: identifying the strengths and weaknesses of different approaches to recruitment and
selection.
In Aldi, there are some important strength, weakness of recruitment as well as selection
process of enterprise in global marketplace. HR manager is mainly focused on the recruitment
process while conducting appropriate interview process that help for improving the overall
business production or sales in global world.
Recruitment Strength Weakness
Online recruitment is based
on the best efforts for ALDI
is to hire or select the
particular candidate.
Basically, company will use
different online platform
such as LinkedIn, Facebook
and advertisement.
The strength of this online
platform is helping to select
appropriate candidate and
talented employee which
make use of online
recruitment process (Krishna,
Rao and Datta, 2019). ALDI
can use different online
platform to promote the
advertisement of job
description.
The weakness of online
recruitment is to receive large
number of job applicants, so
as it quite difficult to identify
the right or fraudulent
applications. In this way, It
can be identified the weakness
of recruitment process.
Table: 1
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Selection Strength Weakness
Face to Face selection process The primary strength of this
process will help for reducing
time or cost. Aldi has been
accessed the information of
candidate in widely (Lee, Pak
and Li, 2019).
Face to Face method is
consider as complex approach
because candidate did not
answer properly of complex
questions during interview.
Psychometric test In this process, ALDI have
focused on the employee’s
aptitude in term of learning.
That’s why, interviewer can
easily identify the both
intellectual as well as
emotional skills.
The weakness of this process
where candidate feel nervous
at the time of interview
session.
Table: 2
P3: benefits of different HRM practices in Aldi for both the employer and employee.
Human resource management is based on the process and method that help for ALDI in
both employer and employee. HR manager have taken all kind of responsibility to identify the
specific need or requirement of individual (Lee, Pak and Li, 2019). In this way, it has been
established the strong coordination between employer and employees. There are different
benefits of HRM practices in ALDI for both employee and employers.
 Performance Management Strategy- if employees are not rewarding, there is no
specific point in working together. People needs some rewards in which directly affecting
on the individual people and putting efforts as they can easily achieve their desirable goal
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and objective. Without reward system, employees are slack and instead not working
properly at all.
 At that point, HR Manager is responsible for measuring the work efficiency and
designing a performance management strategy. It helps for each and every employee
where they can feel more rewarded for their work and efforts (Lee, Pak and Li, 2019). By
using reward, it is always encouraging the employees to improve their skills and
complete business tasks in proper manner.
 Conflict Management- it is kind of process that consider as important part of life. It
would be creating a coordination between one or more people. There would be chances
of conflict and stake get more high number of people where they can increase loyalty,
trust among people (Michael, 2019). HRM can take action and resolve any kind of
disruption among employee and employers. In ALDI, HR manager can deal with
different kind of disputes which would occurs between employee as well as employers.
 Improving employee turnover- HRM department is basically oversees the actual
turnover of employee. Sometimes, a high turnover can directly affecting the overall
efficiency and hurt the reputation/ brand image of enterprise. Therefore, HRM practice
would support for working to improve turnover of employee within organization. In
ALDI, staff members are considered the assets of enterprise which are extremely
important played role within different organizational activities. Even a single employee
turnover can increase cost or price so as needs to be improved within particular terms &
condition in ALDI
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P4: effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
In Aldi, human resource management is basically focused on the organizational profitability as
well as productivity. That’s why, HR manager will be implementing various kind of practices
while creating a healthy working environment or culture (Lee, Pak and Li, 2019). Afterwards, it
help for make a better decision regarding the growth of ALDI in marketplace. HRM practices are
helping the employees to increase overall business capabilities, which can possible by
implementing innovative idea in business operation.
Supportive working environment- it is one of the effectiveness of HRM practices that always
support for creating a healthy working environment for potential staff members in ALDI. In this
way, each employee can deal with complex business tasks in properly. It brings more production
and sales in global marketplace (Nankervis and et.al., 2019). HR manager of ALDI can need to
take action and promote to measure relationship employee as well as employers. In this way,
ALDI will achieve their desirable goal and objective in term of production or sales.
Competitive pay and benefits- In ALDI, HR manager is responsible person for handling all
kind of complex business operation and function in proper manner. Sometimes, it pay more
attention towards staff members, looking over their capabilities and role within organization. A
leader can establish a better coordination with team members and providing the benefits, offers
so that it always inspire or motivate employee (Lee, Pak and Li, 2019). Afterwards, it can
develop a strong relation between employee and employers. Thus, it will increase overall
business profitability as well as productivity in global marketplace.
Leadership development, performance management and other kind of talent management
are considered the important areas which is always supports for increasing high performance of
organization in global marketplace (Ogbonnaya and Messersmith, 2019). in each one, ALDI
engage with the different activities and provide the best option for staff members on the basis of
HRM practices. thus, it would support for increasing overall business profitability as well as
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productivity. Moreover, The effectiveness of HRM practices which is leading some to add more
value of their employees to balance profitable sheets.
The effectiveness of HRM practices with the biggest impact on the bottom line of
enterprise. Afterwards, it will influence on HR strategies at ALDI all around the globe. HR
manager in ALDI will invest time, money and more attention in order to build a highly team.
Afterwards, it will be achieved desirable goal and objective of enterprise.
P5: significance of employee relations in respect to influencing HRM decision-making.
Maintaining the healthy employee relations in ALDI is considered as pre-requisite for
organizational success. A strong employee relations are always supports for increasing
profitability as well as productivity in global marketplace. it may support for satisfy both
employee and consumers (Yong, Yusliza and Fawehinmi, 2019). The relation of employee is
mainly deals with avoiding and resolving any kind of issues, concerning about individuals which
might arise with great influence of work. A strong health relation is mainly depending on the
healthy environment and involvement or commitment of all different staff members.
There are significance of employee relations in respect to influence human resource
management decision-making. -
 Work become easy if each and every employee can share their own opinion, preference
towards organization. A healthy relations will support for handling workload and increase
productivity. Sometimes, it must divide the equal responsibilities of team member where
they can accomplish with assigned tasks. In some case, it may support for taking
important decision regarding business growth and development.
 An individual feels motivated in ALDI of other, relationship a strong trust between team
members (Yong, Yusliza and Fawehinmi, 2019). During tasks, each and every staff
members feel secure or confident so that they can share their own opinion regarding
business growth and development. Afterwards, it will be delivered the best things. At
certain point, one colleague can share their innovative idea with other people and try to
implement in ALDI decision-making process.
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 In Aldi, a healthy employee relations are always encouraging the employee to resolve any
kind of conflict among them. Therefore, many individual people tends to adjust more and
identifying faults in each other’s. Individual people do not waste their time in
meaningless conflict and always tried to resolve dispute and concentrate on the work.
Afterwards, it will strive hard to perform different tasks effectively and efficiently.
 An effective employee relation will support for reducing problem or issues at workplace.
In ALDI, each and every employees are serious about their work and feel like coming
office and putting more efforts (Yong, Yusliza and Fawehinmi, 2019). Employee can
perform different activities in workplace, without complaint against each other. In order
to give the best one. Afterwards, it help for decision-making process of business growth
and development.
 A warm relation between team members so that they would come to help each other. In
order to create a positive environment or culture. This will help for increasing the overall
business production and sales (Lee, Pak and Li, 2019). Therefore, it is also supporting the
overall business to make a better decision regarding growth and development.
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P6: Evaluating the elements of employment legislation and identify its impact on the HRM
decision-making.
In ALDI, legislation related the employment which help to provide equal right of their staff
members. So as they can perform different operational task effectively and efficiently. An
effective rules and regulations are basically establishing a healthy working environment which
allows to eliminate or remove any kind of discrimination or harassment.
There are different kind of employment legislation and their impact on the ALDI decision-
making process.
Equal Pay act 2010- it is a type of act which mainly used by ALDI, providing the better fair
or equal treatment of their staff members. Afterwards, it will be promoting the staff members in
context of welfare opportunities (Yong, Yusliza and Fawehinmi, 2019). This kind of equal act
will help for employee where they can take increment, benefits on the basis of employee
performance. At certain level, it would be increasing the discrimination between men or women
regarding pay scale. In this way, this type of equal pay act will help to provide the equal right of
each and every employee in organization. Without any kind of discrimination, it should made on
the basis of salary, wages to men or women for equal works.
The employment Right act 1996- this type of legislation is mainly representing the essence
and aid to create an effective framework. It help for providing the every right in modern labour
act in UK. In this way, HRM of ALDI has been implemented employment legislation and
follows to give different kind of benefits, advantages. Sometimes, it help for ALDI to protect or
secure employee in context of redundancy, dismissal and other parental leave. Thus, ALDI needs
to compliance with specific employee right and also promote to the effective working
environment or condition.
Health and safety act 2015- this kind of legislation is based on the employee welfare
which is mainly focused by ALDI. In order to provide all kind of health related policies so that
they can protect themselves (Lee, Pak and Li, 2019). Because it has more chances where
employee can injured at the workplace. In this way, this type of health and safety related act will
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help for providing all type of facilities and service. It is considered the most important legislation
that needs to be adopted by ALDI in workplace. Afterwards, it would be maintained all type of
health or safety related processes. In this way, it will directly impact on the HRM decision-
making process, identifying the suitable need or requirement.
PART-2
P7: HRM practices in a work-related within specific example of Executive Manager Job role.
In ALDI, HRM department has been conducting the job description advertisement,
promoting the specific need or requirement of candidate in particular job role of Executive
manager.
Job Description
Job profile- Executive Manager
Location- Western Europe
Job needs-
 Developing an effective idea in order to handle the all kind of marketing processes
 Implementing an innovative technologies in context of business performance
improvement.
 Identifying the specific need or requirement for organization.
Job Role-
 Arranging and Managing all kind of planning related market strategic
 To develop as documentation and report to the Manager
 Solving any kind of business complex problem during task execution
 Analysing and identifying specific need or requirement of project.
 Implementing the market strategies to improve overall business operations.
CV
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