Human Resource Management at ALDI: Analysis and Evaluation

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at ALDI, a German-owned discount supermarket chain. It begins with an overview of ALDI, discussing its competitive market position and core values. The report then examines the purpose and functions of HRM within the organization, including workforce planning, employee relations, motivation, recruitment and selection, training and development, and performance appraisal. It critically evaluates different HRM approaches, focusing on the strengths and weaknesses of recruitment and selection processes, and the effectiveness of employee relations, employee engagement, and organizational flexibility. The impact of employee relations and employment legislation on HRM decision-making is also assessed. Finally, the report highlights the application of HRM practices in a work-related context, providing a holistic view of HRM at ALDI.

Human resources management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. An overview of the ALDI.......................................................................................................1
2. The purpose of different HRM functions and key roles and responsibility of HR functions. 2
3. An assess the different approaches HRM practices by critically evaluation of strength and
weakness of recruitment and selection process...........................................................................4
4. The effectiveness of employees relation, employee engagement and flexible organization.. 7
5. Employee relation and employment legislation affect to HRM decision making..................9
6. Critically evaluate the employee relation and application of HRM practices affect to
decision making........................................................................................................................10
TASK 2..........................................................................................................................................10
7. The application of HRM practices in work related context..................................................10
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resources management is main practices of recruiting, hiring, developing and
managing organization and its employees. An example of HRM is the way where company hire
new employees and train those new workers for best result of work. It is strategic approach to the
effective management of peoples in company. That is help to business gain a competitive
advantages (Bratton and Gold, 2017). The present study is based on the “ALDI” which is the
common brand of German owned discount supermarket chain. The study lays emphasis on the
purpose and function of HR practices in organization. Report will explain by the strength and
weakness of different approaches of recruitment and selection process. This will explain by the
benefits of different human resource management practices within the organization for both
employer and employees. Study will evaluate different HR practices in terms of rising profits
and productivity of company. The report will covered by importance of employees relation with
respect to influencing HRM decision making. Study will identify the key elements of employee
legislation and its impact upon HR decision making. It will also highlighted by the application of
different HR practices in work related context.
TASK 1
1. An overview of the ALDI.
ALDI is the common brand of supermarket chain which is owned by two German family
on discount basis. This is consist German operations of Aldi Nords's 35 individual regional
companies with 2500 stores in western, northern and eastern Germany. The company serves
various products like food, beverages, household essentials and so on. This food retails chain is a
highly competitive market. The company manager is understand the needs and wants of
customers in effective manner and also try to satisfied them by providing best quality of product
and services. Their competitive pricing strategy reducing quality of products and services at
marketplace. The core purpose of Aldi is to provide values and quality to customers by being fair
and efficient. Everything company is focused on giving customers values for money (Buil,
Catalán and Martínez, 2016).
ALDI is the exclusive brand allows to provide the same quality of product and services
without any hidden costs which is associated by national brand by marketing and advertising.
The company has build and operates stores more efficiently which is help to stable their prices
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low without compromise with quality of products. Presently ALDI is delivers amazing products
at lower prices delivered fresh meets as per customers needs and wants. This give new ways to
business and success in effective manner.
2. The purpose of different HRM functions and key roles and responsibility of HR functions.
Human Resource management can be defined as a systematic practice of managing staff
relations, balance, leverage and use internal capabilities and skill of the employees. The focus of
ALDI is on the purpose and function of HR that is utilising in the organisation in developing the
internal environment.
Purpose of HRM
Purpose of HRM are as follows;
Workforce planning- The main purpose of HRM in Aldi is to develop plan for every
employee in the company regarding their task allocation through analysing their skills and
abilities. Along with it, HRM also have their focus on ensuring that the work or task is
distributed as per the capability and knowledge of employee.
Building employee relation- HRM also aims to create an environment that promote
health relation of employees with the company and with their job (Northouse, 2018). Building
positive relationship improve the work environment.
Motivation- Another purpose of HRM is to encourage and motivate the staff of the
company in order to improve their performance and for effective outcome. Motivation can be
provide to the staff by fulfilling their basic needs and conducting various programmes that
enhance their skills to perform better.
When HR of Aldi is not performing the functions, roles and responsibilities is to oversee
current satisfaction of employees and productivity and is responsible to ensure that the
workplace is running efficiently.
Functions of HRM
There are various functions of HRM of the Aldi, such as;
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Recruitment and selection- This is the very essential function perform by the department
of Human resource in ALDI. Under recruitment process, HR is responsible for identify and
attract potential candidate with the purpose of employment and influence them to apply for the
vacant job post in ALDI Functions of HRM, 2019). On the other hand, the selection process
enable HR to screening and selecting the best person amongst them with best fitted skills. Proper
recruitment and selection process assist the company by providing the best talented person that is
able to accomplish business objective.
Training and Development- This function of unit of HR performance to develop the
skills and knowledge of the employees. HR conducted various training and development
programmes in the company. In the training function, employees get new skills and in the
development function, staff get able to improve their existing skill. Training and development is
an effective function provide necessary training to the staff in order to improve their skill and
knowledge. It improves the performance and make them able to achieve the organisational
objective effectively.
Performance appraisal- Under this function of HRM is responsible to identify that the
employees are reaching to the objective through their performance or not. The evaluation can be
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Illustration 1: Functions of HRM
(Source: Functions of HRM. 2019)

done on the basis of the performance and work pattern and also evaluate the areas of
improvement that can make the performance much better and achievable ((Lussier and Achua,
2015). Through performance appraisal, HR able to provide training or coaching as per the area of
improvement.
3. An assess the different approaches HRM practices by critically evaluation of strength and
weakness of recruitment and selection process.
There are various and different approaches of HRM practices which are help to maintain
employees and workforce at organization. The different Human Resource Management practices
are workforces planning, recruitment and selection, development and training, performance
management and reward system. Those are very important for managing workforce at ALDI.
The explanation of each approach are as follows:
Workforce planning:
Workforces planning is best approach that is help to maintain work at organization. With
the help of this manager of ADLI is able to manage work and this highly beneficial for
employees and employers of company. This includes identifying and assessing current
manpower inventory and also forecasting the future needs by coping ALDI in market. For
example: if manager of company is align the proper work as per the needs of company than it is
help to achieve objectives of company (Cascio, 2015). This is beneficial for employer and
employee because with the help of this employee get their work on time by understand roles.
Other hand, with the help of this employer not explain roles and task to employee on daily basis.
By this, workforces planning is highly beneficial for employers and employee of ALDI.
Performance management:
Performance management is best and effective practice of HRM in ALDI company. This
help to manage employees performance and this is highly beneficial for employees and employer
of company. This includes monitoring and assessing employee performance by observation. For
example: observation of employees performance and check that is very important and effective
for company manager because with the help of this manager is identify the problem and
requirement of training. Here, is need to ALDI manager to done performance management for
better result of work. This practice is highly beneficial for employee and employer of company
because with the help of this employer is able to find the needs of employee related to work and
give training as per needs. Other hand, employee have chance to improve their work and skills.
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Rewards system:
Rewards system is also best and effective practices. This help to motivate employees in
effective manner by providing financial and non-financial rewards both are approaches of
rewards system. Financial rewards are refers the cash price, bonus and overtime money. Other
hand, non-financial rewards refers the motivation through special comment, promotion and gift
prizes (Chelladurai and Kerwin, 2018). Those are give positive impact on employees mind. For
example: employees are feel demotivated and not happy with workplace. In this manager of
ALDI company have to give rewards system by using non-financial reward system because it
gives long term impact on employees mind and also positive impact. This is beneficial for
increasing profit and productivity of ALDI because with the help of this employees are
motivated and motivated employees are give hard contribution for achieve goals and increase
profit and productivity.
Training and development:
Training and development both are different from each other training is the learning
process for new employees. Other hand, development is the activity for existing employees for
grow and learn. The training process have two methods on the job and off the job training.
 On the job training method is consist train their employees on workplace by taking class
and job rotation Jon rotation is best training practice in this employee learn different job
roles by addressing different job roles (Hannis Ansah and et.al., 2018).
 Off the job training is refers train their employees by game and case study. In this
employer is create case for employees and employees are try to solve this and give
solution as per requirement.
 The development is the process where existing employees are learn more from taking
class and done study.
In this manager of company is use on the job training method for train their employees in
effective manner. Other hand this is beneficial for increasing profit and productivity of company.
For example: if employees of company are get proper training and employer organize this
as per needs of employees than employees are address their roles and responsibilities in effective
manner. With the help of right and correct work, profit and productivity of company is increases
in effective ways.
Recruitment and selection:
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Recruitment and selection is the best HRM practices with the help of this employers of
ALDI company able to hire best and eligible candidates for team work in company (John and
Björkman, 2015). There are various approaches of recruitment and selection process which are
as follows:
Recruitment process:
Recruitment is the crucial part which is help to developing and maintaining effective and
efficient team. The good and best recruitment plan is help to stop wastage of time and money.
There are two types of recruitment process internal and external recruitment.
Internal recruitment process
The internal recruitment process is best recruitment process which is help to fulfilling vacant
post in organization by promoting and transfer of employees. This allow to ALDI manager to
manage motivation of employees which is highly beneficial for improving staff productivity.
Strength Weakness
 The main strength of internal
recruitment process is job analysis,
with the help of this management of
company is able to identify those
employees who are suitable for
customer services assistant (Kaluza and
et.al., 2018).
 It is requires management for develop
program for critical evaluation of
employee ability.
External recruitment process
The external recruitment process is assessment of candidates from pool as per job vacancy in
ALDI organization.
Strength Weakness
 This method is supported for diversity
at workplace which is support to
innovation.
 This method is support in contemporary
vacant post.
 This method is highly time consuming
process.
 The external candidates are demand
more remuneration and benefits.
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Selection process:
Selection is the process of selecting best and eligible candidate for team by taking test
and interview.
Ability and aptitude tests
The ability and aptitude test is measures and individual intellectual ability of candidates. This
includes the skills, verbal reasoning, technical skills and written skills of employees.
Strength Weakness
 The main strength of this, this help to
determine new candidate is able to
standing in company or not (Keegan
and et.al., 2018).
 The weakness of this method is to
identify the written skill only rather
than verbal communication skills.
Interview process
It is the process of multi stages process for hiring candidates as per asking some related
question which customers services assistant.
Strength Weakness
 The main strength of interview process
includes analytical, communication and
leadership skills.
 This includes the hard and soft skills
but that is not knock out of contention
for the role.
4. The effectiveness of employees relation, employee engagement and flexible organization.
The effectiveness of employee relation, employee engagement and flexibility in
organization is the beneficial for the company to improve profit and productivity of employees.
Employee relation:
Employee relation is best part of company which is important and effective for the
business and its growth. Employee relation is main strength of employer and employee
relationship by identifying and resolving workplace issues and measuring employee satisfaction
and morale and providing support to company performance management system. This is highly
required for high productivity and human satisfaction. There are importance of employee relation
are as follows:
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 Increased productivity: Employee relation is help to increased productivity of company in
manner to achieve goals and objectives of ALDI company.
 Enhanced motivation: Increased employee morale and motivation is one of the best and
primary benefits of the good employee relation (Massingham and Tam, 2015). Good
motivation is highly important and effective for the business and its growth because with
the help of this employees are able to give their hard contribution for achieve goals and
objectives of company.
For example: if employer of ALDI company, try to maintain positive relation between
employees. This is effective and valuable for the company in order to achieve goals and
objectives of company. For improve employees relation employer should use best HRM
practices are rewards and fair compensation etc.
Employee engagement
Employee engagement is also important and effective part of the company. This is
important for company to maintain their employee engagement at ALDI company. This is
effective for company because this help to reduce staff turnover, improve productivity and
efficiency of employees. For example: if in the company not have employee engagement in
proper manner than employees are able to done work in effective manner because this help to
achieve goals of ALDI by improve productivity and efficiency of employees.
Flexible working practices:
Flexible working practices are important and effective for the business. For understand
the flexible working practices here is use Atkinson flexibility model.
Atkinson flexibility model is consist with three flexibility within the organization. These
flexibility such as functional flexibility, numerical flexibility and financial flexibility. The
detailed description are as follows:
 Functional flexibility: the functional flexibility is associated with the high skill level at
different types of employees in different task and Projects.
 Numerical flexibility: this is applied on the lower skilled employees which are available
in the labour market in effective manner.
 Financial flexibility: this refers the capabilities of the organization in order to adjust the
price employees as per supply and demand of employee of company.
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This will be effective and valuable for the ALDI company in order to achieve objectives of
company.
5. Employee relation and employment legislation affect to HRM decision making.
Employee relation is also impact to company. It is very important to improve their
relation with others employer of ALDI can give fair treatment to employees. The importance of
employee relation in order to impact HRM practices are as follows:
 Work become easy and best by sharing all information to employee. In that employee's
relation is also important because of good relation with others are help to complete their
work on time. This can impact to decision-making because in that work result can get
wrong if both are not able to understand that.
 Most of the time they employer are missed important point which can affect to decision
making process because that is not in favour in employees. By this employee relation is
impact to the HRM decision-making (Noe and et.al., 2017).
Employee legislations are impact to HRM decision making process of ALDI company
which is important for company to provide legal structure of company. There are various
legislation which are as follows:
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Illustration 2: Atkinson flexibility model
(Source: Atkinson flexibility model, 2018.)

Employment rights act 1996:
Employment rights act covers the major aspects of relation under employment includes
particular leaves, study, training and termination. This can impact to the decision making process
of HRM ALDI. For example: if employee of company is want leaves for their personal reason in
that manager of company have to give and allow them to take leaves. This can affect to decision
making process because in this they have to provide paid leave to employees. Otherwise, they
can take action against of emplyees.
Workers compensation act 1923:
Workers compensation act provides payment to employees against of their injuries and
accident which is happens at organization. This can impact to HRM decision making process of
ALDI. For example: employee is injured in company at the time of working on machine. In this
company manager have to pay compensation to them against of their injuries (Reilly and
Williams, 2016). By this HRM decision making is impacted by taking decision as per this act
and laws.
Those are employment legislation which are impact to HRM decision making process of
company.
6. Critically evaluate the employee relation and application of HRM practices affect to decision
making.
 Reward system is best HRM practices that is highly important and effective for the
employee relation. This is provide best positive impact on employees relation. Like
employees are performed task with best result and outcome. In this employer can give
reward for their work. By this employees are happy and give best for improve work result
is the best and effective (Sparrow, Brewster and Chung, 2016).
 Fair and performance based compensation is best of build best employee relation. If
employees are done their work in same result, in this manager of ALDI can give fair
compensation to their employees. By this feel motivated and satisfied and loyal for
company. Other hand, if employer are not treat same than it impact to HR decision-
making process by creating issue between employees.
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TASK 2
7. The application of HRM practices in work related context.
The HRM practices in work related context are as follows:
Job description:
The job description is important and effective document which is give proper and
effective description of each details which is concerns with scope, duties, tasks, responsibilities
and working condition in work related context are as follows:
Job description for – customers services assistant.
Job Title: Customers services assistant
Company name: ALDI, supermarket chain
Roles and responsibilities: Answering customer enquiries
Arranging customers services
Track records of over achieving quota
Ability to multi task
Qualification: Bachelor and master degree in marketing and sales. (CIPD)
Job description for – Security officer.
Job Title: Security officer
Company name: ALDI, supermarket chain
Roles and responsibilities: Be alert and vigilant
Make themselves visible
Observe report
Qualification: High school diploma/ GED of 6 months
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Person specification:
The person specification is description of qualification, skills, experience, knowledge and
other attributes. The person specification are as follows:
Person specification for – Customers services assistant
Job Title Customers services assistant
Date:
Qualification required Essentials Desirable Met
High school diploma in
marketing and leadership
(CIPD)
Bachelor degree in sales
Yes
Yes
Experience needs
Approximate 2 years
experience in same field.
Experience required in CRM
Yes
Yes
Skills required
Customer services
Product knowledge
Quality focus
Listening and
communication skills
Yes
Yes
Yes
Yes
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Computer skills Yes
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Person specification for – security officer
Job Title Security officer
Date:
Qualification required Essentials Desirable Met
High school diploma in
security filed
Agreement to complete a
GED program within six
months
Yes
Yes
Experience needs
Approximate 2 years
experience in same field.
Experience required in GED
Yes
Yes
Skills required
Patrolling
Low enforcement
Attention to details
Listening and communication
skills
Customers services
Yes
Yes
Yes
Yes
Yes
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CV for – customer services assistant
NAME: John smith
ADDRESS:
CONTACT NUMBER:
EMAIL ID:
SUMMARY
Personable customer services experience is highly energetic, outgoing and detailed oriented.
Handle multiple responsibilities like providing exceptional customers services, building
proactive working relationship.
WORK EXPERIENCE
I have experience in 2 year experience as a customer services assistant farm foods.
8 months experience in farm food retail assistant.
EDUCATION
Maths & English standard grade general
High school diploma in marketing and leadership
SKILL
Ability to be friendly in different task
Confidence on giving advice and information
Having good stamina to keep going
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CV for – Security officer
NAME: Tyler Deleon
ADDRESS:
CONTACT NUMBER:
EMAIL ID:
SUMMARY
Focused on security guard capable of acting quickly in event. Equipped with the excellent
memory and awareness of surrounding peoples, event and facilities.
WORK EXPERIENCE
I have 2 year experience as an Security officer at Deltra bank.
7 months experience as an security officer in Emerson financial.
HIGHLIGHTS
knowledge of criminal law
CCTV surveillance
Solid work ethic and integrity
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Offer latter
Subject: ALDI, job offer
Dear John
ALDI is pleased to offer you the position of customers services assistant in ALDI supermarket
chain company.
The start date of job is to be July 10 2019. enclosed with this letter is out welcome package with
outline the benefits and salary as well as policies.
Please sign in order to acknowledge receipt and your experience to the our team.
Best,
John Smith,
Human resource
ALDI.
CONCLUSION
From the above study it had been concluded that the Human resources management has
important part of company. The main purpose of HRM practices has to provide best environment
and improve quality of work. Internal and external recruitment method helped for hire and select
eligible candidate for team. HRM practices has important and beneficial for company for
increase profit and productivity of company. Workers compensation act, employment rights act
has impact to company police and decision-making process.
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REFERENCES
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Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
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function as perceived by managers and professionals. Human Resource Management
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Lussier, R. N. and Achua, C. F., 2015. Leadership: Theory, application, & skill development.
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New York, NY: McGraw-Hill Education.
Northouse, P. G., 2018. Leadership: Theory and practice. Sage publications.
Reilly, P. and Williams, T., 2016. Global HR: Challenges facing the function. Routledge.
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