Human Resource Management Report: Aldi's HRM Functions and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Aldi, a global discount supermarket chain. The report begins by outlining the functions and purposes of HRM, including payroll and timesheet management, within the context of Aldi's organizational goals. It then delves into Aldi's recruitment and selection methods, evaluating the strengths and weaknesses of internal outsourcing and interviewing/pre-selection processes. The report further examines various HRM practices, highlighting their benefits for both employers and employees, such as promoting positive behavior, building a flexible workforce, and employee development. It also explores how effective HRM contributes to clarifying strategic direction, enhancing staff competencies, and improving performance management. The report emphasizes the importance of employee relations and the ways in which Aldi fosters these relationships. Finally, the report concludes with a summary of key findings and a discussion of the impact of employment legislation on Aldi's decision-making processes.

HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION.......................................................................................................................................3
TASK1........................................................................................................................................................3
P 1...........................................................................................................................................................3
P 2...........................................................................................................................................................4
TASK 2.......................................................................................................................................................6
P 3...........................................................................................................................................................6
P 4...........................................................................................................................................................7
TASK 3.......................................................................................................................................................9
P 5...........................................................................................................................................................9
P 6.........................................................................................................................................................10
TASK 4.....................................................................................................................................................11
P 7.........................................................................................................................................................11
CONCLUSION.........................................................................................................................................12
REFERENCE............................................................................................................................................13

INTRODUCTION
Human resources consists formal system in which people work within the organization in
systematic manner. In respect to this, managers have responsibility towards the enterprise in term
of staffing, employee compensation and their benefits (Byron and Khazanchi, 2012). In this
context, they are design company products and services. Present report based on Aldi which
leading in global discount supermarket chain in more than 10000 stores in 18 countries. In
addition to this, they are operates in different countries such as Ireland, UK, Australia and many
more countries. It is private retailer company which makes their profits through various
operations in food and drinks products. In this context, report covers functions and purpose of
the HRM within the cited firm. Furthermore, it covers strength and weaknesses of different
approaches of recruitment and selection process of the organization. Moreover, it also evaluates
different HRM practices which can be used by firm. In addition to this, report also identifies key
elements of employment legislation which create impact on the decision making of the company
operations.
TASK1
P 1
In order to considered purpose and functions within the company, HRM play significant
role within the enterprise. In this context, Aldi manager adopt new technologies take place which
helpful to make effective transactions within the company. This is because; they are work for
measuring business performance and planning to achieve objectives in systematic manner
(Cerasoli and et.al., 2014). There are different types of functions and purpose can be considered
by cited firm manager for organizational goals and practices.
Functions of the HRM
To changes in HR workflows, business develops various functions for completion of the
firm objectives (Ebert and et.al., 2014). Following functions can be carry by Aldi’s to develop
their planning process for achieve organizational goals:
Payroll module: In this aspect, manager of cited firm connect task that had been vast in the
management areas. With the help of software, cited firm maintain their payment areas for

employees. It will assist to make positive relations with workers of the company. In addition to
this, it also contains group actions, performance level, taxes and deduction from the salary
(Hatten, 2015).
Timesheet schedule: In this aspect, manager consist timesheet which is known as period module.
This assists to arrange timing for completion for project and accounting for workers within
Aldi’s. It makes sure that all transactions are cover with appropriate timing which can be taken
as analysis of the business functions (Hülsheger and et.al., 2013).
Purpose of the HRM in planning
Various types of purpose take place within the organization which considered very
important role through enterprise achieve objectives. Human resources are responsible for
making plan through Aldi can achieve organizational objectives. It is advantage for the business
as they can make their transactions very effective (Järveläinen, 2013). Following are the purpose
can be taken within the cited firm:
Business activities: Human resources management emphasize on series of business activities and
procedures that can be taken by the business. In this context, policies and procedures consist
which make expectations of the employees and their benefits very high. As results, it will assist
to make planning process effective in Aldi.
Plan: Human resources developing program design to make performance and expectations at
very high level within the organization (Moenkemeyer, Hoegl and Weiss, 2012). It will help to
Aldi make effective planning process through they can make policies and procedures to control
the selection process which make development of the organization.
Classification: In term of considering plan and procedures, which attract and retain employees
through business, will achieve their goals (Wickens and et.al., 2015). In this context, HRM of
cited firm determine most important responsibilities based on goals of the organization. In this
context, Aldi identify job titles and training and development for the employees of cited firm.
P 2
There are different aspects which can be considered by the cited firm for recruitment and
selection process. In this context, following methods can be explains in Aldi enterprises:

Recruitment method: In order to carry recruitment method within the organization, cited firm
can use internal outsourcing. In this method, they can demonstrate practices of advertising for
new or recently placed job within the organization (Bratton and Gold, 2012). Various businesses
are uses this type of method, which help them to recruit member within the organization. It is
also used by Aldi through they can determine their job for the employees of the firm. This
method consist strength and weaknesses which are as follows:
Strength
 It is help to gain skilled and effective member within the organization.
 Only few training needed in this method (Budhwar and Debrah, Eds., 2013).
 Help to make loyalty among various members.
Weaknesses
 It considered more cost for recruitment of the member within the company.
 Require more research for choose right candidate.
 UN predicts method.
Selection method: Interviewing/pre-selection is the most beneficial method for the organization
(Jiang, Lepak and Winkler, 2012). In this context, Aldi make their operations through conducting
interview schedule within the organization. When business conducting interview for their
selection, they are not focus on solely on candidates’ experience. In this method considered
following strength and weaknesses within the organization:
Strength
 It will beneficial for making hypothetical scenario within the company.
 Cited firm can easily solve and evaluate present problems
 Focus on every aspect of employee (Mendenhall and Osland, 2012).
Weaknesses
 It is not useful for making long term objectives.
 Interruption takes place within the organization.
 Make focus on every element of the employee answer.

TASK 2
P 3
Human resources management involves various practices that can be taken by manager
and employees as well (Shafritz, Ott and Jang, 2015). It will helpful for both employee and
employer as well. HR manager included various program and practices that can be measure by
the enterprise for performance management, hiring, firing, training and employee benefits within
the company. In this context, following benefits can be considered by business for its employer
and employees:
For employer
In order to make effective decisions within Aldi, following benefits can be consist for
employer:
 Promoting positive behavior: Successful organization create positive working
environment for the employer (Stahl, Bj and Morris, 2012). It will assist to keep happy
and productive to employer for the Aldi operations. In respect to this, HRM practices
reinforce and reward to the employer for considered effective operations within the
business environment.
 Building flexible workforce: HRM practices considered effective working environment
through organization can take place for development of the company. In this context,
manager of Aldi has new opportunities through they will able to demonstrate different
conditions within the business. It will make sure that business can make their transactions
very effective through concerning positive impact on the business performances
(Salvendy, 2012). Due to disability of the employer of other person, organization has to
consider this point on employees.
 Retail to qualified employees: Through providing increased access and flexibility in the
employees’ benefits, employer of Aldi not only recruits but also retain on qualified
employees for the organization. With the providing benefits to employees, employer
manages high risk coverage at very low cost and make burden of the organization at very

low (Byron and Khazanchi, 2012). Employee benefits consists improvement in
productivity because employees are more effectives with they are assured of security for
themselves and their family.
For employees
 Developing employees: HRM practices satisfy employees and encourage them to
contribute their participation for business goals. In respect to this, workers of Aldi can
increase their knowledge and skills towards the business with the help of HRM practices.
In addition to this, effective organization capabilities create positive impact on the
business operations because it assists to enhance employees’ performances (Cerasoli and
et.al., 2014). In this aspect, organization can provide employees education, training and
development which can be used to share and use of knowledge.
 Motivating workers: Manager must maximize employees’ performance through
considered HRM practices. In this aspect, employer of Aldi needs to hire those
candidates that are works in the organization very effectively (Budhwar and Debrah,
Eds., 2013).. In this aspect, successful managers implement practices which motivate to
employees towards the business operations so that they will achieve their objectives
easily.
 High satisfaction from company operations: In order to considered HRM practices,
employees are satisfied with the company operations (Moenkemeyer, Hoegl and Weiss,
2012).. In respect to this, they are feeling proud towards Aldi objectives and their
manager. In addition to this, they are enjoy to personal life and disability insurance
towards the business objectives so that it create impact on them as they are feel very
satisfied.
P 4
HRM practices consists very important role within the organization and it considered
managing employees and other people to make effective performances of the company
(Hülsheger and et.al., 2013). Main aim for considering it in the Aldi, is to establish more open,
flexible and carrying management style so that members can motivate and develop functions

which support to department of the company in term of their mission, and vision. Good HRM
practices help to achieve organizational goals and objectives which require enhancing
productivity of the company (Jiang, Lepak and Winkler, 2012).. in respect to considering HRM
practices, following are the effectiveness can be considered within the company:
 Clarifying department strategic direction: In order to make effective position in the
organization, HRM practices help to achieve goals with considered direction to strategy
of Aldi through its vision, mission and statements. As results, firm can make their profits
with making operations very effective. With the help of managing people effectively for
performance, business can open communication for every individual of the organization
which tied to department objectives and development of employees performances (Stahl,
Bj and Morris, 2012)..
 Enhancing staff competencies assist to perform better within the firm through Aldi
operations. In respect to this, enterprise can deliver quality services through training and
engaging staff for developing services and culture through enterprise can identify their
goals and mission. Cited firm can easily make their operation in different part of the
world with adopting HRM practices. Thus, it creates positive effectiveness within the
firm.
 With the help of manpower planning, systematic information can be take place (Shafritz,
Ott and Jang, 2015). It will assist to cite firm as they will able to make clear plan with
actions programs which fill gap between demand and supply system. It also considered
major role in review and updating the plan of Aldi.
 Further, performance management system helps to senior management which support to
the organization and commitment in allocating the resources according to the priority of
functions (Byron and Khazanchi, 2012). It will assist to setting objectives which are
started from top of the environment which can be linked systematically to the department
objectives.

TASK 3
P 5
In respect to considered employee relation, there are variety of ways through organization
can make their relations within the firm. In respect to this, it will assist to make positive
outcomes through making organizational goals. In this context, Aldi has following importance
for which they focus on employee relation:
 It makes work easy: With the help of employee relation. Cited firm make their work very
easy (Shafritz, Ott and Jang, 2015). In respect to this, Aldi share their work among
various members so that they are not feeling burden on the organizational operations. It
will assist to maintain cooperation among several members together so that decision can
be taken as soon as possible. Hence, it creates positive impact on the company operations
in term of sharing responsibilities (Hülsheger and et.al., 2013).
 Individual not able to take decisions by self: In the organization only one member cannot
take decisions easily because they are not understood what is right and what is wrong.
Thus, various employees are participating in the business decisions which make positive
outcomes within the firm (Cerasoli and et.al., 2014). In addition to this, different
members who are work in Aldi, have different ideas through they can make their profits
at very high level.
 Employees work together as family: In Aldi, several employees take place
simultaneously so that they are taking responsibilities towards the members as family
members. As results, they are sharing their roles at the workplace so that it is very
important for making positive outcomes within the firm (Moenkemeyer, Hoegl and
Weiss, 2012).
 Encourage to employees towards the organization operations: In order to take business
decisions, Aldi make several programs through they can motivate their employees
towards the business objectives. In respect to this, they are sharing their roles and
responsibilities towards the members so that they will able to take effective decisions
which make positive outcomes for the business (Jiang, Lepak and Winkler, 2012).

P 6
In order to make different activities within the organization, there are various types of
legislation considered which make impact on the company operations. With the growing time,
different laws and legislations developed which create impact on the Aldi’s functions. In respect
to this, following legislation considered within the enterprise:
 The Employment right Act 1975: According to this Act, cited firm need to protect
employees rights so that they can maintain their workers within the organization
(Hülsheger and et.al., 2013).. Thus it provides a range of contractual rights for employees
of cited firm which includes entitlement of payment system for employees. In addition to
this, it consist national minimum wage for employees. In this Aldi includes their terms
and conditions towards the business operations. It determines protections against unfair
treatment towards the work of employees.
 The Sex Discrimination Act: In this act, organization protects their employees against
discrimination on the place in term of gender firm (Moenkemeyer, Hoegl and Weiss,
2012). For instance, Aldi can make their operations in term of job advertisements. In
addition to this, they have to create fair and equal treatment in selection process of
employees towards the employees in company. Thus, cited firm have to give
opportunities for training program to both male and female.
 The Equal Pay Act 1970: With the help of this act, organization set out that their
employees whether they are male or female, receive same payment. Thus, Aldi can
protect their employees towards the business operations. Hence, it will create positive
impact on the company operations and their employees as well (Cerasoli and et.al.,
2014).
 The Race Relation Act 1976: According to this act, it is illegal to considered
discrimination at the workplace in term of sex. Thus, cited firm need to avoid it, for
creates loyalty towards the employees.
 The disability discrimination act 1995: This act is applies on those organizations that
have employees more than 20. This type of act require to create proper accommodate
which fulfill needs of the disable person of the organization (Jiang, Lepak and Winkler,
2012)... In Aldi, this act is defines as discrimination in term of creating favorable

environment for them through organization can protect their employees. Cited firm have
to treat same as they are treating to all employees.
 The employment relation act, 1999: According to this act, Aldi have to recognize trade
union where 40% of total population people can take part that are eligible for job in the
organization. Majority of those people can take participation within the organization who
have right to make positive decisions within the company (Shafritz, Ott and Jang, 2015)..
TASK 4
P 7
Organization cannot make their effective functions without HRM so that it is essential
that Aldi have to make their transactions according to their objectives. In respect to this,
following key elements can be considered within the enterprise which makes effective results for
the company. It includes following terms within the cited firm:
 Recruitment and training program: It is major responsibilities for the manager of cited
firm (Cerasoli and et.al., 2014). They are come up with various plans and strategy that
can be taken as important sources within the company. As results, it will make effective
transactions for the organizational performances. When Aldi needed training for new
employees of the company, they have to admire their training method for their
employees. As results, they will easily increase performance of employees within the
workplace. For example, cited firm wants to take new employees for their organization,
so that they have to demonstrate roles and responsibility towards the manager to
complete this task in effective manner firm (Moenkemeyer, Hoegl and Weiss, 2012).
 Performance appraisal: In order to make effective results within the organization, HRM
of Aldi encourage to various candidates for making effective operations within the
environment. In respect to this, organization give work to their members according to
their qualifications so that they can increase performances of employees towards the
business objectives. For instance, if organization wants to make their operations in new
country they have to communicate employees’ roles and responsibilities towards the
enterprise. It will assist to them, to enhance efforts of the company towards the achieving
objectives of the chosen enterprises (Hülsheger and et.al., 2013)..

 Developing public relations: In this aspect, HRM of Aldi has responsibilities to make
effective public relationship with the considered it in great level. In this context, they are
play very important role within the company with establishing meetings, seminars and
other official gathering towards the business objectives (Jiang, Lepak and Winkler,
2012). In respect to this, cited firm can put their efforts through they will achieve their
goals within the company environment.
CONCLUSION
From the above report it can be concluded that cited firm has different functions and
HRM purpose through they will demonstrate effective planning process within the organization
environment. In respect to this, it can be included recruitment, selection and development of the
organization through considered effective role within the company. Furthermore, it can be
summarize that strength and weaknesses of different management approaches for recruitment
and selection of the organization. In this aspect, in recruitment process company use internal
sourcing whereas in selection process they are used interview method for the development of the
business objectives. Moreover, it also considered impact of different legislation at the workplace
of the organization through business can monitor their performances. At last, it explains about
the HRM practices that can be creates impact on the business performances.

REFERENCE
Books and journals
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A. Eds., 2013. Human resource management in developing
countries. Routledge.
Byron, K. and Khazanchi, S., 2012. Rewards and creative performance: a meta-analytic test of
theoretically derived hypotheses. Psychological Bulletin. 138(4). p.809.
Cerasoli, C.P. and et.al., 2014. Intrinsic motivation and extrinsic incentives jointly predict
performance: A 40-year meta-analysis. Psychological Bulletin. 140(4). p.980.
Ebert, R.J. and et.al., 2014. Business essentials. Pearson Education Canada.
Hatten, T.S., 2015. Small business management: Entrepreneurship and beyond. Nelson
Education.
Hülsheger, U.R. and et.al., 2013. Benefits of mindfulness at work: the role of mindfulness in
emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied
Psychology. 98(2). pp.310.
Järveläinen, J., 2013. IT incidents and business impacts: Validating a framework for continuity
management in information systems. International Journal of Information Management.
33(3). pp.583-590.
Jiang, K., Lepak, D. P. and Winkler, A. L., 2012. Clarifying the construct of human resource
systems: Relating human resource management to employee performance. Human
Resource Management Review. 22(2). pp.73-85.
Mendenhall, M. E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Moenkemeyer, G., Hoegl, M. and Weiss, M., 2012. Innovator resilience potential: A process
perspective of individual resilience as influenced by innovation project termination. human
relations. 65(5). pp.627-655.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.

Shafritz, J., Ott, J. and Jang, Y., 2015. Classics of organization theory. Cengage Learning.
Stahl, G. K., Bj, I. and Morris, S., 2012. Handbook of research in international human resource
management. Edward Elgar Publishing.
Wickens, C.D. and et.al., 2015. Engineering psychology & human performance. Psychology
Press.