HRM Report on ALDI: Functions, Recruitment, and Employee Relations

This report analyzes the Human Resource Management (HRM) practices at ALDI, a large supermarket chain. It begins with an introduction to HRM, outlining its purpose and functions, including employee relations, internal customer management, and legal compliance. The report then delves into workforce resourcing and planning, discussing the strengths and weaknesses of internal and external recruitment approaches. It explores the benefits of various HRM practices for both employers and employees, such as developing a positive working environment, improving employee performance, and building strong teams. The report also covers the importance of employee relations and relevant elements of employment legislation. The analysis includes a focus on the application of human resource practices within ALDI, providing insights into how the company manages its workforce to achieve its objectives. The report concludes with a summary of the key findings and references used.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM........................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.............3
TASK 2............................................................................................................................................5
P3. Benefits of different HRM practices................................................................................5
P4 Effectiveness of different HRM practices.........................................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations.....................................................................................7
P6 Elements of employment legislation.................................................................................7
PROJECT 2......................................................................................................................................8
TASK 4............................................................................................................................................8
P7 Application of human resource practices..........................................................................8
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management refers to practice of hiring, selection, deploying and also
managing the employees of business firm. It involves conducting the job analysis, recruiting
right individuals for correct job, providing training as well as compensation and benefits. It is the
responsibility of human resource management to focus on increasing productivity or profit level
of business firm in an effective or better manner. The human resource manager works on
maintaining a positive working environment at workplace in a better manner. From this, all staff
members will work together and achieve organisational objectives effectually. This present
assignment is based on ALDI and it is a supermarket chain with more than 10000 stores in
almost 20 countries. It is a large sized company and there are large number of people working
over there . It is essential that human resource department should hire capable staff members
who can focus on achieving the aim and objectives of company within a given period of time
(Allen and et. al., 2011). In the present report, functions and purposes of human resource
management which are applicable on workforce resourcing and planning will be discussed.
Weaknesses and strengths of various approaches of the selection and recruitment will also be
studies here along with many other concepts associated with HRM.
TASK 1
P1. Purpose and functions of HRM
Human resource management is a backbone of an organisation and this department works
for the success of company. It is the responsibility of this department to main coordination
among all and also develop positive working environment so that all work can be work in a
proper and effective manner. It develops coordination among the people of company in context
of accomplishing particular business related objectives, maintaining satisfaction level of staff
members and satisfying the needs of people (Armstrong and Taylor, 2014). Main purpose of
human resource management is to maximise the growth and profit of company. Besides this,
there are some other purposes of HRM given as below:
Employee relation- It is the major purpose of HRM to maintain better employee relation
at workplace. From this, the posting environment will be created and among the employer and
employee better relationship will be maintained. Human resource manager is responsible to
resolve all the conflicts at workplace.
1

Internal Customer Management- There are many different purposes of HRM but it is
the main purpose and in this, growth of company directly rests with quality of staff members of
company. The human resource manager of ALDI works on maintaining better quality of
employees so that they can perform well in a better manner (Boxall and Purcell, 2011). HRM
explains and executed policies and also processes which are necessary to attract, hire and sustain
the workforce quality.
Laws- Government of United Kingdom develops some legal norms, laws and regulations
to protect the rights of employees in an organisation. If the manager of ALDI recruits union
labour then in this case, there is the need to human resource management to understand
negotiation as well as labour relations. Dispute resolution, advantages and also retirement plans
fall with the domain of human resource management. It is necessary that ALDI should apply all
legislations at workplace to protect the rights of workers.
Functions of Human Resource Management
Operative functions
Recruitment- For human resource manager, it is one of the difficult tasks. For the
recruitment purpose, there are many different documents which are needed to be prepared by
human resource department and these are job description, specification, job advertisement,
negotiations of salary and many others (Carter and Liane Easton, 2011).
Training and development- It is the main function which human resource department
plays. In this, manager of ALDI provides training to staff members so that their skills and core
competencies can be improved and they can focus towards the objectives of an organisation.
Managerial functions
Planning- It is a vital function to set the objectives and goals of company. Under this,
ALDI prepares a better plan and policies before doing the business activities as well as
operations in a better manner.
Organising- In this, there is the need to create and design organisational structure. There
are some points which are included in this:
 Staff members are grouped in to the activities which they will perform.
 Delegate authority on the basis of responsibilities and tasks which are assigned.
 Allocate the various functions to various persons.
2

Directing- In this, manager guides staff members to accomplish the aim and objectives of
an organisation. It can only be attained through doing proper planning of employee’s career,
different methods of motivation and maintaining better relationship (Davis and Adam Cobb,
2010).
Controlling- It is a responsibility of human resource manager to control and manage all
activities and functions of staff members and then guide them in a correct manner.
Advisory functions
Advice to top management- Human resource manager is the specialist or expert in human
resource functions. This person gives an advice to the top management in developing procedures
and policies. HR manager recommend top management for the appraisal of employees.
Departmental head advice- In this, human resource manager gives advice to different
departments regarding policies which are concerned to the job description, selection, recruitment,
etc.
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment refers to searching pool of existing individuals with the desired skills,
knowledge and also, experience in order to allow company to choose the most capable person for
vacant position. Main motive of this recruitment process is to search the most skilled and
knowledgeable persons which can perform the job in a better manner (Ernst Kossek, Lewis and
Hammer, 2010). For the specific job positions, ALDI gives an advertisement to invite the people.
It is helpful in encouraging more persons for specific job position. It is a positive process that
comes before the selection procedure. There are strengths and approaches of various approaches
of recruitment given as below:
Internal recruitment approach
In this kind of approach, the manager of human resource gives chance to present staff
members to fill the vacant job position. Manager knows about the capabilities and competencies
of employees and then give them promotion so that they can be motivated. In this, company
gives the chance to existing employees to show their talent and work for company for a long
period of time.
Strengths
Main strengths of this approach is that it is time as well as cost saving. In this, firm has
no need to give advertisement. ALDI gives the chance to present employees through promotion
3

and it is an effective way of motivation. It is helpful in developing a positive working
environment and enhancing productivity as well as development of firm. There will be no need
to give training to the existing staff members.
Weaknesses
Main weakness of this approach is that there is not give chance to fresh talents to show
their capabilities. Most of times, it is complex for the employer of ALDI to choose tight person
for the promotion (Glover and et. al., 2011). This type of approach demotivates the other existing
employees which are not promoted.
External approach of recruitment
It is a popular recruitment approach. To invite many people from outside a business firm,
ALDI organisation gives advertisement regarding vacant positions or to attract the more skilled
staff members. In this, human resource manager determines the abilities and capabilities of
applicants and then give a job accordingly.
Strengths
In this, human resource manager selects persons from outside the business firm to fill all
vacant positions which bring the fresh talent in an organisation. It is helpful in enhancing the
productivity as well as profit level of an organisation. It gives better opportunity to employer to
select capable candidates from all applicants which will be helpful in accomplishing set aim.
Weaknesses
It is very costly as well as the more time consuming approach. In order to give
advertisement, there is more amount spent through organisation. This approach is the main
reason behind starting conflicts among existing employees.
Selection is a negative process and under this, among many candidates, there is only
selection of those people which are capable of performing the particular job. Capabilities and
weaknesses of selection approaches are given as below:
Systematic approach
In this, human resource manager of ALDI follows all the steps in a systematic manner to
examine skills of persons and then select a better strategy to choose the right persons
(Halbesleben, 2010). Main characteristics of this kind of approach is to remove the biasness of
selection procedure.
4

Unsystematic approach: In this, manager of ALDI selects the CV of best employees and then
compares his capabilities with the demand of vacant position in an organisation.
TASK 2
P3. Benefits of different HRM practices
Human Resource Management includes different types of HR practices which are needed
to be carried through managers of ALDI. HRM related practices make the business firm more
profitable and gain competitive advantages to business. There are many practices related to
human resource management and these are training, compensation and benefits, recruitment,
payroll, performance management and also many others. These all are helpful in making a better
coordination among the manager and staff members in an effective or better manner (Hobfoll,
2011). It is a responsibility of human resource manager to adopt and apply all practices at
workplace in a better manner and it will be helpful in giving better advantages to employees as
well as employer.
Benefits to Employer
Develop positive working environment- It is a responsibility of top management of ALDI
to prepare the better policies as well as plan. But in addition to this, it is aresponsibility of human
resource manager to execute these policies and plan at workplace through including all staff
members. It is assessing in encouraging the morale of staff members so that they can perform in
a better manner and achieve the aims and goals of firm in a proper manner. If the working
environment will positively create then employees will be sustain at workplace for long period of
time.
Taking future decisions- It is necessary that human resource manager should examine
the activities of staff members in context of taking better future decision in a proper or
systematic manner. It will be helpful for the manager to take better future related decisions
(Luthans and et. al., 2010). With the help of this, productivity will be enhanced and firm will
retain at market place for long period of time.
Building team- With the help of human resource practices, employer can motivate the
team members to work together in a team without arising any kind of conflict. It is helpful in
making the team effective in order to give better and strong services to consumers for satisfying
their demands.
5

Benefits to Staff Members
Improve performance of employees- It is helpful in developing and also encouraging the
staff members for positive environment at workplace (McWilliams and Siegel, 2011). Through
this, the morale of employees will be increased and they will make improvement in performance
level in an effective or better manner. With the help of this, firm can gain high success.
Develop healthy working environment- If employer can adopt the best human resource
management practices then from this, employees will be happy and they will focus on achieving
the set aim and objectives of ALDI. In addition to this, it is necessary that firm will develop a
positive working environment and from this, all staff members will work together and focus on
the common objectives in a systematic or proper manner.
Understand different needs of staff members- Main benefit of human resource
management is to determine the needs of staff members in an organisation. It gives guidance to
employer to determine performance level of staff members and also conduct programmes
related to training and development on the basis of needs of employees in a systematic manner.
With the help of this, knowledge as well as skills of staff members will be improved (Pfeffer,
2010).
P4 Effectiveness of different HRM practices
In an organisation, human resource is a main department which work with the other
departments with coordination. The main role of this department to manage the different
activities which are related to guiding all staff members and increase their motivation level in a
better manner. There are many different HRM practices which are used through ALDI
organisation for making the business successful. The different practices of HRM like training
and development, performance management, recruitment and many others to determine gap
between standard and actual skills which are necessary to perform the job. In order to enhancing
skills of employees, employer conduct the training for staff members.
There is a HRM practice like rewards and compensation, these increase motivation level
of employees and also encourage them to do better job. In order to attract more people, ALDI
organisation provides better quality of goods. If the employees will be motivated, then they will
work for company and from the productivity of business will be increased in a better manner.
6

TASK 3
P5 Importance of employee relations
Employee relation refers to relation among the employees and managers. It is essential
for organisation to develop better relationship with employees so that that can work for achieving
objectives of company. It is very essential for the each and every enterprise to accomplish their
predetermined goals and objectives in limited time period. Better relation with employees assist
the manager to increase their sales or revenues as well as attract large number of the customers
towards business products or services (Sarkis, Gonzalez-Torre and Adenso-Diaz, 2010). There
are some importance of employee relations which are determined as below:
 Healthy employee connections discourage misunderstanding and conflict easily.
 With the assist of good relation, work of the business is get easy for the workers.
 It wish to exchange a warm connection with the fellow workforce.
 It increase profitability and productivity of the organisation.
 Assign them tasks and ask entire team members in order to involve equally and attain the
objectives within the given time period.
 Better connection encourage communication among the large number of person.
 It is significant for the enterprise to reduce misunderstand and conflict between managers
and employees effectively.
 Better employee relation develop a pleasant work environment for employees, which can
maximise motivation level of workers (Song and et. al., 2010).
 Business efforts to enhance workers connections can improve the work quality.
 It is also essential and important for the organisation to maximise their turnover in limited
time period.
P6 Elements of employment legislation
There are some legislations which are framed through United Kingdom government to
protect the rights of employees in an organisation. There are some employment legislation are
mention below which can affect on decision making of HRM:
Equal pay act, 1970- On the basis of this legislation, firm should treat all the staff
members equally whether male or female in context to employment and pay. From this, all are
work in favour of company and focus on achieving the common objectives of an organisation.
Discrimination decrease the morale of employees.
7

Health and safety act- According to this act, it is a duty of organisation to provide the
safe working environment to staff members and also provide them training about the new
equipments or machineries (Surroca, Tribó and Waddock, 2010). From this all staff members
will work in a better way.
Employment Act of 1946- Its main purpose of economic stability of the employment
and inflation in to federal government. Under this act, firm should provide all the employment
opportunities to employees and also promote them to enhance their motivation level.
PROJECT 2
TASK 4
P7 Application of human resource practices
In every business firm, there is a human resource department and it has some roles and
responsibility in a proper manner. Its main objective to increasing productivity through
developing the positive working environment at workplace. It is essential for every business firm
to fill the vacant job position in an effective manner through appointing the knowledgable and
capable employee which can understand its roles and responsibilities. In addition to ALDI
business organisation, to fill vacant job positions, human resource manager appoints the
employees through internal and external sources (Teece, 2012). For enhancing the effectiveness
and also efficiency of employees, this company provides training in a better manner. It is the
duty of human resource manager to recruit those persons or candidates which have good skills,
knowledge, abilities and some other unique qualities. In addition to this, some of the application
which are helpful to ALDI company to chose best and capable candidate for vacant positions and
these are:
Job specification- It is a kind of statement of necessary elements of job involving work
summary, primary responsibilities and duties, necessary qualifications which are required to
perform the job related functions in a better manner. It is a statement of staff member or
candidate qualification and feature which are needed for the better performance of set tasks and
duties that are comprising particular function or a job. In order to this, it is a responsibility of
human resource manager of ALDI to prepare the better job specification for hiring talent
candidates.
Job-satisfaction
8

Human Resource Executive for ALDI
Description of post: Regarding the post of Human Resource Executive, candidate should know
about the roles of a human resource and have ability to deal with other staff members in a
positive manner. Along with this, person should maintain positive working environment and
motivate other people to other together.
Requirements:
 Should have better communication skills.
 Should knowledge about HR practices.
 Information about all legislations.
 Should have ability to motivate other employees to work in a team.
 Should have ability to maintain positive working environment in an organisation.
Staff members anticipated to:
 Specialist to resolve or queries of other persons.
 Should have minimum experience of 2 to 3 years in HR sector.
Curriculum vitae- It is a brief of qualification, education level, past occupations of a candidate.
It is made by the experienced people with am accurate information relate to the qualification of
persons. It is same as resume abut it is in the brief form and frequently used through candidates.
This type of document is offered through an applicant to organisation (Shuck and Wollard,
2010). It can be used in every field for vacant job position. The CV for the post of Human
Resource Executive given below:
Curriculum Vitae
General information
Name:
Address:
Phone Number:
E-mail Address:
Career Objectives:
I want to utilize my skills an core competencies where I can show my talent and increase my
9

skills and learn something new.
Academic Qualification:
 Bachelor degree in Human Resource.
 MBA in Human Resource.
 Diploma in HR.
Career Experience:
 Person should have minimum experience of 2 to 3 years as a executive of Human
Resource.
 Presently working in FIFA technology as a Human Resource Executive.
Personal Skills:
 Should have better communication skills.
 Ability to deal with team members in positive manner.
 Should develop coordination among the all departments of ALDI organisation and
motivate employees to work together without arising conflict.
Declaration: Here, I declare that all mention information or details which are given by me is
accurate.
Date: 17 March, 2018
(NAME)
Place:
Interview- IT is interaction or conversation where an interviewer asked some questions from
interviewee about his/ her and regarding specific job position. It is a one- on- one
communication. With the help of interview, interviewer can know about the thinking abilities as
well as knowledge of candidate (Tarique and Schuler, 2010). It is a kind of formal meeting
among the interviewer and interviewee. This type of process consist transfer of knowledge and
information from the interviewee and interviewer. The main reason behind conducting an
interview is to know about the ideas or opinions of candidate. It can be dine through
videoconferencing, telephone, face- to – face and some of the other different ways.
Interview questions:
10