Comprehensive Report: HRM Practices, ALDI's Organizational Analysis

This report examines Human Resource Management (HRM) practices within ALDI, an international company. It begins by defining HRM and its purpose, emphasizing its role in aligning organizational goals with employee needs. The report then analyzes the scope of HRM, including acquisition, development, maintenance, and control, alongside labor/personnel, welfare, and industrial relations aspects. It evaluates different recruitment and selection approaches, comparing external and internal methods, highlighting their strengths and weaknesses. The report further explains the benefits of HRM practices for both the employer and the employee, such as improved employee turnover and satisfaction. Finally, it assesses the effectiveness of various HRM practices, including payroll management, time and attendance management, and recruitment, in terms of raising organizational profit and productivity. The report emphasizes the importance of training and development for employee skill enhancement and contribution to business unit goals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose And Scope Of HRM...........................................................................................1
P2. Effectiveness of Key Elements Of HRM.........................................................................3
P3. Analysis Of Internal And External Factors......................................................................4
TASK 2 ...........................................................................................................................................6
P4. Hrm. Practices in a work related context.........................................................................6
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management can be defined as the process of selecting, staffing,
recruiting and training of employee with motive of achieving organisational goals (Ahuja, 2015).
This project report is laying its focus on the purpose and scope of the HRM in the organisation
and ways they are going to be effective for the organisation. The report further lays its emphasis
on the organisation ALDI, in which these HRM practices are followed (Roucham, 2017). This
report is made on organisation named ALDI. Further, this assignment lays its focus on the
evaluation of effective working of the organisation. and how they prove to be useful in the
working. The project includes the internal and external factors of the organisation. This report
focuses on how the internal and external factors affect the working of ALDI.
TASK 1
P1. Purpose And Scope Of HRM
ALDI is an MNC having its subsidiaries all over the world. The organisation is having
various departments in the company, of which four are the pillars of this company. Among the
four departments:- HR is a very important department that, plays a crucial role in hiring of
employees.
Purpose of HRM is to create a bridge between the top level management and the
workforce of company (Hammami and et.al., 2016). Small companies with the help of few
employees achieve interaction with the staff members and top management. Bigger
Organisation/firms have different management levels and no. of employees with them. HRM,
very minutely observes/orchestrates the need of management and provide protection to the rights
of workers. Following are the various important objectives of human resource management
(Roucham, 2017).
Organisational Objective:- This objective focuses on achievement efficiency and effectiveness.
It serves other functional areas with the motive of attaining efficiency in operations and
achievement of organisational goals (Anderson, 2014). Along with this the crucial purpose of
HRM is to recruit right candidate at the right time on the right place and providing with the
qualitative training (Takesh and et.al., 2017). Other than this, the management also focus on the
utilization of selected workforce and maintaining them (Anderson, 2014). HRM practices in
ALDI always seeks to improve the services; manage the change to the mutual advantage of
individuals; groups; organisation and the society. It focuses on the services rendered to the
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society by the organisation through building better employee relations that lead to the increase in
the efficiency of an individual and group (Anderson, 2014).
Functional Objective:- Human Resource Management performs various different functions:-
There are so many functions performed by the respective department, in favour of other
departments. So, it's the duty of the HR department to ensure that the, facilities should not cost
more than the benefits rendered (Patel, 2016.). It develops and maintain the quality of work
being done in the organisation, due to which taking employment and getting connected with the
organisation is a desirable and social situation for everyone. Some functions of organisation are:-
 Training and development :- After the recruitment of any employee in the organisation he
has been given the training. The Enterprise/firm focus on entraining of that employee so
as to make that employee an asset for the organisation (Patel, 2016.).
 Selection and Staffing:- Selection and staffing plays an important role in the recruitment
of an employee. When the selection of candidates is done, then, from among the selected
candidates the best employee is selected and that is known as staffing (Acquaah and
Stanz, 2016).
 Employee Assistance:- It is a program in which complete assistance is given to an
employee in respect of his personal problems or any sort of issues regarding the work in
office (Acquaah and Stanz, 2016). It's basically an assistance program which is for the
benefit of an employee only. For resolving such types of issues a short term counselling
and referral services are given to the employees and their family members.
The Scope of HRM is as follows:-
Undoubtedly, the HRM is having very vast and wide future. It includes all the activities
that starts right from the hiring of an employee and lasts till its resignation (Lüdi, 2016). So, the
scope of HRM is divided in following :- Acquisition; Development; Maintenance and Control Of
HRM in organisation (Acquaah and Stanz, 2016).
 Labour/Personnel Aspect:- It basically directs the manpower of the enterprise and that
includes - planning of manpower; hiring of new employees ; giving them training and
developing their skills; transferring them to their required place at the right time;
promoting them to sustain them with the organisation; compensating them in case of any
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mishaps; lay-off of any employee for some business reaons or suspension on a temporary
basis; retrenchment in organisation because of technology that has replaced a large no of
employees in the organisation (Lüdi, 2016). Other than all this, personnel aspect also
includes:- giving performance appraisal to any employee; developing set of new skills to
make him competent with the technological advancement (Acquaah and Stanz, 2016).
 Welfare Aspect:- It deals with the working conditions and facilities that the HR
department is required to provide to its employees at the workplace (Pradhan and
Mohanty, 2014). A wide array/range of responsibilities and services are included in it
like- safety services at time of working in the organisation where there is a high risk
involved; health services to employees in case, if they are sick or any member of their
family is feeling sick or suffering from any genuine problem; welfare funds are given by
the organisation to any charitable trust or society with the motive of donating it to that
society for the mankind; social security is a feeling that arises in the mind of an employee
when he is not on a good position in company; Appointment of safety officers is done by
the company so as to ensure whether, proper safety is being provided to the employee or
not (Pradhan and Mohanty, 2014).
 Industrial Relations Aspect:- It includes joint consultation; collective bargaining etc.
P2. Strengths and weaknesses of different approaches to recruitment and selection
There are various methods and approaches that are followed by ALDI in the recruitment
of its employees:-
 External Recruitment:- ALDI follows such approach for the recruitment of its employees
in which the candidates visit the organisation with the reference of those institutes that
are actually sending the candidate to that company. These are the agencies that provide
permanent and temporary placements to an individual.
Strengths:- Its actually very cost- effective. Make internal vacancies known across all the sites.
Global reach and instantly process applications. Supports the branding of its own with the help of
soft information on the workplace culture. Prompt/ speed response from the dedicated staff. Only
gives chance to a pre-screened /pre-referenced candidates. Vacancies doesn't become public
knowledge. Secures the database of people who have desire to move, reacts very quickly
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Weakness:- It's a badly designed website, that turns off the potential of applicants and damages
the brand also. It seems to discriminate where the candidates are not literate in computers.
Candidates always prefer to deal directly, with the potential employer. One agency means one
database although, agencies advertise the positions externally, on behalf of someone.
 Internal Recruitment:- It refers to promoting an employee to a higher position by the
existing company. Offering a permanent contact on temporary basis. Advertising, so as
to encouraging employees to apply for the vacancies.
Strength:- These are less costly. Strengthen Employee Engagement.
Weakness:- It restricts/limits the pool of applicants within the company.
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee
 Improves The Turnover Of Employees - If ALDI will hire a new employee in the
organisation then, its cost of training the new employee will be higher. HR is required to
pay attention to the benefits and compensation of existing employees.
 Employee Satisfaction:- It is very necessary for an HR personnel to determine the
satisfaction level of an employee. If its not up to the mark, then, HR should try to find the
problems. Because employee satisfaction will only result in the growth and performance
of employee.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
HRM practices are helpful in order to raise profit and productivity of ALDI to great
extnet.HR manager is responsible for retaining skilled employees in firm in longer duration and
enhancing their motivational level. Company provides them training so that they can raise their
skills and can contribute well in achieving goal of business unit.
Payroll Management is essential human resource practice. This module automates the
payment process by gathering the data on employee time and attendance, calculating various
sorts of deductions and taxes generating the periodic pay cheques and tax reports of an employee
(ASEFA, 2014). This module encompasses all the employee related transactions along with
integrating existing financial systems (Acquaah and Stanz, 2016). This type of data is normally
taken from the HRM and all those time keeping modules that calculate automatic deposits and
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eliminates manual writing of cheques (Gilks, 2014). By this way all workers of ALDI gets
salaries on time without any mistake. This makes them positive towards brand and motivates
them to perform well in the firm. By this way, productivity and profitability of entity are
increased.
Time and Attendance management is another practice of HR manager . It works on the
basis of time related process that how much time would be taken by an organisation in
completion of any particular work (ASEFA, 2014). Not only this, it also enhances the
performance of an organisation by eliminating the paper work and manual process in respect of
time and attendance. That are some module that are very sophisticated and helps in efficiently
organizing the data of labour, improving the workforce and also by lessening the errors for
attendance policies of company (Ahuja, 2015).
HRM includes administration work as well, it keeps records of all employees and ensure
that their needs can be met timely. This ensure giving timely benefits to workers for their
contribution in the firm. Benefits are very important in motivating any employee who is
providing an administration system for tracking of employee participation in beneficial programs
(Bajaj, and et.al., 2014). It encompasses insurance; compensation; profit sharing and retirement.
This makes them loyal towards brand and they become more committed towards job. By this
way, they serve their consumers well and try to make them satisfied towards company. That is
why demand of ALDI is increasing and profitability of the firm has been raised (Anderson,
2014).
Recruitment and select is another most important practice of HRM. It is such an aspect of
module that covers various aspects of HR from time of selection/recruitment to the date of
retirement of that employee (Bajaj, and et.al., 2014). The system, in ALDI includes various data
in respect of selection and training; demographic details; capabilities skills etc . HRM involves
recruitment; placement training of an employee of organisation (Bajaj, and et.al., 2014). It hires
skilled people those who can perform well and can contribute well in achieving goal of business
unit. Talented people perform well, furtermore, ALDI also provides them training so that their
skills can be developed and they can improve their working efficiency. This helps in increasing
productivity of firm and enhancing its revenues as well.
Training:- It is related with the development of any particular skill to a desired standard by
instructions and practice. Its such a effective tool that can bring an employee on position from
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where they can do their respective job correctly, effectively and conscientiously (Grande, and
et.al., 2016). This is beneficial in order to improving working efficiency of employees and
raising their contribution in business unit.ALDI is an organisation, in which employees are given
training on a basis to do a particular task so that, the organisation can reach its desired goal in an
effective manner (Bajaj and et. al., 2014).
P5 Analyse the importance of employee relations with respect to influencing HRM decision-
making
Employee relationship plays significant role in the organisation. For example if HR
manager of ALDI takes decision of changes in its technologies then employees may resist the
changes. Then in such condition if the firm has strong bonding with its staff members. Then it
supports in minimising resistance of people and making them understand with the requirement of
modifications. On other hand if entity does not have strong relationship with workers then
people will not support firm and this may increase staff turnover in the organisation (Collins,
2014).
Employee relationship helps in making employees comfortable in the workplace. By this
way they feel happy and share their feeling with top management. This is the best way through
which ALDI can motivate its staff members and can enhance their commitment towards the
brand. Employee relationship helps in creating healthy workplace culture and promotes team
spirit. All people work together in order to achieve organisational goal. By this way, HR
manager of ALDI can make sound decision and can get support of its staff members in each
decision (Gilks, 2014).
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Equality act is most essential employment legislation that emphases that each employee in
firm gets equal opportunities. Company cannot discriminate any person on the bases of race, age,
gender etc. ALDI follows this law carefully and HR manager ensure that all individual in firms
get equal promotional chance. If seniors bully their juniors then HR manager takes immediate
action to resolve this situation and give punishment to the wrong person (Grande, and et. al.,
2016).
Sex discrimination act is another legislation that explains that company should not
discriminate people on the bases of sex.HR manager of ALDI looks upon the performance of
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candidate before giving them promotions rather than looking at their gender. This helps human
resource manager in promoting right person and hiring talented people in business unit
(Hammami, and et. al., 2016).
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P7. Hrm. Practices in a work related context
In every organisation, there is an HR department and it has to follow some policies,
procedures and practices with the motive of sustaining the employees in the organisation (Ahuja,
2015). For instance, if an employee is working in any corporates namely, ALDI and he is
suffering from some health related issues then, the company should provide him with some
health care benefits or if the candidate is doing his assigned task in a very good and appreciable
manner, then, he should be rewarded and also given recognition in the organisation, for his
outstanding work (Ahuja, 2015). He should be given incentives for the incredible work that has
helped the enterprise to set a benchmark in front of its competitors (Lüdi, 2016).
Talent Acquisition:-
It's a work of H. R. team to hire the suitable talent which really proves to be an asset for
the organisation and makes some contribution for the growth and development of company
(Roucham, 2017). For Eg.:- ALDI is focused on the pool acquisition of talented employees
available from the market. Its one of the most essential practice of HR. Reason Being, if an
employee is having any sort of criminal background and he has been recruited by the H. R.
personnel without doing any such type of checking then, it could result to any severe outcome
(Hammami and et.al., 2016). For Eg.:- Background of each and every employee is checked who
applies for job in ALDI because he could be anyone. Before giving employment to any of the
employee, various checking or testing of employee is being done by the H. R. personnel on
different basis irrespective of caste, creed, colour, race, nationality, sex, religion, age group and
any sort of physical disability of the to be employee (Anderson, 2014). Just to make sure that the
selection procedure of testing of employee remains predictive or unbiased in respect of job
success (Patel, 2016). Employers should also try to keep on changing the job requirements with
new challenges. For Eg.:- Testing of each and every employee is done who is going to be a part
of ALDI organisation (Patel, 2016).
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Recruitment and selection
After the complete checking of employee is over, from each and every angle, from every
aspect, he is been recruited by the employer for the respected post in the organisation (Acquaah
and Stanz, 2016). After, the employee is being hired on a desired post, his training part is started.
He is been given the training by his superiors and other members so as to improve his knowledge
for that task and also for improving his effectiveness in that work (Lüdi, 2016). For Eg:- ALDI
is completely focusing on the recruitment of a right candidate on the right time and giving them a
proper training so that, their work efficiency increases (Acquaah and Stanz, 2016). It takes
support of external recruitment method for hiring fresh talent in firm those who can perform well
an can bring innovation in business unit (Pradhan and Mohanty, 2014)
Performance managment
On the basis of performance only, employees are given bonus in form of reward (Gilks,
2014). So, the more effectiveness and efficiency would be there in performance the more bonus
he would be given by the company in form of reward. ALDI is practicing the same exercise with
its employees in the company (ASEFA, 2014). For example ALDI gives rewards to its
employees those who perform well in business unit. This supports firm in motivating staff
members and raising their contribution in firm. 360 Degree Performance Management Feedback
System is applied by organisation at workplace. 360 Degree, performance management feedback
system refers to such a feedback in which feedback of employees performance is taken from the
immediate superiors, subordinates, colleagues customers top management and the employee
itself (Qasim, Jalwan and Dewan 2014). So, it's an overall evaluation of employees performance
(Bajaj, and et.al., 2014)
Job Specifications Of Security Officer
Company ALDI
Post Marketing manager
Education He should have completed his
diploma/equivalent from a high school.
Completed MBA in marketing
Skills Multi-tasking.
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Good communication skill
Motivational skill
Experiences Having 0-2 years of experience in the related
profile.
Format Of C. V. For The Candidates
Objective
To become capable marketing manager and serve the company best
Personal information
Name-John Marget
Age-30 year
Educational qualification
Completed B.com from London University in 2012.
Completed MBA from London university in 2014.
Skills
Strong communication skill
Good negotiation skill
Good problem solving skill
Experience
I have worked 2 year in XYZ company as marketing manager
I have worked 1 year in ABC limited as trainee marketing executive
Achievement
I have won title of best performer in XYZ company
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I have won first prize in Cricket at regional level.
All the details that have been provided in CV are correct
Signature..............
Selection Criteria For The Candidates
The candidates would be selected on the basis of criteria that has been set by the ALDI
Group. Given below is the criteria:-
 Marketing manager should have good command over Oral Comprehension.
 Individual must have good critical thinking ability on each aspect (Collins, 2014).
 Candidate must have the ability to monitor the complete process, material and everything
which is going around them.
 Person must Should have ability to communicate with the superiors, peer members and
the subordinates.
 Individua must have experience of at least 2 years in same field.
Job Offer To Selected Candidates
ALDI
London, UK
23/11/2018
Re: Job offer letter
Dear, John Marget
I am pleased to offer you that position marketing manager in ALDI
We expect best contribution in business and long term retention
CONCLUSION
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This report, focuses on the effective ways of HRM that helps an organisation in the
achievement of desired goals by recruiting the right candidate on the right place at the right time
for the right work to be done by the employee. Human resource manager has to recruit the right
candidate and have to evaluate their skills effectively. This helps in brining fresh talent in
business those who can contribute well in the organisation and can support in raising
productivity of organisation. Training is most essential part of HRM practices, Hr manager has
to give timely training to staff so that they can develop their skills and can enhance their
contribution towards the brand.
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Pradhan, S. and Mohanty, S. K., 2014. Ergo-economical analysis of different paddy transplanting
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360 Degree Performance Evaluation. 2016. [Online]. Available through
<https://journals.aom.org/doi/abs/10.5465/amr.2014.0233>
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