Human Resource Management Report: Recruitment & Employee Relations

This report delves into the core concepts of Human Resource Management (HRM), examining its purpose, functions, and practical applications within an organizational context, using ALDI as a case study. The report defines the purpose and functions of HRM, exploring topics such as personnel cost management, training and development, and employee performance measurement. It then analyzes various recruitment and selection methods, comparing the strengths and weaknesses of internal and external sources. The report further assesses how HRM functions contribute to achieving business objectives and evaluates different recruitment and selection approaches. Additionally, it highlights the benefits of HRM for both employees and employers, explores HRM practices to raise organizational profit and productivity, and examines the importance of employee relations and employment legislation in HRM decision-making. The report concludes with a critical evaluation of HRM practices and their impact on decision-making within the chosen organizational context.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Defining the purpose and functions of HRM...................................................................1
P2. Strengths and weaknesses of several recruitment and selection methods........................3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives for the chosen organisation....................................................................5
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection for the chosen organisation. ...................................................................................5
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples for the chosen organisation..........................5
TASK 2............................................................................................................................................5
P3. Benefits of HRM for employees and employers of organisation.....................................5
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within the chosen organisational context ...............................................7
D2 Critically evaluate HRM practices and application within an organisational context, using
a range of specific examples for the chosen organisation. ....................................................7
P4. Various HRM practices in terms of raising organisation profit and productivity............7
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect of influencing HRM decision making........9
P6. Key elements of employment legislation and impacts on HRM decision making........10
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context for the chosen organisation.11
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context for the chose scenario. .........11
TASK 4..........................................................................................................................................11
P7 Application of HRM practices in a work related context, using specific example.........11
M5 Provide a rationale for the application of specific HRM practices in a work-related
context with special reference to the chosen scenario. ........................................................12
CONCLUSION..............................................................................................................................13

REFERENCES..............................................................................................................................14

INTRODUCTION
In recent era, human resource management is a aspect of which is derived by human
resource department of company. Further, this concept important for every organisation because
it assist to manage overall employees as well as business activities in effective and efficient
manner. Therefore, ALDI is one of the largest two global leading discount supermarket chains of
UK. Additionally, this assignment will discussing about major purpose and functions of HRM
liked within ALDI (Armstrong and Taylor, 2014). Apart from this, recruitment and selection is a
process also it has different approaches so that its strengths and weaknesses will effectively
elaborating. Basically, HRM plays significant role for employees and employees so its major
benefits will explaining as well as will demonstrating several HRM practices with the help of
them can significantly raise profit and productivity of organisation. In order to this, government
of UK introduced and enacted some employee legislations which will be explaining in a
systematic manner (Boxall and Purcell, 2011).
TASK 1
P1. Defining the purpose and functions of HRM
Human resource management can known as a important aspect in order to it helps to
manage and control business activities as well as overall employees of the organisation. This
concept derived by HR department, because with the help of this significantly can measure and
improve working performance of employees as well as its working environment in effective and
efficient manner. In order to this, they can enhance their knowledge as well as improve working
performance. Basically, employee's performance consequently linked with internal environment
of organisation. Human resource management has several functions also it has some major
purposes behind the implemented this aspect in action, which are explaining under follows:
Purposes Explanation
Management of personnel cost One of the major aim and objective behind the
implementation of HRM is that, it helps to
manage and control personnel cost in effective
and efficient manner. As well as it focus on to get
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maximum utilisation of employees. While
employees are working in any organisation, then
must be provide different services and facilities
by organisation (Brewster and Hegewisch, 2017).
Basically it includes remuneration, benefits,
salary and so more. So, HRM helps to manage
company's personnel cost in a systematic way.
Training and development Training and development can also known as a
important function of HRM because it helps to
improve working performance and quality of
workers. In this program, provide proper
knowledge and information about organisation as
well as their work in a systematic way, so that
they will complete their task within better
outcomes or results.
Measurement of employee's performance Employee's working performance and their style
important for every organisation so that it is
necessary must be significantly measure and
analyse overall workers. Basically, company's
productivity and profitability based on
employee's performance, management system,
working environment and so more. Thus, it assist
to increase sales of company as well as helps to
set a brand image in outside of the market.
Functions Explantation
Recruitment and selection Basically, it is a important function of HRM
because with the help of this significantly
recruit and select applicable and suitable
candidates in the organisation. Further, it
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includes different activities, test and so more.
So that, HR manger can easily identify
communication skills, knowledge, capabilities,
personality and so more.
Orientation While appointing new employees in the
organisation, then HR department conduct
orientation programmes for overall employees
of the firm. So that they can effectively interact
with each others as well as can develop mutual
understanding among them.
Managing and controlling HRM has several function which played in
organisation such as it helps to manage and
control business activities and employees of
the firm in a significant style.
Staffing HR department of the company aids to hiring,
positioning and overseeing employees within
the company as per their capabilities and skills.
Training and development It helps to provides appropriate training to all
staff members so that they can enhance their
skills and capabilities.
Rewards HR manager of the firm focuses on to
implement and use appropriate reward systems
within the organisation. Due to this, staff
members can easy to motivate towards their
works.
Healthy and safety It assists to provide healthy and safety
environment to employees so that they can feel
safe and secure while working at work place.
Employee relations HR department of the selected company
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focuses on to build healthy employees relations
so that employees and employers can easy to
communicate with each others.
P2. Strengths and weaknesses of several recruitment and selection methods
Recruitment and selection can known as a process, with the help of this HR manager can
significantly identify and recruitment applicable and knowledgeable persons in company. In this
process includes different activities such as aptitude test, communication skills, typing
capabilities, personality and so more. Additionally, recruitment is a positive process because in
which every person have right to participate (Bratton and Gold, 2012). There is not any
restrictions and rules for candidates. But in the context of selection process, it is a negative
procedure for participates because in which selected and applicable candidates are selected by
HR manager for organisation. Basically, there are two type of recruitment sources such as
internal and external which are elaborating under follows:
Strengths and weaknesses of internal source: Internal sources of recruitment and
selection refers to, company can hire new candidates with the help of existing employees of the
firm. Basically, it includes different ways such as transfer, promotion, employee referrals and so
more. Internal sources is the best method of recruitment and selection because it is not more time
and cost consuming as like other sources. But sometime its result does not that much effective
and positive for enterprise because in order to promotion, transfer and employee referral creates
conflicts and obstacles between employees. These kind of negative situations directly impacts on
sales and profitability of company (Guest, 2011).
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Illustration 1: Sources of recruitment and selection
(Source- Chand, 2016)
Strengths and weaknesses of external sources: Most of the companies using external
sources for recruiting candidates in the organisation. It includes different ways such as campus
placement, advertisement, online recruitment, Field trips, telecasting, new paper advertisement
and so more. With the help of this source can significantly choose and select appropriate and
suitable candidates in the firm as per the company's requirements. Further, it has some
weaknesses such as it more time and consuming as compare to internal sources (Sources of
Recruitment: External and Internal Sources of Recruitment, 2016). For recruiting and selecting
new candidates from external place then by the company must provides advertisement in
newspapers, internet and so more also have to invest fund for conducting recruitment and
selection programmes for employees. Further, both these are beneficial for organisation as per
the situations and requirements.
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives for the chosen organisation
As per above defined several HRM functions such as training and
development, recruitment and selection, directing, controlling and so more.
All these function are plays significant role because it helps to enhance
working performance and quality of employees as well as assist to increase
productivity in effective manner. Thus, with the help of HRM function
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company can attain decided objectives and targets. In the other hand,
function of HRM aids to enhance working performance and skills of
employees due to this they can effectively preform their operations and
attain their targets. Basically, HR manager of firm specially focus on
performance and quality of employees also they significantly conduct
different type of training and development programmes and activities for
workers.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
for the chosen organisation.
To recruitment and selection of appropriate and suitable candidates in
organisation have to be choose effective recruitment and selection
approaches. According to explained above two type of recruitment sources
such as internal and external. Several methods and sources has some
weaknesses and strengths buts it is required to be choose suitable sources
for recruiting ad selecting candidates within the organisation. Every HR
department of they company wants to be use effective recruitment and
selection methods for recruiting capable and skilled employees within the
organisation. Hence, HR manager have right to take corrective decision
against employees, its all depends on HR manger who will select for final
interview or not. In this context of ALDI, HR manager of this firm wants to
recruit new candidates in its organisation so that they can attain their vision
mission.
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples for the chosen organisation
There are defined two type of recruitment and selection sources such as internal and
external. In the context of internal sources it included several methods and aspects such as
transfer, promotion, employee referral and so more. As compare to others it is the best source
because it is less time and cost consuming. But sometimes due to this creates conflicts and issues
between employees and employers. Apart from this, external source included campus placement,
advertisement and so more. As compare to internal source it is more time and costly but result or
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outcomes of this sources more better than internal. For example: selected organisation of HR
department wants to be recruit appropriate and skilled employees so that they wants to be use
suitable and best recruitment source. Thus, employee's working performance aids to increase
sales and revenue of the company in a effective style.
TASK 2
P3. Benefits of HRM for employees and employers of organisation
Human resource management plays important role in every organisation because it helps
to manage employees of the firm in a systematic way also assist to control business activities.
Further, HR department of organisation has some major responsibilities or duties which has to be
systematically perform by HR manger such as monitoring and controlling, training and
development, directing, measuring, planning, and so more (Wright and McMahan, 2011).
Additionally, major function of HRM is training and development. Employee's working
performance and quality very important for company because its sales and profitability linked
within workers. So that, it is necessary for HR manager must significantly monitor and measure
employee's working performance and their style as well as should be provide effective training to
them. With the help of training and development programmes and activities they can improve
their skills and capabilities also can enhance their knowledge level. Thus, HRM beneficial for
employees and employers which are defining below such as follows:
 Resolution problems and issues: It is a normal thing while employee are working
together, sometimes creates some conflicts and issues between them regarding their
work, behaviour and others. But these type of situations directly impacts on company as
well as their working performance. Thus, HRM helps to resolve problems and obstacles
of employees in effective manner with the help of suitable and authenticate solution
(Berman and et. al., 2012).
 Improvement in employee's working performance: Basically, employee's working
performance and quality co-related with each others. Thus, HRM is a important aspect it
helps to enhance their performance and skills with the help of training and development
programmes in effective and efficient manner. In these programmes and activities
provides full information regarding company as well as their works. So that, they can
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decide how have to perform their tasks as well as how they can achieve their decided
standards.
 Employment relationship: It refers to, healthy and effective relationship between
employees and employers within the organisation. HR department of ALDI always tries
to improve employment relationship due to they conduct different activities and
programmes for employees so that they can effectively interact with their superiors also
can easily share their issues and problems. Better employment relationship assists to
develop mutual understanding between supervisors and superiors (Lengnick-Hall, Beck
and Lengnick-Hall, 2011).
 Information research: HRM beneficial for organisation because it believes in to adopt
and implement something new and attractive things in their company for completing
works within better outcomes. Additionally, it has major duty is to set better and effective
polices and rules for employees. Thus, before implementing in organisation they conduct
research in outside of the market due to they can analyse and identify actual and current
market situations and customer's expectations from company. As per the result of
research HR manager develop their polices and rules.
M3 Explore the different methods used in HRM practices, providing specific
examples to support evaluation within the chosen organisational
context
Generally, HRM refers to human resource management which
developed by HR department of ALDI. It included several methods which
can be used by selected organisation for managing and controlling business
activities in effective and efficient manner. Apart from this, there has been
defined several methods and techniques such as recruitment and selection,
compensation, work in balance and training and development. For example:
ALDI seeks to be use effective methods in HRM practices so that they can
recruit better quality of employees and provide them proper training
towards their works. Due to this, employees will effectively perform their
operations.
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D2 Critically evaluate HRM practices and application within an organisational context, using a
range of specific examples for the chosen organisation.
In the context of HRM practices, it included several methods and
techniques such as training and development, recruitment and selection,
directing, controlling and so more. All these practices assist to mange and
control activities and operations of ALDI in effective and efficient manner.
Thus, employees of the firm significantly perform tasks and operations
within better quality. For example: HRM practices within the working
environment of ALDI Plays important role because it helps to manage and
control all over activities. As well as aids to increase working performance
and quality of staff members.
P4. Various HRM practices in terms of raising organisation profit and productivity
Human resource management is a effective and important aspect for every organisation
because it helps to manage overall employees of the firm in effective and efficient manner.
Additionally, it assist to provides training and development to employees so that they can
improve their knowledge and skills for completing business tasks within better outcomes
(CHUANG and Liao, 2010). Further, it includes different HRM practices which aids to increase
profitability and productivity of the company in a significant way such as follows:
 Recruitment and selection: Basically, Recruitment and selection can known as a
process, with the help of this can significantly recruit and select appropriate suitable
candidates for the company. Recruitment is a positive process because in which every
person can participate. But selection is a negative aspect because after the recruiting few
number of candidates are selected for final interview. Thus, their moral and confidence
level may be become down. Better recruitment and selection process assist to increase
venue and sales of the firm (Bloom and Van Reenen, 2011).
 Work life balance: HR department of ALDI focus on to manage works and operations in
effective and efficient manner. Thus, they implemented and regulated some effective
polices and rules in the working environment so that employees will significantly and
systematically complete their tasks within better quality. Proper management and work
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