Human Resource Management Report: HRM Practices at Aldi

This report provides a comprehensive overview of Human Resource Management (HRM) practices, specifically focusing on their application within Aldi. It begins by defining the purpose and functions of HRM, emphasizing its role in optimizing employee effectiveness and organizational productivity. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, contrasting internal and external strategies. Furthermore, it explores the benefits of different HRM practices for both employees and the company, including the impact of HRM on employee satisfaction and motivation. The report also evaluates the effectiveness of HRM practices in raising Aldi's profit and productivity, analyzing the importance of employee relations and the key elements of employment legislation. Finally, the report examines the application of HRM practices in a work-related context, providing a rationale for specific HRM practices and assessing the various functions that contribute to achieving business objectives.

Human Resource
Management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
P1 :Explain the purpose and the functions of HRM .......................................................................1
P2:The strengths and weakness of different approaches to recruitment and selection for Aldi......2
P3 The benefits of different HRM practices within Aldi for both employee and employeers .......3
P4:Evaluating the effectiveness of different HRM practices that raise Aldi profit and
productivity......................................................................................................................................4
P5 Analyzing the importance of employee relations.......................................................................5
P6 Identifying the key elements of employment legislation and the impact it has upon HRM
decision making...............................................................................................................................6
P7:The application of HRM practices in a work-related context....................................................7
M1 Assessing the various functions of HRM that can provide talent and skills to fulfill business
objectives ........................................................................................................................................8
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
for the chosen organisation..............................................................................................................8
M3 The different methods used in HRM practices.........................................................................8
M4 The key aspects of employee relations management and employment legislation...................9
M5 Provide a rationale for the application of specific HRM practices ..........................................9
Conclusion ......................................................................................................................................9
REFERENCES .............................................................................................................................10

Introduction
The human resource management(HRM) is used within the organization that works on
various functions like recruitment,guiding and giving a direction to the people in their work. The
major goal of HRM is to optimize the employees effectiveness by maximizing the productivity
of the organization(Boella,2017). It is a process of assessment of employees
performance,selection and training,providing rewards to the employees. The purpose of this
report is to describe the various purposes and functions of HRM that can used in the work
environment. The various strengths and weaknesses of contrasting recruitment processes are
shown in this report. This report brings out different advantages that could be achieved through
HRM practices(Aldi. 2017). It also brings out the importance of employee that influences HRM
decision making and recognizes the various important elements of employment legislation. The
various applications of HRM practices in work related context are also shown in this report.
P1 :Explain the purpose and the functions of HRM
The HRM role is to develop,manage and handle program and policies that are designed to
make usage of company's human resource. This part of management deals with people during
work and their relations within organization(Brewster and Hegewisch,2017). The major intention
of HRM in Aldi is to provide its support for analytic which can be defined in terms of efficiency
and it is more related to HR planning. Aldi come under the country's low price marketplace
leader. The development and success can be seen through their faithfulness of doing their work
with efficient approach. The main goal of Aldi is to provide products of good quality at lower
price. The functions of HRM falls under these categories in the managerial function falls-:
HR planning-:This will bring about the details of number and employee types that are required
to achieve organizational goals. The important aspect of such function is research,gathering of
information and analysing it to recognize the current and future HR wants and their effects on
the company.
Organizing-:In this jobs are given to the members,various relations are defined ,and work is
done to achieve a common objective. Establishment of relationship among employees take place
so they can attain the organization goal.
Directing-:The activities that are provided to employees at various level and helping them to add
maximum to the organization can be made possible through direction and encouragement. Aldi
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provides a good direction to its employees so that they are able to achieve the desired goal of the
company(Chelladurai and Kerwin,2017).
Controlling-:Once all the above mentioned tasks are done,the performance evaluation of
employees is restrained,and verified to see whether the employees are working as the plans or
not. If it is not in the direction of plan then control measures are used.
The operative functions that are used in HRM are as follows-:
Recruitment and selection-:It is the process of appointing,hiring the prospective candidates for
the firm so that the administration can hire the correct employee from this process .This process
is conducted by HR of the company in order to hire or appoint deserving employees. This
process will benefit both organization and to employees that are hired.
Job analysis and design-:Analysis of job describes the job nature and identify requirements of
human like work experience,skills to do the work. Job design purpose is to organize
tasks,responsibilities into one unit of work to achieve certain target.
P2:The strengths and weakness of different approaches to recruitment and selection for Aldi
Recruitment can be termed as the process of identifying and appointing the best
deserving candidates for a particular job requirement. The process of recruitment include various
factors like job requirement,appointing,showing and hiring applicants to the organization. To
maintain an impressive and efficient team recruitment plays a very critical role(Dean Lee and
et.al,2017). The strategy of Aldi recruiters are to cut up the loss of time and money,for training
and development of undeserving candidates. There are 2 types of recruitment-
1)Internal recruitment-:This types of recruitment allow recruiters to select,hire or appoint the
candidates from within the organization. The employees are already working in the
organization,they can apply for other positions which is well suited according to their lifestyle.
2)External recruitment-In this job seekers are from outside they do not belong to the
organization. Such recruitment give rise to innovation and creativity.
Strengths of internal recruitment
 This type of recruitment is easy,fast and low cost is generated as plans and strategies are
not to be made.
 The training and induction is not needed,as the job seeker already is aware about the job .
 The employees are encouraged to work hard and this will be beneficial to enhance work
relationships.
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Weaknesses of internal recruitment
 It prohibits the entry of new innovations and new ideas as the they hire the same people
from the organization from different post(Eaton,2017).
 The scope is less as the empty seats are not filled.
 It may also lead to employee conflicts who re promoted and who are not.
Strength of external recruitment
 It gives new opportunities for new employees.
 No Biasing will be done among employees
 The scope of hiring the correct employee will be more as only deserving candidates are
selected from large numbers.
 It will give a platform for innovative ideas,new strategies will be developed which in turn
will increase the productivity of the company.
Drawbacks of External resources
 This takes a lot time as strategies and plans have to be made to hire candidates
 The cost will also be more as plans are needed to be implemented
Aldi make usage of both internal and external recruitment process depending on the
wants of the company.
P3 The benefits of different HRM practices within Aldi for both employee and employeers
HRM provide resources that can be utilized by managers,HR workers and system to
manage the customers. The various examples of HRM can be selection and
development,training,pay sheet etc. Managing each and every person in organization is not
possible without the coordination of organization this may lead to employees not willing to work
in a firm(Fu and et.al,2017).
Advantages of HRM practices on the firm for the management can be as follows-:
 A well formed organization will create a positive atmosphere for work and will try to
benefit its employees by performing various HRM practices,by keeping the employee
satisfied and motivated. The HRM practices reward a good employee for its work. Aldi
also reward its employees for their cracking work by offering them incentives and extra
pay. But if the employees are not working properly then the organization also impose
some strict behaviour against them.
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 HRM practices provides employees satisfaction and support them to add to company's
assets. The experience,ability and talent of the workers in the workplace can give a
competition to business rivalries. The HRM practices have a positive impact on the
company by helping the employees to improve. The organization includes various
processes that give resources for educating employees and provide chance to utilize and
share the knowledge.
 Workers of today's generation prefer much different working environment as compared
to workers in twentieth century. The effect of HRM practices to employers is that the
organization offer more flexibility to workers as they want to carry their old workers and
provide flexible work atmosphere for their team(Groen,Wilderom and Wouters,2017).
 Managers should enhance the performance graph of employees. Aldi should appoint
managers that will increase the efficiency of employees in the company. The employees
working under the guidance of positive mangers will feel more encouraged towards their
job. The HRM practices can be beneficial to the employees as it would lead to individual
development and will provide a greater job satisfaction and protection through HRM
practices. The management is given precedence to solve the problems immediately.
In a competitive advantage the bets practice approaches of HR activities will support companies.
A close connection between HR practices and performance of organization are applied and are
connected with high commitment management.The best-fit model is known as matching model
for HRM. According to business it is made on HRM policies. The planing of future
activities,performance objectives etc are included in strategies.
P4:Evaluating the effectiveness of different HRM practices that raise Aldi profit and
productivity.
The effects of HRM practices and policies on employee productivity is an essential factor
in the field of HRM and industrial terms. To examine the employee productivity ,the HRM
practices provide important effect on outcomes of candidates. The positive and important effects
on employee productivity can be traced in the workplace that use more of human resource
planning,recruitment,strategies etc.
The increased productivity can be beneficial to the organization in many ways-:
Getting better employees
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Productivity do not begin with the training,it starts with correct employee(Korff,Biemann and
Voelpel,2017). A unmotivated employee will continue to remain like that regardless of the
workplace,while a good employee will do a great work even in the worst conditions Appointing
and selecting a better employee is where all the firms need to begin to increase their
productivity. With the better skilled and talented employees will be hired and appointed.
Creating incentive programs
These will guide the business to meet and improve the goals of productivity as it provide a
purpose and award for achieving broad goals. HR department are advance of these
initiatives as they are aware of their job duties and can generate incentives that can effect the
entire business. This will help employees to perform better they will feel motivated and
encourages at workplace.
Providing flexible schedules
Balancing the work life can be of huge quality of young workers. They want that their work life
should be shaped and this should produce flexible schedules to become successful in the work
environment. They will feel comfortable with these flexible working hours.
Giving a better data
The managers have right to use the system,HR department collects information and use this data
to represent to top management. Getting to HR department to not only collect but also to provide
the collection to managers will help the employees to increase the productivity. The HR
department can be a helpful force in the organization and should be utilized efficiently to
increase the productivity(Kumarika Perera,Yin Teng Chew and Nielsen,2017).
Aldi increase the productivity by conducting appropriate recruitment and
selection,training and development programs are proved to the employees to increase their skills
and knowledge regarding the organization work.
P5 Analyzing the importance of employee relations
The relationships between employees and management are of a great importance in a
organization. Human relations can be defined as a procedure of employee training,recognizing
the wants,solving issues between employees and among management and employees. Employees
need to work together on projects,exchange knowledge and provide encouragement to get the
work done. Businesses with well disciplined force have prospective to attract deserving
employees,rapid enhancement in commitment with the clients and will adjust to the wants of
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changing marketplace. Employee relations are of great importance to the organization in many
ways as follows-:
 There are many issues on which only one employee cannot make decisions alone and
would need the demand for the guidance and advice from others.(Laroche and
Salesina,2017). There may be situations where some points have been missed but the
team member would have come with the idea that would lead to achieve the goal at much
increase rate.
 Work seems to be easy ,fast when it is distributed among all. A healthy terms with other
members of the team will be beneficial as it will reduce the work load on a particular
member and will lead to increment in productivity. One person cant do all the tasks
therefore it is necessary to divide the responsibilities among the team so that each
member can get equal amount of work to do.
 The organization atmosphere becomes a pleasant place to work if all the employees work
as a family. It has been found that an individuals loose its concentration if the mind is
under the stress and tension. So if in such circumstances ,people talk and can share
knowledge tension it will diminish and person will feel better.
 This will also decrease the issue of absenteeism in the workplace. The employees will
take their work more seriously and will regularly come to office .There would be less
leaves. There will also be less of complaints against one another.
 The employee relations do not encourage fights and rivalries among each other. They
become more adjustable and will not pinpoint any problems with one other. They pay
more attention to their job and want to perform better. They began treating each other as
friends(Liu and et.al., 2017).
 With employee relation the employees will be encourages participating in these kinds of
extra curricular activities. The professional of HR will play an essential role in binding
employees together.
P6 Identifying the key elements of employment legislation and the impact it has upon HRM
decision making
The employment legislation law adjust the terms between workers,employers and trade
unions. People that work in the organization are benefited from such laws. The sex
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discrimination act it will provide safety to employees against discrimination on the grounds of
gender male or female
 Appointing employees for job
 Giving employee promotions
 Opportunities offered in training and career development.
There are some situations where this act is not be validated like a female actor to play a female
lead. The equal pay act this make sure that both men and women should receive the similar
amount for doing the same job that is of the similar value. The Race Relations Act will
discriminate on the fields of illegal race and it is similar to Sex discrimination act. The disability
discrimination Act is needed to collect the wants of the disabled and develop a correct approach
for the handicapped in education and other departments(Murphy,Klotz and Kreiner,2017). The
Equality Act defines that no individual should be discriminated on the grounds of religion,belief.
Maternity and parental rights provides maternity,paternity,adoption holiday. Through this
resources covers the maternity and paternity holidays. The age discrimination act will defend
certain individual worker at the age of 40 years of age and older from discrimination on the basis
of age in appointing, promotion, selecting, compensation, or policies and terms of employment.
Aldi provide all these laws in the company so as to discourage illegal activities in the workplace
and provide equal opportunity to all employees for employment.
P7:The application of HRM practices in a work-related context
Applications of HRM practices in work related context are numerous,it gives
opportunities for the employees to enhance their talent with the growth of organization as well
Recruitment and selection-This is termed as a process of appointing,recruiting or hiring new
talents according to the wants of the organization. The candidate applied for the particular post
should be well deserving and should meet up the selection criteria. Aldi appoint the candidates
according to the criteria of the job. This recruitment provides platform for new opportunities and
new strategies in the workplace(Rafferty and Restubog,2017).
Employee welfare-It aims at the welfare of the employees by granting them various
facilities,services,benefits for their well being.
Training and development-This allows the employees to grow skills and ability in order to do
job in effective manner. The training and development programs are arranged for both current
and new employees. Through these programs employees are trained for higher duty.
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Advised to department mental heads-The HRM provides its knowledge to various departments
on the issues related to planning of management, recruitment etc. They can also give their advice
to the top management for examining programs,policies.
Administration of wages and salary-The HRM also defines what amount is to be given for
distinct sort of work. The HR management also determines compensation of workers that may
have bonuses,salary administration.
Researchers-Researches are conducted by HRM to collect the opinion of employees in terms of
wages and salaries activities. This type of work will help to understand the satisfaction level of
employees etc.
Motivation-Employees work in the organization to fulfil their wants. In various cases,they are
not able to add to the goals of the organization as they are not motivated(Rees and Smith,2017).
The HR helps to arrange various rewards in order to motivate these employees
Industrial relations-The main responsibility of HR manager is to maintain a healthy relations
in the work environment. They can do a lot to maintain peace in the workplace .They also
provide protected data to the union leaders and provide their viewpoint on various issues to top
management team.
M1 Assessing the various functions of HRM that can provide talent and skills to fulfill business
objectives
The various functions of HRM include employment,training and development,appraisals
and employee relations. Employment means granting job to other candidates based upon its
qualification. This will bring about a positive impact on the organization as new plans and new
ideas will be enter in the organization which will lead to growth of the workplace and also the
organization will earn a profit(Rothenberg,Hull and Tang,2017).
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
for the chosen organisation.
The recruitment allow to appoint new talent to the workplace. There are two types of
recruitment external and internal recruitment. The strength of external recruitment is that it gives
opportunities for establishment of new ideas within the organization and the weakness is that
they are not cost effective process and takes a longer time to implement. The internal
recruitment in comparison are cost effective process and do not take much time. The weakness
of internal recruitment is that it does not open the door for new talents,ideas and plans.
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M3 The different methods used in HRM practices
The methods used in HRM practices involve recruitment,training and
development,employee relations,wages and compensation,motivation of human
resources ,development of human resources. The motivation of HR is one of the essential
functions for the organization The recruitment is the process of appointing candidates.
Appropriate training is provided to the employees. For motivating the employees the HR manger
should provide pension to its employees(Chelladurai and Kerwin,2017).
M4 The key aspects of employee relations management and employment legislation
Employee relation are very important for any business. As these relation will lower the
work load on a particular employee. This will give a positive working atmosphere and will
reduce the number of conflicts in the organization. People will focus on their work and the work
will be done in a less amount of time. The legislation laws will protect the employees that are
working in the work place. Various employment laws have been implemented such as Age law
act,Sex law,Religion act ,Equity act etc.
M5 Provide a rationale for the application of specific HRM practices
The HRM practices today is used in various fields from hiring candidates to providing
them knowledge and skills through various programs. They are also used for developing
employment relations,providing advice to top management on several issue(Eaton,2017). HRM
also determines the amount to be paid to employees for the job they do,it also try to find out the
satisfaction of employees. It also works for the benefit of the employees in order to make them
feel better.
Conclusion
Summing up the entire report ,it signifies the importance and various functions of HRM
in various departments .The HRM can be used in various practices such as recruitment,training
and programs,Employee terms etc. There are 2 types of recruitment that can be used to appoint
the employees. The internal recruitment appoint the employees from within the firm whereas the
external recruitment hires from outside the firm. The HRM creates a positive atmosphere for its
employees and reward them with benefits whenever necessary. There are various parameters that
can be used to increase the productivity of organization like getting better employees,generating
incentive programs. Employee relation are essential for the organization and it will have a
positive impact on the employees. Various laws for employment have been developed to provide
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protection to the employee at work place. Today there are various application such as motivating
employees,compensation where HRM practices are used.
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Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Dean Lee, M. and et.al., 2017. Human resource approaches to retirement: Gatekeeping,
improvising, orchestrating, and partnering. Human Resource Management. 56(3). pp.455-
477.
Eaton, J., 2017. Globalization and human resource management in the airline industry.
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Fu, N. and et.al., 2017. High‐Performance work systems in professional service firms:
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Management. 56(2). pp.329-352.
Groen, B.A., Wilderom, C.P. and Wouters, M.J., 2017. High Job Performance Through Co‐
Developing Performance Measures With Employees. Human resource management. 56(1).
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Korff, J., Biemann, T. and Voelpel, S.C., 2017. Human resource management systems and work
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Kumarika Perera, H., Yin Teng Chew, E. and Nielsen, I., 2017. A psychological contract
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