Human Resource Management Report: ALDI Supermarket Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within ALDI, a supermarket chain. It begins with an introduction to the role of HRM, its functions, and its importance in enhancing organizational productivity. The report then delves into the functions of HRM, including staffing, compensation, health and safety, development, employee relations, and compliance, highlighting their significance within ALDI. It also examines the strengths and weaknesses of various recruitment methods, such as internal, external, and third-party approaches. Furthermore, the report discusses the benefits of HRM practices for both employees and employers, focusing on team building, policy evaluation, a healthy work environment, and future planning. The report also addresses the effectiveness of HRM practices in raising organizational productivity, emphasizing the impact of employee relations on HRM decision-making processes. Finally, it explores the key elements of employment legislation and their impact on HRM decision-making within ALDI, concluding with an application of HRM practices within the enterprise.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Functions and purpose of HRM.......................................................................................3
P2. Strengths and weaknesses of various approaches to selection and recruitment...............4
TASK 2............................................................................................................................................5
P3. Benefits of HRM practices to employees and employers................................................5
P4. Effectiveness of HRM practices in raising organisational productivity..........................7
P5. Importance of employee relations to influence HRM decision making process..............7
P6. Key elements of employment legislation and their impact on HRM decision making....8
TASK 4..........................................................................................................................................10
P7. Application of human resource management practices in enterprise.............................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource manager is responsible to handle fall into 3 major areas like: benefits,
compensation & staffing and designing work. Main purpose of HRM is to increase the
productivity of an enterprise by optimizing the power of its workers. It is a process of selecting
or recruiting employees as well as giving them induction and orientation programs (Batt and
Colvin, 2011). Present report is based on ALDI which is a supermarket company with having its
stores in different countries. Following file is prepared in order to identify the scope and needs of
HRM in the mentioned business. It involves purpose and functions of HRM. Weaknesses and
strengths of various approaches to selection and recruitment are also described here. Along with
this, key elements of employment legislation and their effect on HRM decision making for ALDI
will be studied.
TASK 1
P1. Functions and purpose of HRM
According to any business entity, HRM plays an essential role. It supports in improving
the performance of various workers so that desired outputs can be attained. Major purpose of
HRM, Is to ensure that knowledgeable people is made to activity the perfect job so that factors
are will utilised in effective way. It is responsible to provide training to new candidates in order
to make them familiar with another working surrounding. HRM performs different function in
ALDI such as: Staffing: It is a best activity through which needed high number of employees are
selected as well as recruited so that induction do not get impacted regarding to non
availability of work force. The needs of management to ensure that condition like surplus
or deficit of working staff members do not boost as both impact the business profitability. Designing compensation: People working with organisation such as ALDI are required
to be paid in return. Apart from this, it is another important function of HRM to
determine what should be the proper wages or salary for employees working in different
departments (Buller and McEvoy, 2012). Therefore, the same management is also liable
and responsible to take decisions about non financial pay for example generating a
healthy and good working surrounding for all those who are the cited company part.

 Health and safety: In this way workers are perform their activity and task they come
across different factors like equipments, machinery and tools etc. therefore needs of the
management to check that various appliances are secure to use and do not take any harm
to those are running together. Development: When a ALDI made a innovative recruitment and they ensure that various
freshers are giving with perfect training before really allotting them work. This supports
in improving individual skills so that productive also maximise. Employee relations: It is another essential function that is performed by HR department
of ALDI. It is needed to ensure that all task related problems of employees are solved so
that they can work effectually. They also gives in brining judgements, engagement of
worker and improving job fulfilment.
 Compliance: This function of HRM is highly critical which is performed by ALDI. Non-
compliance may result into objections from workers like unfair pay, unhealthy working
environment and complete discrimination. This will have a negative as well as direct
impact on company’s final results (Campbell, Coff and Kryscynski, 2012). So it will
obtained largely impacted if employees are unhappy with their work. Apart form, human
resource should make certain that it task regarding to legislation like right to equality and
maintaining the labour cost.
P2. Strengths and weaknesses of various approaches to selection and recruitment
Providing job opportunities to new candidates can be completed through selecting
different approaches. Depending upon vacancy nature the selection and recruitment are mode is
fulfil activities like hiring person and doing it internally from external surrounding. ALDI uses
third party approach as this option is beneficial. As per the option also in which workers are
made present through different agencies. Every method has its own advantages and
disadvantages which are mentioned as follows: Inside recruitment: It is the best method in which placement is completed through
improving designations of potential workers. It can be fulfil with the support of
promotion. so an individual maximise their standered as well as their morale. Employees
get higher satisfaction as they to be recognized by the firm and thus, they work with
much dedication (Choi, 2011). It is the best process of cost saving in completing the
vacant job position in ALDI. Though it has different positive points and drawbacks with

business start-ups, it has an opportunities to welcome new candidates who may come
with wholly unique approach. External recruitment: This approach basically relatedof selecting new members from
external boundaries of ALDI which are encouraged to select for a specific job.
Regarding this management has to modify to achieve innovative face who may come
with plans which supports in achieving perfect as well as desired candidates. The same
approach is also helped with other flaws like it is a time consuming activity and also,
more cost want to be receive to set up the all process. This is selecting by an individual
from a pool of candidates entries is a complex activity. This process may lead to various
issues of dissatisfaction to those are working with the companies as they are feel left.
 Third party: According to this option, various people are made available through
different placement agencies (Clark and et. al., 2016). As provider is in end contract with
various candidates they improve a link with them. Under this way they achieve to know
regarding weaknesses and strengths of a personal which support is recommending
knowledgeable people for a right job. Weakness of this methods as the new person is
made present from outsider. He or she are less able of understanding the difficult
structure of enterprise.
TASK 2
P3. Benefits of HRM practices to employees and employers
HRM practices assist in generating a positive and healthy work surrounding in enterprise
by having coordination of employees among whole tasks. This is important as it will maximize
the employee’s performance and encourage work related ethical practices. All this gives huge
number of advantages to employees and employers. With implementation of effective HRM,
ALDI’s employers will achieve the followings benefits: Benefits of employersBuilding team: HRM practices are essential to support manager in
generating mutual goals for employees and enterprise. it will also assist in assembling a
group and supplied best outputs in economic than a personal. Evaluating human resource policies: The activity of HRM is very important as it assists
owner in evaluating the best policies about employee’s improvement (Daley, 2012).

Evaluating practices is needed to help company leader in taking remedial changes and
actions if it is requited. Generating healthy and positive work environment: strategy making about HRM of
employer which has to follow with legislation number. All rules and regulations are
necessary to ensure safe position which should be given to workers for performing their
ordinary jobs. By providing a risk free surrounding, it is helpful for HR manager of ALDI
as he can easily increase the performance of their staffs. Assist in making future planning: Different activities as well as tasks of HR department
are essential to manager in gathering important information from whole department of an
organisation. Further all this, gather data with the help of manager and making future
plan.
Benefits to employees: Training to employees: HR department is responsible to provide the best training as per
the needs of employees. (Dul, Ceylan and Jaspers, 2011). Different training programs
support individuals in maximising their skill so that they would be capable to survive in
the aggressive business surrounding. Maximise the efficiency of employee’s performance: Positive as well as healthy working
environment of an enterprise is needed to increase worker’s performance. It will also
decrease the business operation’s cost and support organisation in giving the best quality
of goods to its potential buyers at low price.
 Motivate workers: Ethical practices is important to be complied with for providing
motivation to employees in a perfect manner. The practices of HRM influence and
encourage fair work practices in company. Compensation and treatment are very
important to their workers in doing their best. All are important to maximise the overall
performance of enterprise.
ALDI managers are liable as well as responsible to give all advantages to their employees
and employers . All are important benefits which support in maximising the satisfaction as well
as moral level of employees and assist leader in return the commitment of workers in attaining
the growth.

P4. Effectiveness of HRM practices in raising organisational productivity
Profit is the main motive to achieve an individual and undertakes different numbers of
tasks (Fulton and et. al., 2011). ALDI creates huge profits every day as well as year and so, it is
essential for employer. They plan human resource management practices in order to create
effectively because such practices are impacted the productive and profit of an enterprise in
different manners. Those activities assist in identifying the method and approach of controlling
HR. This policies are very essential part of human resource management because in this way
HR provide better development and training programmes. It should be encouraged because these
are support employee's in increasing their knowledge as well as skills as a same time. Time is
essential to maximise the quality of work performed by workers. It supports the organisation in
making food quality. This are provides to buyers and create high number of benefits in every
year. The needs and wants of cited company to understand those practices which is relate to
HRM in this way organisation revenue directly linked. Effective practices of HRM will be much
necessary the organisation because it will be creating higher profits and increase the productivity
in a positive manner.
HRM activities as well as policies directly affect employee’s process in the way of
completing tasks and their impact (Guest, 2011). The finished goods which is made by the cited
company employees. Further, in order to maximise the productivity and profits of an
organisation, it will also increase the productivity and performance of human resource
management.
P5. Importance of employee relations to influence HRM decision making process
 Employee’s contribution is very important in the growth and success of an
enterprise.. It become needed to manager ALDI employer and to maintain better
relation with employees in working process. Relationship between the product quality
which are directly impact the subordinates performance which impact the company
growth and success. In the current scenario, in complex surroundings of an enterprise, it
is needed for a manager to maintain healthy and positive working environment along
with keeping strong relations with employees. manager and employees are impacted the
decision making process of organisation (Jabbour and et. al., 2013). Motivated
employees support the top level manager in taking effective decisions and attaining
success. There are different points completed by the manager in order to maintain

healthy relations with workers which are as follows:ALDI’s manager should follow the
best policy such as open door. In this way, workers can discuss the problems and matters
which are faced by them at workplace.Employee’s participation or involvement is
needed because it should be encouraged the mutual goals and it can generate by
managers.
 Job rotation which should take a better place in organisation on continuous basis, it will
support and provide an opportunities to ALDI holder for learn something is innovative.
 Subordinated response should be motivated to eliminate the issues.
 Excellent communication skill is essential and it should be here among different sectors
of an organisation. This supports in reducing the conflicts as well as defining duties of an
individual in a clear way.ALDI’s leader should treat their workers in a friendlily.
 Healthy environment and risk free position which is necessary to achieve high growth
and success. ALDI should be give these facilities to their employees like: fair
compensation and treatment etc.
 Communication channels like promotion and advertisement regarding to company
vacant position. These are provide by company manager to employees so it will motivate
their workers and increase their productivity as well as performances.
 ALDI’s manager should conduct different programs like training and development
which are helpful to improve employee’s skills.
All above points can be complete by company managers for maintaining a better working
environment and relations with employees. Better relationship is important to support leader in
getting the trust of employees which directly affect the productivity of firm in a positive way
(Jiang and et. al., 2012). Healthy environment and working condition will maximise the worker’s
moral and increase their productivity as well. By keeping better relation with workers in
organisation, ALDI can attract large number of candidates as a result of having high goodwill in
the market. So, current business surrounding for attaining growth and taking their effectiveness
on decision making process so it is very important as well as needed for to keeping good
working relations with its employees.
P6. Key elements of employment legislation and their impact on HRM decision making
The legislation of employment is a combination of different laws such as rules and
regulations describing basic duties and rights of employees at workplace. All rules and

regulations are defined as the responsibilities of both employees and employers. In this way, for
making an effective policy about management which is give by cited company managers. . The
key elements of employment legislation are as follows: Employment rights act: Under this, act determines the rights and duties of employees at
workplace. As per this act , managers are liable as well as responsible for giving basic
facilities to all workers (Kakuma and et. al., 2011). Equal pay should be given to the
managers and workers should give safe position to their staff members. They are essential
assets of every organisation and so, company manager should do not protect of their
duties for generating a positive surrounding. Minimum wage act: In this way, government is responsible to decide a rate. Company’s
manager is liable to provide minimum wages and salary to workers (Guest, 2011). Such
as this rate is timely modified by government regarding to inflation rate. This act
supports the workers in completing their basic requirement.Employee’s discrimination
act: According to this act, employees should not be discriminated on the basis of their
colour, caste, age, gender, religion and others. In this way, equal opportunities should be
provided to all workers for promotion, so they are achieve growth. Equal pay act: This act states that in an enterprise when more than one individuals are
doing same type of job should get the equal salary. as per this act, it should be complete
by ALDI manager and they also increase employees performance (Kehoe and Wright,
2013). It is needed as it creates a positive working environment and non-compliance of
the same may lead from to face severe consequences. Working time directive: As per this act, it described the legal existence of job
opportunities. In this way, workers are liable to serve the minimum hours in an
enterprise. Employee’s minimum working hours is 48 as per this act.
 Disability discrimination act: This act determines the disabled people that are working in
a firm. It says that disabled people that should not be discriminated because of their
disability and must be treated in the same way as others. All these facilities which should
be given them for performing their activities.

TASK 4
P7. Application of human resource management practices in enterprise
As workers are important in every organisation because they are maximise the range of
HR practices at workplace. It is necessary which can be used by cited company mangers for
reducing different problems and matters that is face by employees. In the present scenario, ALDI
is facing issue of less profits and complaints regarding product’s quality. In this way, employee’s
turnover is maximising at a higher rate which highly affects the goodwill of company. To make
the situation better and solve critical problems, there are different practices which can be applied
by ALDI in the following areas: Planning of manpower required: Human resource management practices as well as
activities support manager in evaluating large number of workers needed for performing
different types of job in the enterprise. Skilled as well as knowledgeable candidates will
support ALDI in performing business operations effectively and in keeping the product’s
quality high. Decision making: ALDI manager is responsible for different tasks as well as activities
that support top authority in gathering important information for example main reason
behind conflicts and work based issues. All practices are can be complete by ALDI
manager for taking a best action and decision for reducing different types of problems. Development and training of employees: According to this, gathering important data and
information by managers and they can conduct different programs like training,
recruitment etc. these events are increasing workers current skills (Daley, 2012). All this
are assist organisation in preparing employees performance. Maintaining the quality of business products: In this way then cited company is facing
the product quality problems from high number of its buyers. HRM practices can be
adopt on this complex area by identifying these methods of doing the task. Performance evaluation: Employee’s evaluation support the manager in determining
their skills and knowledge. All this assist in maximising the product’s quality and
providing high customer satisfaction.
 Creation of vision and mission: Identification of employees skills is important because it
is support top management and provide by organisation in achieving vision and mission

(Choi, 2011). It assists the manager in making best plan for attaining desired results and
utilising available factors.
CONCLUSION
As per the above mentioned report, it can be concluded the topic of human resource
management. Practices and their effects on business operations. These policies are important as
well as necessary to increase the company and individual performances. All practices as well as
activities are effected on different departments performance and productivity. . there are various
numbers of legislation which effect decision making process in a effective way. In this way
employer is responsible to manage all issues such as conflict and work based problems. The cited
company manger should be provide consideration on all laws as well as rules which includes in
the legislation on an employment and making the effective work practices.

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