Human Resource Management Report for Workforce Planning

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, selection, employee relations, and employment legislation, with ALDI as a case study. The report begins by defining HRM and its functions, particularly in workforce planning, followed by an examination of different recruitment and selection approaches, including their strengths and weaknesses. It then explores the benefits of various HRM practices for both employers and employees, and how these practices can raise organizational productivity and profit. The report also emphasizes the importance of employee relations in influencing decision-making processes and the impact of employment legislation on HRM. Finally, it provides practical applications of HRM practices within an organization, offering insights into effective HRM strategies. The report concludes by summarizing the key findings and offering recommendations for improving HRM practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM applicable to workforce planning.......................................1
P2 Strengths and weakness of different approaches of recruitment and selection......................2
TASK 2............................................................................................................................................4
P3 Benefits of various HRM practices for employer and employee...........................................4
P4 Effectiveness of different HRM practices in raising organisational productivity and profit.5
TASK 3............................................................................................................................................5
P5 Importance of employee relations in influencing decision making process of enterprise.....5
P6 Key elements of employment legislation and its impact upon decision making of HRM....7
TASK 4............................................................................................................................................8
P7 Application of HRM practices in an organisation.................................................................8
CONCLUSION................................................................................................................................9
REFERENCS.................................................................................................................................10

INTRODUCTION
HRM (Human resource management) is simply defined as the process of managing
human resources of an organisation. It is one of the important function of every enterprise.
Concept of HRM focus on recruit right candidate for a right job at right time. This support and
assist managers during the process of recruitment and selection. This ensure effective
management of all employees and their activities at workplace. Human resource managements
guide managers of company during the process of policy formulation and ensure that enterprise
should comply with all those rules and regulations (Armstrong and Taylor, 2014). ALDI One of
the leading retailer in grocery sector based in UK is taken under this report for study. Company
start its operations in 1913, and now is operating in more than more than 70 countries with more
than 500 outlets. Main functions and purpose of HRM which are applicable to workforce
planning in an enterprise is all detailed in this report. Further main components of employment
legislation and strengths and weakness of various approaches of recruitment is all detailed under
this report.
TASK 1
P1 Functions and purpose of HRM applicable to workforce planning
Concept of HRM may be defined as a process of managing employees and their activities
at workplace in order to achieve set objectives and goals of a company. This comes under one of
the important function of every enterprise. This support manager of company and help to ensure
that firm has talented or skilled candidate to perform their jobs and to manage various resources
of company including technical, financial, raw material and many more. Further this help
organisation to fulfil needs of its customers.
Purpose of HRM
Recruit right quantity and quality of employees to perform all operation of firm is one of
the main purpose of concept of HRM. This also ensure and bring coordination among various
activities and department of an enterprise (Bloom and Van Reenen, 2011). Manager use this to
retain skilled employees for firm so that all jobs of firm can be complete effectively.
Functions of HRM
Main function of HRM can be understood by the following points:
 Recruitment: Hire skilled and talented workforce to fulfil various jobs of company is one
of the main function of human resource management. HR is the only department of
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company which advertise about the vacancy in firm and than collect or screen candidates
of applicants. After that this department conduct interview in order to choose best
employee.
 Employee relations: Good relation with workers increase their productivity and enhance
their morale which provide various benefits to firm (Boxall and Purcell, 2011). HRM
helps to do the same by encourage their participation in decision making process which
improve the relationship between employer and employee.
 Safety: Provide safe and healthy work environment to workers is come under the
responsibility of every employer. Concept of HRM ensure that proper training must be
given to workers so they can perform their work effectively and can maintain a safe and
healthy environment.
 Training and development: Various type of complex and difficult tasks are performed in
a firm. To achieve desired results manger is liable to provide necessary support and
training to workers so they can perform their jobs effectively. Training increase
knowledge and skills of employees which help firm to get competitive advantage.
 Compensation and benefits: This is one of the important elements for which an employee
join the firm. HRM guide and assist managers during the formulation of compensation
packages of workers and helps to ensure that compensation plan of an individual is
attractive and is as per the all legislations (Bratton and Gold, 2012).
All these are the main functions of HRM by execute these in an effective manner
manager of ALDI can create an maintain healthy working environment at workplace.
P2 Strengths and weakness of different approaches of recruitment and selection
Process of attract, invite, evaluate and select best candidate for a given job in company is
known as process of recruitment. Basically there are two main sources of recruitment which can
be used by manager of ALDI to fill vacancy in company. More information about therse sources
can be understood by following points:
 Internal source of recruitment: Under this approach of recruitment manager of company
identify an evaluate skills of existing workers to fill vacancies. After the process of
evaluation capable employees are promoted to the next higher level.
Strengths
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One of the main benefit of this approach is that it enhance loyalty and commitment of
workers towards the enterprise (Buller and McEvoy, 2012). Fast decision making make this
approach more effective. This approach is both time and cost saving because this save the cost of
company on advertisement and training of new employees. Possibility of errors are very few
under this method.
Weakness
Managers choose and evaluate internal employees for filling hire vacancies that's why
this method blocks new talent and innovation in firm. It can be possible that existing employees
of company does not have skills to get promotion. Further this discourage the workers who fails
to get promotion.
 External approach of recruitment: In this approach of recruitment manager invite
candidates from outside the firm to fill vacancy in organisation. This is popular and most
used method of recruitment.
Strengths
One of the main advantage of this approach is that it bring fresh and new talent in
enterprise which increase productivity of company. This help to make the internal environment
of company more competitive and motivate workers to give their best.
Weakness
This approach of recruitment is very costly and time consuming. Conflicts take place
among new and old employees which decrease their productivity (Chen and et. al., 2010). Firm
has to give training to new candidates which increase cost and demoralise old workers.
Process of choose best candidate from invited applicants is known as selection. Manager
choose a candidate after matching his skills with the qualities require to perform a job. It is very
necessary that this process should be well implemented by manager in order to choose the
capable one and to achieve set targets of company. Main approaches of selection which can be
used by the manager of ALDI include the following:
 Systematic approach of selection: In this approach, manager of firm use a sequence of
steps in order to choose best candidate for job. This give effective results to company and
reduce biasness from the selection process.
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 Unsystematic process of selection: In this method, manager choose a resume from
collected applicants and than evaluate skills of that candidate with the capabilities require
to perform the job (Fee, 2014).
All these are the main approaches of recruitment and selection which can be used by ALDI to fill
vacancy. There is not a universal approach which provide benefits to firm in every situation so
managers can choose any approach as per the situation to select a right candidate.
TASK 2
P3 Benefits of various HRM practices for employer and employee
Concept of HRM increase effectiveness of various activities of enterprise including
recruitment,, selection, performance evaluation and many more. Further this ensure proper and
effective utilisation of various resources of company and help in reduce final cost of company's
product. Not only this, this function provide number of benefits to both employer and employees
of organisation. Workers of ALDI can be benefited from those benefits by effective apply the
activities of HRM concept.
Benefits to employer
 Help manger in make planned decision: Performance evaluation of workers is done with
the manager of human resource department. This provide information to manager about
current skills and competencies of workers which help him in plan future actions of
company.
 Help in formulate policies and practices: It assist manager during the formulation of
various policies regarding the management of employees at workplace.
 Provide support and guidance: Activities of HRM encourage manager to provide basic
facilities and training to workers to enhance their skills.
 Improve performance and commitment of workers: One of the main benefit of this
concept is that this create the workplace environment more healthy and safety (Guest,
2011). This enhance morale of workers and at the same time motivate them to give their
best.
Benefits to employee
 Helps in get fair remuneration: Activities of HRM encourage managers to comply with
all acts of employment legislation. This ensure that workers are getting fair remuneration
for their work (Kern, 2014).
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 More opportunities for growth: Safe and healthy working environment increase
productivity of workers. This provide various chances to company to achieve growth and
offer various opportunities of growth to firm.
 Help in create better work environment: Various rules, regulation and activities of human
resource management ensure effective management of workers and their activities at
workplace. All this help in create good working environment.
All these are the main advantages which can be offer to employers and employees of
ALDI by effective implementation of HRM activities.
P4 Effectiveness of different HRM practices in raising organisational productivity and profit
If one want to identify the effectiveness of HRM practices than he can calculate the profit
and productivity of company because these are directly linked with each other. More effective
will be the concept of human resource management more benefits it will provide to an
organisation. First of all this bring coordination among various activities of firm which help in
decrease final cost of firm's product. Further it focus on various issues such as fair remuneration
to workers, equal treatment with all employees and many more. This help company to get
competitive advantage (Lengnick-Hall and et. al., 2011).
Overall this bring coordination among various activities of firm and increase profit of
firm. Standards method and process of making products help company to maintain quality of its
product and to attract large number of customers. One of the main benefit of practices of HRM is
that it help manager in identify and satisfy needs of employees which increase their morale and
commitment towards their wok. All this increase effectiveness of activities done and increase
their productivity. By effective execute these practices managers of ALDI can increase profits
and productivity of firm.
TASK 3
P5 Importance of employee relations in influencing decision making process of enterprise
Workers are one of the valuable assets of every enterprise and are the one who contribute
a lot in success of firm. To get their support and commitment it become important for employer
to maintain good relations with them. Various strategies are there which can be used by manager
of ALDI to maintain better relations with employees. Effective policies related with
compensation and safety of employees can be formulate by managers (Renwick, Redman and
Maguire, 2013). This not only increase productivity of workers but also enhance their
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commitment towards their jobs. All this provide number of benefits to enterprise not only this
quality of employer employee relation also affect the decision making process of an organisation.
That's why it become more important for employer to create and maintain good relations with
their workers. Different things which can be execute by manager of ALDI to maintain good
relations with workers can be understood by the following points:
 Participation of employees should be encouraged in decision making process so that both
employers and employees can set mutual goals for organisation.
 Employer should treat all his employees in a friendly manner so that can share their
issues and problems with him without any hesitation.
 Workers should not be discriminated on basis of their age, gender, colour and on any
other basis. All workers should be treated equally and equal opportunities of growth and
promotion should be given to every employee.
 Performance evaluation and appraisal of workers should be done on timely basis so they
can give direction to their to achieve set target.
 Feedback of employees working at lower level should be encouraged so management can
be inform about the issues and problems faced by them.
 Effective communication should be build in enterprise so that everyone can be well
known about his duty and responsibility and confusion can be eliminated from workplace
to achieve smooth flow of operation.
 All workers should get compensation in fair manner (Stahl and et. al., 2010).
 Healthy and safe working condition should be offer to all employees.
 Training and development programmes should be conduct at enterprise on timely basis so
workers can learn new thinks and can preform their duties effectively.
 Manager of ALDI can apply the concept of job rotation as this will help employees to
enhance their skills.
 Well performed workers should be appreciate on a timely basis so they can be motivated
to do well in future.
All these are the main ways by which manager of ALDI can maintain good relation between
employer and employee.
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P6 Key elements of employment legislation and its impact upon decision making of HRM
Employment legislation is a wide concept which include various rules and regulations
related with safeguarding the basic right and interest of workers at workplace. This remove or
discourage exploitation of employees from workplace (Vörösmarty and et. al., 2010). Further
this define roles of employer and employees towards each other. Main elements of employment
legislation can be understood by following points:
 Employment rights act: This is basic an important act from all the laws included in the
concept of employment legislation. This define basic rights and duties of an employee at
his workplace. As per this act healthy and safe working conditions should be offer to
every employee, every worker should be benefited from minimum wage further
discrimination of employees from workplace should be removed (Employment
legislation, 2017). With the help of this managers of ALDI can maintain a good working
environment.
 Equal pact act: This act says that when two individuals having same education and
knowledge do same job in a organisation than both of them should benefited from same
compensation. This helps in satisfy the needs of employees and boost up healthy working
environment.
 Discrimination act: According to this act all workers working in firm should not be
discriminated on basis of their culture, age, gender, colour and on any other basis. Equal
opportunities should of promotion and transfer should be given to every worker.
Discrimination create negative environment and decrease morale of workers.
 Minimum pay act: Government of every country decide a rate of wage as per the rate of
inflation exist in market. Every employer become liable to serve that amount of wage to
every employee working in enterprise so they can fulfil their basic needs include food,
shelter and cloth (Wright and McMahan, 2011).
 Work time directive act: According to this act of employment legislation it is essential for
every employee to complete his minimum hours of work to get legal existence of his
employment. 48 hours are the minimum working hours of an employee in a week.
Employees who want to do extra work can do on their own will.
 Disability discrimination act: This act is specially made for the disable employees who
work in enterprise. As per this act disable employees who work in company should not be
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discriminated and should be benefited from all services and benefits offer to other
employees.
These are the main components of employment legislation by consider all these managers
of ALDI can formulate better policies to manage their human resources (Buller and McEvoy,
2012).
TASK 4
P7 Application of HRM practices in an organisation
Concept of HRM is very wide and is applicable to various areas of firm. This ensure
effective completion of all tasks with minimum cost and time. Presently ALDI is facing some
issues including increase number of complaints from customers regarding quality of products,
increase employee turnover and many more. To remove all these obstacles manager of firm can
apply concept of HRM in various areas include the following:
 Performance management: This is one of the effective function of every enterprise
because it help the managers to know about gaps in current or actual; skills of workers.
Further this indicate manager to take remedial actions so all workers can meet with set
performance tasks.
 Maintain quality of business activities: Concept of HRM helps in bring cooperation and
coordination among various operations of firm which increase effectiveness of every
activity. With the help of this firm can maintain the quality of its products and can better
satisfy the needs and wants of its customers (Boxall and Purcell, 2011).
 Formulation of mission and vision: Mission and vision both are the elements which affect
the quality of activities related with employees working in company. With the help of
HRM manager of ALDI can give shape to vision of firm.
 Training and development: Activities of human resource management guide manager
about training needs of employees which help in increase skills of workers. All this
increase quality of employee's activities.
 Planning of manpower required: Specification and description of job can be done in
organisation with the help human resource department. This guide manager regarding the
employees required at workplace to complete various tasks (Armstrong and Taylor,
2014).
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In this way concept of HRM can be apply to ALDI at various level to get remedy from
the problem face by company.
In order to appoint a sales manager following are the main steps which must be follow by the
enterprise include the following:
 Job specification
Job specification
Details of job
Job title: Sales manager
Department: Marketing
Purpose of job
 Promote goods of company in order to increase its sales
 Use various tools and techniques to influence more number of customers
Duties and responsibilities
 Fulfil sales targets
 Carry out research in order to collect information about current trends of market
 Description of CV
General information:
Name: ABC
Phone no.: 6324789512
Email id: [e-mail]
Qualification:
MBA University of London 65.00%
BBA University of London 85.00%
Higher education London school 70.00%
Secondary education London school 80.00%
Personal information:
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Father's name: Jimmy gill
Mother's name: Simla gill
Date of birth: 25 October 1990
 Preparation of interview: For conduct all activities during interview and to hire best
candidate it is very essential for manager to first identify and collect all the notes and
support information require.
1. Preparation of effective questionnaire
2. Verification of data collected
3. Evaluation of potential capabilities of candidates
 Offering of offer letter: Offer letter is a written document which consists various terms
and condition upon which both individuals manager and workers agree to serve each
other. Following are the main factors which include in offer letter:
1. Company's description
2. Salary structure
3. Job timing
4. Leave structure
Evaluation: This is the last step included in selection process. In this manager identify the errors
and do efforts to not repeat the same in future.
CONCLUSION
From the above information it can be concluded that human resource management is one
of the essential concept for every enterprise as it helps in manage activities regarding employees.
This help in increase performance of workers and provide number of advantage to a firm. This
concept can be apply by the manager of ALDI at workplace to get various benefits. With the help
of this concept manager can effectively perform all function of HRM. In this way coordination
can be bring among various activities of organisation and enterprise can easily achieve its set
objectives. At the time of policy formulation it is very essential for the manager to comply with
all legal rules comes under employment legislation. Overall with effective implementation of
HRM manager of ALDI can provide various benefits to employers and employees and at the
same time can increase achieve various benefits.
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REFERENCS
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Armstrong, M and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Buller, P.F and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Chen, T., and et. al., 2010. The Human Oral Microbiome Database: a web accessible resource
for investigating oral microbe taxonomic and genomic information. Database (Oxford).
2010. p.baq013.
Fee, M.C., 2014. Human resources management.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Kern, R., 2014. Introduction. In Dynamic Quality Management for Cloud Labor Services (pp. 3-
7). Springer International Publishing.
Lengnick-Hall, and et. al ., 2011. Developing a capacity for organizational resilience through
strategic human resource management. Human Resource Management Review. 21(3).
pp.243-255.
Renwick, D.W., Redman, T and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Stahl, G.K., and et. al., 2010. Unraveling the effects of cultural diversity in teams: A meta-an
alysis of research on multicultural work groups. Journal of international business studies. 41(4).
pp.690-709.
Vörösmarty, C.J., and et. al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Wright, P.M and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal. 21(2).
pp.93-104.
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<http://businesscasestudies.co.uk/business-theory/people/employment-legislation.html>.
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Six Main Functions of a Human Resource Department. [Online]. Available through:
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