Human Resource Management Report: HRM in the Aldi Supermarket Chain

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the context of the Aldi supermarket chain. It begins by defining the purpose and functions of HRM, including recruitment, selection, training & development, and performance appraisal. The report then examines the strengths and weaknesses of different recruitment and selection approaches, such as external and internal recruitment, and interviews and written tests. Furthermore, it elaborates on the benefits of various HRM practices for both employees and employers, with examples from Aldi, including employee engagement, career management, and performance appraisal. The report also discusses different methods of human resource practices and their applications. It investigates the significance of employee relations and analyzes the key divisions of employment regulation and their impact on HRM. Finally, the report demonstrates the application of HRM practices in a work-related context, mapping employee relations and HRM practices that inform and influence decision-making within the organization.

Human Resource
Management
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Purpose and functions of HRM........................................................................................3
M1: Assessment of functions of HRM...................................................................................4
P2 & M2: Strengths and weaknesses of approaches of recruitment and selection................4
D1: Critical evaluation...........................................................................................................7
LO 2.................................................................................................................................................7
P3. Elaborate in brief about the benefits of different Human resources practises within the
organisation in the perspective of employee and employers..................................................7
M3. Decorative different method of human resource which is use in human resource practises
with the optimum examples....................................................................................................8
P4. Evaluate the effectiveness of different HRM practises in terms of raising profits to the
organisations...........................................................................................................................8
D2. Detailed investigate of Human resource practises and application as per the organisation
perspective by using specific examples..................................................................................9
LO 3.................................................................................................................................................9
P5. Investigate the significance of employee relations in respect to influence the Human
Resource Decision making.....................................................................................................9
M4. Interpreted the key aspects of workforce relation management as well as employee
regulation which affects human resource decision making in the perspective of organisation.
..............................................................................................................................................10
P6. Analyse the key division of employment regulation and impact on Human Resource
Management.........................................................................................................................11
LO4................................................................................................................................................12
P7. Demonstrate the tender of Human resource Management practices as in work related
context, by using specific examples.....................................................................................12
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M5. Facilities a rationale for the application of specific Human Resource Management work
related oriented.....................................................................................................................12
D3. Detailed mapped the employee relation and application of Human resource practises that
informs and influence decision making with the conceptual aspect of organisation...........13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
The concept of Human Resource Management is a part of management studies where it
operated to controlled the workforce through the support of managerial activities as well as
building the compliances oriented on which the employees work according to specific format or
procedure in the Organization. The tools and techniques of human resource management is
planning, directing, organising, staffing and controlling by these the organisation balanced in
terms of workforce and other managerial activities. Human resource is also used to elaborate
about the both part of employees who work for the organisation and department, it generates the
hierarchy as in position which come from the performances by employees as well as it involves
in grievances maintain and solved of employees where they are satisfied in the organisation.
As the Aldi company which is located at United Kingdom is on e of the largest and most
preferred venture by consumer where it structured as a supermarket as it deals with groceries and
other home décor products availability to making fulfilment the requirement of consumer needs
by performing this business of retailer segments is spread globally. The role of human resource
in Aldi company would be to manage the employees as well as the structure development with
procurement the demands of workforces regarding the task related requirement allocated by
human resource department or human resource manager.
TASK 1
P1: Purpose and functions of HRM
Purpose of HRM- The purpose of HRM is to facilitate proper management of human
resources within an organization (Delery and Roumpi, 2017). This helps in getting the best out of
them and therefore helps in achievement of higher level of efficiency, effectiveness as well as
productivity within the organization.
There are different functions of HRM within an organization. In the context of Aldi, these
functions are as follows-
 Recruitment- It is the major function of the HR department. It has to focus on recruiting
of talented employees in the organization so that they can be quite helpful for it. It does
so by taking multiple steps and through multiple sources. In Aldi, the HR department has
to focus on recruitment so that they can get talented people for working in the company
which can be beneficial for it.
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 Selection- It is another major function in the HR department. It is required in order to
make a decision of selecting from a pool of candidates available. In the context of Aldi, it
is quite important because it helps in choosing the right candidate for the job.
 Training & Development- HR department needs to provide training & development to
the employees (Guest, 2017). It has to do so for both the new employees as well as the
old employees also. By providing training & development the HR department of Aldi can
make sure that it is focusing on increasing the overall efficiency, effectiveness and
productivity level of the employees.
 Performance Appraisal- HR department has to focus on performance appraisal. By
doing so the deserving workers of Aldi can get rewarded through various types of
incentives, bonuses etc. given to them by the company for contributing to the increase in
efficiency, effectiveness as well as productivity level.
M1: Assessment of functions of HRM
The skills displayed the HR department of a company are very useful in order to meet the
objectives within the organization. The HR department of Aldi can identify the various types of
short-term and long-term goals and objectives which are required to be achieved and can adopt
the right strategies so as to facilitate their achievement. If the employees of firm are dedicated
towards the achievement of tasks, goals and objectives then it can help a lot in attaining
sustainable success in the future time period.
P2 & M2: Strengths and weaknesses of approaches of recruitment and selection
There are different approaches which can be followed for the purpose of recruitment as
well as selection. The strengths and weaknesses of these approaches are as follows-
Approaches of recruitment-
External approach- In it, external sources are focused upon by the company so that they
are able to get the best talented people to work in the organization (Jabbour and de Sousa
Jabbour, 2016). These sources help a lot in getting the right people to work in the company. They
can be used by Aldi to get the workers as per requirements.
Advantages-
 Skilled workforce- External sources are very helpful for the organizations in getting
skilled workforce as per their needs and requirements. In the context of Aldi, it is
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important that it is able to get skilled people to work for it which will make sure that the
firm achieves its objectives.
 Selection criterias- Proper selection criterias can be set by the company for the
candidates. Aldi can do so to make sure that it selects the right candidates.
Disadvantages-
 Ignores internal criterias- External sources of recruitment result in ignoring of people
already working in the organization. If Aldi chooses it then it can ignore the talented
workers it already has.
 Costly- External sources of recruitment are a costly affair for the organization. For Aldi,
it can be very expensive to choose them.
Internal approach- In it, people already working within the organization is selected
through promotion or by references (Meyer and Xin, 2018). This approach can be used
by Aldi to reduce its costs in recruitment and get the best workers.
Advantages-
 Reduces costs- Using it Aldi can get workers as per its requirements from its internal
pool of candidates only thereby reducing costs.
 Satisfaction of workers- Using this approach ensures the satisfaction level of the
workers because this leads to them believing that they are considered suitable for a bigger
role.
Disadvantages-
 Less skilled people- Using this approach can get less skilled people to work in the
company by the way of promotion. Thus this acts as a disadvantage for Aldi.
 Decrease in efficiency- The older staff of the organization may not work with the
required efficiency. This can be a disadvantage for Aldi.
Approaches of selection-
Interview- In it, face to face interaction is done between the HR manager and the person taking
the interview (Shen and Benson, 2016). It can be used by Aldi to evaluate its candidates before
selecting them.
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Advantages-
 Better evaluation- Interview gives a chance to better evaluate the candidates. Thus it
offers the HR managers of Aldi an excellent opportunity to test the candidates.
 Right decision- By taking interview a right decision can be made by the companies.
Thus HR managers of Aldi can take the right decision by using it.
Disadvantages-
 Ignores other aspects- Interview often ignores the other aspects which are related with a
candidate’s personality. Thus for Aldi this is a disadvantage.
 Time-consuming- Interview is a very time-consuming process. In Aldi, it will take a lot
of time to conduct the interviews which are a disadvantage.
Written Test- In it, the candidates are selected on the basis of performance in a written test. It
can be used by Aldi to make a right decision for selection of candidates.
Advantages-
 Better evaluation- Written Test can help the HR managers of Aldi in better evaluation of
candidates.
 Multiple parameters- The HR managers of Aldi can test the candidates on multiple
parameters with its help.
Disadvantages-
 Biasness- There can be biasness towards certain candidates in Aldi’s HR department
which is not good for company.
 Unreliable results- The results obtained out of written test cannot be relied upon fully by
the HR department of Aldi.
D1: Critical evaluation
The methods of recruitment and selection have their own strengths and weaknesses.
However, Aldi’s managers need to analyze carefully before they select a particular method
because if a wrong decision is made then this can create a lot of problems and issues for the
company. Thus, a right decision has to be made after analysis of all strengths and weaknesses.
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LO 2.
P3. Elaborate in brief about the benefits of different Human resources practises within the
organisation in the perspective of employee and employers.
The enforcement of human resource practises motivates the employee for work which
develop the employee soft skills as in terms of morality through employee effective
performances, as it highlighted the flexibles job role and responsibilities. There are some
different practises of human resource that represent in Aldi company context in Performa of
employee and employer perspective are as follows:
 Employees are basically pursuing the task on the basis of employer pattern or order
where the performances and contributing the outcomes are depend upon the employee
participation while employer are more efficient to monitored the employee
performances.
 In Human resource management the HR manager allows the opportunities that generates
the benefits towards employees and employers as in performance appraisal, career
management, promotion, transfer etc with the context of employee and employer.
 Career management as forming the career plateau for employee behalf the employer
where it satisfy the both participants in the professionalism with performances of
employee and employer on that basis their benefits are determined and career
management is give a platform where an employee an employer can create their career
plateaus where it develop and furnish employees and employers career inside the
association.
 The performance appraisal facilitates to those prominent employees and employers as
per their overall contribution towards the organisation welfare for development purpose.
 By enhancing of Training and Development is also a key element of Human Resource
practice where the human resource manager provides trainer who makes the employee
understand and motivates towards the organisational goals.
 Allowing the employee engagement activities which encourage the creativity of
employee and employer interaction as well as their thoughts that organised by the human
resource department..
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M3. Decorative different method of human resource which is use in human resource practises
with the optimum examples.
By analyzation of different practises of human resources in the organisation preferences
with the reason to development career in background of employees and employers
performance criteria. There is an example that in Aldi Company which manufactured an
dealing of products and services by which the role of employee is to putting their effective
performances for giving the finishing work and employer are used to make guide to them as
to showing the representing process to the consumer expectation. As the platform to
employees and employer where they can perform and provides valuable outcomes, training
and development by efficient trainers provide to improvised skills and knowledge to
employees and employers by which the evaluation criteria will be flexible enough where the
employee and employer perform better in way of condition to deliver favourable outcomes.
P4. Evaluate the effectiveness of different HRM practises in terms of raising profits to the
organisations.
The effectiveness of Human resources practises which provides the productivity and
profits is happen when the Human resource practises having influence into policies employee
productivity. Through high performance employees can give the outcomes which increase the
organisational growth as well as the productivity of particular employees.
 Effective training practises can bring the productivity in employees performances as well
as the talent management or Talent Acquisitions plays an important role in the
organisation this the most prominent practises in the Human Resource Management
where it helps to identify the high potential employees which can generate the positive
outcomes to the organisation.
 Similarly, in Aldi company creates the environment of the work culture by upgrading the
Human Resource Practises in terms of hiring the potential employees and provide them
training where they develop their skills and by which they deliver their efforts for
accomplish the goals of the company which directly increase the productivity and profits.
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D2. Detailed investigate of Human resource practises and application as per the organisation
perspective by using specific examples.
The full fledged of human resource practises in Aldi Company where the employee are
working for delivering the better products and services by which it evaluated through employers
by mapping the performances as it directly shows the results on the behalf of measured. The
significance human resource practises implement in Aldi company such as employee
engagement where the skills and knowledge are getting which encouraged by the senior most
and helps to performing the better coordination level within distinct level of approaches, as to
engaged to employees as a fun at work, it helps to minimise the stress and workload pressures by
which employees get involve and they represent their creativity, same as performance appraisal
is generates the platform where the employees are free to share information.
LO 3.
P5. Investigate the significance of employee relations in respect to influence the Human
Resource Decision making.
The relationship between employee and their mangers are very rigid or in another words
it can be measured as vulnerable that arises the clashes of interest as well as the barriers into
making the self satisfaction in organisational task. Somehow, the interference of human resource
is making to resolve the disputes between employees and manager where it can create the
negativity in the workplace as well as not able be to accommodate the right approach of work
togetherness, as to allowing work together can change the procedure of aspects in the
organisation. The healthy relationship between employees and their superiors can bring the
coordination work in better way which generates the productivity as will give an positive impact
on decision making in terms of projects otherwise there would be conflicts which can affect the
relation of employees and superiors. Participation in the decision-making process which give an
opportunity to each employee to share views opinions as well as knowledge with others while
this improves the employee’s relation as well as improves the Human Resource Management
decision making.
For considering the Aldi company determines specifically employee relation within peer
at workplace as most prior with superior that can bring positive work environment in the
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company as well as the Human resource practises of company provide guidance of behaviour
and attitudes in regarding with peers and clients. Therefore, human resource management helps
to creating the workplace environment friendly where the workforce allows to putting or sharing
their views and thoughts as per the situational based. Some of the compliances are linked with
employee and employer long term benefits purpose where it implement through the human
resource managers where it strictly monitored the worker and labour laws which consists the
work segmentation supports which create some sort of disturbance in Human resource decision
making when it comes to approaching the laws of work in the organisation premises or not
followed the protocols, that’s why Aldi company has allows some basic labour laws which
brings the positivity workforce behaviour by which it entitled the further requirement of those
labour laws in long terms aspects.
M4. Interpreted the key aspects of workforce relation management as well as employee
regulation which affects human resource decision making in the perspective of
organisation.
The significance factor of employee relation management is refers the having the good
terms between superior as per the behaviour with others that reflects the personality of individual
employee. As the matter of employee regulation provides the traits of relation between employee
and employer relationship which helps to mapped the performances as well as the coordination
level between them, a human resource get affect by enhancing the employee regulation in
pattern of (employee rights which is comes under 1996), it states the right of employee have to
be applicable in every organisation. But these rights can affect the Human resources decision
making through if they are not allowed to share any views or though or if Human Resource
department of particular company is not efficient enough to solve the grievances can give an
negative impact towards the organisation and it will decrease the growth. Remuneration and
wages should be provided as per the workforce there is chances of having the conflicts between
employees as well as superiors as in relationship aspects.
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P6. Analyse the key division of employment regulation and impact on Human Resource
Management.
By introducing the compliances of employment regulation as laws in premises with the
optimum used of it through human resource department which brings the work efficiency as well
as it attract the employees that company is reliable to pay some sort of allowances and other
benefits get acquired in long terms aspects. Some of the employee regulation is performed with
the perspective of Aldi Company to maintain the workforce segmentation as follows:
 The Human resource management provided the all rules and regulation, grievances
solution which are applicable in working environment such as Sexual Harassment,
bullying etc which improvised and secure 0the organisation internal environment.
 Through enhancing the performance appraisal provides to each and everyone who are
part of the organisation, as well as it also allows to recognition of work to those who are
contributing towards organisation welfare.
 There is some acts and rights which compiled by government such as employment Acts,
Employment right Act, payment of bonus, payment of gratuity, Superannuation etc.
 It provides the equal platform of employment to everyone in terms of new job role in the
organisation.
 It helps to improvising the performances of employees who are not able to contributes
towards the organisation where they can develop their skills through Training and
Development by Human Resource Management.
For above discussion the employment regulation is comprising about the strictness and not
allowing the unethical activities in the organisational premises, where it representing the some of
women harassment safety, work at accidental and other laws. These sort of legislation is supports
the organisation situational aspects in further incident to cover and resolve it manner as well as it
is concern towards the employee and employer stability in the organisation which refers the
ethical work aspects.
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