HRM Applications in a Work Context: A Case Study of Lidl's Practices

This report examines the applications of Human Resource Management (HRM) practices within a work-related context, using Lidl as a specific example. It begins by highlighting the importance of HRM in preparing job and person specifications, crucial for effective recruitment and selection. The report details Lidl's approach to candidate selection, emphasizing the use of written tests, interviews, and the importance of a fair and unbiased evaluation process. It includes a sample job advertisement for an HR manager at Lidl, outlining responsibilities, qualifications, and the company's focus on employee benefits and marketing strategies. The report further discusses the role of technology in recruitment and selection, including the use of online resources, digital platforms, and social networking sites. It also provides insights into interview preparation, emphasizing the importance of research, professional attire, document preparation, punctuality, enthusiasm, and active listening. The report concludes by mentioning Lidl's practices for efficient resume review and telephone interviews to save time and effort, and referencing relevant academic sources.

TASK 4
P7: Discuss the applications of HRM practices in a work-related context, using specific
examples.
HRM is the most important part of any organisation. As it plays major role in preparing job
and person specification. Job specification contains the summary and specifications of the job
class. As it includes that how an employee is to perform in the organisation and his level of
qualification is required to fulfil the position of the company (Bello‐Pintado, A., 2015). The
HRM of Lidl choose a proper candidate to who is eligible for the vacant position according to
his qualification, experience, skills and capabilities. This is based on their written test,
interview etc.
Person specification is one of the most important documents in the organisation. As it
allows the manager to choose a kind of person company wants. It treats every candidate fairly
and unbiased. And compares each candidate with other and makes selection on the basis of
evidence.
Job description is a breaking of job into its various components which are:
 Main task and overall purpose of the job.
 Summary of the role for the candidate.
 Location of the job in the organisation.
 Duties of the job to be performed by him.
Information in the job description should be relevant and should be the requirement of the
post (Hu, X and et.al., 2018).
Example of Job advertisement is designed in the Lidl organisation:
Lidl Stiftung & Co. KG is the European supermarket chain. Which has its origin in
German and approx. 10,000 employees are working in this organization. Currently it is
working in more than 28 countries of the world. It is the retailing industry. It has
generally special weekly offers so to attract more customers. Also, it focuses on
employee benefits, public relations and its marketing strategies.
Job title: HR manager
Department: Operational and Functional

This is the Job advertisement which Lidl organisation creates for Recruitment and
Selection for a candidate.
Recruitment and selection in HRM practise:
Then technology is the most important role plays in the process of recruitment and
selection. Through various ways technology improves the recruitment and selection
process. Out of which some of the technologies which are used in the Lidl organisations
are:
 Online resources: Online portals are now a days becomes very famous. It they
include Indeed, monster portals etc. By posting proper job specification on those
Job summary: HR manager is required for the company who can make a make a
company most important employment place for the persons and can bring top talents
who works towards the company’s objective. He is liable to perform and evaluating
employee programmes, and improvements of employee’s issues.
Responsibilities:
 Develop various programmes to benefit employees or create employee’s
engagement.
 Ensure that proper training should be given to the new employees
 Identify new ways to encourage employee’s morale and their satisfaction.
 Give a comparison and compensation report to executive team at the end of each
month.
 Act as a mediator between insiders and outsiders to follow all the Lidl
organization rules and policies.
Qualifications required:
 Bachelor or Master’s degree in HR
 Minimum 3 years of experience
 MS Office is must
 Good communication skills in English, German is required.
Dated: 06 December 2020

portals helps many candidates in finding right job for them. This helps the
generating more awareness among the candidates who are searching for the jobs.
Also, online resources help the managers in identify a right and qualified
candidate from large number of crowds.
 Digital platforms: Digital platforms are another way for recruiting a candidate.
As company post a page regarding the requirement of the job. This will help the
mangers and candidates both in searching for a right candidate and a job. Digital
platforms help the Lidl company in selecting better candidate who is actually
deserved that vacant position. Promotions can also be done through digital
platforms to make aware about the job positions. Hence, these types of strategies
help the organisation in selecting a proper and desirable candidate for them and
advertising does not incur any charges.
 Social networking sites: Social sites now a days becoming very efficient way of
searching for a job. As company post in specifications on the social networking
sites and there are some websites where person post their resumes on professional
websites. This is very effective of posting job positioning. Hence, it helps the
HRM managers in recruitment and selection process. In addition, these websites
are generally free for job posting. Thus, helps the companies in conducting
interviews and selecting a right candidate (Huang, L.V. and Liu, P.L., 2017).
Preparation of interview and best practises:
 Firstly research: Research is done before going for the interview. Research about the
company, their products, customers reviews, and companies’ objective etc. the more
candidate search about the company the more he will be confident in the interview.
 Looking sharply: Wear a best outfit according to the company. Candidate must
select proper or professional outfits when he goes for the interview. This will create a
good impression or image in front of interviewer.
 Preparation: Candidate must carry all his documents which are required in the
interview. Documents like- resume, marksheets, passport size photograph, or KYC
documents etc. Along with that candidate must contain a notebook with himself to
take notes.
 Reach on time: Candidate should always reach on time for the interview. As he
should reach before 10- 15 minutes before because arriving late for the interviews
creates bad impression on the managers.

 Enthusiasm is necessary: A handshake with an interviewer and eye contact while
conversion brings confidence in candidate. A tone of voice and speaking confidently
creates very good impression.
 Listen: Candidates should listen to the interviewer what he is asking and then speaks.
This brings chances of being selected in the interview (Presbitero, A., Roxas, B. and
Chadee, D., 2016).
Selection best practise:
In Lidl organisation, if the selection or recruiting process takes time or efforts, then
organisation starts reviewing the resume thoroughly and conducts interview on telephone.
This saves their efforts and time both.

REFERENCES
Books and Referrals:
Bello‐Pintado, A., 2015. Bundles of HRM practices and performance: empirical evidence
from a Latin American context. Human Resource Management Journal. 25(3). pp.311
330.
Hu, X and et.al., 2018. Employees’ reactions to customer mistreatment: The moderating role
of human resource management practices. Work & Stress. 32(1). pp.49-67.
Huang, L.V. and Liu, P.L., 2017. Ties that work: Investigating the relationships among
coworker connections, work-related Facebook utility, online social capital, and
employee outcomes. Computers in Human Behavior. 72. pp.512-524.
Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in
enhancing employee retention in BPOs: focus on employee–organisation value fit. The
International Journal of Human Resource Management. 27(6).pp.635-652.