Unit 16 Human Resource Management in Business with ALDI (GC0604)

Table of Content

Introduction.

Task 1.

P1 Describe internal and external factors in human resource planning.

P2 Describe how the skills that employees require to carry out jobs in an organization are identified.

Task 2.

P3 Outline how ALDI motivates its employees.

P4 Explain how organizations obtain the cooperation of their employees.

Task 3.

P5 Explain how employee performance is measured and managed in ALDI

Conclusion.

References.

Introduction

Human Resource Management (HRM or HR) is a tactical method for the effective management of people in an organization. It is very useful in achieving a competitive advantage in their business. It is designed to maximize employee performance in the service of an employer’s strategic objectives. In this paper, HRM in business management is described. In the first section, different factors of HR planning is outlined. Besides this, the process of identifying the required skills for the employees to carry out the jobs is discussed. In the task, two different motivational theories are emphasized. Along with this, the process of obtaining the cooperation of the employees is discussed. In the final task, it is described how employee performances can be measured and managed. This paper described the HR practice of ALDI. Aldi is the common brand of two German family-owned discount supermarket chains with over 10,000 stores in 20 countries and an estimated combined turnover of more than €50 billion. ALDI now operates in the UK successfully and becoming one of the leading supermarket chains in the UK.

Task 1

P1 Describe internal and external factors in human resource planning

According to Solomon (2015), Human resources departments play an important role in their fields, such as workforce planning, employee and labor relations, training and development, and legal compliance within their companies. Since it is not directly involved in the production of goods and services, HR can be seen as a separate function in addition to the day-to-day operations of the business. Nevertheless, a viable human resources department can make a real difference to an organization’s success. The HR department usually faces several internal and external factors as part of its functionality (Solomon, 2015).

External Factor

Available Labor Pool

Probably the main task of the human resources department is to maintain adequate employee levels through workforce planning. An external factor that affects the ability to recruit qualified candidates is the labor market availability, which is influenced by the unemployment rate, the number of workers who are reasonably distant, and in some cases, the availability of applicants with nursing or specialized skills. An organization can have problems identifying and attracting suitable candidates, especially if similar skill sets are in demand across the entire industry. If the labor pool in the surrounding area is not large enough, the geographical location of the organization may also be a factor. Then, HR managers will need to provide transfer packages as appropriate to pay attention to the outside of the region for their recruitment and encourage them to accept qualified staff positions (Solomon, 2015).

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Government Regulations

Federal and state workplace laws and regulations are external factors affecting human resource management that human resources need to ensure that the company is in compliance. Regulations can impact how a company hires, trains, compensates, and even disciplines its employees, and a misstep can result in sanctions against the company or even lawsuits filed by employees, potential employees, vendors, and customers. For example, the Americans with Disabilities Act, which in many cases requires companies to modify their office configuration or provide other reasonable accommodations for people with disabilities (Solomon, 2015).

Internal Factor

Level of Growth

An internal factor that affects human resources is the current and projected growth rate of the company. Companies that experience aggressive growth and rapid expansion may need to focus on recruiting and staffing their human resources departments. More stagnant companies can focus more on efforts to retain employees and improve the organization’s culture and workplace environment by upgrading job descriptions and increasing compensation and fringe benefits programs. Downsizing companies may have to make a sad decision to lose some of its staff; a message that often leaves HR relayed (Solomon, 2015).

Use of Technology

One of the major internal factors affecting human resource planning is the desire to use technology to assist the HR department and the management of certain humanitarian organizations. For example, companies that make greater use of tools such as online benefits management, where employees can make changes to their benefit plans, allow more time for human resources to focus on other areas such as hiring or training and employee development. It can free up enough time and resources across the organization (Solomon, 2015)…………….

Human Resource Management