EDEXCEL BTEC HND Level 5 Business
Unit 21 HRM
ALDI is a leading retailer with over 8,000 stores worldwide. It continues to expand in Europe, North America and Australia. The ALDI brand is associated with value for money. Its stores provide customers with a wide range of products. There is an emphasis on high quality products and providing excellent value for customers.
The ALDI hiring process takes some time to complete. On average, applicants spend roughly two weeks filling out hiring forms and attending job interviews for ALDI employment consideration. The nationwide grocery store chain often implements three stages of hiring, including multiple interviews with district managers and department directors. The interview process may start off with a recruitment call or workers may simply receive invitations to begin face-to-face interviews with ALDI hiring personnel.
Following the initial stages of the ALDI hiring process, applicants move on to the actual in-person sessions to determine eligibility for employment. ALDI may conduct interviews in group or 1 to 1 settings. Group interviews may feature multiple managers on interviewing panels. Candidates interview with up to 10 to 15 other applicants in somewhat lengthy sessions designed to gauge abilities to interact with others in public settings. In contrast, the one-on-one hiring sessions put on by ALDI screen for more professional, work-related traits.
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Aspiring entry-level ALDI employees may only need to participate in a single job interview, depending on previous experience. Some locations look for entry-level job seekers with past histories in the grocery store industry or retail industry and hire accordingly. Job opportunities like cashier or grocery clerk sometimes take only a week to interview for and feature at most one or two hiring sessions, in total. Applicants typically only respond to very basic and general interview questions due to the informal nature entry-level ALDI interviews sometimes feature. Common entry-level interview questions may include: “Why do you want to work for ALDI?”, “Have you ever worked at a supermarket before?”, and “Do you have any questions for us before we conclude the session?” Asking questions about operations and specific job duties as well as company culture often shows added interest in the job and may encourage a more favorable hiring determination.
ALDI puts great emphasis on developing its people. Over 85% of ALDI directors have been recruited from within the company. This commitment to training and development makes ALDI a business of choice for both ambitious teenagers and top graduates. This is shown by its placing in the Top 5 in The Times Top 100 Graduate Employers and the Graduate Employer of Choice for 2012 for General Management.
Sources: The Times 100 Business case studies, 2013
ASDA’s mission is ‘to be Britain’s best value retailer exceeding customer needs, everyday’. This is backed by its purpose – ‘to save everyone money, everyday’. ASDA recognises that these depend on a commitment always to put customers first in everything ASDA does, which is achieved through dedicated teams of ASDA colleagues.ASDA is a private limited company, with its Home Office (Head Office) in Leeds. ASDA shares a common culture with its parent company, the US retailer Walmart and puts value for money at the heart of its operations. ASDA’s beliefs (also known as values) are lived and communicated to all colleagues and reflected in everything the business does
HRM is one of the four key functions of any organisation, the others being finance, operations and marketing. HRM involves consideration of:
Workforce planning, recruitment and selection, training, appraisal, motivation and employee recognition.
At the heart of HRM is the need for effective workforce planning. This involves conducting audits to establish the organisation’s workforce requirements both now and in the future. This information allows the HR department to plan to ensure they recruit appropriate numbers of workers with the required skills.
Source: (The Times 100 Business Case Studies, 2013)
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Critically evaluate the difference between personnel management and human resource management. (Outcome 1.1)
Assess the HRM functions contributing to both Asda and Aldi. (Outcome 1.2)
Evaluate the role and responsibilities of line managers in human resource management in Asda and Aldi. (Outcome 1.3)
Show how Asda and Aldi complies with the legal and regulatory requirements in regards to the HRM (Outcome 1.4)
Critically assess the importance for human resource planning in an organisation (use one of the case studies). (Outcome 2.1)
Outline the different stages required for planning human resources requirements? (Outcome 2.2)
Compare the recruitment and selection process of Asda and Aldi (Outcome 2.3)
Using the above answer evaluate the effectiveness of the recruitment and selection process of the two organizations (Outcome 2.4)
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You work as a human resource Manager in Asda prepare a business report assessing the link between motivational theory and reward practices in the Asda and compare it to Aldi. You should use an appropriate business report format (Outcome 3.1)
Using one of the case studies, evaluate the process of job evaluation and other factors determining pay (Outcome 3.2)
Using the same organisation as in 3.1, assess the effectiveness of the reward system (Outcome 3.3)
You have been appointed as consultants for Asda/Aldi, using Microsoft office prepare a power point presentation illustrating how organizations monitor employee performance in many different ways. (Outcome 3.4)
The presentation should last less than 12 minutes (no more than 12 slides required)
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You have been assigned as a Human Resource Manager of Asda/Aldi a task to write a report to the managing director identifying the possible reasons for the cessation of employment with in an organization. (Outcome 4.1) You should use an appropriate business report format
Using one of the two organizations illustrate the employment exit procedures used (Outcome 4.2)
Consider the impact of legal and regulatory frame work in consideration of employment cessation arrangements (Outcome 4.3)
|Learning outcomesOn successful completion of|
this unit a learner will:
|Assessment criteria for passThe learner MUST:||Assessment criteria for meritThe learner can:||Assessment criteria for distinctionThe learner can:|
|LO1 Understand the difference between personnel management and human resource management||1.1 distinguish between personnel management and human resource management1.2 assess the function of the human resource management in contributing to organisational purposes|
1.3 evaluate the role and responsibilities of line managers in human resource management
1.4 analyse the impact of the legal and regulatory framework on human resource management
|M1You need to evaluate the impact that the legal and regulatory has had on HRM ||D1: Critically reflect on the importance of your understanding of HRM in contributing to the organisational purpose|
|LO2 Understand how to recruit employees||2.1 analyse the reasons for human resource planning in organisations2.2 outline the stages involved in planning human resource requirements|
2.3 compare the recruitment and selection process in two organisations
2.4 evaluate the effectiveness of the recruitment and selection techniques in the two organisations
|M2 Justify how differences in selections and recruitment processes affect both Asda and Aldi||D2 Discuss how you would implement an effective recruitment and selection process within an organisation|
|LO3 Understand how to reward employees in order to motivate and retain them||3.1 assess the link between motivational theory and reward3.2 evaluate the process of job evaluation and other factors determining pay in both organisations|
3.3 assess the effectiveness of reward systems in different contexts
3.4 examine the methods organisations use to monitor employee performance
|M3 Compare and contrast different motivational theories and their application to both companies||D3 Critically evaluate the effectiveness of motivational reward systems within the case study|
|LO4 Know the mechanisms for the cessation of employment||4.1 identify the reasons for cessation of employment with the two case studies4.2 describe the employment exit procedures used by the two organisations|
4.3 consider the impact of the legal and regulatory framework on employment cessation arrangements.
|M3 Provide references from a variety of sources|