Aldi Hr

2175 Words9 Pages
Introduction ALDI is a global food retailer. Since opening its first store in 1913, Aldi has established itself as a reputable retailer operating in international markets including Germany, Australia and the U.S. Aldi has over 7,000 stores worldwide. What distinguishes Aldi from its competitors is its competitive pricing strategy without reducing the quality of its products. In fact, in some cases Aldi’s products are 30% cheaper than those offered by its competitors. Aldi can do this because the business operates so efficiently. (The Times Case Studies, 2011) ALDI and HR Aldi has a very flat organisational structure. In the UK it is split into 5 regions (there are 62 internationally); each region operates individually, only sharing the…show more content…
Productivity, quality and service are three of ALDI’s focuses, so HR’s ability to attract and select people with the right knowledge, skills and attitude is vital. As it is down for the most part to the Area Manager to fulfil this HR role, it is vital they have the skills to recognise the right sort of employee who would fit in the business. The major disadvantage of using the agencies, as currently being trialled, is that the agencies do not work in the stores, and are an outsider to the culture and work ethic of ALDI. For that reason, the Area Managers should have complete control, as they know what sort of person they need, how to motivate them, and exactly what is expected with ALDI’s culture. Performance Management “We have developed a range of high quality, structured training programmes to enable our employees to fulfil their roles successfully. ALDI Managers have a responsibility to develop and motivate employees, rewarding excellent performance and continuous improvement.” (ALDI, 2012) A HR activity that is also performed in part by Area Managers is performance management. As Area Managers spend a lot of time in stores, they can see the productivity of staff, who is excelling and who needs a little motivation. The store manager reports performance to them also, so they get a complete picture. The agencies receive reports from the Store Managers, only if something is not working out. The agencies manage the performance of their employees, but do not
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