Development Strategies

INTRODUCTION

The recruitment and selection of employees is fundamental to the functioning of an organisation, and there are compelling reasons for getting it right. Inappropriate selection decisions reduce organisational effectiveness, invalidate reward and development strategies, are frequently unfair on the individual recruit and can be distressing for managers who have to deal with unsuitable employees (Pilbeam et al., 2006, p.142).

There are several factors in the external environment that could impact upon an organisation’s development and its recruitment processes, leaving it with a workforce lacking in skills and abilities. As an answer to the first part of the question I will discuss the possible PESTLE1 factors that may affect Aldi’s recruitment processes.

Further, I will examine Aldi’s corporate and Human Resources strategy to identify how it helps in developing Aldi’s organisational capacity.

QUESTION 1: WHICH FACTORS IN THE EXTERNAL ENVIRONMENT COULD IMPACT UPON ALDI AS AN ORGANISATION, LEAVING IT WITH A WORKFORCE LACKING IN SKILLS AND ABILITIES.

It is thought that the purpose of recruitment is to attract a maximum amount of applicants and then, by going though selection process, find the most suitable candidate for the vacancy. In this case, the assumption is that the size of the applicant group is plentiful and the candidate that becomes selected would accept the job offered. All the organisation that is recruiting has to do is to advertise the vacancy and the person with the right skills and qualifications would apply and accept the job offer. This approach to recruitment may have worked in the past; however, it is not suitable for the current employment context (Redman et al., 2009).

As a rapidly

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