Human Resource Management: Sample Assignment

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 Functions and purpose of HRM and application of workforce planning..........................2
P2 Strengths and weaknesses of approaches of recruitment and selection............................3
TASK 2............................................................................................................................................4
P3 Advantages of various HRM practices in an organisation...............................................4
P4 Effectiveness of various HRM practices in context of increasing organisational profit...6
TASK 3............................................................................................................................................7
P5 Importance of employee relations in order to influencing HRM decision-making.........7
P6 Key elements of employment legislation and their impact on HRM decision making.....8
TASK 4............................................................................................................................................8
P7 Application of HRM practices in work-related context....................................................8
CONCLUSION..............................................................................................................................12
.......................................................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource department is one of the important component in business. this is
effective because they deal with workers of organisation. There are workers from various parts
of country, so in this case it is essential to know what is the mindset of employees and then use
them in better and effective way. There are policies framed by HR manager which are helpful in
increment of profits and production (Alfes and et. al., 2013). This report is based on Coca-cola
which is big name in industry of soft drinks. This association was established in 19th century by
John Pemberton. There are many products of Coca-Cola, some of them are- Pepsi, Fanta, Sprite,
etc. In this report there is discussion about role and purpose of HRM, advantages and
disadvantages of various selection and recruitment process, was which are related to employees,
impact of employees relation on production and profits.
TASK 1
P1 Functions and purpose of HRM and application of workforce planning
Human Resource Manager is the person who watches working style of employees. They
have to deal with workers working in organisation. Coco-cola is the largest organisation in soft
drinks, they have good brand image in market. This is because of employees. HR manager has to
motivate workers to give their best and hence they can achieve targets in better and effective
way. It is essential to know mind set of workers and accordingly motivate them.
Functions of Human Resource Management is as under-
Selection and recruitment- This is the primary function of HR manager, under which
they have to select best candidate among crowd. There is requirement of workers in company
and they are liable to recruit person which is most effective for company. In case of wrong
selection there is loss of time as well as cost.
Compensation and rewards to workers- Employees works to get some rewards, this is
known as salary. This is one of the best motivational factor for employees. So it is responsibility
of of HR manager to pay salary on time and at appropriate time.
Planning- This is the basic function which creates base for all other management
activities (Anderson, 2013). To boost morale of workers there are some entertainment related
activities performed in Coco- Cola. These activities are planned and discussed among workers by
HR manager.

Purpose of Human Resource Management is as under-
Performance appraisal- As per performance there is monetary or non monetary benefits
to workers, so it is essential to make strategies which helps to judge performance of company.
With the help of top level management, HR department interact with workers and know what
kind of appraisal they want (Armstrong and Taylor, 2014).
Creating good environment within organisation- Environment within organisation is
one of the effective feature to build good image in market. It is essential that HR manager must
frame policies which are ethical for crating good image. These policies told to workers so they
are aware of them. In case of any wrong act, there must be provision of punishment.
Framing legal policies-There are various legal laws related to workers. These are farmed
and applied in organisation by HR manager. Laws gets renovated by government so it must be
modified in business operations also. To apply these laws effectively it is essential that HR
manager must have proper knowledge about subject matter.
Application of workforce planning
Workforce planning means to plan about requirement of workers in various department.
Coco- cola is big brand and company has perpetual identity, so it is essential to know where
employees are required. In case of expansion of business, there is requirement of workers to
perform business related activities, so in this case, there workforce planning is done. Through
work force planning there will use of human resource in proper way and there will no above and
under employee required.
P2 Strengths and weaknesses of approaches of recruitment and selection
There are many policies which are required for analysing market and then apply policies
which are effective for section and recruitment of candidate. This is the prime responsibility of
HR manager to select person, but at the same it is essential to analysis which source has to be
considered and there will less cost will occurred (Bloom and Van Reenen, 2011). Coco-coal is
the company which operates in various parts of country, so there is requirement of workers as
compared to other. There are two methods of selection and recruitment, they are discussed as
under-
EXTERNAL SOURCE
This is the method which is helpful in fulfilling huge demand within organisation. In case
there is requirement of number of workers, so in this case external source is used. In this source

there is use of external parties to be part of organisation. There are various HR consultancy
firms, online sources, through which company and candidate meet.
ADVANATGES
 This method provide vast chance to select candidates. As there are number of workers, so
HR manager can select most suitable candidate among them (Boxall and Purcell, 2011).
 There is new knowledge with workers appointed through this source, so this brings new
energy in organisation.
DISADVANTAGES
 In this method there is huge risk because of new can duiadute is not so reliable as
compared to previous so may create risk in mind of managers.
 This method is lengthy as there is requirement of external source who deals with
appointment of new personnel.
INTERNAL SOURCE
This method helps to satisfy employee need frequently, so this is cheap and shortly
satisfy demand. There are many employees in CoCa Cola, so there are policies which are used by
manager to appoint workers. Through this source authentication can be checked with the help of
internal source.
ADVANATGES
 In this method there is use of existing workers, there is no need of training and this helps
to reduce cost and time for managers.
 Through this method employees are aware of culture of company, so there is less chances
of conflict among workers.
DISADVANTAGES
 HR manager has limited scope so there are chances of dominance in company. So there is
no new ideas with workers.
 There are possibilities of demotivating to workers. Because existing workers get chance
of promotion (Briscoe, Tarique and Schuler, 2012).

TASK 2
P3 Advantages of various HRM practices in an organisation
Human resource management practices is one of the important and essential factor which
is used by the Coca-Cola with motto to increase employees and employer performance. There
are different types of HRM practices which are benefited to the company and its workforces.
These are explained as below:
HRM Practices Benefited to employees Benefited to Coca-Cola
(Employer)
Employee performance
management
Employee performance
management is important for
the employees because it
increase its motivation and
productivity level in the
organisation. It is also
important for them to maintain
strong position in business.
High performance of the
employees highly essential for
the business to increase their
sales and revenue in limited
time period. Further, it assist in
development of better position
in marketplace.
Training and development With the help of effective
training and development,
employees easily increase their
knowledge which support
them to deal with difficult
situation in easy manner.
Training is more important
part of the employees life
because it support them to
improve their performance
level in the Coca-Cola.
Training and development is
also essential and valuable for
the Coca-Cola to expand their
business operations and
activities at different level. In
this they achieve knowledge
about implementing new
products, services, methods
and process in market through
attending training program.
Reward management It is another important
practices of Human resource, it
is identify as a role of manager
Reward management is
benefited to the company to
maximise their sales and

is to provide different benefits
to their employees such as
reward, fair salary and many
other. These are support the
employee to maintain their
long-lasting position in the
firm. Further it assist to
enhance their performance
level.
reduce employees turnover.
Thus, it support them to gain
competitive advantages in
limited time period. It is also
essential and significant for
them to accomplish their
predetermined goals and
objectives in certain time
period.
Flexible working options It is the role of Human
resource manager to provide
Flexible working option to
their workforce, in this they
give working from home,
term-time working, job
sharing, part time work etc. All
these are highly beneficial for
them to maximise their
motivation as well as
performance also.
Such kind of HRM practices is
beneficial and valuable for the
Coca-Cola to maximise their
turnover and effectiveness.
Flexible working option
decrease the turnover of
workers which is good for the
enterprise to gain maximum
amount of capital.
P4 Effectiveness of various HRM practices in context of increasing organisational profit
Above discussed different kind of HRM Practices is more essential and important part for
the company to maximise their profitability and productivity ratio in limited time period (Cooke
and Saini, 2010). Effectiveness of human resource management practices are determined as
below:
Employee performance management: It is identify as an important practice of HR that
benefited to them to maximise their profitability and effectiveness in given time period. It is also
essential for them to increase their sales and revenues. This practices support the organisation to
reduce employee turnover and gain competitive advantages easily.

Training and development: This practices highly beneficial for the company to solve
conflict and misunderstanding which are arise in the organisation. It is important for the
company to coordinate all employees in an effective and systematic manner.
Reward management: This practices also essential and important for the Coca-Cola to
deal with difficult situation in easy manner. Thus, it is good for them to maintain their strong and
long-lasting position at marketplace.
Flexible working options: It is important practice of Human resource which benefited to
the company to increase employees motivation and performance. Further, this practice support to
business entity in the way to maximise their sales and profit within an organisation (Flamholtz,
2012). It is also help company to accomplish their predetermined objectives and targets in certain
time duration.
TASK 3
P5 Importance of employee relations in order to influencing HRM decision-making
Employee relation is main part of the business growth and success which help them to
develop their strong image in marketplace. There are different importance and significance of the
employee relation which are explained as below:
Maximised productivity: Strong and effective employee relation assist the Coca-Cola to
maximise their profitability ratio. In this business entity provide flexible working option, training
and development and many other human resource practices to the employees which assist them
to increase their effectiveness.
Maximise loyalty among workforce: Strong employee or industry relation is also
essential for the company to keep the loyalty among employees. Therefore, it support the firm to
attain their long term and predetermined objectives easily (Wagner, 2011).
Employee relation effects on HRM decision making: Above discussed importance of employee
relation in the organisation is highly beneficial for the company to achieve competitive edge
within an organisation. All these are effects on HRM decision making in different ways which
are explained as below:
Set up effective policies and strategies: It is the role and responsibility of HR manager is
to set effective policy and strategy in the organisation. It is highly impacts on human resource

management decision making because in which they are confuse what policy are good for the
company as well as its employees (Guest, 2011).
Reduce conflict: This is also effects on the HR decision while motivating and
encouraging their workforce about performing tasks and activities of company in given time
period. In this they make effective decision while applying different kind of motivation theories.
In order to reduce conflict in the company, manager of the organisation follow different models
and frameworks which help them to increase employees response in the enterprise.
Accomplish goals and objectives: In this manger take a better decision for achievement of long
term goals and targets. In this they provide accurate training to their workers, further they
maximised their knowledge and skill. It is good for them to deal with complex situation in an
easy manner (Harzing and Pinnington, 2010).
Thus, above all these points are highly influence on human resource management
decision making power. It has direct and positive impacts on business performance and
execution. In this positive effect is to improve their position at marketplace. Therefore, employee
relation is more important and significant part of the business growth and success. It is also
essential for the attainment of competitive advantages.
P6 Key elements of employment legislation and their impact on HRM decision making
There are various laws which are related to employees, so it is essential to follow them.
Coca-Cola operates in various parts of world, so there are possibilities that there is difference in
laws, so it is essential that HR manager must have knowledge about it. So helps to apply them in
better way (Vo and Stanton, 2011). These laws have impact on business operations, so they can
perform activities in efficient way. Workers also get some comfortable feel while knowing about
these laws. Acts applicable in Coca-Cola is as under-
Anti-discrimination act- There is sometimes discrimination among workers by the
employer so this act provides assistance to workers. In case of bifurcation on the basis of caste,
colour, creed, etc. so employee can file suit under this act.
Minimum wages act- There are some pre determined wages finalised by government of
UK which has to be followed by Coca-cola. If employees is not getting salary as per this act,
then company can be sued. There must not be discrimination on the basis of gender in
compensation (Huselid and Becker, 2011).

Safety and security act- There is one important questions in mind of workers related to
their security, which is solved under this act. As per this act there must be proper ventilation,
light, fans, toilets, etc., facility. So workers are comfortable at workplace.
TASK 4
P7 Application of HRM practices in work-related context
For recruiting marketing manager, there is high needs to create a job advertisement,
specification and description. All these are explained as below:
Job specification
1. Job details
Title of the job :- Human resource manager
Department – Human Resource department
2. Job Purpose and Motto
 To handle business functions and activities
 Raise productivity to maximise profitability of a company
 To fill the empty positions.
3Roles and Responsibilities
 To encourage workforce
 Find out performance and effectiveness of company
 Monitoring entire activities business and function of organisation

Description of CV – In this Necessary qualification and information for Sales manager to
maximising the turnover and sales of business entity.
1. General information
Name – ABC
Phone no. - 6563023
E-mail id – [e-mail]
2. Qualification
MBA Oxford University 85.00%
BBA London University 79.00%
Higher education Trinity school 65.26%
Secondary education Trinity school 70.00%
5. Personal details:
Father name – PQR
Mothers name- SVW
Date of birth – 25th January 1996
Achievement – Football winner at international level
Got 3nd prize in the marketing sector

In Coca-Cola there are few vacant post and for this administrator hire talented persons. In the
hiring process, business adopt the latest and advanced technology like online method of
searching best candidates and many other social networking such as LinkedIn etc. The new
technology support in saving the time as well as cost of the company (Kehoe and Wright, 2013).
For the vacant post Coca-Cola provide their information on social media via newspapers and so
on. Here the advertisment of vacant position explained below:
VACANCY
Coca-Cola hiring for post of marketing manager
Post – marketing manager
Qualification – MBA in Marketing and sales
Experience – Minimum 3 years in the food and beverages sector
The selected candidates that will be telephone for interview.
The prospects will have to follow for job direct email or post.
Last Date to apply for vacant position- 5 July, 2018
Address: Atlanta, Georgia, U.S., U.K.
Email: Coca-Cola Company.com
Contact: 6654135885
After provide the advertisement, large number of person will take involvement and also
come in the organisation for interview. Under this manager is capable to hire knowledgeable and
talented workers by asking different questions to the candidates (Knowles, Holton III and

Swanson, 2012). These are different questions which are ask by the interviewer to the
interviewee:
Interview Question
Q.1.Tell me regarding yourself?
Q.2. What is the Significance and Uniqueness of your CV?
Q.3. In what way you dealings with Customers?
Q.4. What are your main strengths and weakness?
Q.5. For suitability the clients which technology is used?
Among entire persons, human resource manager have to select the best one for their
vacant position. Thus, it is essential for the administrator to apply a better selection training for
hiring the best person at accurate time (Renwick, Redman and Maguire, 2013).
CONCLUSION
Motivation of employees is done by HR managers through which over all performance of
organisation increases. HR has increasing its role day by day, so this is effective through which
they can make strategies in effective way. There are possibilities that due to alterations in
external factors this gives impact on business operations. HR manager has to analyse sources of
training with which they can effective for all. Cost and time of training must be low so there is
no adverse effect on profits. There are laws which are mandate to be followed by organisation,
this responsibility of HR manager to apply it in proper way and hence deliver to workers
properly so they are aware of their rights. HR manager is responsible for creating good relations
among workers, so there will not any conflicts, this gives good image in industry. HR is
responsible for making making workers comfortable and hence there will less absenteeism and
turnover.

REFERENCES
Books and Journals
Alfes, K and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. In
Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Cooke, F. L. and Saini, D.S., 2010. (How) Does the HR strategy support an innovation oriented
business strategy? An investigation of institutional context and organizational practices
in Indian firms. Human Resource Management. 49(3). pp.377-400.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Kehoe, R. R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2012. The adult learner. Routledge.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-
14.
Vo, A. and Stanton, P., 2011. The transfer of HRM policies and practices to a transitional
business system: The case of performance management practices in the US and
Japanese MNEs operating in Vietnam. The International Journal of Human Resource
Management. 22(17). pp. 3513-3527.
Wagner, M., 2011. Environmental management activities and sustainable HRM in German
manufacturing firms–incidence, determinants, and outcomes. German Journal of
Human Resource Management. 25(2). pp. 157-177.
Online
Functions of HRM. 2018. [Online]. Available through: <https://www.keka.com/5-major-
functions-human-resource-management/>.
Human resource management. 2017. [Online]. Available through:
<http://www.yourarticlelibrary.com/hrm/human-resource-management-functions-
managerial-operative-and-advisory-function/27995/>.