Human Resource Management

Verified

Added on  2022/11/25

|10
|2534
|68
AI Summary
This assignment discusses the HRM system of Coffeeville, including employee legislations, technologies, HR strategic planning, and an overview of the system.

Contribute Materials

Your contribution can guide someone’s learning journey. Share your documents today.
Document Page
Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the student
Name of the university
Author note

Secure Best Marks with AI Grader

Need help grading? Try our AI Grader for instant feedback on your assignments.
Document Page
1HUMAN RESOURCE MANAGEMENT
Introduction
Human Resource Management (HRM) is the most successful constituent of a
successful work place. This helps the work force to become productive and the help them to
thrive the crucial and crucial phases of business (Paauwe & Boon, 2018). As per Sparrow and
Otaye-Ebede (2017), these are the aspects that help the employers to understand that majority
of the people that are working in the organisation are the assets and they should not be judged
as the costs of the organisation (Vanhala & Ritala, 2016). This assignment discusses about
the HRM of Coffeeville and in this discussion in mentions of the HRM system of the
organisation. Further, in the line of this organisation, it discusses about a short explanation
and discussion about the HRM system and its functions in the Coffeeville organisation
(Paauwe & Boon, 2018).
Therefore, with the aim of discussion about the HRM of Coffeeville, this paper will
discuss about the employee legislations, technologies, HR strategic planning, and a complete
overview of the system.
Overview of Human Resources Management
As per Paauwe and Boon (2018) Human resources management is the process through
which any organisation manages and understands the concern of its employees and this
responsibility helps them to take any decision regarding the hiring, firing or to train and
motivate its employees. Through the processes of Human Resources, employers are able to
understand the complications employees are suffering from and through their management
processes, HRM empowers the management to take decisions like appraisals, trainings,
career planning and incentives that motivates and influence employees to perform for their
career (Vanhala & Ritala, 2016). As per Vanhala and Ritala (2016), human resources play
critical role in any organisation as through the processes and services, HR managers
Document Page
2HUMAN RESOURCE MANAGEMENT
communicate with their employees that develops a connection among the employees and
employers. As per Brewster, Mayrhofer and Smale (2016), employees also contains emotions
actions, feelings and efforts that help them to improve their personal and professionals
abilities. This develops five critical aspects of organizational processes such as the Men,
Money, Machines, Materials, and Methods and within these, the HRM system deals only
with men as they are the most crucial and critical aspect of organizational process.
While discussing the functions of the HRM, four primary aspects that should be
discussed is the Planning, Organizing, Directing and controlling the work force (Paauwe &
Boon, 2018). In this organisation namely Coffeeville, it was seen that HRM is involved with
the analysis and assessment of the performances of the employees so that if any employee
requires any training and personal improvement program, then they could arrange for their
professional and personal improvement (Kaufman, 2016). Further, it was seen that the HRM
of Coffeeville took responsibility of organizing employee engagement activities so that they
could develop abilities for the growth and development of the organisation, as well as
develop communication and coordination between the organisations. Moreover, through the
help of direction, HRM helps to motivate or influence their employees so that they could
achieve the target for their organisation (Vanhala & Ritala, 2016). Finally, controlling is the
aspect of HRM that helps the management to determine the achievement of the
organizational goals or fulfilling the organizational standards. Within these four theoretical
approaches, the ergonomic approach and motivational approach of HRM should be
implemented in the Coffeeville so that employees could be provided with much needed
aspects for their growth and motivation in the organisation (Brewster, Mayrhofer & Smale,
2016). Through the motivational approach, employees could be motivated to take an extra
effort and then they could provide the employees with rewards to develop connection
between employees and employers. Further, the ergonomic approach would help the
Document Page
3HUMAN RESOURCE MANAGEMENT
employees to understand that their health and wellbeing is also important for the employees
(Paauwe & Boon, 2018).
Overview of the employment legislation
The employment legislation of the Coffeeville restaurant was created with the aim of
the provide equal opportunity to every worker, the meet with the standard employment
guidelines (National Employment Standards - Fair Work Ombudsman) (Farbenblum & Berg,
2017) and to provide comfortable and free work environment to the employees. The brief
descriptions of the total employment legislation of the Coffeeville restaurant is provided in
the below mentioned section.
EEO or Equal Employment Opportunity Policy:
The management of Coffeeville restaurant believes in equal opportunity to every
individual and the employment legislation also portrays the same scenario. Coffeeville also
ensures that the equal opportunity is provided to the every gender of employee in terms of
remuneration, promotion, and responsibility. The management also make sure that employees
from diverse community feel safe and secure in the work environment (Coffeeville, 2019).
Anti- Bullying, Anti- Discrimination, Sexual Harassment and Anti- Harassment Policy:
The employment legislation is committed to provide a work environment to the
employees which are free of bullying, sexual harassment, discrimination, and harassment.
With regard to this, Coffeeville restaurant is committed to provide opportunity of
employment to a person irrespective of their age, race, gender, disability, religion, and creed.
On the other hand, the matter like bullying, discrimination, and sexual harassment handled
with immediate finality resulting the termination of the guilty employee. In case of sexual
harassment, a criminal case will also be filed in the local police station (Coffeeville, 2019).

Secure Best Marks with AI Grader

Need help grading? Try our AI Grader for instant feedback on your assignments.
Document Page
4HUMAN RESOURCE MANAGEMENT
Procedure to receive complaint, make complaint and procedure for investigating a
complaint:
In the employment legislation of the Coffeeville restaurant, employees are encouraged
to make a complaint if they are faced with inappropriate behaviour in the work place
environment. Employees are suggested to take the matter immediately to their supervisor.
They can also file a complaint the Australian Human Rights Commission, Victorian Equal
Opportunity as well as the Human Rights Commission and the complaint will be judged
according to the Fair Work Act 2009 (Kaine, 2016). In addition to this, the managers and
supervisors are notified to take the complaint seriously from the employees and investigate
the matter immediately without bias or assumption (Coffeeville, 2019).
Impact of the technology
The technology has major impact on the growth of the business of the Coffeeville
restaurant. As a new entrant in the business, the company use online advertising and the
social media extensively. In addition to this, they have also used the online and social media
marketing for the improvement of customer and public relations (Coffeeville, 2019). The
detailed areas in which the impacts of technology have been noticed are provided below:
Growth in business through increment of customers
Customer engagement through online platform like Facebook and Twitter
Improvement of public relations
Brand advertising and enhancement of brand reputation (Coffeeville, 2019)
Value of HR Strategic Planning
According to Noe et al. (2017), employees are the most valuable asset of any
organization. Research studies reveal that organizations that consider their employee base and
Document Page
5HUMAN RESOURCE MANAGEMENT
workforce as the most valuable asset possess a high impact organizational value. The HR or
the human resource team is majorly concerned with motivating the work force and ensuring
the work atmosphere is a positive one. In addition to this, the Human Resource Team is
responsible for establishing a strong organization. As stated by Cascio (2015), it has been
stated that performance output and employee productivity is directly proportional to the
organizational atmosphere. In the words of Bratton and Gold (2017), it has been mentioned
that the HRM adds value to the organization and ensures that the set organizational mission
and vision is upheld.
Core Responsibilities of HRM
As mentioned by Noe et al. (2015), the HRM and talent acquisition team acts as a
bridge that helps in conveying the employee grievances to the higher authorities of the
organization. Research studies further reveal that it is the prime responsibility of the HRM to
ensure that a diverse and inclusive work environment is maintained such that employees can
work in an inclusive way and discrimination is not propagated within the organization
(Budhwar & Debrah, 2013; Sparrow et al., 2016). Further, it is also the responsibility of the
HRM to ensure that the organization adapts adequate training workshops so that the
professional skill set of the employees are continuously developed. Also, the HRM must
undertake initiatives and measures to improve the physical and mental wellness of the
employees enduring their services to the organization. Further, one of the key responsibilities
of the HRM team is to ensure that employee attrition and turnover is balanced such that the
employee base equilibrium is not hampered. The HRM team is also responsible for carrying
out several legal functions that include identification and adaption of measures to terminate
unethical conduct and implementing appropriate regulations and code of conduct to maximise
chances of fair play and minimise risks pertaining to discrimination (Sparrow et al., 2016).
Further, the HRM team is also responsible for ensuring that the different stakeholders of the
Document Page
6HUMAN RESOURCE MANAGEMENT
organization are equally involved in the decision making process. This is important to ensure
that the organizational measures adapted within the organization benefit the employee base
and do not compromise with the organization values and vision (Budhwar & Debrah, 2013).
HRM COFFEEVILLE
On analysing the business scenario of COFFEVILLE, it can be said that the HRM is
extremely active in terms of maintenance of a positive organizational culture. The HRM team
of COFFEEVILLE supports a diverse and inclusive organizational culture which is reflected
through the culturally diverse employees working for the organization. In addition to this, the
employees working at COFFEVILLE are extremely courteous and the organization has
efficient training programs that intend to improve the professional skills of the employees
(Coffeville, 2019). Also, the organization has an interesting incentive scheme based on
productivity and key performance indicators which serves as an intrinsic motivational factor
for the employees and enhances performance output (Coffeville, 2019). Apart from these
initiatives, the organization hosts social events and employee engagement programs to ensure
that employees get a break from their mundane job role and are able to devote themselves to
recreational activities (Coffeville, 2019).

Paraphrase This Document

Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Document Page
7HUMAN RESOURCE MANAGEMENT
Conclusion
Therefore, to conclude, it can be stated that COFFEVILLE is a medium, scale
enterprise that has a promising growth in future, considering the customer base. The HRM
team of the organization is extremely efficient and devotes sincere efforts for the wellness of
the employees and at the same time also ensures that a positive organizational culture is
maintained. Based on the evaluation of the case scenario, the organization could integrate a
number of recommendations so as to ensure business expansion and a positive organizational
culture. These improvement measure includes, conducting health check-up sessions for the
employees and conducting individualised professional development workshops for every
employee so as to ensure continuous development of professional skills and expertise.
Document Page
8HUMAN RESOURCE MANAGEMENT
References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice.
Palgrave.P.77
Brewster, C., Mayrhofer, W., & Smale, A. (2016). Crossing the streams: HRM in
multinational enterprises and comparative HRM. Human Resource Management
Review, 26(4), 285-297.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing
countries. Routledge.P.60
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.P.90
Coffeeville (2019). about us. [online] coffeeville. Available at:
http://coffeeville.simulations.australiantrainingproducts.com.au/ [Accessed 5 Jul.
2019].
Coffeeville. (2019). Intranet. Retrieved from
http://coffeeville.simulations.australiantrainingproducts.com.au/coffeeville.simulation
s.learn.com.au/intranet.html
Coffeeville. (2019). Policies & Procedures. Retrieved from
http://coffeeville.simulations.australiantrainingproducts.com.au/coffeeville.simulation
s.learn.com.au/policies--procedures.html
Farbenblum, B., & Berg, L. (2017). Migrant workers’ access to remedy for exploitation in
Australia: the role of the national Fair Work Ombudsman. Australian Journal of
Human Rights, 23(3), 310-331.
Document Page
9HUMAN RESOURCE MANAGEMENT
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource
management roles in corporate social responsibility: the CSRHRM cocreation
model. Business Ethics: A European Review, 24(2), 125-143.
Kaine, S. (2016). Women, work and industrial relations in Australia in 2015. Journal of
Industrial Relations, 58(3), 324-339.
Kaufman, B. E. (2016). Globalization and convergence–divergence of HRM across nations:
New measures, explanatory theory, and non-standard predictions from bringing in
economics. Human Resource Management Review, 26(4), 338-351.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resources
management. Instructor, 2015.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Paauwe, J., & Boon, C. (2018). Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.
Sparrow, P., & Otaye-Ebede, L. (2017). 10 HRM and productivity. A Research Agenda for
Human Resource Management, 163.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.P.52-55
Vanhala, M., & Ritala, P. (2016). HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology, 31(1), 95-109.
1 out of 10
circle_padding
hide_on_mobile
zoom_out_icon
[object Object]

Your All-in-One AI-Powered Toolkit for Academic Success.

Available 24*7 on WhatsApp / Email

[object Object]