Human Resource Management Report

This report examines the role of Human Resource Management (HRM) in Cadbury, a leading confectionery company. It analyzes the purpose and functions of HRM, the strengths and weaknesses of various recruitment and selection approaches, and the benefits of HRM practices for both employers and employees. The report also delves into the significance of employee relations and the influence of employment legislation on HRM decision-making. Finally, it provides practical examples of HRM activities, including person specifications, job advertisements, and offer letters. This report is available on Desklib, a website that provides past papers and solved assignments for students.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM..............................................................................................1
P2 Strengths and weaknesses of various approaches of recruitment and selection....................3
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for both employer as well as employee......................................6
P4 Effectiveness of HRM practices in order to raise overall profit and productivity.................7
TASK 3............................................................................................................................................9
P5 Significance of employee relations in context with influencing HRM decision making......9
P6 Crucial elements of employment legislation and its influence on HRM decision making..11
TASK 4..........................................................................................................................................12
P7 Illustration of application of HRM activities.......................................................................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management is strategic approach to place most appropriate personnel in
organisation. HRM is a process through which human capital of enterprise are managed within
association. This is the management function which works to place personnel according to skill,
knowledge, experience of consumer. There are many operations which has to be performed in
an organisation in order to attain goals and objectives. In order to maintain long term relations
with employees, they must be treated as asset. This assist in growth and development of
organisation (Bulgurcu, Cavusoglu and Benbasat, 2010). This report is based on CADBURY
which is second largest confectionery company. Mondelez is owner of this organisation. It has
head quarter in Uxbridge, UK. This report covers purpose and scope of human resource
management in terms of resourcing, relevance of key elements of HRM, internal and factors
which affects HRM decisions making, practicals examples of HRM practices.
TASK 1
P1 Purpose and functions of HRM
Human resource management is a technique through which workforce of organisation are
planned in appropriate manner. Human resource department of organisation deals with training,
compensation, placement of organisation in order to get skilled employees in organisation. In
CADBURY, it works to appoint appropriate personnel according to skills and competencies
(Cox, Arnold and Tomás, 2010). There are many changes taking place in business enterprise, so
it is responsibility of human resource department of CADBURY to create dynamic environment
in association. Different tools and techniques are used by HR manager of CADBURY to increase
contribution at workplace and achieve competitive advantage in industry. These days, changes
are taking place rapidly, so it is essential to implement changes at work place and provide
learning program to employees.
Purpose of HRM are discussed as under-
Workforce planning- Main purpose of HR resource is workforce planning. CADBURY is
an organisation which serve with best quality chocolates. This is because, they motivates
employees to provide best quality services to consumer. There are many departments such as
packaging, purchasing, storing, etc. which are working to serve customers, if there is requirement
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of candidates in any department or expansion of business is planning, then this requirement is
analyse by HR department of CADBURY. Hence they works as workforce planning.
Engage workers- CADBURY operates in different parts of country, hence they have
numerous workers. HR manager emphasise on providing chance to employees for employment
engagement and take part in decision making (Decker, Riley, and Siemer, eds., 2012). They
motivates workforce to work with new and innovative techniques. This helps to improve
efficiency of overall organisation and brand image of CADBURY gets enhanced.
Comply with government policies- Government plays vital role in smooth running of
business. There is difference in political policies as per difference in geographical background.
Hence it is responsibility of managers to implement appropriate laws and commercial activities
are performed as per legal laws. HR manager must have knowledge related to laws, so in case of
alteration in legal norms, modification can be done in commercial activities in CADBURY.
Functions of HRM are as under-
Compensation and benefits- Workforce of organisation is working to earn remuneration.
HR managers are responsible to pay them remuneration on time. This keeps employees satisfied
and this maintains long term relations wit them. This is beneficial for CADBURY because
skilled employees retained in organisation. When performance of employees is up to the mark
then they must be rewarded with monetary and non monetary benefits. This boost their
performance and confidence which helps to maintain long term relations with workers.
Training and development- Training is a process through which knowledge, information,
beliefs, gets polished. This is beneficial for CADBURY as well as employees. This assist in
improving performance of employees (Eisenberger and et. al., 2010). HR managers of
CADBURY must plan different training programmes which improves performance of
workforce. Employees of CADBURY remain satisfied, that they have knowledge related to
current trends.
Maintaining employees relation- there are many employees working in CADBURY
because it operates in different parts of country. So it is essential to maintain harmony and peace
among them. This is responsibility of HR manager. This can be done with planning
entertainment activities, games, picnic, etc. This helps to know about perception of employees
and assist in improving relations among them.
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From the above discussion, it is clear that role of HR managers of CADBURY. They
have role and responsibilities for keeping employees satisfied and maintain long term relations
with them. This is fruitful for brand image of CADBURY. With the help of HRM practices such
as training and development, proper compensation, etc. it is easy to maintain long term relations
with workers and this ultimately helps to attain organisational objectives i.e. good profits and
brand image.
Recruitment- Recruitment is process through which job opening are advertised in
different media and suitable candidate applied for the vacant position in CADBURY. In
recruitment, attracting candidates is done so more and more people applied for position. This
helps in selecting best candidate.
Selection- Selection is the process of choosing best candidate from the crowd. Selection
is a negative process because HR manager of CADBURY sort candidates from all applied
candidates on the behalf of their qualification, knowledge, experience.
Payroll system- A payroll system is the procedure for calculation of amount which has to
be paid to employees working in CADBURY. This can be based on hourly wages, salary with
different benefits, taxes, holidays, etc.
P2 Strengths and weaknesses of various approaches of recruitment and selection
Human resource department has core function of selecting best candidate according to
job profile and place in organisation (Farndale, Scullion and Sparrow, 2010). There is difference
in skills knowledge, experience, skills of employees, so they must analyse it and then place in
association.
The 'Best Fit' approach vs 'Best Practice'
According to this model, HR practices must be framed and implemented to organisational
policies which are suitable in every situation. These days changes are taking place very
frequently, so HR manager of CADBURY must use strategy which is aligned in every situation.
RECRUITMENT
Recruitment is a positive process which helps to search new workforce for organisation.
There are many people which apply for the post in CADBURY, so there is scope of recruitment
of best personnel. There are mainly two methods of recruiting candidates i.e. internal source and
external source. These are discussed as under in detail-
INTERNAL SOURCE
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Internal source means employees are recruited with an organisation. There are many
employees working in CADBURY hence according to performance of workers they are placed at
higher post or at other designation. This helps to retain employees for longer time and enhance
their knowledge in different fields. Transfer, promotion, re- employment of ex- employees, etc.
are examples of internal sources.
Advantages-
Quick filling of post- When there is requirement of employee instantly, it can be resolved
with internal sources. This takes least time and cost. HR manager of CADBURY can quickly fill
job position.
Knowledge about working style- When workers are placed within organisation, then they
have knowledge related to working style and environment of organisation (Fulton and et. al.,
2011). There is reduction in cost of induction and saves time. This provides save environment to
other employees also.
Disadvantages-
Same knowledge and ideas- When managers of CADBURY place internal person, then
there is use of same knowledge, ideas, values which does not give motivation to new and
innovative ideas. This leads to work with same old concepts. Hence this is not effective for
competing in external market.
Dissatisfaction among employees- When one employees at same designation gets
promoted, this creates dissatisfaction among remaining employees. This may lead to inefficiency
at work place and affects productivity of employees.
EXTERNAL SOURCE
In external sources, there are recruitment of employees from external sources.
Recruitment from external sources is time and cost consuming but at the same time this gives
best personnel out of crowd(Hobfoll, 2011). In this approach, candidates from external market
contact CADBURY to become part of association. College campus, employment agencies,
advertisement, etc. are examples of external source of recruitment.
Advantages
New energy and ideas- When new employees are working in organisation, then this is use
of new and innovative ideas. This is relevant and significant for growth and development of
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business. This improves working style and qualities of product of CADBURY because new
employees has fresh knowledge.
Less possibilities of baisness- In external source of recruitment, there are less possibilities
of biasness because new personnel is placed. This helps to maintain decorum of organisational
environment. For instance: when new employees is placed in organisation, then there are less
possibilities of dissatisfaction among existing employees.
Disadvantages
Time and cost consuming process- In external source of recruitment, there is requirement
of time as well as cost. HR managers of CADBURY have to use different modes such as
employment agencies, campus placement, etc. which is relevant for attaining goals and
objectives. Hence there is requirement of time as well as cost for selecting best candidate.
Possibilities of low resistance- When new employees become part of CADBURY, then
there are possibilities that they do not set in environment of organisation and quit job. This
sounds to be waste for association (Iles, Chuai, and Preece, 2010). Hence in this case, there are
some changes employees resistance rate is low which proves to be wasteful and irrelevant for
association.
Out of these approaches, internal source is best because this approach requires less time
and cost. Existing employees are aware about environment of association, so they work with full
efficiency. For instance: if performance of employees upgraded, then they get promoted. This
creates good environment in organisation and performance of CADBURY increases.
Selection:
Selection is done after recruitment. This is negative process. In this process recruited
employees are sorted on the basis of qualification, knowledge, skills, etc. Selection helps to
choose best candidate out of recruited crowd (Kerlinger and et. al., 2013). Selection can be done
with two approaches i.e. systematic and unsystematic approach.
Methods of selection
Interviews- Interview is a structured way in which there is personal interaction between
candidate and HR personnel. There are some questions related to personal and professional
knowledge of individual to judge confidence level and knowledge. Advantage of this method for
CADBURY is there is personal interaction between HR manager and personnel. So it is easy to
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judge confidence level as well. Disadvantage of this method is this is time and cost consuming
process.
Presentations- This is the process in which presentation is given by individual for
specific post. In front of top level personnel. Managers of CADBURY sometimes provide topic
or sometimes it is as per will. Advantage of presentation is writing and vocabulary is known of
candidate. Disadvantage of this method is sometimes candidate may become nervous and
presentation may gets affected.
TASK 2
P3 Benefits of HRM practices for both employer as well as employee
HR practices refers to activities which are farmed by HR manager in order to maintain
and retain long term, relations with workers. With the help of HR practices, there is
synchronisation in activities and they are aware about policies followed in organisation. HR
practices involves recruitment, selection, performance appraisal, etc.
HRM practices involves selection of best candidate at workplace, training and
development, proper remuneration, compensation, etc. These are beneficial for CADBURY as
well as employees. In organisation, there are many employees, so it is essential to select best
candidate and provide them up-to date services (Salvendy, 2012). HR manager of CADBURY
works in order to monitor, train and guide workers, so they can achieve targets on time. HRM
practices are beneficial for employees because they get goo working condition and environment
within organisation. Hence candidates are ready to become part of CADBURY.
Benefits of HRM practices for employer
Promoting positive environment- HR manager of CADBURY works in order to maintain
good and relevant environment in market. With proper monitoring of policies, environment of
CADBURY remain good. This provides positive environment in association. There are many
entertainment related activities which maintain good environment within organisation.
Retaining qualified employees- There is difference in skill, knowledge, qualification of
employees, so with the help of HR policies and practices, it is easy to retain employees for
longer time. For instance: if sales of sales personnel is achieved then HR manager provides
incentive or rewards to employees. This keeps employees satisfied with workplace and labour
turnover is less.
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Knowledge about perception of workforce- HR manager of CADBURY deals with
numerous workers working at different countries. Hey deal with them in order to know their
perception. Hence policies can be implemented according to perception of workers (Shuck . and
Wollard, 2010). This assist in improving working environment and hence brand image of
CADBURY in mind of workers improves.
Benefits of HRM Practices for employee
Knowledge about latest techniques- There are many training program performed by
managers of CADBURY in order to maintain knowledge of employees, so this provides relevant
and significant knowledge to employees. This keeps them satisfied that they are competent to
external market and implementation of latest techniques. This helps to maintain long term,
relations with workforce.
Stage to share grievances- CADBURY is big organisation which operates in different
parts of country. There is difference in perception and knowledge of employees, so there are
possibilities of conflict and personal difference among the. This affects environment of
organisation. Hence with existence of HR, they can share their grievance and appropriate
measure can be taken in order to resolve it.
Development in career objectives- Employees works in CADBURY in order to get new
development opportunities, financial and non financial benefits. Hence performance of
employees is up to the mark, then with the help of HR policies, it is easy to get positive impact
on performance of employees (Tarique and Schuler, 2010).
Hence from the above discussion, it is concluded that HR practices are beneficial for
employer as well as employee. With good HR practices, there is good environment within
CADBURY. While at the same, it is easy for workers to share their grievance when proper
management is there.
P4 Effectiveness of HRM practices in order to raise overall profit and productivity
HR practices refers to policies which are formed for maintaining proper working of
employees. In HR practices different activities such as security of workers, training programme,
selective hiring, etc. are covered. In CADBURY there is proper planning related to HR practices
which is significant for getting positive outcome.
HR policies are framed for workforce which are working in organisation. These policies
assist in planning, managing, organising employees in organisation. Managers of CADBURY
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treat workforce as asset because they are the people with whom organisation is able to attain
good profits and sales. Hence they feel that satisfaction of workforce will lead to organisational
growth and development. HRM practices are implemented in effective and relevant manner for
improving profits and production. This is discussed as under-
Decision making rights- When HR manager of CADBURY motivates employees to take
part in decision making then they come with new and innovative ideas. These are beneficial for
growth and development. There are different ways to perform specific task, hence with
involvement of workers to perform operations in innovative way helps to raise profits and
productivity of CADBURY. When employees has right to take decision, then in case of
emergency, they can perform operations in appropriate manner because they are liable for
outcomes. This provides satisfaction to consumers and they give their best to accomplish
assigned job roles. This ultimately assist growth of CADBURY.
Extensive training- Training is a way to learn new ideas which is concurrent in market.
THR manager of CADBURY must use online job training methods which helps to maintain
quality of chocolates in industry. When managers think to invest in training, then it is crucial that
method of training must be effective(Wang and Noe, 2010). This gives direct impact on
commercial activities of employees at organisation. After providing training to workforce,
evaluation is mandatory, so results can be known. These days changes are taking place very
rapidly such as technological changes, up gradation of software, etc. in such case, HR manager
must train employees. This is fruitful for improving production as well as revenues.
Contingent compensation- CADBURY operates in society, there are many situations
which are contingent for association. For instance; there is issue in quality of chocolates, so
managers must provide contingent compensation, so HR managers must use monetary
compensation. This motivates employees to give best in adverse situation also. In contingent
situation, employee's performance must be evaluated and then incentives must be provided. This
provides satisfaction to employees and maintain long term relations. Exiting employees have
knowledge related to working environment and policies(Kerlinger and et. al., 2013).
Selective hiring- HR department basically deals with hiring of employees. They select
employees according to requirement of job place and skills, knowledge of candidate. It is
responsibility of HR to select best candidates out of crowd. Employees must ready to learn new
ideas and work in innovative environment. This improves quality of products and hence
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customer satisfaction can be achieved(Wang and Noe, 2010). While selecting candidates, they
must be selected on the basis of characteristic and ability to work with innovative approaches,
this assist in growth and development of CADBURY. For instance: when there is need of law
personnel then HR manager of CADBURY must advertise and select specific candidate having
relevant knowledge, experience and qualification.
Above discussed points shows that there is direct relationship between employees
satisfaction and productivity of association. If HR manager of CADBURY applies policies in
effective and relevant manner, then they are able to keep workforce satisfied. When there is less
labour turnover, then this is relevant for increasing production with approved quality.
There are different approaches of selection and recruitment it has strength and weakness.
For instance: campus placement provides new and fresh ideas but there are possibilities that
employees can not adjust in organisation. Hence this proves to be wastage of time and cost.
Performance and reward
Performance management is the system through which performance of employees can be
measured. Performance management is done by HR manager of CADBURY to know work
force is performing up to the mark or not, is there any need of training, etc. proper
documentation of feedback from employees which helps to take corrective actions.
Reward is the prize which is provided to employees when they perform up or above the
set standards. This helps in achieving business objectives and graph of career growth of
workforce is also improved (Decker, Riley, and Siemer, eds., 2012).
HR manager of CADBURY use five different attributes for measuring performance of
employees. This includes attendance, helpfulness, efficiency, initiative and lastly quality of
product and services. In case outcome of such measures are positive then performance of
employee is up to the mark.
Payments to employees can be done with the help of monetary or non monetary. Cash
rewards are provided to employees in the form of commission. While non monetary are provided
in the form of vouchers, coupons, etc.
TASK 3
P5 Significance of employee relations in context with influencing HRM decision making
Definition of Employee relations:-
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Employment relation is employees and employer relationship in both informal and formal
way. It considers all those efforts which are essential to improve individuals relationship and
performance within the organisation. In context to Cadbury having better relations between
employer and workers will help in performing operations effectively, maintain trust between
them, provide better decisions and effective decision making. Good relations with each other
cooperates each other in the organisation and makes work easier. It is necessary to be
comfortable in the workplace to work together, in order to attain common objectives.
Importance of employee relations:- Maintaining good relations at workplace is very important
in the, as it is essential to achieve prescribed objectives in the organisation. Importance of the
employee relations is described under in points:
Sharing work among all employees:- Work can be completed effectively if it is divided
equally among workers. Good relations between employees makes works easy and reduces
turnover. In context to Cadbury, a particular person is not able to complete all operations or
tasks in the organisation so it must be shared with different employees, in order to complete it
and increase productivity. Distributing work among employees will help in attaining desired
objectives within given time.
Solving conflicts rising in the workplace:- Having good relations between workers in
the workplace will help in solving problems or issues arisen among them. In context to Cadbury
the employees trust each other and helps in improving performance by meeting desired
objectives and goals(Tarique and Schuler, 2010). Workers are considered as their colleagues, not
competitors. It will increase employees productivity.
Employee's loyalty:- Grateful and interactive working environment encourages loyalty
between employees and organisation. In context to Cadbury it will help in motivating them and
completing given tasks more willingly. They make more efforts in performing operations, in
order to increase productivity and achieve desired goals (Pfeffer, 2010). Having loyalty in
employees will decrease individuals turnover which results in less recruiting cost. So
maintaining good relations will be beneficial for the employees.
Ensuring equality through communication:- It is necessary for an organisation to
communicate information among employees. In context to Cadbury effective communication
will help in avoiding discrimination between employees and company. Proper communication in
the organisation will, result in motivating workers and they perform their tasks effectively ans
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efficiently to complete desired goals and strategies. Good communication system in Cadbury
supports human resource management in effective decision making within decided time.
Increase productivity:- Powerful relations between employees and the organisation will
help in improving their productivity and company's performance. In context to Cadbury it will
help in improving whole organisation's performance. Having good and strong relationship
between employer and workers make them more satisfied and help in performing effectively and
efficiently. Strong employees relations are important, in order to encourage human resource
management and their productivity.
Absenteeism:- To perform daily operations and completer given tasks at time it is
essential to come office at time. In context to Cadbury having good environment and effective
relations will encourage employees to come office on regular basis and it will reduce
absenteeism.
P6 Crucial elements of employment legislation and its influence on HRM decision making
HRM decision making- HR decisions are the judgement which is provided by HR
manager for the employees working in organisation. This includes decisions such as salary,
working environment, facilities to employees, etc.
Employment legislations:-Employment legislations refers to an instrument which
governs business and its activities within the organisation. Different laws to business and jobs
have various impact on employees, employer and the whole administration. There are various
laws for workers , in order to protect them from any discrimination or complex situations
(Hobfoll, 2011). In context to CADBURY the company should follow different laws which are
enforced for employees security such as – working safety measures, customary practice, court
rulings, etc. Employment security involves hiring laws such as – using temporary and fixed
terms payment conditions, training needs, etc. and firing legislations – short time working
scheme, severance payments, redundancy processes, etc. All these laws are employees right and
are made for their security and protection. Different laws for employment are described under:
The Working Time Act, 1999 :- In this act, working hours of employees for a day and a
week are discussed. It involves all those rules and regulations which are related to working time
and hours for the employees in the organisation. In context to CADBURY this law provides that
individuals have to work maximum 48 hours in week and 4 vacations. They can work for long
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time or overtime if they are willing to do. The company should not put pressure on employees
for extra work and provide only these working hours according to the law.
The Equal Pay Act, 1970 :- As per equal pay act, 1970 it is essential for organisations
to pay equal wages to employees which are working at the same designation with equal rights
and responsibilities. This law provide to pay equal salary to employees working in the
organisation and should not be rated or given payment on gender or another basis. In context to
CADBURY all employees must be treated equally, either it should be man or women. They
company should provide same salary or terms of payment for their performance or similar
works and must be graded equally.
The Age Discrimination Act, 1967 :- As per this law employees who are more than the
age of 40 must be treated properly in the organisation and during recruitment. In context to
CADBURY this law is for the protection of workers over the age of 40 against through any
discrimination or unfavourable behaviour in the organisation.
Fair Labour Standards Act, 1938 :- This law governs various business activities which
protects employees from different unfair situations. It involves minimum wages, child labour
law, record keeping, more payments to overtime workers, etc.(Eisenberger and et. al., 2010). The
fair labour standards act has been changed many times after its origin. In context to CADBURY,
this law must be used by human resource management, in order to protect employees and reduce
unfair practices in the organisation.
It is concluded that it is responsibility of human resource management to consider and
apply all these legislations in the organisation. These laws have big influence on employees,
business operations, working environment, salary issues, turnover, etc. In context to CADBURY
the HR manager must apply all the laws for their employees protection. For instance: if there is
change in basic pay rate in UK law then HR manager of CADBURY has to alter decision of
managers.
Employee relation management and employment legislations are important for
performing operations according to external market. There are different laws such as
employment act which helps to perform commercial activities according to legal norms. If
operations are not up to the mark, then HR manager has to alter policies. Hence this affects
decisions of CADBURY.
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TASK 4
P7 Illustration of application of HRM activities
Person Specification
The ability that a candidate required in order to accomplish the job role of a designation
offered by a organisation. A person specification shows educational qualification, training
experience and personal qualifications that a individual must possess (Decker, Riley, and Siemer,
eds., 2012). Person specification provides knowledge about personal skills of potential worker
for CADBURY. These skills are essential to complete job roles and attain task within specified
time.
There is requirement of marketing manager at CADBURY, person specification with
essential and desired skills are as under-
Person Specification
Job title: Marketing manager
Criteria Essential criteria Desirable criteria
Qualifications MBA Executive (Marketing) Full time MBA
Relevant experience Experience of two years in
same field.
Trainee in any reputed
organisation for more than 6
months.
Skills and competencies  Proper knowledge of
marketing tools and
techniques
 Maintaining customer
relation
 Effective
communication skills
 Influencing power
 IT skills
 Presentation skills
 Team leading
Job Advertisement
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A job advertisement can be in the form of print or electronic notification showing
intention to hire personnel at specific designation in company or organization(Bulgurcu,
Cavusoglu and Benbasat, 2010). Employers use job advertisement in order to get application by
information society about vacant post. Job advertisement in newspaper for the post of marketing
manager at CADBURY is as under-
JOB ADVERTISEMENT
Job Opportunity for Assistant Marketing Manager
Qualification: MBA (Marketing)
Experience: Minimum 2 years at the post of marketing assistant or manager
Age limit: 25 to 30 years
Salary Package: As per skills and competencies
Other Benefits: As per policy of CADBURY
Last date of submission:
Send CV in person or mail at official mail Id.
Address: CADBURY Corporate Mall, London, United Kingdom. Phone: [phone]
CURRICULUM VITAE
This is the document which contains complete personal, professional information of
candidate who is called for personal interview. Interviewer ask questions from this document.
Name: John
Address:4AA OK drive, city Mall, UK, 25647.
Email: [e-mail]
Apply for: Marketing manager
Objective To enhance my skills as marketing manager along with contributing in
increased profitability and market shares of company.
Professional
qualification
2010-2012 Masters in business administration (Marketing and sales)
2007-2009 Bachelor in management
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2006-2007 Higher education
Experience 2.5 year experience in digital marketing
Skill Team working
Interpersonal skills
Leadership and directing Skill
Achievements I achieved gold medal in MBA as scholar and silver medal in Bachelor's.
Computer
knowledge
I have good knowledge about Ms office,windows XP.
Well versed with content management system.
Invitation letter for interview
There is an formal invitation to individuals who so pass the criteria in assessment test or
aptitude test. Hence with this letter, they are called for personal interview, hence in this case this
letter is authentic for further requirement process. Invitation letter for interview is discussed as
under-
“Call for interview”
Dear Sir/ Ma'am
It is to gladly inform you that you are selected for next round of Personal Interview.
As you applied for the post of “Marketing Manager” at CADBURY (regional office), so for
next round of personal interview, you are requested to visit Head Office (HR Manager)
CADBURY on 14th March 2019 at 11:00 a.m.
Please carry your recent Curriculum Vitae and other certificate. It is to inform you that
you have to give your approval till 10th March 2019 so further proceeding can be done.
Thanking You
Smith Tault
(Regional HR Manager)
OFFER LETTER
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Offer letter is the document which is provided to employees on his/ her selection. This
document contains information about pay scale of individual with full disclosure of plans and
policies of association.
Offer letter for Marketing Manager
John
4AA OK drive, city Mall, UK, 25647.
Date: 3rd January 2019.
Subject: Appointment letter for Marketing Manager.
Respected Sir,
We are happy to announce you that you are appointed for the post of marketing manager
of CADBURY at branch of Australia. There are some documents for enclosing policies and
working style of association which are attached with offer letter. Please provide your approval
by signing the required documents. Please carry your charter certificate, pay slip (If any) and
fitness documents.
In case of any clarity, please feel free to write us back On the same mail id.
Wishing you all the best.
Sincerely,
Adim
Human resource manager.
CONCLUSION
From the above discussion it is clear that human resource activities are essential for
organisation and development. Employees engage, workforce planning, complying with
government policies are purpose of HR manager. With the help of internal recruitment process
i.e. Promotion, transfer assist in saving cost and time of association can be saved. HR practices is
beneficial for employees as well as employer through working under latest technique, solving
grievance. HR policies must be implemented in best way so consumer satisfaction can be
achieved which gives direct influence on productivity and profits. There are some legal laws
such as equal pay act, employment act, etc. which are essentially be followed by organisation.
This assist in improving working style in authentic and relevant manner. Job advertisement is a
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approach through which vacant position in organisation can be published for job role. This is
published in newspaper, social media application, etc.
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REFERENCES
Books and Journals
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