Human Resource Management: A Review of Literature

This assignment requires the student to create an annotated bibliography on human resource management. The student is provided with a list of references from books and journals, which include topics such as strategic human resource management, human resource development, and green human resource management. The student's task is to carefully read and analyze these references, then provide a detailed summary of each reference in the format of an annotated bibliography. This assignment will help students develop their critical thinking and writing skills, while also gaining a deeper understanding of human resource management concepts.

Managing Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Meaning and purpose of the theory and practice of HRM within a business and social
context.........................................................................................................................................1
TASK 2............................................................................................................................................7
2 Reflect on your learning from the Managing Human Resources module................................7
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................2

INTRODUCTION
In a business process, human resource management can be said as an process in which it
people who are under workplace of company are managed by applying various tools and
techniques. The major role is being played by HR manager who is the head of human resource
department and have roles and responsibilities which needs to be played (Armstrong, 2011).
There are various tools and techniques which are being used by HR manager for establishing
long lasting relationship and comfortable environment for working and those are staffing,
compensation and designing the work. In this report company chosen is Coca Cola which is a
multinational company dealing in soft carbonated drink since 1886 across the globe. In this
report, there are certain things which will be included like evaluating the impact of contemporary
HR practices on the motivation of employee. Apart from that, self reflection will be done on the
issues faced by modern day HR practitioners.
TASK 1
1. Meaning and purpose of the theory and practice of HRM within a business and social context
There are certain theories and practice which are being considered under HRM and to
explain them in better terms, two organisations are being taken and those are being explained
with brief Intro below:
 Coca Cola: This company was established in 1886 and started dealing in soft carbonated
drinks. Their main product is providing high quality coke as beverage to the people. They
have been dealing worldwide regarding this product. The founder of this company was
John Pemberton who took part in American Civil War and thus company was later
bought by businessman named Asa Griggs Candler who made this company go
worldwide. This company is headquartered in United States and there are variety of
products which are being provided by the company like coke, zero diet coke, coca cola
cherry and many more. As per the research conducted there are approx 1.8 billion
customers which are being served daily. Their annual turnover is around $41.863 billion. Pepsi: This company was established in 1898 and since then it has been dealing in food,
snacks and beverages. It is a multinational company who has been dealing across the
globe and the main product which they deal in is Pepsi which is soft carbonated drink.
They have been dealing in 200 countries and satisfying customers in effective manner.
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Turnover of this company is around $43.3 billion. This term was first coined in New
Bern, North Carolina in 1898. This company is considered as second largest company
who is dealing in food and beverages. There are approx 274,000 employees currently
working under this company who are able to generate revenue of approx $66.415 billion.
Importance of HRM for a Company:
Human resource management is a process in which the main focus of management is on
maintaining and regulating the human resources for tasks and objectives. Another element which
they focus is on maintaining healthy relationship with employees so that high performance work
can be seen. There are various reasons which can be stated as importance of HRM for company
but among those there are 10 main reasons or purposes which are stated below: Strategy: By the knowledge which HR possess, there are certain improvements which
can be seen within the bottom line of company and the ways by which the success of
organisation will be affected (Berman and et. al., 2012). There are certain policies which
are being formulated by HR department and the main reason behind formulation is to set
up the criteria for employees in which they will perform certain tasks and objectives.
Apart from that, there are some leaders who have expertise in strategic management of
HR and thus they take participation in decision making process of company so that
current and futuristic situations can be handled as per the demands of the business. Compensation: In this kind of element, structure is being made by the HR manager in
which certain compensation and wages are being set. But this is all done when the certain
steps are being taken like analysation of competitor' structure and skills which can be
applied for attracting employees as per their skills and knowledge (Human resource
management. 2016). There are certain surveys which are being conducted like extensive
wages and regarding surveys for maintaining the cost of compensation in line with
current financial status of an organisation and revenue of project. Benefits: There are certain specialists which are being associated with the company and
thus they help in reducing cost of the company which are related to turnover, attrition and
hiring of replacements workers. These kind of specialists are highly essential for the
company as they have effective skills and expert-ism which can be utilised to negotiate
packages of benefits regarding employees (Chang, Gong and Shum, 2011). Specialists
will help in designing of packages within the budget of organisation and sustainable to
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conditions to economy. Their main focus is on providing benefits to the customer for
attracting them. This in turn will reduce the cost for the company and will help in
achieving the objectives. Safety: It is compulsory for an employer to provide safe working environment to an
employee so that objectives can be attained. There is compliance between the HR
manager of company and U.S occupational safety and Health Administration. This
compliance will help in maintaining the accurate work logs and records and programmes
which are being developed for reducing the number of workplaces injuries and fatalities.
Specialists who are engaged in promoting the awareness within employees regarding safe
handling of danger equipments and chemicals which can harm (Varma, 2013). Providing
safety in terms of insurance is another factor which can be applied within firm so that
perception of employees can be changed in positive manner. Liability: The main focus of the HR specialists is to reduce the exposure of organisation
and the liability which are being related to the obligations of unfair practices of
unemployment. Their main focus is on determining, inspecting and issues resolving of
workplace (Choi and Ruona, 2011). This is basically done so that all the legal matters can
be solved and laws can be fulfilled in effectual manner. Company should have their main
focus on reducing the chances of happening of illegal activities so that prosperity can be
observed within workplace. Training and Development: It is one of the most essential element for the company.
Training and development which are being provided by the HR specialists in order to
provide and coordinate with employee orientation which is essential stage for
establishing healthy relationship with employees by the employer. There main motive of
providing training and development sessions to the employees is to make them high
performance worker and polish their set of skills and knowledge (Renwick, Redman and
Maguire, 2013). Apart from that HR provides training sessions in order to support the fair
employment practices within organisation and also development for preparing the
employees to be effective in nature and can be future leaders of an organisation. Employee Satisfaction: It is highly important for an organisation to determine the actual
needs and wants of the employee so that they can feel comfortable in the working
environment of an organisation. The main focus of HR specialists is to aid organisation
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by making them attain high level performance, morale boost and satisfaction level
throughout the workforce by establishing healthy relationship among employer and
employee (Werner and DeSimone, 2011). There are certain surveys which are conducted
for knowing the opinion of employee and conducting focus groups and providing job
satisfaction and the ways through which the healthy relationships can be sustained. Recruitment: The main job of HR department is to recruit the employees who can met the
criteria of certain performance and skills level and can help company to obtain the
objectives. Recruitment is a process in which there are certain stages which are being
followed like in fist screening is being done within the candidates which filter the
employees who have met the eligibility criteria (Flamholtz, 2012). After that they
determine the appropriate ways through the interview is being conducted and thus the
best ones are being selected who suit for the needs of an organisation. Selection: The HR department works closely with the mangers of hiring in order to take
effective decisions as per the need of an organisation. Apart from that, guidance is being
provided to the managers who are not connected or not aware about the process of HR
department. They need to provide effective ways so that familiarity can be improved so
that effective outputs can be observed and thus objectives can be also be achieved in
efficient and effective manner. Compliance: It needs to be ensured by HR workers that the company has compiled with
federal state employment laws. Certain documents are needed by the company from the
employee regrading that employee is eligible and fit to work in U.S. Monitoring is also
being done by them regarding compliance with applicable laws for company which
receive contacts from federal or state Govt. via maintaining applicants flow logs, written
plans and disparate impact analyses (Hendry, 2012).
Impact of HR practices on motivation of Employees:
There are two organisation which are taken to evaluate the HRM practices. Those two
companies are Coca cola and Pepsi-Co. Both the companies have large number of workers
working and there are different HRM practices which are being involved for both the companies
and those are described below:
Basis Coca Cola Pepsi-Co
Social Benefits In this kind of approach, the HR department of this
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main focus of the company is
to provide social benefits to the
social and economical factors.
HR management mainly focus
on providing employment to
the people and thus uplifting
the standard of people. Also it
provides confidence to the
backward classes to come up
in front and raise the bars. This
provides social benefits to the
company and raise the brand
image of the firm (Jiang and et.
al., 2012).
company mainly practice the
uplifting of goodwill. This is
basically done by providing
employment and hiring people
across the globe. Even firm
looks out for the place where
the people can settle and work
in the company and can gain
the standard lifestyle. By
providing effective products
and satisfying them in
effective manner more positive
perception can be created and
thus brand image can be
affected in positive manner.
Rewards For motivating employees, it is
highly used approach. In this
process, determination of
performance of employees are
being done and thus according
to that rewards can be
provided. Rewards are of
various types like bonuses,
annual appraisal, rewards and
many more. HR manager
monitor the performance level
of employees and provide
them rewards so that they can
feel motivated and can give
high performance for
completing the objectives in
This kind of approach is
basically utilised by the HR
manager in order to motivated
the employees and create long
lasting relationships. The main
focus of HR manger is to
extract the high performance
from the employee and that
too for a long period of time
but this requires that personal
needs and wants of employees
should be fulfilled so that they
will be able to give what is
expected from them (Kehoe
and Wright, 2013). This can be
done through providing
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effectual manner. rewards and other benefits.
Ethical Standards This kind of standards are
highly required by the Coca
Cola in order to motivate the
employee and feel comfortable
within workplace. Ethical
standards is all about gaining
trust, good behaviour, equality
and fairness to everyone. This
should be present in the
environment of Coca Cola so
that high performance work
can be seen and no one will
have feeling of inferior. Thus
this way employee will be
more motivated and will
perform well.
In Pepsi-Co, these kind of
standards are being highly
applied in order to create
effective working environment
within workplace so that aims
and objectives which are being
allocated to them can be
attained within time. Moreover
to enhance the productivity
and profitability of the
company it is required by the
HR manager to maintain the
equality between everyone so
that communication channels
can be established and
employee can be motivated.
Training This kind of approach is
mainly utilised by each and
every company in order to get
v the best results. Sometimes ,
situation arises when the
employees feel demotivated
and upset in-spite of giving all
the efforts (Tan and Nasurdin,
2011). At that time proper
training should be given in
which the skills and other
capabilities should be
improved so that motivation
In Pepsi-Co, training and
development sessions are
being provided to the new
candidates and existing
employees so that skills and
capabilities along with the
knowledge can be improved
and thus they become high
performance workers. This
should be ensured by HR
managers that effective and
proper training is being
provided to the employees in
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can be given for high
performance. There can be
various reason for providing
training like motivation and
polishing of skills to existing
employees and making
familiar with business
environment.
order to make them more
confident and positive. It can
make long lasting relationship
with employees and authority
(Tooksoon, 2011).
Employee Engagement It is the duty of the company to
involve the employee in
decision making skills so that
new innovative ideas can take
place and this in turn will help
to make effective relationship
among employer and
employee. Involving in
decision making skills will
boost the confidence among
the employees of Coca Cola
and will uplift the morale
level. This will in turn will
provide benefit to the
authorities that effective
outcomes will be attained due
to innovative and creative
minds.
In Pepsi-Co, employees are
being engaged in decision
making process and other
activities in order to extract the
effective outcomes (Tang and
Tang, 2012). When the
employees are being engaged
with authority and there
suggestions are being valued
then they feel motivated and
thus they give their all efforts
in giving valuable suggestions.
This will bring the morale
level high and will enable
them to perform high. That all
happens due to the change in
perception of employees in
positive manner.
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TASK 2
2 Reflect on your learning from the Managing Human Resources module
HR practices are set of actions required for smooth functioning of organization operations
that includes appraisal of performance, setting compensation plan, monitoring tasks, providing
training and development programme, managing recruitment and selection and also plan
retrenchment of employees etc. As an HR manager I faced many complications in implementing
these practices in my organization like failure of training event due to lack of acceptance by
workers regarding upbringing method, selection of unsatisfied candidature for employer etc.
There are several challenges which I dealt with.
As HRM this is very difficult for me to provide training according to changes which
occurs on regular basis. It is hard to apply those modification because seldom they are acceptable
but other time workforce denied to those changes and want to work based upon prior setting.
Then it becomes sharp obstacle in ways of efficient working of enterprise because it reduces
productivity and enhances cost to employer. I can say that it is a failure of T&D function.
If I can not enhance my leadership qualities that will be consequently make my
subordinates unsatisfied with company's policies. It is my responsibility to guide my workforce
and then monitor their action and I would not be able into them and it will expand numbers of
personnel retrenchment and it creates more monitory value of recruitment and selection to
company.
I learned from my experiences that measuring techniques must be efficient if it does not happen
productivity of employee wont increase and I wont be able to find out where is problem that will
lead regular increment in cost. As managerial personnel it is my duty of cost-effective
measurement of tasks and it is very complex to do in big organizations. It can be concluded as
for achieving goals cost-effective measurement of performance is must to allocate task according
to employee's potential.
There are lots of staffing challenges which I faced in recruiting and selecting candidates that are
poor quality of applicants that increased my company's cost by reselecting persons, sometimes
candidate does not continue for long time is a reason of generation of cost of conducting
selection programme again and again, occasionally newly hired executive does not have required
skills which is a failure of selection function if I terminated him it enhanced my recruitment cost
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and so that I had to provide him training to develop his capabilities which is associated with job
and this pattern encouraged my monetary value assigned on that T&D campaign.
As HR manager I faced issued related to law and legislations that Govt. set for employee
welfare like fixation of working hour i.e. 35 hours to 39 hours per week sometimes it is need to
be increased but without permission it can not be possible etc.
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CONCLUSION
From the above mentioned assessment, it intelligibly displays that human resource plays
a major role in an organisation it works as to recruit correct candidate for right job and the
perfect time which could be profitable for an enterprise in efficient time. Here in this assignment
it is shown how different theories and practices of human resource do puts positive impact on an
organisation where they make strategies and policies for the betterment of the employees with in
an organisation with keeping an eye on employee legislations and laws of the country and in the
last it is also shown how a manager deals with the employee and motivates them to reach to the
desired goal as they play an important role in achievement of goals in a company.