Costa Coffee's Human Resource Management Strategies

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RESOURCE MANAGEMENT: COSTA COFFEE
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LEAFLET
Introduction
For any organisation, the human resource aspect forms an integral part of the resources within the organisation, which helps the company to execute their
business operations successfully leading to their growth and success. Human Resource within an organisation consists of the staff members and the employees
who help to achieve the goals and objectives of the company and without which, the organisation would fail. The following study critically analyses and
evaluates the appraisal for human resource function development as well as both the traditional and contemporary approaches to recruitment and selection in the
context of Costa Coffee. The study also evaluates the performance management practices and procedures as well as remedial activities for Costa Coffee.
Human Resource Function Development Appraisal
From the research works of Bamberger, Biron, and Meshoulam (2014), it has been found that the human resource function development consists of three
specific objectives and in the context of Costa Coffee, they are:
 Utilisation of Human Resources: One of the main functions of the HRM or the Human Resource Management is the effective use of the workforce
or the human resource within the business operations of the organisation. Costa Coffee ensures that the staff members and the employees are assigned
specific roles that would help the company to meet their business objectives and goals.
 Maintaining Professionalism and Employee Satisfaction: Another function of the HRM is to maintain professionalism within the workplace as well
as ensure that the employee satisfaction is maintained. Costa Coffee ensures that the human resource are professional in their approaches as well as
their needs and interests are being met so that they are satisfied (Bamberger, Biron, and Meshoulam, 2014).
 Developing the Individuals: Another function of the HRM is to ensure that the individuals are developed to their fullest extent so that they can be
more productive and efficient in their future. Costa Coffee ensures that the human resource is properly trained so that they can help the company
through their enhanced productivity.
Traditional Approaches to Recruitment and Selection
From the research works of Poell, Rocco, and Roth (2014), there are a variety of traditional approaches which are used in the process of recruitment and
selection of employees within an organisation. In the context of Costa Coffee, the approaches used are:
 Face-to-Face Interview: Face to face interview is one of the traditional processes which is used to recruit and select employees in an organisation. In
this approach, the candidate is interviewed by a group of higher executives in the company that helps to assess the candidate and select them as an
employee.
 Professional Referral Schemes: Another traditional processes which is used to recruit and select employees in an organisation, professional referral
schemes help to find potential employees for an organisation through the process of referrals. In this approach an individual who is a current
employee of an organisation is able to refer to another individual as a potential candidate for employment and the organisation makes contact with the
individual (Poell, Rocco, and Roth, 2014).
 Press Advertising: Press advertising is another process or approach of traditional recruitment and selection through which employees are effectively
recruited. In the process, advertisement is given in press media such as newspapers and magazines which helps to attract potential candidates within
the company.

Contemporary Approaches to Recruitment and Selection
From the research works of McDonald and Hite (2015), there are a variety of contemporary approaches of recruitment and selection which are used to select the
employees within an organisation. In the context of Costa Coffee, the approaches used are:
 Online Recruitment: Online job websites and forums act as a contemporary approach of recruitment and selection where individuals sign up to
assess the available jobs for them. This approach helps the individual to evaluate the different types of jobs available to them and select one as per
their preference.
 Recruitment Agencies: Recruitment agencies are another traditional process, which is used to recruit and select employees in an organisation. In this
approach, the recruitment agencies advertise about the job profile as well as the necessities that would help an individual to become an employee of
the organisation. Through this process, the recruitment agencies are able to recruit the employees for the company (Bednall, Sanders, and Runhaar,
2014).
 Recruitment Events: Another contemporary approach to employee recruitment and selection process, recruitment events can be anything such as
seminars, fairs, and many more where jobs profiles are listed and potential candidates can apply for them.
Performance Management Practices and Procedures
From the research works of Poell and Van Der Krogt (2014), it has been found that for an organisation to manage its human resources, there are various
procedures and practices to performance management that helps to sustain the employees. In the context of Costa Coffee, these are:
 Management of Employees’ Competencies: In this process, the competencies of the employees should be effectively analysed so that the employees
can be delegated the work which would comply with their strengths. This would help the employees to enhance and improve themselves and benefit
the organisation.
 Providing Training: The employees should be provided with effective training so that they can enhance and improve their strengths and
competencies as well as identify their flaws and develop them. This would help to ensure that the employees are being developed properly which
would help them in their work approaches.
 Creating Action Plans: Action plans for the employee should be developed which would help to analyse and evaluate the strengths and weaknesses
of the employees and suggest them suitable steps which would help to improve and enhance them for the future of the company (Poell and Van Der
Krogt, 2014).
Conclusion
The above-written study critically analyses and evaluates the appraisal for human resource function development as well as both the traditional and
contemporary approaches to recruitment and selection in the context of Costa Coffee. The study also evaluates the performance management practices and
procedures as well as remedial activities for Costa Coffee. From the study, it can be concluded that there are various types of approaches for performance
management, and recruitment and selection, which Costa Coffee uses to manage their human resource.
References
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge.
Bednall, T.C., Sanders, K. and Runhaar, P., 2014. Stimulating informal learning activities through perceptions of performance appraisal quality and human resource management
system strength: A two-wave study. Academy of Management Learning & Education, 13(1), pp.45-61.
McDonald, K. and Hite, L., 2015. Career development: A human resource development perspective. Routledge.
Poell, R.F. and Van Der Krogt, F.J., 2014. The role of human resource development in organizational change: professional development strategies of employees, managers and
HRD practitioners. In International handbook of research in professional and practice-based learning (pp. 1043-1070). Springer, Dordrecht.
Poell, R.F., Rocco, T.S. and Roth, G.L. eds., 2014. The Routledge companion to human resource development. Routledge.