HR Operating Model Implementation at CAFEPOD Coffee Co. Report

This report analyzes the implementation of a new HR operating model at CAFEPOD Coffee Co., focusing on improving organizational performance and talent management. It highlights the importance of aligning HR practices with business objectives, particularly for SMEs. The report details a four-stage HR operating model, emphasizing personnel control, staff service, talent management, and business support. It also explores innovative approaches to attract and acquire skilled talent, such as utilizing social media, advanced technology, and employer branding. The report outlines effective selection procedures, including short-listing and performance evaluation, and discusses the duties of an employer. It concludes by weighing the advantages and disadvantages of the new HR operating model, emphasizing its potential to empower employees and enhance coordination while acknowledging potential internal conflicts and challenges related to diversification.

Managing Human
Resources

Executive Summary:
In the following report it is analysed how implementation and adoption of a new
operating model will have a positive impact on the organisation and its overall performances. In
addition to this, how it will allow the business to effectively acquire and retain talented as well as
skilled individuals for its workforce. Moreover, it focuses on the positive impact of various
strategies and theories that provide support to the organisation in understanding and determining
employees roles through effective development of values and culture during the selection process
along with appropriate inductions and orientations.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
HR operating model that can support start-up and SME. An operating model that will
reinforce business objective and alignment including efficient approach in order to deliver HR
services to the business. Underlining the theories and analysing of the operating model along
with its advantages and disadvantages of the selected model.....................................................4
Operating model to reinforce business objectives:.....................................................................4
The resourcing proposition that can assist in attracting and acquiring skilled talent through
innovation....................................................................................................................................5
Acquiring and attracting highly skilled talent through innovative approaches along with
outlining the on-boarding methodology for the proposes to enable new employees to be
successful....................................................................................................................................7
Development considerations in proposal to enhance employees skills and abilities to execute
business strategy..........................................................................................................................9
CONCLUSION..............................................................................................................................11
RECOMMENDATION.................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refers to the overall structures and systematic method of
managing human resource of an organisation. It involves task such as hiring and recruiting of
capable and skilled individuals who will provide support and assistance in archiving
organisational goals and objectives. The following report will consist of development of HR
operating model which is will focused upon the resourcing and development for SME
organisation allow with the HR operating model with its role within an organisation. Moreover,
it will included the essential requirement of that help an organisation to be structures and
establish for its process to be effective and efficient. Furthermore, it will analyse the process that
consists of structure and include enabler, governance, measurement of roles. CAFEPOD Coffee
Co. is a producer of craft coffee intended to help enjoy and thrive in the hustle-bustle and daily
grind. The company was founded in they year 2011 and is established in the UK. The company
has over 15 employees with generated sale of over $1.75 million. The following report will
highlight the overall development of human resource model for the chosen brand in order to
promote expansion and attain a skilled workforce.
MAIN BODY
HR operating model that can support start-up and SME. An operating model that will reinforce
business objective and alignment including efficient approach in order to deliver HR
services to the business. Underlining the theories and analysing of the operating model
along with its advantages and disadvantages of the selected model.
Business objective of SME:
The present situation of CAFEPOD Coffee Co. as a company has various business
objectives which are crucial in order to accomplish long-term objectives. These objectives are
primarily focused upon increasing the productivity of the business and increase the market share
which effective and skilled workforce. It is vital for an organisation to have competent and
highly capable work to achieve goals. This factor makes it important for the company of
CAFEPOD Coffee Co. to attain and retain capable employees with various abilities and
experiences for success in business operations. In order to achieve these objective the company
should have a structured and systematic human resource operating model (Aghayeva and
Krekoten, 2020).

The human resource is focused upon development of a team that revolves around the
aspect of work and is directed towards effective management of responsibility of human
resources of the organisation. In consists of various aspects such as the Human resource
department, team, business partners as well as individuals in the department. The organisation
face various challenges relative to the overall process of people management. This increases the
importance of the process to be structure and systematic as it provide supports in effectively
defining roles relative to the job and employee turnover (Sadegh Amalnik and Zare Ravasan,
2018).
Operating model to reinforce business objectives:
The HR operating model refers to the overall organisational structure which is essential
to have as it fulfils the requirement of delivering roles, process of the structures along with
connecting enablers of government, measurement and technology.
In CAFEPOD Coffee Co. the overall HR process will directly focused upon paying,
contracting and administrating in order to develop a holistic approach towards the employees
overall life cycle. It is vital for the organisation to achieve the functions of HR process to adopt
various alternatives approaches that he managers and leaders can take on HR representativeness
which are expected to be developed further in the organisation (Ballinger, 2018).
In the present situation of the HR board members at CAFEPOD Coffee Co. as it is an
SME and required effective and efficient human resource fictions to be proactive. They are also
focused on developing effective HR strategy through suitable introduction of planning strategy to
the HR business partners. The HR function at CAFEPOD Coffee Co. receive instruction from the
board members and further implement necessary advices to the advisory department. This acts as
the expertise of the HR function and will offer the process to be established by line managers and
workers as transnational services.
The resourcing proposition that can assist in attracting and acquiring skilled talent through
innovation
In the present scenario of CAFEPOD Coffee Co. the HR functional department is
structured and systematic and enables their HR manager to be effective at various levels of the
department in order to accomplish goals and objectives. The new operating HR model in
CAFEPOD Coffee Co. will consist for four stages and will provide assistance in their overall

identification and process of hiring as well as recruitment of skilled workforce. The four stage of
the new HR operating model are mentioned below:
 Stage 1 of operating model – Personnel department and control:
This department will focuses on effectively identifying and determining the total number
of vacancies and the requirement of the workforce in the organisation relative to the necessary
job positions. In context to CAFEPOD Coffee Co., this department will provide assistance in
establishing coordination between department, task along with polices that are related to
employees benefits, evaluation and develop effective communication.
 Stage 2 of operating model – Serve staff:
The operations of the human resource is a dynamic and constant process and involves
various functions and transactions. It pays emphasis on the long-term human resource goals
which are crucial for the implementation and achievement of objective and goals. In context to
CAFEPOD Coffee Co., it will provide structure in the process of effective recruitment and
selection strategy in order to determine exceptional qualified talent (De Stefano, Bagdadli and
Camuffo, 2018).
 Stage 3 of operating model - Attracting development and management of talent:
In CAFEPOD Coffee Co., there has to be integrated talent management in order to focus
upon the overall management of traditional sub functions in a strategic manner. This is required
as will will align the established business strategy and provide value to the current functioning.
 Stage 4 of operating model – Supporting business:
It is crucial and essential need for support within a business in both direct and indirect
manner. The support consists of strategic goals and objectives of the departments of the
operating model relative to how employees are to be managed. This will help in the
establishment of capable and trustworthy leadership and overall engagement between employees
and the employers.
People and performance model:
The people and performance model of CAFEPOD Coffee Co. is effective in providing
support to the new operating business models. It is aligned with the organisation and has
structured management of people management practices along with policies that assist the
business to develop and create value (Turner, 2021). There are various tools and techniques that
will be utilized to effectively manage team, individuals and the overall organisation for enhanced

productivity. The new HR model of CAFEPOD Coffee Co.will effectively outline the selection
stage in order to select individuals on the basis of their skills and experiences. Moreover, the next
step will consist of involving individuals in understanding the organisations value and culture
thorough appropriate and structures inductions. This will allow CAFEPOD Coffee Co. as a SME
to understand their roles in a positive manner and increase the overall performance of the
business.

Advantages of the new HR operating model:
 It will provide empowerment to the employees, leaders and various professionals of the
business.
 It will enhance and introduce the concept of coordination within the HR and provide
assistance in identifying structured roles and responsibilities.
 It will help the company to have effective strategies and enhance its management
resulting in maturing of the business.
Disadvantages of the new HR operating model:
 The business can encounter issues related to internal conflict among individuals with
human resource managers due to strict regulations.
 Different views and opinions of employees can also cause issue to the business and can
negatively impact the business operations.
 The overall increase in background diversification may impact the present hiring and
recruitment strategy at CAFEPOD Coffee Co.. This is increase the difficulty for the HR
managers to have effective relations with current employees.
Acquiring and attracting highly skilled talent through innovative approaches along with outlining
the on-boarding methodology for the proposes to enable new employees to be successful.
Using innovative approaches to attract highly skilled talent
There are various methods through which will enable CAFEPOD Coffee Co. to acquire
and attract skilled and talented employees for their organisation. Some of these methods are
elaborated below:
Utilizing social media:
The management at CAFEPOD Coffee Co. can effectively utilize social media in order to
attract new employees in a innovative way. It will allow the company to reach a large base of
skilled and talent individual who can assist the business in achieve its goals and objectives
(Deyo, 2019).
Utilizing advance technology:
The company can use technology combined with the new operation model as it will
enable them to effectively evaluate its approaches and theories relative to attracting and retaining
employees.
Employer brand:

It is necessary for the new HR model to focus on the overall development of employer
brand as it will allow the company to establish a positive engagement with their employees and
pay emphasis on rewards to increase employees satisfaction. This will also allow the company to
attract skilled and capable individuals effectively (Wilkinson, Donaghey, Dundon and Freeman,
eds., 2020).
For the purpose come of the various approaches are mentioned below:
Effective HR approach:
The present operating model will focus on the selection stage consisting of two vital
aspects:
 Effective short-listing of applicants. Optimal evaluation and identification of suitable individuals for the job position.
Procedures of effective selection:
 The selection process will be based upon targeting information
 Establishing structures organising and proper evaluation of information.
 Evaluating and analysing each candidate in order to further determine their performances
on the job.
It is vital for CAFEPOD Coffee Co. to measure the performance of their employees in
order to enable them in determining any gaps their employees performance and how it can be
encountered. There needs to be an effective utilization of forecasting of performance employee
relative to their job. The score of 1.0 is the highest level of predictive validity (Kishore, Pretorius
and Chattopadhyay, 2019).
Optimal predictive validity measures

Lower predictive validity measures
The main objective of this approach is to enable an organisation to effectively short-list
individual for job roles. It reduces the overall number of applicants to a more suitable numbers
for the interview process. In context to CAFEPOD Coffee Co., the approach will help in the
elimination of applicants based on the initial examination of their application forms.

Duties of an employer:
The new HRM model of CAFEPOD Coffee Co. will consist of various duties that help in
establishing and considering necessary safety, health and employee welfare. It will allow enable
the company to be responsible as an employer along with the ability to be proactive in uncertain
situations which can impact the functioning of the business.
Effective practices:
The present human resource operating models will help the organisation of CAFEPOD
Coffee Co. to establish suitable practices and pay emphasis on the HRM policies which are
aligned with the business strategy. These strategies will consist of objective directed towards
performance, future activities and policies in order to accomplish goals and objectives (Lee, Batt
and Moynihan, 2019).
Strategic contingency theory:
The present situation at CAFEPOD Coffee Co. not only need to implement the new HR
operating model but have to also pay emphasis on contingency strategy. The primary objective
of this theory is to establish control on the contingencies that can rise at CAFEPOD Coffee Co..
The leaders need to be the main focus in order to develop skills and resolve necessary issues
along with problems.
Transaction cost theory:
This theory can assist the HRM situation at CAFEPOD Coffee Co. as it is a part of the
corporate governance aspect. This theory describes the overall governance framework and its
concepts that include various types of cost which is essential for the management as well the
ability to eliminate the negative impact of the HR functioning.
General system theory:
This theory is a part of the interdisciplinary system study and is widely applied. It will
assist CAFEPOD Coffee Co. to utilize the new HR operating model within the organisation and
provide high level of efficiency as well as productivity. Moreover, it will assist in acquiring
highly skilled employees that will help in accomplishing organisational goals and objectives.
Development considerations in proposal to enhance employees skills and abilities to execute
business strategy
Employee skills are also known as the set of soft skills and behaviours that are important
to do the job passionately and and also for complete task in time (Makini, J. A., 2018). These

skills are called with other names also such as foundational skills, work and job readiness skills
and so on. Skill and ability refers to the physical and intellectual characteristics of employees.
And these characteristics are relatively stable over time and helped to find out employee's
capability to respond. Allowing employees and their skills and ability in organization is for better
understanding of organizational behaviour. In this way organization bound an employee ability
to do the job. Skills are highly important for both employee and employer because without skills
organization are not able to increase their growth and profit. For achieving the organization's
objectives, vision and mission skills are very essential and mandatory part for employees in
organization. Only good skilled employees are hired from organization for handling heavy and
difficult projects. Development proposal refers to current area plan and annual action plan in
projects which was initiated by top level management (Narayanan, Rajithakumar and Menon,
2019).
The areas which is used to enhance the employees skills and ability to execute the business
strategies are -
 Providing provisional training – It is a very mandatory part for employees which was
facilitate to them from organization or senior employee. Proper training helped the
employees to become a professional employee in organization (Gurung, L. J., and et. al.,
2021). It CAFEPOD Coffee Co. helped employees by providing proper training to get
knowledge and information about their roles and responsibilities of their job. In context
to cafe pod coffee, management are responsible to provide proper task to workers on
daily basis to increase their productivity and workforce in organization. This will help to
generate positive positive result from them
 .
 Emphasize soft skills – In this stage organization mostly focus on soft skills and these
skills are developed internally in employees. Soft skills includes positivity, teamwork,
good communication, active listening, self confidence and so on. These elements are very
important for CAFEPOD Coffee Co. to run organization smoothly. The other importance
of these elements are to build strong and good relationship in organization and also with
customers. Because positive relationship is necessary to increase profit in organization.
In context to cafe pod coffee, authority must ensure that employee give best service to