Cortile Coffee Ltd: HRM Strategies - Operating Model and Resourcing

This report provides an analysis of a suitable HR operating model for Cortile Coffee Ltd, a UK-based SME, focusing on aligning HR strategies with business objectives. It highlights the Bersin HR operating model, emphasizing consumer-centric approaches, digital workplace integration, workforce insights, and fluid interaction between HR components. The report outlines the importance of HR operational services, business HR, communities of expertise, external networks, HR leadership, and HR enablers. Furthermore, it discusses resourcing propositions for attracting skilled talent, including online recruitment, employee referrals, and social media recruitment, along with onboarding methodologies. Finally, the report explores development deliberations to enhance employee skills and abilities, covering training programs, mentorship, and continuous learning initiatives. This document is available on Desklib, a platform offering a wide range of study resources for students.

Managing
Human
Resources
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Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Outline of suitable HR operating model for SME..................................................................1
Outline of resourcing proposition which supports attracting highly skilled talent along with
on-boarding methodologies....................................................................................................6
Outline of development deliberations to enhance skills and abilities of employees..............7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
The field of HRM is continuously changing because of changing political, economic and
demographic circumstances. The company selected for this report is Cortile Coffee Ltd., which is
a UK based small business organization. Cortile Coffee Ltd distributes coffee, tea and coffee
machines in UK. The company has two physical stores in Pontypridd and Cowbridge Apart from
this the company also has service centre in Bridgend and strong online presence (Cortile coffee,
2019). This report describes a suitable HR operational model for Cortile Coffee which will
reinforce business objectives and alignment. Resourcing proposition which assists in attracting
skilled employees and development considerations are also outlined ion this report.
MAIN BODY
Outline of suitable HR operating model for SME
Business Objectives of Cortile Coffee
 To expand business outside of Wales
 To increase online sale
 To enhance brand image and brand awareness of the firm
The Operating model which will support reinforcement and alignment of business objectives
along with effective deliver of HR services to Cortile Coffee is provided below:
Bersin HR operating model
This is high impact HR operating model which is built on adaptability, innovation and expertise.
It deviates from the commonly used HR operating model by avoiding ‘one size fits all approach’
and providing business firm core philosophies and customized elements which business firms
can make their own (Koldyshev and et. al., 2021). Bersin’s HR operating model is built
according to the changes introduced in the HR practice by growth of global economy and
transparency introduced by use digital technology in the company. The main philosophies of
high impact HR operating model are provided below in context of the small business firms
Cortile Coffee:
 Consumer centric: This HR model focuses on the consumer and consumers are the
driving force on the workforce experience. This philosophy showcases the evolution
from previous emphasis on control or efficiency. In case of Coffee Cortile, the focus
of Hr under this operating model will shift from being a service centre to becoming
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consumer centric HR delivery system which is impacted by consumer voices. Coffee
Cortile will be able to attain business objective with this philosophy of HR operating
model by making the company more responsive to consumer demands.
 Digital workplace: Utilization of advanced and digital technology in the workplace
is a core philosophy of this HR operating model (Valk, 2017). This is because it
empowers and connects the workforce with modern experience. Coffee Cortile needs
to incorporate digital technology as a central part of the operating model to unite the
workforce and emphasize coordination within and beyond HR. This philosophy will
help the company attain the business objective of increasing digital sales by
empowering workforce with digital capabilities.
 Workforce Insights: As per this philosophy of High impact HR operating model
workforce insights are gained by utilization of digital solutions and strengthen digital
capabilities of HR to inform the business strategy. In context of Coffee Cortile the
firm need to adopt this philosophy by using digital technology such as AI and
machine learning to improve analytical capabilities. This will help the company gain
accurate workforce insight and align business objectives with Hr capabilities to
deliver objectives most effectively. This philosophy of high impact HR operating
model will support the respective company in attainment of business objectives by
increasing the analytical abilities of the firm. Cortile Coffee will be able to use
consumer data to advice HR activities and also predict consumer trends to gain
success in various business endeavours.
 Fluid interaction between HR components: This core philosophy is one of the main
strength of the High impact HR model by Bersin. This involves breaking silos
developed because of traditional HR operating model to enhance flexibility between
various HR components (Sekhar, Patwardhan and Vyas, 2017). This philosophy
means that HR practitioners at Cortile Coffee need to pool teams across HR and also
combine It legal and finance teams to operate as group of highly trained
professionals. This will be beneficial for the company as it will promote movement,
adaptability, flexibility, responsiveness, collaboration and openness across HR. This
philosophy of the HR operating model is suitable for the growth of small enterprise
such as Cortile Coffee. This is because it will help the respective firm enhance
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flexibility to deal with changing business environment suitably. His will be beneficial
for long-term survival of a small enterprise.
Apart from this the core elements of the high impact HR model proposed by Bersin are
mentioned below in relation to Cortile Coffee:
 HR operational services: This element of the HR operating model is concerned with
delivering inquiry, data and specialized services generating capacity for other HR
services. As per this element Coffee Cortile is required to enhance flexibility to meet the
needs of the company (Mańkowska and Kamińska, 2021). This element of the HR
operating model needs to focus on creating a broader scope of HR operational services
delivered with the help of external and internal sources. Cortile Coffee will be able to
deliver end-to-end services in a function and provide better ability to fulfil business
objectives without compromising efficiency. This element of the HR model will help the
respective firm in in administrative HR activities. This is because it will support HR
component to complete administrate activities such as employee recruitment in an
effective manner. Cortile Coffee will be able to attain business objectives as HR
operational practices will deliver excellent services to the company and keep improving
HR operational services for continuous growth of the company.
 Business HR: This part of the high impact HR operating model focuses on using data
and insight to offer the company accurate and practical workforce solution which
support the company in attaining business objective. Cortile Coffee needs to adopt
advanced data analytics tools to build high impact HR model as per this element. This
element of HR operating model will play an important role in success of Cortile Coffee
in the UK market and beyond. This is because it will increase digital sales of the firm
which is becoming more important as more consumers are preferring online shopping
over physically going to a retail store.
 Communities of Expertise: Connecting experts from across and outside the company to
relevant, data-driven and experience designed workforce solutions (Fowler, Coffey and
Dixon-Fowler, 2019). Cortile Coffee should focus on expanding HR department beyond
the company and foster interconnected professional communities which deliver unique
solutions to workforce problems at the company. The respective organization will be
able to create a group of professionals to enhance HR decision making and ensure that
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HR activities align with and support business strategy of the company. In this way the
high impact HR operating model will support attainment of business objectives of
Coffee Cortile.
 External networks and Partners: This involves building an HR community which
reaches beyond the walls of the company and expanding the community to gain credible
workforce solutions which support continuous growth off the firm (Szierbowski-Seibel
and Kabst, 2018). The respective company needs to establish the new important role of
HR in building connections outside the company with business consumers and external
network. Coffee Cortile will be able to enhance employer brand image and interpret the
external business environment through a talent lens which influence the business strategy
of the respective company.
 HR leadership: This element of the HR operating model by bersin focuses on HR
vision, culture and prioritize to attain business strategy of the firm. Under this model, the
senior leadership of HR not only organizes the HR function but also supports and acts a s
a day to day coach of the HR function. This assists in creating resilient HR is that and
helps the company develop HR culture which is in alignment with overall business
strategy of the firm. Cortile Coffee needs to create clearly defined vision, and culture of
HR prioritize HR activities so that the business objectives of the company is attained.
 HR enablers: This is the last element of High Impact HR operating model which is
foundational to driving credibility and impact of on the company (Kundu and et. al.,
2019). The HR enables described in this operating model are governance, data, metrics,
policies and processes. Governance fosters accountabilities, sets prioritize and is critical
to arranging complexity and effectiveness of the high impact HR operating model for
long-term. Processes and policies of the company provide the guiltiness which enable
effective alignment of accountabilities to deliver programmes and services. Data is
another important HR enabler as it helps the company gain high level talent analytics to
generate workforce insights and shape business decisions.
Cortile Coffee needs to ensure that each of the elements which are considered
data enablers of the respective firm are aligned with business strategy and sustain HR
culture for delivering high quality HR services. This will boost credibility and help the
Cortile Coffee attain business objective through HR functions.
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Cortile Coffee needs to adopt the philosophies and elements of the high impact HR model.
This will help the respective firm strengthen HR service delivery and talent programmes. The
company will be able to shift HR back to the company in a local manner so that the operating
model of the company is less centralized and embedded into the company.
Advantages of high Impact HR operating model of Bersin:
 The primary advantage of the high impact HR operating model is that it helps the
company maximise the number of specialist present in the respective firm who are
localized in order to understand the needs of the company (Wach, Wehner and Kabst,
2021). This advantage of the HR operating model will help Cortile Coffee respond to the
needs of local markets and internationalize successful by developing community of HR
specialists which provide solutions as per local; business objectives of different outlets of
the company.
 This HR operating model increases digital capabilities of the company and helps find
smart solutions to workforce problems through analytics and the digital tools. This is
strength of this model and it is suitable for small business firms. Cortile Coffee be able to
face competition from international coffee retail chains by adopting this HR operating
model as it will provide workforce solutions and enhance digital capabilities of the
company.
Disadvantages of High impact HR operating model of Bersin:
 The main disadvantage of this HR operating model is that it increases the dependency of
HR functions on digital technology and insights gained from data. This exposes the
company to cyber-security threats (Willcocks, Lacity and Craig, 2017). Cortile Coffee is
small enterprise and need to ensure protection if cybersecurity threats in order to increase
safety of important personal employee data and sensitive company information.
 Another disadvantage of this HR operating model is that building communities which go
beyond the company is an important element of this model. This factor is drawback of
this HR operating model as it is time talking process compared to traditional HR
operating model. In addition to this, the creation of external and internal communities
threatens the confidentiality and security of the company.
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Outline of resourcing proposition which supports attracting highly skilled talent along with on-
boarding methodologies
The focus of recruitment in business firms is to attract pool of skilled candidate for a vacancy, to
use unbiased process for recruitment to ensure that recruitment contribute to attainment of HR
objectives and complete recruitment activates in a cost-effective manner (Hirst and et. al., 2021).
This depicts that recruitment is an important Hr function which directly contributes to attainment
of business strategy. The most effective resourcing methods which can be used by Cortile Coffee
to attract highly skilled talent are provided below:
 Online recruitment: This is one of the most effective ways of attract talent for a vacant
position in the current age. Under this resourcing proposition internet tools are used top
recruit individuals. This involves a number of practices such as advertising posts on
internet sites, e-recruitment systems for application systems and CV databases. This
resourcing proposition can be adopted by Cortile Coffee for attracting talented
employees. This is because it will help the respective firm create reach large number of
talented candidates at lower costs. CV database can also be used by the respective
company to find talented recruits quickly by applying Artificial intelligence for scanning
and identifying skilled employees.
 Targeted recruitment: The equality Act, 2010 allows business firms to take positive
action to recruit or promote a candidate who has protected characteristic. Targeted
recruitment focuses on following this part of the equality act and diversifying the
workforce by recruiting and promoting individuals from specific protected characteristic.
The respective company needs to adopt this resourcing proposition to attract skilled
employees from protected backgrounds such as Women and employees for different
cultures. This will create an employer image of being accepting and anti-discriminatory
workplace. In addition to this, it will also help the company connect with individuals
from different cultural backgrounds who are professionals in the coffee brewing industry.
 Application forms: This is more traditional approach to resourcing talented candidate
which focuses on deciding the best method through candidates present themselves
(Davila and Pina-Ramirez, 2018). The primary alternatives for application forms are CV,
application form. Letter of application handwritten submission and personal call. In case
of the Cortile Coffee, the respective company needs to adopt personal call for accepting
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application of candidates. This is because it provides more information about the
candidate and will help the respective company understand the suitability of the candidate
for different positions quickly.
On-boarding methodologies
On-boarding is defined as human resource management terminology which refers to the
process of introducing new employees at the company. Cortile coffee can utilize the four phase
methodology of employee on-boarding to attract employees:
 Orientation: This is the first phase of employee on-boarding ion which the employees
are introduced to the workplace, fellow team members and senior leadership of the
company (Britto and et. al., 2020). In this phase Cortile coffee needs to communicate
company rules and regulations to employees.
 Role Training: In this phase Cortile coffee needs to offer newly hired employees training
and development opportunities so that they become familiar with their job and develop
their skills to attain business objectives.
 Transition: In this phase Cortile coffee needs to ensure that direct supervisor of new
hires maintenance effective communication and develops strategies for growth of the
employee to facilitate smooth transition.
 Ongoing Development: In this phase the company needs to facilitate continuous
development of employees to ensure that they contribute to growth of the firm for long-
time period.
Outline of development deliberations to enhance skills and abilities of employees
Learning is defined as an independent process which enhances adaptive potential of an
individual. Learning and development are an important part of human resource management
because it helps build a workforce which is capable to execute business strategies successfully.
The main development approaches which need be considered by Cortile Coffee are provided
below;
 Mind-Mapping techniques: This development technique involves creation of mind maps
to help individuals express freely and encourage creativity. This technique for
development of employees includes visualizing and organizing information in a mind
map (Introducing Human resource management, 2019). This can be used by the
respective company to help employees learn basic data which needs to be retained for
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long time period. This is because mind-mapping involves writing and helps individuals
reflect in their knowledge while also increase g their retention abilities.
 On the job-training: This is commonly used technique for developing new employees in
specific position (Nelissen, Forrier and Verbruggen, 2017). On the job training involves
creation of on-premises development programmes along with coaching provided by line
managers and colleagues. On the job training is a viable and quick method of developing
employees. This is because employees are able to lean the responsibilities and daily
activities of their job while also participating in completion of said tasks with their peers.
This does not require extra time for raining employees but shifts them into active roles
directly so that they are able to learn as they contribute to smooth functioning of the
company. This is viable and time effective technique which can be used by Cortile
Coffee for developing employees.
 Digital training: The introduction of digital technology in the workplace has made this
technique for training and developing employees’ commonplace in the current corporate
environment (Jayathilake and et. al., 2021). This involves supporting development of
employees through digital technology. Online courses, Virtual reality training and remote
learning are some of the digital raining which can be used by business firms to provide
employees training and development opportunities. This is a cost effective method for
developing employees because it involves usage of internet connect as basic requirement
for participating in raining. In addition to this it also increases flexibility of employee
leaning and development as employees are able to learn on their own time. Cortile Coffee
can utilize this training technique as it can be completed in feasible manner.
 Blended learning: This is an important technique which facilitates leaning and
development of employees. Under this development technique pre-determined
approaches to leaning are adopted by the company including coaching by a supervisor,
taking online courses and self-assessment to ensure complete development of the
employees (Budworth, Harrison and Chummar, 2019). This is suitable development
consideration for Cortile Coffee because it will help the company select appropriate
learning and development ingredients to facilitate comprehensive leaning of the
employees.
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CONCLUSION
From the above report it is determined that high impact HR operating model developed by
Bresin is better HR operating model for small enterprises compared to traditional HR operating
model. This model has four philosophies and elements which focus on using digital technology
and expanding the role of Hr beyond the company to attain business objectives. The usage of this
HR models helps small enterprises attain business objectives and gain workforce solutions
through digital technologies. This makes the model well-coordinated and less centralized which
is beneficial for the company. The disadvantage of this model is that it exposes the company to
digital threats. Business firms can utilize various resourcing methods to attract talented
employees at the company. Online recruitment, application forms and targeted selection are
some effective methods for attracting skilled employees. Different on-boarding methodologies
can also be used by companies to introduce new employee intro the workforce this includes four
step methodology of on-boarding. In addition to this, different training and development
considerations such as mind-mapping, on the job training, digital learning and blended leaning
help small enterprises build skilled workforce to attain overall business objectives.
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REFERENCES
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Online
Cortile coffee, 2019. [online] Available through https://cortilecoffee.co.uk/find-us#
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