HRM Analysis Report - HRM Analysis of Beverage Sector, Uni Name

This report provides an HRM analysis focusing on the beverage sector in Australia. It begins with an environmental analysis, assessing the sector's importance and the impact of water availability, market trends, and customer preferences. The report then addresses labor needs, emphasizing ...Read More

RUNNING HEAD: HUMAN RESOURCE MANAGEMNT ANALYSIS
Title: HRM Analysis
Name of Student:
Name of University:
Authors Note:

1HRM ANALYSIS
Part A-
1. Environmental Analysis:
The company needs to assess the importance of the Beverage sector of Australia.
Australia is a country where there is a great demand of fast foods and beverages. Thus, the
company needs to make its objective as the primary distributer of beverage in the area. However,
in this context, it has to be remembered that, the availability of water can impact the production
of the company. Moreover, the HR department has to take into account the market trends as well
as customer’s preferences (.Nankervis, Baird, Coffey & Shields, 2016) This will help the HR
wing to recruit more efficient and skilled labourers so that they can make an effective product.
Understanding of the market trend will help in providing a direction. The major environmental
needs to be analysed are:
1. Technological environment
2. Economic and legal environment
3. Suppliers and employment conditions.
2. Labour needs:
Planning for the labour needs is an essential criteria for the HR department. Internal as
well as external requirements are necessary in the case. Since it is a new operational area experts
in the subject as well as local skilled people must also be recruited. (Stone & Stone, 2013)
3. New Technologies:
The incorporation of new technologies and machineries has made it easier to produce
more products more efficiently. The digital strategy used by Coca Cola is not only a trade mark
for their product but also beneficial. Technological needs in a new set up is required and its
efficient operating must also be ensured.
4. Industrial and Legal requirements:
The company must analyse the following factors:
1. Labour laws in Australia.
2. Laws regarding the usage of water
3. Environmental laws
4. Laws regarding the components in the products.
5. Looking after employee safety.

2HRM ANALYSIS
Part B:
Objective:
The main objective of the company in their new business set up is to conduct their
business ethically and to increase the sustainable growth, in the process nurture a good
relationship with the suppliers and customers (Cola & Schweppes, 2014).
Technological Requirements:
The technological requirements for the company will start since the process of
recruitment where the subsystem will include information about the name of the position, the
department, whether the position has been approved or what is the job design. The subsystem
will also include the necessary information about the time and attendance to calculate vacation
time, higher date or absences. Coca Cola is a company which is greatly dependent on the IT
technologies and machineries in its production (Cola & Schweppes, 2014). Thus, training and
development needs to be analysed and to be conducted accordingly. The technological
requirements include the gaining of information regarding the performance rating of an
employee that will be included in the performance evolution of the employee. Data on the
accounts of accidents, health and safety complains, worker’s compensation claims must also be
recorded effectively that needs technological upper hand. Information gained from selection,
training and developments, employee turnover rates can help the human resource management in
developing a long range staffing plans.
Risk Management plans and Contingencies:
The risk management can be done efficiently once there are thorough analysis of the risk
and collective support. The Business Unit Management directors will take the prime

3HRM ANALYSIS
responsibilities for the risk management within the business Unit. Apart from that, the Group
Risk management will be made effective to provide the finance committee, the board, the chief
executive officers and the sustainability group with information required for the management.
Applicable Legislation:
1. Privacy policies
2. Container deposit schemes
3. Property laws.
Part C
The strategies must be reviewed and evaluated once a month in the initial stages. The
frequent overview will enable the company to focus on any disparities and loopholes.
The contingency plan will include the following
1. Training and development: in order to increase the productivity and to maintain a proper
organisational culture that will enhance the alienation of company goals and employee
goals, the company needs to focus on induction and training and development plans.
2. Employee safety: the company needs to ensure the safety of the employees who are
working with complex machineries or in odd temperatures within the factory.
3. Resignation and retirements: the company needs to focus on the retirement benefits and
to negotiate beneficially with those resigning in order to hold the competitive advantage
in the market.
The plans of performances can be evaluated by means of:

4HRM ANALYSIS
1. Employee appraisals: the appraisals are designed to evaluate the performance of the
employees. The enhancement in the performance will endorse the efficiency of the
management policies.( Maisoni, Yasri, & Abror, 2019, April)
2. Feedbacks and surveys Conducting surveys to know to what extent the company has been
effective in creating the motivational pull for the employees can also be done.
Communication to the stakeholders needs to be done both verbally and in written format.
While the verbal communication means meetings, coherence, press release etc, the written
can be done through websites, official letters and promotions.

5HRM ANALYSIS
Reference List:
Cola, C., & Schweppes, C. (2014). The Coca Cola Company. Human Rights Policy.
Maisoni, H., Yasri, Y., & Abror, A. (2019, April). Effect of Organizational Culture, Leadership
and Compensation on Employee Engagement in Coca-cola Amatil Indonesia Central
Sumatra. In 2nd Padang International Conference on Education, Economics, Business
and Accounting (PICEEBA-2 2018). Atlantis Press.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management:
strategy and practice. Cengage AU.
Stone, R. J., & Stone, R. J. (2013). Managing human resources. Wiley.