Human Resource Management Report: Coca-Cola, Unit 3 BTEC HNC

This report provides a detailed analysis of Human Resource Management (HRM) practices within The Coca-Cola Company. It begins with an introduction to HRM, outlining its purpose and functions in workforce planning and resourcing. The report then delves into The Coca-Cola Company's recruitment and selection approaches, exploring both internal and external methods, along with the selection processes employed. It further examines the benefits of various HRM practices, such as performance and reward systems, and training and development programs, for both the employer and the employee. The effectiveness of these practices in raising organizational profit and productivity is evaluated. The report also analyzes the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact. Finally, it illustrates the application of HRM practices in a work-related context, using specific examples, and concludes with a summary of the key findings.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation..........................................................................................................1
P2: Recruitment and selection approaches of The Coca-Cola Company. .................................3
TASK 2............................................................................................................................................4
P3: Explain the benefits of different HRM practices within an organisation for both the
employer and employee..............................................................................................................4
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................5
TASK 3............................................................................................................................................6
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making.........................................................................................................................................6
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making..........................................................................................................................7
TASK 4............................................................................................................................................8
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples......................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is being considered as one of the crucial practice, which
helps a business organisation in recruiting number of highly talented, offering training to both
new and existing staff members and managing number of employees of a particular business
organisation. In present report, the organisation that has been taken into consideration i.e. The
Coca-Cola Company, which was found in the year of 1892. Basically, this organisation is
dealing within the beverage industry and also it is offering customers with high range of products
like The Coca-Cola Company Classic, Diet Coke, Fanta, Sprite, The Coca-Cola Company Zero
Sugar, Dr Pepper, Lilt, and so on. Apart from this, report is going to be enclosed with purpose
and the functions of HRM, recruitment and selection approaches of The Coca-Cola Company
and so on.
TASK 1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management deals with the function management, motivating or
maintaining, function of management persons in the organisation. They focus on the people in
the Coca Cola company. It applies in the establishment principles in secure, developing or
handling the people in the administration (Al Shobaki and et. al., 2018). The workforce planning
in the given administration is to analyse, forecasting, demand, assessing gap, determining target
talent management intercession to assure to the correct persons. Their quality approving to the
capableness in context of coca cola organisation to obtain their subjective. There are several
functional areas as follows:
Staffing: It obtaining person with proper abilities, skills, knowledge or experience to
filled up jobs in the companies. Disposition of the workers and job satisfaction enhance through
with the recruitment of the loyal people. This aid to guarantee better use of HR. It insure to the
growth as well as continuity of the administration, by improvement managers. The concept is the
selection, training, developing, compensation of personnel and recruitment. Components of
staffing for administration to get success, has to strategies their system on the other hand it
composed of three components selection, recruitment, employment (Archer-Brown and
Kietzmann, 2018).
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Purpose: It is the process to hiring elogible applicants in Coca Cola for any prticular
position.
HR Planning: This organisation assure that adequate number of qualifies candidates and
process for determination that are available at appropriate times, they perform jobs that would
meet needs of the company and gives contentment for conflict concerned.
Purpose: It insure the top-grade suited between soul or occupation while deflect
manpower shortfall or redundant.
Job analysis: The relating information of the collection and study to the responsibilities
and the operations for a particular job.
 Collection of facts, ideas, data which is related to different aspects of jobs considering
materials or men machine.
 To help in recognising the nature and level of HR and employee satisfaction and
preparation of job description.
 For overall operative function of HRM they provide guide, basis or plans for job.
Purpose: This procedure is to utilize particular message to develop a correct acceptable
between job and employer, to find out the execution of employee in peculiar task.
Recruitment: Stimulating all workers to apply job in given administration as well as
procedure of searching expected employees.
 Determination of active beginning of underdeveloped applier and workers.
 New sources of application is create.
 Challenging the nominees to apply for jobs (Bakker and Albrecht, 2018). Prominent a scale between intrinsic or extrinsic origin.
Purpose: The purpose, is to bring off the human resource necessity of Coco Cola and
supply top-quality worker for moving its transaction in an effectual mode.
Approaches of HRM
Basis Best Fit Approach Best Practice Approach
Meaning It fundamentally base underdeveloped
HRM pattern in conformity with the
concern scheme and its objects.
This is a worldwide conceptualization
which has package of HR activeness
that is relevant to all Coca Cola
irrespective of commercial enterprise
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systems.
Results Their conclusion associate with
accomplishment of competitor benefit
and acquire superior hired hand in
industry area among some other
challengers.
First pattern approaching a advantage
for structure in person that extremely
actuated faculty, who are bound up
towards the establishment and are of its
competing reward.
By Foremost suitable fit and Better training formulation of HRM the appropriate or
suggested scheme for Coco Cola is fine acceptable approaching. Just because it is negotiable or
this is what needed because of the alteration fetching spot in actual marketplace status several
primed package of program will not exist that hard-hitting (Budhwar and Mellahi, 2018).
Organization has to make arrangement and plans for fine-textured moving which are supple and
correctable when needful.
P2: Recruitment and selection approaches of The Coca-Cola Company.
Recruitment can be define as a process for inquiring suitable candidates and assist them
to apply for jobs in a particular company. It represent the first contact between organisation and
employees. Being on of the largest beverage company, The Coca-Cola Company follows a
standard procedure for recruiting candidates in their organisation. The main objective of the
process is to involve skilled and better candidates in the organisation. There are two methods for
recruitment which is internal and external.
For conducting internal recruitment, the respective organisation fill vacancies from its
existing work force. It help in better assessments of candidates. It is a faster, easier and less time
consuming process. However, for external recruitment The Coca-Cola Company organisation
hire employees from outside. It helps in facilitating overall growth of organisation and increases
diversity. There are number of sources of recruitment in respective organisation. Recruitment
sources help the company for analysing and attracting potential employees. Some of the
recruitment sources use by The Coca-Cola Company are Media advertisements, E- recruitment
process, special events recruiting, institutional recruiting and summer internships (De Massis and
et. al., 2018).
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The process of recruitment need job analysis as well as job specifications. However, the
supervisors in the organisation analyse personal specifications of the candidate and also develop
a competence framework. This particular framework in The Coca-Cola Company will help
organisation to set some working behaviours for the employees and develop the skills of
employees at all levels.
Selection process can be define as process of selection as well as short-listing of
appropriate candidates with all the necessary qualification and skills set to fulfil the requirements
of organisation.
Approaches of selection:
There are certain approaches of selection in the respective organisation some of them are
discussed here.
Interview: it is one of the most effective form of selection if it is structured properly.
This approach is taken in the The Coca-Cola Company after analysing the requirement of certain
specific position. There are certain strength as well as weakness of this process. Strength of this
procedure is it is cost and time effective process and it minimize the chance of appointing a
wrong person. The weakness of this process is that the result of this process depend on mood of
the interviewer (Einarsen and et. al., 2018).
Group discussion- It is a method of selection where a specific topic is given to the
candidates and they are asked to share their perceptions about that topic. The judgement is done
on the basis of participation level. The strength of this process is that it highlight the
communication skills of the candidates. It help supervisors to understand the mental state of
candidates. The weakness of this process is chaos and distraction is created.
TASK 2
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
In present time, it has been analysed that the term “HRM practices” specifically helpful
for a business organisation like The Coca-Cola Company refers to those actions which HR unit
of the firm takes for completing their respective duties in relation with company. These practices
helps employees and managers improve effectiveness of the organisation and perform better for
achieving better results (Haghighi, Bijani and Parhizkar, 2019).
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Various HRM practices are:1. Performance and reward- This is said to be one of the crucial approach, that is required
for managers of The Coca-Cola Company to conduct as it directly helps in enhancing the
performance level through appraising the number of programmes so that effectively
manpower could raise or develop strategies in regards to the actions. Here, it can be said
that within the company like The Coca-Cola Company, these appraisals are done on
different basis but the most inducing one the performance of the employees (Heyden,
Sidhu and Volberda, 2018).
Benefits: Employer- The performance of employees will enhance in order to achieve their personal
goals which relates with the rewarding schemes of The Coca-Cola Company. Employee
gets motivated and encourage themselves to perform better.
 Employee- These rewarding and performance appraisal schemes will help staff to gain
benefits from them and earn through incentives and compensatory schemes.2. Training and development- Another best practice of HRM is it provides relevant
training and development programs for employees. These training and development
programs are conducted for manpower to update their skills and expertise.
Benefits: Employer- The Coca-Cola Company will get huge benefits from these trainings as
employees will be more skilled and bring effectiveness in organisation.
 Employee- The expertise and skills acquired by staff within The Coca-Cola Company
will be with them forever benefiting them in improving their position in company and
also reaching to new heights (Kandampully, Zhang and Jaakkola, 2018).
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
The HRM practices are useful for both the employer and employee but on the overall
basis the effective HRM practices are useful for firm as it results in ensuring higher profit for
firms thus enhancement of overall business productivity (Kanki, 2019). The importance of HRM
practices are evaluated below in context of The Coca-Cola Company are given below:
 Improves performance of workers: The effective training and development
programmes are useful for enhancing knowledge of employees which can be analysed
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from their performance. This will result in clarifying the assigned task and the desired
outcomes. The training activities with enhance confidence level of the employees thus
motivating employees to achieve their goals. This will impact on the performance of the
workers thus enhancing productivity of The Coca-Cola Company.
 Consistency: The training activities are being consistent in performing business
operations this results in saving cost of firms. The consistency in business operations will
result in ensuring that employees have proper knowledge about the plans and policies
adopted by The Coca-Cola Company. The workers will have knowledge about what
activities are to be formed by them. Thus results in maximising profit and productivity of
The Coca-Cola Company (Madden and et. al., 2018).
 Creates job satisfaction- While training and development activities are conducted for
enhancing skill of employees this will result in motivating them for achieving their set
goals. This result in satisfying employees so they can perform their business functions in
an effective manner. In the present context of The Coca-Cola Company, managers of the
company provide training sessions so that there knowledge and skills will be enhanced.
This as a result help them in attaining The The Coca-Cola Company's goals and
objectives within given time frame.
 Increase innovation- With the help of effective use of HRM practices, new and
innovative products will be developed so that business functions will be improved. Staff
members will start innovating new and unique methods in order to increase sales by
proving attractive packages so that company like The The Coca-Cola Company can grab
attention of large number of customers. In the present context of The The Coca-Cola
Company, management team develop new and innovate packages for their customers so
that they can retain them for a longer period of time.
TASK 3
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee relation refers to the efforts of HR manager in order to manage the staff
members of Cosmos Holidays so that positive relationship will be developed. It has been said
that those organisation who adopt such policies in an effective manner earn loyalty as well as
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long term commitment from the workforce (Pan and et. al., 2018). Therefore, HR manager of
The Coca-Cola Company provide healthy working environment to the staff members. Some of
the key importance of maintaining positive employee relations are as follows:
 Reduce conflicts- With the help of positive working environment employees feel
motivated and encouraged which reduces the overall conflicts and disputes within the
workplace. Each and every employees feel satisfied which motivate them in order to
adjust with the changing environment rather than fighting with their team members. In
the present context of The Coca-Cola Company, HR managers of the company promote
healthy relationship within the organisation which help them in reducing disputes.
 Teamwork- Apart from this, positive employee relation helps in motivating staff
members so that they can work in team and produce positive outcome. With the help of
healthy relationship within each and every member within The Coca-Cola Company
produce positive outcome. With the help of teamwork, managers and employees will be
able to perform in an effective manner and bring positive results.
 Motivate employees- It has been analysed that, employees feel confident and motivated
if there is healthy relationship developed within the organisation. This as a result help
them in developing trust and faith so that they can earn positive results. In the present
context of The Coca-Cola Company, management specifically motivates their staff
members by providing them various benefits and advantages.
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Employment legislation refers to the concept in which various components are covered
for safeguarding and protecting the rights of employees (Shujahat and et. al., 2019). These
legislations are passed by United Kingdom's government in order to protect the rights of workers
and enabling them in providing higher wages, healthy working condition and satisfaction of
work. Some of these elements are as follows:
 Equal pay, 2010 - This is being considered as the act, which was amended in the year of
2010 by demonstration of equivalent compensation expresses that the labourers will get
their pay rates or wages as indicated by their capacities and gifts. No segregation should
happen in work environment while paying pay rates to the representatives on any
premise, they ought to be paid similarly. HR directors of The Coca-Cola Company have
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make compensation instalments to their staff in consistence with this law and no
segregation ought to be finished.
 Gender discrimination- This specifically refers to number of employees females and
males holds same position and should get new opportunities of growth and skill
enhancement. The Coca-Cola Company HR units will have to be very careful while
assigning tasks to staff and should see that people are getting their tasks on the basis of
their talents not according to their gender (Ritter and et. al., 2018).
 Wages and Remuneration- The Coca-Cola Company, Human Resource personnel also
have to be very careful and should have proper knowledge of these laws for being safe
from any casualties or penalties.
All these laws and regulation are given by the government for safeguarding the rights of
people working in any organisation and at any level. Entities should comply their actions with
these laws for being safe from any kind of penalties and fines charged by government (Tse and
et. al., 2018).
TASK 4
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples.
In present context, job description has been developed in regards to the designation of
marketing manager and this is presented underneath:
JOB DESCRIPTION
Job title- Marketing Manager
Department- Marketing Department
Job summary- Basically, a marketing manager consists with a job role that stays indulge
among number of and manages all the actions relates with marketing the brand, product or
service company is offering. These roles and responsibilities of marketing manager are very
critical but necessary for the organisation.
Duties and Responsibilities
 Examining and comprehension of market and leading statistical surveying
 Performing deals and buy activities and offering help through creating methodologies
for organization
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 Innovative, creative and managing the social accounts and platforms of entity
 Preparing and monitoring the budget for marketing
 Gaining knowledge and implementing it in the company
Qualification and Skills
 Master and Bachelor degree respective field and team working skills
 Good communication and management skills and influencing others among speech and
speaks English
 Analytical skills, techno friendly, works ethically and cooperative and supportive
nature
CONCLUSION
With the help of above mentioned report, it is being concluded that functions of human
resource management helps an organisation in attaining number of goals and objectives that a
company consists with. On the other hand, if it is talked about the role of an HR manager, then
he or she specifically hires number of suitable talent and manage them in order to enhance or
boost the sales, productivity and profitability. Including this, it is also summarised that HRM of
every firm goes through various practices which are helpful for it and brings productivity in
operations ultimately increasing the profits of company.
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REFERENCES
Books and Journals
Al Shobaki, M.J and et. al., 2018. Support Extent Provided by Universities Senior Management
in Assisting the Transition to e-Management.
Archer-Brown, C. and Kietzmann, J., 2018. Strategic knowledge management and enterprise
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Bakker, A. B. and Albrecht, S., 2018. Work engagement: current trends. Career Development
International. 23(1). pp.4-11.
Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
De Massis, A and et. al., 2018. Innovation with Limited Resources: Management Lessons from
the G erman M ittelstand. Journal of Product Innovation Management. 35(1). pp.125-
146.
Einarsen, S and et. al., 2018. Climate for conflict management, exposure to workplace bullying
and work engagement: a moderated mediation analysis. The International Journal of
Human Resource Management. 29(3). pp.549-570.
Haghighi, N.F., Bijani, M. and Parhizkar, M., 2019. An analysis of major social obstacles
affecting human resource development in Iran. Journal of Human Behavior in the Social
Environment. 29(3). pp.372-388.
Heyden, M. L., Sidhu, J. S. and Volberda, H. W., 2018. The conjoint influence of top and middle
management characteristics on management innovation. Journal of Management. 44(4).
pp.1505-1529.
Kandampully, J., Zhang, T. and Jaakkola, E., 2018. Customer experience management in
hospitality: A literature synthesis, new understanding and research agenda. International
Journal of Contemporary Hospitality Management. 30(1). pp.21-56.
Kanki, B. G., 2019. Communication and crew resource management. In Crew resource
management (pp. 103-137). Academic Press.
Madden, A and et. al., 2018. Using narrative evidence synthesis in HRM research: An overview
of the method, its application, and the lessons learned. Human Resource
Management. 57(2). pp.641-657.
Pan, H and et. al., 2018. Sociohydrology modeling for complex urban environments in support of
integrated land and water resource management practices. Land degradation &
development. 29(10). pp.3639-3652.
Ritter, B.A and et. al., 2018. Designing management curriculum for workplace readiness:
Developing students’ soft skills. Journal of Management Education. 42(1). pp.80-103.
Shujahat, M and et. al., 2019. Translating the impact of knowledge management processes into
knowledge-based innovation: The neglected and mediating role of knowledge-worker
productivity. Journal of Business Research. 94. pp.442-450.
Tse, H.H and et. al., 2018. When and why does transformational leadership influence employee
creativity? The roles of personal control and creative personality. Human Resource
Management. 57(1). pp.145-157.
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