Analysis of Job Roles, Recruitment and Employee Relations Strategies

This report delves into the critical aspects of human resource management, focusing on job analysis, recruitment, and employee relations within the context of a business environment. The report begins with a definition of job analysis, exploring methods such as interviews and questionnaires, and then applies these methods to the specific role of an assistant accountant. It outlines job descriptions, specifications, and recruitment strategies, including job advertisements and selection processes. The report then examines the importance of employee relations in areas such as rewarding, training, motivation, and organizational decision-making. Furthermore, it discusses relevant employment legislation, including the impact of laws on selection, recruitment, rewarding, and organizational flexibility. The report uses examples from Coca-Cola to illustrate the practical application of these concepts and concludes with a comprehensive referencing section.

Contents
Assignment Brief (RQF).............................................................................................................................1
Higher National Certificate/Diploma in Business....................................................................................1
Acknowledgement.......................................................................................................................................7
Job analysis.................................................................................................................................................9
Job analysis for the position of assistant accountant....................................................................................9
Job description.........................................................................................................................................9
Job specification......................................................................................................................................9
Recruitment...........................................................................................................................................10
Job advertisement..............................................................................................................................10
Cover letter........................................................................................................................................11
Curriculum vitae................................................................................................................................12
Selection process...............................................................................................................................13
Questionnaire.........................................................................................................................................14
Offer letter.........................................................................................................................................17
Employee Relations...............................................................................................................................18
Importance of employee relations towards rewarding...............................................................................18
Importance of employee relations towards Training..................................................................................18
Importance of Employee relations towards Motivation.............................................................................18
Importance of Employee relations when making organizational decisions................................................19
Employment legislation.............................................................................................................................20
Effect of employment law towards selection and recruitment...............................................................20
Effect of employment law towards rewarding.......................................................................................20
Effect of Employment law towards flexible organization......................................................................20
Referencing...........................................................................................................................................21

Job analysis
Job analysis is a process of gathering and analyzing about a job position and the human resource
required to perform the specific job role (Unl.edu, 2019).
Methods of job analysis (Economics Discussion, 2019),
 Interviews
 Observation method
 Questionnaires
 Assessment test
Job analysis for the position of assistant accountant
Interviews and the questionnaires are the mostly used job analysis methods by
Coca-Cola.
Job description
 Supporting the senior accountant and the finance team.
 Dealing closely with banks and financial institutions, to keep track payments and
receipts.
 Preparing profit and loss account and comparing it with business plan.
 Advising the financial team.
 Managing and preparation of company budget.
Job specification
 Minimum 3 years’ experience
 A degree in Finance and Accounting
 Qualifications on CIMA/ACCA/CA might be a benefit
 Should be fluent in English
 Strong communication, interpersonal and presentation skills.
 Age below 30

Recruitment
Recruitment is a process of finding and hiring the best candidate which is suitable for the
available job position (Cleverism, 2017). There two main ways of recruitment as internal and
external recruitment. Basically to attract candidates towards the organization, a job
advertisement should be created to publish.
Job advertisement

Cover letter

Selection process
This is the next step after the recruitment. Selection is the process of selecting the people with
suitable qualifications for the available or future job position (Publisher, 2016).
Hiring and selection process of coca cola has 7 major steps,
1. Job application-this is the first step of the process where applicants should
submit their applications online via official website of Coca-Cola. It’s required to
apply a cover letter for some positions.
2. Video or phone interview- after checking the CV and if they think that
applicant should continue the process, next step is the interview. Interviews are
conducted online as audio or video conferencing. Interview is conducted by one
member in the hiring team.
3. Assessment tests- this is the next step after the interview, assessment tests are
timed and multiple choice questions which make this step pretty difficult. Tests
that are given will be depended on the job position.
4. Coca-Cola assessment center- This is the final stage of the hiring process,
this step will be taken only for candidates who complete the previous steps
successfully. Written case studies, Group discussions and Coca-Cola role play are
the exercises that are conducted at Coca-Cola assessment center.
5. Interview process- This is a competency based interview, putting the work
experience and skills to test against the competencies needed for the role. This
interview will ask straight forward questions, not too difficult face this interview
session.
6. Drug test- Once they offered the job, you will need to go for a drug test. This is
compulsory to ensure that applicant doesn’t do drugs
7. Training and orientation process- Coca-Cola conduct an orientation and
training for new employees to adapt them to their duties and culture of the
organization. Orientation lectured employees about all that they should know as a
Coca-Cola employee.

Questionnaire

Offer letter

Employee Relations
Employee’s relation refers organization’s effort to make and maintain a positive relationship
with employees. By maintaining a positive employee relation, organizations hope to increase the

employee loyalty and their engagement in work. Employee relations are managed by human
resource department of the company and in some companies they may have an employee
relations manager as well (Bamboohr.com, 2019).
Importance of employee relations towards rewarding
 Will lead to reduce the workplace conflicts when rewarding other employees.
 With the combination of rewarding and good employee relation, productivity of
employees will be increased.
 If there’s a good employee relationship, employees will not be dissatisfied even if they
were unable to achieve a reward (Resource, n.d.).
Importance of employee relations towards Training
 As a result of employee engagement due the strong employee relation, employers can
identify the weaknesses of employees and give a suitable training for them.
 When there is a good employee relationship in the organization, employees will solve
their doubts during the training sessions and training will be more
productive (blog.smarp.com, n.d.).
Importance of Employee relations towards Motivation
 Due to the bond between the management and employees, employees will be loyal for the
organization and self-motivated
 Workplace will be pleasant for the employees with employee relationship and they will be self-
motivated.
 With the employee engagement due to employee relationship, employers will get know the
strategies that should be used to motivate their employees.
Importance of Employee relations when making organizational decisions
 Ideas of employees are important to make effective decisions.

 Employee loyalty will be increased due to employee relationship, so employees will recommend
their organization for outsiders. This will be an advantage for recruitment process and to build a
loyal customer base.
 Through employee relationship, employer will able to identify the strengths and weaknesses of
employees, this will be an advantage when doing internal recruitment to select the suitable
employee for the position.
 Termination process of employees can be ethically done when there is a good employee
relationship.
Employment legislation
There are many acts which affect the decision making of an organization such as,
 Employment rights Act 1996

 National Minimum wage act 1998
 Employment Relations act 1999
 The Maternity and Parental Leave etc. Regulations 1999
 Part-Time Workers Regulations 2000
 Agency Workers Regulations 2010
 Transfer of Undertakings (Protection of Employment) Regulations 2006
Effect of employment law towards selection and recruitment
 When recruiting and selecting, employers must consider on discrimination acts and they should
not discriminate candidates based on their race, sex or disabilities.
 Information gathered from candidates should be protected according to the data protection act
1998.
 Employer should promise the employee to pay their salaries and wages according to National
Minimum wage act 1998 at the selection and recruiting process.
 Selection and recruitment must be done equally according to the equality act 2010
Effect of employment law towards rewarding
 Employees should be treated equally when rewarding according to equality act 2010 without
discriminations.
 After a promotion employees should be paid equally as other in the same position.
Effect of Employment law towards flexible organization
 Maintaining a good employment relationship is a must to maintain a flexible organization. And
also this is a main objective of many companies and in Coca-Cola as well. So employment
relationship should be conducted according to the employment relations act 1999.
 To maintain a flexible organization employment rights should be considered that are mentioned
in employment rights act 1996.
 In a flexible organization part time workers also should treated equally according to Part-time
workers regulations 2000.
.