Redbridge College: Managing Human Resources at Cadbury UK Analysis

This report provides a comprehensive analysis of human resource management (HRM) practices at Cadbury UK. It begins with an introduction to the importance of HRM and its role in organizational success, followed by an overview of Cadbury UK as a leading confectionery company. The report then delves into Task 1, exploring the Guest model and its application within Cadbury, including its strategic, practical, outcome, behavioral, performance, and financial dimensions. Task 2 compares Cadbury's HRM policies with those of Hershey's, highlighting differences in HR policies, behavioral approaches, managerial styles, communication, and decision-making processes. Task 3 examines the implications of HRM strategies for both line managers and employees at Cadbury, focusing on employee engagement and the role of line managers in performance management. Finally, Task 4 discusses the flexibility model, its benefits for both employees and employers, and its application at Cadbury, with a focus on the Hardy Shamrock organizational model and its implications for different types of workers. The report concludes with a summary of key findings and recommendations.

Course- Redbridge-HND BUSINESS PARK ROYAL
Managing Human
Resources

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1................................................................................................................................................3
1.2................................................................................................................................................5
1.3................................................................................................................................................7
TASK 2............................................................................................................................................8
2.1................................................................................................................................................8
2.2................................................................................................................................................9
2.3..............................................................................................................................................10
2.4..............................................................................................................................................10
TASK 3..........................................................................................................................................11
3.1..............................................................................................................................................11
3.2..............................................................................................................................................12
3.3..............................................................................................................................................13
TASK 4..........................................................................................................................................14
4.1..............................................................................................................................................14
4.2..............................................................................................................................................14
4.3..............................................................................................................................................15
4.4..............................................................................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Personnel resources are considered as assets in almost every organisations. It is basically
due to the projected work of the establishments that is entirely collaborated by their appointed set
of workforce. It is thence important for the administrative bodies of the enterprises to always
retain them in a considerable manner with no discreet measure in it. In context to which, the
Human Resource Department (HRM) is a crucial part of each firm where the HR personnel’s are
hereby accountable to manage their respective workforces by together handling their work
assignations. HRM being an important part of the entity is supposed to focus upon a fine
maintenance of all their concentrated sources of work with a prior responsibility of hiring
prospective individuals (HRM definition and concept, 2016). With a similar reference to which,
they are also required to designate the hired candidates at accurate job profiles with no disruption
of any disabled qualification. This increases the work obligations of HRM where they are
consequently required to make a primary understanding of their existing skills and abilities.
It is where a prior apprehension of their active proficiency will subsequently assist them
to make apt recruitment and selection (R&S) of candidates with no ambiguity in the future. The
below report is thus based on an analogous subject matter of managing human resources with an
elected company named Cadbury UK limited. With a foundation period of 192 years, it is the
most recognised entity of confectioneries that is headquartered in UK. Since 2010, it has been
known as a subsidiary venture of Mondelez International with its original identification of Kraft
Foods. In addition to which, some other well-known companies like Hershey's and Harrod's
which is a departmental store have also been taken into a valid consideration. It is to
fundamentally outline their actual work situations to state the inquired queries (Soltis and et.al.,
2013). The below report has therefore articulated the current measures of HRM in the professed
organisation by together differentiating among their distinctly chosen methods to handle their
personnel resources.
TASK 1
1.1
Guest model is referred to be a contemporary prospect of handling the appointed
workforce of Cadbury. It was firstly proposed by David Guest who professed it to be a strategic
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context of managing the personnel resources as per the depicted norms of the establishment. It
mainly consists of its six precise measures of consideration, as defined below-
Figure 1-http://www.slideshare.net/SaurabhGupta88/hrm-module-i
 HRM strategy-It is referred to be a foremost aspect of this model n which the HR
personnel of the cited entity is hereby required to outlook a strategic way of handling
their respective workforces. This is for instance where an adopted strategy can be defined
to be a prior assumption of talent management where they will together operate in a
planed manner. HRM practice-It is yet another relational attribute of this model in which the above
postulated strategies of HR managers in Cadbury will hereby frame the considerable
practices of their HR department (Seibert, Wang and Courtright, 2011). In context to
which, such contemporary practices of HR are hereby referred to an effective unit of
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knowledge management at the workplace with certain additive means of performance
appraisals and respectable policies of recruitment, etc. HRM outcomes-The outcomes are hereby associated with a preceding context of
strategical practices that will hereby tend to give some progressive results like a mitigated
sense of work to the employees. Behaviour outcomes-It is basically in context to specify the prospected behaviour of the
workers in the quoted firm where the applied tact of HRM. The HR personnels can
hereby acknowledge any altered behaviour of their workers by together relating it to their
anticipated criterion. Performance outcomes-The above cogitated sense of working will hereby tend to reflect
upon the work performances of the appointed employees. It is with a similar reference to
operate with a valuable sense of working for timely achievement of organisational goals
and objectives.
 Financial outcomes-It is considered to be a resultant facet of the above two outcomes of
behaviour and performances where a meticulous deliberation of work will hereby provide
some added benefits to Cadbury (Moutinho, 2011). It is essentially in terms of defining
the productive state of work by the valued employees that in turn is resulting in giving
higher fiscal benefits to the company via raised market shares and revenues in the
marketplace.
1.2
This is to compare among the two relative organisations of confectioneries in UK to
reckon upon adopted methods of HR to manage their respective workforces. In context to which,
Hershey's HRM policies are being compared with the work patterns of Cadbury. In context to
which, there exists total two well defined structures of HRM that are based on both traditional
and modernised means. Personnel management along with its IR practices outlines the adopted
conventional modes of handling the workforces, whereas, Storey's definition is yet another
definite mean that is based upon the advanced measures of HRM, as distinguished below-
Factors of
differentiation
Storey's definition Personnel management & IR practices
HR policies There do not exist any well- Here, in Hershey's the employees are
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defined and structured format
of rules that bind the
individuals to work as per the
standard regulations (Mok,
Sparks and Kadampully,
2013). It is as per the work
stipulations of Cadbury where
the employees are hereby
encouraged to work with
some newer thoughts and
ideas.
required to operate as per the
standardised perceptions of work. In
context to which, the employees are
hereby allocated with well-defined roles
and responsibilities that are accordant to
their framed set of rules.
Behavioural approach Mission and vision of the
establishment is a foremost
outlook in this particular
measure. In relation to which,
employees behaviour in
Cadbury is hereby judged as
per the designed goals and
objectives of the organisation
with no rigorous approach on
its detection.
In contrast to which, the employees in
Hershey's are required to behave as per
their customised practices with no
changed outlook towards it (Tarique and
Schuler, 2010).
Managerial style The leaders in Cadbury are
associated with a participative
mode of handling their
respective team members
(Crook and et.al., 2011). With
respect to which, they can
hereby encouraged to
participate in the decision
making procedure of their
A transactional style of leadership is
being adopted in Hersheys where the
appointed set of workforces are hereby
required to operate as per the given
commands of their superiors. It has
defined an autocratic style of
management with no prior intervention
of the employees in the decision making
procedures of the establishment.
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organisation.
Communication A direct format of
communication is being
adopted in Cadbury where
both supervisor and
subordinate bodies can
directly interact with one
another.
Contradictory to which, the appointed
employees of Hersheys are hereby
required to take a prior permission of
their employers to interact with them.
This particular style thereby represents a
strict top down approach of
communication (Barney, Ketchen and
Wright, 2011).
Rate of decision
making
The decision making rate is
usually at an accelerating rate
where the leaders and
managers of Cadbury
generally tends to frame quick
decisions to avoid any delay
in work related submissions.
However, the decision making scale is
comparatively slow in Hersheys where
their leaders and managers are hereby
required to make a primary
consideration of their framed policies
and accordingly frame work related their
decisions.
1.3
This is to assess some leading implications of both the line managers and employees in
Cadbury towards the strategic approaches of HRM at their workplaces. It is where the line
managers are hereby deputed as team leaders to handle the work assignations of their respective
group members. In context to which, there exists certain distinguished implications of both these
parties where the line managers perform the roles and responsibilities of employers with their
teammates as employees (Farndale, Scullion and Sparrow, 2010). In Cadbury, employee
engagement are the two personified concepts with a mandatory outlook of involving them in
their decision making procedures. For which, their HR personnel’s hereby conduct regular
sessions of group discussions and surveys to sum up the expectation levels of their employees.
An active participation of employees in decision making not only helps in draining quick
decisions but together tends to motivate the employees by retaining them to work for a longer
period to time. Along with which, the administrative bodies of Cadbury also tends to recognise
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any problematic areas of concern with such arranged sessions. In addition to which, they also
refer to determine some possible ways of solving the debatable arenas of business operations.
Furthermore, these surveys also assists the HRM bodies to frame some liable strategies in
context to change the existent style of leadership, communication format or their organisational
structure, etc. Moreover this, the HRM also gets a direct assistance of line managers in operating
their adopted practices of performance management (Fulton and et.al., 2011). It is where the
team leaders directly report the work performances of their group members to them.
TASK 2
2.1
Model of flexibility is referred to be a beneficial aid for both the employees and
employers for the administrative of Cadbury. In context to which, this model will hereby define
the state in which, the work can be attained from the participant and from any preferred location
of work with no bounded period of time. This model of flexibility therefore provides an
expedient situation of operating as per once preferred hours and location of working where
Cadbury also provides yet another opportune alternative of choosing from any of the available
format of work. Below depictions are referred to be the main elements of a flexibility model of
work-  Negotiable arrangements of work-It is basically in context to work as per one's
own choice of making work submission. In context to which, both set of employees
and employers in Cadbury can hereby refer to work as per their own preferred time
and place with no delimited aspect in it.
 Flexibility in career-It is yet another form of flexibility in accordant to which, the
cited entity also presents yet another significant opportunity of choosing from the
available formats of work (Zheng, Yang and McLean, 2010). It is however with a
relative cognition in which, the employee should hereby possess adequate
capabilities to perform the elected tasks.
 Time off mobility-It is in context to choose from some given time schedules like
short term and extended time period for submitting the tasks, etc.
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Model of flexibility such as Hardy Shamrock organizational model is considered to be
quite effective which states that leaf is regarded to be beneficial for Cadbury and three types of
employees are being present such as contractual fringe, core workers and flexible workers. Core
workers are the professionals who are assigned different roles and responsibilities. This model is
based on the assumption that workers present within the workplace may have proper skills to
conduct business operations. Moreover, another crucial element is contractual fringe which
represents the outsource specialist. In case of Cadbury different type of employees who are
linked with the different areas such as advertising, development etc. At last flexible workers are
also present in the company who prefer to carry out business operation and all the operations
present internally are flexible. Such types of workers are hired by Cadbury so that all the range
of activities within business can be carried out efficiently.
2.2
This section is to discourse upon the types of flexibility that can be adopted by Cadbury
as a mean of encouraging their staff members with some substantial measures of job enrichment,
rotation and enlargement, etc. This will also provide them a prior opportunity of taking up varied
work responsibilities where they shall also make a face to face or online dealing with the clients.
Moreover, below mentioned are the work flexibility modes that can be adopted by the quoted
entity to facilitate both their appointed set of employees and employers- Time off flexibility-It is a foremost approach of Cadbury where their employees and
employers are hereby given a preferred choice of taking breaks whenever they are
required to. In addition to which, they are also granted decent amount of paid leaves on
yearly basis where sick leaves and some other similar means of maternity leaves are
certain added benefits to them. Mobility in career- This is yet another substantive measure in which the employees and
employees are given another option of choosing from their preferred job profiles with
ample proficiencies in completing their elected work responsibilities (Wang and Noe,
2010). This not only motivates them but they also refer to work with a valuable sense of
making apt performance with an enhanced state of productivity. Negotiable orientation of work-It is mainly in context to operate with a preferable work
location where the appointed set of employees and employers can hereby refer to work
either from their home or any other preferred location.
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 Financial flexibility: It is also another sort of flexibility which can be undertaken by
Cadbury which involves handling all the funds as per the need and demand of the
manpower. For instance if any employee working in Cadbury requires fund in urgency
then in such case this nee is satisfied.
 Functional flexibility: This type of flexibility is for the favour of staff members who are
multidynamic. They are transferred to other department on the basis of working hour
needed. For instance if any staff member is not able to complete the working hours in
office due to some personal issues then option regarding work from home is also
provided by Cadbury. So, this is convenient for employees in every possible manner.
2.3
Workplace flexibility being a win-win situation for both set of employees and employers
hereby exists with some leading factors of benefits for both the parties, as elaborated below-
 Benefit for employees-
◦ A prior advantage to the employees in context to operate as per the flexible consent of
work is their balanced life in context to both their personal and professional lives.
◦ In addition to which, the employees together attains a significant sense of value and
belongingness towards Cadbury where its administrative bodies are rendering a
momentous chance of working to them as per their own convenient means.
◦ Likewise, the employee is also able to fulfil their basic requirements that in turn
results in psychological welfare of employees (Decker, Riley and Siemer, 2012).
 Benefit for employers-
◦ The employers are hereby represented as the agents of Cadbury. With reference to
which, the employers are mostly benefited by the productive agenda of their
employees. It is where the productive association of work leads to enhance the
profitability of the quoted entity in turn raising their shares and revenues in the
marketplace with more amount of sales that also depicts a significant generation of
incomes and earnings.
2.4
This is to enlighten some substantial affect in the flexible working practices of Cadbury
that is due to a changed labour market. It is where labours are considered to be the most
important asset of almost all organisations where the labour markets plays an equal and
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expeditious role in influencing the practice of flexible work practices. It is mainly due to a
prominent involvement of labours in operating in almost all departmental sections of Cadbury,
be it an activity of sales or production. Thence, to embrace the implicated changes in the labour
market, it is important for the administrative bodies of Cadbury to continually alter their framed
HRM policies to correspond with the modified trends of their active marketplaces (Shuck and
Wollard, 2010). However, a major associable problem that has been created due to a changed
labour market is in regard to the function of outsourcing workers that is not being referred by
Cadbury and they operate with their definite workforce. However, the as per the flexible consent
of working that is also supported by their regimental bodies, large number of workers are
nowadays seeking for continual leaves that is referred to be a leading issue for Cadbury.
Alteration taking place in the labour market can be highlighted in various ways which takes into
consideration employment statistics and highlights the variation in employees enrolled in
specific department of business. This has brought changes in the employment statistics and in
this scenario different type of employees are engaged in particular department where they do not
undertake other units where total number of employees are very less. Intangible is another sort of
factor where concept such as work from home, flexible working hour supports staff member to
indulge into different practices which are fruitful for Cadbury. This highlights that changes
taking place in labour market has positive impact on flexible working practices.
TASK 3
3.1
It is basically in context to discuss upon varied forms of discrimination that are usually
foreseen at the workplaces. In relation to which, Harrods being a well-recognised firm of UK is
purely in retail industries and is currently working with more than 12000 employees. However,
they were in the recent headlines of newsprints for some vital practices of discrimination, as
explicated below- Sex discrimination-It is referred to be amongst the most common form of
discrimination where people are usually judged on the basis of their gender (Chang,
2010). It was a filled case by one of their female employee named Melanie Stark who
claimed the organisation against the charges of sexual harassment. It is where she was
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forced to wear make-up on regular basis and with a compulsory outlook of her
employers with no such rule for the male workers. Racial discrimination-It is yet another type of discrimination where people are judged
on the basis of their distinct caste and creed. In context to which, two simultaneous
cases where reported by two of the employees of Harrods against cancelling their work
license. It is where both the employees named Mrs Remick and Mrs Seely were not
able to abide by the dress code of the cited firm and were resultantly terminated from
their work place.
 Disability discrimination-It is where the disabled workers are also tormented due to
any of their disabled feature and in context to which, an employee named Riam Dean
have hereby lodged a complaint against the same (Markos and Sridevi, 2010). It is
where she was duly suffering from prosthetic limb and due to which, one of her
employer forced her to work inside their stockroom rather than aligning her for front
desk operations.
3.2
The regimental parties of UK have hereby framed certain leading policies of legislation
as a mean of protecting the workers from any partial measures of their employers. However, it is
important to outlook a practical implication of these policies at the workplace with an equal
participation of Harrods in it. An implicated format of equal legislative policies in the quoted
firm will hereby tend to consider an equal treatment of all the employees irrespective of their
distinct age, gender and religion, etc. Beside this, equal legislation policy also necessitates the
enterprises to provide equal work opportunities to all their employees with no biased approaches
in remunerating them with some other additive means of benefits (Bulgurcu, Cavusoglu and
Benbasat, 2010). A factual enactment of Equal opportunities, 2010 have thereby postulated the
employers to reinforce their employment procedures with equivalent measures for all the
employees. Hence, with an analogous reference to it, Harrod's will also get a chance of
eliminating the above reported measures of discrimination from their workplace.
Employment equality regulation 2003: Considering this act all the staff members present within
workplace will not be viewed on the basis of discrimination. Further, some equal aspects will be
undertaken for all on the ground of religion, belief, attitude etc.
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