Cadbury's Performance Management: Strategies and HR Practices Report

This report provides an in-depth analysis of Cadbury's performance management strategies, exploring how the company, formerly a part of Kraft Foods, now Mondelez International, manages its workforce to achieve organizational goals. The report highlights Cadbury's global presence, its focus on em...Read More

PERFORMANCE
MANAGEMENT

CADBURY
Cadbury is one of the British multinational confectionary company which is taken over
by Mondelez international earlier which is known as Krafts food. Mentioned firm is the world
after the Wrigley’s. The origin of Cadbury was at Birmingham and cited organization was
famous for the selling tea, coffee and drinking chocolates. Cadbury employs around 71,000
employees who are giving their productive services whole around the globe (Knowles and et.al.,
2014). The markets of cited organization has been expanded whole around the globe but the
major customer is in need of focus has been given on countries like UK, Ireland, USA, Australia,
New Zealand and India.
Moreover, there are various delicious products which are produced by the organizations
in order to satisfy the needs and demands of customers. Further, cited firm has immense market
and they are leading the competition and also giving stiff competition to their major competitors
who are working in same industry (Armstrong and Taylor, 2014). The major focus of the venture
is to give same taste and quality which customers require. Manager of Cadbury plays an
important role in order to hire suitable employee for the particular post. It is important to make
an effective base of employees who can work with best of the dedication to meet their individual
and organizational goals and objectives (McKenzie and et.al., 2012). There are various
departments in the cited business venture and manager has to take care for each and every
department. If any vacancy exist in the venture then the manager has to prepare two important
document namely job description and specification statement. These statements are created in
order to find the best and suitable candidate for the particular post. It is necessary for the
manager to recruit and select the best employees who can work with best of the dedication to
meet the mission and vision of the firm (Hendry, 2012).
Cadbury can be seen as a power of humility where different individuals who comes from
various cultures gets best of the working environment. Earlier when organization was just
started, owner tends to come on to the shop floor every morning and joins the game of football
every day after the end of work. Women were also seen as a key of happy workforce. Cadbury
families used to support the women charities which are located in Birmingham right from their
initialization. Women were given equal pay and also been rewarded with different non-monetary

benefits and also leaves. HR manager in Cadbury employs best skilled and talented employees
who works with best of their dedication to meet their individual and organizational goals and
objectives. Line managers in Cadbury have an objective of ‘managing people’ which ensure that
their exist talent management and employee motivation upto a great extent.
Human resource development can be defined as a process where manager deals with the
training and development of employees so that they can contribute their best in maximizing the
performance of business venture. Training and development are necessary for employees as
through this, they will be able to learn new skills and tasks. The expenses so incurred in the
training can be overcome by the venture by successful running of the business venture. Cadbury
being a global brand has immense goodwill whole around the globe and HR manager plays an
important role in selecting best candidate for the particular post (Alfes and et.al., 2013). Human
resource development has a goal in mind of making better employees.
However, researcher found that training does not improve that much of productivity. It is
genuinely because the root cause of all the problems in organization is poor management. No
amount of training will enhance the employees training until the managers do not change their
style of treating employees. Change in the management style is the way how the employees are
treated in the venture (Jackson, Schuler and Jiang, 2014). It can be treated as a long term activity
where intensive coaching might b required for some of the employees. Manager of Cadbury has
to showcase the training need which fits into the organization culture. New concepts need to be
developed in the organization and challenging goals need to be set which can accept the new
concepts in clear and effective manner (Organizations and Human Resource Development,
2016).
There exist a model of world class performance which comprises off two aspects and
these are social sciences and physical sciences. Social science includes management style
analysis, Human Resource Management System (HRMS). Job costing, feedback and
participation system. On the contrary side, physical science includes industrial engineering, job
design, physical plant engineering, and information system. Further, it is also found that the
productivity improvement can be done with the help of changing the work environment. HR
manager in Cadbury has to analyze the gap which is build and the same can be extended for
improving the business performance (McKenzie and et.al., 2012). Development of employees
plays an important role and it is utmost necessary to focus on improving the training and

development session of employees. It is because due to this they will be able to improve their
skills and will also contribute their best in achieving their individual and organizational goals and
objectives.
Employees in the venture also have responsibility to give their best so that they can excel
their career and get immense growth opportunity. Manager need to focus on the talent which
employees have within then and should boost them by giving them appropriate rewards and
perquisites. With this, the employees will be able to work with best of their efforts and achieve
organization mission and vision in clear and effective manner. Thus, performance management
here comes into play effectively (Knowles and et.al., 2014). Appraising employees year to year
will also motivate them and with this they will be able to meet their goals and objectives.
However, the biggest problem in today’s time period is that there exist lack in human
skills which individuals do not have and to train will surely increase the cost for the venture.
Manager needs to take some broad view at the workplace and some of them can be seen in form
of delivery time, quality matter, product turnaround and customer service audits. It is necessary
for manager to take care of the products which are supplied to the consumer because trust of
customers plays an important role. If the trust is broken then the individual will not be a loyal
customer for the business venture. This will give the competitors and upper edge and cited
organization will surely face a downfall in terms of revenue as well profits. Thus, it is necessary
for manager in Cadbury to focus on world class performance which can improve their brand
image and productivity whole around the globe. With this, the cited firm will play a monopoly
aspect in the world and there will be less competition in the competitive environment.

REFERENCES
Journals & Books
Alfes, K. and et.al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp. 330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp. 1-56.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp. 366-391.
Knowles, M.S. and et.al., 2014. The adult learner: The definitive classic in adult education and
human resource development. Routledge.
McKenzie, L.M. and et.al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp. 79-87.
Online
Organizations and Human Resource Development. 2016. [Online]. Available through:
<http://www.hrmguide.co.uk/hrm/chap11/ch11-links2.htm>. [Accessed on 28th November 2016]