HRM REPORT SAMPLE 2023
1. Introduction
1.1 Important factors in the case study
Coca Cola is a US-based retail industry that deals in food and beverage. The HRM of an organisation is effective and an organisation able to maintain their employee satisfaction properly is an important factor for HRM. As opined by Kassar and Singh, (2019, pp. 483-498) organisation also provides sufficient facilities to their employees and improves employee satisfaction and engagement. Companies also consider different factors of HRM such as effective communication processes that help organisations to improve the efficiency of HRM. Employee turnover rate of coca-cola is 30%. There are 80300 (1000) employees involved in the coca-cola organisation (statista.com, 2021). They performed their jobs. Coca-cola operates its business in more than 200 countries.
1.2 Reason behind the investigation
The main reason for conducting this report is that employee engagement of the organisation is day by day. There is a main dispute behind this posting of coca-cola organisation is not able to maintain employee engagement as well as employee satisfaction through provide training and development programme of the company. The current study paper is conducted to understand and identify an effective HRM process that is a support organisation to solve their employment problem and improve the efficiency of their employee also.
1.2 Structure of report
The report starts with an introduction about the organisation and case study in chapter1. The second chapter consists of the different roles of HR in the Coca-Cola organisation. Third one is about the different methods followed by an organisation to control different HR processes in an organisation.
2. HR role
2.1 Analyse HR role through use model
Ulrich model
The Ulrich model is to support coca-cola organisations to develop an effect HRM for better performance of organisations in different countries. As opined by Storey and Wright, (2019), there are four effective roles of HR discussed by this Ulrich model. HR of coca viola must consider these four roles for better performance of HRM of coca-cola organisation. The Ulrich model is considered to understand the role of human resources in the coca cola organisation. This model is a support organisation to develop an effective management that is follows all required ethics and rules for better HRM in the organisation. The Ulrich model is considered to understand the role of human resources in the Coca-Cola organisation. This model is a support organisation to develop effective management that follows all required ethics and rules for better HRM in the organisation.
Strategic partner: strategic partners refers to an organisation that must develop their HR strategy as per global HR strategy and also console nature and size of business while developing and setting strategy for the organisation. Besides HR of coca-cola is also strategic partner that plays an important role to set goals and mission of coca-cola company. Hr of coca cola must be adopting this role effectively.
Change agent: HR of coca-cola must play an important role to manage and improving performance through changes in the whole organisation. As opined by Mazurchenko and Maršíková, (2019), Coca-cola must be considered a strategic human capital approach to improve the utilization of human resources of an organisation.
Admin expert: HR of coca-cola also plays the role of admin export through support organisation to provide services and goods at lowest price. This step of HR is to support organisations to improve customer engagement as well as improve customer satisfaction.
Figure 1: Ulrich model
(Source: Ulrich and Wright, 2019)
Employee champion: HR is also responsible for understanding basic needs and wants of customers of the company. As opined by Dhanpat and Buthelezi, (2020), HR of coca-cola may conduct a champion on awareness about product advantage and benefits. Thus steps of the company are to improve financial performance of the organisation as well as attract more customers.
2.2 Analysis of model
This model gives proper knowledge for developing effective HR management in organisation through providing details of roles and responsibilities of HR roles. An organisation may easily improve their HR performance by identifying the accountability of HRM. The Basic objective of adopting this model is awareness of the responsibility of HR of coca-cola. On the other hand, this model supports coca-cola to observe different activities of HR to identify performance of each role of HR.
2.3 Evaluation of framework
This model discusses the role and responsibility of an effective HRM. That must be adopted by an organisation for better results. As argued by Chen and Loong, (2019), this model is to support coca-cola organisations to observe movement of hr in different orientation programmes. That is provided to different levels of employees to improve theory performance as well as operate organisational work effectively. The Coca-Cola organisation should improve their performance by using this model that is easy to understand and implement in the manager of the organisation. There are four segments of this model.
3. HR method
3.1 Analysis of HR method through model
HR method refers to different methods and processes adopted by organisational management to improve the performance of an organisation. As stated by Kim et al. (2019), it supports companies to develop an effective method for managing all HR activities. The organisation may implement Lewin’s model for the HR method.
Lewin’s model
There are three significant stages of this model. Coca-cola must consider these steps for better human resource management of coca-cola organisations. HR method refers to different methods and processes adopted by organisational management to improve performance of an organisation. As stated by Kim et al. (2019), it supports companies to develop an effective method for managing all HR activities. The organisation may implement the lewin’s model for the HR method.
Unfreeze: coca-cola must be changed by those parts of the whole organisation. That is needed for improving organisational performance as well as supporting coca-cola companies to perform well in the global market. Coca-cola may adopt the latest technology as well as replace old plant equipment for a better production process.
Change: coca-cola must avoid uncertainty that is created in the unfreeze stage of this model. HR of coca-cola organisations must be focused to take sufficient action to avoid uncertainty such as providing training and development programs for better performance of employees with latest technology and equipment.
Refreeze: when employees of coca-cola adopt change and perform their jobs in new ways. HR of coca-cola must internalize all new changes to permanently implement changes with organisation performance. Further, thus last steps of Lewin’s model that support organisations to improve organisational performance in the global market.
Figure1: Lewin’s model for HR methods
(Source: Dhanpat et al. 2020)
This model plays a vital role to support coca-cola in resourcing new employees as well as managing old employees of the organisation. Resourcing employees is an important job role of any HR. because the Lewid model gives proper ways for resourcing new employees. This model suggests HR to identify skilled candidates for organisation operation. Employee management is a critical process and this theory gives an idea about allocation of jobs as per employee performance and rewards employees for motivating them to perform well in organisation development.
3.2 Critical analysis of choosing this model
Coca-cola has lost its position in the global market as well as in different local markets. Employee engagement of coca-cola is reduced day by day thus it is important for organisations that consider this model for improving employee engagement as well as retaining employees in the organisation. This model provides detailed information about how different factors of an organisation are affected though policy of HR management. Thus this model has amative impact on HR of organisations.
This model provides detailed information about how different factors of an organisation are affected through policy of HR management. Thus this model has massive impact on the HR of organisations.
3.3 Evaluation of framework
This model suggests HR of coca-cola organisation manage employees effectively and also reward them for better performance in future. As opined by Okviana and Nurhaeni, (2020), these steps of coca-cola may support them to attract new highly skilled employees to engage in an organisation that is required for better performance. On the other hand, HR of coca-cola must be provide training and develop programmes to different levels of employees for acquiring better work from employees. That is also discussed in this model. There are five steps of this model that support organisations to conduct different actions to improve the performance of the organisation’s HR. As argued by Mythen, (2018) the whole process of this model is to improve leadership of the company. There are five steps of this model that support organisations to conduct different actions to improve the performance of the organisation’s HR. As argued by Mythen, (2018) the whole process of this model is to improve the leadership of the company.
4. Conclusion
HRM is an important decision for improving the performance of an organisation as well as attracting experienced employees towards business organisations. Nevertheless, the organisation must perform all business operations effectively. This report is conducted to identify the employee engagement process of coca-cola as well as identify different important factors for HRM. On the other hand, HRM of company is not performing well which is identified through number of employees reduced in organisation from last 7 years. The company must follow these two models to improve employee engagement as well as satisfy their employees. The HR of any organisation gives a massive impact on organisational performance and as well as maintain the people magnet of an organisation. The main objective of this draft is to give an idea to organization to improve the performance of the organisation’s leadership and management performance.
References
Journals
Chen, T. W. W., Loong, H. H., Srikanthan, A., Zer, A., Barua, R., Butany, J., … & Lewin, J. (2019). Primary cardiac sarcomas: A multi‐national retrospective review. Cancer medicine, 8(1), 104-110. https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/cam4.1897
Dhanpat, N., Buthelezi, Z. P., Joe, M. R., Maphela, T. V., & Shongwe, N. (2020). Industry 4.0: The role of human resource professionals. SA Journal of Human Resource Management, 18(1), 1-11. https://sajhrm.co.za/index.php/sajhrm/article/download/1302/2053
El-Kassar, A. N., & Singh, S. K. (2019). Green innovation and organizational performance: the influence of big data and the moderating role of management commitment and HR practices. Technological Forecasting and Social Change, 144, 483-498.https://www.researchgate.net/profile/Sanjay-Singh-132/publication/322227706_Green_innovation_and_organizational_performance_The_influence_of_big_data_and_the_moderating_role_of_management_commitment_and_HR_practices/links/5c1df01d458515a4c7f05b1e/Green-innovation-and-organizational-performance-The-influence-of-big-data-and-the-moderating-role-of-management-commitment-and-HR-practices.pdf
Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behaviour and environmental performance. International Journal of Hospitality Management, 76, 83-93.https://e-tarjome.com/storage/panel/fileuploads/2019-04-15/1555315816_E10907-e-tarjome.pdf
Mazurchenko, A., & Maršíková, K. (2019). Digitally-powered human resource management: skills and roles in the digital era. Acta Informatica Pragensia, 8(2), 72-87. http://aip.vse.cz/pdfs/aip/2019/02/01.pdf
Mythen, G. (2018). Thinking with Ulrich Beck: security, terrorism and transformation. Journal of Risk Research, 21(1), 17-28.https://livrepository.liverpool.ac.uk/3009887/1/Mythen%202017%20JORR%20Proofs.pdf
Okviana, L., & Nurhaeni, I. D. A. (2020, December). Management of the Educational Change in the Covid 19 Pandemic Era. In 6th International Conference on Social and Political Sciences (ICOSAPS 2020) (pp. 184-188). Atlantis Press. https://www.atlantis-press.com/article/125949647.pdf
Storey, J., Wright, P. M., & Ulrich, D. (2019). Strategic human resource management: A research overview. Routledge. https://www.researchgate.net/profile/John-Storey-5/publication/331541673_Strategic_Human_Resource_Management_A_Research_Overview/links/5f43a4cc92851cd302225511/Strategic-Human-Resource-Management-A-Research-Overview.pdf
Websites
statista.com ,2021 Number of employees of the Coca-Cola Company worldwide from 2007 to 2020(in 1,000s) available at: https://www.statista.com/statistics/254562/coca-colas-number-of-employees-worldwide/
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