1.Nature and characteristics of HRM
The emergence of HR management can be attributed to the literature of the people who deal with HR that had worked to attach great significance to the human factor. Nature of human resource management in most organizations has been highlighted in varied ways (Sundar 2012, p. 2). Human resource management of most companies is inherent in the process of performing their duties of managing different operations. For instance, in Coca Cola Company, control of HR operates by the nature of being a management organ that deals with the process of hiring, motivating, as well as maintaining the workforce in Coca Cola Company. Besides, HR management deal with issues that relates to workers like the process of hiring, development, training, motivation, compensation, administration, and communicating company’s concerns (Shaw 2015, p. 23). Therefore, HR management ensures that every employee is satisfied and it also ensures that there is a maximum contribution of employees to towards achievements of mission and vision of an organization.
Human resource management is based on different policies together with principles that contribute to the achievement of objectives of an organization. HR management is also a pervasive function as it is not specific to the individual department instead it remains to be a broader function throughout operations of an organization (Rao 2015, p. 2). HR concentrates on the management of all kinds of people right from the lower level to top level department of the organization. HR is also people oriented and is the continuous activity during operation of an organization.
The scope of HR is always broad. It focuses on different aspects that include personnel, welfare, and industrial relations aspects among others. Personnel aspects concerns with planning, recruitment, placement, selection, promotion, transfer, training, development, of the workforce. The element also concerns with the layoff of workers and retrenchment, remuneration, incentives, along with productivity within Coca Cola Company (Mokhov and Ryabukhin 2018, p. 71). Welfare aspect of HR deals with conditions and courtesies of working, for example, crèches, canteens, lunch, along with restrooms, transport, housing sector, medical assistance, education, and healthcare safety among other factors. Conversely, HR aspect of industrial relations tends to cover management of union relations, joint interview, aggregate haggling, grievance, and disciplinary techniques (Parkinson and Taggar 2013, p. 51). Therefore, through industrial relation aspects, HR management in Coca Cola Company always work by concentrating on how to maintain co-cordial relation with the union members so that the company can avoid cases of strike or lockouts by ensuring smooth functioning of the company. Besides, the use of industrial connection angle covers aggregate deal, joint conference, grievance, debate, together with disciplinary systems among employees.
2.People management strategies, procedures, and tools of HR
The presence of strategic Human Resource Management remains to be the practice of aligning strategy of business with practices of HR to attain the strategic goals of the corporation. The policy of SHRM continues to ensure that strategy of HR stay not as a means but as an end in itself as far as objectives of business operations are concerned (Juul and Minbaeva 2013, p. 813). SHRM plans that every organization must be capable of fitting their HR strategy within the necessary framework of goals of the general supervision of the business. It also ensures that there is the alignment that exists between the practices of HR and the strategic objectives of the company (Ko and Ma 2017, p. 25). Furthermore, HR management is essential for the management of people when the imperative for the development of the organization as well as change is ever stronger.
3.Broader organizational implications and contributions of HRM in practice
Over long duration, HR has moved beyond management of secret operations and routine activities that comprise of the administration of benefits and payroll. HR has also been capable of working in assuming the more pivotal function in developing the strategy for people together with supporting the business goals of organizations. HR managers have ensured that the corporate culture stays to be the fundamental component of HR procedure in activities of the associations (Shaw 2015, p. 23). The way of life of HR administration keeps on being fundamental area since it frames the qualities, standards of working, propensities, the vision of big business, together with the beliefs that espouse the operations of businesses. All these factors make the HR within Coca Cola Company to have the goals of increasing the organization’s performance. Therefore, practices of HR are directly or indirectly connected to different operational outcomes (Hitka et al., 2017, p. 7891). Some of these outcomes include the fact that the use of HR practices remains to relate to the practical improvement of financial results like net margin which is measurable. The other consequence of methods of HR includes the improved satisfaction of clients to enable the organization in attracting the vast customer base.
4.Current patterns and trends in the approach to HRM in Coca Cola Company
Presently, HR management has been the vital sector for management of Coca-Cola Corporation. The development of HR department in the company remains to be the initial step that forms the firm ground on which the future operations of the company depends on in staying competitive within the global marketplace (Hitka et al., 2016, p. 563). HR management at Coca-Cola Company has several merits as well as demerits. The use of HR strategy has been fundamental in ensuring that it is impossible to create particular policies or procedures necessary in all divisions of the company’s cultural and political differences needed to be taken into account (Ko and Ma 2017, p. 25). Besides, positive effects of HR strategy are not dependent on the plan of competition based on different goals of HR policy such as strategic integration, equality, commitment, along with flexibility.
After the process of stating clear outlines of HR by Coca Cola Company’s management, the organization together with different stakeholders always focus on completing the assessment of each operational procedure. Therefore, process of creating company’s objectives by the Human Resource manager is vital by assisting in development of typical work plan for global features of the company’s Human Resource (Shaw 2015, p. 23). The organization concentrates on developing its operational overview by ensuring that the adequate number of individuals to receive the chance to operate to attain the fundamental workers in each office with the point of ordering the characters of the best workers in each position.
5.Essential elements of strategy of the HR
HR supervisor in charge of the worldwide measurements of the HR in an association is in charge of guaranteeing the general coordination, organization, and additionally the assessment of plans of HR acknowledgment of projects of the organization. The essential responsibility of every HR manager within an organization consists of the idea of implementing as well as visiting plan of compensation of an organization (Meijerink et al., 2015, p. 231). Various critical elements of HR that every manager of an organization like Coca Cola Company uses during the process of planning for multiple purposes comprise of the idea of predicting the requirements of workers within the organization. Other vital features of HR consist of the analysis of the supply of the experienced workers meet the needs of the manager as well as learning best way to balance the supply and demand of workers.
The forecasting on needs of staff by HR remains to be an essential element in operations of an organization. The aspects that deal with prediction of staffing requirement consist of several approaches that the management can apply in forecasting on the business requirements of an organization (Cook et al., 2016, p. 567). Besides, in Coca Cola Company, the idea of predicting on the staffs’ needs assist the manager of HR in predicting the ideal number of employees the organization might require to conduct its operations efficiently in the competitive business place effectively. Forecasting on needs of employees allows HR manager of Coca Cola Company to efficiently understand the functions and responsibilities that every worker needs to fill to improve the company’s operations (Thite 2014, p. 151). Therefore, HR manager in Coca Cola Company has the responsibility of considering the element of forecasting on needs of employees to address some of the factors that influence the company’s operations. The element of evaluating the supply by HR manager remains to be a vital factor towards the development of HR strategy that is applicable to management of any organization.
In Coca Coola Company, the instances of assessment of the arrangement of labourers comprise of the extraordinary or two-prong process. These basic strategies contain the need to assess inward staffs that occurs as the HR administration gauges on their staffing need or needs (Cook et al., 2016, p. 568). The element of assessing operations of the external team is another critical element of HR. The aspect of evaluating employees in different companies allows HR managers to need to determine the demographics of the essential workforce present within the process of operations of organization (Business Intelligence Models For Effective HRM – A HR Analytics Approach 2018, p. 225). HR concentrates on balancing supply together with demands during company’s operations. The element allows HR manager has to ensure that there is a need to adjust the supply of services and demand of workers and consumers to be the critical factor of the HR strategy (Batool et al., 2016, p. 179). Moreover, the final portion that deals with planning model of Hr by the manner remains to be the need that aims at determining how the manager of an organization is going to balance the demand that they have to employ with objectives to supply available workers. For instance, if HR manager of Coca Cola Company experiences any form of challenge, at that point the component of adjust supply alongside request as the principal factor go for deciding the sort of enlistment endeavours the business to contribute in to welcome representative needs fixing necessities inside tasks of the organization. The component of balancing supply together with demand enables HR manager to balance their full-time along with part-time needs in the activities of Coca Cola Company’s business operations (Hyatali and Fai 2016, p. 91). Therefore, HR management in Coca Cola Company has a universal application where it can be used for business operations together with the improvement of services delivery to targeted and esteemed clients.
Conclusion:
Each HR manager in every organization that is responsible for the international aspects of operations must concentrate on valuing the essential assets that are workers. HR manager aims at fulfilling their objectives along with the operation of the business. Moreover, it is clear that hired personnel in operations of the company need to address fundamental components of the HR methodology where supervisors need to centre on exercises of monitoring as well as maintaining the labor workforce. Additionally, from the presentation, it is evident that key elements of HR strategy help in having the practical manner of addressing HR managers along with other stakeholders of the organization. Therefore, it is the mandate of HR to efficiently learn that designing along with the implementation of the responsive strategy of HR requires diligence along with work. The process that focuses on establishing the vision of the company, creating roles of the HR departments, and developing the plan for the workforce for global features of HR of the organization are all section of the approach designing the effective strategy. Therefore, the process of constant evaluation of the HR approaches outlining the viable technique useful in improving operations.
In recent times, the performance of different organizations is getting more and more vital particularly in the marketplace with greater dynamic as well as competition. Therefore, roles of human resource and management in every corporation stay to be the overseas of the human resource sector along with the insurers of the tasks being conducted by the team of human resource. For instance in Coca Cola Company, human resource always terms to be the connection amid the organization management along with its workers, as their responsibilities run the range from providing consultation on the strategic way of planning operations with top executives responsible for recruitment, interview, together with activities of the hiring of the fresh workforce (Wang 2015, p. 12). Moreover, human resource remains to comprise of professional accountable for attracting, motivating and retaining all the skilful and talented workers for directing roles of administrative in different departments. Management of human resource is always the concern with every element on how to manage, employ people, and develop operations of an organization (Thite 2014, p. 151). Therefore, the primary point of this paper is to fundamentally inspect the HR work by drawing from the basic standards of HRM and surveys how the HR capacity can help associations to be more successful in accomplishing upper hand about Coca-Cola Company.
References:
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Hitka, M, Lorincová, S, Ližbetinová, L, Bartáková, GP, & Merková, M 2017, ‘Cluster Analysis Used as the Strategic Advantage of Human Resource Management in Small and Medium-sized Enterprises in the Wood-Processing Industry’, BioResources, vol. 12, no. 4, pp. 7884-7897.
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