Human Resource Management's Role - Essay Example

?Human Resource Management Instruction: Task: Human Resource Management Human Resource Management as a department that deals with the welfare of workers and other important broad roles and responsibilities. This is in terms of coordinating with other similar offices to ensure organizations recruit, select and train workers who are competent and capable of delivering goals and objectives (Armstrong 2006, p.34). HRM also has a connection to the line managers in term of issuing them the mandate to ensure employees work in a suitable environment. Additionally, there are critical Acts that protect workers from gender and race discrimination that part of the jurisdiction of the HRM. This helps in the HR planning processes that entail incorporation of reward systems and increase of responsibilities for workers. Furthermore, the termination of services of workers also falls under the HRM department is expected to use proper channels that are fair and transparent to uphold integrity. This also includes the guiding reasons for terminating the services of an employee through effective tribunals that follow tenets of justice and equality. There are several differences between personnel management and Human Resource Management in every organization such Coca Cola Company. For example, in terms of nature relations, HRM deals with unitarist view while personnel manager leans with pluralist view. Therefore, in terms of a unitarist perspective, the HRM coordinates with the management and staff through a common vision for the establishment of a mission for the attainment of business goals. Additionally, the vision targets the achievement of mutual interest whereby the needs of corporations are met by employers and employees (Yeandle 2003, p. 123). However, with personnel management, there is a centralization of power whereby all powers are held by the top management. Therefore, this influences decision-making where all suggestions rest on the management excluding the personnel manager. Alternatively, there is a difference in leadership and management responsibilities between HRM and personnel manager. For example, while leadership style is the emphasis in personal management, in HRM it is transformational. Another difference is the contract of employment whereby there is a clear written employee contract in personnel management while HRM emphasize on one-time-long contract (DuBrin 2008, p.167). This means that there is less rigidity in the terms and conditions for employees. In other words, there is flexibility in terms of approach to the contribution of knowledge and skills for the organization. Therefore, there are numerous HRM related roles and responsibilities of line managers that worth noting in Coca Cola Company. For example, line managers under the authority of the HRM conduct the placement of the right person in the right job in order to meet the company goals and objectives. Similarly, they oversee orientation processes in the new organization for easy adaptation. They also participate in the training of workers for their new roles and responsibilities in the organization. In the same breadth, they ensure there is an improvement of the job performance of every worker for the attainment of the set goals and objectives. Alternatively, the line managers are expected to boost the morale of the company in terms of motivating the workers. Furthermore, there is also the development of each individual’s abilities and talents within the organization to retain professionalism. Moreover, they ensure there is the gain of a creative cooperation and development in the context of an amicable working relationship (DuBrin 2008, p.145). However, apart from the concentration on the workers meeting their objectives, the line managers also offer protection to the workers’ health and physical condition. This also encompasses the control of labor costs within the organization. On that account, there have been remarkable changes in the roles and responsibilities of line managers. This is because of mergers and integrations recently witnessed in most organizations because of the global recession. It is also imperative to observe that line managers have assumed the roles of other departments to cut on the costs of employing more staff in the company. In other words, these managers now perform more duties that are also diverse in terms of the inclusion of technology in the various operations of most companies. Therefore, while the main mandate is oversee the welfare of workers, the line managers also consult other departments on the way forward. HRM legislations have played fundamental roles in Coca Cola Company in terms of absorption of workers and the fight for their rights. For instance, there was the Sex Discrimination Act of 1995/97 (SAD) that makes it illegal to prejudice on the context of marital status or sex during training, promotion and recruitment. This finally led to the increase of the females in the workforce and attainment of top positions in various companies. On the same note, there was also Race Relations Act 1992 that is amendment of the legislation of 1976 that prevents stigmatization based on race (Deb 2006, p.100). The implementation of this Act came after numerous complaints from most of the minority groups on the raised complaints on discrimination in their quest for jobs. After the repeal of contentious sections, there has been an increase in diversity in terms of employment by HRM firms to increase productivity. Furthermore, the inclusion of the above HRM legislation has led to the recruitment of more competent because of different background in terms of cultures and education. Alternatively, most workers have found expanded avenues to agitate for their rights and freedoms through available Acts passed by the government. Therefore, there are several merits why organizations should conduct HR planning especially in this modern age. For example, at Coca Cola Company, HR planning assists in the provision of quality labor in terms of the available workforce. This is through offering the beverage company added advantage over its competitors such as Pepsi. It also reduces the costs of labor through the maintenance of a balance between demand for supply of HR. In other words, work is deemed as a cost saving mechanism for the company for the attainment of goals and objectives (Bowen 2000, p.67). There is the facilitation of the rise in skills and abilities of potential workers through development and training. Alternatively, HR planning assists in the effective motivation of workers through increase in salaries, offering promotions, provision of fringe benefits and an increase of responsibilities in order to boost employees’ morale. The following table compares and contrasts the recruitment and selection processes of Coca Cola Company and Pepsi. It also evaluates the effectiveness of some of the techniques of the two different organizations (Armstrong 2006, p.39). Coca Cola Company Pepsi Company The recruitment polices of the beverage company are varied in terms of diversity. It recruits people of all color without any discrimination. Pepsi on other hand does not consider issues of diversity but instead uses the archaic recruitment policies. In terms of recruitment procedures, the company does not have a definite formula it can conduct by anyone at anytime. This is different in Pepsi whereby there are managers tasked with setting the dates of recruitment and the procedure to be used. The aims and objectives of the selection process entail finding competent and talented workers. At Pepsi the aims and objectives include the increase of productivity and attainment of company goals. In job description, Coca Cola Company expects its workers have good customer handling skills and education. Alternatively, at Pepsi, the standard formats include the self-motivated workers. In terms of effectiveness, the selection and recruitment process is more flexible and approachable. On the other hand, here it is rigid and there is a formulaic structure. Job evaluation entails the mechanism of determining systematically the relative internal worth of a job in a company whereby there is an evaluation and assessment (Gerard 2008, p.125). Therefore, at Coca Cola Company, the job evaluation process includes the effort of an employee and productivity in influencing the reward system. The evaluation also makes consideration on the overall performance in the various departments in order to determine the pay rates. Alternatively, there are provisions of allowances such as mortgage subsidies, relocation fees and other bonuses especially for workers who make substantial turn over annually. In the same prospect, there are occasional staff discounts for health care and maternity purposes to boost morale during working days. Furthermore, flexible working approach enables workers to concentrate on their areas of expertise in the determination of pay rates and job groups. Therefore, in terms of methods used by Coca Cola Company in monitoring the performance of employees, there are several methods. For example, the beverage company uses performance indicators whereby achievements are set against preferred targets by the worker. This leads to constant evaluation of the goals and objectives met and the mechanism of overcoming challenges (Yeandle 2003, p.78). On the other hand, the organization also uses feedback especially from suppliers, distributors and mostly customers. This is through letters, emails and even country tours to assess the rate of appreciation and complaints raised. In other words, this helps the top management in judging the areas that need urgent requirement improvement. Furthermore, the beverage company finds effective ways increasing their supplies in case the problems deals with demand. There are several effective ways of the reward system used by Coca Cola Company in rewarding its employees. For example, the company offers motivational benefits in order to increase the morale of the workers in terms of productivity and achievement of goals and objectives. Therefore, it is significant to observe these motivational benefits follow the Maslow’s hierarchy needs that call for the attainment of self-actualization (Gerard 2008, p.50). According to the scholar, the achievement of satisfactory motivation comes in stages and hence needs some cultivation. On that perspective, rewards such salary increment, promotions, provision of commissions and bonuses and additional responsibilities should go in tandem with the expectations of the workers. In other words, this suggests that the management should ensure that the reward system enables gives workers a sense of belief and inspiration. However, in terms of the comparison of the exit procedures and reasons for cessation of employment used by Coca Cola Company, there are several disparities with that of Pepsi. On that perspective, while Coca Cola Company allows termination of employment in terms of resignation, Pepsi has no such provision. Instead, it terminates the contract of its workers on grounds that may be both justified and unfair (Bowers 2012, p.131). On the other hand, Coca Cola Company may terminate the services of its workers on the context of redundancy, incapacitation and inefficiency among other reasons. This is different from Pepsi that uses employment tribunals in disciplining and counseling its workers. In other words, Pepsi has room for redeployment and retraining for workers found innocent by the tribunal before any action is taken. In terms of the impacts of the aforementioned HR legislation in employee cessation arrangements, there are several issues in Coca Cola Company. For example, Sex Discrimination Act 1995/97 tends to favor women who have been found guilty by employee tribunal through pardon and warning. It also prevents women from performance indicators especially in demanding departments in order to enable them develop their skills and abilities (Deeprose 2007, p.108). On the other hand, the Race Relations1992 also accords people of color to prove their capability instead of outright of termination of services. This is because there has increased outcry of discrimination of workers especially blacks and Latinos in the branches of Coca Cola hence the need for restraint. The minority groups also have the permission join unions that agitate for their rights and freedoms to have unlawful employee cessation. Therefore, it is essential for the HRM department to adapt to the current changes that are sweeping across most companies. This means the hardliner stances of the former generations should be reformed in order to augur with the new generation (Budhwa 2009, p.90). Similarly, HRM should allow workers to offer their views on the best ways of meeting their goals and objectives instead of using dictatorial policies that compel workers to resign or underperform. In the same scope, workers should not necessarily seek motivation from the HRM departments but should work hard in their duties to increase the production of the company. This would avoid legal battles that have become common pitting corporate companies and their workers especially in ethical matters involving underperformance. Furthermore, it would prevent petitions and legislations by rights’ groups that are taking advantage of the organizational quarrels. Bibliography Armstrong, M 2006, A Handbook of Human Resource Management Practice, Kogan Page Publishing, New York. Bowen, R 2000, Recognizing and Rewarding Employees, McGraw-Hill Prof Med/Tech, New York. Bowers, J 2012, Practice Notes on Termination of Employment Law, Routledge, New York. Budhwa, P 2009, The Changing Face of People Management in India, Taylor & Francis, New York. Deb, T 2006, Strategic Approach to Human Resource Management, Atlantic Publishers & Dist, Mason. Deeprose, D 2007, How to Recognize & Reward Employees: 150 Ways to Inspire Peak Performance, AMACOM Div American Mgmt Assn, New Jersey. DuBrin, A 2008, Essentials of Management, Cenegage Learning, Mason. Gerard, H 2008, Termination of Employment: A Best Practice Guide, CCH New Zealand Limited, New York. Yeandle, S 2003, Line Managers and Family-Friendly Employment: Roles and Perspectives, The Policy, New York. Read More