People and organisation management

Introduction

Recruitment and selection within an organization is the focus of human resources management. The HRM aims at managing and building the knowledge, strengths and diverse essence of man. Their task is to classify a person's skills, mind, feelings, and attitudes and behaviours. HRM handles not only strategically but builds the workforce. The employees are formed to achieve organizational targets through an appropriate and tactical strategy. This research will help us consider the aspects in which HRM management manages its employees. The role of HR compensation and benefits roles in creating a consistent approach to people management is one of the main ways to be explored in this study. Employees deserve incentives and bonuses when they work with companies. University of Pennsylvania researchers concluded that overall turnover decreased due to Delayed compensation payments and that jobs were also abandoned soon after the vesting.

In other words, workers behave creatively as they want to leave. They want to continue but still maximize the reward. The Society for Human Resources Management (SHRM) has found that 62 percent of American employees consider their health insurance to be very significant so that businesses should concentrate on increasing participation and retention in this sector. The same SHRM research also showed that indirect compensation affected the morale of employees strongly. Also relevant were conventional money-based schemes including retirement insurance. In general benefits and employee, compensation increases employees morale at work and this can contribute to positive productivity in an organisation. Therefore our overall argument is that all organisations through HR should support compensations and benefits program as a means to improve employee morale.

Roles of Human Resource

HRM is aimed at selecting and recruiting processes. The department consists of HR and managers who perform the procurement process in the development of employees. HRM aims to ensure that workers are encouraged to collaborate with standards in the workplace and cultivate leadership skills in their success. They improve organizational success in organizational, social and personal dimensions (Lopez-Cabrales et al., 2017). It ensures that workers can meet the demands of themselves and the business with which they are engaged. By using motivated employees and inspiration integrate, simple organizational goals must be established. It aims to educate workers who develop desirable working relationships and to promote teamwork between all members (Khan et al., 2019). The key aim is to improve the efficiency of the organizational environment. Besides, it is essential to develop growth-oriented facilities and opportunities and to achieve efficient and productive use of human capital. Human Resources Officer plays an important part in equipping staff and organisations alike. It helps to cultivate employees in a highly dynamic market to face shifts and challenges.

Review of the companies:

Company A: Coca-Cola Company corporate strategy

The Coca-Cola Company is a multi-local organization operating in more than 200 countries (Ling, 2017). The corporation has set its operation into four geographic groups (North America; Latin America; Europe, Middle East and Africa, and Asia Pacific) to meet the demands, policies, laws and traditions of the locals. Globally, the company employees more than 86,000 across its local-scale operating units in 2019, a drop from more than 150,000 in 2012 (Statista, 2020). As pointed by Banks (2016), the company’s model is built on employing directly the locals workforce while striving to preserving a conducive workplace atmosphere free of all discrimination and harassment. The Corporation esteem the highest and most important commodity of its employees. The retention approach here is linked to the company's benefits-driven employee approach, with employees engaging with unswerving principles to help it achieve its priorities and objectives (Serôdio et al., 2018). It will still be a challenge for the corporation to maintain the ideals of these employees as they are crucial for its long-term survival. Apart from the essential services and facilities, the company provides its employees with adequate compensation and benefits as well as adopting its strategy of growth by realizing both its and employees personal dreams. Essentially, the retention approach used is to inspire and engage employees within the corporation seems to centre its employees as the greatest asset for its performance and growth.

Company B: Tesco Ltd corporate strategy

At present, the Tesco long-term business strategy is five-fold; to become a profitable multinational retailer; to expand the core businesses of the UK; to be as robust on the non-food side as on the food market; to build retail services such as Tesco, com, Telecoms and Tesco' (Tescopl. com [long term strategy). The way the Tesco decided to put the company approach into practice is through a steering wheel model; a fair and equitable scorecard for all the core aspects of industry, consumers, businesses, employees, finance and the environment (Tescoplc. com (CR strategy). Tesco said that the steering wheel was introduced to demonstrate that corporate responsibility is not an expert in Tesco, it is part of the work of everybody every day (Tescoplc. com (CR strategy). Tesco responds to the commercial importance by creating value to guarantee consumers' lifetime loyalty (Tescoplc. com (our values). "People" put tremendous importance; Tesco would not have flourished without their clients and staff. (Svensson and Padin, Dos Santos, 2013).

How are these different?

Coca-cola Company’s strategy for development and improvement is to do a recruitment and retention strategy majorly employing the locals to maintain productivity. The company does employ a recruitment retention strategy to maintain employee’s values and experience. On the other hand, Tesco Ltd strives so had to maintain and increase customer turnover in their business. Thus all their attention is concentrated on customer needs this is because to them customer needs plays a very important role in business operations.

HR Policies comparison:

Coca Cola HR policies

The human resources management of the Coca Cola focuses on the recruitment and retention of the highest standards in the global beverage industry worldwide. To ensure that the organization has the right person in the right position to meet the general aims and priorities of the company, HR is responsible for setting rules, laws, procedures and guidelines. Their programs cover recruitment, retaining of employees, workforce growth, and preparation for the transition, job climate, pay, incentives, and job mobility (Gertner and Rifkin, 2018). The HR is on-going consultations with operating managers on recruiting needs questions, current loopholes, and how they can be resolved. HR is still striving to persuade management to provide a favourable atmosphere for employees to enhance their sense of unity, to be able to perform their duties efficiently as an individual and as a team. Besides, Coca-Cola regards its staff as its greatest commodity (Fares et al.,2019).

Influence on the corporate policy

Of all the policies given under corporate policy, the environment whereby one works should be safe for both the organisation and the workers. In support this, the HR managers at Coca-Cola Company that the working environment is free and safe for the employees in the company.

Tesco HR policies

Recruitments policy- First, Tesco recognizes the vacant vacancies in all of Tesco's various divisions and then lists the appropriate personnel. Then figure out all the credentials and abilities that are necessary separately for the empty posts. Tesco prints work advertising in journals, magazines, televisions, and on the internet until all material is collected.

Training and Development- Each corporation organizes a training program for its workers to maximize its employees' efficiency and productivity. Education strengthens the abilities of workers and increases information consistency. The time to update the current terms and requirements of technologies, preparation and advancement is a must. In that case, Tesco also carries out a training program to increase the productivity of its workers. Fact and expert workers are expected to maintain themselves in a dynamic environment and preserve their role. For this purpose, Tesco periodically organizes training and development activities for mid- and operating workers (Cook et al., 2019).

Influence on the corporate policy

The company gives equal opportunity to its employees but its hiring process is compromised by social factors. According to corporate policy, the hire ring process should be conducted in a manner that is free and fair with no form of discrimination.

Discussion

Coca Cola Company is the best fit for corporate strategy; this is because the company's human resource department is majorly concerned about its employees. The process of recruiting and providing a better environment for employees to work in. Unlike Tesco who has all its attention on getting and maintaining their existing customers. Yes, they have also the best interests for their employees through their HR managers but their main focus is the customer but not the employee who is keeping the company afloat but the services they render to the public. That is why their hiring process is always affected by social factors, it’s not bad to put the interest of customers first in an organisation, but the organisation should keep in mind that it is the employees who make user that they keep these customers satisfied and contended with the organisation. That is the reason why Coca Cola believes that everything including their development and expansion revolves around their employees.

HR's responsibility in an organisation is not only to follow the organisation's policy and regulations. The department is supposed to emphasize both the organisation policy and corporate policy. Besides, HR is responsible to ensure that employees get compensated appropriately by any organisation. They should put employee's interests first before anything. Putting employees fist in an organisation will result in efficacy as employees will work to improve the organisation's performance.

Conclusion:

An employee is an important asset in an organisation that should be well taken care of by the HR department. Employees are the backbone of every organisation therefore, it is important for HRs to always fight for the rights of employees as they are responsible for organisations growth. In the Australian industry, Tesco 's business policy has expanded its brand image as a significant business prerequisite, but they should also consider improving employee's compensation and wellbeing. They should take the example of Coca-Cola Company that is more concerned about employee and employee skill development.

Continue your journey with our comprehensive guide to Overcoming Challenges in the Recruitment and Selection Process.

Reference

Cook, M.R., Todd, E., Tesco, D.S., Gee, K.L. and Transtrum, M.K., 2019. Detecting instances of focused crowd involvement at recreational events. The Journal of the Acoustical Society of America, 146(4), pp.2826-2826.

Fares, A.E.R., Amr, A., Mohamed Ahmed, A. and Fares, R., 2019. A Study on the Key Factors Influencing International Franchisors in Egypt (Applied On Hype)(Coca-Cola Company as a role model).

Dos Santos, M.A., Svensson, G. and Padin, C., 2013. Indicators of sustainable business practices: Tesco in South Africa. Supply Chain Management: An International Journal.

Gertner, D. and Rifkin, L., 2018. Coca‐Cola and the fight against the global obesity epidemic. Thunderbird International Business Review, 60(2), pp.161-173.

https://www.coca-cola.com/recruitment/,2020.

Khan, Z., Rao-Nicholson, R., Akhtar, P., Tarba, S.Y., Ahammad, M.F. and Vorley, T., 2019. The role of HR practices in developing employee resilience: A case study from the Pakistani telecommunications sector. The International Journal of Human Resource Management, 30(8), pp.1342-1369.

Ling, X., 2017. Customer Relationship Management: Case study Coca-Cola Company.

Lopez-Cabrales, A., Bornay-Barrachina, M. and Diaz-Fernandez, M., 2017. Leadership and dynamic capabilities: the role of HR systems. Personnel Review.

Serôdio, P.M., McKee, M. and Stuckler, D., 2018. Coca-Cola–a model of transparency in research partnerships? A network analysis of Coca-Cola’s research funding (2008–2016). Public health nutrition, 21(9), pp.1594-1607.

Banks, H., 2016. The business of peace: Coca-Cola's contribution to stability, growth, and optimism. Business Horizons, 59(5), pp.455-461.

Statista, 2020. Coca-Cola: number of employees 2018 | Statista. [online] Statista. Available at: [Accessed 12 March 2021].