The paper 'HRM Strategies of Cadbury Schweppes " is a great example of a human resources case study. Cadbury Schweppes is a worldwide renowned company famous for its confectionery products making it a great power in the market. Being such a huge producer makes it reliant on a strong workforce to manufacture products which are able to meet the expectations of the large customer base. It has been evaluated that the company employs more than 50 thousand employees worldwide and HR is the backbone of the enterprise. With the changing business environment such as technology, employment legislation, economic changes, etc and the strategic changes of the organisation like the adoption of TQM and team-working, greater customer focus, etc.
lead to the growth of a strategic human resource management approach for Cadbury (UAC. 2015). This assignment throws light upon the different aspects of human resource management which the company has focussed upon right from the beginning and where the owners of the company always felt that there should something of interest for the employees who spend a major part of their life or working time in the industry.
The different issues of strategic HRM along with the inner factors like training and development, recruitment and selection, performance management and appraisal have been discussed in details. 2.0. Effectiveness of HRM 2.1. Organisational and HRM Strategies The organisational strategies help a firm to determine its long-term vision and goals and help in the accomplishment of the same. It helps the company to understand where it currently stands, where it wants to be and what is needed to attain the same. Strategic HRM helps to blend of strategic planning with human resource planning towards the achievement of organisational goals.
The company can generate capital and technology, but it becomes very difficult to rightly strategise and motivate the employees towards facing any difficult situation and upcoming challenges (Dessler, 2005). When working hand-in-hand, they both add towards improving productivity, job satisfaction, employee commitment and overall organisational performance and profitability. Cadbury manages its human resources with such approach that it aims to identify the core competence of its people and use those resources with each individual’ s capability for the creation of competitive advantage for the organisation to stay at the leading position against its competitors.
Cadbury looks to optimum business performance from the available human resources with the use of a four-dimensional strategic human resource management approach which is strategic integration, the commitment of the employees to the organisation, structural flexibility and best quality goods and services (Bansal and Bansal, 2014). A proper blend of the organisational and HRM strategies helps Cadbury is attaining maximum output and highly satisfied and self-devoted employees who automatically help in the achievement of organisational goals of the company.
The strategies of the company strongly focused on the well-being of its employees under the unique work culture and some special programs that the company has launched like ‘ Managing for Value. ’ The nature of the relationship between the employer and employees promotes a united culture within the organisation. With the organisational strategy of the company laying emphasis of the HRM strategies has worked very well for the company providing it with maximum utility.
Bansal, B. and Bansal, A. 2014. Approaches of Cadbury Schweppes Company to manage its human resources and business strategies. International Journal of Scientific and Research Publications. Vol 4(10).
Dessler, G 2005. Human Resource Management, 10th edn, Prentice Hall.
Edgar, F. and Geare, A. 2005. "HRM practice and employee attitudes: different measures - different results", Personnel Review, Vol. 34 No. 5, pp. 534-49.
Fair Work Commission. 2015. Resolving issues, disputes and dismissals. Retrieved on 10/09/15
Leopold, J., Harris, L. and Watson, T. 2004. 'The Strategic Managing of Human Resources.’
Montana, J.P. and Charnov, B.H. 2000. "Training and Development". Management. Barron's Educational Series. pp. 225.
Morton, C, Newall, A and Sparkes, J. 2001. Leading HR: delivering competitive advantage, CIPD Publishing.
Patel, S. 2015. Workplace Transformation and the Changing Nature of Work. Retrieved on 10/09/15
Personnel Today. 2000. Cadbury’s puts appraisals low on priority list. Retrieved on 29/08/15
Singh, H. 2012. Training and Development: A Prominent Determinant for Improving HR Productivity. International Conference on Management and Education Innovation. Vol(37)
Sims, R.R. 2002. Organisational success through effective human resources management, Greenwood Publishing Group.
Stone, R.J. 2008. Human Resource Management, 6th edn, John Wiley & Sons Australia.
Spinks, N. and Moore, C. 2007. The Changing Workforce, Workplace and Nature of Work: Implications for Health Human Resource Management. Nursing Leadership, 20(3). Retrieved on 28/08/15
UAC. 2015. Cadburys Approach To Managing Its Human Resources Management Essay. Retrieved on 28/08/15