HRM Report on Planning, Motivation and Recruitment

Task 1

Coca-Cola is one of the world’s most recognized and successful beverage companies, known for its iconic soft drink introduced in 1886 by Dr. John S. Pemberton in Atlanta, Georgia. Over the years, Coca-Cola has grown from a single soda product into a global brand, operating in more than 200 countries with a diverse portfolio of over 500 beverages, including carbonated drinks, juices, water, tea, and energy drinks.

The company’s success is built on strong branding, consistent quality, and powerful marketing that focuses on emotions such as happiness, sharing, and togetherness. Coca-Cola’s red-and-white identity, memorable slogans like “Open Happiness,” and globally recognized logo make it a symbol of refreshment and positivity.

Today, Coca-Cola remains a leader in the beverage industry through its wide distribution network, product innovation, and ability to adapt to changing consumer preferences. Its commitment to sustainability, community engagement, and global reach ensures its position as one of the most influential brands in the world.

Its Human Resource Management plays a major role in maintaining its global success. The company employs thousands of people across more than 200 countries, so HRM focuses on building a talented workforce, maintaining a strong company culture, and ensuring high levels of employee motivation and performance.

As a newly appointed Human Resource Manager for Coca-Cola you have been asked to lead with the restructuring of the department as part of organizational change. The Human Resources (HR) department will be restructured based on the findings of a review report, which you have been asked to complete. You are to review the internal and external factors for effective planning of human resource requirements of this organization and understand the importance of managing employee performance at work while pointing out the key skills required for employees to efficiently carry out their roles. The review will also include possible ways to motivate employees for optimal productivity. The report will also emphasize how to gain maximum committed employee cooperation. This has to be submitted as a case study report.

Task 2

Habib Bank Limited (HBL) is one of Pakistan’s largest and oldest commercial banks. Established in 1941 in Bombay by the Habib family, HBL became Pakistan’s first commercial bank after independence and later moved its headquarters to Karachi. Over the decades, it has grown into a major financial institution with one of the biggest branch networks in the country, serving millions of customers.

HBL provides a wide range of financial services, including retail banking, corporate banking, Islamic banking, digital banking, loans, investments, and international trade services. The bank has a strong global presence as well, with branches and representative offices in various countries across the Middle East, Asia, Africa, Europe, and the United States. Habib Bank Limited (HBL) has a workforce of about 20,661 employees.  Habib Bank Limited (HBL) uses a fully digital recruitment process to source and select candidates, leveraging modern technologies like Oracle Fusion Cloud HCM to streamline applications and assessments. While specific details can vary by role, the general process involves online applications, virtual assessments, and interviews. HBL also focuses on talent acquisition through strategic partnerships with senior management to find candidates for senior and C-level role

The main objective of this study is to understand the process of recruitment and selection of HBL and its impact. To achieve the main objective this you are required to highlight some specific objectives that can be in the following manner:

• investigate and collect job descriptions
• analyses job descriptions and their content
• investigate and collect person specifications
• analyze person specifications and their content
• investigate and collect application documentation
• analyze application documentation and its content
• prepare own CV
• complete application documentation
• identify pre‐interview material
• assess the purpose of pre‐interview material in specific instances
• prepare pre‐interview material for the selection process
• identify pre‐interview material
• assess the purpose of interview materials and activities in specific instances
• prepare interview material for the selection process
• plan interviews for job vacancies
• take part in selection interviews
• identify post‐interview material
• assess the purpose of post‐interview material in specific instances
• prepare post‐interview material from the selection process

TASK 1

Research and investigate how Coca-Cola is planning to use human resources in a way that takes account of the internal and external changes that impact on Coca-Cola.

Prepare a handbook with an overview of the organization and detailing the following information:

P1)    Describe the internal and external factors to consider when planning the human resource requirements of Coca-Cola by examining how Coca-Cola is developing and how changes which may arise from internal decisions and external events can affect the direction Coca-Cola is moving in.

Explain why human resource planning is important to Coca-Cola. You must explain why human resource planning is needed to ensure Coca-Cola has employees with the necessary skills, knowledge and abilities to fulfil its purposes.

Analyze the importance to Coca-Cola’s success of effective human resource processes and planning over the years.

P2) “Employees begin work with a set of skills that need to be adapted and modified as their skill requirements develop as any organization develops”

Describe how the skills that employees require to carry out jobs in an organization are identified. Also consider the skill sets required of the employees of COCA-COLA. Explain methods Coca-Cola uses to review human resource practices and its importance to Coca-Cola’s business planning.

Evaluate the effectiveness of various human resource methods explained earlier and processes in relation to Coca-Cola’s success.

P3/4) Some reward systems emphasize payment by results and are influenced more by ideas of scientific management and Taylorism. Other reward systems emphasize the personal and social nature of motivation and draw on ideas from Maslow and Herzberg.

You are required to show how the ideas of writers on motivation have shaped the way Coca-Cola motivates their employees in the form of a case study assessment report. The case study assessment report should cover the following:

• Identify How Coca-Cola can motivate its employees referring to monetary and non‐monetary aspects
• Compare the use of motivation theories used by Coca-Cola.

You must compare how different theories of motivation contribute to the techniques used for employee motivation in Coca-Cola.

How does Coca-Cola or a similar business motivate its employees and assess these ways that Coca-Cola uses to motivate its employees and improve business performance. Suggest, with justification, ways to further improve motivation amongst employees at Coca-Cola. You must reach justified conclusions about how Coca-Cola might modify and develop the motivational techniques and associated reward systems it uses.

Explain the link between motivation of Coca-Cola’s employees and Coca-Cola’s performance. Evaluate this co relation between effective strategies that Coca-Cola implements for motivation and its impact on Coca-Cola’s performance.

TASK 2

Prepare a report and present it to appropriate audience with an overview of organizations detailing the following information:

P5) Identify how HBL plans and conducts recruitment using internal and external sources. Also explain the reasons why vacancies occur at HBL, and the factors which influence organizations such as HBL to recruit.

Also evaluate the recruitment and selection processes used in a large business organization such as HBL and how they contribute to the success of the business.

P6) Provide a concise but detailed guide of the impact of the legal and regulatory framework on recruitment and selection activities of HBL. You should focus on the key legal and ethical requirements of selection interviews and how HBL adheres to recruitment processes that are ethical and comply with current employment law.

Analyze and evaluate the importance to HBL’s performance of different recruitment and selection methods and processes that HBL’s management uses.

Expert Answers on Above HRM Questions

Human Resource Management (Coca Cola)

Internal and external factors affecting HR planning: An analysis indicates that the internal factor affecting the HR planning is the growth of the organisation and restructuring decisions, leadership style followed with the company, existing employee performance and turnover rate, and also the technological changes and automation. The external factors are the changes in the Global labour market conditions, employment regulations, inflation, and technological innovation.

Human resource planning

Human resource planning is highly important because it allows the organisation to maintain the right number of skilled employees necessary to carry out its business operations. For companies like Coca-Cola, it is important to have an effective human resource planning strategy to allow it to effectively adapt to market and consumer changes globally, and support global consistency across countries.

Skills identification and HR review

The skills identification is carried out with the help of job analysis and job description, through performance appraisals, training need analysis and feedback from employees and managers. In the case of Coca-Cola, the key skills that are needed include communication and team work, leadership and management, technical skills and ability to adapt across situations.
Human resource practice review methods: The important methods to review HR practice includes performance reviews, survey with employees, benchmarking against competitors etc. The effectiveness of such review methods is that they allow for proper alignment between workforce skills and business strategy, and also supports employee development and retention.

Motivation and reward system

Employees can be motivated using a reward system consisting of both monetary and non monetary benefits. Monetary motivation can be achieved using salaries and bonuses, performance related pay and financial incentives. Non-monetary motivation is possible by way of recognition and rewards, career development opportunities, and providing training and work life balance.
Motivation theories: The important motivational theories are Maslow theory of motivation, and Herzberg factors whereby Maslow theory emphasises on meeting the needs of employees through progression and security whereas Herzberg factors focuses on motivators like achievement and recognition.

Link between motivation and performance

There is a positive link between motivation and performance as highly motivated employees are likely to contribute positively in terms of higher productivity and better output. It contributes towards lower absenteeism and staff turnover and ultimately supports positive organisational performance.

Improvement suggested

It is important for the company to focus on employees while following a strategy of personalised reward systems and support leadership development programs.

Habib Bank Limited (recruitment and selection)

Recruitment planning at HBL

The internal recruitment should be carried out through promotions and internal transfers while the external recruitment should be performed using online job portals, graduate programs and professional networks.

Factors contributing to vacancies

There are many factors that contribute to vacancies and need for recruitment such as the expansion decision by the business, high employee turnover, retirement of employees or creation of new roles.

Factors influencing recruitment

The factors that highly affect the recruitment process are the availability in the labour market, changes in technology, legal requirements and organisational strategy.

Evaluation of recruitment and selection

Recruitment can be carried out at a faster pace using digital recruitment strategies. The use of online assessment can help in improving the candidate quality and structured interviews are crucial in achieving fairness.

Legal and ethical framework

The legal requirements that need to be considered are the equal employment opportunity, discrimination laws, fair selection procedure, and data protection and privacy laws. The ethical values to observe are transparency in the recruitment process, selection based on merit, and avoiding any kind of biases in the process.
Importance to business performance: The selection of appropriate employees is crucial for the business because it helps in achieving productivity through better employee satisfaction, and also reduces employee turnover.

This model answer is reviewed by Jonathan Sabarre, having expertise in organisational behavioural analysis. Disclaimer: This answer is a model for study and reference purposes only. Use it for your learning to do your assignment on your own. Please do not submit it as your own work.

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