Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages as well as disadvantage. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company, cultural and political differences need to be taken into account.
Human Resource Management- is used to describe the function that is concerned with people-the employees. Human resource management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals.
Human Resource Management consists of numerous activities including: •
Equal employment opportunity (EEO) compliance
Human Resource Planning
Employee recruitment, selection, motivation and orientation •
Performance evaluation and compensation
Training and development
Safety, health and wellness
Four Descriptions of HRM
It is action oriented. Effective HRM focuses on action rather than on record-keeping, written procedure, or rules. 2.
It is individual oriented. Whenever possible, HRM treats each employee as an individual and offers services and programs to meet the individual’s needs. 3.
It is globally oriented. HRM is not only an American function or activity 4.
It is future oriented. Effective HRM is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees.
The history of HRM can be traces to England, where masons, carpenters, leather workers and other craftspeople organized themselves into guilds. They used their unity to improve their work conditions these guilds became the forerunners of trade unions. The field further developed with the arrival of the Industrial Revolution in the latter part of the 18th century, which laid the basis for a new and complex industrial society. A new kind of employee, a boss, who wasn’t necessarily the owner as had usually been in the case in the past, became a power broker in the new factory system. With these changes also came the widening gap between workers and owners.
The drastic changes in technology, the growth of organizations, the rise of unions, and government concern and intervention concerning working people resulted in the development of personnel departments. Early personnel administrators were called welfare secretaries.
The HRM function today is concerned with much more than simple filing, housekeeping, and record-keeping. When HRM strategies are integrated within the organization, HRM plays a major role in clarifying the firm’s human resource problems and develops solutions to them. It is oriented toward action, the individual, worldwide interdependence, and the future. Today it would be difficult to imagine any organization achieving and sustaining effectiveness without HRM programs and activities. The strategic and competitive advantage importance of HRM to the survival of an organization will become clearer as we move into the book. For years the HRM function had not been linked to the corporate profit margin or what is referred to as the bottom line. The role of the HRM in the firm’s strategic plan and overall strategy was usually couched in fuzzy terms and abstractions. HRM was merely a tag-along unit with people-oriented plans, but was not a major part of the planning and strategic thinking process. Today, because of the recognition of the crucial importance of people, HRM has become a major player in developing strategic plans. Organizational and human resource plans and strategies are inextricably linked. The HRM strategies...
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