Human Resource Management

Topics: Human resource management, Employment, Human resources Pages: 6 (1448 words) Published: August 7, 2014
1. Human Resource Manager of PepsiCo’s Possible Reasons for Cessation of Employment 1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo. 2. Conflicts between management and HR Manager regarding a company issue or conflicts between employees and HR Manager. 3. Changes in his/her life situation. If he/she is married or had a baby, and the salary and benefits no longer support your needs, he/she has to find a better opportunities to support his/her family. 4. The culture and values of the company is way different from His/her culture and values then it will be difficult for him/her to apply this in work. 5. Because of the high stress level at work, that affects the physical or mental health and also it affects the relationship between his/her friends and family. 2. The Company Exit Procedure for the Above Situation

Exit interview is very important for the both parties to communicate with each other and discuss about the issues he/she have and about the policies. First of all HR Managers left the job without giving any notice to the management of the company and for that company can take legal actions against the former HR Manager. Before that company should conduct an exit and release interview to former HR Manager to know the reasons behind the action. To do that Company can communicate with former HR Manager to do the exit interview. If he/she come to the interview then company can ask the reasons and both parties can talk and make a decision. In this interview company can offer his/her job again if he/she is willing to join the company. If he/she is not coming for the interview and he/she has a company car or mobile, company can take legal actions like he/she went without informing and for that company can cut the salary of that month because he/she left against the company policy. After finishing the exit interview and after discussing all the things company can take legal actions against former HR Manager for going against the policy of the company. And also company can hire a new HR Manager for the job.

Task 2 (Essay)
Human Resource Management and the Impact of the Legal and Regulatory Framework HR Manager Plays a huge role in a company and the success company achieve directly goes to the HRM. Mainly HR Manager Role is to give advice to the employees about their trainings, legal rights and how to solve problems and building a strong relationship between the employees and the company. If Management is not following the legal rights given by the authority then there wouldn’t be any smoothness in the working environment and without that company cannot achieve their objectives. “HRM is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices” (Bratton & Gold 2007: 7). According to Edwin Flippo “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals”. The difference between HRM and Pm is that HRM is a proactive function and PM is reactive function. In HRM they deal with managing workforce that is one of the primary resources of the company which contributes the success of the company. On the other hand PM deals with payroll, employment low, training, recruiting and handling related tasks. HRM gives more importance to the employees’ abilities. On the other side PM gives their highest importance to the rules given by the company. In HRM they always work along with teams rather than working with divisions which practices in PM. Decision making is fast in HRM than in PM. Because in PM decision making is slow. Human Resource can make better and positive contribution to any company. First of all HRM needs to...
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