Strategic Human Resource Management
QUESTION 1.1
Introduction
Cadbury Schweppes with manpower of 50,000 and manufacturing operations in more than 35 countries is the 3rd largest soft drinks company in the world. Strategic human resource management is the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility.
To ensure its workforce and business strategies are aligned, different approaches relevant to the Strategic Human Resource Management model are undertaken.
Approaches
The best practice view is different from the best fit view because a universal prescription is preferred. Human resource is a key resource of organizations and that the intangible resource of knowledge that goes hand in hand with the human resource may form the bedrock on which firms may try to build performance and competitiveness. (Boxall & Purcell, 2003)
A key to effective management is the development and maintenance of a good flow of communication to and from all employees. Employers should strive to keep employees informed about the company’s policies, procedures, programs and products. The first step in strategic planning is establishing a mission, vision and goals for the organization. (Snell & Bateman, 2004) The case study clearly shows that Cadbury Schweppes’s board of director communicated to all levels of people of the company’s direction “to deliver superior shareholder performance’
The best fit view is based on a contingency paradigm for making adjustments to practices in the organization in response to internal and external environment pressures and demands, maintains that we should fit the HR strategy to the surrounding environmental context. (Salaman et al, 2005)
With the acquisition of Trebor Bassett and Adam, Cadbury’s human resource needs to develop a new culture in order for its business to be successful. Working Better Together framework was introduced and it provides more than 50 online
Introduction
Cadbury Schweppes with manpower of 50,000 and manufacturing operations in more than 35 countries is the 3rd largest soft drinks company in the world. Strategic human resource management is the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility.
To ensure its workforce and business strategies are aligned, different approaches relevant to the Strategic Human Resource Management model are undertaken.
Approaches
The best practice view is different from the best fit view because a universal prescription is preferred. Human resource is a key resource of organizations and that the intangible resource of knowledge that goes hand in hand with the human resource may form the bedrock on which firms may try to build performance and competitiveness. (Boxall & Purcell, 2003)
A key to effective management is the development and maintenance of a good flow of communication to and from all employees. Employers should strive to keep employees informed about the company’s policies, procedures, programs and products. The first step in strategic planning is establishing a mission, vision and goals for the organization. (Snell & Bateman, 2004) The case study clearly shows that Cadbury Schweppes’s board of director communicated to all levels of people of the company’s direction “to deliver superior shareholder performance’
The best fit view is based on a contingency paradigm for making adjustments to practices in the organization in response to internal and external environment pressures and demands, maintains that we should fit the HR strategy to the surrounding environmental context. (Salaman et al, 2005)
With the acquisition of Trebor Bassett and Adam, Cadbury’s human resource needs to develop a new culture in order for its business to be successful. Working Better Together framework was introduced and it provides more than 50 online
References: (always on a new page, each question should have its references) Carrell, M. Kuzmits, F. Elbert, N. 1992, Personnel/Human Resource Management, Macmillan Publishing Company, New York. Cascio, W.F. 1998, Applied psychology and human resource management, 5th edn, Prentice Hall, Upper Saddle River, New Jersey. Dessler, G. 2003, Human resource management, 9th edn, Pearson Educational International, New Jersey. Leopold, J. Harris, L. & Watson, T. 2005, The Strategic Managing of Human Resources, Pearson Education Limited, London. Boxall, P. & Purcell, J. 2003, Strategy and human resource management, Palgrave-Macmillan, Hampshire, United Kingdom. Salaman, G. Storey, J. & Billsberry, J. 2005, Strategic human resource management: theory and practice, SAGE Publications, London. Snell, S. & Bateman, T. 2004, Management: The New Competitive Landscape, McGraw-Hill, New York, America.