A

ASSIGNMENT
ON
GLOBAL HUMAN
RESOURCE
MANAGEMENT
TOPIC GLOBAL HR
POLICIES OF CADBURY
SUBMITTED TO

SUBMITTED BY

MRS PRADEEPIKA

Rashmi Dahiya(65)
Sonia Rani(111)
MBA (B) Final yr.

INTRODUCTION
Cadbury is a chocolate confectionery market started in 1842 by john Cadbury in
Birmingham. He started with a shop selling coffee, tea, drinking, chocolate and
cocoa. This was started due to his believe that alcohol was the main cause of
poverty in their society. Hence he thought chocolate drinks can be alternative for
alcohol. By 1842, john was already selling 11 kinds of cocoa and 16 kinds of
chocolate drinks Benjamin john.

OBJECTIVES

To make lots of chocolate.

Improve the quality of their chocolate.
To survive in the market.
Have loads of stores worldwide.
To be an ongoing company.

FUNCTIONAL DEPARTMENT
Cadburys focuses mainly on the following departments:

HR department
Finance department
Marketing department
R & D department
Production department

HR DEPARTMENT OF CADBURY

HR policies
Recruitment
Selection
Training & Development
Performance Appraisal
Compensation

HR POLICIES OF CADBURY
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Core labour rights and dignity at work

Respect the rights of the employees to join legally recognized labor
unions.
Not tolerate any form of harassment in the workplace.

Health and safety in workplace

Health and safe work environment for each employee.

Fair remuneration
Working hours and remuneration and reasonable and comparable to
those offered by similar companies.

Diversity and respect for differences

Manage diversity to create competitive advantage.

Opportunity for development

Opportunity of personal and career development and regardless of
their gender, age, marital, status, sexual orientation, disability, race,
religion, or national origin.

RECURITMENT IN CADBURY
Firstly hire BOB STACK as a HR Director
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It starts from selecting the right person for the right job.

Applications
It includes opportunity across India. By filling the application form.

Assessment
After receive the application the company analysis the candidate CV and
background to measure that the match against the roll profile.

Pre Interview
In this it include a battery of tools like written test and group activities.

Interview
In this interview with human resource team and functional experts, it may be
phone, online, face to face interview.
This company use competency based interviewing techniques that will draw
experience and real example from our professional life.
Cadbury Schweppes human resources management strategy for the polish project
was identifying local candidates wherever possible. This would give polish
individuals a sense of freedom to manage their business within a familiar
environment and according to local needs, supported by resources and experiences
from other part of the Cadbury Schweppes global company.
However, there was a known shortage of experience locally, particularly in the
finance and marketing functions, so the company anticipated that it would need to
have a fair amount of expatriate involvement, particularly in the early stages of
getting the polish business operational.
A multi disciplinary team was formed to:
Identify the key management roles to be filled within the polish
operations.
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 Devise a recruitment plan to attract the best quality candidates.

Prepare an induction and training process for new employees.
A structure for top management team was devised. Job description
were then written for the key management roles. To do this, decision
about the degree of functional expertise required had to be traded off
against knowledge of Cadbury Schweppes and its operations, local
polish experience and general.

Business for global induction programmes.

Five key lessons at Cadbury.
Ks knowledge hub at Cadbury.

FINDINGS
Training and development helps in optimum utilization of
human resources, development of human resources,
development of skill of employees increases the productivity of
employees that helps the organization to achieve its long term
goal, team spirit, improve the organizational culture and
effectiveness.

PERFORMANCE APPRAISAL IN CADBURY

Examine and evaluate an employees work behavior by
comparing it with preset standards.
Document the results of the comparison.
Individuals performance appraisal did not create any value
and in future all the paper work will be reduced to a one page
summary.
It made a great deal of differences to the way we have
achieved, said bones.
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RETIREMENT AND BENEFITS PLANS

Health and welfare

Medical and dental plans
Premiums
Saving plans
Pension plans

RECENT TRENDS IN OPERATIONS MANAGEMENT AND

CADBURY
GLOBAL STRATEGY + MISSION SUPPORTIVE
Growth: profitable growth in emerging market (india,
china, Russia)
Cost & efficiency: managing brands on a global basis,
outsourcing low value added processes and reconfiguring
manufacturing network.
Disciplined investment: in 2007, partnership with
Barry callebaut (the worlds largest cocoa processing
company)
Superior Returns: strong dividend growth, an efficient
balance sheet, consistent improvements in ROIC.

PROBLEMS FACED BY CADBURY

Cadbury hits the women controversy
CADBURY faced tough times as the business environment for its
chocolates became increasingly negative.