Name: Prasanna Harishchandra Gaikwad.

Faculty: Commerce B.B.A 2019 (creadit pattern)

Semester: Third Year B.B.A 5th sem
Seat No: 1810
Roll No. :
College Name : Smt. Sudhatai Mandke College.

Subject: Human Resource Management (HRM).

Topics :
 Introduction Of HRM
 Cross Cultural HR & Industrial Relations.
 Coco – Cola Company HR Department Information.
 INTRODUCTION OF HRM

 Human resource management (HRM) is a critical function

within organizations that focuses on managing the most
valuable asset: people. Effective HRM practices are
essential for attracting, developing, and retaining a
skilled and motivated workforce that can contribute to the
achievement of organizational goals. HRM encompasses a
wide range of activities, including recruitment and
selection, training and development, performance
management, compensation and benefits, employee
relations, and legal compliance.

 Recruitment and selection involve attracting and

identifying the most suitable candidates for job vacancies.
HR professionals design recruitment strategies, assess
candidate qualifications, and make informed decisions
on hiring. Once employees are hired, training and
development programs enhance their skills, knowledge,
and abilities, equipping them to perform their roles
effectively and adapt to evolving business needs.

 Performance management processes help organizations

assess employee performance, provide feedback, and set
goals for improvement. It involves regular evaluations,
performance appraisals, and developmental discussions that
promote growth and career advancement. Compensation
 and benefits encompass designing equitable salary
structures, administering employee benefits, and
ensuring competitive remuneration packages that
recognize employee contributions.

 Employee engagement and motivation are key drivers of

organizational success. HRM initiatives focus on creating
an environment where employees feel valued,
recognized, and connected to the organization’s mission.
Through employee engagement surveys, feedback
mechanisms, and development opportunities, HRM
strives to enhance job satisfaction, foster a sense of
belonging, and inspire employees to go above and beyond
in their roles.

 The emergence of HR information systems (HRIS) has

revolutionized HRM practices by streamlining
administrative tasks, managing employee data, and
providing analytics for informed decision-making. HRIS
platforms enable efficient record-keeping, automate
processes, and support strategic workforce planning. Lastly,
legal compliance is a critical aspect of HRM. Organizations
must adhere to labor laws, regulations, and ethical
standards to avoid legal repercussions. HR professionals
ensure that policies and procedures are in line with legal
requirements and that employees are treated fairly and
equitably.
 In summary, effective HRM is essential for
organizations to thrive and achieve their objectives. By
strategically managing their human capital, organizations
can attract and retain talented employees, nurture their
growth and development, create a positive work
environment, and drive organizational success in a
competitive business landscape.
  Types of HRM :

There are several types or approaches to human resource

management (HRM) that organizations can based on their goals,
values, and organizational culture.
Here are some common types of HRM:
1. Traditional/Transactional HRM: This approach focuses on
the administrative and transactional aspects of HRM, such
as payroll processing, benefits administration, and
compliance with employment laws. The primary goal is to
ensure efficient HR operations and maintain legal
compliance.
2. Strategic HRM: Strategic HRM aligns HR practices with
the overall strategic goals of the organization. It involves
identifying and implementing HR strategies that support
organizational objectives. Strategic HRM emphasizes long-
term planning, talent management, and workforce planning to
ensure the organization has the right people in the right positions
to drive success.
3. Talent Management: Talent management focuses on
attracting, developing, and retaining top talent within the
organization. It includes activities such as succession planning,
leadership development, career management, and high-potential
identification. Talent management aims to nurture and retain
high-performing employees to build a strong and capable
workforce.
4. Performance-based HRM: This approach emphasizes
managing employee performance to drive organizational
success. It involves setting performance goals, conducting
regular performance appraisals, providing feedback and
coaching, and linking performance to rewards and recognition.
Performance-based HRM aims to enhance individual and
team performance to achieve organizational objectives.
5. Employee Relations: Employee relations HRM focuses on
building and maintaining positive relationships between
employees and the organization. It involves managing
employee grievances, handling conflicts, and fostering open
communication channels. Employee relations HRM aims to
create a harmonious work environment and promote employee
satisfaction and engagement.
6. Diversity and Inclusion HRM: This approach focuses on
creating a diverse and inclusive workplace. It involves
implementing policies and practices that promote diversity,
equity, diverse hiring practices, employee resource groups,
and training programs on unconscious bias. Diversity and
inclusion HRM aims to create a work environment that respects
and values individual differences.
7. Employee Engagement: Employee engagement HRM
focuses on fostering a positive work culture and enhancing
employee satisfaction and commitment. It involves
initiatives such as employee surveys, feedback mechanisms,
recognition programs, and work-life balance initiatives.
Employee engagement HRM aims to create a motivated and
engaged workforce that contributes to organizational success.
8. Agile HRM: Agile HRM is an approach that aligns HR
practices with the principles of agility and adaptability. It
involves being responsive to changing business needs,
promoting flexibility in work arrangements, and empowering
employees to take ownership of their work. Agile HRM aims
to create an agile organization that can quickly respond to
market changes and opportunities.
 SKILLS NEEDED FOR HRM

1.Communication Skills: Effective communication skills are

crucial for HR professionals. They need to communicate
clearly and confidently with employees at all levels, listen
actively, and convey information effectively in various
formats, such as presentations, written documents, and
interpersonal interactions.

2.Interpersonal Skills: HR professionals interact with

employees, managers, and stakeholders on a daily basis.
Strong interpersonal skills, including empathy, active
listening, relationship building, and conflict resolution, are
essential for fostering positive relationships and
effectively handling employee concerns.

3.Ethical and Professional Conduct: HR professionals deal

with sensitive and confidential information, making ethical
conduct a fundamental skill. Upholding confidentiality,
demonstrating integrity, and maintaining professionalism are
vital for building trust and credibility within the organization.
4. Problem Solving and Decision Making: HR
professionals often encounter complex issues and
challenges. The ability to analyze problems, gather relevant
information, evaluate options, and make informed decisions
is crucial for effective HR management. Problem-solving
skills help in identifying and implementing appropriate
solutions to address employee and organizational needs.

5. Strategic Thinking: HR professionals need to think

strategically and align HR practices with organizational
goals. They should be able to understand the business context,
anticipate future needs, and develop HR strategies and
initiatives that support the organization's long-term objectives.

6. Knowledge of Employment Laws and Regulations:

HR professionals must have a solid understanding of labor
laws, regulations, and employment practices. Staying updated
with changes in legislation and ensuring compliance with
legal requirements is vital to avoid legal risks and protect the
rights of employees and the organization.

7. HR Technology and Analytics: Proficiency in HR

technology and data analytics is increasingly important in
modern HRM. HR professionals should be familiar with
HR information systems (HRIS), applicant tracking
systems (ATS), and other relevant tools. They should also
be able to analyze HR data to derive insights for decision-
making and strategic planning
 Cross Cultural HR and Industrial Relations

INTRODUCTION OF CROSS CULTURAL

MANAGEMENT.

 Cross cultural management is the study of management in a

cross-cultural context. It consists of the study of the impact
of societal subculture on managers and control practices in
addition to taking a look at the cultural orientations of
individual managers and enterprise members.

 Cross cultural management includes managing work groups

in methods that considers the variations in cultures,
practices and alternatives of customers in a worldwide or
worldwide enterprise context. Many groups should
discover ways to adjust or adapt their tactics so as to
compete on a degree in fields not certain through bodily
geography with on-line interactions extra not unusual in
enterprise and different situations.

 Cross-subculture management occurs when a supervisor

oversees employees from a subculture apart from her very
own or when employees on a group are from special
nations, as well. There are some approaches a multicultural
 group is probably set up. Organizations have places of
work in special nations which can be controlled via the
means of humans within side the head office. At different
times, far flung personnel round the arena are controlled via
the means of a person in any other country. Another state of
affairs is when people have immigrated from different
countries and work along others who've additionally
traveled from elsewhere.

Meaning Of Culture:
 Culture: learned and shared human patterns or
models for living; day- to-day living patterns.
These patterns and models pervade all aspects of
human social interaction. Culture is mankind’s
primary adaptive mechanism” – Damen,

 “Culture is the shared knowledge and schemes

created by a set of people for perceiving,
interpreting, expressing, and responding to the
social realities around them” – Lederach, J.P.

 Culture…consists in those patterns relative to

behavior and the products of human action
which may be inherited, that is, passed on from
generation to generation independently of the
biological genes” – Parson, T.
 Cross Culture and Human Resource Management

Globalization, combined with growing diversity

within domestic workforces, has driven companies
toward seeking a better understanding of the
influence of societal culture on workplace activities.
As a result, there has been a consistently expanding
interest in cross-cultural studies of human resources
management (“HRM”) as a tool for providing
managers with insights into how cultural factors
should be considered in developing and
implementing HRM strategies and practice.
Cultural understanding is important for Selecting,
managing and motivating employees in foreign
business units, improving Communications between
employees working in different countries, and
establishing and Managing global teams formed to
take advantage of competencies that are widely
Disbursed across regions and time zones.
 Comparative and cross-cultural studies of HRM
Focus on national-institutional differences in human
resources practices, strategies and Systems using a
variety of dimensions of societal culture that may be
relevant to Understanding workplace dynamics
including attitudes regarding verbal and non- verbal
Communication; concepts of time and physical
space; group dependence; accepted Cultural norms
regarding hierarchy, authority and decision-making
processes; and Tolerance for risk and change.

Industrial relations Meaning:

The term industrial relations comprises two words,

i.e. ‘industry’ and ‘relations’. The term ‘industry’
refers to any productive activity in the organisation
in which the employees are engaged. On the other
hand, the term ‘relations’ refers to the relationship,
which exists within the industry between the
management and the employees. The relationship
between management and employees within the
organization within the organizational settings is
defined by industrial relations. Industrial relations
emerge directly or indirectly from management-
trade union relationships.
 Characteristics of Industrial Relation

Following are the significant features of

industrial relations:
 Industrial relations are the result of
employment relationships in industrial
enterprises.
 Industrial relations introduced the concept
and method of balancing and cooperating.
 Industrial relations formulate rules and
regulations to maintain harmonious
relations.
 The intervention of the Government to shape
the industrial relation is made through laws,
agreements, rules, charters, etc.
 Industrial relations incorporate both
individual relations and collective
relations.Several parties play a role in
industrial relations.
Objectives of Industrial Relation
Following are the different objectives of industrial
relation.
 To establish industrial peace.
  To safeguard the interests of both workers and
management.
 To avoid industrial disputes.
 To raise the production capacity.
 To establish industrial democracy.
 To minimise the labour turnover rate and
absenteeism.
 To safeguard the workers economic and social
interests.
 To contribute to the economic development of
the country through productivity.
 To minimize strikes, lockout, Heroes, etc., by
providing good working conditions and fair
wages to the workers.

Nature of Industrial Relation:

 Industrial relations are concerned with the relationship
between management and workers.
 Industrial relations safeguards the interest of employees.
 Industrial relations are concerned with the system, rules,
and procedures used by unions and employees to determine
the reward for effort and other conditions of employment,
 safeguard the interests of the employees and their employer
and regulate how employers treat their employees.
 Industrial relations maintain a balance with employee
expectations, employer associations, trade unions, and
other social and economic institutions of societies.
 Industrial relations help in resolving disputes, conflicts, and
controversies between labour and management.
Scope of Industrial Relation
 Industrial Relations is a wide-reaching term. Different
scholars have expressed their different views on the scope
of industrial relations. According to Dale Yoder, “Industrial
relations incorporate policies related to recruitment,
selection, training of workers, personnel management, and
collective bargaining.” According to the International
Labour Organization (ILO), industrial relations incorporate
the relations between state and employers and relations
between trade unions and employers associations.
 According to Richard A Lester, the scope of industrial
relations is no longer limited only to trade unions and
industrial management, rather it includes all aspects of
labour such as wages, productivity, social security,
management, and employee policies. Trade Union policies
also form part of it.
 In a modern organization, the industrial relations functions
are performed by the Industrial Relations Department. This
function is performed under the supervision of the Director
of the Industrial Relations department. In the performance
of this function, support is rendered by different managers
and subordinates. Different important functions performed
by workers of the industrial relation department includes:

 Management of policies and programs of industrial

relations.
 Public Relation.
 Labour Relation.
 Recruitment, Selection, and Placement of labourers.
 To provide medical and health-related services.
 Provision of recruitment test, ability test, skill test, and
intelligence test.
 Provision of training and education program.
 What is the Importance of Industrial Relations?
Promotes Democracy: Industrial relations means employing
collective bargaining to resolve issues faced by workers. This
collective bargaining is generally employed through
cooperation and mutual agreement amongst all the affected
parties, i.e., democracy, management, and employees unions.
This enables an organization to establish industrial
democracy, which eventually motivates the workers to
perform their best to the growth and prosperity of the
organization.
High Morale: Good industrial relations enhance the morale of
the employees and motivate the workers to work more
efficiently.
Avoid Conflicts Between Management And Union: Industrial
relations minimize issues between unions and management.
This is because industrial relations incorporate setting up
machinery to resolve issues faced by management and
employees through mutual agreement to which both these
parties are bound. This results in ignoring any unfair practices
that could lead to major conflicts between employers and
trade unions.
Minimises Wastage: Satisfactory Industrial relations are
maintained on the basis of co-operation and recognition of
each other in the department. It helps to minimise wastage of
material, manpower, and costs.
Economic Growth And Development: Good and harmonious
industrial relations result in increased efficiency and hence
prosperity, which in turn minimise turnover and other tangible
benefits to the organization. This promotes economic growth
and development.
Functions of Industrial Relations The important functions of
industrial relations are: To establish communication between
workers and management to maintain the sound relationship
between the two.
To establish support between managers and employees.
To ensure the creative contribution of trade unions to avoid
industrial conflicts. To safeguard the interests of workers and
the management, To avoid an unhealthy and unethical
atmosphere in an industry. To formulate such considerations
that may promote understanding, creativity, and
cooperativeness to enhance industrial
 HR Policies Of Coco-Cola Company

Coca-Cola was founded in May 1886 by Dr. John

Pemberton
Coca-Cola was first sold to the public in Atlanta at
Jacob’s Pharmacy.
Only 9 servings of the soft drink were sold each
day.
Sales for the first year were only $50.
Company culture
•Special training is given to employees, New
employees also are placed with old ones to learn
work and the values prevalent in the company.
•Two cups tea are free for every employee daily
this representsthe hospitable nature of the
company, This factor keeps theemployees
motivated as they are taken well care this fact is
clear by the physical actions took by the company
•The company working environment is really a
good blend of Asian and western values.

Wages
•Coca- cola is providing Smart wages
To its employees, which are competitive and really
satisfy its employees.
• As along with the wages they are provided with a
lot of facilities and amenities.
• In brief structure ,Wages can be described like
this “ Blue collar workers Are offered wages along
with commission, sales man are offered wages
plus commission pursuing certain criteria.
•“White collar” Workers who are the officers and
the executives draw a handsome amount of salary
which is really competitive.
Time management
•They are managing the working time in two
shifts. They can include some extra shift if there is
demand but normally there are two shifts,
whichare explained in the following.

•8 a.m. to 4 p.m. (all departments other then

technical departments).

•4 p.m. to 12 p.m. (Technical department).

Medical Facilities

•The Coca-Cola Company is providing Medical

facilities to all its employees.

•These treatments are provided to employees as

per their designations.

•The medical facilities are also provided to

supervisors as well as the officers in the company.
Human Resource Management within Coca-Cola

•Human Resource Management at Coca Cola

Company has many advantages.

•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.
 Job analysis and designing

•Coca cola company HR department has its own job

description and job analysis in which they get the
information about employees work activities, human
behavior, performance standard, job context and
human requirements and also other information
related to this conduct.
Planning and Forecasting
Coca cola HR department involves in company
strategic planning and they also make sufficient
planning for hiring new employees in the future.
They forecast for the expected employees needs
in the organization.
They forecast of employees on the change
technology and increasing in productivity.
Training process of employees
•After recruiting the fresh employee, they are
trained for three months and also pay them
 salaries after three months they become part of a
firm
•Coca Cola also give training to existing employee,
depending upon the ondition for example if new
technology is introduced first of all ,full training is
given about new technology then they are allowed to
start their job .

Recruitment process
Coca Cola’s Recruitment process is well
established .First of all HR Department give ads in
news papers, company website, institutions etc.
Then application form, from candidates with
required documents and CV is asked.
Recruitment is both- • Internal recruitment •
External recruitment
Performance Appraisal
•Coca cola performance appraisal is on the annual
basis. HR manger Says “we Appraise our employee
on their performance.
•We set the goals in the beginning of year and tell
the employees about the goal if the employees
achieve this goal we appraise the employees.”

Compensation and benefits:

•Basic salary
•Bonus
•Medical facility
•Pick and drop
•Gratuity fund
•Social security

Employees relationship :
 Coca Cola believes that an open door policy is the
best policy for the employees relations because due
to this, the employees feel very independent and
they know that if they get into any problem, they can
contact directly to the manager of their department.
 So Coca Cola strongly believe that such policy
makes its employees satisfied.
Safety Policy
•Coca Cola has set safety standard at a level that
ensures compliance with governmental and company
requirements.
•Protect the employees and ensure public safety
extending throughout the organization.
• Integrated approach of innovation for the safety of
employees at all operation levels.
•Establish mechanisms to communicate effectively
with The employee’s Consumers and government on
the safety performance.
Thank you