SHRM INDIVIDUAL ASSIGNMENT

Ananya Verma
1901184
 WHY CADBURY?

• Known for its deep commitment to its people and their families.

• Known for its deep commitment to its people and their families.
•  It puts its people first above everything else, which has earned it
•one
 It of
putstheits people
most first loyal
fiercely aboveworkforces
everythinginelse, which has earned it
the world.
one of the most fiercely loyal workforces in the world.
• The company has “maintained its worker village and R&D
•factories. 
The company has “maintained its worker village and R&D
factories. 
The village offers its staff and their families a comfortable enviro
nment village
The to workoffers its staff and their families a comfortable enviro
and live.”
  nment to work and live.”
 
•  The company’s people-first approach in everything it does is a
•perfect
 The company’s
example ofpeople-first
how its HR approach
strategyin everything it does is a
is aligned seamlessly
perfect
with example
its broader of how
business its HR strategy is aligned seamlessly
goals
with its broader business goals
 ARTIFACTS
Artifacts consist of visible manifestations of an organization’s culture, anything tangible, overt or
Artifacts
verbally consist of elements
identifiable visible manifestations of an such
in an organization organization’s culture,
as the logo, anything
mission tangible,
statement, dressovert
codeor
ofverbally
employees, identifiable elements
factory design, in an organization
machinery such as the logo, mission statement, dress code
and furniture.
of employees, factory design, machinery and furniture.
@ Cadbury:
@ Cadbury:
Their mission statement is “Cadbury's means quality: this is our promise. Our reputation is built
Theirquality:
upon missionOur
statement is “Cadbury's
commitment means quality:
to continuous this is our
improvement willpromise.
ensure Our
that reputation
our promiseis built
is
upon
delivered”.quality: Our commitment to continuous improvement will ensure that our promise is
delivered”.
• This statement makes an emphasis on Cadbury’s determination to provide quality products to
•itsThis statement
customers, makes
which an been
it has emphasis ondoCadbury’s
able to for almostdetermination
200 years. to provide quality products to
its customers, which it has been able to do for almost 200 years.
• It has continuously improved its products and expanded its product line over the years in order
•toItsatisfy
has continuously
even the most improved
difficultits products and expanded its product line over the years in order
customers.
to satisfy even the most difficult customers.
 ESPOUSED VALUES
A company’s values tell us what the company considers being the most important; they are the foundation on
A company’s
which valuesattitude
the company’s tell us and
what the company
behavior considers being the most important; they are the foundation on
are based.
which the company’s attitude and behavior are based.
@ Cadbury:
@ Cadbury:
• One of the most significant values was employee welfare. The aim was to create more than just a factory; but
•instead
One ofa the most significant
profitable company values was for
that cared employee welfare.
and nurtured itsThe aim was(Great
employees to create more
Place to than justThis
work). a factory;
value isbut
instead
most a profitable
readily seen in thecompany
buildingsthat cared for and nurtured its employees (Great Place to work). This value is
of Bourneville.
most readily seen in the buildings of Bourneville.
• The company’s emphasis on employee relationships is also presented in the way they listen and communicate
•with
Thestaff
company’s
throughemphasis on employee
various media relationships
that suited is also The
to its business. presented in the way
“Tell Trevor” they listen
system and communicate
gave their employees
with staff through various media that suited to its business. The “Tell Trevor”
chances to speak up, expressing their ideas and questions directly to the company’s president. system gave their employees
chances to speak up, expressing their ideas and questions directly to the company’s president.
• Cadbury’s culture gave much importance to caring for others. In 2009, approximately 80% of Cadburys’ staffs
•had
Cadbury’s culturevolunteers
or were doing gave much forimportance to community
charities and caring for others. In 2009, approximately 80% of Cadburys’ staffs
projects.
had or were doing volunteers for charities and community projects.
• Cadbury is also a company that commits to good ethical practices and sustainability. In 2007, it introduced the
•Purple
Cadbury
Goes is Green
also a company
vision forthat commits
2020, whichtoaims
goodtoethical practices
massively andits
reduce sustainability. In 2007, it footprints
global environmental introducedtothe
Purple
tackle Goeschange.
climate Green vision for 2020, which aims to massively reduce its global environmental footprints to
tackle climate change.
 BASIC ASSUMPTIONS
These assumptions are usually invisible, pre-conscious, “taken for granted” understandings held by
individuals of the company with respect to aspects of human behavior, nature of reality and
organization’s relationship to its environment.
@ Cadbury:
• The employees who worked in the company had a feeling amongst them about being trustworthy.
No matter how the situation would be, telling the truth was something that everyone would follow
without being told.
• They respected all the individuals working in the organization regardless of their positions. It was
also a taken-for-granted assumption that the product that they were making was 100% safe and
edible.
• There was equality between the sexes. No woman was given more importance than the men and
vice versa. Innovation was always welcomed at Cadbury.
• A feeling of taking the initiative of resolving a problem, if occurred within the organization was one
of the basic assumptions of Cadbury.
 DIMENSIONS OF SHRM AT CADBURY
Commitment of the employees to the
organization

Flexibility in Structure

Functions and high Quality of goods and

services
 SUCCESSFUL SHRM TRENDS

Auditing Performance
Auditing Performance

Auditing Performance has the objective of ensuring that the investment in

Auditingcan
personnel Performance
be justified.has
Thisthe objective
is used of ensuring
for setting that theand
up agreements investment
targets forin
personnel
the HR rolecanwithin
be justified. This is used
the company. for setting
Cadbury usesupthis
agreements
strategy and
of targets
auditingfor
the HR role
performance within inthe
to invest its company.
people andCadbury uses this
to set budgets strategy
bringing addedofvalue
auditing
to
performance
the company. to invest in its people and to set budgets bringing added value to
the company.
Devolution
Devolution

Devolution of HR activities is important for a more business led response to employee related issues.
Devolutionisofwhen
Devolution HR activities
some of isactivities
importantnormally
for a more business
carried out led
by response to employee
HR department relatedtoissues.
are given line
Devolution is when some of activities normally carried out by HR department are
managers or locations away from the head office. Cadbury Schweppes has indeed followed this trendgiven to line
managers
reaping or locations
the benefits sinceaway fromoftheManaging
the days head office. Cadbury
for Value wasSchweppes
launched inhas indeed followed this trend
1977.
reaping the benefits since the days of Managing for Value was launched in 1977.
Decentralization
Decentralization

Decentralization of the human resource functions amongst other business activities. In their period of
Decentralization
greatest change, inof2004,
the human resource
they went functions
through amongst
a major other business
reorganization, activities.
they moved to In their period of
a decentralized
greatest change,
organizational in 2004,basing
structure they went
it onthrough a majorregions.
five global reorganization, they moved
A principal to a decentralized
advantage of having
organizational
decentralized structure
activities is to basing
be moreitflexible
on five global
in terms regions.
of the A which
speed at principal advantage
decisions can be of having
made.
decentralized activities is to be more flexible in terms of the speed at which decisions can be made.
 EVALUATION OF CADBURY’S HR PRACTICES
• A general overview of company wide strategic HR planning provides evidence that supports a
•balanced
A general overview
approach ofstrategic
in the company wide strategic
planning HR planning
of HR resources provides evidence that supports a
and functions
balanced approach in the strategic planning of HR resources and functions
• The auditing of performance and the adoption of coaching approach to unlock existing employee
•potential
The auditing
which of performance
gave rise to the and the adoption
Growing of coaching
our People approach
program which wastodeemed
unlocktoexisting
be one employee
element
potential which gave rise
in the success of the company. to the Growing our People program which was deemed to be one element
in the success of the company.
• One particular area targeted for improvement is the lack of attention directed at poor performance as
•felt
Oneby particular area targeted
the employees which isfor improvement
to be tackled by is
yetthe lack ofprogram
another attention directed at poor
denominated performance
Passion for Peopleas
felt by
which the employees
specifically tackleswhich is to be tackled
the mechanics by yet another
of managing program denominated Passion for People
performance.
which specifically tackles the mechanics of managing performance.
• The company demonstrates a balanced approach in the area of human resource management with a
•strong
The company
focus upondemonstrates
achieving abusiness
balancedobjectives
approachandin the area of human
delivering superiorresource management
shareholder with a
performance
strong
while at focus upontime
the same achieving
involvingbusiness objectives employees
and committing and delivering
at allsuperior shareholder
levels within performance
the business to a
while at the same time involving and committing
program of performance optimization and adaption to change. employees at all levels within the business to a
program of performance optimization and adaption to change.
 CONCLUSION
• In conclusion Cadbury has a high commitment to HR Strategy throughout the company. This is
•emphasized
In conclusion Cadbury
in the company hasstructure
a high commitment to HR on
with HR appearing Strategy
the boardthroughout
of directorsthe and
company.
its focusThis
on is
emphasized
the in the
people aspect of company
its companystructure withcollective
and their HR appearing on the board
involvement of directors
and interest in the and its focus
success of theon
the people aspect of its company and their collective involvement and interest in the success of the
business.
business.
• The organization has been continually changing and adapting. This ability to adapt to change has to
•beThe organization
a quality of all ofhas been
their continually changing and adapting. This ability to adapt to change has to
employees.
be a quality of all of their employees.
• In Cadbury they clearly show the attitude of conservatism, which is the receptiveness to learn and
•experiment.
In CadburyWithin
they clearly show the attitude
the organizational of conservatism,
culture, it is essentialwhich is the receptiveness
to welcome all aspects ofto positive
learn and
experiment. Within the organizational culture, it is essential to welcome all aspects of positive
change.
change.
• Cadbury has had a culture of commitment to its staff in return for loyalty and has been results
•orientated
Cadbury forhas many
had a years.
cultureWith
of commitment to its staffinin2004
the new acquisitions returnthey
for had
loyalty and hasall
to involve been results
relevant
orientatedand
managers fordevelop
many years.
a new With the anew
culture, acquisitions
unique in 2004
culture that wouldtheyallowhadfortoa involve all relevant
more harmonious
managers and
relationship develop
between a new culture,
the existing and newastaff.
unique culture that would allow for a more harmonious
relationship between the existing and new staff.
THANK YOU!!!