CHARTERED INSTITUTE OF PERSONNEL MANAGEMENT SRI LANKA (Inc.

Advance Certificate in Human Resource Management

Case Study

Level ACHRM

Case Study No 01

Topic of the Case Study Chocoholic Company

Index Number 007841

0760012744
Contact Number
kasunisewwandi2gmail.com
E-mail
995971984V
NIC No.
20.01.2024
Date of Submission

For Office Use Only:

1
Contents
Management functions ............................................................................................................................................... 3
Organizational structure and benefits and drawbacks (according to Appendix 01) ................................................... 4
Suitability of the Job Description (appendix 2) for the Safety officer position ........................................................... 4
Critical factors in matching projected labor supply and demand ............................................................................... 5
Importance of effective recruitment for Chocoholic................................................................................................... 5
Summarization of five statutory frameworks .............................................................................................................. 6
Duties of Health and Safety at work to Theresa .......................................................................................................... 6
Four steps of managing Employee Relations at Chocoholic ........................................................................................ 7
References ................................................................................................................................................................... 7

2
 Management functions

Managers play a crucial role in business by performing four core functions that are planning,
organizing, leading, and controlling.

Planning of Theresa's vision for Chocoholic was to create gourmet chocolates using local produce,
achieve financial stability, and foster a culture of continuous training and development. Key
personnel like Akash and Hafiz were appointed to oversee product development and production.
Hafiz designed a comprehensive training program for new hires, introducing initiatives like job
development reviews and team rotations. Collaboration with local colleges for work placements
aimed to raise the company's profile as a potential employer.

Defining roles and responsibilities, with specific tasks assigned to individuals like Akash and Hafiz
which reflect organizing function. Hafiz emphasized delegation and empowerment, fostering a
teamwork culture through job rotations and feedback mechanisms. Team-oriented approaches like
blind tastings and volunteer programs were implemented. A dedicated HR department, led by
Minaya Peter, was established to streamline recruitment, training, remuneration, and safety
functions.

Chocoholic's leadership style is characterized by Theresa's clear vision and motivation,

Chocoholic implemented strict control mechanisms, including food production regulations, waste
minimization, and maintaining high-quality standards. Performance monitoring was achieved
through job development reviews, monthly feedback, and detailed waste control records. Amina
stabilized the company's finances, while Minaya Peter understood legal requirements to avoid
potential financial consequences.

3
 Organizational structure and benefits and drawbacks (according to Appendix 01)

Appendix 01 shows a functional organizational structure which starts with positions with the
highest levels of responsibility at the top and goes down from there. Primarily, though, employees
are organized according to their specific skills and their corresponding function in the company.
Each separate department is managed independently. There are some advantages as well as the
disadvantages here.

Allows employees to focus on their role, encourages specialization, help teams and departments
feel self-determined, easily scalable in any sized company and information flow within the structure
is very strait forward and also there are very demarcated responsibility and accountability can be
shown as advantages while create silos within an organization, hampers interdepartmental
communication ,scores processes and strategies for different markets or products in a company and
working very isolated and very little interaction among people are disadvantages.

Suitability of the Job Description (appendix 2) for the Safety officer position

Job description is critical part to company because "demonstrating suitability for the job means
persuading the interviewers that possess all the necessary skills" (Jobs and recruitment agency in
UK, n.d.). According to that, this is acceptable job description but certain parts are missing to
archive above objectives as it is like no position overview, there is no reporting lines, environment
is not discussed properly, tools. Machinery, machines are not mention as well as personal
specification sector very vary and they do not talk about the actual qualification that is required
including actual years of experience required, other attributes and soft skills.

4
 Critical factors in matching projected labor supply and demand

Critical factors in matching projected labor supply and demand involve strategic workforce
planning to ensure organizational needs are met. This includes assessing current and future skill
requirements, understanding market trends, and anticipating changes in business operations. In the
case of Chocoholic, factors such as turnover rate, ad-hoc training, and issues in pay structures
highlighted the importance of aligning HR activities with business goals. Minaya Peter's role as the
newly appointed HR manager is crucial in developing strategies to address these issues, ensuring
the right talent is available to meet the evolving demands of the company's growth.

Importance of effective recruitment for Chocoholic

Chocoholic's success is largely attributed to effective recruitment. It ensures skilled and motivated
employees, filling new positions with individuals with the necessary skills, experience, and cultural
alignment (Herbert, n.d.). This strategy addresses challenges like high turnover rates and pay
structure issues, attracting and retaining top talent, providing consistent training, and establishing
fair compensation packages. Chocoholic's commitment to high-quality chocolates also ensures
employees dedicated to quality control, creativity in product development, and alignment with the
company's vision. Effective recruitment also identifies individuals who align with the company's
culture, contributing positively to a collaborative working environment. Legal compliance is crucial
to avoid legal issues and fines, safeguarding the company's reputation and financial standing.
Lastly, effective recruitment can identify individuals with leadership potential and the ability to
take on increased responsibilities, ensuring a smooth transition towards a sustainable future. Minaya
Peter's appointment as HR manager reflects Chocoholic's commitment to improving recruitment
practices and implementing effective recruitment strategies. In summary, investing in effective
recruitment is vital for Chocoholic's continued success, enabling the company to overcome
challenges, maintain quality and innovation, foster a positive work culture, comply with legal
requirements, and achieve ambitious growth goals.

5
 Summarization of five statutory frameworks

Chocoholic's employment contracts may be impacted by five key statutory frameworks in Sri
Lanka. The Termination of Employment (Special Provisions) Act No. 47 of 2003 regulates
termination due to redundancy, retrenchment, or business closure, outlining specific procedures for
employers. The Sri Lanka Wages Ordinance No. 28 of 1941 sets minimum wage standards
(Termination of Employment Branch, 2017), overtime pay regulations, and outlines benefits for
workers across various industries. The Sri Lanka Shops and Office Employees (Conditions of
Service) Act No. 47 of 1954 establishes minimum standards for working conditions in shops and
offices. The Sri Lanka Maternity Benefits Ordinance No. 3 of 1939 grants specific rights to pregnant
and breastfeeding employees, including maternity leave, healthcare provisions, and job security.
The Sri Lanka Employees' Provident Fund Act No. 15 of 1958 mandates contributions to a social
security fund. Chocoholic must understand and adhere to these statutory frameworks to ensure
equitable and lawful employment practices, safeguard employee rights, and prevent potential legal
issues.

Duties of Health and Safety at work to Theresa

Chocoholic's CEO, Theresa, is responsible for ensuring the health and safety of all employees,
adhering to Sri Lankan legislation and industry best practices. She is responsible for risk
assessment, prevention strategies, hazard identification, evaluation, and control measures. Theresa
also establishes a safe work environment through clear task procedures, employee training, and
hazard-free workplaces. She manages manual handling risks and implements stress management
measures. Emergency preparedness involves developing plans, providing first aid resources, and
maintaining exits and equipment. Communication and consultation are crucial, with Theresa
engaging employees and facilitating accident reporting. Compliance and record-keeping are also
essential. Her dedication to these duties not only cultivates a safe work environment but also fosters
a positive culture, contributing to the business's long-term success.

6
 Four steps of managing Employee Relations at Chocoholic

Chocoholic employs a strategic approach to employee relations, focusing on four key steps. First,
the company invests in skill-building through regular job reviews, performance feedback, and blind
tastings. It also partners with local colleges to attract talent. Second, Chocoholic values quality,
teamwork, and open communication, promoting individual recognition and rewards. Third,
delegation and empowerment are key, with skilled professionals appointed and daily operations
streamlined. Fourth, Chocoholic responds proactively to challenges, addressing high turnover and
HR issues. This approach emphasizes growth, empowerment, a supportive culture, and proactive
problem-solving, demonstrating Chocoholic's commitment to positive employee relations.

References
Herbert, K. (n.d.). employee training and development. Retrieved from TechTarget:
https://www.techtarget.com/searchhrsoftware/definition/employee-training-and-development

Jobs and recruitment agency in UK. (n.d.). Retrieved from Michael Page :
https://www.michaelpage.co.uk/advice/career-advice/job-interview-tips/why-are-you-suitable-job-
sample-
answers#:~:text=Demonstrating%20your%20suitability%20for%20the,stand%20out%20more%20than%2
0others.

Termination of Employment Branch. (2017, April 07). Retrieved from Department pf Labor :
https://labourdept.gov.lk/index.php?option=com_content&view=article&id=92&Itemid=80&lang=en