Human Resource Management within Coca Cola Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages as well as disadvantage. 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. Therefore, the focus of this paper will be on four tasks and duties of Human Resource Management (performance management, compensation, career development, succession planning) based on the United States procedures. Performance Management Coca Cola develops the performance evaluation system centrally: at its headquarters and applies the same procedures in all division in United States. Under this system, performance evaluations are one by managers who have excessive discretion with little or nor oversight of the determinations. All salaried employees of Coca Cola receive annual performance evaluation . The overall rating on this evaluation can have an impact on the employee's compensation and promotion. Rating System In United States Coca Cola Company at least since 1994, the predominant evaluation system is based on the following ratings : Clearly Exceeds (CE, the highest rating) Meets and Exceeds (ME) Meets Requirements (MR) Meets Minimum (MM) Fails to Meet Minimum (FM) Therefore, employees... ... middle of paper ... ...h produce scores (scores are so loved at Coca Cola and even tasks are evaluated based on scores). It will cost more money and effort; however it can help to choose the best candidate, not the one referred by the colleague or so. There are many different problems at Coca Cola companies which are not connected to the Human Resource Management nevertheless, the changes need to start first at this department. As it was stated in the introduction, every organization is based on people who are working in it and needs of these people must be satisfied in all four areas: performance evaluation, compensation, career development and succession planning. Coca Cola is a successful international company which manages to create the positive image in the eyes of consumers. Now it needs to invest money and effort in created loyalty and satisfaction among its employees.
Coca-Cola manages its human resource department through a decentralized human resource system, which means that not only management can have an input in decision-making but employees can as well. Coca Cola’s decentralized system ties together shared visions of the employees and management, but Coca-Cola also realizes the complexities of managing operations in different locations that the company has established an International Advisory Council (IAC) to help senior managers make effective decisions for the company.
Coca-Cola Enterprises Inc. INTRODUCTION The main aim of this Advanced VCE Business project is to produce a detailed report on a medium to large business including such things as descriptions of the businesses objectives, identifying the businesses type of ownership, explaining the work of the functional areas in the business etc. The business I have chosen is Coca Cola. This company is quite large but I have chosen it because I know that it is quite successful.
Coca Cola has a well-organized leadership that is established around the world. The Coca Cola Company limited is viewed as one of the world’s biggest beverage companies making it the top producer and marketer of quality soft drinks. Coca Cola faces a lot of competition in the market from companies such as Pepsi forcing them to go over budget each year on production and marketing to develop new product design and to stay ahead of the competition.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
To handle the enormous scope of its business, the Coca-Cola Company has divided into six operating units: Middle and Far East Groups, Europe, The Latin America Group, The North America, The Africa Group and The Minute Maid Company. The head Quarter is in the United States. Methods of Research I will use The method of research which I will use is the secondary research, i.e. I have asked The Coca-Cola Company to send me their history and annual reports. I will also call The Coca-Cola Company office to ask some details, I will also use ask them some relevant questions (questionnaire method), interview the people on the high street and will do some research over the Internet. From those sources I am going to finish my all other tasks.
Human Resource Management is defined as the management of activities undertaken to attract, develop, motivate, and maintain a high performing work force in an organization. There are a lot of myths about the HR department, for example people just view HR as a “hiring department” and believe it has no major role in growth of an organization. Traditionally, HR function has been viewed as primarily administrative which was focused on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich 2001), with the assumption that improvements in individual employee performance would undoubtedly enhance performance of the organization. But in the 1990s, an emphasis on strategy and the importance of HR systems emerged with HR emerging today as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are aligned with each other and also with the overall strategy of the organization (Khatri et al, 2006).For making a successful transformation the HR department has to shed its traditional administrative, compliance, and service role and adopt a new strategic role concerned with developing the organization and the capabilities of its managers (Beer, 1997). Competition, globalization, and continuously changing market and technology are the principal reasons for the transformation of human resource management today (Beer, 1997). According to Beer (1997) following areas are needed to be improved in higher levels for a strategic approach towards Human Resource Management.
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.
Coca-Cola HBC has 36,362 employees among those 87% are highly engaged based on the latest statistics recorded on their website (Coca-Cola HBC 2016). The company has developed new set of corporate values two of which specifically designed to address the concerns observed during their latest employee survey including, work-life balance and providing more opportunities regarding “employee input into the business”. The company has tried to
Coca-cola is the world’s biggest beverage company that manufacturers, retails, and markets nonalcoholic beverages. The company is headquartered at Atlanta, Georgia. The company was famed for its beverage Coca-cola which was invented in 1986. Coca-cola Company operates a franchise that distributes its products throughout the world. Its distribution chains and established territories have seen the company remain the most competitive beverage company in the world. At one point, Coca-cola was a monopoly in the world beverage market. However, there are various challenges that the company faces as it strives to maintain its exploits in the beverage industry. One of the challenges that are OD related is the accusations of worker intimidation throughout the world. The company has also been accused of seeking to stifle the operations of trade unions in the world. These issues are grave and have far reaching effects on Coca-Cola’s Organization Development. This essay examines this OD related problem and provides recommendations to this issue using the models and diagnostic instruments developed in previous O.D sessions.
Coke as a founder of the industry still holds the largest market share and sizable tangible and intangible resources. Lately Coca-Cola has been noted for its instability in the human capital, especially on the executive level. Even though the company has been fairly consistent, frequent changes in the decision-making workforce may plant unnecessary concerns across various levels of stakeholders. The company should bear in mind the consequences hefty employee cuts could bring along, main being damaged morale in the workplace and wracked brand loyalty, even if those cuts are supported by improvements in the efficiency and value chain. The Coca-Cola initiated “green policies” and made a lot of effort to transform the company into sustainable one. By minimizing environmental footprint, implementing water neutrality concept, reducing calorie count in the beverages and providing scholars programs, Coca-Cola began to slowly shift away its association with unhealthy type of business and therefore expanding its outreach. Hence, the Coca-Cola’s capabilities are the power of its brand name, strong financial position and high brand
...ke its decision to change the formula of Coke in 1980s but its overall performance has been quite impressive. At present, the company has adopted some new strategies in order to increase its market share in the international market and is rapidly expanding its operations worldwide. It is obvious from the above study, that the management of Coca Cola has been successful enough in devising its marketing and promotional strategy and this is the reason that Coca Cola is one of the well-known brands in the world. However, there are still some areas in which the company needs to bring improvements. For instance, in some countries where Pepsi has a market leadership, Coca Cola needs to improve its promotional strategies and offer more value to the consumers so that it may outperform Pepsi. Works Cited Coke Says Cheers, http://www.fool.com/News/Take/2003/take030320.htm
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.