Discuss Human Resource Management of Coca Cola within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Coca-Cola Company (NYSE: KO) is a beverage retailer, manufacturer and marketer of non-alcoholic beverage concentrates and syrups. The company is ...
| ||Thread Tools||Display Modes|
Human Resource Management of Coca Cola
Human Resource Management of Coca Cola - January 21st, 2011
Coca-Cola Company (NYSE: KO) is a beverage retailer, manufacturer and marketer of non-alcoholic beverage concentrates and syrups. The company is best known for its flagship product Coca-Cola, invented by pharmacist John Stith Pemberton in 1886. The Coca-Cola formula and brand was bought in 1889 by Asa Candler who incorporated The Coca-Cola Company in 1892. Besides its namesake Coca-Cola beverage, Coca-Cola currently offers more than 500 brands in over 200 countries or territories and serves 1.6 billion servings each day.
The company operates a franchised distribution system dating from 1889 where The Coca-Cola Company only produces syrup concentrate which is then sold to various bottlers throughout the world who hold an exclusive territory. The Coca-Cola Company owns its anchor bottler in North America, Coca-Cola Refreshments.
The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed on the NYSE and is part of DJIA, S&P 500 Index, the Russell 1000 Index and the Russell 1000 Growth Stock Index. Its current chairman and CEO is Muhtar Kent.
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.
Coca Cola is one of the leading beverage companies of the industry. It runs its business campaigns all across the world. It deals with different types of products such as soft drinks, bottled water, tea, sport juices, etc. Coca-Cola has a franchising model for the production and distribution purposes. Only the syrup concentrate are manufactured by the company which is sold to the bottlers who are its franchisers (Coca-Cola Bottling, 2008).
It is important on the part of management to organize the activities of human resources and organizing technology along with other resources such as physical assets, monetary resources and knowledge of the employees and to establish effective and efficient internal organizational structure of the business. The organizing function focuses on division, coordination, and control of tasks and flow of information within the organization. Moreover, managers distribute responsibility and authority to job holders
Organizing Human resources at Coca Cola Company
Management at Coca Cola Company focuses on the acquisition and retention of highly skilled and knowledgeable employees so that it can maintain its top position in the market. It treats these resources as an asset. It provides such conditions of employment and procedures that enables all employees to develop a sense of unity with the enterprise and to carry out their duties in the most willing and effective manner.
It also provides for the security of employment to the workers so that they may not be distracted by the uncertainties of their future. These objectives, strategies, policies, and programs are pre-specified by the company, which guides the management and unions in taking decisions. Also they are in accordance with the organization’s mission, objectives, strategies, policies and its and internal external environments.
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. 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.
Basically the HRM practices are necessary for every organization. But unfortunately in Pakistan not so much used HRM practices. In multinational companies like coca cola have their own separate department of HRM. According senior executive of HR “Waqar Mahmood “ our HR department consist of 29 people in Gujranwala plant.
Every organization has its own policies and strategies by which they control the functions of their departments. Similarly, we also have own policies and strategies by which we control all the functions of our departments. coca cola HR department is also conducting all the practices of HRM like Job analysis and design of work, recruitment and selection, training and development, performance appraisals, compensation, employee relationships, staff welfare and medical policies and some other things like that. These all practices are conducted by own policies and strategies.
HR department not make decisions related of its own department, they also conduct in company’s decision.
Job analysis and designing
Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hire for it. Job analysis consists of two products one is job description and second job specification.
Job description: a list of job duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities- one product of a job.
Job specification: a list of a job’s human requirements that is requisites education, skills, personality, and so on-other product of a job analysis.
Coca cola company HR department check 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.
HR department of coca cola used this information for Recruiting, selection, compensation, performance appraisal, training, and employee’s relationship.
Planning and Forecasting
The process of deciding what positions the firm will have to fill, and how to fill them.
Coca cola HR department involves in company strategic planning and they also make sufficient planning for hiring new employees in the future. We forecast for the expected employees needs in the organization. We forecast of employees on the change technology and increasing in productivity.
After planning we send this report to the head office for approval. If we get approval from the head office then we start recruitment process
Our recruitment process is well established first of all we give ads in news papers, company website, institutions etc.Once we receive an application form, from candidates with required documents and C V.
The selection process will vary depending on the position you’re applying for, as one process can’t fit all the different roles we have here at CCE. However, in most cases a combination of any of the following tools will be used:
Role plays/Situational Exercises
The interview is designed to reveal more about you and your experiences. We’ll ask for examples of how you behaved in different situations, maybe at school, university, a club, at home or in previous jobs. This is not designed to 'catch you out' and our interviewers will never try and trick you into an answer. Be honest, be yourself and it should be an enjoyable experience.
Also, don’t forget that this is your chance to find out more about us and ask questions. Remember, interviews are a two-way process so use it to understand the nature of the role and to make sure it really is what you’re looking for.
We’re very much a team at CCE so these will show us how effectively you work with people. They’re a good opportunity for us to see how you communicate, influence and involve other people in the workplace.
Presentations give you the chance to show your ability to communicate to a group of people on a specific topic. You may be given a topic in advance or on the day, but don’t worry – you’ll have plenty of time to prepare.
Psychometric tests are timed exercises that examine your abilities and potential. On occasions, we may also use a personality assessment tool that is designed to find out more specific things about you. If you’re asked to complete a psychometric test, we’ll send you information and advice in advance on how to prepare.
Role Plays/Situational Exercises
Designed to assess how you react in certain situations, these help to highlight particular skills and how well you’re suited for a position. You may be given facts and figures to review, or a report to complete; we may also have an assessor acting as a customer or employee to simulate a situation that could occur in the workplace. Don’t worry, you’ll be given a brief and ample time to prepare.
Training process of employees
Training process is essential part of every employee with out training; employee can not come to now the procedure of work, rules and regulations of firm, some times when new technology is introduced it is also responsibility of a firm to train its employees.
After recruiting the fresh employee we train them for three months and also pay them salaries after three months they become part of a firm
We also give training to already exist employee it depend upon condition for example if new technology is introduced first of all we give full training to them about new technology then we allow them to start their job .
Coca cola performance appraisal is annually Hr manger waqar mahmood said that we appraise the employee due to their performance about goals of the organization .we set the goals started the year and tell the employees about the goal if the employees achieve this goal we appraise the employees.
Steps in appraising performance
The performance appraisal process process contains three steps;
Define the job
Appraise the performance
Define the job;
Means making sure that you and your subordinate agree on his or her duties and job standard.
Means comparing your subsssssordinate’s actual performance to the standards that have been set.
Means discuss the subordinate performance and progress, and make plans for any development required.
HR department manage says that employees are our assets, there for we are careful about their health and benefits. We give following compensation and benefits:
Pick and drop
We get many advantages from our employees because they are happy from company.
Our employees are satisfy from our compensation and in the coca cola never downsizing occurred which shows that well relationship between employees and company.
Employees are the most important assets of every company so it is very important to give them importance. The satisfaction of the employees makes the company successful. The reason is that if the employees of the company are satisfied then they will work hard for the development of the company but if they are not satisfied with the company’s policies and they are not given their rights then they will leave the company which can turn into a big loss. So employees’ relationship is very important for every company.
Every company has its own policy. We have also got our own policy by which we give importance to our employees if any employee faces some kind of problem related to his life or work then he can directly go to the manager and he can share all of his problems. This thing should be adopted by every company because this makes the employee satisfied with the company.
We believe that an open door policy is the best policy for employees’ relations because due to this, our employees feel very independent and they know that if they get any problem, they can contact directly to the manager of their department. So we strongly believe that such policy makes our employees satisfy with us.
Last edited by anjalicutek; January 21st, 2011 at 10:10 AM..
| || |
Re: Human Resource Management of Coca Cola
Re: Human Resource Management of Coca Cola - May 18th, 2015
Coca-cola is dominating the cold beverages market closely followed by Pepsi. Coca-cola communicates its messages concise with simplicity. Watch coca-cola ads and you will all get to know about why coca-cola marketing is so strong and that why they rule the market.
|area of hrm, career development, career management, career path, career planning, coca, cola, company in us, fringe benefits, hrm of coca cola, hrm of us company, hrm practices, human, human resource management, induction process, job evaluation, job rotation, management, performance appraisal, personnel management, recruitment process, resource, staffing process, strategic hrm, training development|
|Related to Human Resource Management of Coca Cola|