Human Resource Management in Coca Cola Company
The dynamic setting in people’s management has necessitated the initiation and implementation of a number of strategies aimed at improving the levels of organizational performance. The role of people as a key component in the attainment of organizational objectives forms the main reason behind the greatest attachment to their well-being. The analysis of literature on HRM indicates that a number of companies employ various perspectives to achieve higher levels of employee satisfaction and Coca Cola company is not left out. An examination of the key successful constructs behind Coca Cola company’s success depicts a multifarious interplay between efficient human resource management, structural design, coordination and control, and corporate culture. Coca Cola company’s one of the strategic goals is to cut costs while at the same time ensuring that its employees are well trained in the use of e-learning as a training tool. According to Lundan and Dunning(2008), a concise definition of a framework that lays down a foundation for work is that which enables smooth work coordination and control faster attainment of goals.
Coca Cola Competitive Advantage.
The company is one of the world biggest manufacturer and this gives the company a financial leverage above others. This makes the company to set the competition higher and win the trust of a customer. The company global presence makes it a global brand which is very easy to market. In this regard, the company has been making good financial gains.
Setting SMART Goals in Coca Cola
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In the modern business environment, the evaluation of employee effectiveness is based on how SMART they are in carrying out their duties (Daniela, Radebaugh, & Sullivan, 2011). SMART stands for: Specific, Measurable, Attainable, and Time-Bound goals that ought to be developed at the initial stages of any given rating cycle. The purpose of the SMART goal is to enhance the performance of individual workers by looking at the expected and adopted criterion of an employee based on individual job specification (Armstrong, 2007). In addition, SMART encourages workers to achieve significant results, while, at the same time, remove the impediments to fair subjectivity in the whole process of evaluation. Despite the fact that employers have to communicate critical expectations from employees, it is still flimsy to conclude that “setting formal goals for each employee is the most effective way to accomplish this or that, this is even viable for all jobs” (Heinecke, 2011).
In jobs where goal setting is easy, there is a subsequent technicality in meeting performance requirement as defined in production metrics. This case mostly applies to manufacturing firms. However, in the recent times, there has been an upsurge of information and service-based firms that require an added knowledge in the implementation of performance requirements. According to Heinecke(2011), the knowledge service-based jobs have fluid and unpredicted job patterns, which necessitate continuous improvement to remain relevant in their objectives.
Legal and Regulatory Environment Impact on the Human Capital Management
Equal Employment Opportunity legislations protect workers against discrimination and victimization. Most employers in Australia are obligated to adhere to federal and state EEO legislation in Australia. However, each state is autonomous in the administration of the tribunal and the court system which oversee Equal Employment Opportunity laws. In addition, all employees in Australia may seek the help of federal court and tribunal systems. In this regard, it is important for employers to have a deep understanding of the employer’s obligations under the law so as to comply. The USA federal and state EEO laws stipulate that it is unlawful to discriminate against an employee on prohibited grounds of discrimination.
The employer is held responsible for any form of discrimination, harassment or victimization that occurs in the workplace. This is refereed to as vicarious liability. In a situation where the employer is able to prove that he or she took reasonable measures to prevent the discrimination or harassment from taking place, then the employer is not liable in that case. Indirect harassment is also unlawful. However, it has an uneven impact on different groups of people or employees. Towards this, employers are held vicariously liable for unlawful discrimination or victimization carried out by their employees. However, it is the employer’s ability to prove that he or she took reasonable steps to prevent the harassment from occurring.
The Fair Work Act 2009 (Cth) also stipulates that when employees raise complaints of discrimination or harassment from the employer, the investigation of the complaint should be carried out to determine the authenticity and the factual basis of the allegation; and second, whether the proof given constitutes a breach relevant to the discrimination legislation. This is because sometimes, the allegations raised may fall short of being a breach of legislation, but may entail a breach of an employer’s internal policies and regulations.
The Fair Work Act 2009 (Cth) also specifies that employers can seek specific legal advice in a situation where an allegation of discrimination or harassment in a workplace can be substantiated. In addition, an employee who lodges an external complaint of victimization, the government agency responsible should attempt to resolve the complaint by reconciliation between the parties. However, when reconciliation fails, the complainant can opt for EEO tribunal for legal resolution. The Fair Work Act 2009 (Cth) prohibits employers from engaging in any discriminating activities directed to employees.
Hiring and Employee Retention Strategies
The Coca Cola company has put forward in a competitive hiring process which not only appreciate competence but also embraces the aspect of cultural diversity. In addition the company has several strategies which are geared towards retaining employees. These include good and competitive pay in the market, motivational activities, a well elaborate rewards system which appreciates the value of all the employee as an important unit of the company.
Training and Development Program
Necessary Components of Employee Training Programs
A comprehensive employee training program comprises oa formal new hire training program with an explaination of the job expectations and performance skills needed to perform the job functions. A new hire training program gives a fundamental knowledge of the position and how the position is important to the organizational structure. Continuing education also provides an opportunity for growth and development.Want an expert to write a paper for you Talk to an operator now
New Hire Training
A firm’s new hire training program starts with the establishment of employees training manual. This manual provides the foundation of a practical and technical skills required for the preparation of a new individual in a company.
On the Job Training
On job training plays a critical role in making the employee competent (Seel, 2000). It is an opportunity to train a new recruit, as well as other employees on the new challenges which come with change management in the company.
Continuity of Learning in Employee Training
A continuing education setup for the entire company is critical for the new hire training. It is prudent to note that continuing education is quite important in making the employees fully understand the company, and their role in the company.
Blending of Technical Training With Personal Development
The employees when recruited are joining the company with some skills. Therefore, it is prudent to channel these skills in line with the company requirement so as to generate a desired result. Blending of technical skill and personal skill makes the employees enjoy their jobs, hence higher performance.
Company’s Compensation Strategy
Coca Cola company compensation strategy involves paying employees based on the departmental duties and role, merit and technical expertise an employee has. The compensations include monetary as well as non monetary rewards. In general the compensation strategy of the company appreciates the role of the employees in the company. This is because the company is ranked as one of the best paying companies both national and global.
Advantages of diversity in the workplace
The Coca Cola company has embraced the aspect of employee diversity in its operaion across the globe. To begin with, diversity in the workplace increases creativity (Pringle, Konrad, & Prasad, 2006).In a situation where workers with different skills of solving complex problems work together towards a common goal, they derive more diverse opinions, ideas and methods that brings workable solutions. In addition, Pringle, Konrad, & Prasad, (2006)findings expound on the research done by the USA Centre for International Business that shows that diversity improves quality of management decision making. Workers from diverse cultural background can offer insightful technical information and skills that are needed in the organization (Armstrong, 2007). Secondly, diversity in the workplace enhances productivity (Pringle, Konrad, & Prasad, 2006). There is normally an exponential growth in productivity when workers of different background pull together using their sets of competency and skills. This kind of synergy is needed in the organization. Pringle, Konrad, & Prasad (2006) explains that, when diversity is managed properly, it improves key organizational development projects. On the other hand, diversity in the workplace promotes conflict management (Pringle, Konrad, and Prasad, 2006). Language is not only important for business, but it also builds social bond necessary for easy interactions (Pringle, Konrad, and Prasad, 2006). In this case, an organization needs workers with diverse language proficiency. In addition, new attitudes are important in sealing deals.
Pringle, Konrad, and Prasad, (2006) explain the concept of workplace diversity in three categories: attraction paradigm, self- and social categorization, and information processing. These three perspectives define a firms’ process of attaining success through diversity. The success of a firm is strongly pegged on its propensity to attract people from different culture not only to work, but also to buy and consume its products (Sergi, & Adekola, 2007). The illustration of the mixed impact of diversity in the workplace is possible by analyzing the moderators such as context, by expanding the scope diversity to encompass emotions and networks.
To ensure that given product and services are designed to address the needs of different customers, smart companies are recruiting people from different cultures to give them insightful information and knowledge so that they can perform tasks satisfactorily. On the other hand, it is the social responsibility of an organization to employ people from different diversity (Pringle, Konrad & Prasad 2006). This goes a long way in addressing the needs of different people, for instance, the disadvantaged people in the society.
Diversity in the workplace enhances leadership and capacity building company (Pringle, Konrad, & Prasad, 2006). The 21st century business market is characterized by tumultuous change. Companies and firms prosperity graph is determined by their ability to efficiently solve problems and swiftly adapt to new business conditions. In addition, strategic positioning to seize new opportunities is fundamental in outdoing competitors. This capacity is considered by the pool of talent, experience, knowledge, insight, and innovative imagination available in their team of workforce. In the process of selecting and recruiting workers, successful firms and organizations identify conformity to the status quo as a distinct limitation (Armstrong, 2007). Furthermore, to task performance ability, workers are increasingly rated for the unique qualities and insights and innovations they can bring to the company or an organization.
Diversity as a Legal Requirement
Several companies and organization are under legislative obligation to be impartial in their employment policy practices and Coca Cola is not an exception. In the US, labor laws prohibit job discrimination. Towards this, non-compliance with Equal Employment Opportunity or Affirmative Action legislation can be detrimental and can attract fines and cancellation of contracts (Collins, 2010). In the context, it is essential for a business to employ a diverse workforce.
Diversity as a Business Communications Strategy
In business, communication plays a critical role in the prosperity of a business. It is, therefore, important to amerce diversity in the workplace to enable a design of communication package for different groups of people. Employees from different cultures can offer insightful information regarding the consumption trend, likes and dislike of a given person with a specific cultural background.
Human capital strategy
The current delicate and dynamic global economy wake up call that resources are limited and even the richest firms are faced with choices in the pursuit of their strategic goals. Global business calls for the setting of the success bar higher. The Coca Cola company should, therefore, strive to set the bar higher in several sectorsfor the improvement of employee communication, motivation, performance and innovation.This is because these factors emphasize the importance of human capital development in the company and such human resource development should match the company strategic plans and make the company grow to the next level. A well structured human capital development includes three critical elements:
v Talent Optimization
Human resource strategy which optimizes the use of employee talent is very important for high performance in the company.
v Learning Agility
The need to learn and get more information should be a part of the company strategy to impart in the employee. The experienced employee is very important for company’s growth and development. This is because experienced employees are competitive and innovative in their operation.
v Innovation Capabilities
Innovation and creativity is a great incentive to company’s growth and development. The company should, therefore, strive to ensure that innovation is their core responsibility and priority (Armstrong, 2007).
A well-structured human capital development plan gives the company a blueprint to establish and retain an agile, flexible and collaborative firm. Ideally, it is an important element in finding out the company priorities, assess capabilities and define performance gaps. It also gives the firm a foundation of a learning strategy on how to optimize the recourses to earn economies of scale.
Human resource capital is critical for a company growth and development. In this regard, Coca Cola company, as one of the global brand, should ensure that its employees are not only motivated, but also take care of the best results of the company. This is possible by ensuring the well-structured employee recruitment program, the welfare program and the retainment program. This will go a long way of not only retaining the company as a global brand, but also as a profitable global company.
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