Analysis of International Hrm in Coca-Cola Company

According to Johnason, P. in 2009, human resource management (HRM, or simply HR) is a functional department in organizations designed to capitalize on employee performance in service of an employer's strategic objectives. HR is mainly related to the management of people within organizations, focusing on policies and systems. HR departments and units in organizations in general, undertake a number of activities such as employee recruitment, training and development, performance appraisal, and rewarding in term of benefits and salary increment. HR is also concerned with industrial relations, that is, the balancing of organizational practices arising from collective bargaining and from governmental laws.

Coca-Cola Company highly believes that a career in Coca-Cola is one of a kind experience. Employee training and development remains the prime focus area for the Coca-Cola India. Each and every employee has an opportunity to create a great a career path with the help of the various employee development programs introduced by the company for all the levels of the organisation. The employee development programs at Coca-Cola have been developed keeping in mind a wide range of employees from different backgrounds and is free from any kind of discrimination and ensure equal and fair treatment for all regardless of their age, caste, race or gender. The company

International experience is also one of the factors that push a MNC to implement the home-country HRM policies across their subsidiaries. It depends on how long a MNC has been active in their international operations that impact the nature of their decision while implementing HR policies across their subsidiaries. Having a lack of international experience, a MNC will make their subsidiaries adopt their home-country policies (The effect of corporate-level organisational factors on the transfer of human resource management practices: European and US MNCs and their Greek subsidiaries, Barbara Myloni,July 2006). A MNC with more international experience is less likely to adapt their home-country policies as the more a firm gains international experience, the less dominant their home-country HR policies become.

In this paper we will discuss the case of Singhania and Partner. We would examine the case of Singhania and Partners and evaluate the organization’s strategy. Next we would evaluate each of the five IHRM practices with respect to recruitment and selection, training for cross-cultural adaptation, management development, evaluation, and compensation. Later we will discuss which of the five practices can be approved. Afterwards, we would make recommendations to management to successfully improve the current IHRM strategy. Finally, we would explain how the recommended changes impact the

2. Compensation to those who are injured during a job performance and are paid in settlements until the employee is well enough to return to work. 3. Benefits are offered to employees such as all primary insurance like death, medical and 401k. Not a must with the employees depending on the price of each that is provided. HRM the department of a business organization that looks after the hiring, management and firing of staff. HRM focuses on the function of people within the business, ensuring best work practices are in place at all times. Human resource management also keeps the market a pleasant place in which to work. Making staff and management aware of employment law and ethical behavior at work is part of every HRM department’s remit. The traditional method of human resource management involved planned exploitation of staffs. This new function of human resource management involves HRM Metrics and measurements and strategic direction to display

They need to build integration among HR practices and strategies of its auxiliary firms in distinctive region with a specific end goal to accomplish general organizational targets. Then again, these associations additionally guarantee a critical level of adaptability in their IHRM procedure on the grounds that representatives from distinctive nations are sponsored by diverse cultures and social qualities. Adaptability impacts the workers' execution. Due to the strengths of globalization and the associations' interest to create and implement a worldwide methodology, International Human Resource Management (IHRM) is turning into an essential to accomplishment of the organizational. The essential distinction between domestic and global human resource administration is the knowledge and obligations

Human resource management functions in multinational companies are incredibly complicated by the need to adapt policies and procedures related to personnel, to differences between the countries, which is one of the branches. In particular, the countries cultural differences, differences in economic development and legal systems may require an international company adaptation programs of hiring, firing, training and remuneration for

Coca-Cola Amatil also sends there HR managers to overseas and local for doing recruitment and selection.

Managing HR in MNC is different from the way the HR is being managed in the country, According to Morgan (1986) there are three factors that differentiate between IHRM and domestic HR: First, the countries of operations such as the -country where a subsidiary may be located, the host-country where the subsidiaries are located, and other countries. Second, the different types of employee, in international environment the HR management have to deal with the host-country nationals (HCNs), expatriates or home-country nationals (PCNs) and third country nationals (TCNs), for example if L’Oreal hired an Indonesian employee in their Indonesian subsidiary the employee is a HCNs, and when manager from L’Oreal Headquarter in France came to work in Indonesian subsidiary the manager is a PCNs, and if L’Oreal employs manager neither from Indonesia nor France to work in their Indonesian subsidiary the manager is TCNs. Third, is the way HR practices (eg. staffing, compensation, training, and etc) are conducted. Although IHR practices seems to have the same activities as domestic HR, in IHR the manager will be dealing with different environment and diversity of employees from different cultural background. Moreover, as mentioned earlier dissimilarities between domestic and international HR management mostly due to profound differences between host and home countries in term of culture,

Human resource management is very crucial for every organization. “Human Resource Management (HRM) is a management function that helps manager recruit, select, train, and develop member for organization” (Aswathappa, 2005, p. 5). In general, human resource management has three major functions which are human resource development, staffing, and compensation.

HRM is a key issue to be inclined by regulatory framework; an important influence the HR department when company embarks on an international operation for business performances. HRM has been defined to be a function that helps organisations to achieve their goals hiring and obtaining performing workers ((Philpott, 2010).

HRM means just what it says--human resource management--the management of people or resources in an organization. Almost every working organization has to have some form of HRM staff to take care of basic employee management tasks. HRM encompasses the traditional areas that most people think of as HR, including compensation and benefits,

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

Human Resource Management (HRM) can be regards as the activities undertaken by an organization to operate its human resource. It is regarding how to manage the employees in organization. The activities of HRM covers the planning of human resource (HR), the staffing of the employee which include- the selection; recruitment; placement, training and development, the compensation and benefits strategy of the organization and the industrial relations.

HRM is a significant approach to employment management which aims to accomplish competitive advantage through the strategic categorization of a profoundly dedicated and competent workforce, utilizing a variety of social, structural, and staff methods. (Storey, 1995)