Coca Cola 's Human Resource Management

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

The next stage is a stage of providing the actual change actions. Here, the company has chosen a new CEO and President, Douglas Daft, who was an opposite of Ivestor. Daft was a delegator, who wanted to turn Coca-Cola to a most desired company by employees in the world. He also saw a company as a head of the class, when speaking about diversity of workforce and business. Daft was fast in his actions. He has put Ware on the position of Vice-President for Global Public Affairs, as he was concerned about diversity issues in the company as well. They applied Ware’s suggestions about supporting the diversity from the top-executives and tying compensation increases to the achievement of diversity goals. On this stage, the U.S. District Court for the Northern District of Georgia approved the Settlement Agreement, which was used to non-hourly U.S.-based workers of the company, excluding its bottlers and called for pay-back to employees, future pay equity and equal employment opportunity. Task Force was created to provide an independent supervision of company’s compliance and was reporting on implementation of these programs. On this stage, Coca-Cola learned a lot about its past mistakes and provided dozens of changes to its policies and procedures. As it is not possible to change a whole organization in a short-time period, Coca-Cola was implementing changes during the next decade after a lawsuit and even created a document, called “Manifesto of

The resource-based view is a good way of looking at a company's internal competencies and to expose some of the internal weaknesses as well. The resources are divided into tangible and intangible assets. Coca-Cola's assets are primarily intangible, but these assets are uniquely tailored to competing in the non-alcoholic beverage industry. The company's functional strengths in innovation, leadership, HRM and marketing are all well-suited to the competition that it faces. As a result, the company has more strengths than weaknesses. While there appears to be few opportunities for Coke, the company succeeds because it is geared wholly towards exploiting whatever opportunities do arise, and to creating opportunities where perhaps there were none.

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

Employees are internal stakeholders and can exert influence by positive attitude, responsibility and productivity. Employers of coca-cola need to hire employees to do a specific job. Employees are very important as any other stakeholder as they have first contact with customers. If the customers have any enquiries or want to ask questions they will go to the employers of the business/organisation. If the employers have a bad attitude and lack of communication towards customers will lead to poor reputation for the company with an increase in complaints by people. The organisation will need to focus on trying to recruit the best people which will benefit the business by having them there working. The employers should have good and

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Coco-Cola Company’s had concerns with the effectiveness of their human resource strategy. The first is their human resources obtaining their corporate strategy objectives. Coco-Cola evaluates the impact of their human resource managers ' capabilities on human resource management effectiveness, also the impact on corporate strategy. Their effectiveness is associated with capabilities and attributes of the staff. Effectiveness and productivity, cash flow, and market value has a relationship with human resource. Coco-Cola also had to address the issue of maintaining their workforce. They must create a culture so that employees are not fleeing the company and stay with them (The Human Resource Issues Faced By Coca Cola, 2015).

The essay describes the key characteristics of Coca Cola Company and how these characteristics are aligned with the organizational behavior. The motivational theories are also discussed in detail which could be useful in managing such a large workforce.

Coca Cola Enterprises (CCE) embarked on a massive makeover of their information system in 2004 converting over to the SAP software. (http://www.beveragedaily.com/Formulation/CCE-SAP-join-forces-to-improve-supply-chain) This included a major overhaul of their legacy system and working with SAP to develop an app specifically for them. When this venture began in 1999 we must remember that the Spilt of Coca Cola Enterprises becoming an operation solely based in Europe had not occurred. Thus the implementation for SAP was not only in North America, but Europe also. Throughout the paper we will discuss how this conversion went and what exactly went and what effects

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Human Resource Management helps us to learn to be an effective HR manager. Here to study HRM development process Coca-Cola Company is being selected. Coca-Cola is a big & very popular company doing its business in soft drink arena for more than 100 years. Coca-cola has been practicing HRM activities since they started. The HRM department of coca-cola makes them moving globally as the world’s leading beverage company in the world.

Second, will introduction background of the organization which is Coca-Cola. Then will be describe how the organization related with the performance management and appraisal to their employee in its operations.