Comparative Human Resource Analysis: Coca-Cola and PepsiCo.
Goldey Beacom College
Table of Contents
1. Competition for Employees………………………..……………………………….3
2. Compensation of Employees………………………………………………………..4
3. Legislation Concerning Employees.………………………………………………...5
4. Human Relations Discussion………………………………………………………..6
Comparative Human Resource Analysis: Coca-Cola v/s PepsiCo.
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 …show more content…
Fast Pitch was created by the company’s internal innovation group PepsiCo Creator, launched last year. PepsiCo North America CMO Seth Kaufman said that the goal was to inspire a culture of rapid experimentation, improving the company 's overall agility in idea development, and to foster a culture that will attract the best talent possible.
Coca-Cola believes and implements that open communication is the key to effectively solicit and leverage innovative ideas amongst its workforce. For example, global associates and bottling partners have contributed ideas to major initiatives, such as the 2008 Beijing Summer Olympic Games activation. Employee input has been a key ingredient to the Company 's Mission, Vision & Values. Another example of Coca-Cola’s regular dialogue with their associates is their global Employee Insights Survey. In 2010, the results of the global Employee Insights Survey showed improvement across almost all survey categories, including an 84% associate engagement score -- a two- point increase over 2008.
2. COMPENSATION OF EMPLOYEES
Both companies, PepsiCo. and Coca-Cola provide good comprehensive compensation plan to their employees covering the following fundamental benefits:
a. Health and Insurance
d. Work/Life Balance The extent of the provisions included in each of these key benefits varies considerably between the two companies. For example, under Health and
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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.
Due to Coca Cola’s global presence, each element of Coca Cola’s employment process varies with location. Human resource departments strive to involve employees in many of the decisions made throughout the company. Many differences exist among the different employee groups throughout the company because of geographic location, but Coca Cola’s human resources system uses employee satisfaction surveys in an effort to meet the needs of the various groups. Acknowledging these differences has improved the Coca-Cola human resource department. The company understands the need to use decentralized strategies to tie together the shared visions of the employees and management. Coca-Cola also embraces the idea of their employees joining labor unions and has always tried to promote employee organizations. Coca-Cola also has recently launched a new workers policy called the “Workplace Rights Policy,” which is a comprehensive policy on workplace rights for all employees.
“Human resources (HR) are the people that an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards” (DeNisi & Griffin, 2016, p. 4). Human resources contain a variety of key components that are essential to the success of any business. These key components include planning, job analysis, recruiting, selection, orientation, employee and labor relations,
Such things as market leadership, joint ventures, managerial expertise, inventive business solutions, and flexible organizational structure have giving Coca Cola a competitive advantage (Coca-Cola FEMSA, 2010). Coca Cola also provide managerial expertise training programs to improve their abilities, The inquiries for both companies on sugar content in the products have increased. Also there are negative doubts about their recipe of sugar content effecting weight control, pop culture, and society. Over the course of the years Coca Cola have adjusted their recipe because they are using crafty marketing and distributing smaller
This report will cover the major aspects and the role of human resource management in Coca Cola. This will include the processes of recruitment and retention of talent through the practices of human resource management conducted within the company. This report will analyse how each process and procedure is undertaken and how successful the human resource management strategy of Coca Cola is in relation to the vision and values of the company. Each process and procedure will be discussed and compared with one another thus concluding if the HRM strategy of Coca Cola is effective.
It wants it’s employees to not only work but to have fun along the way and make it a great place to work where employees are inspired and motivated to bring the best out of them. Coca-Cola also values the health and well being of it’s employees and provides a wide range of employee development programmes for them to excel in their career. The company believes in transparency and free flow of ideas for which many forums like Breakfast meetings with CEO and President, Konversation every quarter and Bi-annual employee town hall meetings have been introduced.
Human resource helps in recruiting the most efficient employees for organizations. They support the use of training and development to improve individual employees as well as the whole organization. They make sure that the training given to the employees is effective and they support any changes that are essential for the improvement of the workplace (McLagan and Suhadolnick 1987). Human resource development now has evolved from just training to development of the whole organization or individual (Chalofsky and Lincoln 1983; Gilley 1998; Harris and DeSimone 1994; Kenny 1982; Nadler and Nadler
PepsiCo’s success depends on mutual respect within and outside the company. It requires people who are capable of working together as part of a team or informal collaboration. PepsiCo is built on individual excellence and hence they also value teamwork in turning their goals into accomplishments.
Human Resource Management, was developed in the late 90’s, by R. Wayne Mondy and Judy Bandy Mondy. It was designed to help new students become familiar with human resource management, providing both realistic and practical scenarios of HR’s strategic role in planning and operating organizations. Through various examples from the research of company material, it demonstrates that all managers are necessarily involved with the human resources part of business, which is
Social. PepsiCo is an international company that employees approximately 294 thousand. The employees are provided with a supportive, safe, and empowering workplace. PepsiCo provides training and education to employees at every level. PepsiCo has a university that offers online and classroom programs for management training. These programs provide opportunities to employees for professional growth. Annually the employees go through a mandatory 360-degree feedback process that is used to build self-awareness and provide employee performance evaluations. Health survey is also used, biennial, to ensure that PepsiCo is meeting their core values in the eyes of their employees. PepsiCo also has enacted award programs to recognize the achievements of their employees. To care for the well-being of all employees, PepsiCo provides benefit programs. Employees are treated as important assets in the company.
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
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.
PepsiCo’s corporate strategy had diversified, in 2008, the company into salty and sweet snacks, soft drinks, orange juice, bottled water, and ready-to-eat drink teas and coffees, purified and functional waters, isotonic beverages, hot and ready-to-eat breakfast cereals, grain-based products, and breakfast condiments. Strategies that kept their brands at the top were tied to new product innovation, close relationships with distribution allies, international expansion, and strategic acquisitions. A new element of PepsiCo’s corporate strategy was product reformulations to make snack
The Coca-Cola Company was created in Atlanta, Georgia, in the year 1886. The company is considered to be number one non-alcoholic beverage company in the world. It is leading in marketing, distributing an manufacturing its product which is the concentrate and syrup. Both the concentrate and syrup are sold to bottling companies for final product and packaging to consumers. Coca-Cola company has a wide range of products of about 500 different beverage brands around the world. In the early 1920 the company started its path of globalization, and now operating in more than 200 countries. Together with the bottling companies Coca-Cola has created the best production and distribution system worldwide. The employees are very involved