Strategic Performance Measure Approach : Coca Cola

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.

Biedenharn sent a case to Asa Griggs Candler, who owned the Company. Candler thanked him but took no action. One of his nephews already had urged that Coca-Cola be bottled, but Candler focused on fountain sales.

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

Corporate level strategy is best described as an organization making internal changes to differentiate themselves from their competition. Evolving internally allows a company to develop competitive advantages over their competitors along with allowing the company to decipher what makes them unique. Internal changes can include but are not limited to creating a proprietary product or process, reducing costs, and partnering with other organizations. What makes a company unique is more formally referred to as core competency. Together, obtaining core competencies and competitive advantages can elevate an organization and create

Their employees: Coca Cola promote an open and accessible environment where highly motivated, productive and dedicated employees business success

Evaluate two (2) key changes in the selected company 's management style from the company 's inception to the current day. Indicate whether or not you believe the company is properly managed. Provide support for your position.

The Coca Cola Company is the world’s leading owner and marketer of nonalcoholic beverage brands. In order to achieve long-term sustainable growth they look at their brands, financial strength, unrivaled distribution system, global reach, and a strong commitment by management and associates worldwide. The company focuses on inspiring their employees, satisfying customer desires, nurturing partners, making a global difference, maximizing returns to shareowners, and managing for overall effectiveness. The financial statement that the Coca Cola Company provides shows their strong leadership by the data they present. By discussions held in class it allows us to analyze the following

The Coca-Cola Company also based its culture on enhancing and empowering its employee, this is so because the company consider employee as its most valuable asset.

Last function of management is controlling. The controlling system in Coca-Cola Company is done through intermittent reviews of managerial and salespersons performance. Towards this end, an appraisal system based on objective evaluation of whether the employee being appraised has met his or her targets forms the backbone of the controlling function in the company. Though managerial performance goes beyond evaluation of targets and their compliance as the managers typically perform other roles such as people management and strategic planning, the salespersons are appraised based on the Sales Person’s reporting system and the Sales Person’s evaluation

The strategy that the Coca-Cola Amatil uses in HR planning is growth strategy where they require more people in the organization as well as hire employees with relevant skills and knowledge.

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.

The Coca-Cola Company (Coca-Cola), the world 's driving soda pop producer, works in more than 200 nations and offers 400 brands of nonalcoholic refreshments. Coca-Cola is likewise the most profitable brand on the planet. Coca-Cola is an all-inclusive perceived effective organization. The Coca-Cola was founded in May of 1886 and proceeds for over a century through the seasons of war and peace, success and misery and monetary blast and bust. As late as the 1990s, Coca-Cola was one of the most regarded organizations on the planet, assembling and known as an exceptionally effective management group. Since 1998, the organization has been battling with inner shortcomings and outside dangers.

The company of focus is the coca cola company; it is a multinational company aimed at catering the world’s need for beverages. The starting point of the company begins with the company’s mission statement. The mission indicates that the sole aim of the company is to refresh the world, inspire moments of optimism and happiness and eventually to create value and make a difference. The vision of the company similarly serves as a referral point for the business that is largely multinational. In order to sustain this significant growth by the company, the vision stated by the company points out what it needs to do. The vision states that in terms of people, it aspires to be a great place to work, where the people are inspired to be the best versions of themselves. Coca-cola, brings forth to the globe a quality portfolio of beverage brands that attempt to satisfy the people's desires. The company also seeks to establish a loyal and winning customer network and suppliers which aims to create an enduring relationship with their clients. The company also aims to be highly productive and a fast-paced organization (Grundy,213-229).

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.