The Better Management of the Employee Motivation

The provided content focuses on the better management of employee motivation. It highlights the importance of recognizing individual talents and providing opportunities for growth and development to keep employees motivated. The articles suggest that leaders play a crucial role in fostering creative problem-solving capacity, sharing knowledge, and promoting job control, which can lead to increased job satisfaction and reduced turnover intentions. Additionally, creating a supportive work environment, recognizing the impact of family on employees' lives, and providing resources for personal and professional growth are essential for employee motivation and commitment. Overall, the content emphasizes the need for organizations to adopt a holistic approach to employee management that considers both individual and organizational needs.

International HRM practice
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INTERNATIONAL HRM PRACTICE
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International HRM practice
Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
a. Analysis of HR implications on Franchising and Mergers and Acquisitions..............................3
b. Identification and evaluation of strategies by Coca cola in India and UK..................................4
Task 2...............................................................................................................................................5
a. Different types of international reward and compensation practices adopted by Coca Cola to
motivate their expatriates and their impact......................................................................................5
b. Identification and evaluation of the reward and compensation practices offered by Coca Cola
in India and UK...............................................................................................................................6
Reference.........................................................................................................................................8
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International HRM practice
Introduction
As supported by the liberalisation globalisation and Publication, of the product in the society
have marks the empowering of the objectives of the companies in the different countries. The
support of the expanding in different countries helps in the better understanding of the values and
the ideas of the company on the smooth developmental process. The boundaries of the countries
in the society have no longer importance, as the international trade in the society have resulted in
the increasing of the competition, which further requires the HR management to step up. The
concerned company based on which the entire study has been performed is Coca Cola (Coca-
colacompany.com, 2017). The study analyses the Human Resource functional operations of Coca
Cola describing each and every function authentically and sincerely.
Task 1
a. Analysis of HR implications on Franchising and Mergers and Acquisitions
All supported by Thunnissen et al. (2013), the finding of write professional employer
organisation while franchising is one of the most important aspect of any organisation. The same
goes for Coca-Cola, as for franchising they need professional employer organisation who can
judge each and every move of the organisation they are going to Franchise with. It displays that
the HR plays a critical role in finding of write professional employee of the organisation by
following few basic concepts in organisation. The help in conducting basic analysis which would
get this is management consulting to the management of the company. As mentioned by Jensen
et al. (2013), the HR also help in providing proper services in terms of which can deal with
system and also deal with paper works of the organisation. In terms of Coca-Cola the company
performs proper analysis of the National Association of professional employer organisation, with
the help of the age are implemented in the organisation. Coca Cola maintain the reputation it has
in the society with the help of higher qualification professional of HR. The HR of an
organisation also helps in proper living of the agreement of third party administrator. As
informed by Schaufeli and Taris (2014), the objective of HR is also to provide proper
information about the administrator in third party business are the responsibility and liabilities
that have to be clearly it out by the respective parties while franchising.
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International HRM practice
In terms of HR for the terms of Merger and Acquisition, an important responsibility is bestowed
over them. As supported by Greene et al. (2015), the proper management of the resources in the
society during merger and acquisition is one of the most important aspects that a major can
perform in organisation. The merger and acquisition if it happens for Coca-Cola the HR plays the
most important role for the Rolling process. the HR of an organisation here in terms of Coca
Cola atoms in for maintaining a proper internal stress which help in understanding of officiating
the possible merger acquisition as an instructed by upper management level. Region of the
organisation provides proper information in terms of prospective related to people that
organisational goals are fulfil in terms of Merger or acquisition or making small internal. is
supported by Carmelii et al. (2013), the objective of HR organisation Is to divide the particular
way in which two organisation held in and provide effective and efficient work of merger and
acquisition for the development of the stakeholders. As in terms of HR, the objective of HR
would be in providing proper growth in result of employees and combined organisation. Ending
with mergers and acquisitions the age of the organisation, here in terms of Coca-Cola would be
proactive license were the legal issues in state of anti discrimination law. Avoiding of legal
issues and problems was to be the prime objective of HR department as the legal issues Hamper
merger and acquisition process.
b. Identification and evaluation of strategies by Coca cola in India and UK
Is supported by Al Ariss et al. (2014), every company has their own strategies in maintaining
proper hand over the operation of an organisation. Coca Cola also had the Strategies for in
getting entry into the market of India after 16 years of long absence. The market preparation for
the Coca-Cola Company was foreign entry strategy as the Coca-Cola India took over Parle food
for the first time in history. The accusations of the local Indian brands like Thums up, Limca,
Maaza, Citra and Gold Spot, Provided extra growth to the organisation as the merger and
acquisition of the company with the local company help in understanding the proper situation of
the market and the mentality of the customers in the society. Objective of Coca Cola India in
terms for combining local and global brands that were positioned high level because benefits of
global branding would result in the development of the organisation which can very clearly be
understood by the management of Coca Cola India. The test my car for the domestic and
educational domestic market became Coca-Cola as is providing the proper information about the
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International HRM practice
taste and preferences of the customers in the society. As in part of strategy in India the local
Indian Idol eating Indian brands of joint accompanies International family brand including Coca
Cola, diet coke, sprite and Fanta.
As mentioned by Freeman et al. (2014), the objective of Coca Cola UK has always been to take a
serious note on the advertising media. The objective responsible marketing policy where Mark
from 2010 as there were proper regard to the responsible marketing practices. The objective of
the management team of Coca Cola in UK was not only to provide entire market department the
stock but also to provide the independent auditors the check that they are complying for the
policy. As mentioned by Hülsheger et al. (2013), the objective of global responsible marketing
policy in UK was to provide proper advertising of the brand and the marketing of the product
targeting children under 16. The prime objective of transforming their product into a popular
drink was for the 25% of the audience under 16, in the advertisement that they produce early or
monthly. The proper proposition that was considered was mostly below 16 years of age. The
company also provide ABP importance of marketing strategies to pick channels of TV, outdoor
Cinemas, detail and social media, and also the print media.
Task 2
a. Different types of international reward and compensation practices adopted by Coca
Cola to motivate their expatriates and their impact
As supported by George et al. (2014), the objective of Coca-Cola has always been to understand
the importance of basic pay of every organisational worker. This mode operation of Coca Cola
has been due to the following of direct financial compensation to the individual receiving, based
on time worked. The operation of the financial compensation of an individual receives two bases
for calculation one is hourly Wage and another is salaried. The basis of calculation in Base pay
for the workers is based on the importance of the number of hours worked by the organisation.
As mentioned by Razimi et al. (2014), The salary payment are the payment which is repeated
constantly by the managers to the workers of the organisation regardless of the situation time
period of the hours of work in an organisation. General salary is based on the evaluation of the
job process of the workers in an organisation critically evaluated by the management of Coca
Cola all over the world. In India the Coca-Cola payment Is done in the form of our repayment as
the river in India is cheap and prosperous. on the other hand and the international we vote system
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of the compensation used by Coca Cola in UK is based on job evaluation. As supported by Shaw
er al. (2013), the objective of Coca Cola UK is to provide the base of a simple 30 days, to keep
workers of the organisation so that they can provide high amount of salary for them at the part of
Appraisal in the work. The Coca-Cola uses the most effective plan for incentive named as the
individual incentive plan (Coca-colacompany.com, 2017). The individual incentive plan is based
on the proper understanding of the values and the products or units produced by the
organizational workers. Individual Infinity plan in terms of Coca Cola is easily understandable
with powerful incentive, the employee resistance in the standard of what are however affecting
the output of the organisation but the quality problem caused by overriding of the output focus
proper management in organisation. The unavailability of the situation that results in achieving
incentive results in the de-motivation of the workers in the organisation. The organisation needs
to be properly set up so that to keep the motivation of the organisational workers high. It is also
seen that the permanent incentive salary in the organisational workplace is based on the
performance evaluation, which further help them in achieving the state of gaining motivation.
b. Identification and evaluation of the reward and compensation practices offered by Coca
Cola in India and UK.
As mentioned by Vaiman et al. (2015), performance evaluation and performance appraisal for
every organisation is important as to make the organisational workers motivated and highly
engrossed in the operation of the organisation. The achievement of Coca Cola in India is because
of the proper planning and evaluation of the strategies at proper time. It is to be kept in mind that
the importance of the situation provided by Coca Cola in India where all due to the individual
incentive plan in the base. In terms of Coca Cola India, there are three types of reward system
provided to the workers of the organisation- Daily basis of Reward system, monthly basis of
reward system and the quarterly basis of reward system.
The daily basis of reward system is for the employees and workers of the organisation of the
employee salary increment. It can also be done with grade jump which means. The designation
change is one of the most important River system provided by Coca Cola to the effective
workers of the organisation. The annual incentive plan for business performance is fixed or an
important aspect in providing the proper tool for managing the development of Coca Cola in the
society.
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As mentioned by Wayne et al. (2013), the government of UK has provided proper information to
the organisation namely Coca-Cola in its society to provide more and more support to the youth
of the society in job and other achievement. As in terms of Coca-Cola the going rate of a fruit is
the prime in the elementary functions provided are used by the organisation so has to understand
the actual base salary and the link market shares. Compensation approach has the disadvantage
of the losing of expatriates. The Coca-Cola all UK, also uses the balance sheet approach in where
the compensation package of the workers in your organisation are based on the purchasing power
between host country and the home country. It can also be understood by the position placed by a
baby member of the organisation in terms of international position
Conclusion
All the above assignment it can be clearly and properly evaluated that the Assessment of any
capabilities in an organisation must be directly understood by the HR of the organisation. It is
evidently understood that the direct capabilities of the organisation to maintain the competitive
edge is to provide proper information about international human resource management strategies.
The assignment have provided with the information about the several stages of development of
organisational Global status. It has also clearly understood taken for the organisation
development in terms of franchising along with Merger and acquisition. BFM and also provide
me proper information regarding the incentive package of the workers in the organisation all
over the world under Coca-Cola supporting their need and there advantages in better
management of motivation.
The Coca Cola can provide the organisational worker the proper period of gap between the
working to time and the recess time. The removal of the organisation rigidity helps in the better
management of the employee motivation.
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Reference
Al Ariss, A., Cascio, W.F. and Paauwe, J., (2014). Talent management: Current theories and
future research directions. Journal of World Business, 49(2), pp.173-179.
Carmeli, A., Gelbard, R. and Reiter‐Palmon, R., (2013). Leadership, creative problem‐solving
capacity, and creative performance: The importance of knowledge sharing. Human Resource
Management, 52(1), pp.95-121.
Coca-colacompany.com (2017) Coca Cola Available at: http://www.coca-colacompany.com/
[Accessed on 27 Mar 2017]
Freeman III, A.M., Herriges, J.A. and Kling, C.L., (2014). The measurement of environmental
and resource values: theory and methods. Routledge.
George, G., Haas, M.R. and Pentland, A., (2014). Big data and management. Academy of
Management Journal, 57(2), pp.321-326.
Greene, P.G., Brush, C.G. and Brown, T.E., (2015). Resources in small firms: an exploratory
study. Journal of Small Business Strategy, 8(2), pp.25-40.
Hülsheger, U.R., Alberts, H.J., Feinholdt, A. and Lang, J.W., (2013). Benefits of mindfulness at
work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction.
Journal of Applied Psychology, 98(2), p.310.
Jensen, J.M., Patel, P.C. and Messersmith, J.G., (2013). High-performance work systems and job
control: Consequences for anxiety, role overload, and turnover intentions. Journal of
Management, 39(6), pp.1699-1724.
Razimi, M.S.B.A., Noor, M.M. and Daud, N.M., (2014). The concept of dimension in human
resource management from Islamic management perspective. Middle East Journal of Scientific
Research, 20(9), pp.1175-1182.
Schaufeli, W.B. and Taris, T.W., (2014). A critical review of the Job Demands-Resources
Model: Implications for improving work and health. In Bridging occupational, organizational
and public health (pp. 43-68). Springer Netherlands.
Shaw, J.D., Park, T.Y. and Kim, E., (2013). A resource‐based perspective on human capital
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pp.572-589.
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Thunnissen, M., Boselie, P. and Fruytier, B., (2013). Talent management and the relevance of
context: Towards a pluralistic approach. Human Resource Management Review, 23(4), pp.326-
336.
Vaiman, V., Haslberger, A. and Vance, C.M., (2015). Recognizing the important role of self-
initiated expatriates in effective global talent management. Human Resource Management
Review, 25(3), pp.280-286.
Wayne, J.H., Casper, W.J., Matthews, R.A. and Allen, T.D., (2013). Family-supportive
organization perceptions and organizational commitment: The mediating role of work–family
conflict and enrichment and partner attitudes. Journal of Applied Psychology, 98(4),
p.606.Wayne, J.H., Casper, W.J., Matthews, R.A. and Allen, T.D., (2013). Family-supportive
organization perceptions and organizational commitment: The mediating role of work–family
conflict and enrichment and partner attitudes. Journal of Applied Psychology, 98(4), p.Wayne,
J.H., Casper, W.J., Matthews, R.A. and Allen, T.D., (2013). Family-supportive organization
perceptions and organizational commitment: The mediating role of work–family conflict and
enrichment and partner attitudes. Journal of Applied Psychology, 98(4), p.606.
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