Reward and Compensation Practices of Coca-Cola

This assignment explores the reward and compensation strategies implemented by Coca-Cola in India and Mexico. It examines various aspects of these practices, including incentives based on performance, the importance of a clear organizational outlook, and the potential impact on employee engagement and motivation.

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International Human Resource Management
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International human resource management
s
Task 1:.........................................................................................................................................................3
Analysis of HR implications on franchising:.............................................................................................3
Analysis of HR implications of mergers and acquisitions:........................................................................3
Identify and evaluate international development strategies of Coca-Cola:.............................................4
Task 2..........................................................................................................................................................6
Evaluation of different types of the various types of international reward and compensation practices
adopted by multinational companies to motivate to their expatriates...................................................6
Identification and evaluation of Coca Cola’s reward and compensation services in India and Mexico...7
Recommendation........................................................................................................................................9
Conclusion.................................................................................................................................................10
References:................................................................................................................................................11
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Task 1:
Analysis of HR implications on franchising:
The effects of HR on franchising are given below:
 HR of an organisation helps in creating a well-planned permit agreement about office
laws.
 HR gives disclosure of salary costs before inflowing into a contract agreement and supply
opportunities for support in the time of the license agreement (Kumar, 2016).
 HR of an organisation observe franchisees and ask for regular information about service.
 HR of a group carry out usual acquiescence reviews of franchised industries.
 Both franchisees and their workers must feel relaxed while dealing with a franchisor in
deference to topics with the organisation. Employees must not believe that they are
prohibited from raising service anxieties with the franchisor. HR implicates positive
feedback among the employees (Mallapragada and Srinivasan, 2016).
Analysis of HR implications of mergers and acquisitions:
HR helps supervise any troubles or disputes associated to inhabitants in the associations as the
amalgamation or acquisition procedure opens out.
Company traditions: HR helps decide if the traditions of the two corporations that are
becoming a single company through fusion or attainment are companionable.
Benefits troubles: throughout the due meticulousness part of an amalgamation or attainment,
which approaches after the procuring company composes its preliminary offer to buy the other
corporation, administration from the obtaining company evaluate whether the agreement makes
tactical and economic sense (Finkelstein, 2016).
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Employee apprehensions: a unification or acquirement creates doubt and alteration for workers
both of the obtaining company and the procured company. HR in both organisations lend a hand
to soften the changeover for recruits, helping tranquil any worries as well as replying to queries
about how the amalgamation or acquirement influences each member of staff individually.
Identify and evaluate international development strategies of Coca-Cola:
Indian marketplace is one of the leading budding markets in the whole world. The Coca-Cola
Company is stated as a worldwide company with foreign goods and universal actions. Coca-Cola
Company’s temporal power came from working as a multi-local industry that for a very extended
time depends mostly on the near of neighbouring bottling associates. That is why the global
approach of coca-cola allow its production in more than 198 nations to work according to for
restricted rules, local traditions, and local requirements and so on. Coca-Cola follows a general
global policy, allocating for differences in wrapping, allotment, and media that are vital to a
specific country or environmental area. Thus, the international strategy is contained in a precise
geographic promotion chart. Instead of relating a global plan, it is expected to be an approach of
thinking internationally, but performing locally (Yuvaraju, Subramanyam and Rao, 2014).
Advertising and promotion are one of the strongest points of any international
business in any state. As to settle in the market in front from the opponents, advertising plays the
chief position in Indian marketplace for beverages. Coca-Cola Company advertising plan relies
on 3 A's that are Accessibility, Affordability and Acceptability. The former 'A' is for accessibility
of the invention to the clients. The next 'A' is for affordability is for costing, and the third 'A' is
for suitability which acts as convincing the consumer to purchase the invention. Coca-Cola
applied two different promotion plans for each modern and rustic marketplace. The former
development life ho to Aisi indicates time as it must be for the Metropolitan bazaar and the other
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was than Matlab Coca Cola which signifies cold or icy is coca cola which strikes the rustic
target very exceedingly and grows the market very competently because the 95% of the
inhabitants are in agricultural and developing towns (Barkay, 2013).
SWOT analysis of Coca Cola
Strengths  High brand figure
 Strong business representation
 Strong brand assessment
Weaknesses  Pension resources influences liquidity
arrangement
Opportunitie
s
 As a non-alcoholic drink, it can expand in
future
 The company can incarcerate the market
development with fresh products
Threats  The intense opposition between bottling
associates.
 Declining marketplace share
 Reducing water level
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Task 2
Evaluation of different types of the various types of international reward and
compensation practices adopted by multinational companies to motivate to
their expatriates
A high-quality compensation enclose is an individual that is measured fair by an emigrant, but it
has got to be gainful for the association. It should be designed to attain the mobility and
employment objectives of the business (Gilbert, De Winne and Sels, 2015). There are only some
techniques usually functioned to resolve international compensation. The compensational
approaches are –
i. Home-based advance:
The domestic or steadiness expanse advance is the most renowned of this accession and by many
international business firms. The equilibrium expanse approach gives global employees with a
compensation bundle that makes equal price variation between the global assignment and the
similar task in the residence nation of the entity or the group (Baeten and Verwaeren, 2012).
ii. Host-based advance:
The Coca-Cola Company is not an Indian company. But the working members of the
organisation will get incentives according to the payment laws of India. There are restricted, if
some, project associated payments. The payment of the host nations will be more than the
domestic bonuses. With associations gazing at financial prudence chances, they have organised
for restrict employees.
iii. Global market advance:
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All the employees who use to do the assignment are on the same reimbursement level, in spite
of-of their residence countryside. This attainment is comprehensive. Regardless of which nation
state the worker is dispensed, the significant remuneration is given.
There are payback and disadvantage to each advance. The purpose of each project, among other
matters, should be calculated before deciding the correct payment advancement.
The Human Resource authority is facing difficulties to be resolved. At first, in sustaining a
multinational company’s desire to employ the home country state not only in the firm’s nation of
derivation, illustration from home service basis (Barrett and Mayson, 2010). The home country
organisation may be expatriated to effort in other nation to reserve commerce expansion and
procedures there.
The reward function should be managed in a systematic way.
Identification and evaluation of Coca Cola’s reward and compensation services
in India and Mexico
The primary objective of the Coca-Cola Company is to settle down the expansion of marketing
in the countries like India and Mexico. The major factor is that the organisation has to bring out
and provide the sufficient percentage of profits to the business partners and the shareholders
(Gertner and Rifkin, 2017).
The firm has managed to establish the reward and compensation practices in India and Mexico.
The attributes are discussed in the below -
 The reward of the company is to boost the activities within the organisation including the
cultural factors.
 Coca-Cola aimed at proving skill and testing the talents of their workers.
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 Coca-Cola has managed to settle down the activities regarding the growth in the skill
development program for the workers.
 The organisation has a very clear view about the administration in India which will
manage to take important decisions (Fuchs, 2011).
The compensations are addressed in the below -
 The connection between the different working staffs in the company. The judgement
according to the position and post should be ignored.
 The incentives will be based on the progress in works of the staffs. The different
excellent ideas of the chief executive officers and the other working members of the
company will help them to get more compensations and incentives (Busin, 2015).
 The outlook of the organisation should be very intact and clear so that people can easily
get attached to the organisation.
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Recommendation
The international human resource management has organised to evaluate the reward and
compensation practices of the Coca-Cola Company in the nations like India and Mexico. Those
practices are discussed through task 1 and task 2 in the above.
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Conclusion
The Coca-Cola is a soft drink company which is famous for holding the strong business not only
in the European countries but also in the Asian nations. The reward and composition, the
business planning of the organisation, has been discussed through various points in the above.
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References:
Barkay, T. (2013). When Business and Community Meet: A Case Study of Coca-Cola. Critical Sociology,
39(2), pp.277-293.
Finkelstein, S. (2016). Advances in Mergers and Acquisitions. 1st ed. Emerald Group Publishing Limited.
Kumar, V. (2016). Automation in Information Technology: Implication on Job Market In India.
International Journal Of Engineering And Computer Science.
Mallapragada, G. and Srinivasan, R. (2016). Innovativeness as an Unintended Outcome of Franchising:
Insights from Restaurant Chains. Decision Sciences.
Yuvaraju, D., Subramanyam, D. and Rao, P. (2014). Advertising Strategy of Coca-Cola at Coca-Cola
Beverages Pvt.Ltd. IOSR Journal of Business and Management, 16(6), pp.122-131.
Baeten, X. and Verwaeren, B. (2012). Flexible Rewards From a Strategic Rewards Perspective.
Compensation & Benefits Review.
Barrett, R. and Mayson, S. (2010). International handbook of entrepreneurship and HRM. 1st ed.
Cheltenham [u.a.]: Elgar.
Busin, M. (2015). Expatriate compensation. 1st ed. Randburg [South Africa]: Knowres Pub.
Fuchs, A. (2011). Essays on Weather Indexed Insurance and Energy Use in Mexico. 1st ed. Berkeley, CA.
Gertner, D. and Rifkin, L. (2017). Coca-Cola and the Fight against the Global Obesity Epidemic.
Thunderbird International Business Review.
Gilbert, C., De Winne, S. and Sels, L. (2015). Strong HRM processes and line managers' effective HRM
implementation: a balanced view. Human Resource Management Journal, 25(4), pp.600-616.
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