Case Study Analysis on Coca Cola: Recruitment and Selection of Expatriates and International Managers

Running head: GLOBAL HUMAN RESOURCE MANAGEMENT 1
A case study analysis on Coca Cola Company: The recruitment and selection of
Expatriates and International Managers

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Case study on personal experiences
The case study reflects on the knowledge that has been accomplished through Coca Cola
regarding the human resource management. I have been able to comprehend the recruitment
procedures that are undertaken by Coca Cola to select expatriates. The major aim of the company
is to improve expatriate talent thus persuading them to undertake global assignments. I have
learned that the company has been aiming to develop the congested operation of HR to border
expatriation function. The strategic human resource management problems in the company take
place from the strategic activities. The undertaking of global assignments by an MNC like Coca
Cola has been leading to several issues that have been witnessed by human resource managers in
the form of disastrous results. I have learned that the company regards the issues that are
witnessed by a family due to expatriation. As a result, it regards only those individuals who are
readily willing to work outside their home country. The knowledge that I have gained from the
employer reflects on essential management abilities that takes place in multiple scenarios by
human resource managers along with global policies of the company. The human resource
managers of Coca Cola has been getting equipped with employees related to particular reference
as well as requisite skills in order to become successful on global jobs. The major cause for
sending expatriates to a different country is to provide them with an exposure to the working
culture of that particular country. The expatriates are also provided with performance appraisal
that provides a contribution towards the yearly objectives of the company. I have learned that
human resource managers are imperative in selecting an employee who is willing to work in a
diverse working cultural environment. The expatriates aim at eradicating unnecessary ambiguity
with the help of human resource departments. It is imperative to provide relevant training in
order to accomplish good productivity from an employee. It requires to be kept in mind that it is
required to provide training as well as orientation to the expatriates before sending them to the
host countries. I have gained knowledge regarding the fact that global human resource managers
regard employee relations that differs significantly from one country to a different country. The
strategies that are adopted are used to motivate employees in one country that are regarded to be
useless in some other countries. It has been reflected that Coca Cola is a large multinational as it
has invested a huge amount of resource on expatriates for some particular projects. The company
also respects the tradition as well as culture of expatriates at the organizational level thus making

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them feel valued. The skills of expatriates decide the compensation that they deserve. As a result,
the expatriates require to deal with the tasks at the global level.

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Table of Contents
Introduction......................................................................................................................................4
Role of an Expatriate and International Managers..........................................................................4
Coca Cola Overview........................................................................................................................5
Recruitment and Selection of Expatriates in Coca Cola..................................................................6
Performance management of Expatriates in Coca Cola..................................................................8
Role of Training and Development of Expatriates..........................................................................8
Compensation for Expatriates..........................................................................................................9
Recommendation...........................................................................................................................10
Implementation Plan..................................................................................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12