Coca-Cola's Human Resource Management

This assignment delves into the human resource management (HRM) strategies employed by Coca-Cola. It analyzes their recruitment process, focusing on skills-based selection and job descriptions. The importance of training is highlighted, with four types provided to enhance employee performance. Maslow's theory is identified as a motivational tool used within the company. Additionally, the assignment explores various policies implemented by Coca-Cola to maintain their distinctive organizational culture.

Managing People in
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Task 1 Recruitment and Selection...............................................................................................1
Task 2 Induction and Training.....................................................................................................3
Task 3 Motivation theories..........................................................................................................5
Task 4 Individual behaviour at work and effective teamwork....................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
For every organization it is necessary to hire skilled and experienced employees at right
place. The employees recruited at right place uses their skills and abilities to perform activities.
Also, training helps in learning skills that are required in performing job roles.
This report will describe process of recruitment and selection of candidates in Coca Cola.
It will also show different training and induction programs organized by company. Moreover,
what type of motivational theories are applied by managers to motivate employees. At last the
individual behavior and team work is discussed in Coca Cola.
MAIN BODY
Task 1 Recruitment and Selection
Recruiting and selecting right employees at right place is very important. this is the first
step that is followed to hire efficient employees (Day, 2014). it is necessary to hire candidates
that possess appropriate skills so that goals and objectives are attained. An organisation should
develop a systematic process of recruitment so that operations are not affected. HRM is
responsible for managing overall activities of people. in order to identify number of employees
required, forecasting is done.
Coca Cola follows a systematic process through which they are able to recruit candidates.
The process is as follows :-
Job analysis and design – it is a procedure to identify the required skills, abilities, etc, for
performing a job role. Also, analysis is done to determine what kind and type of person should
be hired. This process is further divided in to two categories that is :-
 Job description – it means to determine job roles, responsibilities, reporting, etc. that is
required for a particular job role. This is briefly done so that each role is written
separately. Similarly, Coca Cola manager does job description of various department.
 Job specification – this is second method in which the knowledge, abilities that is
required to perform above job description (Taylor, Doherty and McGraw, 2015).
Moreover, it depends on certain department. here, education, experience, etc. of person is
evaluated and written down. In Coca Cola job specification is conducted by HR manager.
Planning and forecasting – in this process HRM of Coca Cola decides that what position will
be filled first and how. Here, different plans are developed to hire people. alongside this,
1

forecasting is done by manager to identify future expected needs of company. In plan overall
activities are described that from where and how recruitments will be done and in what time.
Then, report is sent to Coca Cola head office for approval. After approval recruitment process
begins.
Selection process – after receiving applications in large number, selection process starts. Coca
Cola is having a well established selection process. There are several steps in this process where
a candidate has to go through different rounds (Jones and Hall, 2018). This process helps in
selecting best candidate for specific job profile. In Coca Cola rounds are described below :-
Screening – This is initial stage in which number of applications received are segregated and
sorted on basis of job profile. It takes a of time as there are large number of applications. Here,
many applications are rejected.
Group discussion- the candidates selected are called for group discussion. This is done to
identify communication skills. a topic is given to them to speak. It is done in groups of 4-5
people.
Psychometric test- Coca Cola conducts test for selected candidates to identify their analytical,
reading, quantitative skills. it gives an insight about candidate skills and abilities.
HR interview – after the candidate has been selected in all stages, he or she is called for
interview. This interview is taken by HR manager with 2-3 more top management people. it
enables in understanding nature of candidate.
Purpose and content of job advertisement – Coca Cola hires employees by giving a job
advertisement. It is an ad in which is given by company to recruit someone for specific job
profile. Its purpose is to attract right candidate (Wellin, 2016). Job advertisement is a
notification in which complete details are written. It includes qualification, skills, experience,
salary, etc. Coca Cola also give ads in various sources to recruit people.
Job advertisement
JOB OPPORTUNITY
Coca Cola requires a qualified sales representative who is experienced enough in generating
leads and marketing products
Job description
2

Duties- To target potential customer and sale products to them.
To generate leads from market.
To coordinate with sales team and attend meetings at client place.
Collect and gather data and information from the market.
Solving queries of customer and providing them solutions.
Role- Senior Sales executive
Location- London, UK.
Salary- According to the qualification and experience
Job specification
Qualification required:
Having bachelor’s degree and post-graduation from a recognised university
Specialisation in marketing
Experience
Minimum 2- 3 years of experience in sales
Age:
Between 24 and 40
Interested candidates may send their resume on website of Coca Cola before 25th November
HR Manager
Coca Cola
London, UK
Task 2 Induction and Training
This is second important thing that results in attaining goals on specified time. Here,
candidates hired are given training to perform their job roles. They are given a brief overview
about procedure of doing job, reporting, tools and equipment used, etc. Induction refers to
introducing candidate to organisation mission, vision, goals and objectives, etc. it gives an
insight to employee job roles and responsibilities (Rees and French, 2016). Coca Cola gives
different types of training that is skills, technical and leadership and functional.
Importance – employees going through induction stage get to know about goals of company.
this helps them in finding out what role and responsibilities they have to perform. So, they get an
3

idea about their job profile. This helps them to perform it in easier way. the importance of
training is it shows the way how task has to be performed. Moreover, it enables in guiding
candidate that whom they have to report, what resources will be used, etc. in addition training is
a way of directing staff to do task. It also supports in maintaining consistency in performance of
employees. in this way Coca Cola staff is able to generate effective outcomes.
Challenges faced - while providing training to employees Coca Cola manager has to face many
challenges. Due to this it had a poor impact of productivity of entire operations (T&D Challenges
and Solutions in the Workplace. 2018). the challenges affected on overall training procedure.
Coca Cola faces many challenges in training that are as follows:-
 Dispersed work force- Coca Cola work force is diversified into different departments.
They possess various skills and abilities (Basu, 2014). So, Coca Cola has to make
frequent changes in their training programs. It has made it difficult to maintain
consistency. This has impacted on creative way of performing operation by employees.
moreover, company business is geographically expanded. Therefore, culture difference
has led to misunderstanding.
 Hectic schedule- as Coca Cola operates in food and beverage sector and are having
various types of operations. so, employees have to work for long hours to attain targets.
Also, they have to maintain balance work life balance. so, providing training adds to their
personal time. They have to work for long hours. Due to this company is not able to
schedule training programs. It has led to decrease in their performance.
 Increase in cost – Coca Cola is very big firm which manufacture food beverages.
Organising training is not an easy task. It requires proper plan in which entire procedure
is written. Also, a huge cost and time is involved in providing training. Besides this,
many time trainings are too generic and is not personalised for specific skills or roles. In
similar way, Coca Cola has to incur a lot of cost in this (Farooqui, 2015). Thus, this is a
major challenge faced by company.
Measures – it is very important for company to overcome challenges in training programs. This
will be beneficial in providing efficient training to employees so that efficiency can be enhanced.
There are certain measures that can be considered by Coca Cola. these are as follows :-
 The company can use technological tools in providing training to employees. in this
training can be provided via video conferencing, online forums, etc. the tools used in it
4

are easily available and requires less cost to install. Moreover, they are easy to use and
manage. Through this, communication can be done in large area.
 The management of Coca Cola can clarify training goals. It will be easy for employee to
know what type of training is been provided to them and how it will benefit in their jobs.
This is anther way of employee engagement.
 Company can deliver training via presentation, video, etc. that will consume less time.
Moreover, it can be given on weekends so that employee feels less pressure (Brown,
2014). Coca Cola can optimise mobile technology to access training sessions.
 In order to reduce cost, Coca Cola can use online training as much possible. It will be
useful for employees to access them from any place. In addition tools and equipment’s
must be maintained. it will result in putting less burden on company to purchase new one.
Thus, expenses can be minimised and controlled.
Task 3 Motivation theories
In order to enhance employee performance, it is necessary to motivate them. this is
because it will help in improving their productivity. also, it creates a positive work place
environment. motivation is basic requirement in job. It encourages employees to work in creative
way so that goals attained in less time. Furthermore, it supports in growth and development of
employees. Coca Cola manager motivate them by applying different motivational theories. They
are discussed below :-
Motivational theories
Maslow's need hierarchy theory:
Physiological needs- This is the basic necessity for every human to live. Like food, shelter,
clothing, water, and other necessities of life. These needs are related to survival maintenance of
human life.
Safety needs- they are comprised the security for family, from disasters, danger and external
affairs (Adamou, 2017)
Social needs- The social needs belong to interested in social interactions with society. it refers to
love, affection, family, friends, etc.
Esteem needs- These needs are related to self-respect. It includes self confidence, competence,
achievement, knowledge and independence.
5

Self- Actualisation needs- These needs define the higher human needs, in other words these
needs are related to the fame and achievement in life.
Advantage-
 it helps to motivate employees of Coca Cola to fulfil their needs and goals which they
want to live a quality life.
 The main advantage of theory this will give path of success to get high quality food,
shelter, etc. for family. This theory supports all the organization activities like to do hard
work.
Disadvantages-
 To achieve more profits Coca Cola has to change organizational culture which can
negatively impact on employee’s personal life like doing hard work that forces them to
left their job.
Hertzberg two factor theory- this theory is based on two factors that are hygiene and
motivational factors
Hygiene – the factors that are essential to motivate employees. it includes pay, working
conditions, fringe benefits, policies, etc. (Battaglia and et.al., 2016) if these all are flexible it
will encourage workers to put hard efforts.
Motivational – in this factor included are growth, achievement, recognition, etc. these motivate
workers to improve their performance. It helps in making employees satisfied with their job.
Advantage
 It states that these factors will help in motivating employee performance.
 It clearly differentiates between individual and behaviour needs of employees.
Disadvantage –
 The situational factors are not considered in this theory.
 Some factors are not in control of manager like personal life.
In Coca Cola managers follow Maslow theory to motivate workers. They ensure that their
needs are fulfilled in systematic way so that employees remain satisfied. Also, it assists manager
to identify specific needs so that appropriate measures are taken accordingly.
6

Task 4 Individual behaviour at work and effective teamwork
An individual behaviour can be affected by many reasons. It may be due to change in
their perception or attitude, etc. it also depends on nature of person that how he or she reacts in
particular situation. This leads to effect the overall team work. The various factors are:-
Factors that affect individual behavior
Abilities: they are traits and skills of person that he or she learns and apply at work place. They
can be divided into different categories that are intellectual, physical, etc. these all are used in
performing different tasks (Jones and Hall, 2018). Sometimes, in Coca Cola performance is
measured in terms of abilities possessed by employees. so, it has led to effect on teamwork and
ineffective working of staff.
Culture: This is the main factor that can influence individual behaviour. If there is any change in
organisational culture it will directly impact on performance and behaviour of employees. it is
the responsibility of management to ensure that values, beliefs, etc. of employees are respected.
For this policies and rules are developed. Coca Cola HR has developed strict rules and
regulations which are followed. This has supported in maintaining better organisational culture.
Gender – it states that both men and women are equal in society as well as at work place. in
organisation equality is based on terms of performance, abilities, etc. thus, any practise of
discrimination will impact individual behaviour. Both men and women are treated equally and
given equal chances for growth. this has resulted in creating a positive environment at work
place. thus, it has benefited in improving team efficiency.
Perception – it means the way of thinking or responding towards a particular situation. Every
individual reacts to different situation in different way (Wellin, 2016). it depends on their
thinking ability. In Coca Cola employee perception can be changed instantly.
Skills and Knowledge: in regards to perception, every employee possess different skills and
abilities. This is because of their background, qualification, experience, etc. then, according to
their skills they are assigned roles and responsibilities. Similar approach is followed by Coca
Cola. they assign roles by considering skills of employees. it has been beneficial in enhancing
team work and attaining goals in effective way.
Recommendations
7

It can be analyzed that an individual behavior is influenced by internal factors. it depends
on how they think and react in situation and control it. It may be due to change in their
perception or attitude, etc.
CONCLUSION
Hereby, it is concluded that in Coca Cola candidates are recruited on basis of their skills
and abilities. They follow a many step to hire right person at right place. It includes job
description and specification. Training is given to enhance employee’s performance. Also, four
types of training are provided by company. They follow Maslow theory to motivate employees.
Also, Coca Cola has imposed several policies to maintain their organizational culture.
8

REFERENCES
Books and journals
Adamou, C., 2017. Leading and managing people effectively in the face of global public
health emergencies: lessons from Ebola and Zika virus outbreaks. Strategic HR Review. 16(1).
pp.45-48.
Basu, R., 2014. Managing quality in projects: An empirical study. International journal of
project management. 32(1). pp.178-187.
Battaglia, M. and et.al., 2016. Managing for integration: a longitudinal analysis of
management control for sustainability. Journal of cleaner production. 136. pp.213-225.
Brown, A., 2014. Organisational paradigms and sustainability in excellence: from
mechanistic approaches to learning and innovation. International Journal of Quality and Service
Sciences. 6(2/3). pp.181-190.
Day, R.D., 2014. Leading and managing people in the dynamic organization. Psychology
Press.
Farooqui, S., 2015. Innovative People Management Strategies: Managing People During
Merger and Acquisitions. SAMVAD, 8.
Jones, C. and Hall, K., 2018. Developments in Services for Elderly People: Managing the
Changes. In Management, Social Work and Change (pp. 57-72). Routledge.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Online
T&D Challenges and Solutions in the Workplace. 2018. [online] Available through : <
https://www.talentlms.com/blog/training-challenges-solutions-workplace/>
9

10