Strategic Human Resource Management in Coca Cola and Lipton

This report discusses the strategic human resource management of Coca Cola and Lipton, and identifies the HR strategies used by both companies. It also elaborates on the issues affecting HRM strategies.

Strategic Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK-1............................................................................................................................................3
TASK 2............................................................................................................................................5
TASK- 3...........................................................................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Strategic human resources management is referred as the human resources which play an
important role in the companies to create policies and implement through the different activities
such as training, hiring and rewarding the employees for motivating and inspire them. Present
case study is based on the coca cola company is the international beverage company and supply
the soft drink in various brands such as sprite, Fanta, etc. this report will discuss the strategic
human resources management of the coca cola company and also refer Lipton organization for
compare it as well as compare and identify the HR strategies. It will identify and elaborate the
issues which are affect the HRM strategies.
MAIN BODY
TASK-1
Strategic human resources management are relation between the companies objective,
goals, strategies and company human resources. The aim and objective of the strategic human
resources management is improved business performance, enhance competitive and flexibility
innovation as well as develop a purpose for the culture of organizational. In the strategies HRM,
human resources of company require to adopt the different strategies which are helps in develop
the company as well as retain the existing employees to reach the company's need and their long-
term plans. HR strategies can directly impact on the growth and development of the company. In
other words, the aim of Human resources department is support and reflect the objective and
goals of the company (Lopez-Cabrales and Valle-Cabrera, 2020).strategic human resources
helps in create the better work environment, enhance the job satisfaction, improved customers
satisfaction as well as enhance the productivity.
This essay will discuss the coca cola and Lipton company and both companies are soft
drink brand company. In the case study, it elaborates the coca cola strategies HR and their
relation with the strategies and structures. Strategies HRM is the essential part of the every
company. It is specially needed for the international company like coca cola. The Human
resources management strategies at company Coca cola have various advantages and
disadvantages because it is the international and create procedures and policies for the global
company is difficult. The Human resources management strategies are focuses on the employee's
retention for maintaining their position in the competence market. It also helps in provide the
securities to the employees as well as they also focused on the recruitment to maintain the

position and must be ensured that hire the right person at the right job for achieving the goals and
objectives of the company. The coca cola company values its employees and provide the
favourable working environment to their employees (Hauff, 2021).
Furthermore, the Lipton soft drink company also have their human resources
management strategies policies and procedures for ruling the employees of the company but it
also shaped the business strategies which helps in improve the customers service as well as their
performance which are delivered by the employees.
Human resources management planning strategies of coca cola is the growth strategy of
the company which helps in develop the more people in the company as well as hire the new
employees with the knowledge and their skills (Oltra Comorera, 2022). The HR planning are
used for achieving the business objectives and their effectiveness and efficiencies in the human
resource's management.
Human resources planning is the recruitment process which are done by the human resources.
They are recruit the candidate in the company and organization. There are various ways which
are used by the coca cola company for the recruits the candidates that include they give ads in the
newspaper and magazines as well as communicate with the employees for better opportunities
through the radio, television and newspaper (Chaudhry, 2019). They also can recruit through the
social networking sites which can attract the employees. Direct applications are launched by the
coca cola for the employees.
The human resources management approach are used by the coca cola company for
controlling and planning the human resources of a company and aligned them with the business
strategies of organization. This approach is considered human resources as the organization
strategies. The coca cola company used the human resources management strategies for
achieving the high performance as well as competitive advantages in the industry of beverage.
The coca cola company plans the various goals for their company that require the effective
human resources management for the achievement as well as ensure that activities must be run
smoothly (Ehsan, 2021). It is also referred as people function management in the coca cola
company. Their aims are meet out the customer’s needs, desires and their choices as well as
target market for becoming the more competitive and achieve the growth of company in order to
establish the values for the shareholders. The coca cola company manage their money, time and

people with the effectively and efficiently to achieve the target and enhance sustainable growth
with the strategies.
Work force planning is the refer the process to addressing and identify the gap between
the employees and workforce. The company also identify the gap between the workforce and
implement the gap reduction strategies for achieve the organization targets and their objectives.
The recruitment process which are used by the coca cola company for hiring the
employees through the newspaper and advertisements and then interested candidate will apply
and selection process will be conducted by the company through the interview, presentations and
test after that human resources management select the right candidate at the right job with the
abilities and their capabilities (Stahl, 2020).
Human resources developing is the development in the employees through the techniques
in the coca cola company to provide a favourable, and familiar working environment as well as
enhance their performance with the training and career developments and monitor the employee's
performance.
Talent management is the ability and capability of the employees to do their jobs.
The company coca cola is considered the employees progress with their rules and regulations
which are set within the organization for build skills, experience and capabilities in employees
for achieving the business goals. The financial planning was not done efficiently and effectively
so that the current ratio and liquid asset has disturb the cash distribution that need to be efficient.
There are many new entrants are joining the market so it can be the biggest challenge for the
company. To overcome this challenge company has built the internal feedback mechanism from
the sales team. Also, competitors have good amount of inventory so it impacts on rising capital
because it has the chance of attracting more and more customer towards its segment.
TASK 2
Human resources are one of the most important sectors of the organization as it contributes
in success of company in effective manner. Moreover, the role of HR department is to hire best
quality people within the organization so that functional unit of the company remain effective in
addition to this, it has been finding that Coco Cola make use of effective strategy in order to
build healthy relation with their employees. One of the main principles of HR is to respect
people and it is the fundamental value of Coco cola form last so many years (Malik and et.al.,
2019). Although organization has built trust and respect through following standards of integrity

and excellence. Moreover, the company promote human rights according to UN guiding
principles on business. It aims to increasing the enjoyment of human rights within the
communities. Although respecting human HR policy of the company includes point like
respecting human rights, diversity and inclusion, workplace security and healthy lifestyle.
Moreover, in company it is the responsibility of each employee to maintain a work environment
that reflects respect for human rights and workers are free from discrimination and harassment.
If any employee believes that there has been violation of human rights or any law it can report it
immediately to HR, manager and company legal counsel.
Along with this, company follow another strategy such as talent management in which it
hires qualified people and have good interview process. The employees have to go from both
oral and written test so that it can analyse their skill as well as select the best candidate out of
other. In addition to this, proper training has been given to the employees so that it can meet with
the challenges in effective way and it keep the customer satisfied (Poon and Law, 2020).
Moreover, it has been found that company also follow motivation strategy so that it can increase
their moral and keep them for longer period of time. The HR manager fulfil the basic need of the
employees such as appropriate salary is provided on time and extra incentive has been given for
good performance. In addition to this, in order to improve motivation of employee it provide
both momentary and non- monetary incentive such as appreciation certificate, gifts and bonus
to the workers. Internal promotion is also conducted in company for satisfying the needs of the
employees. Moreover, Coco Cola also believes in maintain smooth flow of communication with
its workers so that it can know about what has been expected from them and it have knowledge
about what are the goals and objective of firm to be accomplished. Along with this, due to
smooth flow of communication within subordinates and senior it contributes in reducing chaos
within company and positive culture has been promoted within firm.
The communication strategy allows the employees to understand the big picture of the
company and the way it can fit in that and contribute in the success. It also helps in increasing
the productivity of the worker and there means to work as due to smooth flow of information it
is easy for the worker to connect with the goal. In addition to this, it helps in building employee
engagement as communication is a continuous process. It allows organization to build healthy
relation with them as well as allow them to work more effectively. It also improves trust within
employees and it also resolve issues within the organization and it creates better client

relationships. Along with this, some of the specific strategy such as CSR so that it can contribute
in developing society and to motivate ruler area people (Lopez-Cabrales and Valle-Cabrera,
2020). This Strategy has been followed by Coco Cola so that it can attract large customer and
build good brand image. Although in all the activities and programme it makes active
participation of their employees. However, nowadays employees a tend to stay more in the
company that participate in CSR. This strategy also define commitment to define conduct
business ethically so that it can benefit environment and it refers in implementing programs that
will improve the performance.
Coco cola HR department can make use of analytics to predict and evaluate things related
to work such as employee retention to success of firm and recruitment strategies. For example,
employees will use chat box so that it can communicate with peers and seniors and share their
thoughts and ideas. Such tools will allow the worker to find out how many sick or vacation days
it has and what are the procedure the organization covers (Hauff, 2021). Moreover, at the time
of interview job candidate can answer the question or complete the task given to it as well as
employees can track status of its application. Thus, digital strategy will contribute in improving
the smooth flow of communication with the organization and also in low cost manner. Moreover,
Coco Cola is an international brand and it has large amount of employees to be checked at so
digital tools will allow them to go through them. However, it can make use of taking feedback
from the employees it will allow them to identify any issue faced by them while working.
Although all this data need to be remain confidential so that employees can feel more open while
sharing the data. In addition to this, in recurring policy it can attract more employee through
offering beneficial package and it should include just flexible hour of working but also parental
leave and financial wellness programme (Bartram and et.al., 2021). This way of recruiting
should not be given on the basis of demographics as it will limit the scale of attracting talented
people. Moreover, such way of marketing also contributes in boiling brand awareness of the
company in competitive market and contribute in growth of business. However, proper training
strategy need to implemented as business environment is changing day by day so proper
education will contribute in meeting with the challenges and satisfy the needs of customer
(Chaudhry and et.al., 2019).

In orders to implement the strategy it can be said that Performance management is referred the
manage and monitor the performance and it is also known as individual performance objectives.
Coca cola company develop strategies to provide them rewards for their better performance
which helps in enhance their level of performance and motivated them (Tweedie, 2019). The
company also operate the programmes for the employees to motivate them and manage their
performance such as training, coaching, events and provide feedback.
Human resource strategy is referring to the roadmap in order to solve the organisations
biggest challenge in order to consider the people centric situation. Also, helps for developing the
business fit purpose of culture of organisation (Boon, Den Hartog and Lepak, 2019). This Hr
approach help to improve the creation that help to elevates the importance of talent management
recruitment, succession planning etc. The aim of strategic human resource management is based
on the advanced flexibility innovation and competitive advantages. It has been analysed that
coco cola should focus on developing the training and development session in order to improve
the work pattern also this will help to conduct different type of session for employee. For
example, company can provide the bonus on festive season so that it help to motivate employees
in order to increasing the productivity.
TASK- 3
Strategic human resource management is help for providing the framework that are
linking people management in order to development practices as well as long term practices
that’s help to achieve business goals and outcomes. This is also helps for focus on long term
resourcing issues in the context of an organisation goals that help for evolving in nature.
According to (Eijdenberg, Verduijn and Essers, 2018) the evaluation of SHRM from HRM is
focused on the issue in context to the role that help for supporting the business. The main study
is to focus on building the relationship between business strategy that help for improving the
organisational performance. Also, author observed that there is different perspective of operating
business activities by operating HRM practices on the basis of contingency, configurational,
universalistic perspectives. The aim of strategic human resource management is based on the
advanced flexibility innovation and competitive advantages. Also, helps for developing the
business fit purpose of culture of organisation. Also, improving the business performance in
order to not using the policies and practices used by company. This is also help for
demonstrating the change by providing different types of activities such as training, hiring and

rewarding employees. On the (Fan, Mahmood and Uddin, 2019) opinion it has been said that
good strategy helps to impact on company’s growth in order to adopt strategic approach for
developing and retaining the employees to meet the need of company’s long-term plans. This can
be said that there are successful companies which are working towards the same objectives in
order to analyse the employees that’s determine the action required for increasing the values of
company. Strategic human resource management carry out the analysis of employees and also
help to determine the action which are required for increasing the value to company. It also
results on the basis of developing different types of techniques which are necessary to follow
because of its benefit such as job satisfaction that is very important for the employee, better work
cultures help to motivate employees in order to improving the working condition. Also, this is
work for improving the rates of customer satisfaction that’s is necessary for efficient resource
management. According to (Gillison, Rouse and Ryan, 2019) this has been analysed that it is
help for boost the productivity in order to more focus on retention and development of quality of
staff. So that employee feels motivated and work accordingly. There is employee who does not
focus on polies it impacts on overall growth of organisation. Also, some steps which are
necessary to follow in order to creating the human resource strategic plan which follows business
that is related to concept of developing the knowledge that is regarding cost leadership with the
aim of minimises the cost also, HR strategic plan is different for business strategy differential
when the product is expensive and unique by following the subsequent policies. This is also
necessary to aligning the human resource in order to manages the work environment that is
including the selection, recruitment, compensation and benefits etc (Gupta, Qian and Luo, 2018).
For instance, In context to coco-cola the quality help to evaluate someone performance that
should including the criteria by hiring people. The process of hiring is referring to the
preformation evaluation, learning and development, rewards that are all align in order to use the
business practices that is related to achieve business goal. Another innovation is related to the
associated with performance appraisal, team working, employee involvement, training and
development and job design that is necessary to consider. Also, aligning the HR practices help
for creating the compound effect that help in achieving business strategy. Further, ……. it can be
said it help to more emphasis on data in order to manage the Hr policies by following the
business track and success accordingly by using KPI (Hauff, 2021).

It has been critically analysed that human resource management help to get the reaction
against the normative perception in order to work on the basis of assets and also make the
commitment of welfares and development of employees enforce that is related to hard HRMs
based strategic control that give the interest of organisation that help to provide the priority of
behavioural perspectives.
In order to evaluates the contemporary issue in strategic human resource management it
is related to the globalisation, workforce’s diversity, economic and legal environment,
demographic change, technological development, etc (Lopez-Cabrales and Valle-Cabrera,
2020).
Dual market labor theory best on the summation for the internal diversity also these is resting use
segment which related to 2 separate employers and worker hoover under completely different
rules operated. There are type of market theory one is for a primary level marketing second disco
secondary level market in the primary level market there character is on the basis of stability of
employment level of ages and possibility of career advancement on the other hand second label
market is related to which condition that are worst in nature. The characteristics of human capital
is different theory also in the segment HR word screaming at 8 on the basis of occupational job
race and sex (Oltra Comorera, 2022). Also, on the basis of innovation automation images of
department at asked by different sectors archies training and development of employees it can be
typical phone sometime because technology advancement is very fast in nature but it is necessary
to train hr department then they can train other employees also it is capable to coordinate with
technology developer in order to create programming for all out to employees. Also regular
changing of regulatory shoes are consider as primary duty of human resource management
because job duties not change for years but due to globalization other impact it can be changed
and eat except strategy human resource management course all day strategies has changed you
too that tractor also healthcare regarding facilities are affected in order to update and disclose all
the employment training and development programmed data necessary for disclose 10
acknowledged that was eating with new regulation and lowest also companies exposing the
lawsuit and penalties in order to follows other regulations (Rubenstein, Ridgley and Ehlinger,
2018). Coco- cola difficult to hire top talent in order to manage the human resource department
in effective manna but it was a substitute to some reason such a huge compensation required for
benefit of package also loyal prospectus of company it is necessary for HRM in order to hire

talent on the basis of external is well as internal aliso that it is not enough for the job fair that can
be reached with linkedin. HR manager must not have cultivated internal employee’s data suitable
for development in promotion. Issue related to diversity in harmony can be affected for the
business ola battery working together to build strong team in order to corporate with better idea
and offer order customer satisfaction. On the on the other hand, it can be saying that low model
and work for diversity of positive productivity of the company’s culture also diversity is a
serious liability that is necessary to consider by company also there are many protocols that not
deal appropriately and complaint by harmonizing in order to cohesive nature and embrace the
difference in each other.
The of strategic is related to human resource management is to resolve any issue
which is related to solve the business difficulty for objective that may don't have chance of
occurrence in this straight HRM. Forest and son ethical behavior of employee suggest taking
drive and done behave with customers and other team must be treated positive manner so that
this concert the example for the staff as well as other employees in order to follows confidential
manners of strategic human resource management. This is also required effective and perfect
teamwork in order to achieve business goals (Schaltegger, Hörisch and Freeman, 2019).
On the basis of fury of strategic human resource management it has been said that behavioral
rolls your reconsider behavior of employees that is necessary to positive strategy for
implementation also the author said that to keep healthy alignment between policies of HR and
business it is necessary to come please the role in the company in order to make it successful and
positive business. On the other hand, it has been suggested by author that human resource
required sustainable competitive advantage theory for the company in that is name reason and
also a chance in compatible also so is known substitutable and complete with competitive
advantage. Another theory is related to reflective theory of strategic significance that is
considered sensual yes it as well as school and knowledge of human resource and capability of
employee so that it hurts to make economic value. Moreover, globalization company has facing
issue for financial assets because tariffs and tax rates are increases that impact today training in
development station of employee in order to use technology. The final theories related to
strategic human resource management transaction coast theory that suggested that strategic a
chart technique related to the ability at ensure the cost minimization by using periodic
monitoring so that it can be an answer long with government (Stahl and et.al., 2020).

Another is issue is related to downsizing which considered the of individual from the job in a
company for example coco cola decided to shut down one of the oldest factories in Australia on
the other hand you too this issue there by many people lowest their job as well as its can become
bit headache for HR department of the company also it is effect the reputation of the company in
order to maintain brand image (Zhu, Song and Cegielski, 2018).
CONCLUSION
It has been concluded that strategic human resource management played important role for the
company in order to manage all the resource. Also, present report based on the case study of
Coco-cola in order to beverage company and supply the soft drink in various brands such as
sprite, Fanta, etc. this report discussed the strategic human resources management of the coca
cola company and also refer Lipton organization for compare it as well as compare and identified
the HR strategies. It will identify and elaborate the issues which are affect the HRM strategies.

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