Task – 01. Human resource Management in Coca-Cola Compa

Task – 01
Human resource Management in Coca-Cola Company
Human resource management is the process of recruiting, hiring, developing and managing an
organization’s employees. HRM is often referred to simply as human resources. Human
resource management is the term used to describe formal systems devised for the
management of people within an organization. Role of HRM practices are to manage the people
within a workplace to achieve the organization’s mission and objectives. There are several
functions such as, recruitment and hiring, training and development, employer-employee
relations, maintain employee’s benefits in the HRM.
Human resource management practices discussed are vital in helping Coca-Cola company to
improve behavior in the organization such as flexibility, effective and efficient among staff
members which in turn lead to gaining competitive edge through highly motivated employees
that a ready to drive the objectives and goals of the company towards success.
The Coca Cola Company fits its human resource management approach into the business
overall objectives in order to achieve high performance and obtain competitive advantage in
the highly competitive beverages industry. Coca-Cola has a business planning director who
plans various business activities in order to achieve the company’s objectives. This requires
effective human resource management to ensure that all business activities run smoothly
according the planned time, budget and other requirements. This ensure utilized efficiently and
less cost are incurred in order to achieve a competitive edge in the market through good pricing
The practices also help companies gain competitive advantage through use of different
strategies. With the practice Coca-Cola Company should be the leading company in 5years time
with an improved environment and better working conditions for employees. (WowEssays,
2020) This will motivate them to tailor service to customers according to their taste and
preferences.
Human resource management referred to as people function management in Coca-Cola
Company. One of the strategies of Coca-Cola is able to connect with consumers and enable

them to meet their needs, lifestyle choices and desires. In order to achieve this, the company
utilizes and manages its people strategically to execute effectively everyday (Coca Cola, 2012)
HRM Process used by Coca Cola Company
Workforce planning
HR planning in Coca Cola involves the management employee’s in the company so that the right
number of the people with the right knowledge and skills are selected for those right jobs at the
right places, time and cost. The stages of HR planning process in the Coca Cola are not well
defined, but it generally follows the following stages;
First Coca Cola Company examines the information about the current workforce of the
company including age and gender, job grades, duration of working hours and productivity
rates. Depending on those findings analysis, the company then develops plans to get right
people with right type of skills. Future employments plans for the company are analyzed in next
step. These plans determine the number of staff that will be required in future. In the next
stage company determines the mismatch between the surplus and shortage, the company
examines whether the shortage will affect the company’s future success or not. After that
company identifies some alternative courses of action. If there is a surplus of staff the
company’s options include early retirement, redundancy and retraining, part time working and
over time ban. In case of a shortage, the company recruits new staff, redeploys existing staff,
uses temporary or freelance staff promoting existing staff or existing staff work overtime. The
last stage involves selecting the best alternative from the above alternatives. (Chepkonga,
2021)
Recruitment
The recruitment and selection process of Coca Cola is a long process that involves more steps.
Coca Cola determine qualities of employees which cannot be determine from just interviews.
For instance, role plays and situational exercises are used to determine how employees can
react to certain situations. Coca Cola also uses group exercises to determine whether the
candidate can be able to work effectively in a team. This company advertises their job vacancies
in their websites and the media.
Human Resource Development
As a valued member of Coca Cola Company, the company is committed in supporting
developing and growing its employees to achieve their various potentials by enhancing
employee performance through learning’s, trainings and career development. At Coca Cola
Company a career is considered to be a journey through which employee progress with roles
and regulations set within the company, progression not just about getting promotion but
building experience and capability. Inside the Coca Cola Company, the progression could be

through building skills and acquaintance within employee’s role that will broadening
employee’s chance to the next level. The company operates under combined learning system,
coaching, trainings and feedback.
Performance management
Performance management at Coca Cola Company takes three steps. There are defining the job,
appraising the performance and providing feedback.
Defining the job involves identifying the duties and work standards of employees. (Tayson &
York, 2000) Appraisal interviews are carried out by asking employees and managers specific
questions about their performance. Scores of each employee’s performance is recorded against
the performance standards of the company. In order to accelerate performance, one of the key
action plans that the company pursues is to build on the strengths of each employee such as
reward systems. The performance improvement plan is again monitored and if the results are
on the track, the employees are assigned back to their routing duties.
Talent management
Talent management in Coca Cola is a recipe that defines the company’s course of success. The
company holds healthy record of incorporating talent management in its operating system and
budgets. Coca Cola’s strategic talent management plan engages the right individuals to do the
right duties at the stipulated time through exclusive recruitment processes.
The key components of the Coca Cola talent management strategy are in in attracting,
selecting, retaining, engaging and developing talent. The attraction of talent at Coca Cola
incorporates the focus on the external labor markets. (Campbell, 2014) The company performs
both internal and external recruitments. Internal recruitment aims to recognizing the structures
and offering job promotions. On the other hand external recruitment involves attracting people
from job centers, advertisement, recruitment agencies, manual recruiting and personal
recommendations.

Task – 02
HR Strategies and Business Strategies in Google LLC
Strategic human resources management is a process of managing human resources that links
the workforce with the core strategies, objectives and goals of an organization. It focuses on
the following aspects of HR operations.
 Ensuring practices that foster flexibility and give competitive advantage to the
organization
 Building a cultural fit for the organization
 Ensuring superior business performance
Human resource strategies focus on choices and actions concerning the management of people
within the organization.
Google LLC is a US multinational technology company with over 60,000 employees in more than
50 countries. It provides online advertising, the Google internet search engine; cloud
computing, software and hardware. (Chile, 2022)
Google is replacing the 20th century subjective decision making approach in HR. Although it calls
its approach ‘people analytics’, it can alternatively be called ‘data based decision making’.
(Sullivan, 2013)
Google has grown famous for its employee friendly work environment and HR policies just as
much as for its search engine and other internet products. Being ranked continuously as the
best employer requires intense focus on HR management. Google has achieved these thing by
every individual employee is given enough space to use his talent and perform at his best in this
regard. It has managed to maintain higher transparency. The focus is also on the use of
technology to drive employee performance. The focal point of its HR strategy is maximum care
and assistance so that employees can work with dedication. The perks Google provides its
employees are awesome that media often quotes with appreciation and awe. Apart from job
security, the high risk reward ratio at Google guarantees job satisfaction. A well designed
training and performance management system ensures everyone receives appropriate

guidance and support. (Pratap, 2017)
Some of the HR strategies used by Google are discussed below.
Innovative and employee friendly work culture
Innovative work culture drives commitment. Some key facts about its culture are, committed
employee driven by a passion for innovation, efficient leadership that empowers and strives to
create an environment of trust, recognition and incentive system that encourages performance
and innovation, learning environment that ensures continuous learning and growth, top
leadership committed to technological innovation and inclusive policies that encourage
diversity.
Recruitment and staffing at Google
Recruiters focus on hiring staff that is highly talented and culturally compatible. The more
culturally compatible are the employees, the higher will be the overall productivity of an
organization. One of a Google’s recruitment strategies is diversity. Google itself notes, “.There’s
no one kind of Googler, so we’re always looking for people who can bring new perspectives and
life experience to our teams”. Google has an efficient recruitment system, composed of skilled
people. The recruitment team has members in roles like recruiting research analysts, process
coordinators, candidate developers, candidate screeners and several others. Google uses the
committed expert HR strategy and the loyal soldiers’ strategy in here.
Performance management at Google
Google cares for equity and believes in providing each Googler with equal growth and
development. The rewards for good performance are quite big and there is a downside to being
an under-performance. Its payment strategy is based on the pay for the performance scheme.
360 degree feedback is used for performance review and reviewers can be selected from all
across the organization. Google’s leaders have taken care of a few important things. There are
a person is assigned to a task he is interested in, everyone can learn continuously, challenges
are there for everyone and everyone feels being recognized for the contribution. (Pratap, 2017)
Training and development at Google
Google has created a work environment that fosters continuous learning. Employees get
opportunities of continuous learning and growth. Google has special training programs related
to presentation skills, content development, management and leadership. Free classes in
foreign languages and culture are also providing to Google employees. The group of engineer at
Google is paid special attention for its important role. They are provided orientation and
training plus mentoring by a special group called engEDU. 120 hours of training and
development every year is mandatory for all Google employees. Also there are special
reimbursement plans for the Google employees. The Stanford MS program is designed to the
needs of engineers needing technical expertise in a specific area.
Benefits and perks
Perks are a critical part of Google’s HR strategy and designed in a manner to inspire motivation,

collaboration and innovation. Flexible work hours, casual dressing, onsite medical care, pets
allowed, free gourmet meals and drinks, onsite gym, generous parental leaves, retirement
saving plans are some of perks given by Google.
Innovative and employee friendly HR policies
Google has an environment focused on inclusion. New products are first released internally and
employee suggestions are invited as a part of product development process. Google has
managed a smart HR policy aimed to retain its talent pool. Fairness and equity are evident in all
aspect of its HR management. (Pratap, 2017)
Business strategy is a clear set of plans, actions and goals that outlines how a business will
compete in a particular market or markets, within a product or number of products or services.
(Wikipedia, 2021) Business strategy, which focuses on choice and actions about how to serve
needs of customers.
A business strategy is best described as a competitive moves and action that a business uses in
order to attract the appropriate customers, improving performance and achieve the
organizational goals that have previously established. It provides an outline on how the
businesses should be executed to reach the desired goals of the organization.
HR strategy is a long-term plan that is created to meet the objectives created by the human
resources department and human capital management and development in the organization.
Proper HR strategy is said to have on impact on the business strategy. In today’s world, it has
been observed that the human resources department has a more concrete, strategic role in
companies, and this reflect that HR strategy affects the bottom line. HR strategy can be a part
of complete business strategy which says that business strategy and HR strategy plays a
significant role while devising one and another. (Ragala, 2019)
Some of the business strategies used by Google are discussed below.
Product development
this strategy involves new products product lines, such when the company introduces new
mobile apps. Also Google uses this intensive strategy to grow revenues. The company continues
to develop new products, such as cloud services, mobile applications and new pixel devices.
Through the product development, Google creates more channels for income generation. This
differentiation business strategy supports the company to competitive advantage.
Strengthening brand image
many underlying factors affect the brand image in the tech industry. Some of the leading
factors that can impact brand image and reputation include product quality, innovation, user
experience and organizational culture. Google maintains a clear focus on improving its image in
the industry. However another strategy is Google’s customer orientation. It is also known the
user friendliness of its apps and services.

Focus on customer experience
among the various differentiation business strategies that affect the demand for a particular
brand’s products and services in the tech industry, one of the most important is customer
experience. Focusing on innovation has also enabled Google to provide superior customer
experience and grow its user base over the years.
Focus on technological innovations
Google focus on research and development has continued to grow since most of its growth has
mainly been driven by technological innovation. It is among the most innovative tech firms
globally and one of the leading spenders on research and development.
Diversifications
Google’s core source of revenue is digital advertising. The company has also continued to
diversify its revenue sources by acquiring new businesses or creating new channels of growth.
The company follows the strategy of building or acquiring to grow its user base and
diversification. (Pratap, 2017)
Market penetration
Google primarily relies on market penetration as its intensive growth strategy, especially
outside of the United States. The strategic objective is to acquire more customers from the
firm’s current market. In the other countries such as China, Google directly competes against
other large search engines and online advertising firms. In this strategy, the company continues
to strive for a bigger share of the global online advertising market. (Thompson, 2019)
Aligning HR with business strategy can boost employee satisfaction and performance, ensure
teams are aligned to help the business achieve its strategic objectives and increase their
influence and decision making power across the organization.

Task – 03
Contemporary issues in SHRM (Coca Cola Company)
In today’s competitive market there are many changes occurring day by day. Contemporary
business environment brings new challenges affecting many aspect of management including
one of its critical facts-human resource management. Most frequently mentioned issues of
modern human resources management are globalization, economic and legal environment,
workforce diversity resulting both globalization and demographic change, technological
development, changes in educational background of employees and in their expectations
regarding working conditions. These factors directly and indirectly determine human resource
management strategies and the possibility of their implementation. (Ebiasuode & Efejukwu,
2022)Therefore strategic human resource management faces countless challenges and issues in
day today workforce .The function of strategic human resource management is on the
threshold of a major change in its evolution.
Globalization has a most important implication for strategic human resource management
practice in today. Today business is undertaken on a worldwide scale, involving the transfer of
cash, technology, managerial knowledge and commodities and services to other nations or
across international borders. The world has become smaller because of globalization. The
world’s economies more linked. (Ebiasuode & Efejukwu, 2022). When a business expand its
operations into other countries, the impact of globalization on human resource management is
significant. Companies need to consider a diverse range of practical adjustments to be able to
hire, train, retain and support a workforce that’s often spread throughout several countries,
which often have several cultural identities. Strategic human resource management must adapt
their practices to include cultural difference, foreign regulations and technological
developments. Organizations need to deal with a mature workforce and they must attract,
integrate and maintain multicultural employment pool, Human rights and business practices to
be successful. The shortage between the demand and supply of talent is likely to increase,

notably for high skilled employees and for the next generation of business executives. Global
staffing and management of the workforce effectively in diverse culture are the key goals of
global human resources. Organization that manages these challenges effectively will find
success and improve the lives of human resources throughout the world. (Akter, 2018)
Coca-Cola company faced a lot of issues in some countries at it was trying to globalize. Each
county have their own unique needs and requirement. Therefore Coca Cola have to satisfy the
consumer in each country. Also company has to follow different cultural employee’s
management strategies and global regulations in other countries. Company has to development
foreign culture and work practices training programs to foreign employees in each country. Due
to globalization, new technologies are changing very rapidly and in order to gain competitive
advantage, these technologies must be adopted. Coca cola should use new technology for their
production and bottling operation to successful in the market. Also company should consider
about their globally spread consumer’s cultural differences and geographical factors such as
climate changes. Some countries prohibited the use of Coca- Cola products with the assertion
that the products are health threating and cheering obesity which are two major concerns for
people nowadays. Another major challenge faced by the company was the infiltration of the
beverages market by other strong companies such as Pepsi.
Diversity is another contemporary issue, face by the organizations. Also diversification in the
workplace is considered the most explicit implication of the contemporary issue in strategic
human resource management. The concept of diversity in human resource management
transcends national boundaries. Diversity can be define as the variety of perspectives,
experiences and opinions that arise as race, culture, ethics, gender identity and other
characteristics. (R.Lynch, 2002) Culture and ethical diversity should be managed effectively in
an organization to achieve efficiency and productivity. Organizations are uniformly faced with
issues that are related to diversity that they have to consider in their strategic planning and
policymaking. (A.M.Morrison, 1992) These dimensions have differing effects on organizational
performance, motivations and interactions of employees in the organization as well as the
overall success or failure of the organization. A diversity workforce efforts to company has a
built a diversified workforce that includes many different types of people.
Coca Cola had the privilege to work with diverse team from their 29 countries. Different
countries have different cultures. For that reason Coca Cola has to ensure that in every country
that is operates, its culture must be strategically planned accordingly when designing the
structure of the company. Also difference must be accepted in order for Coca Cola to be
success. When the company works with the diversified employees, company must be success in
minimizing the lawsuits and conflict among workers. A well education about the diversity
should give to the employees from diversity programs, it helps to understand and deal with
diversity related issues in the organization. Also Coca Cola has to contribute the equality within
the workers. Each cultural employees and customers have different expectations and needs.
Therefore helping employee embrace diversity is important in the workplace. In addition,

company has to developing open and accurate communication networks to manage different
languages issues. Coca Cola should ensure a supportive workplace with equality for all
diversified people.
Technology is another important impact of making issues for the organizations. Human
resource department is responsible for managing the organization’s strategies and people
according to the technical changes. As technology advance, technical changes require nimble
adaption and retooling. An organization’s workforce has to keep up or the company risks being
left behind as tech-savvy competitors move it. The SHRM have an important role in helping
employees keep pace with technical changes. (Bradley, 2022) With the technical changes
organization face issues include overcoming employee resistance, maintain skilled workers,
providing cutting-edge training and ensuring information security. As with any technologically
changes in the workplace may result in anxiety and even resistance among employees.
Technical changes can be seen especially as threats by employees who envision that their roles
within the company will be replaced by a machine or computer that can do the job cheaper or
faster. Technical issues faced by strategic human resource management include finding and
keeping workers who are adept at using new technology. Company must train their current
employees to keep up with technical changes and they must motivate and encourage
employees. Also human recourse management should use strategies such as education
programs, training day, conference and seminars to keep employee’s skills fresh. Another issues
faced by business is ensuring the security of business confidential information when employee
use new technological communication methods.
There are changes in the society which affect the organizations; human resource management
must monitor closely to be able to position their workforce for necessary change. With the
ongoing changes in human resource management, it’s important that managers, executives and
HR employees to be aware of the challenges faced by the today’s SHRM team. To cope in this
market, human resources management must need to play a strategic role to sustain in this
market and to achieve the organizational goals. Effective human resource management will
enable employees to contribute effectively and productively to the overall company directions
and the accomplishment of the organization’s goals and objectives.

REFERENCES
A.M.Morrison, 1992. Leadership diversity as strategy. San-Francisco: Jossey-Bass.
Akter, M., 2018. Impact of Globalization on human resource management. Global disclosure of economic
& business, 7(December).
Bradley, J., 2022. Newsletters. [Online] Available at: https://smallbusiness.chorn.com/challenges-faced-
human-resource-managers-because-technical-changes-61058.html [Accessed 21 September 2022].
Campbell, 2014. Eassy4 Essay Example. [Online] Available at: https://studentshare.org/human-
resources/1693512-eassy4 [Accessed 14 September 2022].
Chepkonga, F., 2021. Human resource management of COca Cola Company. Finance notes-Bulletin.
Chile, 2022. Bnamericas. [Online] Available at:
https://www.bnamericas.com/en/company-profile/google-inc-google [Accessed 17 September 2022].
Coca Cola, 2012. Annual report pursuant. DC SEC. Washington: Securities Exchange.
Ebiasuode, A. & Efejukwu, K., 2022. Why contemporary issue in complex in management. International
journal of academic management science research, 6(7), pp.20-25.
Pratap, A., 2017. notesmatic. [Online] Available at: https://www.notesmatic.com/google-human-
resource-management-strategy/ [Accessed 17 September 2022].
R.Lynch, 2002. Corporative Strategies. Buncharest: ARC publication house.
Ragala, S., 2019. STRNGHTSCAPE. [Online] Available at:
https://www.executivecoachingindia.com/trainng/correlation-between-hr-and-business-strategy/
[Accessed 17 September 2022].
Sullivan, J., 2013. How Google reinvented HR and drives success through people analytics. INSID HR.
Tayson, S. & York, A., 2000. Essential of HRM. Butterworth-Heinemann: Oxford.
Thompson, A., 2019. Panmore Institute. Google Generic Strategy (Poter's) & Intensive Growth Strategies.
Wikipedia, 2021. IMD. [Online] Available at:
https://www.imd.org/imd-reflections/reflectio-page/bisiness-strategy/ [Accessed 17 September 2022].
WowEssays, 2020. Strategic human resource strategies (SHRM) report samples.