Developing Individuals, Teams, and Organizations: Coca-Cola HR Report

This report examines the essential skills, knowledge, and behaviors required by HR professionals, focusing on the context of Coca-Cola. It explores the significance of continuous professional development and analyzes the importance of individual and organizational learning. The report also includes a personal skills audit, identifying strengths and weaknesses and outlining a development plan. Furthermore, it differentiates between individual and organizational learning, and discusses the need for continuous learning and professional development. The report also highlights the contribution of high-performance work practices to employee engagement and evaluates different approaches to performance management within the organization. The report concludes with a summary of key findings and recommendations for HR practices at Coca-Cola.

Developing Individuals,
Team and Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determination of Skills, Knowledge and Behaviour required by HR Professionals............1
P2: Analyse personal skill audit..................................................................................................3
TASK 2............................................................................................................................................6
P3. Difference between Individual and Organisation learning and Training and Development 6
P4: Need for continuous learning and professional development...............................................8
P5: Importance of HPW contribute to employee engagement..................................................10
P6. Evaluation of different approaches of Performance Management.....................................12
CONCLUSION .............................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
Development of teams, individual and organisation is mainly depend on the role of
human resource management. HRM is the practices of hiring, recruiting managing and
deploying an organisation's employees. The responsibility and duty of a HR manager fall into
three main areas: staffing, employee benefits and compensation and designing work. Essentially,
the aim of human resource management is to increase the productivity of an enterprise by
optimizing the performance or effectiveness of its workers (Berry, 2011). In this report, given
organisation is Coca-Cola which is a carbonated soft drink company introduced in 1886. Main
purpose of conducting this report is to analysis employee skills, behaviours and knowledge
needed by HR Professionals. Need of continuous learning and training is also explained in this
report. At last key approaches of performance management and its importance in context of
company also determined in this project.
TASK 1
P1. Determination of Skills, Knowledge and Behaviour required by HR Professionals
Continuous professional development: CPD is refer as an effective process of tracking
and documenting the experience, knowledge and skills that human resource manager can gain
both informally and formally work beyond any initial training. This type of process is more
essential and significant because it ensure HR manager to competent in their profession. In
addition, it is identify as one of the main and essential process which is follow by Coca-Cola to
identify knowledge, skills and behaviour required by HR professional.
Skill: Every organisation needs HR manager with professional skills and abilities within
an organisation in order to achieve objectives in allotted time (Bolman and Deal, 2017). In
context of Coca-Cola, the HR manger of company should have highly advanced skills so that it
is helpful for employees to work under and can share all issues with them. In this context, some
professional skills of HR manager needed by the organisation are as evaluated under the
following statement. There are some quality which are needed of human resource professional of
Coca-coal company.
Knowledge: In business world, every company targets to attain high profit margins and
market share value. For achievement of this, it is essential for an organisation to have efficient
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and knowledgeable HR professionals which deals with every task in an appropriate way. In
context to coca cola, it is important for manager to have an expertise knowledge.
Behaviour: In this fast changing era the human resource function is developing gradually
with the speed of business and technology. Any HR professional, need behavioural competency
to be successful in their field (Chaskalson, 2011). Generally speaking, behavioural skills are the
skills used for effective interaction in a workplace which are required by a HR professional to
excel in their field. For instance: Human resource professional should be assertive, compelling,
communicative etc.
Desired Professional Role
Knowledge Skills Behaviour
Employment law: This area
includes the laws that
governs and checks the
employer-worker relation. It
is the duty of HR manager
to manage these laws
effectively. HR manager of
coca cola should have
knowledge regarding these
laws to prevent
discrimination and
disruption in work due to
disputes.
Strong and appropriate
communication skills: It is
considered to be an important
skill of HR manger in every
organisation, as it is the
responsibility of them to clearly
rely information to its
employees. In addition to this,
communication skills of HR
manager of Coca-cola should
also be strong and appropriate so
that there will no communication
gaps between the manager and
employees (Darling-Hammond
and McLaughlin, 2011).
Transparent and
trustworthiness: In the Coca-
Cola an employees resort to
the HR managers for any issue.
The HR managers are often
take up the role of confidante
of employees as they discuss
their personal and professional
issues pertaining to the
workplace with them.
Therefore, a human resource
manager is expected to be
transparent and trustworthy so
the employees could discuss
their issues freely.
Employee engagement: It is
a defined as emotional
commitment of the workers
towards the business
organisation and their
Strategic thinking: In this, the
thinking of HR manager of
company should be creative and
innovate so that they can deal
with each and every issue
Solution oriented: The
successful HR professionals in
a Coca-Cola should be having
solution oriented attitude. They
should be solution focused and
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desired goals. It enables a
firm to deliver best
performance. It reference to
coca cola, it is the duty of
HR manager to come up
with strategies that will
result in more employee
engagement. More
engagement will leads to
extra efforts in maintaining
the brand image of coca
cola.
whether it is easy or complicated.
In this regard, the HR manger of
Coca-Cola should also have this
skill so that they can up to date
with new HR procedures and
processes. Strategic thinking will
help them to become alert with
every situations that arises in an
organisation.
should be able to come up with
the solutions which satisfies all
the parties. Therefore, for
effective management the HR
professionals should be
solution focused and action
oriented.
P2: Analyse personal skill audit
A skills audit is identify as an essential process for recording and measuring the skills or
knowledge of a group and individual (DuFour and DuFour, 2013). The main motive of
conducting skill audit in an enterprise is to analysis the knowledge and skill that the company
requires. On the other hand, main purpose of conducting personal skill audit is to analysis the
knowledge and skill required by HR professional in the organisation. My personal skills audit
for a job role of HR professional are determined as under:
Skills and knowledge Self assessed Score from others Outcome
Communication skill 7 9 -2
Strategic Thinking 8 6 2
Problem solving 7 6 1
Employment Low 7 9 -2
Employee engagement 8 6 2
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Transparent and
trustworthiness
9 10 -1
(In the above mentioned table negative difference is identified as my strength and
positive difference are considered as my Weakness)
Therefore, as per the above table I am identify my strong and weak points which are
describe in detail manner as under:
Strength In Coca-Cola, My communication skill is more
excellent. It will help me to provide accurate
information to my employees. Thus, with the
help of proper information, they can work with
more effectively.
My knowledge regrading the employment low
is also good which will help me to achieve
long term goals and objectives of a Coca-Cola
within predetermined time period.
In the organisation, I am Transparent and
trustworthiness towards my employees. Thus,
it will help me in achieving my personal and
professional goals and objectives in limited
time period.
Weaknesses My strategic thinking in the Coca-Cola is not
good which highly hinder on my performance
and productivity. Beside this, I am not able to
develop innovative and creative thinking in the
company which will further effect on
profitability and sales of organisation.
I am not able to solve difficult issue which
arise in the organisation. It will highly effect
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on my growth and success in the organisation.
In engaging all employees in decision making
process about business policy and strategies, I
has lack of knowledge about this. Thus, it
extremely impacted on my performance level.
In order to overcome above mentioned all weakness, I need to prepare my personal
development plan. It is refer as an effective and essential process of developing an action plan
which mainly based on reflection, values, goal- setting, awareness and planning for personal
development in the regards of education, relationship, career and for self improvement.
Therefore, with the help of this plan, I am capable to improve my behaviour, knowledge and skill
in an effective and efficient manner.
KSA To Be
Developed
Activities
Required for
Developmen
t
Duration Development
Monitoring
Approach
Assessment of
Development
Detailed
Evaluation
Strategic
thinking Skill
In order to
improve my
strategic
thinking
skill I
required to
join training
classes.
4 Days Manager and
innovator of the
Coca-Cola.
As per the point
of view of my
top manager, my
strategic thinking
skill is poor. In
order to improve
this I attain
different classes.
Training is
more
essential
and
important
for me to
enhance
my
strategic
thinking
skill in an
appropriate
manner.
To enhance
my problem
3Days Problem solving
team and
In this, some
employees in the
Improvem
ent in such
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Solution
oriented
behavior
solving
behavior I
tray to deal
with
difficult
situation.
manager of the
company.
Coca-Cola are
says, as my
solution oriented
behavior is lack
which will effect
on my and
organization
performance in a
direct manner.
type of
skill will
support me
to deal
with
difficult
situation
in an easy
manner.
Employment
engagement
knowledge
To increase
knowledge
about
employment
engagement
I will
arrange
meeting
with my
superiors.
2 Days Management
team of the
Coca-Cola.
My superior say
my employee
engagement
knowledge is not
good because they
observe when I
invite all
employees in
decision making
process.
Enhancem
ent in such
type of
knowledge
will be
essential
for my
future
growth and
success in
the
organizatio
n.
TASK 2
P3. Difference between Individual and Organisation learning and Training and Development
Individual learning
individual learning is defined as a process by which a person can increase its knowledge,
ability and capacity (Esposito, Berlin and Lal, 2012). It is based on improving skills and
knowledge of an individual by learning from different sources. Employee can use this knowledge
in organisation and give contribution in the success of a firm. Company can also increase
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individual learning by providing them training and other updates. Coca cola company focuses on
learning of individuals because they helps to improve productivity and achieve organisational
objectives.
Organisational learning
Organisational learning identify the process of creating and transferring of knowledge in
an organisation. It is a way of learning in which a firm create and improve its knowledge for
better development. It is based on applying knowledge in different organisational situation.
Organisation learning is necessary for better improvement and development (Flint, Zisook and
Fisher, 2011). It helps to beat competition and retain long run in market. Coca cola company use
organisational learning to enhance productivity and for overall development of a firm.
Difference between individual learning and organisational learning
Basis Individual learning Organisational learning
Meaning Individual learning refers to
addition in knowledge and
improvement in skills by
learning with past experience
and other sources.
Organisation learning refers to
creating, holding and
communicating of knowledge
in an organisation.
Sources Individuals can learn from self
awareness and from different
sources by their collogues,
peers, society etc.
Employers and employees
both are learn from internal
and external environment and
develop overall organisation.
Objectives It make objectives more
dynamic and evaluate on daily
basis and a short term process.
Its main objective is to
increase skills and knowledge
of an individual in Coca cola
company.
It makes objectives more
challenging and realistic. It is
long term learning process. Its
main objective is to improve
overall performance of Coca
cola company.
Training
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Training refers to a process of learning new skills which are required for a particular job.
It is based on improving performance, capacity, capability and productivity of employees in a
business enterprise (Ford, 2014). Training is provided to employees for upgrading their
knowledge and skills which used to improve productivity of an organisation. Coca cola company
provide training to new joining employees to aware them about technologies and other activities
related to their position.
Development
Development is a process of overall improvement of an organisation. It is a long term
process which focuses on increasing theoretical knowledge of both managers and employees. It
explains that how employees manage their work in a firm. It focuses on future aspects and
increase conceptual knowledge (Hsu and et. al., 2012). Coaching, mentoring, case study, job
rotation etc. are the methods of development. Coca cola improve quality of employees which
ultimately increase performance of a company.
Difference between training and development
Basis Training Development
Meaning In this process employees
develop their knowledge and
skills as per job requirement.
This process is concerned with
overall growth of employees.
Consider as It is considered as reactive
process.
It is considered as proactive
process.
Focus on It focuses on present activity. Development is focuses on
future aspects.
Process It is a one time process. After
completion of training,
feedback is taken from
employees.
It is a continuous process in
which employees regularly
update their knowledge.
P4: Need for continuous learning and professional development
Continuous Learning
Continuous learning is a process of increasing the knowledge and skills of employees by
learning from various sources (Hu and Liden, 2011). It focus to improve knowledge on
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continuous basis and give optimistic effect on employees performance. Continuous learning is
essential for Coca cola company for better growth and success. It necessary for individual to
increase ability by learning knowledge, upgrading skills and sustainable performance at work
place.
Needs of Continuous Learning
Develop confidence- Continuous learning is necessary in developing confidence of
employees by providing them proper knowledge regarding to accomplish all activities related to
Coca cola industry.
Prepare for Unpredicted- Continuous learning is essential for adopting unexpected
happenings. It is necessary for employees to learn all aspects which increase their knowledge and
ability in a proper manner.
Sparks new ideas- Continuous learning is necessary to generate new ideas and opinion
which provide growth and opportunities to coca cola company. It focus on finding solution of
any problem arises in a firm.
Relevant Information- It is important to get relevant information regarding customers
needs and market trends. So, continuous learning is important to maintain knowledge and skills
of employees with present market situation (Leonard and Rayport, 2011). It helps to Coca cola
company to achieve sustainable growth and success.
Professional Development
Professional development refers to the process of improving capacity of workers by
giving them training and education opportunities may be within a firm or outside an
organisation. For improving skills of employees, coca cola company prefer to formal education,
special training and employees learning. It helps to maintain coordination and team spirit among
employees.
Need of Professional Development
Life long learning- By professional development, employees can learn for life time. If a
company have innovative technology and knowledgable employees then that will definitely get
success. Employees of coca cola have sufficient knowledge which is necessary to achieve
organisation's objectives.
Make Succession Planning- Professional development is essential to make succession
planning because it give training to existing employees rather than hiring from external
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organisation (Leonard, 2011). It helps to improve skills of employees of coca cola for sustainable
performance.
Increase retention- If a company use the technique of professional development then
firm has to spend more amount in providing training to employees and prepare a development
strategy. When employees have opportunity of growth and development then chances of
retention are increase in coca cola and if workers are retain for long time then it enhance
sustainability in business performance.
Learning Cycle
Learning cycle is defined as a concept of how people learn from their experience. It is a
process for both learning and direction and focus on a sequence of path that support to
employees for better performance.
Kolb's Learning Cycle
Kolb's Learning Cycle explains that employees are learn from experience of their life.
There are four stages of Kolb learning theory. These are as follows:-
(Source: Kolb - Learning Styles. 2013)
Experience- It focuses on doing something and get experience because a person can
better learn from past experience (McCleskey, 2014).
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Illustration 1: Kolb - Learning Styles

Reflect- This step involves the thinking about what a person have done and what kind of
experience they get.
Conceptualise- In this step there is an interpretation of of thinking and experience and
generate a concept for the meaning of experience.
Plan- This is the final stage of Kolb's learning cycle. In this step, concept is checked and
helps this to support new experience.
Barriers of Learning
There are different barriers in learning which are as follows:-
Physical Barriers- It is a major barrier of learning which affect power of distraction and
biological element (Salas and et. al., 2012). It includes: Low blood sugar, pain, cold, humidity
etc. which can reduce concentration in learning.
Economical Barriers- Average temperature is essential for better learning environment.
Sometime, distractions are created at the time of learning in training like phone calls, quarries
etc.
Overcoming the Barriers of Learning
There are some ways to overcome the barriers of learning, these are as follows:-
 Environment of an organisation should be noiseless.
 Verbal instructions of a trainer should be short and fine and they have to ensure that
learners are focus on their instructions.
 Communication skill of a trainer should be clear and understandable by learners.
 Provide effective and timely feedback to learners to make learning style more effective.
P5: Importance of HPW contribute to employee engagement
High performance working :
High performance working is a process of creating a culture and environment where is
open line of communication, trust and transparency are exist. It is a approach which managing
the business and its aims is involving the more effective employees for accomplishing the high
levels of performance (Seibert, Wang and Courtright 2011). Coca-cola company can achieve
high level productivity through the series of practices, policies and processes and if these series
are combined together then they can improved the performance of employees.
Characteristics of high performance working organisation:
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High performance working organisation defines that how a business maximise its usages
from available resources. It s a process in which thy united markets and customers. Coca-cola
company should adopt this model for enhancing the employees productivity and achieving the
organisational goals. There are some characteristics which are as under:
Clear management: Managers are the main key of high performance working
enterprises. They create positive environment for employees to better performance of work. For
example, give them coaching and training to develop their potential, clearly explain goals to the
workers, support them to understand their critical task.
Financial efficiency: This type of organisation control and maintain efficiently financial
resources. In this they use budgeting and financing practices for fulfil the employees benefits and
compensation by measuring how much money is available for them (Suppiah and Singh Sandhu,
2011). Managers of this company ensure that their subordinates are compensated in respect to
the market value.
Measurement and feedback: Managers of Coca-cola, measuring and evaluate the
performance of their employees and provide feedback them of their performance. If their
performance is weak then they provide training for better performance of work.
Practices of high performance working:
In this include various types of practices i.e. shared commitment towards vision of Coca-
cola, flexible job statement, recruitment of knowledgable employees and conflicts the solution of
group.
Shared commitment towards vision of Coca-cola: This company include their
employees in decision-making activity and also determining each prospect which can maximum
contribute towards improvement of company. It assist in empowering and motivating the
employees, which build an effective environment of group work and make trust among them.
Recruitment of knowledgable employees: Coca-cola follow a effective strategy for
selecting the right persons for the right place from the number of applier. It believes to recruit
persons on the basis of their qualification, knowledge and interpersonal ability (Van de Ven and
Sun, 2011). This company should choose person having abilities and capacity to perform
company's activities more effective and can contribute toward the improvement and growth of
the company.
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Conflicts the solution of group: Coca-cola should established a conflict resolving group
for the intention of handling issues of the its employees and company. This team hears the
problems faced by the manpower and put their efforts in solving all conflicts and issues. This
team also share the results received by the company with their workers which in effect
diminishing misunderstanding and conflicts among the employees.
P6. Evaluation of different approaches of Performance Management
Performance management: Performance management refers to the evaluation and
analysis of employees work and performance in the organisation. Business managers evaluate
their subordinates performance by assessing how much contribution is making by employees in
the growth of the business (Warrick, 2011). In performance appraisal, evaluation of workers and
give them valuable feedback and creating a good effect on future performance. Coca-cola
company should measuring their employee's work and performance for increasing their
productivity and provide them feedback about their work. There are some key approaches which
are as follows:
Behavioural approach: Behavioural approach one of the oldest measurement method.
Coca-cola company adopt two types of techniques BARS method and BOS method of
behavioural approach. In Behavioural Anchored Rating Scale include five to ten vertical
standard. Workers are ranked according to their performance in these parameters. Behavioural
Observation Scale is update version of BARS in which providing more special kind of
description. It is measure the performance of employees on the basis of frequency. This approach
is suitable for the accuracy and reliability. But its major drawbacks is that managers remember
only those data and behaviour which closely define in the performance scale and its increased
biased rating.
Result approach: Result approach is a straight and simple approach. In this, Coca-cola
company rate their workers according to their performance outcomes. In this include two types
of method first is Balanced Scored method and second is Productivity Measurement and
Evaluation System method. The first technique based on four aspects i.e. learning & growth,
customer, internal & operational and financial. The second method (ProMES) is most effective
in motivating workers for increased productivity and analysing the feedback. Its main strength is
that it easily converts strategy into operations. Its main weakness are lack of concentration on
human resources prospect.
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Comparative approach: This approach based on comparisons among employees. In this,
managers of Coca-cola ranked their worker's performance according to others workers
performance in the group (Warrick, 2011). They comparing one workers to another workers in
the group. In this include various types of methods i.e. paired comparison, forced distribution
and graphic rating scale. In forced distribution method, they ranking subordinates in teams. In
paired comparison method, company compare individual performance with other individual and
give them score according to their work.
Quality approach: Quality approach provided best quality products and services to their
customers. In this, Coca-cola company focus on reducing errors and negative feedback and
improve the consumers satisfaction by improving in service and product. They take regular
feedback of an employee from its clients, peers and managers to figure out the performance
issues. This approach primarily focus on the Kaizen process for improving the business process.
Its main strength i.e. problem determination through group work, include both external and
internal factors etc.
Attribute approach: Attribute approach rate and evaluate the employees on the basis of a
specific parameters i.e. teamwork, problem solving ability, communication, innovation and
judgement & creativity (Warrick, 2011). Coca-cola adopt two types of method of attribute
approach i.e. Graphic Rating Scale and Mixed Rating Scale. In Graphing rating scale, employees
are rate on the scale of 1 to 5. On the other hand, in Mixed rating scale, ratings are given as high,
average and low set of parameters. Its main weakness is that it is a subjectivity in nature. And
strength of this technique is its simplicity.
Thus, with the help of Behavioural, Result, Comparative, Quality and Attribute approach
employees are able to work with collaborative manner. It is essential and significant for the
organisation and an individual to improve their knowledge and skill towards business operations.
Therefore, performance management is more essential and important for the success and
growth of organisation. With the help of different approaches of performance management,
Coca-Cola can easily transmit all information and data to their employees which will further
support an enterprise to maximise their performance (Berry, 2011). Along with this, proper
measurement of performance can also essential for the company to maintain employee turnover
and retain long run sustainability at marketplace. Effective system of performance management
inform development and learning at the team, individual and organisational level. Beside this,
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accurate level of performance measurement help an enterprise, teams and individual to improve
their performance and accomplish better outcomes within predetermined time period.
CONCLUSION
From the above mentioned information, it can be concluded that development and growth
are important for the individual, teams and organisation. For achievement of this, human
resource manager of the organisation play vital role by recruiting knowledgeable people,
providing training and so on. In this training, development and learning is also essential for the
manager to enhance knowledge and skill of their workers in an effective and systematic manner.
In order to measure employees performance, business manager used key approaches of
performance management which will also support in managing teams, organisation and
individual performance effectively.
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