Improving HRM in Organizations: A Coca-Cola Case Study

Desklib provides past papers and solved assignments for students. This report analyzes Coca-Cola's human resource management.

Managing People in Organizations

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Task 1 (Recruitment and selection).................................................................................................2
Analyse the recruitment and selection process followed by Coca-Cola, emphasising on the
purpose and contents of job advertisements................................................................................2
Task 2 (Induction and Training)......................................................................................................6
Highlight the importance of induction and training programmes for Coca-Cola with an
explanation of how this can lead to greater performance and output..........................................6
Task 3: motivation theories.............................................................................................................9
Identify and demonstrate motivation theories relevant to Coca-Cola as well as their application
.....................................................................................................................................................9
Task 4 (Individual behaviour at work and effective teamwork)....................................................13
Identify factors which influence an individual’s behaviour as well as factors which enable
effective cooperation and teamwork, supported by relevant examples from Coca-Cola..........13
Conclusion.....................................................................................................................................15
References......................................................................................................................................16

LIST OF TABLES
Table 1: job description for HR assistant........................................................................................3
Table 2: Person Specification for HR assistant...............................................................................4

LIST OF FIGURES
Figure 1: Coca-Cola largest beverage organization.........................................................................1
Figure 2: Recruitment and selection process...................................................................................2
Figure 3: Induction and training programmes.................................................................................6
Figure 4: Maslow theory..................................................................................................................9
Figure 5: Herzberg’s theory...........................................................................................................11

Introduction
Management of the people who are working in the organization can be done by improving the
strategies, policies and procedures in the organization. The employee’s attitude and behaviour
will be managed by the proper implementation of the programs and events in the organization.
Coca-Cola is one of the leading beverages industries which is providing their various beverages
products in many countries and have a number of employees working for their organization. The
report will focus on analysing the Coca-Cola current recruitment and selection process and
induction training programs along with the problems and recommendations. The report will also
suggest some motivational theories application which will help them to improve their
employee’s performance. The report, in the end, will also analyze some factors which sometimes
influence the individual behaviour along with the suggestions.
Figure 1: Coca-Cola largest beverage organization
(Source: https://alkaway.com, 2019)
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Task 1 (Recruitment and selection)
Analyse the recruitment and selection process followed by Coca-Cola, emphasising on the
purpose and contents of job advertisements
Introduction of Coca-Cola
Coca-Cola is the largest organization that is dealing in beverages and as per the statistical data, it
is analyzed that they also distribute their franchise system from 1889. The headquartered of
Coca-Cola is in the Atlanta Georgia. Coca-Cola operates various markets all around the world
such as- Britain, USA, Middle East, Europe, North America and Russia. The activities of the
organization are performed in around 200 countries and they have 3000 branches. As Coca-Cola
is a large organization so approximately they have around 55,000 employees who are working
for their business.
Recruitment and selection process
Recruitment and selection process is the source which is used by Coca-Cola to hire skilled and
qualified candidates as per their requirement (Slavić et al, 2017). The main objective behind this
process is to analyze the job vacancy, job requirement, application monitoring, screening,
candidate short listing and selection of a deserving candidate. There are mainly two types of
recruitment methods that can be used by organization- internal and external recruitment. With
the internal recruitment they can hire existing employees for the vacant post but for external
recruitment, they hire a fresh candidate. The selection process includes interview, online-
screening and general ability test through which deserving candidate can be selected.
Figure 2: Recruitment and selection process
(Source: https://www.hr.iastate.edu/employing-units/recruitment-selection, 2019)
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Coca-Cola recruitment and selection process
Coca-Cola believes in providing opportunities to the candidates so that they can professional
development opportunities can be provided to them. Coca-Cola mainly focuses on their existing
employee’s welfare due to which they mostly prefer the internal recruitment process. The human
resource team of Coca-Cola hire employees from their existing workers for any vacant post but if
they need any expert or specific qualification in that case they use external recruitment process.
The HR team of Coca-Cola believes in motivating their current employees due to which they
most of the time prefer internal recruitment selection process (Baum et al, 2016).
On the other side, the HR team forecast their further needs and gather the data to fulfil that
requirement in advance. Online website as the job advertisement source is used by Coca-Cola to
invite employees for the recruitment and selection. In case of using an external source, they visit
colleges and universities for hiring fresh and talented young people. The primary focus of Coca-
Cola HR manager is on hiring quality of employees to maintain the standard of their recruitment.
The primary recruitment source using by the HR team of Coca-Cola is E-recruitment through
which they advertise the job description and person specification to invite the candidates (Claus
Wehner et al, 2015). Currently, it is analysed that the Coca-Cola HR team is using an online
screening selection process by posting their job advertisement on social sites, internet, job portal
and official website of Coca-Cola.
Job advertisement documentation
Currently, HR manager of Coca-Cola is searching for skilled and qualified HR assistant that will
assist HR manager for managing all the functions and operations related to the Coca-Cola
employees. For this vacant job description and person specification document is prepared and
that document is posted on the official website of Coca-Cola and job portals for recruitment and
selection. Following is the job description and person specification for HR assistant:
Table 1: job description for HR assistant
Coca-Cola largest beverage organization
Job title: HR assistant
Remuneration: between £21,000 to £25,000 annually
Job purpose: To manage the performance and functions of the existing employees as per Coca-Cola
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requirement also to identify their skills for further improvement. The HR assistant may assist their HR
manager and follow their guidelines and set procedure to measure the employee’s efficiency level. They
need to record and monitor all the documents and details of their employees
Responsibilities and duties of HR assistant
 They are responsible towards conducting orientation for the fresh candidates.
 Assemble the data records about the employees.
 They need to give around 60 to 85 hours in every month.
 HR assistant need to update employment opportunity on regular basis.
 Scheduling the interview process and conduct the appointment with HR manager.
 Manage the employee information while they are updating and entering employment
status.
 Contribute own efforts to lead the team members and their performance to generate
effective outcome for Coca-Cola.
Table 2: Person Specification for HR assistant
Coca-Cola largest beverage organization
Vacant post: HR assistant
Department: Human resource
Expected qualification: Bachelor’s degree in the HR management or high class diploma in HRM
Minimum experience: For this vacant post minimum 2 years of experience is requirement for assist the
HR manager.
Abilities and skills required for HR assistant
 Reporting skill
 Managing employees records
 Manage the confidentiality of the organization data
 Verbal communication and written communication
 Microsoft office skill
Personal attribute
 Sense of responsibility
 Take initiative for performing task
 Use systematic approach in respect of their duties
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 Interactive skill and presence of mind
 Good physical appearance
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Task 2 (Induction and Training)
Highlight the importance of induction and training programmes for Coca-Cola with an
explanation of how this can lead to greater performance and output
Purpose behind induction and training programmes
Almost every organization conducts induction and training sessions for their new employees, and
the main reason behind this is to introduce or integrate their new employees with their existing
team. The induction program helps the new employees to interrelate with the employees and feel
comfortable while working. The induction program conducted or organizes by the Coca-Cola
team will help new employees to understand the current procedure and system that is followed
by the organization (Lake et al, 2015). This program also helps those employees to settle down in
the business environment quickly.
Figure 3: Induction and training programmes
(Source: https://belindasinduction.weebly.com/, 2019)
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Importance of induction and training programmes in respect of Coca-Cola
Reduce employee turnover: Employee job Coca-Cola with various expectations which can be
achieved by induction and training programs. With the help of an induction program, the new
employee can settle down properly and understand the policies and strategies of the organisation.
The proper integration of the organisation with the new employee will help Coca-Cola to gain
the trust and loyalty to their business and help to retain them for a long period. By proving
training and development opportunity also helps Coca-Cola to enhance the skills of the new
employees which motivate them (Dhar, 2015). This type of motivation will help Coca-Cola to
reduce employee turnover problems.
It saves the time and money of organisation: The organized induction session is the first
training event through which employees active participation in the activities will be improved
immediately after their joining. This training helps Coca-Cola to communicate with the new
employees and help them to understand their roles, responsibilities, duties and power. The
induction training program is important in Coca-Cola organization because this will make
employees feel comfortable and join them to provide beverages services all around the world.
The pre-training program help Coca-Cola to save their further training time along with the
money that requires
Improve the operational efficiency: Proper induction and training help Coca-Cola to give proper
knowledge to their employees about the goals, mission, vision and working environment of the
organization (Bell et al, 2017). The induction program helps Coca-Cola to distribute roles and
responsibility between their employees as per their skills and ability. This will improve
productivity and efficiency level of the organization. The Coca-Cola also improves business
operational efficiency level by conducting this induction program.
Help to improve communication: Pre-induction training events or sessions help Coca-Cola to
improve their existing and new employee’s interpersonal relationship. The proper introduction
between the organization and employees help the team to understand the behaviour and attitude
of their employees. This will also clarify the aims and objectives of the Coca-Cola about their
quality of services in the market which help to improve the productivity of the business.
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Challenges faced by Coca-Cola during induction and training program
There are various types of challenges faced by the Coca-Cola then they organized induction
training sessions for the new employees. The major challenge faced by the organization is the
lack of participation due to which healthy involvement of all the employees is affected and that
affect the performance of the organization in future. Another challenge faced by Coca-Cola and
their team is related to the unhealthy environment given by the existing employees to the new
employees (Dhar, 2015). Sometimes internal competition factor may affect the relationship
between the employees due to which new employees will not get involved in the business
activities which affect the function and operation of the organization.
On the other side, it is important for the senior team members to identify the measures through
which these challenges can be reduced. The most effective measure to avoid this type of
challenge is organizing an official meeting with the new employees and share all the policies of
Coca-Cola with them and motivate them to take part in the business activities. Regular
monitoring of the performance will also help to avoid these types of issues from the organization.
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