People Management Strategies in Coca-Cola: A Comprehensive Report

This report provides a comprehensive analysis of people management strategies within the Coca-Cola organization. It begins by examining the company's recruitment and selection processes, including job advertisement preparation, interview techniques, and psychometric testing. The report then delves into Coca-Cola's training and induction programs, highlighting their significance and addressing challenges such as employee scheduling and dispersed workforces. Furthermore, it explores motivational theories, such as Maslow's hierarchy of needs and Hertzberg's two-factor theory, and how they are applied to enhance employee performance. Finally, the report analyzes the impact of individual behavior on team performance and workplace dynamics, emphasizing the importance of employee motivation and a positive work environment. The report is structured into four key tasks, each contributing to a holistic understanding of people management within Coca-Cola.

Managing people in
organisation

Table of Contents
INTRODUCTION..........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2 ...........................................................................................................................................5
TASK 3 ...........................................................................................................................................7
TASK 4 ...........................................................................................................................................8
CONCLUSION ...............................................................................................................................9
.......................................................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resources are the integral part of the organisational success. In order to achieve
the business objectives it is essential for the companies to manage people effectively within
organisation so that they can give optimized performance in teams as well as at individual level.
The report will discuss the significance and procedure followed by Coca-Cola company in its
recruitment and selection process. Coca-Cola is among one of the top organisation in beverages
and soft drink industry. The effective and skilled human resources makes it possible for the
organisation to execute operational activities with maximum efficiency (Roos and Von Krogh,
2016).
The document will also discuss the induction and training program used by the
organisation to enhance the productivity and outputs of its employees. It will also discuss the
challenges in managing people and how Coca-Cola can overcome these challenges by various
motivational theories. The report will also analyse the impact of individual behaviour on the
performance of team efforts as well as workplace.
TASK 1
Introduction
Coca cola company is based on the manufacture firm that provide the different types of product
and services in marketplace such as non- alcoholic concentrates drinks and syrups etc. This task
will discuss about the different recruitment and selection process that followed by the Coca cola.
It also analyzes the selection process that identified the skilled employee for the organization.
This organization will prepare the job advertisement for the purpose of hiring in the marketplace.
Recruitment and Selection
The recruitment and selection process are established with the help of different platform
such as newspapers, institution and official website of Coca Cola (Bell and Harrison, 2018). This
organization is also provided the application form for the candidates those who applied for
particular job profile. Coca cola can be recruit the candidates by using internal and external
process.
Selection and recruitment process will depend on the position of people applying for the
profile therefore, coca cola company has performed different role in the hiring process. These are
the important for organization to conduct the efficient process where the employee also
participate ion the recruitment drive.
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Analyses the recruitment and selection process that followed by the Coca Cola.
There are different types of recruitment and selection process followed by coca cola discuss in
given below:
 Interview- Interview is selection process that designed by the organization where all
candidates and employee participate. This process will help for increase the chances to
know about the company (Braysher, 2017). In this process, Human resource officer ask
for question to the candidates for identifying their skill and knowledge. It is tow way
process to understand the actual role of nature of candidates.
 Psychometric test- this test will help for determine the potential and ability of people.
Coca – cola is leading brand that required for more efficient employee that handle the
business operations and functions in proper manner (Whelan, 2017). This firm is also
used the personality assessment tool that help for finding the specific skill about the
employees.
 Situational Exercise- Coca- Cola is followed the selection process to identify the
reaction of person on the particular situation. In this way, this test will help for highlights
the particular knowledge and skill of person. It also gives the Facts and figure of the
review.
Propose and content of job advertisement
The job advertisement is the best tool and platform that help for organization to promote the
vacancy of particular job profile. Coca- Cola is the fastest growing organization which also used
this technique to recruit the candidates because this is the best approach for more candidates
attracts towards their advertisement (Ljubownikow and Crotty, 2017). In this way, Coca – cola
find the best candidates for the particular job profile that has both skill and capabilities to
manage the business operation in effective ways.
Prepare job advertisement documentation
Job analysis is a process or method for identifying the skill and duties requirement or
need of job. Job analysis is consists of two different specification such as description and second
is job specification.
 Job Description- It is provided the different duties, role and responsibilities, working
conditions and times etc. these are important description consist on the job advertisement.
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 Job Specification- it also provides the specification related the requirement of person
and education qualification, personality skill etc. All the details are required in
advertisement of the job (Tudor and Dutra, 2018).
Advertisement
Job Opportunity:
Coca Cola firm is required the skill and qualified sales executive those who has s experienced to
generate lead and manage the products in proper manner.
Job description:
Duties:
 To Generate lead generation
 Storing all the information related the product in marketplace
 Creating documentation regarding the sale generation.
Role:
 Sales Officer
Location:
 London
Salary:
 Based on the experience
Job Specialisation
Qualification:
 Master in Marketing and Sales
Experience:
 3- 4 year
Age :
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 20- 30 years
HR Manager
Coca Cola
London
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Conclusion
As per discuss, it concludes that recruitment and selection process is the useful for the
organization to manage the business operations and functions. Coca- Cola is also used this
process for recruit the efficient person.
TASK 2
Introduction
This task will discuss about the training and induction program that followed by Coca- Cola after
selecting the candidates. Furthermore, it also describes the significance of training or induction
in the coca cola company. There are different challenges faced at time of induction and training
which mention in the task.
Training and induction
Training is a process which essential for each and every employee because it helps for
new candidates to improve their skill and knowledge for growth and development. Coca- Cola is
also providing the training to their employee for developing the skill and knowledge
(Middlewood and Abbott, 2017). This organization is followed the four different types of
training such as technical training leadership training and functional training.
Induction is method or process that help for provide the information regarding the
company and their working project. It is essential for employee to aware about the specific
project, working etc.
Significance of training and induction programs for Coca Cola
Training and induction program are necessary for the Coca- Cola to provide the best facilities
and services to the new employee.
Significance of induction:
 This program is important process or method that provide the brief introduction regarding
the working environment.
 This program also cover the rights of employer and employee in the organization
according the condition and term of employment.
 It is based on the knowledge management process to give idea about the company and
their working (Reason and Hobbs, 2017).
 An effective induction program will help for increase the productivity of company.
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Significance of Training:
 Training is process that provide the employee to improve their skill and knowledge.
 An effective training is useful for employee because they can put some innovative ideas
towards the growth and development of business.
 This program will help for employee to eliminate their weakness and also develop the
strengthening towards their skill and knowledge (Pryke, 2017).
Challenges faced by Coco cola at the time of training and induction
The most common challenges in the training and induction faced in the organization. There are
followings challenges that discuss in given below:
 Hectic Employee Schedule- This is the most common problem because people cannot
spend time with the family and increases the demand of employee energy (Shaw, 2017).
The training tome and personal time is collaborated with each other.
 Dispersed work force- For increasing the remote work and decentralized workforce are
also challenges in the training and induction program. It can be quite hard and
misunderstanding between the people (Rahman, Mordi and Nwagbara, 2018). For
Example- sometimes, the working culture is less comfortable for the employee in the
organization
Measure to overcome those challenges
 To Avoid the face to face training in the weekend and also decrease the time limit.
 Communication help for saving the time of leaner.
 Mobile technology can help for accessing the Training material and LMS easily at any
place.
 Used the different types of social tool that unify their dispersed team such as webinars,
video conference and online forum.
Conclusion
As per discuss, it concludes that training and induction program are essential for the
employee to improve the business performance. There are different challenges faced in the
organization at the time of training. It also identifying the measurement to overcome of the
challenges.
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TASK 3
It is very important to motivate employees so that their performance is maintained and
goals are achieved in time. also, motivating employees helps in creating a positive environment
within organization. Moreover, employees put more efforts in completing their task and in this
way, productivity is enhanced (Billing and Tett, 2018). Encouraging employees also helps in
growth and development. Without motivating them it is very difficult to retain them. There are
many motivational theories that are applied by Coca Cola which is described below :-
Maslow's need hierarchy theory- it is basic and most common theory applied by companies. It
consists of five needs in hierarchical way that is shown below :-
Physiological needs- it includes basic needs required for individual to live. They are food, cloth,
shelter, etc. without this, it is not possible for human to live.
Safety needs- they are security needs that compromise of security from theft, disaster, etc. also,
it includes law, stability, etc.
Social needs- this need include interpersonal relationship like family, friends, love, etc. they are
belongingness needs.
Esteem needs- These needs are related to self-respect. It includes self confidence, competence,
achievement, knowledge and independence.
Self- Actualisation needs- These needs define the higher human needs, in other words these
needs are related to the fame and achievement in life
Advantage-
 Coca Cola encourages employee to fulfil their basic needs. They put more hard efforts to
attain goals and live a healthy and better life.
 Employee remain motivated as their needs gets fulfilled constantly. Moreover, in every
department or location in which Coca Cola operate this theory can be applied.
Disadvantages-
 Sometimes, this theory is not applicable as it lacks motivational force and employees’
needs are not fulfilled. This creates a negative impact on their performance as well as
Coca Cola culture.
Hertzberg two factor theory- It contains two factors that are described below :-
Hygiene – in this there are several factors included that are pay, policies, tools and equipment’s
etc. that are essential to motivate employees (Herzberg’s two factor theory. 2018).
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Motivational – it includes the factors that are essential to enhance employee performance. These
includes growth, achievement, etc. (Roos and Von Krogh, 2016) with this employee remain
satisfied with job.
Advantage
 It clearly helps in finding what are the employees individual and behaviour needs
 These factors automatically motivate employees to work hard.
Disadvantage –
 This theory is not applied in changing behavior situation of employees.
 Manager is not able to control some factors like personal life.
It is stated that in Coca Cola Hertzberg two factor theory is applied. They provide high
pay, fringe benefits, etc. to encourage employees. moreover, it enables manager to improve
employee behaviour by fulfilling their needs. For this, they encourage them by setting
challenging goals and recognising their achievement, providing growth opportunities, etc. it
ensures that employee remain satisfied with job and loyal towards Coca Cola.
TASK 4
The teams at Coca-Cola can deliver the desired outputs only when each of the team
members works with full efficiency. However, the behaviour and work efficiency of the people
may vary at work place depending upon the different organisational factors. The interaction and
attitude of higher authorities towards team members can motivate or discourage them. For
instance in Coca-Cola all employees and team members are free to share their opinion and
feedbacks. This transparency and openness encourages team members to always think innovative
(Rahman, Mordi and Nwagbara, 2018). On the other hand if company will not support the
opinions of team members and will not give them rewards for their innovations then team
members may not find it useful to make additional efforts in tasks and team work.
Coca-Cola also support the effective coordination and communication between team
members so that they can work with more ease. To achieve this organisation ensures that team
members are aware of each other and can easily communicate with each other. The lack of
interaction between team members will not lead to qualitative work and company may find it
difficult to solve problems. The conflicts between team members are not considered as healthy
for the overall performance of organisation. Coca-Cola pays specific attention to each and every
team member so that team conflicts can be easily resolved.
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The key factor which leads to conflicts among teams is that members may feel that their
work is not recognised and other members are given more priority by the organisation. These
conflicts can prevent organisation to achieve its functional goals. In order to assure that such
conflicts never takes place within Coca-Cola company evaluate the performance of every team
member so that they do not realise that their efforts are not appreciated (Middlewood and Abbott,
2017). The team members regularly interact with other members so that they can share their
issues with the leaders. Such interaction is essential for Coca-Cola to maintain the integrity of its
team.
To improve performance and behaviour of individuals at work the organisation also has
reward system. Organisation uses various motivational theories and means to motivate its team
members so that they are always energetic and efficient. For improving the coordination and
performance of teams the organisation can conduct various informal sessions. These sessions
provide team members an opportunity to know each other and to develop an emotional
attachment. The emotional appealing not only deliver excellent results but also encourage
employees to increase their participation and presence in various team and organisational events.
Another strategy which can be used by Coca-Cola to improve the behavioural aspects of
its team members is that company must evaluate the performance of every member instead of
evaluating only overall team performance (Bell and Harrison, 2018). Further the organisation
must have deep analysis of skills of each members so that efficient teams can be formed. The
team leaders must also monitors that if there are conflicts between members then they must be
resolved at the earliest so that quality of work is not affected.
CONCLUSION
From the report it can be concluded that for retaining the long term success it is important
for the organisation to manage its human resources and teams effectively. The behaviour of an
individual not only affects only their performance but also has significant impact on the outputs
of entire team. The report has evaluated the impact of recruitment process on effectiveness of
organisation and its goal achievements. It has also described the motivational theories and their
role in affecting the performance of individuals.
The document has also discussed various strategies for training and development
programs followed by organisation so that its human resources can keep their knowledge and
skills update. Hence, it can be concluded from the report that management of people must be an
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integral part of the organisational policies so that it can achieve its long term objectives and
profits goals.
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REFERENCES
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case of media firms. Springer.
Online
Herzberg’s two factor theory. 2018. [online] Available Through : <
https://managementstudyguide.com/herzbergs-theory-motivation.htm >
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