Human Resource Management at Coca-Cola

Human resource management is fundamental part for any company. Furthermore, growth of
the department is the basic step, the base on which the future of the organization rely. It is
necessary for any particular business unit and especially for such international organization as
Coca Cola. The corporation is made up of people not technology. Management of human
resources at Coca Cola Company has many benefits and disadvantages. For any global
organization it is not easy to establish such policies or practices that are useable in all divisions
of the organization, political and cultural differences must need to be considered. The Coca
Cola-Cola company management concentrates on acquiring and retaining highly
knowledgeable, capable and skilled employees in order to maintain its leading market position.
The company considers these resources as an asset. Furthermore, the company provides
conditions of employment and mechanics that allow all employees to establish a sense of
integrity with the company and perform their duties in the most willing and appropriate
manner. They also provide the workers with job security so that employees cannot be
inattentive to their future by the uncertainties. The company pre-specifies these plans, policies,
objectives and programs which guide management and employees decision making process.
They are also consistent with the company’s mission, strategies objectives, policies and internal
and outside goals of the organization.

Recruitment and selection process

Recruitment: Recruitment is defined as any activity conveyed by the company with the
purpose of recognizing and attracting feasible employees and to encourage prospective
employees to apply for jobs.

Selection: The selection of employees is the process used for selecting the candidate from
the pool of job applicants with the necessary qualifications and expertise to fill job in the
company. It is a procedure used for placing right person on right job. Moreover, process of
matching the firm’s necessities with the qualifications and skills of people. Successful selection
can be done when there is effective matching, hence selecting best candidates for required
position will be beneficial for the company and enhance the performance of employees.
Moreover, by choosing right candidate for the required job, the company will also save money
and time.

Coca-cola Company has well established recruitment process. Firstly, company gives ads in
newspapers, institutions, company websites, etc. company will shortlist the candidates for
interview after receiving the candidates application on the internet. Most of time, the
organization only lists eight to ten applicants for a single job. After that, the company’s
recruitment team and department of HR meets the criteria necessary for the specific job with
the candidates profile. In this process, the company’s recruitment team will cut the list of
candidates by 3 to 5 and approach them during the first round of interview, that are designed
to disclose more about applicants experience and their behavior in different situations. The
company has an active recruitment process to hire skilled and experiences workers in the
business moreover, the process is effective in describing the company’s job responsibilities as
well as workers role in the right way. The company follows internal as well as external selection
procedures to recruit people for various positions that help the company to hire experienced
and skilled staff for the job roles. The organization also implements well-established hiring
processes including marketing and registration, shortlist of candidates, psychometric screening,
first interview, etc. The use of new selection and recruitment methods has helped the company
in handling quality of new employments in all HR viewpoints. Further, the selection process will
differ depending on the position candidate applying for. There are HR department in Coca Cola
for selection but they only involve in major hiring. Mostly, the plant authorities employ labor
and middle level staff. The company pursues the decentralization approach and their selection
process is appropriate in accordance with international standards.
Objectives of recruitment process
The adopted recruitment methods will provide the recruiters with firm basics for accurate
hiring decisions and provide the skills and tools to effectively collect and evaluate data. Such
approaches must be tested, reliable and realistic. Hence, there is no doubt that a candidate
selection process is a major investment for any company. An effective selection tool or entire
process can have three objectives.

Accuracy:
Accuracy is the recruitment process’s ability to accurately forecast applicant abilities and the
work environment in which he/she will be working.

Equity:
It is awareness that the recruitment and selection system gives fair and equal opportunity to be
selected to every qualified candidate. A fair selection process is based on consistently applied
valid requirements. It uniformly uses the employment related hiring standards for all applicants
and it only screens out candidates for job related reasons and not because of diversity among
them.

Buy-in:
It is the degree to which individuals involved in recruitment and selection process perceive its
worth. Buy-in to a selection system for interviewers and applicants so that their time is well
spent during the selection process. Everyone benefits from the selection process in this system,
irrespective of the hiring decisions made. It also helps to preserve the organization’s image and
dignity of all applicants.

Internal/external recruitment methods

Internal recruitment methods

The following techniques are most widely used to recruit people or standard approaches used
by professional recruitment agencies.
Transfers and promotions
This is a method used to fill vacancies within the organization through transfers and advances.
An exchange is a horizontal development in a similar study, beginning from one job to the next.
It may prompt changes in duties and obligations, working conditions, etc.

Job posting
Job posting is another way to get people from within the organization. The company
incorporates job opportunities on advertising boards, online platforms and comparative
sources in this process. One of the crucial positive outcome of this approach is that it offers
highly qualified candidates employed within the company, the ability to look for development
opportunities within the organization without looking outside for greener fields.

Employee referrals
This is a inexpensive recruiting technique for those with specialized skills. Therefore current
employees are most suitable means to let people know that the company wants people with
distinct skills to apply because such people are difficult to locate. Indeed, it has turned into a
prominent method of hiring individuals in these days extremely focused information technology
industry.

Recruitment/Selection websites
These sites have two main features: first, job board member companies to post for vacant
positions where, as on the other hand, the CV (curriculum vitae) list enables applicants to
submit their resumes and then to be concluded in the search by member companies.

External recruitment methods:

Advertisements :
To initiate the recruitment process, advertisement is an important activity. Detailed job
description and specifications must be provides along with the main responsibilities and regular
and occasional tasks to be performed must be highlighted .advertising is a suitable publication,
since it must attract the maximum number of candidates. Typically, Coca Cola used to advertise
for recruiting purposes through newspapers or their official website. They give everyone a
chance to apply for a job, so people who are interested are employed and if they are willing to
do so.
Programmers of internships
Graduates or undergraduates are offered internships by companies that provide opportunities
for potential employers as well as inters to built mutual understanding of work environment
and competency levels.

Job Fairs
These are coordinated by graduating universities where businesses are invited to establish their
own stalls as part of hunting program and interview potential candidates.

Employment agencies
Candidates as well as employers generally consider these agencies for employment, preferably
having credibility experience in the business sector concerned. Such agencies are particularly
helpful when recruiting temporary or specialist staff or recruits from areas of skill shortage.\

Campus recruitment
Campus hiring refers to the process in which large firms look forward to filling some of their
vacancies by recruiting graduates or freshers from different campuses. With the number of
freshers rising at an exponential rate, campus recruiting and attracting fresh talent has become
an overwhelming part of the hiring process for most businesses.

In Coca Cola
Coca Cola company basic focus is on internal recruitment they do not prefer external
recruitment. For internal recruitment they keep a talent bank to meet the need of internal
hiring. They only recruit outside in the case of sudden requirements. The company forecasts
future needs and applicant’s data are collected in advance and they also have an offer to drop
the resume on their website for any job. In order to fulfill their talent bank they visit universities
and colleges, the company collect resumes in their respective territories with an emphasis on
quality and high selection standards. Company uses internet to recruit internal staff at all times.
For internal recruitment they use in house magazines, newsletters, staff notice boards, personal
recommendations and meetings etc. coca-cola company also uses computer and internet and
offers various internet-related ads based to the work, including the forms for the registration.
The company’s ads provide detailed information on the positions, qualifications required and
the skills needed in an applicant to perform the tasks.