CASE STUDY: 1st Sem.

(Recruitment and Selection)

Almeida

1. What is/are the problems of the Coca-Cola?

 HM in Coca-Cola India has no proper setup and right process of managing the organizations
activities especially the employment process.
 HRM team lacks of recognition in having a strong and effective HRM
 Employee conflict and lack of management strategies
 Huge financial loss of the company that affects the heavy investments, company, and it’s
employees.
 Media reports revealed a different side of the picture altogether.

2. What is/are the possible solutions that were made (and should have been made)by the
administration for them to recover from their problems?
 Efficient HRM organization
 Massive restructure that will focus on the company’s HM that will put all in place the new
organization structure in terms of the profit and loss of the company.
 New and improved strategy that includes the skilled employees development meetings at it’s
functional matter that will be approved and implemented through each step by step process of
HR management.
 Efficient management trainees
 Salaries will also be restructured as part of cost-reduction in company
 Realigning jobs based on employees talent, potential and skill.
 Hiring account inspector, company needs to take action in this prospect if they can’t handle to
work in principles of integrity.
 Identifying certain key performance areas in each employee
 Employee training will be a renewed focus. To help employees communicate effectively with
each other and for better communication of news and information
 Find ways to establish a sustainable talent pipeline, with a focus on growing and developing
their own skilled staff
 Develop employees internally to address current and future needs. Skills can be taught; attitude
and cultural alignment usually can’t.
 Keep lines of communication open to continually stay informed about what your employees
value. Engage them in these conversations as a key way of strengthening relations and loyalty.


3. When an organization faces a negative financial circumstances, what do you think are measures
that the company needs to look at in terms of its human resource?
 HR involvement in crisis management is one such development and this has led to the HR taking
an active role in planning and training for crisis management.
 HR has moved beyond the common roles of hiring and firing to more complex roles that directly
influence the performance of the organization
 Crisis management is among the areas of management in which the HR is expected to
participate in with a view of ensuring that employees needs, during and after a crisis, are given
consideration during the development of crisis management plans.
 HR needs to participate and control in the issue and this include identifying the possible threats
in the company developing departmental crisis management plan, participation in the
development of the organizational crisis management plan, training employees on threat and
risk management, business continuity planning, crisis impact assessment, and practical lessons
in handling crises.