HUMAN RESOURCE PRACTICES OF COCA COLA COMPANY IN USA (A DEVELOPED COUNTRY

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The Coca-Cola Company is one of the most successful multinational enterprises. With operations in close to 200 countries and nearly 80 percent of its operating income derived from businesses outside the United States, Coca-Cola is perceived as the quintessential global corporation. Coca-Cola, however, likes to think of itself a "multi-local" company that just happens to be headquartered in Atlanta and that presents the Coca-Cola brand with a "local face" in every country where it does business. The philosophy is best summarized by the phrase "think globally, act locally," which captures the essence of Coca-Cola's crossborder management mentality. A dominant theme at Coca-Cola is to grant businesses the freedom to conduct operations in a manner that is appropriate to the market in which they are competing. At the same time, the company tries to establish a common mind-set among all its employees. Coca-Cola manages its global operations through 25 operating divisions that are organized under six regional groups: North America, the European Union, the Pacific, the Northeast Europe/Middle East, Africa, and Latin America. Corporate human resources management (HRM) is charged with providing the glue that binds these various divisions and groups into the Coca-Cola family. The corporate HRM function achieves this in two main ways: first, by propagating a common human resources philosophy within the company, and second, by developing a group of internationally minded mid-level executives for future senior management responsibility. The corporate HRM group sees its mission as one of developing and providing the underlying philosophy around which local businesses can develop their own human resource practices. For example, rather than have a standard salary policy for all its national operations, Coca-Cola has a common salary philosophy, which is for its total compensation package to be competitive with the best companies in the local market. Twice a year the corporate HRM group also conducts a two-week HRM orientation session for the human resource staff from each of its 25 operating divisions. These sessions give an overview of the company's HRM philosophy and talk about how local businesses can translate that philosophy into human resource policies in their own area. Coca-Cola has found that information sharing is one of the great benefits of bringing HRM professionals together. For example, tools that have been developed in Brazil to deal with a specific HRM problem might also be useful in Australia. The sessions provide a medium through which HRM professionals can communicate and learn from each other, which facilitates the rapid transfer of innovative and valuable HRM tools from region to region. As much as possible Coca-Cola tries to staff its local operations with local personnel. To quote one senior executive: "We strive to have a limited number of international people in the field because generally local people are better equipped to do business at their home locations." However, there is still a need for expatriates in the system for two main reasons. One is to fill a need for a specific set of skills that might not exist at a particular location. For example, when Coca-Cola started operations in Eastern Europe it had to bring in an expatriate from Chicago, who was of Polish decent, to be finance manager. The second reason for using expatriates is to improve the employee's own skill base. Coca-Cola believes that because it is a global company, before anyone takes on serious senior management responsibility that person should have international exposure. The corporate HRM group has about 500 high-level managers that are involved in what it calls its global service program. Coca-Cola characterizes these managers as people who have knowledge of their particular field, plus knowledge of the company, and who can do two things in an international location -- add value by the expertise they bring to each assignment and enhance their contribution to the company by having international experience. Of the 500 participants in the program,

Human Resource Management at Coca Cola Company has many advantages. HUMAN RESOURCE MANAGEMENT OF COCA COLA Coca-Cola Company (NYSE: KO) is a beverage retailer. Coca-Cola currently offers more than 500 brands in over 200 countries or territories and serves 1. performance appraisals. The Coca-Cola Company owns its anchor bottler in North America. Therefore.about 200 move each year. coca cola HR department is also conducting all the practices of HRM like Job analysis and design of work. Thus. recruitment and selection. It is people. Its current chairman and CEO is Muhtar Kent. Basically the HRM practices are necessary for every organization.human resource management Activities an organization carries out to utilize its human resource effectively.and not those prevailing in either India or Britain. . career development. The Coca-Cola Company is headquartered in Atlanta. Besides its namesake CocaCola beverage. compensation. they also conduct in company’s decision. cultural and political differences need to be taken into account. But unfortunately in Pakistan not so much used HRM practices. not technology who create the company. an Indian manager in this program who is currently working in Britain will be paid according to US salary benchmarks -. Moreover. One goal of this program is to build a cadre of internationally minded high-level managers from which the future senior managers of Coca-Cola will be drawn. HUMAN RESOURCE MANAGEMENT WITHIN COCA COLA Human Resource Management is an essential part for any organization.6 billion servings each day. development of this department is the first step. HR department not make decisions related of its own department. The Coca-Cola formula and brand was bought in 1889 by Asa Candler who incorporated The Coca-Cola Company in 1892. Coca-Cola Refreshments. Its stock is listed on the NYSE and is part of DJIA. The company is best known for its flagship product Coca-Cola. In multinational companies like coca cola have their own separate department of HRM. as opposed to the benchmark prevailing in the country in which they are currently located. Similarly. To ease the costs of transfer for these employees. employee relationships. According senior executive of HR “Waqar Mahmood “ our HR department consist of 29 people in Gujranwala plant. invented by pharmacist John Stith Pemberton in 1886. Georgia. S&P 500 Index. Coca-Cola gives those in its global service program a US-based compensation package. we also have own policies and strategies by which we control all the functions of our departments. training and development. It is essential for every single business unit and especially for such international company as Coca Cola. manufacturer and marketer of non-alcoholic beverage concentrates and syrups. the ground on which the future of the company depends. staff welfare and medical policies and some other things like that. These all practices are conducted by own policies and strategies. compensation. The company operates a franchised distribution system dating from 1889 where The Coca-Cola Company only produces syrup concentrate which is then sold to various bottlers throughout the world who hold an exclusive territory. the focus of this paper will be on four tasks and duties of Human Resource Management (performance management. the Russell 1000 Index and the Russell 1000 Growth Stock Index. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company. succession planning) based on the United States procedures. They are paid according to US benchmarks. Every organization has its own policies and strategies by which they control the functions of their departments.

policies. It provides such conditions of employment and procedures that enables all employees to develop a sense of unity with the enterprise and to carry out their duties in the most willing and effective manner. Coca cola company HR department check its own job description and job analysis in which they get the information about employees work activities. After planning we send this report to the head office for approval. in most cases a combination of any of the following tools will be used: Interview Group exercises Presentations Psychometric tests Role plays/Situational Exercises . Also they are in accordance with the organization’s mission. We forecast of employees on the change technology and increasing in productivity.one product of a job. performance appraisal. performance standard. human behavior. Planning and Forecasting The process of deciding what positions the firm will have to fill. from candidates with required documents and C V. and employee’s relationship. It also provides for the security of employment to the workers so that they may not be distracted by the uncertainties of their future. objectives. working conditions. Job specification: a list of a job’s human requirements that is requisites education. strategies. training. and how to fill them. Coca cola HR department involves in company strategic planning and they also make sufficient planning for hiring new employees in the future. institutions etc. Job analysis consists of two products one is job description and second job specification. However. as one process can’t fit all the different roles we have here at CCE. policies and its and internal external environments. skills. compensation. job context and human requirements and also other information related to this conduct. Internal recruitment External recruitment External Selection process The selection process will vary depending on the position you’re applying for. It treats these resources as an asset. selection. HR department of coca cola used this information for Recruiting. and so on-other product of a job analysis. responsibilities. We forecast for the expected employees needs in the organization. which guides the management and unions in taking decisions. Job description: a list of job duties.Once we receive an application form.ORGANIZING HUMAN RESOURCES AT COCA COLA Management at Coca Cola Company focuses on the acquisition and retention of highly skilled and knowledgeable employees so that it can maintain its top position in the market. company website. personality. and supervisory responsibilities. reporting relationship. and programs are pre-specified by the company. These objectives. If we get approval from the head office then we start recruitment process RECRUITMENT PROCESS Our recruitment process is well established first of all we give ads in news papers. strategies. JOB ANALYSIS AND DESIGNING Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hire for it.

Be honest. at home or in previous jobs. rules and regulations of firm. Also. you’ll be given a brief and ample time to prepare. Means making sure that you and your subordinate agree on his or her duties and job standard. You may be given facts and figures to review. university. and make plans for any development required. Psychometric tests Psychometric tests are timed exercises that examine your abilities and potential. . these help to highlight particular skills and how well you’re suited for a position. Training process of employees Training process is essential part of every employee with out training. we’ll send you information and advice in advance on how to prepare. Group exercises We’re very much a team at CCE so these will show us how effectively you work with people. Provide feedback. You may be given a topic in advance or on the day. Coca cola performance appraisal is annually Hr manger waqar mahmood said that we appraise the employee due to their performance about goals of the organization . They’re a good opportunity for us to see how you communicate. interviews are a two-way process so use it to understand the nature of the role and to make sure it really is what you’re looking for. but don’t worry – you’ll have plenty of time to prepare. After recruiting the fresh employee we train them for three months and also pay them salaries after three months they become part of a firm We also give training to already exist employee it depend upon condition for example if new technology is introduced first of all we give full training to them about new technology then we allow them to start their job . we may also use a personality assessment tool that is designed to find out more specific things about you. a club. On occasions.INTERVIEW The interview is designed to reveal more about you and your experiences. don’t forget that this is your chance to find out more about us and ask questions. Define the job Appraise the performance Provide feedback Define the job. Role Plays/Situational Exercises Designed to assess how you react in certain situations. Means discuss the subordinate performance and progress. Means comparing your subsssssordinate’s actual performance to the standards that have been set. Don’t worry. If you’re asked to complete a psychometric test. some times when new technology is introduced it is also responsibility of a firm to train its employees. Appraise performance. maybe at school. we may also have an assessor acting as a customer or employee to simulate a situation that could occur in the workplace. Remember. Steps in appraising performance The performance appraisal process process contains three steps. be yourself and it should be an enjoyable experience. or a report to complete. employee can not come to now the procedure of work. This is not designed to 'catch you out' and our interviewers will never try and trick you into an answer. Presentations give you the chance to show your ability to communicate to a group of people on a specific topic. influence and involve other people in the workplace.we set the goals started the year and tell the employees about the goal if the employees achieve this goal we appraise the employees. We’ll ask for examples of how you behaved in different situations.

The satisfaction of the employees makes the company successful. . they can contact directly to the manager of their department. We believe that an open door policy is the best policy for employees’ relations because due to this. Our employees are satisfy from our compensation and in the coca cola never downsizing occurred which shows that well relationship between employees and company. We have also got our own policy by which we give importance to our employees if any employee faces some kind of problem related to his life or work then he can directly go to the manager and he can share all of his problems. So employees’ relationship is very important for every company. So we strongly believe that such policy makes our employees satisfy with us. there for we are careful about their health and benefits. Employees are the most important assets of every company so it is very important to give them importance. Every company has its own policy. our employees feel very independent and they know that if they get any problem. This thing should be adopted by every company because this makes the employee satisfied with the company.HR department manage says that employees are our assets. We give following compensation and benefits: Basic salary Bonus Medical facility Pick and drop Gratuity fund Social security We get many advantages from our employees because they are happy from company. The reason is that if the employees of the company are satisfied then they will work hard for the development of the company but if they are not satisfied with the company’s policies and they are not given their rights then they will leave the company which can turn into a big loss.

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