Essays on Legal Environment of HRM - Coca Colas Training and Development Case Study

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The paper "Legal Environment of HRM - Coca Cola’ s Training and Development" is a delightful example of a case study on human resources. Training and development is a critical part of a company’ s human resource activities. The ever-changing nature of the work environment is the key factor that leads to the occurrence of this phenomenon (Odiorne & Rummler 2010). Such rapid changes often require employees that are knowledgeable, skilled, adaptive, focused, and flexible in terms of performance in their areas of specifications. The changing business trends and market competitions greatly demand the implementation of training and development policies.

One such company is the coca-cola company that is among the most successful companies around the globe. This case study seeks to analyze the manner in which training and development have impacted the coca-cola company. The study will take into consideration the Coca-cola Company’ s training, development system, and the manner in which this has benefited the company’ s corporate strategy. Coca cola’ s training and development in perspective With over 38089 employees, the coca-cola company stands tall to be among the topmost drinks company around the globe.

Despite the face of stiff competition as well as the increase in technology, the company has still had the largest market share across the globe and has equally established its presence around the globe (Hall 2008). To maintain the topmost position and the largest market share, the Coca-Cola Company has put in place a comprehensive employee training and development program. This program is aimed at ensuring that employees undergo regular job training and development on the most current issues in the market. In this perspective, the company laid emphasis on the levels of skills possessed by the employees in their respective job positions.

The company regards its human resource to be the greatest aspect of the business this is the key determinant of the business capability. Employee training and development are equally a way that the organization motivates its employees towards attaining the greatest goals (Tesfaye et al 2013). Through training, the coca-cola company aims at promoting an excellent performance culture across the markets, and this enables them to satisfy customers’ demands and expectations exceedingly, at the same time adding values to the company’ s shareholders.

The company’ s major objectives are to attract, retain, and maintain talents that are necessary and relevant to the business development both in the current and future perspectives. The company achieves the above objectives by assisting its employees to expand both individually and professionally. The company also ensures the provision of god health to its members by looking into their safety and health well being. Relatively, the company has ensured that its employees are engaged honestly and freely, this makes them feel a very important part of the organization hence motivating them to work increasingly perfectly.

Human rights have also been an aspect of consideration in the Coca-cola Company’ s dealings with its employees; the company ensures that all the employees, irrespective of their countries are accorded treatments that fall within their human rights perspective (Bodden 2009). The coca-cola company regards the fact that they need to attract and preserve the best and most competent people and then invest in their development. In this point of view, the company attaches great significance to employee training and development activities. Thus, the company greatly focuses on employee internal talent management, employee development plans, manager’ s leadership developments, as well as employee performance management.

As a company’ s corporate strategy, training and development form a major part in the organizational activities. The company seeks employees, recruits, develops, and finally rewards employees that have been trained and proved competent.

References

Bodden, V., 2009,. The story of Coca-Cola. Mankato, MN, Creative Education.

Collis, D., J., 2007., Harvard business review on corporate strategy. Boston, MA, Harvard Business School Press.

Coloma, J, Gibson, C, & Packard, T 2012, 'Participant Outcomes of a Leadership Development Initiative in Eight Human Service Organizations', Administration In Social Work, 36, 1, pp. 4-22, Academic Search Complete, EBSCOhost, viewed 14 April 2014.

Hall, EW 2008, 'Changing the Way Employees Interact With Guests With Disabilities', Journal Of Disability Policy Studies, 19, 1, pp. 15-23, Academic Search Complete, EBSCOhost, viewed 14 April 2014.

Odiorne, G., S., & Rummler, G. A. ,2010., Training and development: a guide for professionals. Chicago, Ill, Commerce Clearing House.

Romanova, G, Ugriumov, E, Verbin, Y, & Stojsavljević, R 2013, 'Managing Hotel Staff Development in the Course of Preparation of Large-scale Sports Events (Sochi Case Study). (English)', European Researcher, 64, 12-1, pp. 2787-2799, Academic Search Complete, EBSCOhost, viewed 14 April 2014.

Tesfaye, M, Abera, M, Gruber-Frank, C, & Frank, R 2014, 'The development of a model of training in child psychiatry for non-physician clinicians in Ethiopia', Child & Adolescent Psychiatry & Mental Health, 8, 1, pp. 1-16, Academic Search Complete, EBSCOhost, viewed 14 April 2014.

Westerman, A 2001, 'The Relation Between Corporate Training and Development Expenditures and the Use of Temporary Employees', Ethics & Behavior, 11, 1, pp. 67-86, Academic Search Complete, EBSCOhost, viewed 14 April 2014.

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