Abstract/summary of contentsThe aim of this paper is to study human resource practices in Coca-Cola Company. The company has various subsidiaries all over the world and the main focus of this paper is its operations in America. America is well known for its competences in human resource management such as high level of education, high investment in training, good rewards systems and staffing/ pay rewards. These factors influence employee performance. For example, Coca-Cola employees are highly paid and motivated due to their high level of education and training. The report contains the introduction part which has introduced the company’s nature and scope of operations, products and competitor information.
This part has also introduced the nature and scope of Coca-Cola Company. The key issues section has the strengths and weaknesses experienced by the company as well as the human resource methodologies used. The paper has also analysed the recruitment process of the company, employee performance and compensation. These aspects have been analysed by use of various theories such as convergence, divergent, contingency, resource based view, performance management and reward management theories (Barney 1985).
The paper has also identified and analysed the cultural challenges facing Coca-Cola. The conclusion section has summarized the main issues in the paper while the recommendation section has put in place measures that the company should take in order to reduce its flaws and to improve efficiency and effectiveness. 1.0 Introduction1.1 Background (Information on Coca-Cola)Coca-Cola Company is the largest global producer and seller of soft drinks and beverages. The company represents the tastes of the American people by ensuring that 2,800 of its products are available in over 200 countries.
Some of its products are juice drinks as well as energy and sports drinks. It also creates a free business environment for other businesses to carry out their operations in a market friendly manner. Its operations are spread in Africa, Europe, Eurasia and America. Coca Cola has been acquiring other companies such as Great Plains Coca-Cola Bottling Company and Aujan Industries. The main competitors are PepsiCo Inc, Gruo Danone, Unilever and Nestle among others (Lorge 1997). The company has strategic planning and implementation that serves as the basis of its management.
Strategic management is a foundation in many organizations. It involves establishment of a company’s future course, laying out of strategic moves and execution of the chosen strategy. Coca-Cola’s products in America have a low potential because of the consumer perception of its stigma. High levels of inflation have made the company to incur losses as well. This is because inflation has reduced the purchasing power of consumers. The legal-political environment has little effect on the company’s strategic management (Vrontis & Sharp 2003). The aim of this paper is to identify human resource practices of Coca-Cola America and relate them to various theories governing human resources.
In order to achieve these objectives, this report has been structured into four parts: the introduction, the body, the conclusion and the recommendations. The parts have been numbered accordingly. 2.0 Key issues at Coca-Cola