It will help you in understanding the importance of Human Resource Management in any organization. This presentation is referenced with Coca Cola company Ltd

2. Sudmitted by
 Prof : Ali Sher Siddiqui
 Email: shera6857@gmail.com

3. The Role and Capacity of Human
Resource Management Practice in
Driving Organizational Change
(Coca Cola Bottling Company Ltd.)

4. Coca-Cola History
 Coca-Cola history began in 1886 when the
curiosity of an Atlanta pharmacist, Dr. John S.
Pemberton, led him to create a distinctive tasting
soft drink. He created a flavored syrup, took it to
his neighborhood pharmacy, where it was mixed
with carbonated water and deemed “excellent”
by those who sampled it. Dr. Pemberton’s
partner Frank M. Robinson, is credited with
naming the beverage “Coca-Cola” still used
today.

5. Human Resource Management
Human Resource Management is the essential part of
any organization. Moreover development of this
department is the first step on which the future of the
company depends.
It is important for every business unit and specially for
international companies like Coca – Cola, Nestle,
PepsiCo and many more.

6. Lewin’s 3 Step Model
According to “Lewin’s 3 Step Model”
Change is “episodic” i.e. it can be easily planned into
three stages:
 Unfreezing
 Changing
 Freezing

7. Role of Human Resource
Management in Case of Change
Coca - cola adopts different HR Practices according to the
region they operate , according to nature of change and
culture.
 The company does not have a standardized international
HR practices.

8. Role of Human Resource
Management in Case of Change cont..
Coca Cola HR policies are
formed in compliance
with local labor laws and culture
and are flexible to adopt the
change.
Cultural diversity is key
ingredient of its international
operations.

9. Planning and Forecasting practice
of HR in case of any Change
Coca cola HR department makes sufficient planning for
adopting any sought of organizational changes to keep
company driven.
HR department is involved in strategic planning to adopt
change.

10. Planning and Forecasting practice
of HR in case of any Change cont.…
HR department of Coca – Cola
forecast future employees
demand according to change
that occur.
They forecast employees on the
basis of change in technology
and increase in productivity.

11. What is an Organizational Change?
The process in which an
organization changes its
structure, strategies,
operational methods,
technologies or organizational
culture to affect changes
within an organization.

12. Former CEO of Coca Cola Said:
There is no permanent
organizational chart for the
world. It is of supreme
importance to be ready at all
times to take advantage of new
opportunities.
Roberto C. Goizueta
Former Chairman and CEO
Coca-Cola Company

13. Organizational Changes
 Organizations change for a number of different
reasons, so they can either react to these
reasons or be ahead of them.

14. Reasons for Organizational Changes
 Performance Gaps
 New Technology
 Identification of Opportunities
 Reaction to Internal & External Pressure
 Mergers & Acquisitions
 Change for the Sake of Change

15. Performance Gaps and
HRM Practice
 The organization's goals and objectives are
not being met or other organizational needs
are not being satisfied. Changes are required
to close these gaps.
 The Human Resource department practice
here should be to find out the reasons for this
gap and try to eliminate all causes related to
this Performance Gap.

16. New Technology and
HRM Practice
 Identification of new technology and more
efficient and economical methods to
perform work.
 Technology changes the way HR
departments contact employees, store files
and analyze employee performance. Used
well, technology makes HR practices more
efficient.

17. New Technology and
HRM Practice cont.…
In the era of new
technology good HR
practices maximize
the benefits, profits
and minimize the
problems.

18. Coca Cola & New Technologies
 There are many examples of how
Coca Cola HR department adopted
these new technologies and become a
top ranked company of the world.
 Recruiting Transformation
 Ease of Communication
 Data Analysis
 Too Much Data
 Security Practices

19. Recruiting Transformation and
HRM Practice
 In the 21st century, it's routine for
companies to post openings online,
and require job seekers to apply
through an online applicant tracking
system. That frees up a great deal of
time that HR would have spent dealing
with paper resumes or personal calls.

20. Disadvantage of Recruiting
Transformation
 HR practices don't always take into
account how well the system works for the
candidates.
 Online forms have a standardized format
that often makes it hard to tell a star
performer from a slacker.
 A badly designed system with confusing
instructions and slow response times can
actually turn job seekers off

21. Ease of Communication
Due to New Technology
With email, text and messaging apps it's
easier than ever for HR staff to stay in touch
with the rest of the company.

22. Data Analysis and
HRM Practice
Technology makes it easier to
gather and break down data on
employees to get an overall
picture.
 Which tasks do they perform best?
 Do they meet all the goals from last
year's performance appraisal?

23. Too Much Data and
HRM Practice
 As a HR professional there is a need to
make more data collection and analysis.
 The new technologies are helping Human
Resource professional to gather and
save as much data as they want.
 Good HR practices involve not only
knowing how much data can be gathered
but also how much should be gathered.

24. Security and
HRM Practices at Coca - cola
 Coca - cola HRM practices to secure data of there employees by
adopting new changes in technologies.
 Best HR practices have to include security for the digital data.
 HR needs to have good policies in place, though, governing who can
access confidential data, both hard copy and in electronic form.

25. Identification of Opportunities
and HRM Practice
Opportunities are identified in
the market place that the
organization needs to pursue
in order to increase its
competitiveness.
Its responsibility of HR
department to devise new
techniques to capture them.

26. Identification of Opportunities
and HRM Practice cont..
SHRM can be defined as the
linking of human resources
management (HRM) with
organizations strategic goals
and objectives so as to improve
business performance and
develop organizational culture
that brings innovation, flexibility
and competitive advantage for
company.

27. Reaction to Internal & External
Pressure and HRM Practice
 Management and employees, particularly
those in organized unions often exert
Internal pressure for change.
 External pressures come from many areas,
including customers, competition, changing
government regulations, shareholders,
financial markets, time, quality and other
factors in the organization's external
environment.
 HRM department at Coca –Cola is
responsible for devising techniques to
handle both kind of Pressures

28. Mergers & Acquisitions and HRM
Practice
Mergers and acquisitions (M&A) is a general
term that refers to the consolidation of
companies or assets through various types of
financial transactions.
HRM should forecast this and should prepare
its policies according to the future change.

29. Mergers & Acquisitions at Coca - cola

30. Change for the Sake of Change
and HRM Practice
 Organizational change does not come
easy. Resistance to change is rarely
irrational, however. People
resist change for good reasons.
 Don’t change for the sake of change. Do
change to enhance organizational
Performance.
 HRM should practice to avoid change until
its required for good reasons.

31. Conclusion
 HR should be involved in major organizational changes from
the beginning and can assist by influencing the following:
 Improving employees' understanding of change.
 Increasing communication between management and
employees.
 Identifying and mitigating risks.
 Enhancing employee satisfaction.
 Boosting trust between management and employees.
 Improving employee skills and proficiency through change-
related training initiatives.
 HRM Practices are necessary to drive an organization during
an organizational change.