Download Human Resource Management of Coca Cola
http://www.managementparadise.com/forums/human-resources-management-h-r/213746-human-resource-management-coca-cola.html
Strategic human resource management at COCA COLA BEVERAGES PAKISTAN LIMITED saad ali
This report gives a detailed account of the Coca cola brand. It starts off by briefly examining the history of the brand to see how it becomes the world's largest beverage company. It also introduces the various products that the company offers.
The report goes on to introduce the various strategies that the company employs in conducting their operations. The report show the managerial view to the company along with the Humana Resource Management .the report cover the strategic HRM point of view of the coca cola that illustrate the HR is playing role to bring the positive impacts to the business. Also different models of HR practices have been explained for the better understanding. The report breaks down into different concepts which studied in SHRM
Download Human Resource Management of Coca Cola
http://www.managementparadise.com/forums/human-resources-management-h-r/213746-human-resource-management-coca-cola.html
Strategic human resource management at COCA COLA BEVERAGES PAKISTAN LIMITED saad ali
This report gives a detailed account of the Coca cola brand. It starts off by briefly examining the history of the brand to see how it becomes the world's largest beverage company. It also introduces the various products that the company offers.
The report goes on to introduce the various strategies that the company employs in conducting their operations. The report show the managerial view to the company along with the Humana Resource Management .the report cover the strategic HRM point of view of the coca cola that illustrate the HR is playing role to bring the positive impacts to the business. Also different models of HR practices have been explained for the better understanding. The report breaks down into different concepts which studied in SHRM
Coca Cola is a leading beverage company in the world. In this 5 min presentation a short overview of leadership styles within this company is emphasized.
these presentation was made by Georgian-American University students for Mgmt mid-term, it covers coca colas Environment,Organizational Culture,SR an Ethics,Organizational Strategies,Organizational Structure and Design And HR Mgmt
Organizational analysis entails carrying out evaluation on the processes of a company as well as
those employed to run such processes. This covers issues linked to structures, formalities and
processes which are the major elements that drive change in the modern world. In this article we will cover the Organizational analysis – the coca cola company.
- See more at: http://www.customwritingservice.org/blog/organizational-analysis-the-coca-colacompany/
case study on coca-cola. introduction, segmentation targeting and positioning . selling strategy, marketing planing, objective, swot analysis of the company.
In this report we will discuss about Phase– Introduction, Introduction of a Company, Brief History, International / National Introduction, Vision, Mission, Core Values, Goals, Nature of Business, Type of Ownership, Identify Key Players and Roles, Organizational Hierarchy, Location(s) of Facility, Number of Technical Employees, Products / Services (single product), Phase– EXTERNAL ANALYSIS, Natural Environment:, Natural Resource Coca Cola need, Present and Future needs of Natural Resources, International Arrangement of Water, Issues they face during arranging and managing, Task Environment: Porter’sForces Model, When (situation), Why (objective / reasons), How (process), who (participants), Issues faced, In what format they collected the data of Porter’s Analysis, What benefits they get from conducting PORTER’s Analysis, Societal Environment: PESTEL Analysis, Phase– Internal Analysis: Organizational Perspective, Vision / Mission / Core Values (discuss separately), Vision, Mission, Core Values, Organizational Policies, CLIMATE CHANGE POLICY, CODE OF BUSINESS CONDUCT(INTEGRITY IN THE COMPANY), GUIDANCE FROM CORE COMPLIANCE OFFICER, ENVIRONMENTAL POLICY, HUMAN RIGHTS POLICY, POST-CONSUMER PACKAGING WASTE MANAGEMENT POLICY STATEMENT, Organizational Culture, How Policies and Core Values are helping in developing culture in their organization (examples), What Factors are Influencing their culture and How, Through what method(s) keep the culture alive, Organizational Structure, Degree to which organizational design elements exit in company structure , Core competencies, What are the company-wide core competencies, Which and How capabilities are linked with each core competency, Which and How resources are linked with each capabilities, On the basis of market analysis (Phase ), evaluate each core competency through Criteria Matrix, Coca - Cola Porter's Value Chain Analysis, Inbound Logistics, Operations, Outbound Logistics, Sales and Marketing, Service, Strategic Objectives, WE FOCUSED ON DRIVING REVENUE AND PROFIT GROWTH, WE INVESTED IN OUR BRANDS AND BUSINESS, WE BECAME MORE EFFICIENT, WE SIMPLIFIED OUR COMPANY, Current Strategies (to achieve above objective) (combination of strategies / single strategy for each objective), Corporate Level Strategies, Business level strategies, Functional level strategies, Financial Strategies, Identify Rival Firms: PepsiCo, PepsiCo’s Strengths (Internal Strategic Factors), PepsiCo’s Weaknesses (Internal Strategic Factors), Opportunities for PepsiCo (External Strategic Factors), Threats Facing PepsiCo (External Strategic Factors), Objectives of PepsiCo, PepsiCo’s Generic Strategies, SWOT Analysis , Phase– Gap Analysis & Recommendations, External Analysis, Internal Analysis
Management 315: International Management, Professor In Hyeock Lee
Loyola University Chicago Spring 2013
This case study analyzes Starbuck's overall performance as a multinational enterprise using the company's revenue data, 4 distances, firm specific advantages, country specific advantages, foreign direct investment, and much more.
Coca Cola is a leading beverage company in the world. In this 5 min presentation a short overview of leadership styles within this company is emphasized.
these presentation was made by Georgian-American University students for Mgmt mid-term, it covers coca colas Environment,Organizational Culture,SR an Ethics,Organizational Strategies,Organizational Structure and Design And HR Mgmt
Organizational analysis entails carrying out evaluation on the processes of a company as well as
those employed to run such processes. This covers issues linked to structures, formalities and
processes which are the major elements that drive change in the modern world. In this article we will cover the Organizational analysis – the coca cola company.
- See more at: http://www.customwritingservice.org/blog/organizational-analysis-the-coca-colacompany/
case study on coca-cola. introduction, segmentation targeting and positioning . selling strategy, marketing planing, objective, swot analysis of the company.
In this report we will discuss about Phase– Introduction, Introduction of a Company, Brief History, International / National Introduction, Vision, Mission, Core Values, Goals, Nature of Business, Type of Ownership, Identify Key Players and Roles, Organizational Hierarchy, Location(s) of Facility, Number of Technical Employees, Products / Services (single product), Phase– EXTERNAL ANALYSIS, Natural Environment:, Natural Resource Coca Cola need, Present and Future needs of Natural Resources, International Arrangement of Water, Issues they face during arranging and managing, Task Environment: Porter’sForces Model, When (situation), Why (objective / reasons), How (process), who (participants), Issues faced, In what format they collected the data of Porter’s Analysis, What benefits they get from conducting PORTER’s Analysis, Societal Environment: PESTEL Analysis, Phase– Internal Analysis: Organizational Perspective, Vision / Mission / Core Values (discuss separately), Vision, Mission, Core Values, Organizational Policies, CLIMATE CHANGE POLICY, CODE OF BUSINESS CONDUCT(INTEGRITY IN THE COMPANY), GUIDANCE FROM CORE COMPLIANCE OFFICER, ENVIRONMENTAL POLICY, HUMAN RIGHTS POLICY, POST-CONSUMER PACKAGING WASTE MANAGEMENT POLICY STATEMENT, Organizational Culture, How Policies and Core Values are helping in developing culture in their organization (examples), What Factors are Influencing their culture and How, Through what method(s) keep the culture alive, Organizational Structure, Degree to which organizational design elements exit in company structure , Core competencies, What are the company-wide core competencies, Which and How capabilities are linked with each core competency, Which and How resources are linked with each capabilities, On the basis of market analysis (Phase ), evaluate each core competency through Criteria Matrix, Coca - Cola Porter's Value Chain Analysis, Inbound Logistics, Operations, Outbound Logistics, Sales and Marketing, Service, Strategic Objectives, WE FOCUSED ON DRIVING REVENUE AND PROFIT GROWTH, WE INVESTED IN OUR BRANDS AND BUSINESS, WE BECAME MORE EFFICIENT, WE SIMPLIFIED OUR COMPANY, Current Strategies (to achieve above objective) (combination of strategies / single strategy for each objective), Corporate Level Strategies, Business level strategies, Functional level strategies, Financial Strategies, Identify Rival Firms: PepsiCo, PepsiCo’s Strengths (Internal Strategic Factors), PepsiCo’s Weaknesses (Internal Strategic Factors), Opportunities for PepsiCo (External Strategic Factors), Threats Facing PepsiCo (External Strategic Factors), Objectives of PepsiCo, PepsiCo’s Generic Strategies, SWOT Analysis , Phase– Gap Analysis & Recommendations, External Analysis, Internal Analysis
Management 315: International Management, Professor In Hyeock Lee
Loyola University Chicago Spring 2013
This case study analyzes Starbuck's overall performance as a multinational enterprise using the company's revenue data, 4 distances, firm specific advantages, country specific advantages, foreign direct investment, and much more.
Elevating executive results: The c-suite’s guide to winning the war for talentAcertitude
Globalization, digital disruption, changes in workforce demographics, and shifting attitudes toward workplace engagement have created one of the most competitive and dynamic global talent markets in history. “Elevating executive results: The c-suite’s guide to winning the war for talent” identifies eight critical steps that enable companies and organizations to do a better job in finding – and keeping -- the leadership needed for sustained high performance in today’s demanding business environment.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
"...as long as the music is playing, you've got to get up and dance. We're still dancing." /Financial Times in July 2007: Charles Prince, Citigroup (former) chief executive/
Due to the global economy, the spatiality is more and more important issue. In the past, usually spatial organization based on nation level, for now this is fundamentally transformed to regions.
Hunter Boots Wellington - case study reportAttila Németh
„They are everywhere. From the farmyard to the High Street. From Royal Ascot to the Isle of Wight. The humble welly is now„ /Thomas Quinn, Jul 10, 2012 – The Big Issue/
Galanz is a home appliance manufacturer – product range: microwave oven, air conditioner, other kitchen products
The company is big, but “young”, increases rapidly and wants to become „The world’s plant to global brand” to raises profit.
Symantec is not only a software company but buys and sells companies to keep the market leader position and expand its business. This report is about how Symc was financing its activity with issued convertible bonds.
Should Denmark adopt euro? Strong euro may get in trouble for exporters , like Denmark, and discourage foreign investment in the euro zone, but helps importers and euro zone investments around the world.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
1. „Why international companies continue to use expatriate managers even
though it is a very expensive option”
Attila Németh
11.06.2014.
1
2. Contents
• Globalization
• Importance of HRM at Coca-Cola
• Results of the HRM activities
• Company profile and strategic key points
• Global HRM at Coca-Cola
• Expatriates at Coca-Cola
• Staff selection
• Workforce diversity
• Trainings
• Compensation
• Expats failure
• Performance appraisal
• Summary
2
3. Globalization
The risk to use expatriates is still remarkable. International companies
have many advantages to use expatriates, and beside these they
should rethink the nature of their foreign assignments, due to
globalization. MNCs need to take this issue more seriously. Most of all
they should pay much more attention to the processes as planning,
selection, training, measurement, repatriation or carrier planning of
expatriates, to protect their one of the main long-term human capital
investment.
3
4. Importance of HRM at Coca-Cola
• HR practices are internationally one of the most important competitive
strength of The Coca-Cola Company.
• Coca-Cola, very successful multinational, who has adopted HR practices
that suits the particular region in where the company operates.
• Coca-Cola prefers regional specific HR practices by using practices at
home and adapting them to host regions.
• Coca Cola’s HR policies and practices are mainly formed in compliance
with local labour laws and culture. The company operates within the
domination of local laws and cultural practices.
• Cultural diversity is a major consideration in Coca-Cola international
operations.
4
5. Human capital and Corporate culture
„Imagine as life is a game and you are juggling with some five balls in the air. They
are work, family, health, friend and spirit and you are keeping all of these in the
air. You will soon understand work is a rubber ball. If you will drop, it will bounce
back. But the other four balls are made of glass. If you drop one of these, they will
be irrevocably scuffed, marked, nicked, damaged or even shattered. They will never
be the same. You must understand it and strive for it.
Work efficiently during office hours and leave on time. Give the required time to
your family, friends and have proper rest.
Value has a value only if its values is valued.„
30 second speech by Bryan Dison former CEO of Coca-Cola Company
5
7. Business profile of The Coca-Cola Company
• In May 1886, Coca-Cola was invented by Doctor John Pemberton a
pharmacist from Atlanta, Georgia.
• After 19 years of the invention date, the Coca-Cola Company started
operating internationally and it became the world’s largest bottle of
liquid, non-alcoholic refreshment.
• Coca-Cola Enterprises is the world’s largest Coca-Cola bottler, selling
approximately 1,9 billion bottles and cans each days. The company
markets, distributes and produces beverage products of Coca-Cola
Company and its subsidiaries. The more than 500 brands include
Coca-Cola Classic, caffeine free Coca-Cola classic, diet Coke, Sprite,
Cherry Coke, and Fanta.
7
8. Business profile of The Coca-Cola Company
• Today the company operates in almost 200 countries around the
world with a population of 398 million people.
• The company employs more than 130, 000 people.
• Nearly 80 percent of its operating income derived from businesses
outside the United States.
• Coca-Cola manages its global operations through 25 operating
divisions that are organized under six regional groups: North
America, the European Union, the Pacific Region, the east
Europe/Middle East Group, Africa, and Latin America.
8
9. Strategic key points of Coca-Cola
Coca-Cola follows Play to Win Strategic Framework is based on their
core values and four strategic key points:
• community trust,
• consumer relevance,
• customer preference,
• cost leadership.
„We Play to Win with The Coca-Cola Company, our partners in growth.
Unparalleled talent and high performance mind-set are key enablers
of our efforts to achieve our aspirational targets.” (www.coca-
colahellenic.com/aboutus/ourstrategicframew)
9
10. Objectives what Coca-Cola’s H.R. department
is considered
• The accelerating pace of globalization makes the strategic role of
global human resource management increasingly important for
global companies, like Coca-Cola.
• Global firms need talented leadership to operate successfully on a
global scale.
• The food and beverage industry is generally recognized as a low-tech
industry in which the share of R&D expenditure is among the lowest
in the manufacturing sector.
• Knowledge is developed, carried, and exchanged through the
human capital of the companies.
10
11. Global HRM at Coca-Cola
HRM tries to establish a common mind-set that all its employees share.
The HRM providing connection to the various divisions and groups into the
Coca-Cola family:
• by propagating a common human resources philosophy within the company,
• by developing a group of internationally minded mid-level executives for future senior
management responsibility.
The corporate HRM group is developing and providing the company mission
highlighting the philosophy around which local businesses can develop their own
human resource practices.
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.
11
12. Global HRM at Coca-Cola
HRM provides associates with the opportunities to develop knowledge and skills
that lead to more effective job performance.
• determining development needs,
• agreeing on the development methods,
• and implementation.
Methods of development include:
• on-the-job experiences,
• specific training programs,
• coaching,
• performance appraisal process.
Coca-Cola’s total compensation programs are structured to drive value creation
in more than 200 countries by HRM, to provide cost-effective rewards that are
meaningful to associates, and to encourage continuous learning, making the
company as successful as it can be.
12
13. Vital role of HRM in the implementation of
the strategic goal
Coca-Cola copes with differences between countries by articulating a
common HRM philosophy, but by letting each national operation translate
this philosophy into HRM specific policies that are best suited to their
operating environment.
Coca-Cola also tries to build a cadre of internationally minded executives
through its international service program, which involves the HRM
function of identifying and managing the career development of a key
group of executives from which future senior management will be selected.
Most importantly, Coca-Cola sees the HRM function as a vital link in the
implementation of its strategic goal of thinking globally and acting
locally.
13
14. „Think Globally, Act Locally”
• 80% of income derived from businesses outside the US
• 25 operating divisions, under 6 regional groups
• "Multi-local" & "local face" Cultural diversity in Coca Cola Match the
diversity
• Separate Data bank department and investigate the background of the
applicant
• Common salary philosophy
• Pay-for-performance model (discrimination in pay)
• Fair remuneration policy :
• Discrimination,
• Immigration Attract,
• Retain & Develop diverse talent
• Provide support systems:
• Global Service Program - 500 high-level managers
14
15. Expatriates at Coca-Cola
Coca-Cola tries to staff their operations with local personnel on operation level,
because of better performance in home locations.
Senior managers should have international exposure at strategic level.
Expatriates are needed in the system for two main reasons:
• to fill a need for a specific set of skills that not exist at a particular location,
• to improve the employee's own skill base.
Expatriates are paid according to US benchmarks
Prevent the premature return of expatriates. (Cost Of Living Allowances
approach)
Coca-Cola’s expatriates move from one international assignment to the next but
maintain strong connections to their mentors at the Atlanta headquarters.
15
16. Internal, external recruitment
Coca Cola does not prefer external recruitment. They only do external hiring in
case of sudden recruitments.
Their basic focus is on internal recruitment:
• They forecast their future needs and collect the data of applicants in advance.
• They collect resumes at their every territory.
• They maintain a talent bank for meeting internal hiring needs.
• They visit universities and colleges to fulfil their talent bank.
• Their major focus is on quality and their standards of recruitment are high.
• Their selection standard was 85 % marks in masters.
• Their major recruitment source is E-Recruiting.
• They have standard type of adds for the job description and specification.
• Their recruitment adds are published by their Media department.
• Adds and vacancies banners are being offered by every territory as demanded.
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17. Staffing policy
Coca-Cola’s staffing policy for managerial position is
combination of Ethnocentric and Geocentric, but the second one
is dominant.
• Ethnocentric staffing: primarily the company hire
expatriates to staff higher-level foreign positions.
• Geocentric staffing: Coca-Cola uses worldwide
integrated business strategy, so the company favours the
appointment of managers with the best qualifications,
regardless of nationality or ethnic background.
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18. Staff selection and background investigation
Coca-Cola conducts various types of tests for different needs:
• aptitude test to check academic knowledge,
• work sample test for technical seats,
• behavioural test.
For final candidates:
The company follows the 5 tests for one recruitment policy.
Tests are conducted on both region and head quarter level.
Background investigation on:
• differences across countries, cultures, customs, laws and procedures for
staff selection.
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19. Standards for international assignment
The company relies on selection standards on which management can focus
when recruiting and hiring. This standard is demonstrated in the board of
directors where out of 21 members only 4 persons are American.
Aimed to identify candidates inside colleges, Coca-Cola has another
standard which is called recruiting program.
The company uses a standard which is the internship program. It provides a
year of training for the foreign or US students either in the US or at home.
This is followed by an evaluation of each intern on which the management
relies to choose a future potential employee with the company.
By using these standards, the firm is finding talented candidates on a global
basis.
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20. HRM functions of international assignment
Centralizing: planning international assignments and performance
management globally, identifying high-potential staff.
Decentralizing: influencing operating units to support international
assignments, supporting decentralized HRM.
Transition: persuading divisional managers to release key staff using
informal and suitable strategic staffing.
The strategic role of the HRM functions at Coca-Cola is smooth
transition.
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21. Workforce diversity
Coca-Cola operates across multitude of cultures and geographies, with more than 100 languages.
The company emphasis on diversity:
• diversity of race,
• gender,
• sexual orientation,
• ideas,
• ways of living,
• cultures,
• business practices.
The future success will depend on the ability to develop a worldwide team.
The company has benefited from the various cultural insights and perspectives of the societies in
which they do business.
Coca-Cola determined to have a diverse culture, from top to bottom, that benefit from the
perspectives of each individual.
The diversity training for employees provides an overview of diversity management strategy and
the implementation with an inclusive approach.
The company offer supplier diversity training by creating a pool of suppliers that include minority-
and women-owned businesses.
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22. Expatriate Preparation and
Development Program
Prior to departure: Orientation Training
• Language
• Culture
• History
• Local Customs
• Living Conditions
During assignment: Continual Development Training
• Expanding Skills
• Career Planning
• Home-Country Development
Near completion: Repatriation Orientation Training:
• Lifestyle
• Workplace
• Employees
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23. Trainings
Coca-Cola Company provides different type of training to its interns.
Functional intern program: which includes undergraduate and graduate level
talent that work across various company functions including marketing and
finance.
Mentoring program: that provides an opportunity for employees to broaden their
professional network of resources, enhance their overall employment
competitiveness and benefit from learning about multiple areas of the company:
• one on one mentoring,
• group mentoring,
• self study mentoring.
Inroads program: it enhances educational opportunities for undergraduate students
of colours.
The company encourages also coaching, feedback, exchange of ideas, diverse
thinking and cross-functional learning.
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24. International Service Program
Coca-Cola's global service program and management development programs are creating
international managers with experience in various nations, to establish an informal management
network.
The corporate HRM group has about 500 high-level managers involved in its „international
service program."
The program can build corporate culture, that supports strategic goals.
This managers have critical role to implement strategy.
This group is the knowledge of Coca-Cola in particular fields, and who give two things in an
international location:
• add value by the expertise,
• enhance their contribution to the company by having international experience.
200 of the 500 participants in the program, move each year.
These managers are paid according to US benchmarks, as opposed to the benchmark prevailing in
the country in which they are located.
An ultimate goal of this program is to build a special trained group of internationally
minded high-level managers from which Coca-Cola will appoint the future senior
managers.
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25. Trends & Innovations: Global E-learning
Globalization has also created special need for e-learning.
For now global companies can offer courses in several languages to any
locations.
Coca-Cola worldwide approach to training is called Coca-Cola
University. This is a virtual global university representing a one-stop shop
for all learning and capability building activities across The Coca-Cola
Company.
This tool is specifically related to expatriate assignments:
• stewarding global talent,
• helping to assess readiness for an assignment in another country and facilitating
moves,
• provide cultural and language training for people moving to other countries.
The talent planning approach of Coca-Cola includes people development
forums for all locations and functions.
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26. Expatriate Compensation
Those individuals who are assigned for over-seas operations have
different compensation and benefit program than the regular workers
at their local country.
Coca-Cola offers a package for that employee containing some of the
following benefits:
• more salary (Purchasing Power Models based on the US banchmark rates)
• housing, transportation, telephone (cost-of-living allowances)
• insurance and security package
• yearly ticket to home country
• transfer the family
• assist the spouse in finding job in any companies
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27. Performance Appraisal
Internal and external factors influence the design of the performance appraisal method.
external factors are include:
• the legislation
• labour union
The legislation requires the appraisal systems to be non-discriminatory (Coca-Cola encourages
diversity)
Labour union may oppose the use of management-designed appraisal system.
Internal factors are include:
• the corporate culture
• non-structuring culture
The corporate culture plays a significant role in designing a performance appraisal at Coca-Cola.
The shared values, beliefs and habits within an organization should interact with the formal
structure to produce behavioural norms.
A non-structuring culture does not encourage labours to achieve a high performance either
individually or in a team, and this will result in a negative appraisal result.
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28. Expatriate failure
Despite the Coca-Cola has well-organized global staffing
approaches, the business still faces a risk of expatriate failure.
According to the H.R. Department of Coca-Cola the most striking
challenges occurred due to problems of:
• technical competence,
• adaptability,
• lack of local acceptance.
In order to eliminate or rather reduce such issues, a higher emphasis
on cultural awareness, and intercultural communication training
should be placed. To overcome other possible challenges, a part of the
Coca-Cola's Global Human Resource Management is the so called
“International Service Program”.
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29. Repatriation
Coca-Cola does not repatriate managers until they have had a
chance to show that they have made an impact. The minimum
time is three to five years, depending on the country and the
assignments. This kind of performance monitoring serves as a
great motivator, but to be inspired, managers require something
more.
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30. Summary
Due to the rapid changing world, Coca-Cola has a great chance to increase their
market power, such as open up new markets on a global scale. Coca-Cola is
using global staffing approaches which is support the company strategic goals.
However there is always room for improvement, the “International Service
Program” tries to cope with difficulties to be more effective in global market.
Even, the company suffer with expatriate failure, which is still a challenge.
Of course no enterprise can guarantee a 100 percent success, but the aim to
improvement are realised by Coca-Cola. While expatriate programs are a huge
investment of the company, they must reduce failure rates in order to increase
profits and ensure global competitiveness. As we see Coca-Cola could
concentrate on expatriate selection as well as offering special training programs, but
also they need to focus on psychological and social capital.
Coca-Cola has many alternative solutions to overcome e.g. culture shocks,
ensuring to the expat an appropriate host family.
Of course all these tools are highly expensive, but still very reasonable
compared to the costs, which could occur due to a new market failure.
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31. 31
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