Human resources management in Coca-Cola

Human resources management is the main part of any organization. In addition, the development of
this department is the first step, the land on which the future of the company depends. This is
important for every business unit and specifically for an international company like Coca-Cola. It's
people, not technology, that create the company. Human Resource Management in the Coca-Cola
Company has many advantages, as well as a shortage. It is an international company and it is
impossible to create certain policies or procedures applicable to all divisions of the company,
cultural and political differences must be taken into account. Therefore, the focus of this article will
be on the four tasks and responsibilities of Human Resources Management (performance
management, compensation, professional development, succession planning) based on the
procedures of the United States.

Coca-Cola is one of the leading beverage companies in the industry. It manages its business
campaigns all around the world. It deals with different types of products, such as soft drinks,
bottled water, tea, sports juices, etc. Coca-Cola has a franchise model for production and
distribution. Only syrup concentrate is produced by a company that is sold to workers bottling
bottles that are its franchisors (Bottled Coca-Cola, 2008).

It is important on the part of management to divide the actions of human resources and organization
technologies along with other resources such as physical assets, cash resources and knowledge of
employees and establish an efficient and effective internal organizational structure of the business.
The organization's function focuses on uniting, coordinating and monitoring tasks and the flow of
information in the organization. In addition, managers allocate responsibility and authority to hire
holders

Organization of Human Resources in Coca-Cola Company

Management at Coca-Cola Company enters on obtaining and holding profoundly qualified and
learned representatives so that it can keep up its key position in the market. This treats these
resources as an asset. It provides such conditions of employment and procedure that allows all
employees to develop a sense of unity with the enterprise and fulfill their duties in the most
consonant and effective way.
It also provides for the safety of employment to workers so that they cannot be distracted by
uncertainty about their future. These goals, strategies, policies, and programs are preliminarily
determined by the company that manages and unions in decision making. Also, they are in
accordance with the mission of the organization, goals, strategies, policies and its and internal-
external environments.

The Coca-Cola HR department also conducts all HRM methods like Job Analysis and Job Design,
Recruitment and Selection, Training and Development, Performance Measurement, Compensation,
Employee Relations, Staff Welfare and Medical Policies and some other similar things. All these
methods are carried out by their own policies and strategies.

The HR department does not take decisions related to its own department, they also conduct the
decision of the company.

Job analysis is the procedure for determining the duties and skill requirements of a job and the kind
of person who should be hired for it. Job analysis consists of two products one is the job description
and second job specification.

Job description: a list of job duties, responsibilities, reporting relationship, working conditions, and
supervisory responsibilities- one product of a job.

Job specification: a list of a job’s human requirements that is requisites education, skills,
personality, and so on other product of a job analysis.

Coca-cola company HR department checks it possesses job description and job analysis in which
they get the data almost representatives work exercises, human behavior, execution standard, work
setting and human prerequisites and too other data related to this conduct.

HR department of coca cola used this information for Recruiting, selection, compensation,
performance appraisal, training, and employee’s relationship.

There are four basic types of Collecting Job Analysis Information:

1. Observation Methods

2. Interview Techniques
3. Questionnaire

4. Headhunting

According to Glassdoor website, there are 8 Interview Questions You Must Ace to Get a Job at
Coca-Cola Company:

1. Tell me about yourself.

2. Why the Coca-Cola Company?

3. How do your past experiences align with this role?

4. How do you manage large projects?

5. What techniques have you found most useful in getting your work done when you are really
busy?

6. Discuss a project you undertook that demonstrates leadership qualities.

7. Any issues with past supervisors? If so, how did you handle this?

8. Tell us why we should hire you.

References:

“Human Resource management” 14th edition Gary Dessler

https://www.glassdoor.com/blog/coca-cola-interview-questions/