Human Resource Assessment of Coca Cola

One of the top companies with effective human resource management systems is Coca-Cola. The business specializes on non-alcoholic beverages and soft drinks. It is the biggest beverage company in the world. Its success is a result of the franchised distribution strategy it uses (Aswathappa, 2013). Any business that wishes to rule the market must succeed in managing its human resources. The actions of Coca-human Cola's resources are covered in this essay.
Coca-Cola has a staged system for performance evaluation. A yearly evaluation of stage one performance is included in these stages. This phase entails the evaluation of the outcomes and the creation of the current development strategy. The second stage is planning of yearly performance which involves finalization of the current annual development plan. The third stage is reward and recognition. This stage involves performance linked payment and recognition of good performance and finally the mid-term review stage which involves results review and competency plan for development. In Coca Cola, the performance review is undertaken by the administrative manager. This is where the performance delivery and results review is carried out. The company administrative manager assesses the progress on what business results and the progress on how self-development as well as competencies (Ladas et al., 2013). There is also clarification of the actions to be carried out the following year to maximize performance. Coca Cola also carries out performance development coaching. It reviews the performance development plan for competencies and credit and compliments good progress. It also coaches its associates for maximum performance in the following year. The company appreciates the top performers by increasing their salaries or providing gifts to ensure that they get motivated and also challenge others to work hard to improve the growth. Coca Cola performance appraisal is done yearly (Ladas et al., 2013). The company appraises the employee because of their good performance based on the goals of the organization.

The formal performance feedback process at Coca Cola involves methods such as one on one meetings with employees, meetings among departments, engaging employees in a given task where small teams work together and through regular reports on critical projects. The informal feedback processes include organizing informal meetings where the employees may stop by a manager’s office and discuss certain issues, the manager approaching an employee without informing him/her and even having coffee lunch with individual employees (Ladas et al., 2013). This has helped Coca Cola to understand its employees better.

Coca Cola does not have a proper way of avoiding litigation related to performance. However, the organization’s management should learn to communicate. There should be regular communication with employees to prevent surprises which can cause employee claims. The employers should make their expectations known to make sure that the rules of the company, processes, and expectations become clear to all employees of the company (Al-Shibly, 2011). The management can also provide written descriptions of the jobs, circulate updated employee handbook which openly provides advice to employees based on their obligations having been carefully worded to enable flexibility of employer to handle issues on a case by case basis.

Coca Cola provides feedback through employee performance on an annual basis highlighting issues that need improvement. However, since surprises are negative, Coca Cola should not wait for yearly reviews to let the employees understand how they are performing or to communicate deficiencies.

There is need to educate the workforce. Providing education to managers, the supervisors as well as file employees is important for the avoidance of workplace liabilities. Another critical thing is maintaining flexibility. The company should exercise discretion in proper circumstances. Moreover, acknowledging employee issues is very important for avoiding litigation related to performance management (Al-Shibly, 2011). The employees should be made to feel that they are worth and heard. The managers of Coca Cola should listen to the employees to avoid differences that can affect the organization.

The techniques used by Coca Cola managers to improve employee performance are many. One of them is employee engagement where the levels of engagement are measured by the business and satisfaction with the working lives. This is done through constructive dialogue with employees. Another way is through training and development. The training ensures that the employees understand the modern production methods to increase production and marketing. The managers ensure that there are regular training programs for the employees. They also pay and reward employees (Ladas et al., 2013). This motivates them to work harder and improve their performance.

In conclusion, Coca Cola, as seen from the above analysis is a well-established organization. Its current performance management system is based on consideration of four stages. These stages ensure that performance of employees is properly put into practice. It also has a good formal and informal feedback processes that help them understand the employees better. The organization protects itself from litigation related to performance management by carrying out regular reviews and maintaining a close relationship with the employees (Al-Shibly, 2011). The techniques used by managers for improvement of employees involve regular educational programs, pay, and rewards and regular communication.

References

Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

Al-Shibly, H. (2011). Human resources success assessment: An integrative model. Australian Journal of Basic and Applied Sciences, 5(5), 157-169.

Ladas, S, Kamberoglou, & Zouboulis‐Vafiadis, I. (2013). A systematic review of Coca‐Cola. Business Journal, 37(2), 169-173.