Coca Cola Human Resources

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

Customer service studies show that when something goes right, customers give credit to the individual employee dealing with the problem; when something goes wrong, customers usually blame the organization itself. This fact makes it crucial for any

To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent

While it is certainly important to acquire new talent for the organization, it is worthwhile investigating what talent is already available within the organization and if these can be used

Employees are internal stakeholders and can exert influence by positive attitude, responsibility and productivity. Employers of coca-cola need to hire employees to do a specific job. Employees are very important as any other stakeholder as they have first contact with customers. If the customers have any enquiries or want to ask questions they will go to the employers of the business/organisation. If the employers have a bad attitude and lack of communication towards customers will lead to poor reputation for the company with an increase in complaints by people. The organisation will need to focus on trying to recruit the best people which will benefit the business by having them there working. The employers should have good and

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

Resource and Talent Planning ensures that the organisation is able to identify and attract the key people with the capability to create competitive advantage to fulfil the ambitions of the business.

A strategic management program is imperative for any successful business in today’s company environment. Organizations are willing to spend not only time, but also invest millions of dollars in the talent management programs because of the obvious benefits the programs create such as employment engagement, customer satisfaction, absenteeism, turnover, employee loyalty, and union avoidance. Talent management programs consists of many critical components that when organized properly foster a setting of continuous growth and success. These components of an effective program include: 1. Onboarding 2. Training and development 3. Performance management 4. Employee engagement 5. Succession planning 6. Mentorship 7.Work Life/Balance 8. Offboarding. Organizations must ensure that they have the human resources capabilities readily available to meet the current and future requirements of an ever changing demand. Therefore, having a strong talent management program is critical and incorporating each of these components will ensure that the talent management program is successful.

Talent acquisition, retention and development is becoming into the range as one of the most critical elements of Human Resource Management. For years, companies have struggled to capture market share through economization and downsizing, while growth had seemed to take a backseat. New technology and tools are now available to address attracting, developing and retaining talent.

When an employee must leave, the employer encounters substantial costs in relation to hiring new employees to replace those who have left. Additional costs such as temporary employees can also accrue, when there is an immediate need for replacement, and training for new hires is significant. One way employers are attempting to retain employees is job perks. Employee perception of the benefits they receive can impact how long they stay with a particular employer. According to the Aflac Workforce Report, employee perception of wellness programs can lead to employee retention through job satisfaction and morale (Aflac, 2012).

Coco-Cola Company’s had concerns with the effectiveness of their human resource strategy. The first is their human resources obtaining their corporate strategy objectives. Coco-Cola evaluates the impact of their human resource managers ' capabilities on human resource management effectiveness, also the impact on corporate strategy. Their effectiveness is associated with capabilities and attributes of the staff. Effectiveness and productivity, cash flow, and market value has a relationship with human resource. Coco-Cola also had to address the issue of maintaining their workforce. They must create a culture so that employees are not fleeing the company and stay with them (The Human Resource Issues Faced By Coca Cola, 2015).

Talent management is the integrated and systematic process of attracting, engaging and retaining key employees and potential organizational leaders. The main objective of the talent management is employee performance evaluation.

The essay describes the key characteristics of Coca Cola Company and how these characteristics are aligned with the organizational behavior. The motivational theories are also discussed in detail which could be useful in managing such a large workforce.

Coca Cola Enterprises (CCE) embarked on a massive makeover of their information system in 2004 converting over to the SAP software. (http://www.beveragedaily.com/Formulation/CCE-SAP-join-forces-to-improve-supply-chain) This included a major overhaul of their legacy system and working with SAP to develop an app specifically for them. When this venture began in 1999 we must remember that the Spilt of Coca Cola Enterprises becoming an operation solely based in Europe had not occurred. Thus the implementation for SAP was not only in North America, but Europe also. Throughout the paper we will discuss how this conversion went and what exactly went and what effects

Both companies, PepsiCo. and Coca-Cola provide good comprehensive compensation plan to their employees covering the following fundamental benefits: