Employment Relations for Dynamic Business- myassignmenthelp.com

Question: Discuss about theTed Talk Video Analysis for Dynamic Business. Answer: Introduction Human Resource Management has become one of the most crucial functions of business for any company in the modern dynamic business world. With the emergence of several new companies all over the world, there is a high level of competition and numerous options available for the employees to work under (Oprescu, Jones Katsikitis, 2014). As a result the attrition rates within the companies have grown stupendously. Companies, no matter how popular and successful they are, are struggling real hard to attract and retain the best skills and talents towards their business. They have come with new strategies in order to attract the worthy talents and to keep them remain happy in the workplace. Coca cola is one of such companies. This report shall evaluate the current HR practices in Coca cola and the functions of their HR management department. It shall also discuss about the employee engagement practices that have been implemented within this organization. Furthermore, it will also shed ligh t on the limitations of those HR and employee engagement practices of the company and will suggest few strategies to improve the same. Discussion Analysis of Coca cola HR practices and employee engagement strategies Company Profile Coca cola was founded in the year 1886 by Dr. John Pemberton and was first sold in the Atlanta market at Jacobs Pharmacy (Baah Bohaker, 2015). It has eventually become one of the largest beverage companies in the world, providing around five hundred different brands of beverage to its consumers. Some of its widely consumed soft drinks include Fanta, Powerade, Coca Cola Zero, Minute Maid and Limca. The mission of the company is to refresh the world, to create values and to make a difference as well as to inspire the moments of happiness and optimism (Company et al., 2018). With the same, the company has vision that serves as a framework for their roadmap and it guides its business by reporting what it need to achieve in order to accomplish quality growth and sustainability. Its visions include- being a great work place that inspires the people to bring the best out of them, to introduce such a portfolio that includes quality beverage brands, which can anticipate and please the desire s and needs of the consumers. Towards its partners, the vision of Coca cola is to nurture a victorious network of suppliers and consumers (Karnani, 2014). Furthermore, the company also has a vision to be a responsible citizen who makes a difference through building and supporting sustainable communities in context to planet Earth. Lastly, the primary vision of Coca cola is to be extremely effective, fast moving and successful organization. However, the company has developed so enormously that it now offers near about 400 brands over 200 different countries. As of 2017, the total man power strength of the company was about 61.8 thousand. However, it is to be noted that the company has undergone reduction in terms of its total number of employees than the previous year (Nikolic, 2014). Current HR practices in Coca cola Company culture- The Company gives special training to its employees. It places new employees along with the ones who are old and experienced so that to make them learn their work and to make themselves become aware of the prevailing values of the company (Irefin Mechanic, 2014). The working environment within the company is a good blend of western and Asian values (Madera, 2013). Employee motivation Wages- The Company is providing sufficient wages to all of its employees. These wages are really competitive and satisfactory. Along with that, Coca cola is also providing a lot of amenities and facilities to them. The workers with blue collar are offered salaries along with commission for their additional efforts; the companys salesmen are also provided the same but there are certain criteria for that (Stone Stone, 2013). The workers with white collar are the executives and the officers. They are given a good amount of salary along with incentives. Annual leaves- The leave structure of the company varies according to the countries. Designation Given leaves To supervisors Officers Workers 26 26 24 Time management- For the technical department, the duty hours are from 4p.m to 12p.m. For the other departments it is 8a.m to 4p.m. Medical facilities- the free medical treatments provided by the company is different for different designations. Mentoring programs- The company has created a system of mentoring programs, which include- mentoring the tools of self-study, one-on-one mentoring and group mentoring (Irefin Mechanic, 2014). Types of rewards provides- Monthly Basis Quarterly Basis Yearly Basis Monthly turn hall for extraordinary performance Making the move when the sales target are achieved Sales dangle context EOQ- Employee of the Quarter Grade Jump Designation change Salary increment AIP-Annual Incentive Plan PPR- Personal Progress report Appraisal Functions of the HR management The HR department of Coca cola involves in the strategic planning of the company and they make sufficient planning in order to hire potential employees with required skills and knowledge (Roth, 2014). They forecast the expectation and the needs of the employees present in the organization. They also inform the employees about the change in technology or any other information that are needed to be informed to the them such as- increase or decrease in productivity. They also give ads in the company website, news papers, institutions etc. They hire employees for the organization through the recruitment process (both internal and external). To sum up, the role of HR department at Coca cola are to look after: Employee engagement Compensation Training and career development Performance management Recruitment and selection Employee engagement practices in Coca cola Employee engagement refers to the property of the relationship in between the employee and the organization. Coca cola aims to become a great place to work for the employees (Albert, Werhane Rolph, 2014). The employees and the other associates are rewarded for their risk taking and problem solving tasks and for engaging in fun and creativity as well. Along with a mentality of bottom-up, the company engages its associates in open discussions, which further allows them to present their ideas to be heard and to put into action. This in turn, helps in promoting the sense of importance, ownership and engagement within the employees. The company has also made use of social media platforms in order to improve its business performance. With the same, there is a three day activation session conducted within the organization, which is known to be as Start-up You (Mihieletto, 2016). In this session, the associates take leisure time from their daily workload in order to share as well as to expl ore free thinking. The employees walk away feeling rejuvenated, refreshed, supported and make themselves ready to put their as well as their colleagues ideas into action. Along with these, the company also embraces all the individuals working in the company with an online post that celebrates their life outside of the work. The online post is called to be as #outofoffice. Coca cola also has a blog with the title Unbottled, which features an #out-of-office monthly series that highlights several of its employees who have agreed to share about their experiences when they are away from their desk. The company also provides learning programs for its associated through its Coca Cola University (Karnani, 2014). Limitations of the HR and employee engagement practices of the company Coca cola makes use of traditional recruitment method for employee selection and it is not useful to that extent, as the traditional method is not based on the analysis of the job necessities (Keeling, McGoldrick Sadhu, 2013). It is unofficial and incompatible as well. This is creating issues in comparing and assessing the candidates. Furthermore, this method sometimes involve unlawful and unrelated. The candidates too get very less chance for expressing their actual job skills and this method is based on very poor records and inspection. There are problems identified with the perceptions of the employee regarding the performance appraisal. These problems include rating biases, error of central tendency, regency effect, halo effect and personal prejudice. Strategies to improve the employee engagement in the future Instead of using traditional recruitment method, coca cola should implement the modern recruitment method for selecting candidates. It must use the social media services, as this is both inexpensive and efficient. Furthermore, it shall also help in building customer trust and in attracting more sales leads. It will allow the company to form a wide pool of skillful and potential candidate and that too within a very short period of time. While conducting performance appraisal of an employee, the HR department must ensure that there is no existence of rating biases so that there is no sign of ethical dilemmas. The appraisal must take place in the presence of company managers, HR and the team leaders (if exist). It must take into consideration the annual goal setting, annual performance review and the mid-year review of the employees performance. Conclusion To sum up, this report has been elaborated on the HR practices of Coca cola, the largest beverage company in the world. It has identified the various HR practices that the company has taken into consideration. By analyzing the mission, vision and values of the company it can be understood that employee engagement or involvement is deeply considered by Coca cola. However, there are few limitations identified in the employee management practices of the organization. To improve them, few strategies are provided. References: Albert, P. J., Werhane, P., Rolph, T. (2014). Introduction. InGlobal Poverty Alleviation: A Case Book(pp. 1-11). Springer, Dordrecht. Baah, S., Bohaker, L. (2015). The Coca-Cola Company.Culture,16, 17. Company, O., Main, O., Journey, A., Mission, V., Inclusion, D., Rights, H. et al. 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