Analysis of International Hrm in Coca-Cola Company
1.0) INTRODUCTION
Human resources management is widely apply in any organization and corporation recently. What is Human resources management (HRM) or what so importance of it? According to Wall and Rees (2004, p.276-277), cited by Poole (1990) people are greatest asset for an organization, consequently; poor human relationship will create conflict and lead to poor performance toward the company. Noe, Holienbeck, Gerhart, and Wrigt (2006, p.5) said that HRM is a strategic, policies or practices to influence the people in an organization toward their company mission and vision. Thus, HRM is responsible for HR planning, recruiting, selection, training and development, compensation, employees relation, safety and healthy, and performance management.
Therefore, the purpose of this report is to find out the difference between the international HRM (IHRM) and domestic HRM (DHRM) in Coca-Cola Company. Beside that, the report also indicate the role of IHRM in globalization business such as China and their impact in term on culture difference, stand living, political issues and economic performance in the countries toward the Coca-Cola.
COCA-COLA COMPANY
2.0) COMPANY OVERVIEW
The Coca-Cola Company (CCC) has been established in internationally for more than 120 years history. From an internet sources <http://www.coca-cola.co.uk/Company_History(27/12/07)> found that coca was invented by Doctor John Pemberton a pharmacist from Atlanta, Georgia, on 8th May 1886. Today Coca-Cola is consumed at the rate of more than one billion drinks per day in over 200 countries and employed over 71,000 people in world wide business.
On the other hand, coca-cola has set up the mission and vision to achieve their goals by including the people resources which provides them a best working environment and encourage them to give their talents, ability toward the company <http://www.coca-cola.co.uk/Mission_Vision_and_Values/(27/12/07)>. This research have
Human resources management is widely apply in any organization and corporation recently. What is Human resources management (HRM) or what so importance of it? According to Wall and Rees (2004, p.276-277), cited by Poole (1990) people are greatest asset for an organization, consequently; poor human relationship will create conflict and lead to poor performance toward the company. Noe, Holienbeck, Gerhart, and Wrigt (2006, p.5) said that HRM is a strategic, policies or practices to influence the people in an organization toward their company mission and vision. Thus, HRM is responsible for HR planning, recruiting, selection, training and development, compensation, employees relation, safety and healthy, and performance management.
Therefore, the purpose of this report is to find out the difference between the international HRM (IHRM) and domestic HRM (DHRM) in Coca-Cola Company. Beside that, the report also indicate the role of IHRM in globalization business such as China and their impact in term on culture difference, stand living, political issues and economic performance in the countries toward the Coca-Cola.
COCA-COLA COMPANY
2.0) COMPANY OVERVIEW
The Coca-Cola Company (CCC) has been established in internationally for more than 120 years history. From an internet sources <http://www.coca-cola.co.uk/Company_History(27/12/07)> found that coca was invented by Doctor John Pemberton a pharmacist from Atlanta, Georgia, on 8th May 1886. Today Coca-Cola is consumed at the rate of more than one billion drinks per day in over 200 countries and employed over 71,000 people in world wide business.
On the other hand, coca-cola has set up the mission and vision to achieve their goals by including the people resources which provides them a best working environment and encourage them to give their talents, ability toward the company <http://www.coca-cola.co.uk/Mission_Vision_and_Values/(27/12/07)>. This research have
Bibliography: The Coca-Cola Company (2006), “Governance & Ethics”, December 31, 2006, <http://www.thecoca-colacompany.com/citizenship/governance_ethics.html U.S. Department of Labor (2005), “Women in the Labor Force in 2006”, <http://www.dol.gov/wb/factsheets/Qf-laborforce-06.htm(24/12/07)> U.S Employers ' Legal Responsibility, <http://www.safeatworkcoalition.org/legalissues/responsibility.htm(24/12/07)> Older Women Workers, ages 55 and over, 2006, December 24, 2007, <http://www.dol.gov/wb/factsheets/Qf-olderworkers55-06.htm(24/12/07)>