MBA 530 Human Capital Developments
Alternative Solutions to Strategic Human Resources problem is included below and described by six different companies. The companies will illustrate current issues they are experiencing or have been challenged. The companies discussed are Coca-Cola Company, Toyota Motor Corporation, American Express, Google, Inc., Cisco System, Inc., and DirecTV/TiVo. The scenario shared will cover organizational structure, recruiting used, the development in human capital, training, human resource management and the cultural diversity. Coca-Cola Company
What does it take to become one of the largest global companies in the world? The Coca-Cola Company answered this question by inventing a great product, implementing great company values for employees and creating a vision that has evolved into a Manifesto for growth (Coca-Cola, 2006). The Coca-Cola Company was created in 1886, in Atlanta, Georgia, by Dr. John S. Pemberton. His first marketing campaign was a sample of the carbonated drink with the slogan of "Delicious and Refreshing"; a theme that is used to this day in their globalization marketing campaign (Coca-Cola, 2006). E. Neville Isdell is the current CEO and Chairman and under Isdell, Coca-Cola has had sales over $23.1 billion with approximately 55,000 employees of which 44,000 work outside of the United States. Due to the size of the company, Coca-Cola had to adopt the Task Force. The Task Force is an external body created to report on progress for the company on specific human resource goals. This all came about because of a discrimination lawsuit filed in November 2000, against the Coca-Cola Company. The Task Force creates an assessment that provides oversight to Coca-Cola and is submitted to the United States District Court/Northern District of Georgia as part of the settlement (Coca-Cola). The Task Force evaluates HR policies and practices, recommends improvements, investigates complaints, and provides periodic reports on the Company's progress toward fulfilling the terms of the settlement agreement (Coca-Cola, 2006). In the latest report (Coca-Cola, 2005), the Task Force commends Coca-Cola's achievements and works-in-progress in areas such as, best practices associated with the mentoring program, success of career development program, fairness in compensation programs, and commitment by company leaders to identify and cultivate a diverse talent pool for senior-level positions (Coca-Cola, 2006). Coca-Cola is still working very hard in three areas to achieve their "gold standard" status. These areas are: 1) monitoring and training around performance management; 2) maintaining fair staffing and selection process; and 3) continuing to execute the company's diversity strategy. In achieving the "gold standard," The Coca-Cola Company becomes closer in becoming the ultimate goal which is the Manifesto of Growth. Toyota Motor Corporation
Toyota Motor Corporation answered the globalizing question very similar to the Coca-Cola Company. Toyota Motor has also developed a great product and implemented an amazing human resource development strategy that has led them to be the number one car company in Japan and top 10 in the world. Kiichiro Toyoda, founder of the Toyota Motor Corporation, successfully completed the A1 prototype vehicle in 1935. That was the beginning of the history of the corporation. Today, Toyota's CEO is Katsuaki Watanabe, and under him the company has had approximately 10,191.8 billion yen in Net Sales and 65,798 employees around the world (Toyota Overview, 2006). Toyota Motor Corporation's main goal has been to enrich society through its car making and by winning the trust and respect of the international community. Their vision is to keep implementing their strong belief of respect and organized work in all countries and communities. However, Toyota Motor has had a difficult issue in the past implementing their human resource...