August 23, 2010
Mr. Dennis Stroud
The Coca Cola Company begins in Jacob’s Pharmacy selling for five cents. Many years have past and the Coca Cola Company remains the leader in beverages, syrups, and non-alcoholic drinks. The following paragraphs will discuss how a complete performance management system and annual performance appraisals at Coca Cola are different and how effective various performance appraisals methods and relevant problems affect performance appraisals. The paragraphs will also discuss the advantages Coca Cola has managing turnover, examine contemporary safety and health management issues at Coca Cola, and discuss future trends and challenges in HR management. Managing Turnover
Coca Cola looks at the retention cost instead of the turnover rate. The retention rate gives a better overview of turnover because it evaluates how long an employee stays with Coca Cola. “Retaining top performers is not always easy either, and recent trends have made this more different than ever” (Noe, Holleback, Gerhart, & Wright, 2007, p. 325). Coca Cola focuses on the employees and their families along with placing an emphasis on what will keep an employee with the company. This can be done by making sure that management gives employees the necessary information for the job, guidance and response to questions, adequate work procedures, and applicable incentives. The advantage here is the employee’s training is appropriate as well as given in easy to read procedures for his or her job, safe and healthy work environment to perform the job. Another advantage of managing turnover at Coca Cola is reviewing the company mission statement. The mission statement gives the employee a guide to what the company expects and in which direction Coca Cola is going. Training an employee correctly will help the company maintain efficient and skillful trained employees for a long time. The stamina of Coca Cola retention drive is diverse depending on the position with the company. Managing turnover at Coca Cola will improve staff morale. Employees will see that there are fewer new people and the work environment will not change as when new employees come it takes time to work and learn the job and work established. Managing turnover at Coca Cola helps the constructive development of the company and builds business structure. Safety and Health Management
Coca Cola’s company phrase “Live Positively” has allowed the company to retool its wellness strategy. Ensuring Coca Cola’s health care benefits supported its wellness philosophy has been the strategic focus in which health care benefits and the wellness program are together as one unit. In examining the wellness program, employees found the program to be attractive but did not meet the company’s health strategy.
Educating employees about so that they can make informed decisions about their health is the latest approach to attracting wellness programs. The company latest approach involves providing incentives for employees who have interest in the wellness program. “Last year, Coca Cola provided $120 to any worker who completed a wellness assessment. Today, they have a 50% participation rate. This year, they are offering up to $180 to workers who participate in certain wellness programs such as online seminar and health coaching” (Bridgeford, 2010).
The company has implemented fitness challenges, in which employees earn points for eating vegetables and fruits as well as those who are able to acquire enough sleep. In addition, Coca Cola has offered a high –deductible health plan provided a health savings account, and focused on a pilot program on disease prevention. Coca Cola commits themselves to providing personnel with a safe and healthy work environment. The Coca-Cola Safety Management System (TCCSMS) is an integrated system approach to managing occupational safety and health and loss prevention. In achieving a safe work...
References: Bridgeford, L. (2010). Coca Cola Retools Wellness Strategy. Retrieved April 4, 2010 from the website, http://ebn.benefitnews.com/
* Chan, A. (2010). The Challenges of Human Resources Management. Retrieved April 5, 2010 from the website, www.diversityworkforce.com
Donnelly, Gibson, Ivancevich, (1998). Fundamentals of Management (10th Ed.). New York, New York, New York: Irvin/McGraw-Hill.
Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2007). Fundamentals of Human Resource Management (2nd ed.). New York, NY: McGraw-Hill/Irwin
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