FAST NATIONAL UNIVERSITY OF COMPUTER AND EMERGING SCIENCES
Assignment No. 1
Dated: - 11/Feb/2014
Mr. Anjum Nisar Qureshi
The strategic roles of the HR manager at Coca-Cola Company.
Coca-Cola Company has established its name as a beverage retailer, manufacturer and marketer of non-alcoholic beverage concentrates and syrups. Besides its namesake Coca-Cola beverage, Coca-Cola currently offers more than 500 brands in over 200 countries or territories and serves 1.6 billion servings each day.
The company operates a franchised distribution system dating from 1889 where The Coca-Cola Company only produces syrup concentrate which is then sold to various bottlers throughout the world who hold an exclusive territory. The Coca-Cola Company owns its anchor bottler in North America, Coca-Cola Refreshments.
Human Resource Management within Coca Cola
“At coca cola we understand the true importance of human resource management. It is people, not technology who create the company”. The development of this department is the foundation of the company, the mirror that will reflect the company as a whole. As coca cola is a global entity it has no specific policies or procedures rather they have a culture to take into account the differences in cultural, political and social differences. While interviewing Mr. Ali Cheema we found out that the main concerns of human resource management remains in performance management, compensation, career development and succession planning, job analysis and design of work, recruitment and selection, training and development, performance appraisals, compensation, employee relationships, staff welfare and medical policies. These all practices are conducted by own policies and strategies. The organizing function focuses on division, coordination, and control of tasks and flow of information within the organization.
Organizing Human resources at Coca Cola Company
Management at Coca Cola Company focuses on the acquisition and retention of highly skilled and knowledgeable employees so that it can maintain its top position in the market. It treats these resources as an asset. It provides such conditions of employment and procedures that enables all employees to develop a sense of unity with the enterprise and to carry out their duties in the most willing and effective manner. It also provides for the security of employment to the workers so that they may not be distracted by the uncertainties of their future. These objectives, strategies, policies, and programs are pre-specified by the company, which guides the management and unions in taking decisions. Also they are in accordance with the organization’s mission, objectives, strategies, policies and its and internal external environments.
Job analysis and design
Job analysis consists of the skill set of a job and what are the requirements that would be looked for in a potential candidate. Job analysis largely consists of two products one is job description and second job specification.
Job description: a list of job duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities- one product of a job. Job specification: a list of a job’s human requirements that is requisites education, skills, personality, and so on-other product of a job analysis The HR department establishes its own job description by getting information about employees work activities, human behavior, performance standard, job context and human requirements and also other information related to this conduct. This information is then used for recruiting and selection process, compensation, performance appraisal and training.
Planning and forecasting
It is the duty of the HR manager to forecast the future needs of the company and fill the positions accordingly. At coca cola the strategic planning can dictate the...
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