Coca Cola boasts of an effectual system of governance throughout the group. In order to achieve the strategic goals in various countries situated over three continents, the group has been long recognizing the effectiveness of leadership. As per Tricker and Tricker (2015), the commitment in practicing the corporate governance plays a major role in managing the risks and other opportunities of the stakeholders.
Strategic human resources are based on the notion that decisions of human resources must be allied with the company’s strategy. Coca Cola has always led by example and have learnt from the experience they have gathered over the years. The company has been continuously setting high standards for the people at all levels and striving hard in consistently meeting them. The sound business principles that Coca Cola has fosters strong and innovative culture that is dedicated to ethical behaviour and simplicity.
Corporate Governance has the ability to regulate the ownership and management of the organization. It sets the legal terms and circumstances for the property right allocation among the stakeholders, forming the relationships and swaying the incentives part and the eagerness to work together (Dimopoulos and Wagner 2016). Cooperation is an important factor because of the role it plays in making efficient the dissemination of responsibility for the purpose of production It also takes into account the commitment of stakeholders of Coca Cola to the objectives that the organization have., making full availability of the overall benefits of their knowledge and skills. The main purpose of HRM and its responsibility is in enhancing the performance of Coca Cola. There have been many attempts in identifying the best practices of HRM and the work practices that are of high commitment. The difficulty lies in the performance of Coca Cola which is complicated and depends on the varied range of external factors, taking in the corporate governance , which are not been affected by HRM. Corporate Governance of Coca Cola prioritizes the objectives of managers that are needed to trail with consequential affect on HRM. The organizational managers need to take account of certain external constraints like demand change, competition nature and technologies, though this are not directly under the control of HRM. HRM affects the performance through influencing productivity, costs of production and the capability to react to the conditions and requirements of the environment.
HR managers have the undesirable task of balancing employee’s best interest to that of the organization. While most of the senior managers do not want their employees to counter any harm at work, there are regrettably existences of some viewing the occupational health and safety (OSH) measures. As an HR professional, it is viable to clear out the directors about the increase in productivity of employees, enhancing the public reputation of the organization like Coca Cola and augmenting its annual profits.
Healthy and happy employee is a more productive employee: An employer never wants a group that is peeved taking into considering the viewpoint of the management team being driven by profits and lacking interest in employee well-being.
Healthy and safety compliance having positive impact on organization: The involved costs in becoming OSH compliant and preserving observance are not that high as compared to the costs that are involved in fire or accident. It is a long term investment for companies like Coca Cola who has several thousands of employees working across the globe.
It can at times be technical in nature requiring the services of Health and Safety officer or outsourcing the same from any consultancy. HR plays an important association between th3 employees and management.
As per the Occupational Health and Safety Act, 1993, Coca Cola management should be able to handle and create a work environment that is practicable that is safe without any risk of workers health. This act signifies the fact that this principle is based on the principle that risks existing within the workplace must be concentrated on cooperation and communication between the employer and the worker. Both the parties should be sharing the responsibility in issues related to safety and health at the Coca Cola workplace.
Through communication of the professional health and safety to management not just from the viewpoint of legal but also from the perspective of business care, HR does platy a key role in ensuring that employees concerns gets raised and are heard. HR then can communicate the commitment of the organization to the employees and their safety and health, boosting up their morale and employee commitment towards Coca Cola.
A reason on ways that labour market would affect the human resource planning is the feature of labour requirement and supply. The attribute of the present demand for labour is based on the education level, skills, experience, training, and regional association influencing the HRM. Coca Cola have been recruiting their employees based on the attributed they need to occupy the job vacancies. Companies like Coca Cola are in the habit of hiring candidates with higher qualification for jobs that demands exhibiting skill and knowledge. An employee generally makes the decision based on the working conditions of the company, wage that is being provided, remuneration and other added benefits. As per the economic theory, it signifies that the making of the decision would be depending on the relationship existing between the level of wages offered and the reserved for a particular individual. Different labours have various features having the ability to sway its competence and capability.
Moreover, the rate of growth in productivity in the labour market would be having an impact on the HRM efficiency. This signifies that better growth augments the rate of finding jobs and minimizing the rate of separation leading to lessen the rate of unemployment. When there is existence higher rate of productivity, human resource management would be facilitating from the employee reallocation for generating more vacancies referring to on-the-job search.
Shortage of qualified personnel is gradually becoming one of the talking points encumbering the economic development in countries like Australia. The major factor remains with the qualification of the labour force not equivalent to the market demands, and the incident of the structural unemployment and mobility of low profession can be experienced. The scheme of proficient orienteering holds abundant flaws with inadequate training facilities, employers allotting little attention and money to the employee training. Lack of professional personnel signifies the fact that Australian market is apparently less striking and more conflicting. As per Preibisch and Otero (2014), human resource managers of Coca Cola needs to recognize the trends that exist in the labour market and investigate the alternatives to the conventional methods of human resource management. Such decisions should be made out of competence along with the new advancement to the satisfaction of the human resource department functions.
Planning of workforce is one of the most significant issues that the professionals of human resource discuss these days. Implementation of planning for workforce is a intimidating task that is difficult to characterize. Workplace planning is something that is systematic in nature, fully incorporated process of organization taking into account the proactive planning that lies ahead for avoiding any sort of surplus or shortage in talent. It is based on the principle that organization can be staffed in an effective manner in forecasting the needs of the talent along with the real talent supply available.
Organizations like Coca Cola which are efficient in nature can avoid any sort of lay-offs or panic hiring. Through planning ahead, Human Resource can offer managers with the correct number of people, right set of skills and at the proper time. Planning of workforce might be more precisely called talent planning as it incorporates the elements of forecasting of the functions of HR relating to talent- employing, preservation, redistribution and development of employees. Business people who waits and then attempts to respond to the present events would not be able to thrive for long. This would be offering managers with the required warnings and plans of action in combating the problems.
The planning of workforce is an interesting option with it being categorized into three basic segments at the time of designing of the same.
Forecast talent: Forecasting of talent is a procedure for predicting the imminent changes in the supply and demand of talent. It is generally been segregated into four areas:
Approximate increase or decrease in the growth of the company and its revenue
Projecting the future opportunities
Estimating the availability of internal and external aspects of the required talent for meeting the forecasts.
The prophecy resulting from the forecast having two basic purposes:
Educating heads-up to managers and HR about the things to be expected on the talent perspective
Providing relevant information on the demand and supply for talent across the non-alcoholic beverage industry. Actions plans are generally augmented in the various areas of forecast taking in the retention, recruiting, delegation workforce and triumphant planning.
Talent Action Plans: This action plan takes into account the delineation of the managers taking the terms of talent management. Action plans are generally designed in a way for attracting, retaining and developing the talent a company like Coca Cola needs for meeting the forecasted magnitude and employee quality in future (Goetzel et al. 2014). It is important in maintaining the capability of external recruiting for identifying the supply of the future leaders in ensuring the growth of the organization and the profitability that is not restricted by any lack of talent in leadership.
Integration Plan: Action plans must be fully executed if an organization is ready to fulfil its need of forecasted talents. However, unfortunately most of the plans related to talent fails of being dropped off at the time when they come to the stage of implementation.
There is lack in any sort of standard formula for the plan for workforce. Some workforce plans enclose much mechanism, while others containing a plan of succession for the senior managers. Some organizations make use of the essential components that the plans should comprise, presence of certain supplementary components would be working better fpr certain other organizations.
Human Resource management performs many services like attracting and retaining staffs that are of highest quality and assisting the present staff in developing their career goals. This department sees over the well-being of all the employees of Coca Cola. The responsibilities and services of the HR include payroll stuff, keeping upgraded federal and state tax laws. The key internal stakeholders would be the employees, shareowners, suppliers and other government authorities.
Human resources take into account the responsibility of maintaining safety and healthy environment at workplace. All the employees within the organization would be under the direct supervision of the organization. The safety and health issues that subsist within the workplace at Coca Cola should be under the strict guidance of HR managers (Stagg et al. 2013). Coca Cola has big factories located at various locations that are different from each other geographically. Facilities department plays a vital role within an organization in carrying out the safety procedures of the business. HR people are aware of the various risks that the employee might encounter under certain situations. Facility managers have the responsibility of investing in products that are designed to thwart any sort of fall accidents.
-The managers of the HRM assist in mediating the disputes within the organization that generally takes place between the employees and management. They are being interpreted about the policies of the organization and defining the proper behaviour at workplace. Attempt is also being made in resolving matters like poor attitude, inappropriate language and certain other behaviours that are disrespectful in nature leading to conflict. A human resource manager also helps in supporting employees those who feel that there has been any sort of violation in their rights. Employees experiencing any sort of unfairness look up to the human resource managers for assistance to solution. Human resource managers are entitled with interpreting the harassment laws and assisting employees in legal matters.
-HR professionals play the role of a bridge in linking the people at workplace, especially when it comes down to a big organization like Coca Cola. Building links would generate more comfort among the employees and in turn boost the productivity factor. Existing and new employees look up to the HR professionals for knowing things about the organization policies and procedures from the HR people (Healy et al. 2016). HR professionals are the ones who would be organizing training programs for the employees as per their requirement. HR professionals make certain that new employees receive proper training in order to excel in their position.
Step 1: Conducting a Departmental Strategic Analysis: Conducting a strategic review of the department taking in the strategic objectives, critical success factors and direction.
Step 2: Identifying HR issues that are Strategic in Nature: Assessing the implications of HR of the strategic analysis findings and identifying the department’s strategic HR issues
Step 3: Identifying the Ongoing HR issues: Identifying the present HR issues countering the department that might recount, management performance, development and training and relations among staff.
Step $: Prioritising the issues of HR and determine actions: Involving the top management team of the department in corroborating of the issues. The top level management should be able to provide input on key issues.
Step 5: Drawing up the HRM Plan: Several programs should be developed in the HRM plan in addressing the areas like staff relations and training having certain unique set of issues. It is important to list out the objectives of the programs and the things they will achieve.
Overall productivity of Workforce: The best measure can be the productivity of workforce. A HR department of big organization like Coca Cola takes the responsibility of developing the productivity of workforce. The key is generally improving the ratio between the dollars spent on cost of employees and total revenue of company. The percentage of productivity helps in improvement in cents that are being spend on people outlays for every dollar of profit generated.
Performance management is a process through which HR managers work towards a proper plan and monitor and review the performance of employees and the organizational condition. Performance management helps in promoting and improving the effectiveness of employees which is continuous process.
An efficient performance management system would be:
Aligning with the strategic direction of organization
Providing an accurate portrayal of performance of employees
Monitoring and measuring the results
Providing training and development for augmenting the performance
A service level agreement is a paper that labels the liaison between two parties: the service provider and the service recipient. In order to come to a general agreement pertaining to the provision of service, an SLA is designed between the two parties. The following SLA has been designed in order to ensure the efficiency of the employees of the company so as to provide better service to the external stake holders of the company. The performance management planning is going to be included in the following SLA.
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SERVICE LEVEL AGREEMENT |
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For: Name of the Customer By: Coca-Cola Australia Effective Date: April, 2017 |
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Owner of the Document: Coca-Cola Australia |
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Version: 1.0 Version: 1.1 |
Date: 27/04/2017 Date: 29/4/2017 |
Service Level Agreement Service Level Agreement Revised |
Author: |
*All the approvers hereby declare that they would adhere to the agreement terms and conditions*
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Approvers |
Roles |
Signature |
Date of Approval |
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Coca-Cola Australia |
Service Provider |
27-04-2017 |
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Name of the Customer(s) |
Customer |
27-04-2017 |
This particular agreement corresponds to a Service Level Agreement (SLA) between Coca-Cola Australia and the customers for the provision of the beverage services in different outlets or the franchises in the country. This agreement remains valid and authenticated until the time of superseding after the revised version of the agreement is brought into effect. Revision of the agreement shall be mutually endorsed by both the stakeholders of the company.
The objective of the agreement is to ensure proper commitment and elements to be provided to the customers in order to bring the customer satisfaction level in the organisational environment. The Company further aims at increasing the performance level so as to meet the need of the customers in various levels of the market. There are legitimate objectives so as to provide the customers with the following information:
There are two different stakeholders of the company. They are the clients or the outlets where products are stored. Since the company is liable to provide service directly to the outlets, they will be considered as the external stakeholders or the second party of the agreement. The first party therefore, remains the company itself.
The Service Level Agreement remains valid from the aforesaid effective date. It will be valid until its further revision or re-amendment. The SLA shall be reviewed at a minimum once per fiscal year. Review of the agreement does not imply the fact that it will be changed. However, the change shall be brought in need.
The CRM (Customer Relationship Manager) shall be responsible for the periodic review of this agreement. All the subsequent decisions taken in due course of the review will be taken care of by the owner of the agreement. Since the review is not equating term of change, the needful change shall be advised in a business level after a corporate referendum.
Followings are the details of service parameters that shall be followed by the Service Provider to the clients and the customers.
(* It should be noted that the agreement has been made in order to provide quality service to the clients and the customers of Coca- Cola Australia. Therefore, the clauses and the terms of the agreement shall remain effective for the sake of customer service provision and customer satisfaction*).
Followings are the services that are covered in the SLA:
All changes pertaining to the service and product quality shall be communicated and documented to the stakeholders in need.
Service Management:
Effective support in services will result in unswerving service level. He sections provides relevant literature on the availability of services, monitoring on the standard of services to be provided to be provided to the customers and the clients.
In order to support the service outlined in the SLA, the service request has been newly added in the paper. The service request will come from the customers. The service provider i.e. the company shall be responsible to the customers whenever needed. This is how the service level agreement is validate in terms of the authenticity of the service provision of the organisation. The customer request shall be handled with top priority in any time and any place.
Signature of the second party Signature of the First Party
The service level agreement of the company is intended to provide best services to the clients so as to remain the highest quality service provider thus trailing the business competitors.
It is quite important for the employees to set a goal in relation with the core management system of the company. The company’s goal and the objectives shall be equated with that of the employees. This is why a working integration is essential and necessitated during the establishment of the guideline set for the performance standards of the working staff in various levels. Coca-Cola being one of the largest corporations and widely known business realm in the world needs to set the goals and objectives of the employees in order to concretise the work and service efficiency. The aforesaid Service Level Agreement needs to be capitalised only through proper engagement of the employees. Hence application and implementation of the clauses from the company’s side can only be generated if a proper performance guideline is provided to the employees. Hence, the company seeks to promote and establish its performance through the provision of the written guidelines. These guidelines will provide a solid idea pertaining to the operations and the standard of working culture the company expects from its employees.
Following guidelines are to be adhered to by the employees by Coca-Cola Australia:
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Accountability |
Consultation |
Involvement |
RNR |
Feedback Mechanism |
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Trustworthiness of the Employees |
Consultation pertaining to the performance improvement |
Involvement in works even out of the possible domain |
Reward Process for successful performance, motivation through recognition |
Feedback mechanism through democratic work culture & critical views of employees |
Fig: Illustration Map for Performance Guidelines
Source: Created by the Author
From the given list three basic elements have been chosen for the performance management system. These are:
During the working hour s of the employees, different attitudes can be noticed. Those attitudes towards works can be categorised into sections and subsections. In order to bring all the employees under the same shade performance monitoring system can be implemented. Performance monitoring system can be used with the help of different tools. I personally would like to categorise these tools into two sections- the physical tool and the theoretical tool. Physical tools are the eyes and the brain. The training provided to the future managers in order to monitor the performance of the employees will be conducted using both of the tools. Performance indicator is nothing but the amalgamation of both the tools. With the help of physical tools a person can judge the working attitudes of an employee or a group of employees. On the other hand the theoretical tools such as the theory of performance suggested by Campbell can be implemented. The theory of performance can be demonstrated through the following table:
Fig: Performance Areas
Source: uidaho.edu 2017
Support can be provided to the managers in order to counsel the employees who continue to underperform. I personally think that the root cause of the low performance of the employees need to be understood. In order to bring them into discipline, the factors for their underperformance need to be eradicated. Helping the managers with the thorough analysis of each and every employee will ease the situation and task for them. I can allow myself to have direct involvement with the employees and place myself in their position so as to identify the actual motive of them. After analysing the proper cause of the underperformance, I would like to provide a report that will constitute the details of the working attitudes of the employees. The managers can take certain actions accordingly.
Consistency of high performance can easily be diagnosed. It needs to be done in order to motivate the employees who cannot deliver as per the company’s expectation.
Human Resource Management does not only deal with the mobilisation of the employees’ working capacity through the working motivation, it also deals with the external motivation factors such as ethical assistance, behavioural motivation, compliance with legislative requirements of the employees and so on. In this particular case, the employees are highly motivated and effective in terms of the future orientation with the company.
The quality and value of human resource service delivery includes the ethical consideration taken into account by the company itself upon the employees. This is how the company becomes responsible behind employee retention and engagement for the operations.
Human resource service delivery includes payroll processing, employee benefits and career advice. Once these factors are ensured by the managers, the employee compatibility will be taken care of properly.
Conclusion:
Employee management or human resource management needs too address both the employees as well the core operating system of the company. Since, Coca- Cola sells consumer product, the consumer priority will be ensured through the service level benefits that is conducted between the employees and the customers. In order to provide quality service to the employees, the employees need to have proper training and acknowledgement about the service code of conduct of coca-cola. The report thus helps the managers in understanding various methods of handling human resource issues and solving the problems through strategic manner.
References:
Dimopoulos, T. and Wagner, H.F., 2016. Corporate Governance and CEO Turnover Decisions.
Goetzel, R.Z., Henke, R.M., Tabrizi, M., Pelletier, K.R., Loeppke, R., Ballard, D.W., Grossmeier, J., Anderson, D.R., Yach, D., Kelly, R.K. and Serxner, S., 2014. Do workplace health promotion (wellness) programs work?. Journal of Occupational and Environmental Medicine, 56(9), pp.927-934.
Healy, G.N., Goode, A., Schultz, D., Lee, D., Leahy, B., Dunstan, D.W., Gilson, N.D. and Eakin, E.G., 2016. The BeUpstanding Program TM: Scaling up the Stand Up Australia Workplace Intervention for Translation into Practice.
Preibisch, K. and Otero, G., 2014. Does citizenship status matter in Canadian agriculture? Workplace health and safety for migrant and immigrant laborers. Rural Sociology, 79(2), pp.174-199.
Stagg, S.J., Sheridan, D.J., Jones, R.A. and Speroni, K.G., 2013. Workplace bullying: the effectiveness of a workplace program. Workplace health & safety, 61(8), pp.333-338.
Tricker, R.B. and Tricker, R.I., 2015. Corporate governance: Principles, policies, and practices. Oxford University Press, USA.
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