HUMAN RESOURCES AUDITING REPORT (SEMINARY HURE 750)

Human Resource  Report for the Coca-Cola Company

The Coca-Cola Company is the world’s largest beverage company, refreshing consumers with more than 500 sparkling and still brands. Led by Coca-Cola, the world’s most valuable brand, the company’s portfolio features 16 billion dollar brands including Diet Coke, Fanta, Sprite, Coca-Cola Zero, vitaminwater, Powerade, Minute Maid, Simply, Georgia and Del Valle.

          Globally, the company is the No 1 provider of sparkling beverages, ready to drink coffees, and juices. Through the world’s largest beverage distribution system, consumers in more than 200 countries enjoy they beverages at a rate of more than 1,8 billion servings a day. With an enduring commitment to building sustainable communities, Coca-Cola is focused on initiatives that reduce its environmental footprint, support active, healthy living, create a safe, inclusive work environment for its associates, and enhance the economic development of the communities where they operate. Together with its bottling partners, they rank among the world’s top 10 private employers with more than 700,000 system employees (The Coca-Cola Company, 2013).
      Mission
      Roadmap starts with the company’s mission, which is enduring. It declares the purpose as a company and serves as the standard against which the company actions and decisions.

• To refresh the world...
• To inspire moments of optimism and happiness...
• To create value and make a difference.

 Vision

       Vision serves as the framework for Roadmap and guides every aspect of company’s business by describing what the company needs to accomplish in order to continue achieving sustainable, quality growth.

• People: Be a great place to work where people are inspired to be the best they can be.
• Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs.
• Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value.
• Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities.
• Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities.
• Productivity: Be a highly effective, lean and fast-moving organization.

           Staffing

          Staffing according to Mondy (2012) is the process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives.

Staffing involves job analysis, human resources planning, recruitment, and selection (Mondy, 2012).

See annex 1.

Coca-Cola Company recruitment process is well established, first of all they gives ads in news paper, websites and institutes. Once they received an application form them they asked for C.V and other documents.

The company uses two ways for recruitment, internal and external recruitment; the first one is to recruit the people internally within organization, where a job vacancy is filled from within the business, an existing employee rather than employing externally, the second one is where to fill the vacancy from any suitable applicant outside of the organization.

Selection process will vary depending on the position employee applying for, as one process can’t fit all the different roles as Coca Cola Company have. They use different method in this process: interview, group exercise, presentations, psychometric test, and roles play/situational test (Ameel, 2012).

 Recordkeeping

           Coca-Cola Company kept its record according to the provisions by the federal law of Record Retention Policy. The policy acknowledged that all company has to maintain all documents for terminated associates up to six years following termination.  The company uses a system that encompasses the employee's employment history, medical data, confidential information, payroll records, I-9 forms, and protected status information. All employee-related files should be centrally located and appropriately secured. Additionally, it develops criteria to evaluate requests to view records, using the "need to know" standard.

Job descriptions

Job description was defined as a document that state the tasks, duties, and responsibilities of the job, it should provide concise statements of what employees are expected to do on the job, how they do it, and the conditions under which the duties are performed (Froschheiser, 2009).

          See annex 2

Safety and OSHA

The company have commitment to conducting their business in way that provide all personal with a safe and healthy work environment. The company features a Safety management System Standards and supporting requirements for worker safety and loss prevention known as “The Coca-Cola Safety Management System” (TCCSMS), which defines their systematic approach to managing occupational safety and health and loss prevention, it globally operates under the same standards and requirements.

TCCSMS is aligned with an internationally recognized safety management system, BSI OSHA 18001; this requires a commitment to both public safety and to visitors, it defines a rigorous set of operational controls to manage the known aspects and risk of all operations, the control generally align with top global requirements and consensus standards. TCCSMS also establishes an internal audit process to help us ensure that the company is effectively implementing the operational controls and management routines.

Employees Compensation and Benefits (The Coca-Cola Company, 2013).

The compensation program is designed to help attract, retain and motivate employees.  In addition to base pay or an hourly wage, employees may also be eligible to participate in incentive programs which may reward individual, group or overall company performance. Eligibility for incentives is based on an employee's role within Coca-Cola North America Group and other criteria as defined by the incentive plans (Coca Cola North America Group, 2013).

The Coca-Cola Company values the health and well-being of their employees and provides a variety of market-competitive benefits programs to address employees’ benefits needs. The total benefits package is highly regards and is designed to meet employees’ basic and life-changing benefits needs. The company regularly assesses to benefits programs to ensure employees receive those benefits they value and are provided with diverse options that address the issues of individuals and families and promote healthy lifestyles.

Coca-Cola company benefits including health, dental, and life insurance, 401(k), tuition aid program, flex and summer hour, paid holiday, sick and vacation time, and a variety of additional employment benefits.

 a)    Health and Welfare:

Medical (including vision), Dental, Accidental Death & Dismemberment, Group Life Insurance, Dependent Life Insurance, Flexible Spending Accounts, Business Travel Accident Insurance, Short-Term Disability, Long-Term Disability, Survivor's Benefits Program and an Employee Assistance Program with confidential counseling services.

b)    Protection for the Unexpected:
Medical and dental coverage for eligible dependents, including same-sex domestic

partners, and on-site medical services clinic at the Company headquarters office.

c)     Workplace:
A workplace that includes a diverse, inclusive and fair environment, specialized

employee affinity groups, a commitment to training, a mentoring program to broaden employees' network and resources, vacation purchase program, and business casual attire.

d)    Lifestyle:
Adoption assistance and quality-of-life benefits including paid vacation and holidays

flex-time, job sharing, telecommuting and local health club discounts.

e) Financial:

• Rewards & Recognition that include competitive compensation, annual merit review, and equity plans for employees in specified grade levels and the Red Tag program that recognizes performance with redeemable points for travel awards or merchandise.
• Education benefits that include tuition reimbursement and a renewable undergraduate scholarship fund for dependents of Company employees.
• Discounts & Conveniences that include automobile discount plan, employee discount program and, at Company headquarters office: on-site dry cleaning, cafeteria, credit union, Company store, concierge services and free parking.
• Retirement Plans, including a 401(k) plan with Company match of three percent and choice of funds and a defined benefit plan that is entirely funded by the Company.
• Matching Gifts Program up to $10,000 per participant each calendar year on a 2-for-1 basis.

Employee hiring policies

The company is committed to providing equality of opportunity in an atmosphere where excellence is encouraged and rewarded.

In Coca-Cola North America Group, the path to personal and professional fulfillment is relatively simple. You can search for positions by location, area talent and keyword. Once you have explored current vacancies and filled the company online application, a member of the HR team will review your information. If there is an opportunity that fits your skills and experience, the HR team will contact you to proceed with the hiring process. Note that the staffing process can vary from one place to another. (Coca-Cola North America Group, 2013).

 Performance appraisals

Appraisal of employees involves an assessment of employee performance. It is an evaluation of how the employee meets their job and personal goals that are set during performance contracting.

Coca cola performs performance appraisal annually. This means that employees are engaged in annual performance contract and the evaluation is carried out after every 12 months from the date of signing the contract.

The company performance appraisal is internationally acclaimed and has three processes:

a.     Define job – agreeing with management and subordinate the requirement of the job

b.     Appraise the performance – comparing performance with  the standards set during job definition

c.      Provide feedback – discuss with the employee about performance and progress and make plans for improvements

Employee relations (The Coca-Cola Company, 2013).

Working internationally is challenging for any company considering the diversity that exist in the world. Coca Cola considers employees as the greatest asset for the company. Good relationship with employees is therefore seen as bedrock for company success, also helps to increase employee satisfaction. Employee satisfaction translates to success for the company because they feel sense of ownership increased productivity.

Internationally, the company adopts an open door policy to nurture good relationship. This policy ensures that there is close working relationship between managers and employees. Employees feel free to share with managers about their problems. This has ensured that the company maintains close working relationship between management and subordinates.

Employee development

The Company offers a variety of developmental opportunities for their associates, including Coca-Cola University, a learning program for high performers. Using the Peak Performance System, performance management and development system, in tandem with more than 100 global people development forums, associates and their managers regularly discuss development, movement and succession plans around the world. (Tha Coca Cola Company, 2013).

Each associate brings his or her unique talents and ideas to work every day to help the Coca-Cola system achieve the goals outlined in our 2020 Vision. Associates also represent Coca-Cola in their communities and are ambassadors of brands to the world. Ensuring all associates are happy, healthy and treated fairly and with respect is at the core of company's business philosophy and success. The Company strives to create open work environments as diverse as the markets they serve, where people are inspired to create superior results. Also aim to create environments where people are fully engaged and where the Company is viewed both internally and externally as an employer of choice.  (Tha Coca Cola Company, 2013).

 

 

 

 

 

References

Ameel, A. (2012, Jan 14). salideshare.com. Retrieved from Coca Cola Recruitment Proces: http://www.slideshare.net/abidajameel

Coca Cola North America Group. (2013). Coca Cola Careers. Retrieved from http://www.enjoycareers.com/en/why-choose/benefits/

Coca-Cola North America Group. (2013). Coca-Cola Carreys. Retrieved from http://www.enjoycareers.com/en/staffing-process/

Froschheiser, L. (2009). Recruitment Fundamentals. Adhesives & Sealants Industry, :34-35.

Mondy, R. (2012). The Human Resources Management. New Jersey: Pearson.

Tha Coca Cola Company. (2013). Coca Cola journey. Retrieved from http://www.coca-colacompany.com/our-company/employee-engagement

The Coca-Cola Company. (2013). CocaCola Journey. Retrieved from http://www.coca-colacompany.com/our-company/diversity/diversity-education-training

The Coca-Cola Company. (2013). coca-colacompany.com. Retrieved from http://www.coca-colacompany.com/our-company/

The Coca-Cola Company. (2013). coca-colacompany.com. Retrieved from http://www.coca-colacompany.com/careers/us-employee-benefits