The HR-practices is one of the essential practices in the organization and essential to the success of the organization. Different organizations have different HR-practices that are tailored to meet their needs. It is imperative to understand that HR-practices do not stop at identifying and hiring the right people but involves attracting and retaining them. Besides, the organization has to ensure that the value proposition of the employee is maintained. It will be important to delve into HR-practices of Coca-Cola Company and evaluate it.
The Coca-Cola Company creates an environment of learning and development that is critical to the motivation of the employees. The Coca-Cola Company's priority is that its employees are treated with respect (Amiot & Gatto, 2016). It strives to ensure that the company is a place where the employees can achieve their full potential. In addition, it provides the employees with the knowledge and skills needed to reach their potential (Wilson, 2015). This it has achieved by the establishment of Coca-Cola University that provides different courses through e-learning, classrooms, and field training.
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Employment engagement is critical to employee motivation. Therefore, the company has different programs for keeping the employees engaged. Besides, the company employs exchange programs where the employees of a nation are sent to another to learn and have cultural insights. These programs are vital to employee motivation (Amiot & Gatto, 2016). There are payments and rewards, and the compensation packages and benefits of Coca-Cola Company are one of the best in the world. The company ensures that the reward programs are benchmarked against a group of peers. The Coca-Cola Company promotes diversity and inclusion (Kauflin, 2016). Lastly, there is performance management, which is crucial for the optimum performance of the company. The approaches used are discussions and feedback that help in creating awareness among the employees on their performance goals as well as personal and organizational goals and ensuring they are aligned.
References
Amiot, E., & Gatto, D. (2016). What role for HR in 2020-2025?. Retrieved from http://www.oliverwyman.com/content/dam/oliver-wyman/global/en/2016/june/What%20role%20for%20HR%20in%202020-2025.pdf
Kauflin, J. (2016). The Happiest Companies To Work For In 2017. Forbes. Retrieved from https://www.forbes.com/sites/jeffkauflin/2016/12/02/the-happiest-companies- to-work-for-in-2017/
Wilson, K. (2015). Unbottling Coca-Cola’s Employee Engagement Strategies – Social Media for Business Performance. Retrieved from https://smbp.uwaterloo.ca/2015/02/unbottling-coca-colas-employee- engagement-strategies/
