Human resource management is a complex task that requires skills and knowledge about ways of managing employees in the company. Human resource division is tasked with the role of ensuring that the organization hires qualified individuals who will perform their duties efficiently. The following case study analyzes Coca-cola company strategic human resource management to determine its efficiency and effectiveness in achieving the organization goals.

The Company

Coca-cola Company is an international organization that produces water and beverages to the market. The company provides several types of brands of drink, but the Coca-Cola brand is the leading product that has the highest sales (Perkins, Shortland, & Perkins, 2006). John Stith Pemberton invented the Coca-cola brand in 1886, which was later bought in 1889, by As a Candler.  The firm provides over 500 different types of non-alcoholic beverages. In addition, the company has invested in over 200 countries in the world to ensure timely delivery of the organization products. The firm uses the franchising distribution system to allow efficient distribution of the company products. Their headquarters are in Atlanta, Georgia. The company has disintegrated its human resource department to various major geographic areas.

Situational Assessment

Human resource management is an integral part of the company’s strategic goal. The company ensures that that it continuously develops the human resource department to ensure through training and education programs (Armstrong & Armstrong, 2011). Training equips the human resource managers with the required skills to manage a diverse workforce. Due to investment in the different environment, the organization decentralized it human resource function to the primary industries in the different countries. Decentralization of human resource department enables the organization to understand the employees’ environment at a closer level. The company values the importance of workers on value creation of their products (Perkins, Shortland, & Perkins, 2006). Human resource division is tasked with the role of ensuring that the company’s goals strategies are aligned with employees’ duties or roles in the organization. Therefore, it is important for the human resource management to acquire skilled employees who will enable the company to achieve its strategic goals (Aswathappa, 2005). The human resource managers liaise with the general manager to determine the organization objective and the skills needed to achieve the set target. Coca-cola human resource department first carry out, and organization analysis to determine the vacant position and in the organization and defines the ways to fill it. Human resource management is tasked with the role of organizing, planning, and supervising the employees for them to carry out the firm’s activity (Aswathappa, 2005). Human resource department majors on acquiring the best-qualified and skilled workers and develops a strategy to maintain them. The human resource promotes a work environment that will enable the unity and development of the employees.

New HR Policies and Procedures

The human resource departments create policies and procedures that will fit all employees in the in the different environment. The following are the primary new policies and procedures that need to be implemented by the company in the management of employees (Armstrong & Armstrong, 2011). First is the policy and procedure on the method to use in the acquisition of employees. The policy helps in setting out the approach to use in identifying the appropriate individual for a vacant position. Policy and procedures help in sorting the application made for a position in an organization. Coca-Cola Company should implement this policy to ensure that they have acquired the best employees for the firm operation (Perkins, Shortland, & Perkins, 2006). The second policy is that the company should provide equal job opportunity. The policy should prohibit discrimination against candidates in terms of race, religion, color, nationality, age, or medical condition (Armstrong & Armstrong, 2011). Non-discrimination policy upholds fairness in employment and helps protect the rights of potential employees with any form of perceived disabilities. A company can use affirmative action to ensure all the society members have an equal chance for employment consideration (Truss Mankin, & Kelliher, 2012).. The application of this policy can improve a company’s image and ensures work diversity is observed as an ethical requirement.

The third human resource policy that the company can use is the leave policy. The company should allow some of their employees to take some time off (Armstrong & Armstrong, 2011). The policy gives the employees time to attend to personal obligations, cover physical and health issues and gives room for planning of holidays and vacations. Employees become more functional and active; this improves efficiency and the quality of work delivery. Responsibility should, however, prevail on the side of employees not to take excessive amounts of time off work as it may reflect disinterest in the job (Amos, 2008).

The final policy is that employees should be required to comply and work with the organization’s set mission and objectives. Organizations need to have clearly set out goals that are represented in their mission, vision, and objective statements (Armstrong & Armstrong, 2011). These guide how employees conduct their work towards achieving the set goals. It also helps maintain the organizations’ bureaucracies in terms of how services are delivered and how follow-up is made. Aligning the company’s objective with the employees’ duties will be very useful in determining the success level of the organization (Armstrong & Armstrong, 2011). Most businesses are implementing this policy to ensure that their employees have the best skills to carry out the organization tasks

Implementation

Implementation of new policies in the workplace requires careful planning and setting implementation strategy. The following are the ways that the company can implement the new policies in the organization (Truss Mankin, & Kelliher, 2012). The human resource manager should first analyze the business needs for human resource policy and procedure change and decide which of the new policies to implement. After decision-making the humans, resource managers should evaluate the effect that the new policies will have on the company activity (Armstrong & Armstrong, 2011). The human resource department should then inform the top-level managers of the proposed changes and the results expected from the policy and procedure changes. Top-level managers will then decide if the organization can make the changes. If the decision by the managers is that, the organization should change its policies, and then the human resources move to the implementation stage (Aswathappa, 2005). In this stage, the human resource department determines how the policies will be monitored after implementation. The department should also examine how the new policy will affect the firm’s ability to attract new candidates and retain the current employees (Armstrong & Armstrong, 2011). The policies suggested will be crucial in addressing the employee’s needs through career growth opportunity. Human resource managers then determine how the organization has hurdled such issues before. After the policy analysis, the human resource should inform the employees of the proposed changes and the benefit it will have to them (Aswathappa, 2005). The company can communicate to the employee through a press release or internal means of communication. The human resource department then asks the employees for feedback about the policy and procedures to be changed (Armstrong & Armstrong, 2011). Through feedback, the organization will determine the views of the employees and rectify areas that they feel need changes. After feedback analysis and change, the human resource department then drafts the policy and sets the methods to implement it in the organization (Dhar, 2008). The new drafted policy showed the state the purpose, scope, responsibility, definition, effective date and the approval of the new policy paper (Truss, Mankin, & Kelliher, 2012). The new drafted policy can be published on the company websites.

 

Risk Assessment

The company failure to implement the above proposal may result in the following risks. First, it may expose the company to lawsuits. Most of the countries have implemented laws requiring the organization to observe affirmative actions policy by the government (Armstrong & Armstrong, 2011). Due to the low rate of women development most states have made it a constitutional requirement for the firms to hire and promote women. The company should ensure that they offer equal opportunity for all applicants irrespective of their race, age, religion, and culture (Aswathappa, 2005). The organization needs to implement this policy and procedure in its all branches to reduce the risk of laws suits.

The second risk is that it may lead to high employees’ turnover (Truss Mankin, & Kelliher, 2012). If the employees feel that, their needs are not being met by the firm, they can opt to quit the organization employment and apply to a better organization that has better policies and procedures. The third risk that the organization faces is the lack of motivation (Armstrong & Armstrong, 2011). Sound policies and procedures promote employees motivation. Policies that address the challenges those employees go through when working, improves their loyalty and admiration of the firm. The main risk that the organization may face due to the implementation of the proposed policy is resistance to change. Changes in the organization policies and procedures mean that the company will have to change its culture (Aswathappa, 2005). Some employees may fear policy changes hence resisting any attempt by the human resources to change the roles in the organization to match the team goals. In addition, new policies may increase the cost of labor hence increasing the organization expenses. Training and development policy requires the organization to train and educate the employees to ensure their skills matches the changing environment needs (Armstrong & Armstrong, 2011). The cost of training the employees may be high leading to high cost of labor. The new policies and procedures will positively affect the ability of the organization to hire qualified employees (Aswathappa, 2005). More people will be willing to work in the organization since it has better chances of career growth, and their employment leave policy is favorable. The new system will attract more qualified individuals to work in the organization, than other firms do, in the global market.

Follow Up and Success Measurements

The organization can monitor the success of new policy by analyzing employee motivation. If the employees are poorly motivated due to the changes the management should review it implementation process (Armstrong & Armstrong, 2011). The company can also measure the success of new policies through the analyzing the rate of employees turnover. If there are more employees leaving the organization, the management should quickly revert their policy to ensure employee retention. However, if there are more job application and little employee’s turnover, then the company should is assured that the new strategy is working (Aswathappa, 2005). The management can also interview the employees through a questionnaire to determine how they feel after the implementation of the program.

Conclusion

The Coca-Cola company should implement the new strategies since it will enable the organization to acquire and retain the employees. The high rate of employees turnover displays a poor public Image of the firm. The human resource management should be careful in their implementation strategy to reduce the level of risk.