Human Resource Management

Topics: Human resource management, Management, Human resources Pages: 21 (7133 words) Published: September 4, 2013
First Name/s| Lesa Jane|
Student Number| 117943|
Subject| Human Resource Management|
Assignment Number| 1|
Tutor’s Name| Dr S. R. Ramdial|
Examination Venue| Durban|
Date Submitted| 04th September 2011|
Submission (√)| First Submission| | .resubmission| | Postal Address| P O Box 689|
| 3652|
| KwaZulu-Natal|
| South Africa| 3652|
Contact Numbers| 031 765 2547 (Work) | | 031 776 4062 (Home)| | 083 252 6486 (Cell) | Course/Intake | MBA Year One July 2011|

Declaration: I hereby declare that the assignment submitted is an original piece of work produced by myself.| Signature: LJ Bradshaw| Date: 04 September 2011|

1Question 1 :Talent Management and Development within Coca-Cola3
1.1Recruitment and Selection Process41.2Training and Development Process5 2Question 2 : Coca-Cola as a Best Employer of Choice 7
2.1Primary Benefits8
2.2Secondary Benefits and Working Conditions9
2.3Training and Development10
2.4Career Development11
2.5Company Culture12
3Question 3 : Performance Management and Compensation within Coca Cola 13 4Question 4 : Coca-Cola as a Role Model for Strategic Human Resource Management16 5Bibliography21

Question 1:
“An important variable of success is when employees are allowed to develop and their talent is leveraged resulting in high employee retention” – CEO of Coca Cola. Examine and Explain how Coca-Cola subscribes to the above philosophy and reflects this in their Talent Management and Development Strategy:

Discussion Points include:
* Importance Talent Management and Development in maintaining the Competitive Advantage * Coca-Cola’s strategies to Acquire, Select and Develop talent towards ensuring retention In a world where global competition put technology and service on a par, it is the people within an organization that give it the competitive edge. Coca-Cola, recognized as one of the world’s leading brands that focuses largely on the marketing of its brand to remain ahead, has recognized the importance of its human resources and, in an effort to attract, retain, and inspire its people, it has developed several integrated Human Resource strategies to ensure that its employees share the organization’s vision, relate to and love the brand, and feel valued and recognized as one of the key success factors within the organization. Bergeron (2004: 134) maintains that “winning organizations know that in today’s fiercely competitive market place, a well designed and executed talent strategy, that enables people to meet business goals and organizations realize their vision, is imperative and not an optional action”. Coca-Cola is operating in a highly competitive sector and, in order to retain its global success, it has the challenge of ensuring that its people live the vision of the organization, are brand ambassadors for its products, and become integrated as part as its valued human resources as quickly and efficiently as possible. In order to achieve this integration, and retain such talent, Coca-Cola relies on a comprehensive Talent Management and Development Strategy that is aligned to the organizational vision of brand passion.

Talent management refers to the process of attracting, retaining, developing and motivating highly skilled employees and managers. Within the context of Coca-Cola SA and its aim for global competitiveness, this process becomes a key integrated business strategy as the reality is that in a semi-emerging...

Bibliography: * Allen, N.J. & Meyer, J.P. (1990). “The measurement and antecedents of affective, continuance and normative commitment to the organization.” Journal of Occupational Psychology, 63.
* Bergeron, C. (2004) “Build a Talent Strategy to Achieve your Desired Business Results.”
Handbook of Business Strategy
* Gbadamosi, G. (2003) “HRM and the Commitment Rhetoric : Challenges for Africa.”
Management Decision
* Grobler, P., Warnich, S., Carrell, M.R., Elbert, N.F. & Hatfield, R.D. (2006) Human Resource Management in South Africa. 3rd Ed. London: Thomson
* Nel, P.S., Werner, A., Haasbroek, G.D., Poisat, P., Sono, T
* Noe, R.A., Hollenbeck, H.R., Gerhart, B. and Wright, P.M. (2008) Human Resource Management: Gaining a Competitive Advantage 6th Ed. McGraw-Hill
* Sekiguchi, T
* Shaw, S. & Fairhurst, D. (2008) “Engaging a new Generation of Graduates.” Education and Training. Vol.50, No. 5, 2008, pp 366 – 378.
* (Accessed 17th August 2011)
* - Accessed 18th August 2011
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