Nowadays everyone whether a homeless or a first-former can easily give precise information about what is Coca-Cola as it is one of the most successful and recognized brands all over the world.
“Marketing is a soul of Coca-Cola Company,” believes former chairman and CEO, Neville Isdell (168). However, human resources management is also of paramount importance. “Our commitment to respecting human rights is fundamental to our 2020 Vision and our ability to operate a successful global enterprise,” states the Coca-Cola website (“Human and Workplace Rights”, n.d.). Companies’ human resources strategy includes the use of external as well as internal recruitment of potential job candidates.
Talent management is a strategic area that covers all human resources processes in the company. Coca-Cola is looking for people who are ready to look one-step ahead and do something creative due to their approach, originality, and ability to adapt to different situations. As part of its global expansion development program, Coca-Cola is successfully expanding the network of direct distribution throughout the world “having 93, 000 employees in 2012” according to Berg (17). External recruitment brings such advantages as new ideas, a broader pool of candidates from which to choose, and people with wider experience. Nevertheless, some flaws are also should be noticed: longer selection process and greater costs of training new employees.
Pendergrast states, “The world in which we operate has changed dramatically, and we must change to succeed” (418). The company gives each employee the opportunity to develop and strengthen his or her professional skills. For the evaluation and development of managerial staff, Coca-Cola uses a model of Leadership Pipeline (“Roadmap to Build a Better Leadership Pipeline”, par. 2). The Leadership Pipeline model promotes an efficient generation of the internal talent pool, to detect talented managers in a timely manner, and provide them with an opportunity for further development. By the way, Coca-Cola Company pays its attention not only to the employees but to needs of society, too: “we continue our work to provide more choices, in smaller pack sizes, in more communities – waters, lower-calorie, and lower-sugar drinks, diet soda, and zero-calorie drinks,” claims Mr. Kent, the chairman, and CEO of Coca-Cola Co (par. 7).
I consider that internal recruitment would yield the best results as the company always pays special attention to the training and development of every employee. Coca-Cola strives to create an atmosphere of happiness and pride in its company for people that come to work every day; to develop employees ‘ not only professional skills but also personal ones. The company respects individual freedom, human rights, provides equal opportunities, and does not accept any discrimination. According to the results of the evaluation of the specialists, the staff-training department defines the necessary training programs and courses. In addition, despite the disadvantages including a limited number of employees or possible resentment, one may note such benefits of internal recruitment for the company as cheaper and quicker employment and the company already familiar with the strengths and weaknesses of candidates. Besides, employees already know the business they have to perform while the company support can be motivating for working hard.
In conclusion, it should be stressed that the Coca-Cola Company has come a long way of evolution and development successfully overcoming different challenges and gaining experience in many respects thanks to the people who work for it.
Works Cited
Berg, Mike. Invisible to Remarkable: In Today’s Job Market, You Need to Sell Yourself as “Talent”, Not Just Someone Looking for Work, Bloomington, IN: IUniverse, 2012. Print.
“Human and Workplace Rights.” The Coca-Cola Company (n.d.). Web.
Isdell, Neville, and David Beasley. Inside Coca-Cola: a CEO’s life story of building the world’s most popular brand, New York: St. Martin’s Press, 2011.
Kent, Muhtar. “Coca-Cola: We’ll Do Better.”Wall Street Journal. 2015. Web.
Pendergrast, Mark. For God, Country, and Coca-Cola: The Definite History of the Great American Soft Drink and the Company That Makes It. 3rd ed. New York: Basic, 2013. Print.
“Roadmap to Build a Better Leadership Pipeline.”Bangkok Post. 2015. Web