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H.R. Department at Coca-Cola

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Q1- Introduction, business profile of Coca-Cola, and its historical prospective.

In May 1886, Coca-Cola was invented by Doctor John Pemberton a pharmacist from Atlanta, Georgia. The name was a suggestion given by John Pemberton's bookkeeper Frank Robinson who was the first to script "Coca-Cola" into the flowing letters which has become the famous logo of today. Until 1905, the soft drink, marketed as tonic, contained extracts of cocaine as well as the caffeine-rich kola nut.

As we know, every new product in its introductory stage faces a certain loss due to higher cost relatively to the revenue generated after sales, and that was the case when Pemberton started the selling process on May 8 of that same year, where he ended up with a loss of $20 as a result of costs equal to $70 and revenues equal to $50.

By the late 1890s, Coca-Cola was one of America's most popular fountain drinks. With another Atlanta pharmacist, Asa Griggs Candler, the Coca-Cola Company increased sales by over 4000% between 1890 and 1900. Advertising was an important factor in Pemberton and Candler's success. And by the turn of the century, the drink was sold across the United States and Canada. In addition, the company began selling syrup to independent bottling companies licensed to sell the drink.

After 19 years of the invention date, the Coca-Cola Company started operating internationally and it became the world's largest bottle of liquid, nonalcoholic refreshment.

It took the company about 119 years to turn the $20 loss in 1886 into $596 million profit in 2004, and that implies a successful business strategy followed by the company.

Coca-Cola Enterprises is the world's largest Coca-Cola bottler, selling approximately 43 billion bottles and cans each year. The company markets, distributes and produces beverage products of Coca-Cola Company and its subsidiaries. The products include Coca-Cola Classic, caffeine free Coca-Cola classic, diet Coke, Sprite, Cherry Coke, and Fanta. The company conducts its business primarily under agreements with The Coca-Cola Company, which own around 37% of the company's common stock.

These agreements give it the exclusive right to market, distribute and produce beverage products in specified territories. This also provide the Coca-Cola Company with the ability to establish prices, terms of payment and other terms and conditions for the purchase of concentrates and syrups, in addition to other significant transactions and agreements including acquisitions of bottling territories, arrangements for cooperative marketing, advertising expenditures, purchases of sweeteners and strategic marketing initiatives.

The company has four key strategy objectives:

 Strengthening brand portfolio.

 Fully leveraging revenue management capabilities.

 Continuing to build and improve customer relationships.

 Continuing to increase efficiency and effectiveness in operation.

Advertising and sales promotions are the essential elements in the marketing of the products.

Today the company operates in almost 200 countries around the world with a population of 398 million people. The company employs 74,000 people who operate 454 facilities, 55,000 vehicles, and 2.5 million vending machines, beverage dispensers, and coolers.

Q2- Describe the purpose and the primary objectives of Coca-Cola's H.R. department.

The Coca-Cola H.R. department provides associates with the opportunities to develop knowledge and skills that lead to more effective job performance. The developmental process is a joint responsibility between managers and associates. This process includes determining development needs, agreeing on the development methods, and coaching. Methods of development may include on-the-job experiences, specific training programs, or other developmental approaches. Development, coaching, and feedback are extensions of the performance appraisal process, and prepare associates for current and future business needs.

To enhance the performance of individuals and departments to meet business needs, a combination of internal and external resources may be utilized.

Coca-Cola operates in a pay for performance business environment. The company's total compensation programs are structured to drive value creation, to provide cost-effective rewards that are meaningful to associates, and to encourage continuous learning, making the company as successful as it can be. Integral to the success in the nearly 200 countries where they do business are the people of the Coca-Cola business system who remain intensely focused on creating long-term value for their share owners. Such value creation depends on the people ability to consistently identify new growth opportunities and to develop innovative ways to convert opportunity to value. The company institute processes to enhance skills and capabilities.

Q3- What were the basis in staff selection for international assignment were opted by Coca-Cola?

In order to select the best applicant suited for a certain position in the organization, the company relies on selection standards on which management can focus when recruiting and hiring.

Being an international company, Coca-Cola prefers that their applicants be fluent in more than one language which will ease the transfer to other geographic areas where their fluency will help them in different operations in their work location. This standard is demonstrated in the board of directors where out of 21 members only 4 persons are American.

Another standard used by the company is through a recruiting program aimed to identify candidates inside colleges. Coca-Cola seeks student abroad as well as foreign student studying in the U.S domestic universities. It provides a year of training for the foreign students in the U.S before sending them back to their home country.

The last standard used is the internship program. It's directed to foreign students looking for work during school breaks either in the U.S or at home. These interns are assigned a project which needs a presentation including a discussion of likes and dislikes of the work. This is followed by an evaluation of each intern on which the management relies to choose a future potential employee with the company.

By using these standards, the firm is finding talented candidates on a global basis.




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