My recommendations to the board Research Paper Example | Topics and Well Written Essays - 1500 words

My recommendations to the board - Research Paper Example Table of Contents 1. Introduction 4 2. About Coca-Cola Company 4 3. Issue in question 7 4. Recommendations 8 4.1 Career development 8 4.2 Workplace safety 8 4.3 Corporate reputation and organizational culture 8 4.4 Compensation benefits 9 4.5 Mentoring and Termination 9 5. Recommendations for implementation plan 10 6. Conclusions 10 References Appendices I. Equal Opportunities Policy 14 II. Sexual Harassment Policy 15 III. Drug Testing Policy 16 IV. Loan Policy 17 V. Termination Policy 18 1. Introduction: An evaluation of company policies based on changing performance trends will help in identifying existing gaps and taking appropriate actions. An attempt towards this direction will be made to identify existing gaps in organizational policies of the beverage-manufacturing giant, Coca-Cola in the North America region. Based on findings, recommendations to include or modify existing policies will be made keeping in mind obligatory aspects related to regulations and ethics. 2. About Coc a-Cola Company: Coca-Cola, a world-leading manufacturer of about 500 varieties of beverages being sold in more than 200 countries and employing over a million people, was an invention of an American about 125 years ago (Pendergrast, 2000), and PepsiCo that arrived much later has been its archrival competitor since many years. With its expansive growth, Coca-Cola is one of the largest multinational companies in the world, and has thus eventually shifted towards a global philosophy of business management. Coca-Cola has always focused on establishing itself locally and serving its local people; and hence, their management philosophy has been to â€Å"think globally and act locally,† (Anfuso, 1994). Considering the current position of Coca-Cola, management has to put in efforts not only to sustain its competitive position but also protect its reputation by adopting the right strategies, as well as modifying some of the existing strategies. Coca-cola operates its various divisions in six groups namely, north America, the EU, the Pacific Region, the East Europe/Middle East, Africa and Latin America. The corporate HRM at Coca-Cola facilitates the connection between human resources of these regional groups through propagation of common HRM philosophy within the company, and through leadership to manage the business internationally (Ashwathappa & Dash, 2013). From a policy perspective, Coca-cola focuses on translating all its organizational policies into practices and procedures that abide by the national laws and are aligned to local culture. Coca-Cola’s HRM philosophy is translated into different strategies in different regions that suit the necessary regulations, culture, and business requirements. For instance, in North America, Coca-Cola employs skilled personnel irrespective of their ethnic background, which not only helps their business but also abides by the federal laws of employment by following diversity in recruitment and recruiting on the bas is of performance, skills and qualifications (Workplace Rights Policy, n.d). A brief hypothetical account of demographics at Coca-Cola is represented in Table 1 below: Coca-Cola employs a comprehensive HR policy that addresses various HR needs that would be required for it to sustain its co