Organizational Analysis, SWOT Analysis Example

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SWOT analysis

Coca Cola Company

Describe the business, or organization

The Coca Cola Company leads in production, distribution, and marketing of non-alcoholic beverages and drinks around the world. The company is a multinational giant with a coveted global market share. The company has expanded in the production of diverse soft drinks, and it is producing fruit drinks and non-soda drinks. The primary objective of the business is to retain its global leadership position in the beverage and non-soda industry through production methods that are of high quality.

Coca Cola is a soft drink distributed by the company in restaurants, stores, and vendors in over 200 countries. The drink is often referred to as Coke. It was originally manufactured as a patent medicine in the late 19th Century. In the 20th Century, the company adopted marketing tactics that made coke dominant in the global market of soft drinks. Concentrate is produced by the company and is sold to all authorized Coca Cola bottlers globally. The company has contracted other bottlers to produce finished products in bottles and cans using the concentrate. They combine it with sweeteners and filtered water. The bottlers are then responsible for selling, distributing, and merchandising Coca Cola to vendor retail outlets. The company is currently manufacturing other cola drinks under the Cola brand name. Such drinks include Diet Coke and Caffeine free Coca Cola. The Coca Cola brand has won as the best valuable brand basing on 2011 Inter-brand.

Determine and describe the types of information this organization would need to make informed human resource decisions.

Human resource managers are responsible for making the most informed hiring decisions. They must screen each job applicant using legal, up to date and accurate resources. They can utilize the services of professionals in pre-employment screening before making any hiring decision. Business organizations should not risk profit margins, credibility, or staff safety by ignoring to investigate job applicants. Some companies ignore to perform the basic, common background checks. The cost of doing business requires that organizations conduct screening. This does not have an option. If an organization employs and individual without scrutinizing his or her past, could cause the organization to have more liabilities.

Human resource decisions should consider the criminal history of an individual. HR managers should search registries of offenders concerning different crimes. HR managers should be aware of the person they are hiring as some could be involved in fraud cases. Education credentials are vital because they verify the required level of qualification. This area has so much fraud because most HR managers do not validate the information provided by the applicants in their resumes. Verification of definite licenses and certificates should be done through an appropriate agency.

Informed hiring decisions can be made based on credit histories. This is especially required in the hiring of employees who will be in charge of company finances, high profile executives, as well as prospective franchisees. Another useful tool is professional references. There are screening firms with knowledge on the questions to ask applicants so that they can get the most insight of the employee being hired. Personal references are not necessary, and they are just a waste of time and expense. This is because it is not usual for an applicant to list a reference that will provide negative recommendation. However, they might be useful sometimes.

States have different laws and policies. HR managers may not obtain all the information they need through pre-employment background. Not all the details about job applicants may be revealed through screenings. However, no magic can tell whether a potential employee is suitable for the job or even reputable. HR managers may not have any criminal history suggesting that an individual has a criminal record. However, a combination of screenings and intuitive skills can help in making informed decisions through eliminating applicants who could be harmful to the organization.

Analyze the organization’s recruitment process and make one (1) recommendation for improvement.

The Coca Cola Company has a well-established recruitment process. First, the company advertises for positions in the company website, newspapers, institutions and others. Applicants send in their application forms with CV and any necessary documents. The next step is the selection process, which varies depending on the position of the job. This is because different roles have different processes. However, most HR managers combine the following tools while recruiting:

Interviews: They use interviews to get more details about the experiences of an applicant. This involves information about high school, previous work experiences, and as well as university. This provides applicants with an opportunity to ask questions because an interview is a two way process.

Group exercises: The Company uses group activities to find out how potential employees communicate and influence others in the place of work.

Presentations: They allow individuals to show their capabilities to articulate ideas and information to a group of people.

Role-plays: They are meant to assess how an applicant reacts to certain situations. They help in highlighting how well an applicant is suited for a position. It involves the use of an assessor who is selected to act as a customer prompting a possible scenario the real workplace.

It is worthwhile to train employees. It is impossible for employees to know and understand the rules, policies, and regulations of a firm without training. Sometimes, introduction of a new technology at the workplace calls for the firm to train employees. After the selection and recruitment of fresh employees, the company trains them for about three months making them part of the company. Coca Cola Company also provides training programs to the already existing employees. This depends on the prevailing condition such as the overture of novel technology. Essentially, the employees have to be trained on the usage the technology before being allowed to start their job.

Recommendation

Currently, organizations are facing stiff competition. Most organizations have the ability to copy technology, products, strategy, and manufacturing processes. However, it is not easy to copy Human Resource management practices. This represents a unique, competitive advantage. For the Coca Cola Company to maintain its leading position competitive advantage, I would recommend that it build an organizational capability. It will be necessary for HRM practices and HR professionals to create value through increasing the level of organizational competitiveness.

In terms of HR policies, assess the organization’s labor relations, training, diversity practices, and other HR areas to the extent possible.

Although Coca Cola emphasizes on its “smile” slogan, employees at the company are more than frowning. Its anti-unionization policies have attracted criticism, and the company is currently facing some labor conflicts in the US. Marketing, distribution and bottling branches, are not in terms with employees courtesy of job cuts, union organizing and contract issues. The company intends to close down some of its branches whilst considering new labor contracts for its employees; this has annoyed some employees who have resolved to strikes.

There is a stained relationship between the company and the union because of the company’s decision to acquire CCE. There is a raging degree of anxiety among employees because of the company’s merger with the distribution wing. Workers claim that the merger is likely to affect the negatively because it threatens their job security and reduces benefits. In addition, as the company plans to take over some bottling facilities, over 50% of the company’s union labor contracts will end. The company is facing intense operational conflict because of the current labor conflicts. It has been accused of ignoring the requirements of authentic faith bargaining and is against union activities.

It is necessary for employees to be trained. It is impossible for employees to decipher the rules, policies, and regulations of a firm without training. Sometimes, introduction of a new technology at the workplace calls for the firm to train employees. After the selection and recruitment of fresh employees, the company trains them for about three months; they become part of the company after the training. Coca Cola Company also provides training programs to the already existing employees. This depends on the prevailing condition such as an introduction of new technology; recruits are trained to use the technology before being allowed to start their job.

Coca Cola Company owns two valuable assets. The company is built around its people and brand. The company utilizes the two assets to accomplish its primary promise of keeping people refreshed and making a difference. The company believes in creating inclusive working atmospheres that seek to leverage its global team, which is wealthy in diversity of people, ideas, and talents. At the company, diversity is a vital part of the human resource policies on the operations of the employees and their future.

The ability to embrace, understands, and operates in a multi- cultural world in both the workplace and market place is necessary in order to sustain its leading position as a multinational company. The company strives for a culture that is inclusive and defined by fundamental factors. Such factors include accountability, integrity, collaborations, quality, and innovations. Every employee is responsible for bringing these values through a strategy of diversity in the place of work. This strategy comprises of programs that aim at attracting, retaining, and developing diverse talents. They also provide support for different work groups from diverse backgrounds.

Create a brief communication that summarizes the organization’s compensation policy

Equity ownership policy: This is a stock ownership policy adopted by the company for ensuring that executive officers maintain a degree of ownership of the company’s equity immediately an employee is prompted to the position of an executive officer. This policy was adopted in 2007 with the primary purpose of reflecting target ownership levels at the company. In 2007, the compensation committee introduced a new plan that brought modifications to prior guidelines by reducing cash benefits, limiting eligibility for benefits, and putting barriers to the acceleration of stock option vesting. The policy also states that if an executive officer is terminated from work, the company makes a decision on the cause of his termination. The officers must forfeit the unpaid severe benefits and repay all that the company had given them.

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