For the Coca-Cola Company, human capital is of critical importance in shaping the direction of the organization from the top down. It is expected that management teams will address concerns and make changes as required to identify and improve core competencies to achieve organizational growth over the long term (Ulrich et.al, 2009). These efforts provide a valuable influence towards the achievement of organizational objectives on a consistent basis, as well as the fulfillment of the organizational mission (Ulrich et.al, 2009). In addition, human resources personnel must be active contributors to the development of new perspectives to achieve maximum contributions from the organization’s employees (Ulrich et.al, 2009).
Core competencies provide an opportunity to convey key employee strengths to accomplish their roles in the workplace setting, and this is of critical importance at Coca-Cola in different ways (Ulrich et.al, 2009). With a strong organizational culture, a rich and diverse history and an iconic brand name, it is necessary to address the preservation of this history while also remaining consistent with current trends. A stronger organizational culture is likely to support the expansion of core competencies because these strengths have a positive influence on supporting the mission and vision of the business (Ulrich et.al, 2009). For Coca-Cola, its human resources department must set an example for continued growth and change through the implementation of new strategies as necessary to support continued success (Ulrich et.al, 2009).
Transforming an organization to keep up with the ever-changing business climate requires an understanding of the existing culture and core competencies of its employees. Leaders must focus on improving employees and allowing them to develop their core competencies to align with the existing culture. In addition, human resources personnel must establish policies and procedures that will lead to employee creativity and growth. These efforts play an important role in supporting the organizational culture, enabling employees to thrive, and providing a positive experience for the customers that are served.
Ulrich, D., Allen, J., Brockbank, W., Younger, J., and Nyman, M. (2009). HR Transformation: building human resources from the outside in. McGraw-Hill.