One of the most imperative tasks in a company is to have a very organized system wherein every little facet of company to proliferate is at hand and should be followed accordingly. Human resources and business strategy would be a great tandem in achieving the company’s aspiration. It is necessary to have strict guidelines as what specific target on their workforce should Coca-Cola take into account to fully utilize their operational arena.
Administrative rules and procedures should be on top priority to be productive and efficient. “Task Force focused principally on ensuring that the company designed the best human resources systems possible for Coca-Cola employees” Herman, Alexis, et al. Fifth Annual Report of the Task Force. Northern District of Georgia, 2006. As additional steps for the Human Resources Department at Coca-Cola to have a diverse applicant pools, internal advertisers would be a great toting up to take into account. Employer referrals – having your employees spreading the word will help both recruiting and product sales. Parallel to this, to have a referral from the inside could possibly get a competent and trustworthy applicant like that of the one you have as your employee, and upon doing so, the said employee would get an additional pay if the one he recommends meet the expectations of the company and become part of the association.
Furthermore, this internal advertisers works not only for the company to recruit but to promote the company as well, additional perimeter in considering this system was that attendance would be a lot better since employees are very much eager to portray their job for the reason that their loved ones/friends are with them in the company and it would be easier for them also to adjust with the working place.
In support for the human resources department’s internal advertising, it is excellent to encompass an updated website of the company – Coca-Cola – inclusive of which were the goals of the company as well as the elaboration of what the company really does. In this manner, those who eye for the position would have a bigger grasp on what venture is presented to them.
In order to maintain the fairness and accuracy of the said strategy, it would be great to have an electronic monitoring and develop metrics and rewards wherein it will track down automatically and systematically the output of an individual per se. Through which also, the company would have the ability to foresee its target output for a specific period of time. Whatever you measure improves and adding rewards to the equation makes the behavior improve even faster. This goes hand in hand with the implemented system that the task force recommends. “Task Force focused on monitoring the implementation and effectiveness of these systems to ensure that they were working as designed and that progress was being made” Herman, Alexis et al. Fifth Annual Report of the Task Force. Northern District of Georgia, 2006.
Fast-paced recruitment process is essential to produce a sundry workforce. Focusing on the credentials and abilities would be of great value as well as the probable tool of exploring the know-how of a target applicant. In lieu of the internal advertising system, the company could easily trace the strong points of an individual per se since recommendation comes internally.
