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

My recommendations to the board - look into Paper ExampleTable of Contents 1. Introduction 4 2. slightly Coca-Cola Company 4 3. make do in question 7 4. Recommendations 8 4.1 C arer 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 writ of execution 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 be 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 substitute existing policies will be made keeping in min d obligatory aspects related to regulations and ethics. 2. About Coca-Cola Company Coca-Cola, a world-leading manufacturer of about 500 varieties of beverages being sold in more than cc countries and employing over a million passel, was an invention of an American about 125 years ago (Pendergrast, 2000), and PepsiCo that arrived frequently 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 railway line management. Coca-Cola has always focused on establishing itself locally and serving its local people and hence, their management philosophy has been to 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 only when also protect its reputation by adopting the right strategies, as well as modifying so me of the existing strategies. Coca-cola operates its various divisions in six groups namely, northwestern 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 kind resources of these regional groups through propagation of common HRM philosophy within the company, and through leadership to manage the vexation 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-Colas 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 em ployment by following diversity in recruitment and recruiting on the basis 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 ask for it to sustain its co