CASE ANALYSIS

I. II. III. IV. V. VI. VII. VIII.

Time Context: (year) View Point: (of a Human resource manager) Facts of the Case: (summary- bullet form) Statement of the Problem: Objectives: (how to solve the problem) Areas of consideration: (SWOT- Strength, Weakness, Opportunities and Threats) Alternative courses of Action: (3 alternatives: Advantage and Disadvantage of this) Recommendation: (why? for the 3 alternative of actions each)

I. II.

TIME CONTEXT: YR 2013 VIEW POINT- HUMAN RESOURCE MANAGER A human resource manager is the one responsible for administrative, operational and strategic roles governing the people in the company. He functions as the first point of contact for employees for inquiries and requests. He should be capable for policy making, counseling for ethical concerns and welfare and for legal consultancy. The operational role revolves on processing and record keeping mainly on recruiting, training, motivation, communication and understanding of corporate culture. He is also the one assigned on linking the human resource function with the strategic objectives to improve valuable performance. FACTS OF THE CASE Coca Cola failed to have continuous success in the global market over the years The company should refocus on the brand belief and what it does to ensure stability and competitiveness internationally to achieve their mission. Commitment to goals propelled on invigorating the right people, unleashing their talents collectively to make the sustainable growth a reality. Employees define the core of a company, it is who they are; they need to cultivate, innovate, create and excel.

III.

IV.

STATEMENT OF THE PROBLEM The Coca-cola lacks in their human resources on how they can recruit potential job candidates and how could they manage them especially their skills / talents that need to be develop. This study aspires to explore options on how to create and reinvigorate growth through brand belief and behavior with the emphasis on their employees and their abilities. OBJECTIVES 1. Evaluate existing human resources and focused on the retention and acquisition of highly skilled and knowledgeable employees. 2. To enhance and activate a working force with proper behavior and principles of commitment; to grow their talents in utmost level and utilize them for common good. AREAS OF CONSIDERATION (SWOT ANALYSIS)

V.

VI.

A. STRENGTHS 1. The most popular beverage brand in terms of reach and sales. 2. They have excellent branding and advertising. 3. Strong and efficient supply chain network, ensuring that all the products are available even in the most remote places. 4. Celebrity endorsements and sponsors of world events. 5. Strong financial condition. 6. Effective and efficient packaging technique giving emphasis on recycling and reusing. 7. Corporate social responsibility activities in terms of water conservation and recycling, education health and etc. 8. High brand loyalty; 9. Secret formula.

B. WEAKNESSES 1. Aerated drinks not popular with health conscious people. 2. No fruit or pulp, all artificial flavor. 3. Strong competition in the aerated drinks segment from Pepsi Co means constant fight over market share 4. No presence in the snacks and food industry. C. OPPORTUNITIES

1. Increase its reaching untapped countries and market 2. Market and popularize the less known products 3. Acquire other companies 4. Diversify its product portfolio by entering into snacks industry to compete with Pepsi Co. D. THREATS 1. Health consciousness amongst people 2. Difficulty in complying with different government regulations and norms in different countries 3. Inflation, economic slowdown and instability 4. Strong competition

VII.

ALTERNATIVE COURSES OF ACTIONS A. JOB ANALYSIS A job analysis is used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job needed to perform the work and identify major job requirements. It helps provide the organizations in determining which employee is best bit for specific jobs. The purpose of a job analysis is to prepare job descriptions and job specifications that will help hire the quality workforce for the organization. This is also important in selection procedures, in training, recruiting, compensation, performance appraisal and in employees relationship. Though job analysis plays a vital role in all other human related activities but every process that has human interventions also suffers from some limitations. The process of job analysis also has its own constraints.

Advantages of Job Analysis

Disadvantages of Job Analysis

B. PLANNING AND FORECASTING It is the process of deciding what positions the firm will have to fill and how to fill them. The human resource department involves in company strategic planning and they also make sufficient planning for hiring new employees in the future. They forecast for the expected employees needs in the organization. They forecast of employees on the change technology and increasing in productivity. After planning they can send the report in the head office for approval then they can start recruitment process. Forecasting is the heart of the planning process. The purpose of HR forecasting is to ascertain the net requirements for staff by determining the levels of demand for, and supply of, human resources now and in the future. There are benefits derived from planning and

forecasting namely- reducing the HR cost, increases organizational flexibility, and ensures that the organizational requirements take precedence over issues of resource constraint and scarcity. ADVANTAGES: Human resource planning takes a proactive approach to meeting the company's needs, an advantage to the company. With a proactive approach, the company anticipates future needs, evaluates the company's current workforce and determines what actions to take to prepare for the future. The human resource department enjoys the ability to consider all aspects and the potential implications of different actions before acting. Companies without human resource planning react to employee needs without allowing enough time to consider all the options. Another advantage of human resource planning involves employee development. As the human resource department identifies potential employees to move into future management positions, it can implement actions that will develop those employees' management skills. Human resource planning allows the company to review performance appraisals to see what skills an employee lacks and provide training opportunities to that employee. DISADVANTAGE: One disadvantage of human resource planning relates to the current cultural thinking of the employees. Many employees work in the same manner they were originally trained. These employees learn to perform their work efficiently and take pride in their ability. When human resource management decides to take a new approach and implement human resource planning, these employees feel threatened. Their current skills may not transfer to the new processes and the employee would need to learn a new system.

C. ENSURING EMPLOYEES JOB SATISFACTION

Happy employees are productive employees. The most focal employees attitude is job satisfaction through appraisal of their commitment and work for the company. Employees are the most important assets of the company so it is very crucial to give them importance. The satisfaction of the employees makes the company successful, therefor they should be careful about employees health and benefits: basic salary, bonus, medical benefits, gratuity fund and social security concerns. ADVANTAGES: Bringing on the smiles counts the benefits. Ultimately, though, the source of productivity is the individual knowledge workers who get things done every day. And the evidence is clear: People perform better when theyre happier. People are more productive and creative when they have more positive emotions and it is clear that happiness boosts performance. DISADVANTAGE: Contentment breeds complacency. Having happy employees has many benefitsbut also costs that can sometimes outweigh the benefits

For example, happy employees tend to enjoy the status quo so much that they might resist changes to it. This is hardly a recipe for success in todays world, where agility and embracing change are essentials for success. Another potential cost is that happy employees can feel so satisfied with their work that they refrain from taking on new challenges. As we all know, dissatisfaction with ones current position leads one to search for alternatives and innovate.

VIII.

RECOMMENDATIONS: A. JOB ANALYSIS

Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity. Therefore, this is recommended to help HR manager in fitting the right kind of talent at the right place and at the right time. B. FORECASTING AND PLANNING This should be done strategically. To plan it is helpful to have good forecasts of the environment and the impact of various strategies. A description of the planning process should be provided. This stressed the need for commitment-seeking in all steps of the planning process. Try to obtain forecasts using different methods in order to compensate for errors inherent in single method.

C. ENSURING EMPLOYEES JOB SATISFACTION Greater insights on the relationship between employee attitudes and business performance will assist HR professionals as they strive to enhance the essential people side of the business in a highly competitive, global arena. At the end, the concerned should see to it if the employees attitude and job satisfaction moved in the desired direction.

I.

Action Plan (how to implement the recommended ACA) DATE ACTIVITY

task-oriented or a worker-oriented approach

PERSON-IN-CHARGE
industrial psychologist

BUDGET 50,000 +

3rd week of Aug. (12-17)

2 week of Sept.

nd

Training / seminar for the development of the employees to plan and forecast for the companys future

-Human resource dept. -Professional persons who has the expertise regarding this

80,000 +

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-Careful attention to their employees especially if they did a great job in order to inspire and sustain their hard work. -influencing employees to work toward achieving companys objectives

Their leaders and colleagues around them

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