Overview of Coca Cola Amatil
Question:
Discuss about the Organizational Culture for Information Science and Management.
The main objective of this task is to analyze and evaluate the human resource management strategies and policies within the organization. Coca Cola Amatil has been selected in the task which is the largest food and beverage firm. Effective organizational structure is very strong and unique in the company. Furthermore, the paper explains that how the organization maintains effective and unique HR strategies to retain the employees within the organization. Leadership theory, motivation theory also has been explained in the tasks. Along with this, here is the discussion about the employee engagement.
Coca Cola Amatil is one of the biggest companies in Australia. Non-alcoholic, food and beverage products are offered by the organization (Oplatka & Hemsley-Brown, 2012). The firm operates its business activities and operations in various countries including Indonesia, NewZeland, Australia, Fiji and Samoa. The products of the company include soft drinks, sports drinks, energy drinks, flavored mil, coffee and tea. There are approx 14,000 employees working in the organization. The corporation was incorporated in 1904 (Coca Cola Amatil, 2018).
Mission: The main mission of the firm is to develop and build good quality of food and beverage products to the customers for providing satisfaction to them in the international market.
Vision: To achieve mission, the firm needs to develop a set of goals and objectives which will work for the welfare of the customers. The other vision of Coca Cola Amatil is to maximize and increase its profitability and revenue by rendering best quality of beverage and food products and services to the consumers across the world (Coca Cola Amatil, 2018).
The organizational structure of the firm is unique and effective. Alison Watkins is the CEO and cofounder of the company. All the decisions are taken by the CEO in the organization. The head office of the firm is responsible for providing the direction and support to the company in term of regional structure.
Alison Watkins focuses on the organizational structure of the firm to run the business activities and operations successfully. She focuses on the performance and productivity of the company as well as employees (Dick & Merrett, 2007). Coca Cola Amatil maintains effective and sustainable human resource management to make unique policies, strategies and plans for the success and growth. Various strategies are used by HRM to improve and boost the performance of the workers (Varma & Budhwar, 2013). Some of the HR strategies which are being initiated by the organization in today’s competitive world have been stated below.
Leadership strategies: The leadership strategies and styles are initiated by the HRM within the organization in order to assist and direct the employees. It helps in attaining the long term goals and objectives. Furthermore, leadership is one of the significant tools to understand and evaluate the mission and vision statements of Coca Cola Amatil. By using this strategy, Alison Watkins tries to improve and enhance the morale of the employees. No company can attain better result without using leadership styles in the organization. The CEO Alison Watkins uses autocratic, democratic and lasses faire leadership styles within the organization to motivate and inspire the employees for doing work effectively and successfully (Briscoe, Tarique & Schuler, 2012).
Mission and Vision of Coca Cola Amatil
Motivation strategies: One of the significant strategies of Coca Cola Amatil is motivation that could helps in encouraging the workers for performing better results and outcomes in the marketplace. By using motivation strategy, the firm has been able to meet its desired goals and objectives. Furthermore, it also reduces the cost of the firm. The employees are able to focus on the quality of the products and services with the help of motivation. Motivating employees help in providing satisfaction and morale to the customers. In this way, the company is able to maintain a unique and dynamic image in the food and beverage industry (Stahl, Björkman & Morris, 2012).
Performance management strategy: This strategy is also initiated by the corporation to attain goals. Performance management is a process of evaluating and analyzing the productivity and performance of the potential workers. By using this strategy, the company can differentiate between potential workers and ineffective workers within the organization. It improves and boosts skills, experience, potential and knowledge of the employees. Along with this, the firm also uses performance appraisal strategy to offer various benefits to the employees. The employees can get rewards either in cash or kinds. All these HR strategies are used by human resource management team in Coca Cola Amatil Corporation (Bratton & Gold, 2017).
HRM is responsible for conducting business operations and actions successfully. The human resource management functions have been stated below.
- HRM is liable to make effective and unique policies, plans and strategies for the welfare of the customers as well as organization. Furthermore, HRM handles the workforce as it also control on the various external activities and operations.
- HRM in Coca Cola Amatil is responsible for recruiting and selecting the potential and capable employees within the organization. The human resource management is accountable for managing and handling the issues and conflicts of the employees.
- Along with this, training and development session and seminars are held by the HRM to improve and boost the efficiency and effectiveness of the workers. It is noted that training and development is an important function of HRM which helps to maximize the outputs and results of Coca Cola Amatil.
- In addition, one of the vital functions of human resource management is compensation. The compensation helps to inspire the employees for maximizing the outputs and results. Therefore, the HRM helps to provide various rewards, incentives and compensation to the workers (Rees & Smith, 2017).
- Along with this, HRM is responsible to measure and analyze the performance and efficiency of the employees. For this purpose, performance management system is implemented by the HRM within the organization.
- Along with this, the HRM is accountable for maintaining a reciprocal relationship in the workplace. Moreover, they also maintain favorable relationship among the customers. In this way, HRM helps to reduces and avert the personal issues and conflict of the workers at the workplace (Sanayei and Mirzaei, 2012).
Apart from this, various practices are being initiated by human resource management that have been detailed below.
- The human resource management develops and builds advanced workforce planning capabilities to attract and retain more and more candidates in the organization.
- Along with this, favorable and unique culture is maintained by the HRM within the organization that will help to motivate the workers.
- In addition, HRM also analyzes and identify issues, conflicts and problems of the employees. They keep an eye on the performance and efficiency of the candidates.
- Moreover, HR team fulfills the needs, requirements and choices of the applicants. It will help to reduce and eliminate the stress and anxiety of the employees.
- Human resource management develops skills and talents among the employees by providing training and development coaching to them.
All these practices and functions are being performed by HRM in Coca Cola Amatil to explore and expand its business in the foreign market (Bratton & Gold, 2017).
The employee engagement is a fundamental concept in the effort to understand and describe the nature of the relationship between an organization and its employees. The employee engagement is an essential to accomplish the long term objectives and goals. It is important to maintain effective relationship between an organization as well as employees. With the help of employee engagement, Coca Cola Amatil has been able to provide satisfaction to the workers (Albrecht, 2012). There is a close relationship between employee engagement and innovation. Engaged workers perform at a higher level and they show their interest towards jobs and duties. It is also important to collaborate and communicate employees within the organization. In addition, the firm has been able to retain the workers who are leaving the company. Along with this, it also helps in reducing the risk of turnover within the organization. Along with this, employee engagement is a workplace approaches that main aim to create the conditions in which the employees offer more capabilities and potentials. It will also help to provide better customer services in the marketplace. In this way, the firm can beat the competitors and make a good financial image globally (Mone and London, 2018).
The structured plan to increase and enhance the employee engagement has been discussed below.
(Source: https://www.apsc.gov.au/publications-and-media/current-publications/staff-research-insights/employee-engagement)
Conclusion and recommendations
On the above discussion, it can be concluded that Coca Cola Amatil is one of biggest companies in food and beverage industry. Various food and beverage products are provided by the company to the customers. HRM uses unique and effective HRM to carry the business operations successfully and effectively. In addition, the organization uses leadership styles to direct and guide the employees to achieve the mission and vision of the firm. Now it is recommended that the firm should focus on culture of the environment to flourish the actions. It will help to avert and eliminate the risks and challenges of the market. It shall be noted that the company should focus on the recruitment and selection strategies to recruit potential candidates.
References
Albrecht, S.L., 2012. The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), (pp.840-853).
Bratton, J., & Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Briscoe, D., Tarique, I., & Schuler, R., 2012. International human resource management: Policies and practices for multinational enterprises. Routledge.
Coca Cola Amatil.2018. Our company [Online]. Available at https://www.ccamatil.com/en/our-company/our-vision-and-values.[ Accessed on 15th April 2018].
Coca Cola Amatil.2018. Our history [Online]. Available at https://www.ccamatil.com/en/our-company/our-vision-and-values.[ Accessed on 15th April 2018].
Dick, H., & Merrett, D. (Eds.)., 2007. The internationalisation strategies of small-country firms: the Australian experience of globalisation. Edward Elgar Publishing.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.
Oplatka, I., & Hemsley-Brown, J. (Eds.)., 2012. The management and leadership of educational marketing: Research, practice and applications. Emerald Group Publishing Limited.
Rees, G., & Smith, P. (Eds.).,2017. Strategic human resource management: An international perspective. Sage.
Sanayei, A. and Mirzaei, A.B.A.S., 2012. Designing a model for evaluating the effectiveness of E-HRM (Case Study: Iranian organizations). International Journal of Information Science and Management (IJISM), 6(2), (pp.79-98).
Stahl, G. K., Björkman, I., & Morris, S. (Eds.).,2012. Handbook of research in international human resource management. Edward Elgar Publishing.
Varma, A., & Budhwar, P. S. (Eds.).,2013. Managing human resources in Asia-Pacific (Vol. 20). Routledge.
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