Coca Cola Human Resources

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QUESTION 1 …………………………………………………… Pages 3 – 6

QUESTION 2 …………………………….……………………… Pages 7 – 11

QUESTION 3 …………………………………………………… Pages 12 – 16

QUESTION 4 …………………….……………………………… Pages 17 – 22

BIBLIOGRAPHY …………………………………………………… Pages 23 – 24

1. Introduction:

Talent management can be defined as a concise action plan which outlines how an organization acquires, cultivates, retains and organizes the required talent to the organization’s current and future business objectives (Bergeron, 2004:133). It describes the required core knowledge, skills, expertise and behaviors to ensure that the organization has the right quantity and quality of people in place at the right time (Bergeron, 2004:133). As stated in the case study, Coca-Cola places considerable emphasis on talent management. The following discussion outlines the components of talent management (acquisition, cultivation, retention and organizing abilities) and highlights how Coca-Cola subscribes and aligns itself to the above definition of talent management.

2. Discussion:

1. How Coca-Cola acquires its staff:
The case study states that Coca-Cola recruits staff members via referrals and employment agencies.

Noe, Hollenbeck, Gerhart and Wright (2008:204) mention that companies who take a “lead-the-market” approach to pay have a distinct advantage in recruiting. The case study mentions that Coca-Cola pays its employees at the top end of the remuneration scale, therefore, they are more likely to attract and select highly talented and skilled applicants.

Noe et al. (2008:208) state that personnel that are recruited via referrals are more likely to be a good fit to the vacancy as they are usually

Bibliography: