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Coca Cola is a company with global appeal, the head quarters are in Atlanta, GA and is a market leader in the soft drink industry. As a fortune 500 company, there are so many people that are employed by Coca Cola. In this paper, we look at various aspects with regards to the company’s employment policies and their effectiveness to promote a diverse workforce (Dowling, Festing & Engle, n.d.).
The company uses the following steps when hiring, selecting and retention of the right person in a particular position. In Coca Cola, step number one is to identify and evaluate the need in the vacancy. Step number two is to develop description of the position; then the development of a recruitment plan. Step four involves the selection of a search committee, the next stage is to post position and recruitment plan implementation, and this step is followed by reviewing applicants and developing a shortlist (McElrath, 2003). The next step is to conduct interviews to enable one to select the best candidate. After hiring, the last step is to finalize recruitment and signing a contract with the company.
There are legal issues in hiring, in the hiring process, there are two employment laws that Coca Cola adheres to:
If there is lack of enforcement the company is investigated by The U.S Equal Employement Opportunity commission,Office of the federal contract compliance programmes , U.S department of Labor which have the authority to impose penalties and fines. Also, there are litigation costs and bad publicity to the company (Dessler, 2017).
The following are the problems that A Human Resource officer encounters when building a relationship with the temporary workers.
Relationships should be build at work place to foster a good working environment between all the employees and the management. One law that a HR officer should follow during the relationship building process is The Equal Pay Act, that ensures that no employee is discriminated against in terms of payment. The second law is the Fair Labor Standards Act which enforces and stipulates the minimum wage that the temporary employees should receive. If this laws are enforced, then it becomes easy for the human resource officer to build a relationship with the employees.
Coca Cola is one of the leading companies in the world and has effective human resource policies. In promoting a diverse workforce, the company ensures that all people from various backgrounds are accorded an equal opportunity during the hiring and selection process. The company also encourages women to apply to the company when positions are vacant and also people from the minority communities (Askegren, 2005).
These are policies that the company has designed to promote a diverse workforce. One of the strategy that the company has put in place to mitigate the glass ceiling effect and reverse discrimination within the organization is to enforce a quota that must be followed for example, in the board of directors, a certain number of women and persons from minority communities must be represented. This law has also been implemented in all the departments. Another example, is that during the hiring process, women and people from the minority groups have been accorded a bigger chance of being hired according to the company’s policies. All these reinforces the affirmative action plan of CocaCola.
Askegren, P. (2005). Human resource. New York: Ace Books.
Bratton, J., & Gold, J. (2017). Human resource management. London: Palgrave Macmillan.
Dessler, G. (2017). Human resource management. Place of publication not identified: Pearson Education Limited.
McElrath, R. (2003). Monitoring International Labor Standards. Washington, D.C.: National Academies Press.
Ulewicz, M. (2003). Monitoring International Labor Standards. Washington, D.C.: National Academies Press.
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