PART B. (Individual Report) By looking at the organisation’s/company’s website, business articles and Annual Reports, you will be able to see whether it is possible to access enough information about...

Running head: Employee Management at Coca-Cola
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Employee Management at Coca-Cola
EMPLOYEE MANAGEMENT AT COCA-COLA
Table of Contents
Introduction    3
Performance Initiatives to Improve the Workforce in Coca-Cola    3
Cultural Initiatives to improve the Culture in Coca-Cola    4
Employment-based initiatives to Improve Employee engagement in Coca-Cola    5
Conclusion    6
References    7
References    9
Introduction
This report deals with the improvement strategies implemented by Coca-Cola to improve employee engagement, employee culture, and the workforce within the organization. The effectiveness of these characteristic facets and to what extent they are beneficial for the employees and the organization is discussed and analyzed throughout this written report. It is a proven fact that in this age of fierce market competition it is very important for the organization to reflect upon their strategies. If the strategies are not good enough then Coca-Cola will not be able to represent themselves as one of the major supermarket chains in Australia.
Performance Initiatives to Improve the Workforce in Coca-Cola
 
The Coca-Cola Company is functional in creating value for its employees as it appears to be the best as well as the most important assets.  The company has been instrumental in the development and rewarding its employees with a working environment that is favourable. The working ambiance is such where they can easily excel concerning their various performance. This will furthermore contribute towards the development of their professional skills and eventually help them in the attainment of their career objectives. The company is operational in committing to the factors relating to support, development, and thereby grow its employees for the attainment of their various potentials (Odukah, 2016). This will help in the enhancement of the performance of the employees with the usage of the learning’s, training as well as career development. This performance of the employees is effectively monitored with the usage of a form called the Individual Performance Objectives or that is popularly known as IPO for retention of the employees. This is a process where the employees are reviewed with the usage of this form at the mid-year as well as the end of the year. This performance check, as well as the performance appraisal, are effective for determining the objectives concerning the total business.
            There is no kind of gender gap or the cultural rigidness within the environment of Coca-Cola. They treat men of both male workers and the female workers are just the same and there are no kinds of wage differences as well. Along with that, the organization has implemented a good cultural diversity within the environment and it is very beneficial for the mental stability of the employees emerging from the different cultural backgrounds. Along with all these Coca-Cola has implemented a very good performance-related initiative in order to manage the workforce and increase it as well (Underhill and Rimmer, 2017).
The Company is functional in operating under a structure that happens to put forth a combined learning system, for coaching, thereby pieces of training the employees and providing appropriate feedback. It is also effective in ensuring the fact that the employees are considered capable enough for discharging their duties relating to customer relations as well as their career goals (Deal, 2018). This puts forth the company’s philosophy that operates in a manner and is known as a kind of 60 30 20 philosophies. This kind of philosophy signifies the matter that almost 60% of the employee development results out from Job, whereas 30% from the coaching and the feedback and the remaining 20%...