Business
Business
The Coca-Cola Company
The Coca-Cola Company employs various strategies in its operations to achieve its missions and objectives in world business. This company employs a variety of strategies in the global front to explore new markets and sustains its existent markets. These strategies occur in its modes of ensuring competitive advantage, human resource management strategies and strategies in its integration-responsiveness framework.
Competitive Advantage
The Coca-Cola Company is a large beverage company in the world, and a manufactures, distributes and markets non-alcoholic and carbonated beverages. The company has more than 400 brands globally. The company serves close to 1.6 billion servings every day (Ellertson, 2011). The company has several brands including Sprite, Fanta Dasani, Minute Maid and PowerAde among others. One of the major competitors of Coca-Cola Company has been the PepsiCo. Despite stagnant markets for soft drinks in the United States, the company has had variant strategies to ensure it gains competitive advantage over its competitors. In order to do so, the Coca-Cola Company puts in place strategies of improving its brand strength, its continual investments in brands and other significant strategic acquisitions.
First, the leadership of the company in the beverage industry gives it a greater competitive advantage over its rivals and competitors. The company is a leading beverage company in the world. The company also has management expertise. It offers high-quality management training to its executives to improve their capacities and exchange experiences. The company also has innovative partnerships that enable it to cultivate advanced models of business and to maximize its sales revenue. The coca cola company has inventive business solutions such as trying to increase its distribution and manufacturing capacity to maximize its operating efficiency. Lastly, the company has a flexible structure that enables it to gain competitive advantage over its rivals. The company has a strong culture that handles its challenges related to the cutting of costs across its operations to ensure maximization of profits with strong promotion and branding.
Strategizing Human Resource Management
The management of resources at the Coca-Cola Company focuses on acquiring and retaining knowledgeable and highly skilled employees who can enable it to maintain its position in the domestic and global market. The company provides certain conditions of employment and out6lines procedures that enable all the employees to build a sense of unity within the company and to perform their duties in effective and willing manner (Ellertson, 2011). It also provides for the security of its workers and employment. As such, the company has distinct programs, policies and objectives that guide its management in taking decisions.
Human resource management forms an elemental part for the Coca Coal Company. The Coca-Cola Company strategizes its human resource management to achieve its operational goals and sustain its markets. The company strategizes on four duties and tasks of human resource management including succession planning, careers development, compensation, and performance management (Ellertson, 2011). The company has its own separate department of human resource management. It also has its own strategies and policies that control the functions of the HRM departments. The Coca-Cola strategizes its HRM department to perform functions such as medical policies, staff welfare, employee relationships, compensation, performance appraisals, training and development, recruitment and selection, design of work and job analysis (Senker, Cath, 2012).
The HRM strategy of the company focuses more on the satisfaction of employees. The company considers its employees as important assets of the company. The reason behind strategizing its HRM around the employees is that the satisfaction of the employees will enable them to work harder for the development of the company. As such, the company has its own policies that give importance to its employees. That is, if employees have problems, they can go to the manager directly to share their issues (Senker, Cath, 2012). The Coca-Cola Company believes that the open door policy in HRM is the best policy for the employee relationships because it enables them to feel independent and know that in case they face challenges or problems, they can find solutions easily.
Integration-Responsiveness Framework
The Coca-Cola Company has various strategic sections in the integration and responsiveness framework. These strategic sections include the global integration and local responsiveness. The global integration refers to the coordination of the Coca-Cola Company’s value chain practices across its operations to achieve global efficiency, cross-fertilization, and synergy. The achievement enables the company to take maximum advantage of the similarities across its operations (Senker, Cath, 2012). The primal factors behind the pressures for the global integration are the globalization of the markets and the efficiency standardization gains. The objective of global integration by the company is to seek economic efficiency on a global scale and reduce redundancy.
The local responsiveness is another strategic section, and it refers to the measures and strategies of the company to meet the specific needs of the buyers in the individual countries. As such, the Coca-Cola Company adapts to the customer needs, the distribution structure, and the competitive environment (Senker, Cath, 2012). The pressure for the local responsiveness that the company recognizes is the diversity of the local customer needs.
References
Ellertson, C. (2011). History and Efficacy of Emergency Contraception: Beyond Coca-Cola.
Senker, Cath. (2012). Coca Cola: The story behind the iconic business. London: Wayland.
