Case Analysis of the Coca-Cola Company: Then and Now

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Review and Conclude

Under the oversight of the Task Force since approval of the Agreement, Coca-Cola has focused its initial efforts on evaluating its past human resource practices and designing new and improved systems to meet its commitments. Proper design of such systems is critical to achieving the results contemplated by the Agreement and the Statement of Principle over the next four years. The Company also has made significant changes in the operational structure and authority of its human resource department, in order to improve consistency in human resource policies and procedures and ensure effective implementation and monitoring of systems. During the first year of its four-year term, the Task Force reviewed and evaluated the company’s design and initial implementation of revised human resource systems and conferred with class counsel, the Board of Directors and court-appointed experts as needed. With limited exceptions, Coca-Colas various human resource initiatives meet, and in some cases, exceed, the requirements of the Agreement concerning design and initial implementation. Some of these initiatives include:

• Conducting routine monitoring of various human resource systems, including performance management, staffing, compensation, and problem resolution, to ensure fairness and consistency. Importantly, this monitoring includes independent audits and adverse impact analyses, with periodic reports to senior management and the Board of Directors.

• Implementing a uniform performance management system for all U.S.-based employees to ensure fair, documented performance evaluation based on specific, job-related measurements. In addition to mandatory training for managers and employees, the revised system is designed to increase senior management accountability by tying their own performance reviews and compensation to their effectiveness in performance management. The system also provides for improved internal oversight and control by corporate human resources and the company’s EEO department through routine audits, adverse impact analyses and an employee appeals process. (Harvey & Allard 2009)

• Implementing changes to its compensation system, including replacing a single salary structure with a series of market-based salary structures, moving to a common review date for merit increases, providing additional training and resources for managers to make appropriate compensation decisions, instituting routine pay equity analyses of compensation decisions, and reinforcing the connection between performance management and merit increases. (Coca-Cola Company 2012)

References:

Coca-Cola Company, (2012), “Task Force Reports 2002-2006” retrieved on Oct. 18, 2017 from: http://www.coca-colacompany.com/stories/task-force-report-2002-2006

Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity: Readings, cases, and exercises. Upper Saddle River, N.J: Pearson Prentice Hall.

Winter, G. (November 17), The New York Times, “Coca-Cola Settles Racial Bias Case.” Retrieved on October 19th, 2017 from: http://www.nytimes.com/2000/11/17/business/coca-cola-settles-racial-bias-case.html

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This could be the best Coca-Cola commercial ever, I saw it during my research and had to add it and the commercial link as well.