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Labor Supply/Demand

Write about the Challenges in Recruiting Workforce for Coca Cola.

Coca Cola Company is one of the global leading companies that deal with manufacturing and distribution of beverages globally. The company was founded in the year 1882 and has a vision of being the best beverage entity in the international market by enhancing measures to ensure that the customer’s needs are put first (Rajput & Kochhar, 2015). The company’s main competitor is Pepsi Company. The main purpose of this report is to identify and analyze challenges that Coca Cola Company faces while recruiting employees who are also the main service givers in the company to the target consumers. As an international company that has relevantly developed and still developing company, it faces various challenges while recruiting the work force (Barbella, 2013). These challenges are a big deal and can affect the company’s productivity hence recommend solutions are favorable to ensure the company stands still as it continues to grow.

Challenges are difficulties that an organization, industry or company faces while carrying out its productivity activities. In our case, the challenges that the coca cola company faces when recruiting the workforce are severe and if not corrected it can result to them effecting negatively during productivity (Gondles, Maurer & Bell, 2017). These challenges are mainly experienced in areas relating to labor supply or labor demand, organizational image, demographic issues and in the various recruitment strategies important to ensuring the workforce is complete. Some of the key challenges and their proposed recommendations are as follows;

As a globally recognized and developed company, the rates of demand and supply varies with time thus a different work turn out also changes with time. This is a challenge to the company’s human resource department as it’s not easy to understand the trending turnouts as the population grows from time to time. Increased demand calls for increased supply hence an increased labor force. The level at which the company produces its beverages relates to demand and supply of products that is required. Increased demand of the beverages in the market calls for more work force relevant to the producing unit (Samal & Dehury, 2015). This might not be easy to access the required number of employees at a stated period of time with the required skills as it follows a given human resource and management structure of recruitment. As a result of inability of the company to produce the required amount, customer’s outcome may drop resulting to inability to retaining customers, reduced marketing abilities as the customers in most cases loose trust bestowed on the company, growth of the competitors who in return may decide to take all the customers (Rozman, Treven & Lancer, 2016). Reduced supply of the products in the market results to loss of capital, customers as well as trust from the customers as well as other suppliers to the company.

Recommendation

The issue of varying tallies of demands and supply rates has been there for some time in the coca cola company as well as other developed and developing organizations. The main cause is lack of measures put in place all the times to carry out evaluations of the rate of supply and demand that is required at a specific time. This can be corrected by adopting the current evaluation tools to help detect the rates of demands and supply relating to both international and local markets. This can be done through one on one interviews with the target customers or through contents analyzation of the company’s current data relating to supply and demand rates of increase and decrease.

Organizational image is the impression by the stakeholders of a specific organization that it’s relevantly defined when the various stakeholders or people loose trust, don’t belief in the firm’s beliefs and values. This mainly relates to the stakeholders cognitive ideas on how to classify the organization or company. Relating to workforce recruitment process, the level at which the company is viewed by the society is very important to consider (Hanauer & Rolf, 2017). That is, being a major company in the international market and doing very well, the level of services given are of high standards that enhance the increasing number of customers for the respective brands. The main challenge is to ensure that the recruited workforce merge with the company’s requirements for production and marketing as well as in relation to customers taste and preferences. Human resource department has a great role to ensuring that, the procedures involved in the process clearly consider the level of the stakeholder’s perception about the company. If the perception is positive, the workforce recruited should be qualified enough to enhance and help maintain the image. In case of a negative organizational image or perception by the stakeholders, the human resource department should enhance a simple research on the required workforce to help improve the image (Ananthram & Chan, 2013). As stated in the Abraham Maslow’s Theory Hierarchy of Needs, to understand the level of employee’s productivity one have to know how they can be motivated. the research carried out gives a view on what is important to the human resource department to only recruit the well qualified personnel’s and with related experience important in improving the situation and also know how the employees can be motivated.

Organizational Image

The main challenge in this case is improving the company’s image through the workforce recruited. This can be corrected by ensuring the human resource department is a well-developed and independent body of the company with the role to ensure the right personnel’s are relevantly recruited. The department should ensure that clear stipulations are clearly started with the appropriate skills needed to help maintain or improve the situation at hard. Positive organizational image is very important and should be maintained and enhanced respectively. The employees recruited should also be motivated to ensure that they deliver positively. This can be done by increasing loyalties and incentives important to them.

In the contemporary society today, the level at which demographic issues affects recruitment of workers in a given entity is relatively high (Koçaka, 2011). This is because, generations are changing as well as their beliefs and values, the population is also ageing relatively and increased work place diversity. For coca cola Company, demographic issues in the recruitment process have proven to be a challenge as the company a global component. With the generation changing views about the past generation if they are in the present and the older generations having different views about the present one. Generally, the level at which the company is growing, the needs and desires of the different generations also varies. This is a challenge as the company’s workforce is supposed to represent all the generations in the context to help address their needs respectively. Ageing workforce is also another demographic issue that affects the workforce of Coca cola company in that, the level at which the company is growing  globally, it requires very active employees who have desires to be the best in the market. This proves a challenge in that the human resource management team can only look for the young and active personnel’s who in most cases lack the skills and experience required. Proving that only the ones with the ones with the required skills can be recruited where her old or young. The ageing workforce has also proved challenging as the company’s workforce is limited since the old are leaving the scene hence reduced number of employees.

Workplace diversity is also another challenge relating to recruitment process in the company. This means that the existing people in the society are from different ethnic backgrounds. This makes it a challenge for the company to identify the various needs of the target customers important in recruitment to only employ employees who can help in delivering to the needs of the customers who are diverse in the society (Kebaetse, Mokone, Badlangana & Mazhani, 2016). The ability of an employee to deliver is influenced by ones personality, beliefs and values thus making. This makes it hard for the recruitment to identify the employees who exactly can deliver according to the customers’ needs and requirements. Business organizational theory states that, the level of business or organizational achievements relate to its ability to access the right workforce with ability to endorse all diversities important for organizational development.

Recommendation

Work place diversity challenge is mainly observed due to inability to communicate. Communication means with a heterogeneous set of personnel or target groups tend to be a challenge. This can be solved that, relevant organizational training is done prior work period to ensure that the employees placed in a certain position can be able to deliver. Also ensure that the communication means used are clear and uniform to everybody at the work place important to ensuring successful communication at work place. Alternatively, the company can carry out a research on the beliefs and values of the existing customers and fix them in their line of work especially the workforce importantly for effective service delivery to the esteemed customers.

Recruitment strategy refers to the process or measures put in place by an organization or company, relevant enough to help recruit the right personnel. These strategies include the means in which the company advertises the position that is vacant and the means by which the branding is done. Employer branding refers to the process by which the company seeking to employ or recruit personnel’s in certain sectors is promoted to a relevant and desired target group. The process by which the promoting process is carried out is challenging as not all the members of the target group can be interested (Christopher, Chiarella & Waters, 2015).  The skills required by the company also may not be found in the members of that target group as peoples desires vary with the lines of work they want to intervene through. The type of advertising of the recruitment process also is a challenge as one method used at a particular setting may not be favorable to the other. There are different types of advertising including, print media, broadcast, use of internet, direct marketing as well as use of support media (Hodges & Howieson, 2017). All these types of advertisement vary from one sitting to the other, the method used in developed setting to advertise for the position may not be relevant to the other. This proves a challenge in reaching all the target groups. Various advertising theories approaches argue that, the level of understanding of an advertising aspect depends on the type of advertisement and the method used to reach the target group. Employers branding methods used should be positive and precise.

Employers branding is a key option for enhancing the company’s perception by the target group. Favorable methods should be put in place to ensure that the information conveyed about the company is right and positive. Human resource management should ensure that the requirements of every position are clearly stated to prevent biasness that may occur. The type of advertisement put in place should be favorable to reaching all the target groups. This can be made possible by carrying out a research to acquire information on the best means that the information can be perceived by the society. This improves the levels at which information conveyed might be biased as the target group understands the information given.

Demographic Issues

Conclusion

Being a beverage company that is globally recognized, the means by which the recruitment processes are carried out in any given member country including Australia should be transparent. This is important to enhance trust and clarity on the activities carried out by the company. The various challenges observed during the recruitment process can be shunned off by ensuring all the measures put in place are relevant to the kind of work or services do be delivered by the work force. The level at which the information passed to the target group is perceived and understood depends on the methods used to convey the message. The human resource department is very crucial in an organization to help in carrying out the recruitment processes and other workforce related activities and should therefore be enhanced to function better.

References

Ananthram, S., & Chan, C. (2013). Challenges and strategies for global human resource executives: Perspectives from Canada and the United States. European Management Journal, 31223-233. doi:10.1016/j.emj.2012.12.002

Barbella, M. (2013). World travels: companies must base their sourcing decisions on support services, partner expertise and workforce skill sets rather than solely on cost. Medical Product Outsourcing, (8), 52.

Christopher, S. A., Chiarella, E. M., & Waters, D. (2015). Can Generation Y nurses supply areas of shortage? New graduate challenges in today's job market. Australian Journal Of Advanced Nursing, (2), 36.

Gondles, E., Maurer, K., & Bell, A. (2017). A major challenge for corrections: national survey findings identify challenges in recruiting and retaining correctional health care professionals. Corrections Today, (1), 16.

Hanauer, N., & Rolf, D. (2017). Portable benefits for an insecure workforce: why Americans need portable benefits, what those benefits should look like, and how those benefits can be created and funded. The American Prospect, (1), 92.

Hodges, J., & Howieson, B. (2017). The challenges of leadership in the third sector. European Management Journal, 3569-77. doi:10.1016/j.emj.2016.12.006

Kebaetse, M., Mokone, G., Badlangana, L., & Mazhani, L. (2016). Academic staff recruitment and retention challenges at the University of Botswana medical school. South African Medical Journal, (7), 730. doi:10.7196/SAMJ.2016.v106i7.10482

Koçaka, O. (2011). A FIELD STUDY OF CHALLENGES FACED BY AGING WORKFORCE. Journal Of Yasar University, 6(24), 3913-3931.

Rajput, N., & Kochhar, R. (2015). Company values across generations: an empirical study of academic institutions. Abhigyan, (4), 51.

Rozman, M., Treven, S., & Lancer, V. (2016). Stereotypes of older employees compared to younger employees in Slovenian companies/Stereotipi o starijim zaposlenicima i njihova usporedba s mladim zaposlenicima u Slovenskim poduzecima. Management: Journal Of Contemporary Management Issues, (2), 165.

Samal, J., & Dehury, R. (2015). Challenges faced by health workers in providing maternity management and family planning services in Assam. Journal Of Health Research And Reviews, (3),

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