Recruitment Essay At Coca-Cola: Challenges.

Select an organisation or industry as the case study for your report. Identify some of the key challenges for recruiting the workforce for this organisation/industry, and recommend strategies to address these challenges.

Your report should make reference to factors such as labour supply/demand, organisational image, demographic issues (such as an ageing workforce, generations, diversity etc), as well as recruitment strategies such as employer branding and types of advertising.

Title: Recruitment challenges at Coca-Cola Company

Recruitment is an organization is an important aspect that will enable an organization to effectively and efficiently attain its set goals and objectives. In this case, the recruitment process in any particular organization has to be given much consideration to ensure that an organization attains its set goals and objectives (Bach and Edwards, 2013). The recruitment process in an organization, therefore, should base on job description as well as job specification. Primarily, the entire process has to enable the organization in getting the right personnel who will enable an organization to get the right person with required skills and expertise to be able to offer quality services and products to meet client’s expectations.

Coca-Cola Company is a global business operated locally by a number of managers (Belloc, 2007). The multi-local channels make operational management hard to tackle at a central point.  The coca cola company specialized in the manufacture of beverages from syrup concentrates creating a number of brands. The company also bottles drinking water and keeping the brand; the company must engage in robust promotion initiatives to keep the brand on top away from competitors. From manufacture, packaging to distribution, the company has reduced a series of operations best for the company for the product to reach the consumer at the required time and in the required shape and form. The company works in conjunction with other 250 bottling companies around the world (Cruickshank, 2011). The company serves millions of consumers in restaurants, movie theaters, grocery shops, street vendors, and parks daily. The company opened bottling operations in 2006 increasing the task of operations management within the coca cola company. Thus forcing the company to increase its workforce.

In this case, the study is going to conduct an analysis of the challenges encountered by Coca-Cola Company in its recruitment process. Because of increased amount of work in the company, it had to recruit more staffs to enable it effectively and efficiently carry out its set goals and objectives. Studies indicate that because of the competent nature of Coca-Cola employees it has been able to come up with various projects as well as opening various branches to enable the company to attain its set goals and objectives. For instance, with the presence of Pepsi operating different market share within the globe, coca cola still remains the most relevant. At one point a war erupted between the two players Pepsi and Coke each wanted a market for their products (Fevre, 2012). Therefore, attaining competent personnel in the company has been considered to be a major factor in an organization. In this case, the management of the company should ensure that the recruitment process should put into consideration to ensure that it attains competent employees who will enable an organization in attaining its set goals and objectives within a particular period of time.

On the other hand, the recruitment process is considered to be a process leading to employment to many people across the globe. As a result, the management of the organization as well as employees of the company will try their level best to get their family and friends to get that particular employment (Jackson, Schuler and Werner, 2012). Therefore, making recruitment process a section of much concern in an organization. Also, based on this aspect, the influence of the employees and the management in an organization is considered to cause a major challenge to an organization in that they will interfere with recruitment process thus posing challenges to the free and fair recruitment process.

Discussion

Recruitment has been featured to entail various steps to get the right personnel who meet the requirements in the job description as specified in the advert. However, the entire process has some shortcomings that hinder the effectiveness and efficiency of the recruitment process. Therefore, the major intention of this paper is shade more light on the possible challenges that an organization (Jayaraj and Mahalakshmi, 2015). In addition, the paper will also indicate the possible solutions that can be employed by the management of the company to ensure that the recruitment process enables the organization in getting the right personnel for the vacant position in the organization. In this case, the paper will indicate the challenges faced by coca cola Company in recruiting its employees for various vacancies that existed in an organization. In addition, the paper will also indicate the measures put in place by the management of the organization in ensuring that it avoids possible challenges in the recruitment process thus being able to get the fight individual without spending more organizational resources above the initial recruitment process.

It is the process which is systematic and involves making decisions on individuals that should be employed to fill the open positions in a given organization. The core reasons for selection are the identification as well as recruitment of individuals with required skills and expertise, knowledge and abilities that would enable them to complete the given tasks for the organizations successfully. In this case, studies indicated that the organization faced a lot of challenges in the entire personnel selection process (K, 2010). For instance, the process is considered to be expensive. That is, personnel selection process will need an organization to hire competent personnel with required skills and expertise to effectively and efficiently scrutinize the applicants thus enabling the organization to get the right person with required qualification as well as experience as specified in the advert in relation to the job specification. Therefore, based on this, the process is considered to be expensive for it needs a specialist to conduct the entire process (Managing Hospitality Human Resources, 2012). For the hiring and retention to be efficient, there has to be consistency and compliance in the recruitment as well as the selection process, the following steps are recommended.

Inadequate information in relation to that particular post in an organization is another major problem that is encountered by an organization in the entire recruitment process.  In this case, the organization should ensure that it prescribe well the vacant position in an organization thus encouraging people with required skills and expertise to apply for the required qualifications thus making the entire selection process to be easy. Therefore, in this case, a testimonial should go over position’s vital functions and its duties in relation to boosting supervising the activities of the management unit and organization. Therefore, with the proper job description in the advert, the organization will be in a better position to save time as well as resources required to identify the required person in the entire recruitment process. As a result, the organization identified time as well as expenses and inadequate description of the vacant position in the organization to be the major challenges that the organization is encountering in its recruitment process.

Recruitment challenges

Basing on company’s records, its recruitment process had various challenges that crippled various operations of the company. In this case, some of the challenges encountered by the company in recruiting are employees includes the following aspects. Corruption is the first aspect that has been considered to be a major challenge that has been affecting the recruitment process at Coca-Cola Company (SPEAR, SYDEMAN, and PYLE, 2008).  Rec recruitment process in an organization is expected to be free and fair thus enabling an organization to attain an individual to acquire an employee with required skills and experience. However, because some of the employee or managers in an organization needs their friends and family members to be employed, they will try to corrupt recruitment process to enable their family members to be recruited. In the process, the corruption process will force an organization into recruiting an individual with skills that do not match job specifications as indicated in the job advert (Watson, 2001). Therefore, at Coca-Cola Company corruption has been featured to be a major challenge that is preventing the organization from attaining the right candidate for the vacant position in an organization.

Cost is another aspect that has been featured to be a major challenge that has been faced by Coca-Cola. In this case, the management of the company has indicated that it is costly for an organization to recruit an employee both internally as well as externally. In this case, the company indicated that is costly to advertise a vacant position in an organization through various media houses. In addition, the company also had been relying on another consultancy firm to carry out its recruitment process (Watson, 2001). That is the company picked on this consulting firm because the process of recruitment needs a competent individual who will enable the company to attain the set goals and objectives within a particular period of time.  Therefore, the cost of hiring this consulting firm as well as posting advertisements to various media houses has been considered to be costly to an organization thus posing a great challenge to the entire recruitment process.

Supply and demand of labor are another factors that have been considered to be challenging to the entire recruitment process at Coca-Cola Company. In this case, studies indicate that the company had been advertising for various vacancies in an organization that needed special skills and expertise that will enable an organization to effectively attain its set goals and objectives (WIEDMANN, PEDERSEN and NILSSEN, 2012). In this case, most applicants who applied for the vacant positions in an organization do not meet the requirements of the job specification within an organization. Therefore, it has indicated that there is in the balance between supply and demand of labor in the industry. In that case, basing on the aspect of supply and demand of labour, the company has considered it to be a major challenge to its rec recruitment process in that the company is adopting modernized technology that needs advanced skills and expertise to enable an organization to produce quality products and services to meet clients expectations within a particular period of time. At Coca-Cola Company, lack of skilled applicants is one of the aspects that has been considered to be a major challenge to the entire recruitment process in an organization.

Time is another factor that is contributing to a major challenge to recruitment process in the company. In this case, the company is taking a lot of time to advertise, select, place and conduct an orientation to a newly employed individual. In this case, the company will take a lot of time to recruit an employee yet at the same time the organization will be expected to deliver quality services to its consumers within that particular period of time. Therefore, at Coca-Cola Company, the time taken to recruit an employee in an organization is a major challenge that is considered to be acting as a hindrance factor that is a hindrance that prevents an organization from attaining an employee who will help it attain its set goals and objectives within a particular period of time.

In recommendation, I recommend that because recruitment process at Coca-Cola company has been considered to be expensive and costly, I recommend that the company should be using human resource department to conduct its recruitment process other than using an external consultant which is considered to be costly to the organization thus enabling the organization to avoid the challenge of cost factor in its recruitment process. In addition, because of the time factor, the company should recruit from internal thus saving the time of advertising and the entire selection process which has been featured to be long and will take a lot of time (Watson, 2001). On the hand, the company should come up with policies and regulations that will prevent corruption from interfering with the recruitment process with an organization. Therefore, if the company will put the above aspects into consideration, the company will be in a position to conduct an efficient and effective recruitment process that will enable the organization to recruit a competent employee who matches a particular job specification.

Conclusion 

In conclusion, Coca-Cola Company has been featured to be offering quality services and products that meet its client’s expectations within a particular period of time. However, with the increase in the number of clients the company has been expanding and required more employees to enable the company to meet its client’s expectation. Therefore, based on its recruitment process, the company recorded time, resources, corruption as well as the imbalance of labor supply and demand as a major factor that possess challenges to Company recruitment. Therefore, the management has to put this factors into consideration thus being able to carry out a recruitment process that will enable the company to employ the right applicant who will enable the company to meet its set objectives within a particular period of time.

References

Bach, S., & Edwards, M. (2013). Managing human resources. Hoboken, N.J.: Wiley.

Belloc, H. (2007). On. Freeport, N.Y.: Books for Libraries Press.

Cruickshank, P. (2011). Al Qaeda. London: Routledge.

Fevre, R. (2012). Social Mobility, Equity and the Politics of Recruitment. Sociology Compass, 6(9), 740-750. https://dx.doi.org/10.1111/j.1751-9020.2012.00489.x

Jackson, S., Schuler, R., & Werner, S. (2012). Managing human resources. Mason, OH: South-Western/Cengage Learning.

Jayaraj, V., & Mahalakshmi, V. (2015). Augmenting Efficiency of Recruitment Process using IRCF text mining Algorithm. Indian Journal Of Science And Technology, 8(16). https://dx.doi.org/10.17485/ijst/2015/v8i16/53381

K, R. (2010). Recruitment management. Mumbai [India]: Himalaya Pub. House.

Managing Hospitality Human Resources. (2012).

SPEAR, L., SYDEMAN, W., & PYLE, P. (2008). Factors affecting recruitment age and recruitment probability in the Western Gull Larus occidental. Ibis, 137(3), 352-359. https://dx.doi.org/10.1111/j.1474-919x.1995.tb08032.x

Watson, A. (2001). Dotcom directories. Richmond: Trotman.

WIEDMANN, M., PEDERSEN, O., & NILSSEN, E. (2012). The recruitment process of the Barents Sea capelin (Mallotus villosus) stock, 2001-2003. Fisheries Oceanography, 21(6), 379-392. https://dx.doi.org/10.1111/j.1365-2419.2012.00634.x