The Entrepreneurial Business Idea of the Coca-Cola Company
The vision of the Coca-Cola Company is to be the world leader in producing soft drinks (Aaker, Kumar, & Day, 2008) with its primary objective being lower advertising costs to reduce the costs of production so that the customers enjoy the high-quality product at a lower price. To effectively support this entrepreneurial business idea, the company needs financial and human capital, and the human capital is the most valuable company asset.
The Type of Team Needed to Support the Entrepreneurial Idea
Human capital is managers and teams with the knowledge and skills necessary to achieve the objectives of the vision and to support the entrepreneurial business idea of the company via task performance (Yeager & Nafukho, 2011).
To carry out the entrepreneurial idea, the company needs either a virtual team or a cross-functional team. A virtual team is a group of company workers scattered around the world and not meeting every day in an office; the main advantage of this type of team is that it collaborates through modern technologies, such as e-mail and video conferencing. A cross-functional team is a group of company workers performing different functions – marketing, finance or production. They “work on specific problems or projects, but can also serve as permanent work team arrangements” (Kurtz & Boone, 2011). Because they meet every day in an office, they should be located nearly in every country or at least in every region. To my mind, to support the business idea, the company needs one big global virtual team of thinkers and small local cross-functional teams.
Skills Needed to Support the Entrepreneurial Idea
To achieve the set objective, the members of the teams should have particular skills. First of all, they should be creative and talented so that they can easily find ways to solve problems when necessary and conduct strategies for further development of the company. Second, the team members should have a high level of experience in performing tasks typical of the company. Third, they should have the mindset of a leader so that all the strategies they work out lead their company to leadership and strongly believe in their company and its success. Fourth, team members should know how to communicate effectively both face-to-face and via e-mail.
The Key Position Needed to Lead the Team
To support and conduct the entrepreneurial business idea, the team needs a leader able to manage the work of every team member separately and the team as a whole. The key position needed is the human resource manager. HR manager should be the advocate of the team members representing their interests, motivating and empowering them; the functional expert organizing work process, recruiting employees, providing internal communication, etc.; the developer of human capital training workers so that they do their jobs more efficiently and become more committed, evaluating and controlling their performance (Ejuma, 2015). One of the human resource manager’s primary functions is employee recruitment.
The Ways of Recruiting a Team
There are two major types of recruiting employees – internal and external. Internal recruitment is filling the position with the company’s old employee while external is hiring new workers. There are different ways to recruit workers internally: promotion, rotation of employees from one position to another, and internal advertising (Compton, Morrissey, & Nankervis, 2014). To effectively support the business idea, it is better to use the combination of both ways of recruiting. It is better to choose from existing employees first because it saves time and money spent on external recruitment. What is even more important is that the promotion and rotation of team members help increase their level of productivity and commitment and reveal their talents. But in case they are not suitable to fill in the needed position, it is better to hire new workers. External recruitment has a significant advantage – though it costs time, effort and money, bringing in a new team member can benefit conducting the company’s business strategy and achieving set objectives because new people can have new and fresh ideas. There is also a good way of recruitment – redeployment. This method involves hiring somebody with the necessary skills employed by another company. Sometimes it can be costly but effective.
Job Posting for the Position
Job description: At the Coca-Cola Company, we are looking for a passionate and creative person to join our team as a human resource manager.
- Recruitment and Selection: Managing working process, controlling and evaluating employees’ performance.
- Training and Development: Leading training and educating programs for the employees to meet the needs in skills for supporting the company’s strategy for development.
- Internal Communication: Responsible for providing effective communication between the team members.
- Employees Relations: Becoming a link between the employees and senior managers and creating a trustworthy and respectful atmosphere in the workplace.
- Organizational Development: Responsible for initiating shifts in the working process due to changes in the company’s strategy for development.
- Health and Safety: Ensuring safety and security of the employees.
- Maintain Records: Maintain records of the working time and prepare reports on employees’ productivity.
- Bachelor’s Degree in Human Resource Management.
- At least six (6) years of experience in HR management and/or organization development is required.
- MBA preferred.
- Job Type: Full-time.
- Salary Range (Hourly Wage): $65.
Aaker, A., Kumar, V., & Day, G. (2008). Marketing research. Hoboken, NJ: Wiley.
Compton, R., Morrissey, B., & Nankervis, A. (2014). Effective Recruitment and Selection Practices. Waterloo, Australia: CCH.
Ejuma, K. J. (2015). The HR of the 21st Century: A Critical Evaluation of Its Contribution, Strengths and Where It Needs to Develop. Advances in Social Sciences Research Journal, 2(1), 24-33.
Kurtz, D. L., & Boone, L. E. (2011). Contemporary Business. Hoboken: NJ. John Wiley and Sons.
Recruitment and Selection. (2008). London, UK: Routledge.
Yeager, K. L., & Nafukho, F. M. (2012). Developing Diverse Teams to Improve Performance in the Organizational Setting. European Journal of Training and Development, 36(4), 388-408.