In the case of a sales executive in Coca Cola, more specifically in Vietnam, an in-depth human resource analysis would involve an examination of the skills and experience of the sales te
INTRODUCTION
Information about Coca Cola Vietnam
On May 8, 1886, Dr John Pemberton, a pharmacist from Atlanta, Georgia, introduced the world to a new drink that would go on to become one of the most iconic brands in history: Coca-Cola The drink was initially sold at Jacobs' Pharmacy, where it quickly gained popularity among locals and visitors alike
From humble beginnings, Coca-Cola has evolved into a global beverage titan Its unwavering expansion has resulted in a diverse portfolio of products, catering to a vast spectrum of consumer preferences From the ubiquitous carbonated soft drinks to refreshing juices, invigorating teas, and pure bottled water, Coca-Cola has established itself as a multifaceted beverage company As a pillar of the industry for over a century, it continues to lead the charge in beverage innovation and customer satisfaction.
The Coca Cola company has been operating in Vietnam since 1994 and has since then established itself as a major player in the beverage industry in the country Coca Cola Vietnam is a subsidiary of the Coca Cola Company, which is a leading manufacturer and distributor of non-alcoholic beverages Coca Cola Vietnam produces a wide range of beverages, including carbonated soft drinks, juices, tea, and energy drinks Some of the popular brands of the company in Vietnam include Coca Cola, Sprite, Fanta, Minute Maid, and Aquarius The company also offers a variety of packaging sizes to cater to the diverse needs of its customers
The company's commitment to excellence is evident in its state-of-the-art manufacturing facilities strategically located in Ho Chi Minh City and Hanoi Equipped with the latest technology, these facilities ensure adherence to stringent quality control measures The company's unwavering focus on quality and safety guarantees products that consistently meet the highest industry standards.
In addition to its production facilities, Coca Cola Vietnam also operates a network of distribution centers and sales offices across the country This allows the company to reach a large number of customers and ensure that its products are available in even the most remote areas of Vietnam The company's distribution network is supported by a fleet of trucks equipped with modern logistics technology to ensure timely and efficient delivery
Coca Cola Vietnam is committed to sustainable development and has undertaken several initiatives to reduce its environmental impact The company has implemented a number of programs to reduce water usage, promote recycling, and increase the use of renewable energy sources In 2019, Coca Cola Vietnam launched its "World Without Waste" program with the aim of collecting and recycling 100% of the company's packaging by 2030 The company also places a strong emphasis on corporate social responsibility and has undertaken several initiatives in this regard Coca Cola Vietnam has partnered with local organizations to support education, health, and community development programs The company has also supported disaster relief efforts in Vietnam, including providing aid to those affected by natural disasters and supporting COVID-19 response efforts
Overall, Coca Cola Vietnam has established itself as a major player in the beverage industry in Vietnam and is committed to providing high-quality products while minimizing its environmental impact and contributing to the development of local communities.
Job Description and Job Specification
A Coca Cola Sales Executive is responsible for promoting and selling Coca Cola products to potential customers They work to increase sales and revenue for the company while building and maintaining strong relationships with clients The job requires excellent communication and negotiation skills, as well as a deep understanding of the Coca Cola brand and products
The role involves identifying potential customers, making sales presentations, negotiating sales contracts, and ensuring timely payment and delivery of orders Sales Executives must also keep up-to-date with market trends and competitors to stay ahead of the game
To succeed in this role, Sales Executives must have a passion for sales and customer service, be highly motivated and target-driven, and possess strong interpersonal and problem-solving skills They must also have a deep understanding of the sales process and be able to work independently or as part of a team
As a Sales Executive, he/she will play an important role in driving sales growth and expanding Coca Cola's market share His/Her responsibilities/duties/tasks will include:
Meet daily, weekly, and monthly revenue and value objectives
Manage the daily execution of outlets in the marketplaces in accordance with the permanent journey plan
Ensure that sales strategies and programs are carried out
Manage market distributors/distributor sales force/pre-sellers/company assets
Building and maintaining strong relationships with key accounts, including distributors, retailers, and wholesalers
Support market marketing and event activities
Ensure that distributors make timely payments/claims, etc
Sales operations should be monitored and evaluated
Analyzing sales data and market trends to identify opportunities for growth and improvement
Making reports about developments in the area of market, price, sales prices of competitors, technical and turnover developments at buyers to the Sales Supervisor/Manager
Other duties as assigned by the direct manager
At least one year of working experience as a sale executive in FMCG industry
Bachelor’s degree in Business Administration, Business Management, International Trade, or related fields
Valid driver's license and ability to travel as needed for business purposes, such as visiting clients, attending conferences, or meeting with colleagues in other locations
Exceptional customer service lies at the heart of a Coca-Cola sales executive's responsibilities They foster robust relationships with key clients, guaranteeing their requirements are fulfilled, and their perspectives are considered This encompasses monitoring inventory, managing promotions, and collaborating with internal teams to ensure customer delight Staying informed about market trends and monitoring competitors enables sales executives to shape their strategies and tactics A customer-oriented mindset is pivotal for thriving in this role.
Sales skills: It is essential to have a track record of sales success as a Coca-Cola sales professional, with expertise in the beverage sector being a bonus They should be an excellent communicator, with strong analytical skills, a customer-focused mindset, and the ability to work independently and as part of a team Their responsibilities will include managing and growing sales within a specified territory, building and maintaining strong relationships with key customers, identifying new sales opportunities, and developing and implementing effective sales strategies Additionally, they will be expected to analyze sales trends, adjust sales strategies as necessary, monitor inventory levels, manage promotional activity, and work closely with internal teams to ensure customer satisfaction Throughout the selection process, it is important to demonstrate a passion for sales, a customer-focused mindset, and the ability to work independently and as part of a team
Bilingual skills (English and Vietnamese): Employees that can successfully connect with clients from various language backgrounds are crucial for Coca-Cola as it grows its market internationally One of the essential skills required for employees in the sales department is bilingualism, particularly in English and Vietnamese Having bilingual skills in English and Vietnamese is crucial for Coca Cola's sales executives because they can communicate more effectively with customers who speak these languages
Strong verbal and written communicator: Strong written and vocal communication abilities are necessary for Coca-Cola sales executives They will be responsible for building and maintaining strong relationships with key customers, which requires effective communication and the ability to understand and address their needs Additionally, sales executives will be expected to analyze sales trends and communicate your findings to internal teams, as well as develop and implement effective sales strategies Clear and concise communication is crucial for success in this role
Excellent phone and presentation skills: Having a strong phone presence and presentation abilities are requirements for Coca-Cola sales executives They will be responsible for building and maintaining strong relationships with key customers, which often involves communicating with them via phone or in-person presentations Additionally, sales executives will be expected to communicate effectively with internal teams, presenting findings and strategies in a clear and concise manner Strong verbal and written communication skills are crucial for success in this role
Good negotiation skills: The ability to negotiate effectively is crucial for sales executives at Coca-Cola It will be their responsibility to establish and maintain solid relationships with important clients, which sometimes entails haggling over conditions and prices They will also be required to collaborate closely with internal departments to guarantee client satisfaction and create and put into practice efficient sales tactics Successful bargaining abilities are essential for this position
Problem-solving skills: The ability to solve problems effectively is crucial for sales executives at Coca-Cola Sales executives will be in charge of researching fresh sales prospects, assessing market trends, and creating and putting into practice efficient sales tactics To guarantee client satisfaction and resolve any issues that may emerge, they will also need to be able to collaborate with internal departments Success in this position requires the capacity to think creatively and find original solutions to issues
Proficiency in Microsoft Office, CRM, and sales software programs: Proficiency in Microsoft Office, CRM, and sales software programs are essential skills for Coca Cola's sales executives These skills enable executives to manage customer relationships, analyze data, and create reports efficiently Additionally, familiarity with these software programs allows executives to remain competitive in the market and stay up-to-date with the latest trends and practices in sales
Ability to work under pressure and with flexible working hours Ability to work in a team and independently
Physical Fitness: Sales executives must be physically fit to conduct sales activities, which may include standing for extended periods, carrying and lifting heavy objects, and driving long distances
Candidates must be able to pass a medical examination to ensure their physical fitness
Mental Health: Sales executives must be mentally fit to handle the stress and demands of their job Candidates must disclose any mental health conditions and provide medical documentation that they are being treated and are able to perform their duties
Sales executives at Coca-Cola excel by embracing a target-driven and self-motivated mindset Fuelled by a genuine enthusiasm for sales, these professionals consistently surpass expectations, driven by a deep passion that has persistently guided their career trajectory Their commitment to excellence translates into exceptional performance, enabling them to achieve outstanding results.
In addition to their individual success, this sales executive has been able to build strong relationships with clients Their dedication to customer satisfaction and loyalty has resulted in repeat business and an increase in revenue for the company
Overall, their self-motivation, drive, and passion for sales make them a valuable asset to Coca Cola's sales team They are committed to achieving targets and contributing to the success of the company With their skills and dedication, they are sure to continue making a positive impact in their career at Coca Cola
BODY
HR Planning Report
Coca Cola is a leading beverage company that operates in over 200 countries across the world The company is committed to providing quality products and services to its customers, and to achieve this, it invests heavily in its human resources Sales executives are a key area of focus for the company's human resource planning
Human resource planning is a vital process that involves analyzing the organization's workforce to identify its strengths and weaknesses By evaluating the current employees' skills, experience, and competencies, organizations can determine any gaps that need to be addressed This enables them to make informed decisions regarding hiring, training, and development initiatives to ensure the workforce meets the organization's current and future needs.
By carrying out effective human resource planning, organizations can ensure that they have the right people in the right roles to achieve their goals and objectives, both now and in the future
To gain a competitive advantage over their competitors, organizations must carry out human resource planning By having a clear idea of what the future holds, organizations can ensure that they are well-prepared for future growth and success Through effective human resource planning, Coca Cola can ensure that their sales executives have the required skills, experience, and competencies to meet their business objectives
In conclusion, human resource planning is an essential process that organizations must undertake to achieve their long-term goals and objectives Coca Cola recognizes the importance of human resource planning and invests heavily in their employees to ensure that they have the right people in the right roles to achieve their business objectives Through effective human resource planning, organizations can ensure that they have the right people in the right roles to achieve their goals and objectives, both now and in the future
The first step in human resource planning is forecasting Forecasting is a critical aspect of human resource planning that involves analyzing trends and data to predict future labor needs within an organization The process of forecasting aims to determine the supply of and demand for various types of human resources, such as skills, competencies, and experience levels, in order to identify areas where there may be labor shortages or surpluses This information is then used to develop strategies to address these issues, such as recruitment, training, and development programs
Without accurate forecasting, organizations may struggle to meet their staffing needs, leading to decreased productivity and increased costs For example, if an organization fails to anticipate a labor shortage in a critical area, they may struggle to deliver products or services on time, leading to dissatisfied customers and lost revenue Conversely, if an organization overestimates their labor needs, they may engage in unnecessary hiring or training, leading to wasted resources and increased expenses
The demand for labor shows how many workers the firms are willing and able to hire at a given time and wage rate
Coca Cola is one of the world's largest beverage companies, with a vast distribution network that spans across the country The company's products are distributed in many locations, including grocery stores, vending machines, and restaurants However, in order to expand its market reach, attract more customers, increase sales revenue, Coca Cola needs to open additional distribution centers With the company's plans to expand its branches and scale its operations, the need for more employees is inevitable Sales executives work directly with customers and are responsible for promoting and selling Coca Cola products in the areas Consequently, the company will create more job opportunities to cater to the increased demand, leading to a significant increase in labor demand
In July 2022, Coca-Cola reported second-quarter profits exceeding expectations in the context of sales volumes of the beverage industry giant in restaurants, cinemas, and other locations recovering after the pandemic Coca Cola's global sales increased 8% in Q2/2022, thanks to growth in both developed and emerging markets, despite an average price increase of about 12% Coca-Cola realizes that over time, consumer demand worldwide is becoming more diverse They are more interested in nutritional information and have higher expectations for positive improvements from everyday beverages
As market demand grows, it is essential to add more personnel, particularly for sales executive positions where they directly connect with customers and distribute products to the market This will help best meet market and customer needs, and increase revenue for the business Therefore, increasing resources to distribute products to the market is essential due to the increased demand for products
There are several factors that can affect the supply of labor in an organization
Experienced sales executives are highly valued at Coca Cola and are considered for promotion to management positions such as sales managers, employee trainers, etc depending on the current needs of the company and the ability of the employees Coca Cola is looking for candidates who possess the right balance of knowledge, skills, experience, and qualifications to meet the job requirements The promotion process for these sales executives not only recognizes their hard work and dedication, but also ensures that Coca Cola has a strong pipeline of talented leaders As a result of this promotion process, Coca Cola's labor supply will slightly decrease in the short-term
Coca Cola may transfer sales executives to other branches if there is a shortage of employees in one department due to high demand, or if there are surplus employees in another department This allows for a more efficient distribution of personnel, ensuring that the workload is evenly distributed and all facilities are operating effectively When transferring sales executives, it is important to ensure that they are in the same job position, have work experience, and possess the necessary skills to meet work requirements effectively This ensures that the transfer is a positive experience for the employee and that they can continue to contribute to the company's success Moreover, the transfer of sales executives can provide a development opportunity for the employee to gain new experiences, work with different teams, and expand their professional network
It is important to note that there are several reasons why sales executives may choose to leave the company Some may leave for personal reasons, but there are also other factors that could lead to terminations For example, a sales executive may leave due to a lack of growth opportunities or a negative work environment In addition, the company's labor supply could be further reduced if sales executives retire or take a leave of absence Therefore, it is crucial for the company to address these issues and implement strategies to retain its sales executives and attract new talent to the organization
Identification of labor surplus or labor shortage:
According to the factors affecting labor demand and supply of job sales executive of Coca Cola, we conclude the factors affect labor demand and labor supply in the table below
Table 1: The factors affecting labor demand and supply of job sales executive of Coca Cola
Factors Affect Labor Demand Increase Decrease
Factors Affecting Labor Supply Increase Decrease
Based on the table above, factors like branch expansion or an increase in market demand can increase the demand for labor of sales executives Conversely, promotions, transfers, and terminations can decrease the supply of labor Therefore, we can conclude that Coca Cola is facing a labor shortage due to the increasing demand and the decrease in the supply of labor
If there is a labor shortage for Sales Executive positions at Coca Cola, several potential solutions could be considered
Identify factors influencing recruitment activities
These are indeed three important factors that can affect recruitment activities: the personnel policies, recruiter traits and behaviors and recruitment sources These three factors are important considerations for Coca Cola Company looking to optimize its recruitment activities and attract the best talent available
Personnel policies significantly influence recruitment by establishing parameters like minimum education, experience, and skills Strict job requirements can narrow the candidate pool, potentially excluding talented individuals who meet the broader qualifications but not the specific criteria outlined in the policy This limitation can hinder recruitment efforts by reducing the pool of potential candidates available for consideration.
On the other hand, companies with flexible policies can attract a more diverse pool of candidates For example, offering remote work or flexible schedules can open up opportunities for individuals who may not be able to work in a traditional office setup This can include individuals with disabilities, single parents, and those who live in remote or rural areas Flexible policies can also lead to increased employee satisfaction and retention, as it provides employees with the freedom to work in a way that suits them best
It is crucial for organizations to review their personnel policies regularly to ensure that they are not hindering the recruitment process By being open to changes and adopting a more flexible approach, companies can attract a wider pool of candidates, leading to a more diverse and dynamic workforce
Lead-the-market pay strategies allow Coca Cola Company to differentiate themselves from their competitors and create a reputation as a desirable employer This can make it easier to attract new talent, even if the company is not offering the highest salary in the industry
- Create a recruiting advantage: Offering remote work or flexible schedules, it will attract more candidates
Coca-Cola Company may offer higher salaries to compensate for less desirable company attributes This strategy aims to balance factors such as high cost of living or limited benefits by providing increased monetary compensation By addressing these potential drawbacks, Coca-Cola Company seeks to attract and retain talent despite the presence of less favorable conditions.
Employment-at-will policies refer to a legal doctrine that allows employers to terminate an employee's employment at any time, with or without cause, and without prior notice Under this policy, an employer does not need a specific reason to terminate an employee, as long as the termination does not violate any state or federal laws
As a large corporation, Coca Cola Company is likely to have an employment-at-will policy in place, which allows the company to terminate an employee's employment at any time, with or without cause
The employment-at-will policies along with additional policies or practices (performance evaluations, employee feedback programs, or progressive discipline policies in place to manage employee performance and provide support and guidance to employees) will create a more transparent and fair work environment for their employees
Coca Cola Company has a strong social presence and reputation, with a well-known brand name and global reach The company is highly visible on social media, with a large following on platforms such as Facebook, Twitter, and Instagram Coca Cola also has a positive reputation, with a focus on sustainability and corporate social responsibility
As a highly recognizable brand, Coca Cola Company can leverage its image to attract potential candidates The company's advertising campaigns often focus on values such as inclusivity, diversity, and community, which can help create a positive image for the company and attract candidates who share those values
Coca Cola also promotes itself as an employer to help draw applicants The company has a careers website that highlights job opportunities, benefits, and career development programs The website also includes information about the company's culture, values, and employee benefits, which can help attract potential candidates
Social media plays a critical role in Coca Cola's recruitment activities, with the company using platforms such as LinkedIn and Glassdoor to engage with potential candidates and promote job opportunities Coca Cola also uses social media to showcase its corporate social responsibility initiatives and highlight its commitment to sustainability, which can help attract candidates who are interested in working for a socially responsible company
Recruiting qualified and talented individuals is crucial for any company's success Coca Cola Company understands this and has implemented various recruitment sources to find the best candidates for its job openings However, not all recruitment sources are created equal, and the sources a company uses can significantly impact the recruitment activities and the quality of candidates they attract
One of the essential factors to consider when choosing recruitment sources is diversity If a company relies solely on job boards or social media to advertise job openings, they may miss out on potential candidates who do not use those channels To find a diverse pool of candidates, Coca Cola Company uses various recruitment sources, including job fairs, campus recruitment, employee referrals, and online job boards
Selection Process
Through the staff selection process, organizations choose who will or will not be given an invitation to join them Selection starts with the candidates obtained through recruitment and attempts to narrow the field to those most qualified to fill unfilled jobs At the conclusion of the process, the company hires the selected individuals
The comprehensive and rigorous selection process for the Sales Executive position at Coca Cola aims to appoint the most qualified candidates Each stage of the process is essential in assessing a candidate's suitability for the role Through this process, Coca Cola identifies individuals who align with the organization's values and possess the skills and qualifications required for the Sales Executive position.
Beginning with the applicants found through recruitment, selection makes an effort to whittle down the field to those most qualified to fill open positions The chosen candidates are hired by the company at the conclusion of the procedure Employee selection procedures differ significantly from company to company and job to job However, in the majority of businesses, the processes shown in:
The first stage of the selection process is the online application Interested candidates can apply for the position through Coca Cola's online application system The Coca-Cola Company application process is intended to allow candidates to highlight their experience and abilities The application requires the candidates to provide their personal information, work experience, and education history This information helps the hiring team to determine the candidate's eligibility for the role
Using application forms as a first stage of the selection process is a cost- effective method to gather basic data about the applicants It eliminates the need for face-to-face interaction and allows the company to gather necessary information without incurring additional expenses By reviewing the information provided in the application forms, HR personnel can easily identify candidates who meet the minimum requirements for education and experience This allows them to streamline the selection process by weeding out candidates who do not meet the basic requirements
During the second stage of the selection process, the hiring team conducts an initial screening of the candidates The HR team is responsible for reviewing
During the pre-hiring process, potential candidates' applications are meticulously scrutinized to ascertain their alignment with the job's essential requirements The recruiting team diligently evaluates each application and selects the most promising candidates who best meet the criteria outlined for the position.
The screening process may involve a review of the candidate's resume and cover letter, as well as any other relevant materials submitted with the application This stage of the process helps the recruiter to determine which candidates will be shortlisted to proceed to the next stage of the selection process
Overall, the second stage of the selection process is crucial in ensuring that only the most qualified candidates are considered for the position
The initial interview is an important step in the hiring process for Coca Cola, as it is the first opportunity for the hiring team to connect with the candidates who have passed the initial screening This interview is conducted over the phone and typically lasts between 15 minutes to 30 minutes
During the interview, candidates will be evaluated on various aspects, such as their experience, qualifications, communication skills, potential, and ability to work in a team Additionally, the interview will assess the candidate's understanding of the Coca Cola brand and its value
Interview questions often focus on work history, education, and skills Candidates should highlight concrete instances showcasing effective communication, collaborative abilities, and contributions to their former employers These examples demonstrate the candidate's preparedness and ability to contribute to the organization.
The interview is not just an opportunity for the hiring team to assess the candidate's qualifications, but also for the candidate to learn more about the company culture, job responsibilities, and growth opportunities within Coca Cola
Only the most promising candidates will be selected to move forward in the hiring process If a candidate is not selected to move forward, they will be notified via email or phone call
The In-Person interview is the fourth stage of Coca Cola's selection process for Sales Executive position This is an opportunity to interact with the sales manager and other hiring executives in the company During this online interview using video call on meeting app, the candidate is asked a range of questions (based on a situational interview) that are designed to gain a deeper understanding of their sales experience, skills, as well as problem-solving ability and proactivity Questions related to sales strategy, cost control plans, or goal-setting plans may be asked during this interview round
A situational interview is a type of structured interview that presents a hypothetical work-related scenario to the candidate and asks them to describe how they would respond This approach has been shown to have high validity in predicting the candidate's job performance
The interview process also helps the recruiting team to establish whether the candidate's qualifications and experience meet the job requirements The interview also allows the recruiter to assess the candidate's culture fit, interpersonal skills, and decision-making abilities, which are essential traits for the Sales Executive role
Training Program
Coca Cola Vietnam has recently upgraded its Customer Relationship Management (CRM) system to better connect their sales executives with distributors, clients and manage product data This upgrade will allow for more efficient communication and information sharing between sales executives and customers, ultimately resulting in better sales and customer satisfaction The new CRM system will provide sales executives with real-time information about products, inventory levels, and customer orders This will help them make more informed decisions and provide better customer service Additionally, the system will allow for easier tracking of sales and customer interactions, which will help Coca Cola Vietnam identify areas for improvement and make data-driven decisions
The upgraded CRM system is a significant investment for Coca Cola Vietnam, but it is expected to produce significant returns in the form of increased sales and customer satisfaction The company is committed to providing the best possible service to its customers and this upgrade is just one example of that commitment
Before initiating the training program, it is essential to conduct an organizational analysis of Coca Cola Vietnam This analysis will provide vital insight into the company's current state, the areas that require improvement, and the areas that are functioning optimally Coca Cola Vietnam is focused on expanding its market share and maintaining its position as a leading beverage brand in the country To achieve this, Coca Cola Vietnam's strategy is centered around meeting the needs of Vietnamese consumers and staying ahead of the competition through localized marketing, a diversified product portfolio, a strong distribution network, and innovation Thus, Upgrading the Customer Relationship Management (CRM) system would be an essential innovation for Coca Cola Vietnam This would allow the company to better understand and engage with its customers, providing personalized experiences and improving overall customer satisfaction By leveraging customer data and insights, Coca Cola Vietnam can develop targeted marketing campaigns and product offerings that better meet the needs and preferences of Vietnamese consumers Coca Cola Vietnam plans to conduct a training program that is expected to last for a week The objective of the training is to ensure that the employees in the sales department are able to make full use of these new features from the upgraded CRM system The budget allocated for this training program is about 20,000,000 VNĐ
Moreover, in upper management meetings, managers present will be encouraged to talk to employees about the benefits of the training It is highly recommended for managers to encourage participation for the training through helping trainees see how they can use their newly learned knowledge, skills on the job
The new CRM system has some of the key changes include:
- Additional features such as automated reporting and lead tracking
The upgraded CRM system introduces significant differences from its predecessor, potentially presenting challenges to sales team members To mitigate these difficulties, a comprehensive training program will be implemented This program will focus on equipping sales staff with the necessary knowledge and skills to leverage the new features effectively.
- Introduction to the new user interface
- Advanced features such as lead tracking and reporting
- Best practices for data entry and management
Besides, the training program has a few requirements that individuals need to fulfill Firstly, they should have a good understanding of Coca Cola's vision and strategy, and how they fit into the overall business objectives, as well as the contribution of innovation in the CRM system for Coca Cola Secondly, the program requires that individuals have good knowledge about CRM systems These skills will enable individuals to work effectively with the CRM system because the new interface of the CRM system now uses English as the language and is different from its old version This means that all the menus, buttons, and options are now in English The change was made to cater to the needs of the majority of users who speak and understand English
To have a successful training program, managers can take certain steps to ensure that their employees are engaged and motivated to learn One way to do this is by providing feedback that encourages employees to continue their learning This feedback can come in the form of constructive criticism, positive reinforcement, or regular check-ins to see how the employee is progressing
Establishing rewards for successful completion of training programs is crucial for fostering motivation and engagement among employees By offering incentives such as bonuses, promotions, or other forms of recognition, organizations can encourage participants to invest their time and effort in completing the program effectively These rewards act as tangible acknowledgements of achievement, driving employees to excel and contribute to the overall success of the training initiative.
Communication is also key during the training process Managers should communicate with employees about the organization's career paths and future needs This helps employees see how the training program fits into the bigger picture and how it can benefit their career growth within the company By taking these steps, managers can create a training program that is both effective and engaging for employees
The training program will be conducted around a week, with both classroom and hands-on sessions The objective of this program is to equip employees with the necessary skills to fully utilize the new features of the upgraded Customer Relationship Management (CRM) system We will also provide online resources and support to help employees with any questions or issues they may have Trainers can supplement lectures with slides, discussions, case studies, question-and-answer sessions, and role-playing and actively involve trainees enhances learning
Demonstrating appreciation for trainees is essential in the training process This can be fostered by encouraging immediate application of knowledge and skills after each lesson, reinforcing what has been taught Appreciation creates a positive learning environment, motivating trainees to actively engage Positive reinforcement through verbal praise and recognition of good performance boosts confidence and self-esteem, further reinforcing learning and fostering active participation By valuing trainees' efforts, you create a supportive atmosphere that enhances their overall training experience and outcomes.
In addition to practicing, it is also important to do a small test on the knowledge gained during the training session This helps to identify areas that need improvement and helps the learners to retain the information for a longer period
By appreciating trainers in this way, learners not only improve their own skills and knowledge but also motivate the trainers to continue delivering quality training.
Performance Appraisal
Performance appraisal is a tool that can be used to manage performance It is an important part of performance management, but it is not performance management in itself Many other tools can be used to manage performance in addition to performance appraisals
Coca-Cola is conducting performance appraisals once a year For the position of Sales Executive, Simple Ranking, Graphic Rating Scale and Management by Objectives (MBO) are chosen to measure employee performance
In the management by objectives (MBO) framework, employees at every level of the company set goals in a top-to-bottom process that advances the overall objectives of the business These objectives serve as the benchmarks for assessing the performance of an employee
MBO is an effective system which measures individual productivity periodically due to some reasons Coca Cola Vietnam uses it to measure employees' productivity within the sales department to determine commission for each employee equally and specifically MBO provides a structured approach to goal setting and performance evaluation This means that employees know exactly what is expected of them and how their performance will be measured As a result, they are better able to focus their efforts on achieving their goals Moreover, another benefit of MBO is that it promotes accountability By setting clear goals and objectives, employees are held accountable for their performance This helps to ensure that employees are working towards the same goals and that everyone is pulling in the same direction Last but not least, MBO gives employees feedback about their performance in terms of these measures This feedback helps employees to identify areas where they need to improve and to take corrective action According to the specialized magazine Digest Beverage, Coca-Cola has a market share of 52% compared to PepsiCo While Pepsi leads on the global market, in the Vietnam market, due to later extension of the distribution system, Coca-Cola has shown weaker performance Thus, the objective of Coca Cola Vietnam of increasing market share ranging from 5 to 30% for the middle management in the various markets in which it operates Specifically, there are operational goals, which are set for the salespersons: increasing sales by 10% over the last year's target and reducing the sales cycle by 20% over the next 12 months
Table 2: Management by Objectives: Two Objectives in Sales area for Coca Cola Vietnam
Key result area Objective % Complete Actual Performance
A key objective of sales representatives is to increase the amount of sales by 10% annually
90% Increasing the amount of sales by 9% quarterly
Reducing the sales cycle by 20% over the next 12 months, resulting in a higher conversion rate of leads
80% Reducing the sales cycle by 18% over the next 12 months, resulting in a higher conversion rate of leads
A graphic rating scale lists essential traits for a specific position and provides a rating system from 1 to 5 for each trait Employers utilize this scale to assess employees' performance on specific traits, circling the number that best reflects the employee's proficiency The ratings range from 1 (poorest performance) to 5 (highest performance), allowing employers to evaluate the extent to which employees exhibit the desired traits.
Table 3: Graphic Rating Scale for the position Sales executive
Distinguished Excellent Commendable Adequate Poor
The graphic rating scale offers several advantages as a performance evaluation tool Its simplicity and ease of use make it accessible to all users, regardless of their expertise Additionally, its adaptability allows for customization to capture important aspects of performance that may be overlooked in a solely outcome-focused approach.
In contrast to MBO, the graphic rating scale can be used to measure a variety of attributes, such as satisfaction, quality, sales skills such as customer relationship management Last but not least, the graphic rating scale provides a consistent format for responses, which makes it easier to compare and analyze data
Simple Ranking is a method of performance measurement that requires managers to rank employees in their group from the highest performer to the poorest performer The ranking is based on the manager's overall perception of each employee's performance This method is typically used to identify high- performing employees who may be eligible for promotions or rewards, as well as low-performing employees who may require additional training or performance improvement plans
The manager of the sales department conducted a table simple ranking to evaluate the performance of sales executives The ranking was based on the results from a measurement system - Graphic rating scale
The Graphic Rating Scale is a tool that evaluates a list of traits or characteristics that are essential for the job in question In this case, the traits being evaluated were related to the sales executive's performance These traits included communication skills, customer service, sales targets achievement, and team collaboration
The ranking table was based on the scores obtained by the sales executives on each of the traits evaluated The scores were assigned based on a numerical scale, and the sales executives were ranked from the highest to the lowest score The ranking table allowed the sales department manager to identify the sales executives who performed exceptionally well, those who met expectations, and those who needed improvement The ranking table was used as a basis for providing feedback to the sales executives and setting performance improvement goals
After analyzing the results from both systems, the manager ranked the sales executives according to their overall performance The ranking is as follows:
1 Name of Sales Executive with highest overall score
2 Name of second Sales Executive with highest overall score
3 Name of third Sales Executive with highest overall score
4 Name of fourth Sales Executive with highest overall score
The ranking indicates that the top-performing sales executive is the Name of Sales Executive with the highest overall score
For example, the table below shows total performance dimension point of each employee from graphic rating scale method and simple ranking column shows ranking order from best to worst
Employee Name Total Performance Dimension Points Simple Ranking
According to table 4, Jane who is the best performer will have bonus pay at the end of year
In addition to providing financial stability for employees, a base pay system can also help to attract and retain talent within an organization By offering a competitive base pay, companies can demonstrate to potential candidates that they value their employees and are committed to providing fair and consistent compensation
Base pay can also provide a foundation for other forms of compensation, such as bonuses, commissions, and performance-based pay By establishing a consistent and reliable base pay, managers can then determine appropriate bonus pay and commission structures that are tied to specific performance metrics and sales goals
Base pay acts as a fundamental motivator for employees, encouraging them to enhance their performance and pursue organizational objectives, such as sales targets Although base pay is generally not directly linked to individual performance, exceptional performers often receive bonuses or incentives, serving as additional incentives and rewards for their contributions This system fosters a performance-oriented culture, where employees strive for excellence, ultimately benefiting both the organization and the workforce.
Commission is an incentive-based payment structure that rewards employees who exceed their sales targets and it is paid monthly This payment structure is designed to motivate employees to work harder and sell more products or services, which increases the company's revenue The percentage of commission paid to employees varies depending on the company's sales targets and performance metrics Specifically, Coca Cola Vietnam provides the following policy: employees will receive 2% commission when sales revenue is up to 20 million VNĐ, 5% of commissions if sales revenue is 50 million VNĐ - 100 million VNĐ and 7% of commissions if sales revenue is Bonus pay is an additional payment awarded to the best-performing employees in the sales department This payment is usually based on sales figures or other performance metrics, and it is given at the end of the year The purpose of bonus pay is to recognize the efforts and contributions of the most outstanding employees and to motivate other employees to perform better The total performance dimension point of each employee from the graphic rating scale will be used as a standard to rank employees in their group from the highest performer to the poorest performer According to the table below, the highest performer is A so at the end of the year A will be paid bonus pay for his/her excellent performance
Rank Name of employee Performance dimension point
CONCLUSION
Human Resource Management (HRM) is a critical aspect of any organization, and it encompasses various processes such as recruitment and selection, training and development, employee motivation, benefits packages, and excellent customer service Effective HRM is crucial in retaining employees, as it provides attractive and appropriate benefit packages Such packages not only help in retaining employees but also attract new employees to the organization On the other hand, ineffective HRM can lead to high employee turnover, which can be costly for the organization Training and development programs are also essential in increasing employee productivity, which is valuable to any organization These programs can help employees acquire new skills, improve their current skills, and become more efficient in their work
This report has mentioned that the current human resource situation in Coca Cola is affected by factors such as branch expansions or an increase in market demand, which can raise the demand for labor of sales executives Conversely, promotions, transfers, and terminations can reduce the supply of labor
Therefore, we can conclude that Coca-Cola may face a labor shortage due to increasing demand and a decrease in the supply of labor
Coca Cola has a well-structured and comprehensive selection process for hiring Sales Executives The aim is to identify the most suitable and qualified candidates for the role who can help the organization meet its business objectives The company offers competitive compensation and benefits packages, as well as training and development opportunities to attract and retain employees Moreover, Coca Cola also focus on improving working conditions and engaging employees to create a positive candidate experience, which helps enhance the company's reputation as an employer of choice By following such a process, Coca Cola can ensure that they hire the best talent available
Though it is not clear whether Coca-Cola currently experiences labor shortages for Sales Executive positions, it is essential for organizations to take a proactive approach to address potential labor shortages before they become significant problems By considering various solutions and taking early action, organizations can ensure that they have the necessary talent to meet their business objectives For instance, organizations can adopt strategies such as offering competitive salaries and benefits packages, providing training and development opportunities, improving working conditions, and enhancing employee engagement Such strategies can help in attracting and retaining employees, which is crucial in achieving organizational goals
Besides that, recruitment is an essential process in HRM, and organizations need to consider various factors when recruiting employees There are three essential factors that can impact recruitment activities, which are personnel policies, recruiter traits and behaviors, and recruitment sources Personnel policies refer to the rules and regulations that guide the hiring process in an organization For instance, an organization may have policies that require job advertisements to be posted internally before external postings Recruiter traits and behaviors refer to the characteristics and behavior of recruiters, which can affect the recruitment process Recruitment sources refer to the methods used by organizations to attract candidates For instance, organizations may use social media, job fairs, or employee referrals to recruit candidates
Overall, effective HRM is critical in achieving organizational goals and objectives Coca Cola needs to adopt a proactive approach to address potential labor shortages before they become significant problems Strategies such as offering competitive salaries and benefits packages, providing training and development opportunities, improving working conditions, and enhancing employee engagement can help in attracting and retaining employees Additionally, recruitment is an essential process in HRM, and organizations need to consider various factors, such as personnel policies, recruiter traits and behaviors, and recruitment sources, when recruiting employees
2 Careers (n.d.) The Coca-Cola Company Retrieved April 15, 2023, from https://www.coca-colacompany.com/careers
3 (2023, February 16) Jobs at Coca-Cola - Coca-Cola Retrieved April 15,
2023, from https://careers.coca-colacompany.com/
4 Company Policies, Practices & Reports (n.d.) The Coca-Cola Company Retrieved April 15, 2023, from https://www.coca- colacompany.com/policies-and-practices
Coca-Cola's unique business model involves a strategic partnership between the parent company, The Coca-Cola Company, and independent bottling partners This partnership allows the company to focus on brand management, marketing, and new product development, while the bottling partners handle production, distribution, and customer service This efficient distribution system enables Coca-Cola to maintain a global presence and cater to diverse consumer preferences effectively By leveraging the strength of both its own operations and the expertise of its bottling partners, Coca-Cola ensures seamless supply chain management, optimal product quality, and a consistent brand experience for its customers worldwide.
6 Sales Executive Job Description Sample - Ready to Use | Workable (n.d.) Workable resources Retrieved April 15, 2023, from https://resources.workable.com/sales-executive-job-description
7 Coca-Cola: “Bến đỗ” của nhà đầu tư (2022, August 17) Bnews Retrieved April 15, 2023, from https://bnews.vn/coca-cola-ben-do-cua- nha-dau-tu/255088.html
Class: HUMAN RESOURCES MANAGEMENT Group 4 Student 1: Nguyễn Hoàng Thanh Nhã Final score: 100% Student 2: Nguyễn Thị Thanh Ngọc Final score: 100% Student 3: Nguyễn Ngọc Tú Quỳnh Final score: 90%
Student 4: Lưu Thị Thu Trang Final score: 100%
Student 5: Trần Ngọc Linh Đan Final score: 97%
Student 6: Lê Thùy Linh Final score: 97%
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