Complete an 8 to 10 page research paper on the Cultural Training for Employees of the Coca Cola Company

CULTURAL TRAINING FOR EMPLOYEES OF THE COCA COLA COMPANY 1

Cultural Training for Employees of the Coca Cola Company

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Introduction

Globalization has brought diversity in human resources and how organizations conduct their

international and local functions in the community. The diversity has seen the rise of different

policies and regulations such as international tariffs and human resource practices. Due to

globalization, multinational companies are adopting different practices such as training of their

employees to follow company culture while working on these different cultural based

boundaries. This has resulted to different multinational companies to revise their human

resources in the international communities to focus on local cultures to improve performance,

production and maintaining international cultural standards. The change in practices has

increased and improved how multinational companies such as Coca Cola are able to have a

higher employee retention in the international communities. It is important to consider the

differences in performance based on how to fully support and organize the resources such as

controlling the vast investment plans in the local and international resources. Therefore, training

of employees on cultural affiliations will help in reduction of company cultural challenges and

this will increase the retention of employees and positive reputation for multinational companies

in the local and international markets.

Importance of cultural training for employees

According to Martin 2015), the importance of training of employees is focusing on their target

markets and improves the development of positive relations in their respective communities. It is

important to train employees on understanding local communities’ preferences. This becomes the

bridge and platform to help the employees to understand their local communities. For instance,

the Coca Cola Company operating in the Asian communities should have employees of the

Asian affiliations working in such subsidiaries. This will help in training employees on

CULTURAL TRAINING FOR EMPLOYEES OF THE COCA COLA COMPANY 3

respecting the local cultures and how to improve on their performance and service allocation for

their customers and clients. Based on researches conducted by Association, M., & Resources

(2014), cultural training of employees helps the employees to become cultural awareness and any

differences which might arise due to different cultural differences. Cultural awareness will help

in the long-term retention of employees and this will also focus on improving the integration of

employees into the community and society. The employees will not be challenged or faced by

different challenges such as language barriers and many others. It is therefore, important to use

the necessary resources for any company to focus on cultural training of employees in the

community. This will help in meeting and increasing the retention of employees and reduction of

costs for organizational employee training and low rates of retention. Cultural training has many

important aspects, which companies should focus on training and using in the social teaching of

their employees.

What can be trained to employees?

a) Communication and Language

According to Association, M., & Resources (2014), employees should be trained on

communicating aspects and focus on the local and native languages. The training on local

languages will increase interactions while focusing on the reduction of communication and how

to understand each other by reducing the challenge of language barrier.

b) Cultural Practices

Based on the researchers conducted by the Association, M., & Resources (2013), it is important

and essential to use the necessary resources such as cultural practices to train employees. These

practices will be the foundation upon which different employees will use in securing the

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necessary services such as poor learning techniques and how to effectively improve performance

by learning cultural practices.

c) Laws and Regulations

On the hand, based on Landy & Conte (2010), a society’s laws and regulations will always

determine the organizational assimilation and preferences of its consumers. As Coca Cola

Company has international branches, it has supported numerous corporate social responsibility

projects. These projects are part of understanding the society’s laws and regulations for the local

and international markets.

d) Beliefs

According to York, K. M. (2015), employee practices should also be respected as these beliefs

will impact their loyalty and performance. Thus, it becomes important for organizations to accept

diverse cultures such as different languages, cultural differences from religion, gender, age and

race.

How to Reinforce Employee Training

a) Motivation

Employee training is important and essential for meeting employee expectations and needs. To

increase and improve performance, it is important to consider following the importance of

employee motivation. This will help in reinforcing their desire to learn and become productive in

their roles and work functions (York, 2015). There is also the need for developing a plan to

improve their retention and this is through motivating their performance during cultural training.

CULTURAL TRAINING FOR EMPLOYEES OF THE COCA COLA COMPANY 5

b) Promotion

Based on Martin (2015), offering promotions will always improve the attention of employees in

the workplace. This will improve their aspect for career advancement and diversification. The

focus is on creating and meeting the natural balance of life and how to effectively improve their

work functions. Promotions such as offering work merits and premiums will improve employee

retention and their ability to reinforce performance through hardworking and meeting their

objectives. It is important to use promotions as a platform to improve employee motivation.

c) Orientations

A company such as Coca Cola should consider developing orientation plans for their human

resources in different parts of the globe. This will improve their perception of the functions of

the company and will focus on global market exposure. This will improve performance and

increase the performance of the company to meet its expectations, performance and proper

actualization to their performance.

Assessing Employee Training

Assessing employees during training is an effective methodology of focusing on their work

ethics and this is criterion which companies such as Coca Cola can employ in assessing their

employee’s training. Work ethics differ from trained and non-trained employees. It is important

to consider an effective strategy which employs being on act in determining how effective an

employee takes training programs and the importance of such training in the workplace (Martin,

2015). Work ethics also develops from an employee’s attitude and work functions. This will be

the platform to help in organizational operations and improving the performance of employees in

the different workplaces. Secondly, there is the ability to analyze employee retention statistics

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and rates. The rates will determine the ability of retained employees in the training programs.

This will be based on the performance and production critical to meet the expectations of

employees in the society. It is also a measure to effective monitor the performance of employees

in the workplace and this will be essential in fitting the necessary needs such as motivation and

career development.

How to assess success of the training for employees

a) Field performance

According to Association, M., & Resources, I. (2014), employee performance can be a good

measure for success. Therefore, there is the need for focusing on employee performance to

effective consider the necessary resources such as how to meet the needs and expectations of a

given scenario or task. Managers and leaders should effectively and often review the

performance of its employees in maintaining the needed standards and capabilities of its

employees when carrying out their roles and duties.

b) Customer Satisfaction

Based on Association, M., & Resources, I. (2013), customer satisfaction reflects the ability of an

employee in offering cultural based services and this will effectively determine the ability to

offer and improve social services to meet the cultural awareness of a given community or group

of people in the society. It is important to use and offer services effectively by understanding and

meeting cultural affiliations of employees in the society.

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c) Employee retention and Orientation

On the hand, there is the need of considering employee retention while focusing on the

importance of meeting the general expectations. Considering the necessary performance and

plans to effectively improve performance, it is important to improve and increase the division of

work. This is common in cultural assertive and offering different cultural services in different

regions of a company’s market.

Conclusion

In conclusion, cultural training takes different perspectives and it is important to use and

influence the necessary resource such as meeting and experiencing the necessary needs of a

company. It is also the foundation for meeting the diversity in the contemporary community and

this is changing the platform for employing and increasing organizational needs, expectations

and resources in the contemporary community. As a result, cultural training will help in meeting

the organizational goals for offering services beyond the local communities into international

markets.

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References

Association, M., & Resources, I. (2013). Global Business: Concepts, Methodologies, Tools, and

Applications: Concepts, Methodologies, Tools, and Applications. IGI Global, 2013.

Association, M., & Resources, I. (2014). Cross-Cultural Interaction: Concepts, Methodologies,

Tools, and Applications: Concepts, Methodologies, Tools, and Applications. IGI Global,

2014.

Landy, F. & Conte, J. (2010). Work in the 21st century: an introduction to industrial and

organizational psychology. Malden, Mass: Wiley-Blackwell.

Martin, J. (2015). Key Concepts in Human Resource Management. SAGE, 2015.

York, K. M. (2015). Applied Human Resource Management: Strategic Issues. SAGE, 2015.