Comparison of Qatar Companies and Coca-Cola - Essay Example

? Compare between two companies Introduction This piece of work will exceptionally focus on Human Resource Management (HRM) Practice of training and development. It shall also narrow down to training and development as incorporated by the Qatar petroleum and Coca cola Company as well as try to give an in-depth description of this HRM practice. Qatar Petroleum operates on a national scale, whereas Coca Cola is an international brand. In addition, the scope of this research will also include background of the two companies as well as comparison between them. Training and development People always seem to use the words Training and development synonymously. This is also evident in HRM where the two words are mostly used in the same context. However, the two words have different precisions in that training stands as both a segment of as well as a pre-condition for training. Training entails the changing of behaviors of non-managers and this may be through such efforts as vocational education among others (Noe, 2002). Conversely, development would be involves building managers whether individually or as a group for future needs. Development does not focus upon immediate needs but rather future demands. Building employees at an individual level entails such actions as mentoring them as well as conducting a self-analysis of each employee personally. Contrary, developing workers as groups would includes letting them engage in outdoor trainings meant to increase their competence. Therefore, whereas training focuses on imparting employees with skills to tackle their current tasks, development focuses upon future engagements. Training arises out of various needs that a company may point out. For example, training may be to ascertain that employees match with the procedures stipulated for the said company, or it may for aligning the employees with the ethics of a particular company (Pride et al, 2010). Training process includes such measures as identifying organizations as well as the HRM’s strategies to make sure that the two do not conflict. The other step includes identifying the need or areas that call for training. What follows is the training and an evaluation to check the efficiency of the process. Various methods may be suited for either training or development. For example On –the-job-, this happens when an inexperienced person learns under the supervision of a worker already acquainted with skills. Classroom – whereby, trainees get into classroom situations to learn skills. Role-playing- This happens when a trainee works in another person’s job or placement to understand it best (Pride et al, 2010). Simulations- This occurs when employees have to take training away from their job areas to get away from the baffles associated with work and engage seriously in training. Training entails various accrued benefits and one of them would be ensuring that employees match with the organization’s goals. It also brings about improved skills to enable people tackle their jobs effectively and there is lowered labor turn over (Aguinis & Kraiger 2009). In addition, trained employees display heightened morale while going about their jobs. Disadvantages associated with training include the fact that it may render a financial burden upon an organization in that it at times calls for lots of capital. Background of the two companies Coca cola Coca Cola Company traces its roots in 1886 at the heart of USA. The company stands in recent times as a leading manufacturer in soft drinks globally. It also boasts of being the biggest distributor and spearheads marketing of soft drinks as well. It sells an estimated 6,000,000 drinks a day. The company serves over 200 states globally and has a vision of making the best profits and creating the best job platform, where employees derive motivation from what they do (Cola, C. 2011). The company’s mission is that it aspires to refresh the globe with their wide range of drinks as well as make a difference in their manufacture and supply of non-alcoholic refreshments. Qatar Petroleum This company had its start in 1974 and stands as a state corporation that is responsible for all oil and gas activities in Qatar. Its main areas of work include oil exploration on different shores in the country as well drilling and sale of both gas and oil. The company thrives upon a vision of becoming a world’s leading corporation in gas as well as oil (Qatar Petroleum). It also aspires to command respect at an international scale. Its mission is that of ensuring that Qatar amasses lots of wealth from its natural endowments of oil and gas and ensures that it achieves this by engaging in activities that increase value and worth in these resources. Its objective is ensuring that Qatar gets lots of wealth from these resources. Qatar petroleum Qatar Company has an edge in training and development in that it embraces corporate training. This is assigned to the Corporate Training (CT) department that is responsible for imparting skills to Qatar’s new trainees (Qatar Petroleum). The department also ensures that Qatar staffs get career development that makes them suited to do certain. Learning opportunities offered by the corporate training wing includes programs such as: Vocational training- This training prepares trainees for particular tasks that they have to undertake in their careers. Language competence- Qatar petroleum ensures that its employees possess the required language proficiency to enable them offer services effectively (Qatar Petroleum). University placement - Qatar is renowned for its action of championing for higher education to enable its employees match with needs of the energy sector. Professional training- Qatar Company also offers its employees with professional training to ensure that they have the required competence in their job areas. Development training- Development training is geared towards ensuring that managers have the required prowess and skill at the work place. E- learning- This ensures that there is a steady sharing of useful information. Coca Cola Training This Company is also keen in taking the employee’s skills and competences a notch higher. It focuses upon the objective of ensuring that it achieves its goals and concurrently adding value to its workforce whom they regard as the main resource. The company offers training, which may be such as: - Expert coaching- The company offers its employees with specific training that helps them add professionalism in their fields and function with greater skill (Journey staff, 2012). For example, the company seeks the services of Graham Comm., a body that imparts people with excellent marketing skills. - Language training- The Company also invokes the services of language trainers to ensure that they are fluent enough to associate with their associates or clientele. - software training- Coca Cola also offers programs such as computer training to its trainees to ensure that they are at par with the current technological knowhow and also to make sure that they perform efficiently. Its training process includes: Identifying the need-, The Company takes on a move to identify areas or tasks that call for employee training. This is to ensure that employees are better placed in these tasks and that they can perform them skillfully. Devising strategies - The Company goes further to devise strategies that enable it to carry out the set training upon its employees. These strategies should align with the company’s strategies as well as the Human Resource ones. Identifying employees to train- After devising a strategy, the company then targets the trainees suited for the training. Aligning the process with the program- The process of imparting skills should as well match appropriately with the program chosen. Employee relations- This is purely concerned with ascertaining that employees conduct themselves as stipulated. It is labored with the task of evaluating performance thereafter and providing improvements where necessary. Development Coca cola bases its development by offering various practices to its employees. For example: Workshops E-learning Class room training conferences In carrying out this development, the company sticks to a designed procedure that entails: Managing performance - this entails monitoring the employees progress to ensure that they are in balance with the companies goals. Rewards- the Company also appreciates its employee’s efforts to increase their morale when they perform excellently and to motivate those not awarded to up their work. Compensation management – The Company has to ensure that it avails compensation to its employees such as retirement benefits and any other. Minding Employee’s welfare- This is whereby the company holds to consideration the health and safety of its employees to ensure that they perform effectively and that they feel appreciated. Learning- While developing the employees, the company also has to ensure that it imparts proper learning that will aid the employees in tackling future needs (Journey staff, 2012). Comparison It is very evident that the two companies appreciate HRM in their activities. For example, the two companies embrace training and development, which is an exemplary practice of HRM. The two companies also train both their new as well as their existing labor force to ensure that they increase their prowess. These companies also offer various programs to their employees in a move to ensure that they impart them with proper skills ((Pride et al, 2010). Conclusion Whereas there are many HRM practices, this research narrows down to training and development. Although the words training and development appear synonymously in the vocabulary of many companies, it is clear that they are quite related, though very different. Whereas training deals with ensuring that employees get the necessary skills to handle their current jobs or tasks, development is much concerned with future engagements. Qatar companies and Coca cola are keen in appreciating the practice of training and development. They thus have programs that increase the skills of their employees at the workplace. References Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-47. Cola, C. (2011). A Short History of the Coca Cola Company. Retrieved June, 20, 2011. Journey staff (2012). Coca Cola journey. Associate training. Retrieved on 2nd January 2014 from Noe, R. A. (2002). Employee training and development. Boston: McGraw-Hill/Irwin. Pride, W. M., Hughes, R. J., & Kapoor, J. R. (2010). Business. Australia: South-Western/Cengage Learning. Qatar Petroleum. Retrieved on 2nd January 2014 from Read More