Launch and Management
Name
Institution
Launch and Management
Branding Plan
Brand planning and promotion are among the top objectives of Bahrain Coca Cola Company. The company recognizes and rewards its employees should align with their brand and promote a strong sense of brand uniqueness, both internally and externally. One way Bahrain can reward and recognize their human resources and develop a positive brand identity is corporate social responsibility (Togher, 2016). For instance, the company can decide to rewards the workers by taking them for fun activities in the community. They can choose to buy tickets for the year’s employees to a local symphony or even take them for lunch in a local hotel.
By doing so, the company will be showing its recognition of the local community business and offer the community brand’s interest to the employees. Another branding plan for recognizing employees is featuring them on the website. The monthly program employee’s implementation and further sharing their status on the company website is a strategic plan for brand development and employee recognition. Once consumers click on the Bahrain Coca-Cola website, they will have both brand interactions and identity since they visualize the workforce behind it.
Marketing and communication
For Bahrain Coca Cola Company to maximize their consumers, they need to have a strong marketing team and strategies. The management can implement a reward policy for the marketing teams. For instance, in launching a new beverage flavor, like passion, the company rewards the employees for every new client broad on board. This gesture motivates the employees to be more aggressive in identifying and getting more customers, positively impacting its revenue. Also, Bahrain Coca Cola Company should ensure that their online advertising clips include its employees promoting their brand (Rizzo, 2019). Another marketing strategy for promoting employee reward and recognition is recognizing the best marketer of the year by rewarding them and featuring them on the website. In so doing, this will encourage the rest of the team towards being the next star of the marketing department. Also, ideas and inventions brought forward by employees to better the product in reaching a larger population should be appreciated distinctively.
Like marketing, communication plays a central role in recognizing employees, and it’s the critical pillar of the program’s success. Before implementing any reward and recognition, Bahrain Coca Cola should communicate it to employees and ensure they understand it. The benefit of communication is creating excitement among the employees in all departments, which fosters their performance. Simultaneously, choosing a representative for the employees encourages them to be more open, voicing their opinions and views on the recognition and rewards programs since they are sure of representation.
Compliance
Staying compliant is a must for all organizations despite the continuous changes regarding compliance. It’s the role of the HR team to ensure all the employees remain compliant as well as have the freedom to deliver. Following the company’s policies and procedures can be burdensome, but for the smooth running of Bahrain Coca Cola, the employees must understand its benefits. Employees usually feel left out if they don’t get involved in developing new company policies and procedures.
To foster employee compliance, Bahrain Coca Cola management should have an open decision-making platform, where employees have the opportunity to contribute to the development of any policy or procedure before implementation. The consideration of employees’ views and opinions demonstrates how the management recognizes them as part of the company operation and success, thus motivating those (Pham et al., 2017). The HR department should also be dispensable in answering employees’ questions regarding compliance to government policies, such as meeting the federal law requirements, which further prevents lawsuits, fines for sexual harassment, and unnecessary audits.
Equity
Equity in any organization entails that every employee receives fair treatment while maintaining cause and effect transparency. Equity encourages equal access to opportunities despite their race, color, or gender. Bahrain Coca Cola has not yet achieved equity in the gender sector. Looking at the employee’s distribution statistics, 92% of the overall employees are men, while women only amount to 8%. This is a clear indication of a lack of gender equity in the process of recruitment. For the Coca-Cola industry to recognize and ensure women feel as useful and valuable as men, they should provide the number of recruited women to the company above 40% (Togher, 2016).
Additionally, cases of women not considered fit for management positions have been noted in most organizations. Another way to recognize the female workforce, the Bahrain Coca Cola industry should have equal chances of promotion for both the male and female workers. By doing so, the women will be motivated to perform for better positions on the managerial ladder. Another way to promote employee reward and recognition is ensuring the transparency of the program. In some companies, the management can be corrupted and apply favorites to reward and recognize. For the Bahrain coca-cola industry, the management needs to keep the program fair, equal, and open to all employees as the aim is to motivate the workforce to put forth effort in commensuration of the reward expectations.
Business outcomes
Having a strategic business outcome policy will enable Bahrain Coca Cola industry to measure their internal and external achievements. One way to recognize the employees and maximize the business outcome is through employee goal management, inspiring and increasing their overall business productivity. Bahrain Coca Cola Company aims to create a positive feeling for their consumers, which can be achieved by starting with their employees.
It’s the role of departmental managers to prioritize employees’ goals based on their level of skills. Recognizing employees’ skillset and expertise encourages them to perform at their best and deliver as required, impacting the consumers since they will be receiving the right quality product. There is nothing more exciting for an employee to be selected for a role that fits their skillsets and experience. Such an employee will feel confident and more relevant to achieving the industry goals since he/she exhibits the expertise and knowledge required to perform the job effectively. Therefore, the manager should avoid having the wrong skillset in the wrong department or roles to prevent low quality and mistakes.
With the increasing development of technology and its incorporation in delivering services to both internal and external customers, staff, and even the Bahrain industry should stay updated. Thus, the company should train its workforce in the use and importance of the improved tools of technology invented to improve efficiency. By doing so, Bahrain coca-cola will be enabling their human resources to continue offering consistent services across all the departments. This act demonstrates how the industry values their input and offers an opportunity for retention.
Engagement
Employee engagement is a practical and emotional commitment to employees to develop an organization and align with its goals. Employee engagement is proved to lead to happy customers. For Bahrain Coca Cola industry to foster their culture and overall productivity, they need to promote employee engagement (Osborne & Hammound, 2017). When employees are well engaged in their roles and responsibilities, their performance and work quality improve. Thus, it’s upon the management to find ways to promote employee engagement. The Bahrain Coca Cola industry can achieve this by launching a policy to celebrate employees’ contribution, no matter big or small.
The industry recognition solutions should connect the organizational and employee objectives from training, teamwork, and improvement processes to goal achievements. Additionally, managers should maintain a continuous engagement discussion with their associates to find and develop new approaches to improving their engagement. Employees perform better, knowing their leaders understand and appreciate their contributions to the industry objectives and promote their improvement. Another engagement strategy for employee reward and recognition is setting high but also attainable goals and standards. This strategy aims to encourage the underperforming workforce to be more aggressive in attaining the set objectives.
Retention
Employee retention is the key to keeping the most valuable assets in the Bahrain Coca Cola industry. According to industry statistics, over 70% of the workers have stayed with the company for more than ten years, indicating effective employee retention procedures. Such statistics demonstrate the industry’s interest in their employees and their satisfaction with their performance. The statistics also prove to the consumers the consistency of quality as they know the workforce and policies are long-term.
Bahrain Coca Cola industry’s ability to recognize their employees fosters their retention. Once the sector appreciates the employees’ input in achieving their objective, it introduces a sense of purpose for the personnel, thus refraining from seeking other external meaningful opportunities and staying (Kumar & Mathimaran, 2017). The employees will also be more open in seeking growth and development opportunities with the industry instead of separating. Understanding and recognizing employee expertise and skillset and placing them in the relevant department promotes better performance. It discourages the employees from looking for more relevant opportunities since they are well placed and developed. If Bahrain Coca Cola management continues their retention program, the employees will also put more energy into their work. The employees will feel encouraged to bring their best to work every day, and positive morale contributes to building the employees’ enthusiasm to deliver their best.
References
Kumar, A. A., & Mathimaran, K. B. (2017). Employee Retention Strategies — An Empirical Research. Global Journal of Management and Business Research.
Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 4.
Pham, H. C., Pham, D. D., Brennan, L., & Richardson, J. (2017). Information security and people: A conundrum for compliance. Australasian Journal of Information Systems, 21.
Rizzo, H. (2019). Reward and Recognition Strategies to Improve Employee Engagement (Doctoral dissertation, Carlow University).
Togher, K. (2016). An analysis of the area of reward and recognition and its impact on employee retention (Doctoral dissertation, Dublin, National College of Ireland).