Pros
Highly recognized company. Excellent pay. Benefits continue to be very generous (comparable to unionized companies). Excellent opportunities for minorities to enter and advance after the racial lawsuit. Excellent opportunities to see the world on company business by allocating holidays or long weekends around the business travel. Subsidized cafeteria. Free covered parking. Retirement package (low-cost medical until 65 years old when fully paid by company, life insurance, generous pension).
Cons
Past lawsuits, excellent benefits and excellent pay has resulted in KO attracting and retaining mediocre talent. The vetting of leadership candidates has been focused on "name brands" (i.e. people from other recognized Fortune 500 companies or management consulting firms) rather than actual talent. The practice cascades downward in the organization, as the management hires less talented people than themselves. All this has imported talent (nationally and internationally) that becomes comfortable with the benefits and pay to become an "old timer". Old timers hang on for the retirement benefits, such as paid medical, paid life insurance and excellent pension. The reitrement package resembles those of U.S. unionized companies or European companies, which Ko is neither. Growth through innovation has been diminished at KO. Growth through acquisition has become more emphasized. But, how much longer can that strategy work? Unfortunately, the inventors of new products have retired or moved elsewhere. The HR hiring strategy needs to be revamped and a new thinker be allowed to lead in hiring practices. Transferring international employees to Atlanta to get the international perspective and flavor has actually provided the non-American employees to establish U.S. residence or citizenship....thereby replacing the "international" perspective with American perspectives. A rather costly strategy that doesn't seem to be paying off.
