HR coca cola

PROJECT OF HR PRACTICES OF COCA COLA COMPANY IN GUJRANWALA

GIFT BUSINESS SCHOOL GUJRANWALA
DATE 13/08/2008
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HR coca cola
EXECUTIVE SUMMARY
The recommendation of Coca-Cola Company is based on performing various valuation
models, which include HR practices, economic profit analysis, relative valuatio
n and a fundamental price to earnings valuation model that revealed the Coca-Col
a Company to be overvalued. Even though they find the stock to be overvalued and
they feel that KO has some promising outlooks as well as possible challenges in
the near future and they want to recommend it as a hold instead of a sell. The
Coca-Cola Company is the #1 company within the non-alcoholic beverages industry.
They have a 20- year standing of being the leader and investors know that the C
oca-Cola Company has an extraordinary reputation for maximizing shareholder valu
e. Opportunities that exist for the company in the future is expanding market sh
are in the non-carbonated beverages segment, a restructuring of their business m
odel, and better consistency of earnings results. A challenge that the Coca-Cola
Company is facing is the struggle with their global competitors in the fact tha
t their HR practices are greater and less than coke. If coke wants to more reput
ation in the world they must produce more incentives for employees from which th
ey more done work hard and produce good quality. Their new management team needs
to work on implementing cohesive goals between the two to reach the Coca-Cola C
ompany’s long-term growth potential.
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TABLE OF CONTENTS
S.# Topics Page # 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 INTRODUCTION M
ission and vision History Brands/product line Total quality management Environme
nt of coca cola Health and Nutrition Management of coca cola in Gujranwala Depar
tmentalization Human Resource Management Job analysis and designs Planning and f
orecast Recruitment and selection Training process Performance and appraisal Com
pensation and benefits Employees relationship Safety policy Recommendation and S
uggestion 5 5 7 14 16 16 18 19 27 29 30 30 31 32 33 34 35 36 37
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INTRODUCTION
Founded in 1886, the coca-cola company is the world’s leading manufacturer, market
er, and distributor of nonalcoholic beverage concentrates and syrups. The compan
y’s corporate headquarters are in Atlanta, with local operations in over 200 count
ries around the world. Although Coca-Cola was first created in the United States
, it quickly became popular wherever it went. Our first international bottling p
lants opened in 1906 in Canada, Cuba and Panama, soon followed by many more. Tod
ay, we produce more than 300 brands. More than 70 percent of our income comes fr
om outside the U.S., but the real reason we are a truly global company is that o
ur products meet the varied taste preferences of consumers everywhere.
MISSION STATEMENT
“To benefit and refresh everyone it touches and to create values for our share own
er on a long term basis by building a business that enhances the coco-cola compa
ny trade marks” According to Gujranwala plant: “To have a strong, dominant & profita
ble business in Pakistan.”
VISION
“All of us in the Coca-Cola family wake up each morning knowing that every single
one of the world’s 5.6 billion people will get thirsty that day... and that we are
the ones with the best opportunity to refresh them. Our task is simple: make Co
ca-Cola and our other products available, affordable, and acceptable to them, qu
enching their thirst and providing them a perfect moment of relaxation. If we do
this... if we make it impossible for these 5.6 billion people
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HR coca cola to escape Coca-Cola... then we assure our future success for many y
ears to come. Doing anything else is not an option.” According to Gujranwala Plant
: “To create value for our share holders” We are committed to: • • • • • Building preferenc
market leadership for our brands Achieve quality excellence and serve our custo
mers with quality products. Maximizing profits Developing People Optimum utiliza
tion of assets
Shared Values: • • • • WE WE WE WE VALUE & RESPECT OUR PEOPLE COMMUNICATE OPENLY HAVE IN
TEGRITY ARE COMMITTED TO WINNING
Beliefs: There is much in our world to celebrate, refresh, strengthen and protec
t. The Coca-Cola Company is a vibrant network of people, in nearly 200 countries
, putting citizenship into action. Through our actions as local citizens, we str
ive every day to refresh the
marketplace, enrich the workplace, protect the environment and strengthen our co
mmunities. We are a local employer, with responsibility to enable our people to
tap into their full potential; working at their innovative best and representing
the diversity of the world we serve. We are an investor in local economies and
a driver of marketplace innovation, with a responsibility to act as a good stewa
rd of our natural environment. A local citizen, understanding our
responsibility to contribute to an improved communities.
quality of life in our
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HISTORY
1886 On May 8, 1886, Atlanta druggist Dr. John Styth Pemberton (former Confedera
te officer) invented "Coca-Cola" syrup using melted sugar, water and other ingre
dients. It was mixed in a 30-gal. Brass kettle hung over a backyard fire. It was
marketed as a "brain and nerve tonic" in drugstores. He first "distributes” Coca-
Cola by carrying it in a jug down the street to Jacobs’ Pharmacy. For five cents,
consumers can enjoy a glass of Coca-Cola at the soda fountain. This year, sales
of CocaCola average nine drinks per day. Frank M. Robinson, Pemberton s bookkeep
er, was the person who suggested the name "Coca-Cola", which was chosen because
both words actually named two ingredients found in the syrup. They were the coca
leaf and the Kola nut. Robinson spelled Kola with a “C” to make it look better in a
dvertising. Coca-Cola was first sold for 5¢ a glass at a soda fountain in Jacob s
Pharmacy in Atlanta by Willis Venable.The first year s gross sales were $50 and
advertising costs were $73.96. The original formula included extracts of the Afr
ican kola nut and coca leaves, both strong stimulants. "Coca-Cola" was one of th
ousands of exotic patent medicines sold in the 1800’s that actually contained trac
es of cocaine. 1888 In 1888, Asa Griggs Candler bought the company from Dr. Pemb
erton. Later that same year, Dr. Pemberton died. By 1914, Candler had acquired a
fortune of some $50 million. Baseball hall of famer Cobb, a Georgia native, was
another early investor in the company. 1891 Atlanta entrepreneur Asa Griggs Can
dler acquires complete ownership of the Coca-Cola business for $2,300. Within fo
ur years, his merchandising flair helps expand consumption of Coca-Cola to every
part of the nation. In this year Coca-Cola produced its first calendar.
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1893 The trademark "Coca-Cola” name and script are registered with the U.S. Patent
and Trademark Office. Dr. Pemberton s partner and bookkeeper, Frank M. Robinson
suggested the name and penned "Coca-Cola" in the unique flowing script that is
famous worldwide today. Mr. Robinson thought, "The two C’s would look well in adve
rtising." 1894 Coca-Cola began as a fountain product, but candy merchant Joseph
A. Biedenharn of Mississippi was looking for a way to serve this refreshing beve
rage at picnics. He begins offering bottled CocaCola, using syrup shipped from A
tlanta, during this especially busy summer. Joseph A. Biedenharn, owner of the B
iedenharn Candy Company in Vicksburg, Mississippi, first bottled "Coca-Cola." 18
95 "Coca-Cola is now drunk in every state and territory in the U.S." Asia Candle
r. 1898 The Company outgrows its facilities and a new building is erected at Edg
ewood Avenue and College Street—later to be called "Coca-Cola Place." This year, t
he Company enters the markets of Canada and Mexico. 1899 Large-scale bottling be
comes possible when Asa Candler grants exclusive rights to Joseph B. Whitehead a
nd Benjamin F. Thomas of Chattanooga, Tennessee, for one dollar. The contract ma
rks the beginning of The Coca-Cola Company’s unique independent bottling system th
at remains the foundation of Company soft-drink operations. Within 20 years, the
regional bottling system will grow to include 1,000 bottlers, with operations i
n Cuba, Puerto Rico, Panama, the Philippines and Guam. 1903 By 1903, the use of
cocaine was controversial and "Coca-Cola" decided to use only "spent coca leaves
." It also stopped advertising "Coca-Cola" as a cure for headaches and other ill
s.
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1906 Cuba and Panama become the first two countries outside the U.S. to bottle C
oca-Cola. 1915 Around this time, bottles used by companies in the soft-drink ind
ustry are very similar. And Coca-Cola has many imitators, which consumers are un
able to identify until they take a sip. The answer is to create a distinct bottl
e for Coca-Cola, one that anyone would recognize, even if it were felt in the da
rk. As a result, the Root Glass Company of Terre Haute develops the genuine Coca
-Cola bottle with the contour shape now known around the world. It replaces the
straight-sided bottle, giving Coca-Cola a distinct packaging advantage over the
imitations. 1919 The Coca-Cola Company is sold for $25 million to Atlanta banker
Ernest Woodruff and a group of investors. Woodruff was appointed president of "
Coca-Cola" on April 28, 1923 and stayed on the job until 1955.The same year, the
Company s stock is first sold to the public at $40 a share. One of these origin
al shares was worth about $6.7 million at the end of 1998 (assuming all dividend
s were Reinvested). 1920 The Coca-Cola Company establishes a manufacturing opera
tion in France. U.S. Supreme Court Justice Oliver Wendell Holmes rules that Coca
-Cola is a single thing coming from a single source and well known to the commun
ity. 1923 Robert W. Woodruff, son of Ernest Woodruff, becomes president of The C
oca-Cola Company. His insistence on quality and more than six decades of leaders
hip take the business to unrivaled heights of commercial success, making Coca-Co
la an institution the world over. In March 1923, "Coca-Cola" was sold in a 6-bot
tle carton for the first time in New Orleans, Louisiana. Today, products of The
Coca-Cola Company are consumed at the rate of more than one billion drinks per d
ay.
1926
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The Foreign Department becomes a subsidiary later known as The Coca-Cola Export
Corporation. 1928 Annual bottled Coca-Cola sales exceed fountain sales for the f
irst time. Also this year, Coca-Cola makes its first Olympic appearance when 1,0
00 cases of Coke accompany the U.S. Olympic Team to Amsterdam. 1929 Sixty-four b
ottling operations are located in 28 countries, spreading refreshment worldwide.
Also this year, the fountain glass is adopted as standard, and "The Pause that
refreshes" first appears in the Saturday Evening Post. 1933 The automatic founta
in dispenser is introduced at the Chicago World s Fair. By simply pulling a hand
le, soda jerks can now serve uniform, properly refrigerated Coca-Cola. 1936 This
year, The Coca-Cola Company observes its 50th anniversary. Three-day bottlers’ co
nvention, a motion picture chronicling the Company’s early year, and even a specia
l anniversary logo are part of the celebration. 1941 "Every man in uniform gets
a bottle of Coca-Cola for 5 cents, wherever he is and whatever it costs"—Robert Wo
odruff. Also this year, the trademark "Coke” first receives equal prominence in ad
vertising with "Coca-Cola."
1942 "It s the Real Thing" is first used in Coke advertising. On December 25, Th
e Coca-Cola Company, in cooperation with the War and Navy Departments, sponsors
a special 12-hour radio broadcast to more than 142 stations. Titled "Uncle Sam’s C
hristmas Tree," the program
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HR coca cola featured 43 popular orchestras military bases in the U.S. live from
43 widely scattered
1943 On June 29, General Dwight Eisenhower dispatches a cablegram requesting a s
hipment of 3 million bottles of Coca-Cola and complete equipment for bottling, w
ashing, refilling and capping twice monthly. 1950 Edgar Bergen and his sidekick
Charlie McCarthy appear on the first live network television show sponsored by T
he Coca-Cola Company. 1955 The 10-, 12- and 26-ounce king-size and family-size b
ottles are introduced with immediate success. And Fanta, an orange-flavored beve
rage, is launched in Naples, Italy. It later becomes the trademark name for a li
ne of flavored drinks sold around the world. 1960 Metal cans like the ones sent
to troops during the Korean War are now available on market shelves everywhere.
Also this year, The Coca-Cola Company purchases The Minute Maid Company. 1961 Sp
rite, the lemon-lime drink, is introduced to the public. 1969 “It s the Real Thing”
makes a comeback. 1971 Young people from around the world gather on a hilltop in
Italy to sing "I d like to buy the world a Coke." 1976
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HR coca cola "Coke Adds Life" campaign is introduced. 1977 The unique contour bo
ttle, familiar to consumers everywhere, is granted registration as a trademark b
y the U.S. Patent and Trademark Office, an honor awarded to only a few other pac
kages. 1979 Coke introduces "Have a Coke and a Smile," a campaign of heartwarmin
g emotion best captured by the television commercial featuring "Mean" Joe Greene
, a tackle on the Pittsburgh Steelers football team. 1981 Roberto C. Goizueta is
elected chairman of the Board of Directors and chief executive officer of The C
oca-Cola Company. He will lead the Company for 16 years. 1982 The Coca-Cola Comp
any introduces diet Coke to U.S. Consumers, marking the first extension of the C
ompany’s most valuable trademark to another product. And the "Coke is it!" theme i
s translated and tailored to reach consumers everywhere as it is launched worldw
ide. 1985 In April, after extensive taste testing, the Company introduces a new
taste for Coca-Cola in the United States and Canada—"new" Coke. Consumers respond
with an unprecedented outpouring of loyalty and affection for the original formu
la, and the Company listens. In July, the Company reintroduces the original form
ula for Coca-Cola, as Coca-Cola classic. Also this year, Cherry Coke is introduc
ed. 1986 In the year of the Company’s 100th anniversary, two large U.S. bottlers c
ombine to form Coca-Cola Enterprises. Over time, this new company will assume re
sponsibility for bottling operations in Great Britain, France, the Netherlands a
nd Belgium.
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1988 An independent worldwide survey confirms that Coca-Cola is the best known,
most admired trademark in the world. 1989 The Coca-Cola Corporation. 1990 World
of Coca-Cola, an attraction featuring a historical and futuristic look at Coca-C
ola as well as a chance to sample The Coca-Cola Company products from around the
world opens in Atlanta. 1994 M. Douglas Ivester is elected president and chief
operating officer of The Coca-Cola Company. 1996 Coca-Cola sponsors the Summer O
lympics in the hometown of The Coca-Cola Company: Atlanta, Georgia. And the Cisn
eros Bottling Company, the largest soft-drink bottler in Venezuela, switches fro
m Pepsi to Coca-Cola. 1997 World of Coca-Cola Las Vegas opens complete with a hu
ndred-foottall Coca-Cola contour bottle. The Coca-Cola Company sponsors the Wint
er Olympics in Nagano, Japan, marking the 70th anniversary of the Company s Olym
pic partnership. New products Citra and Surge hit the market. And M. Douglas Inv
estor is named chairman of the Board of Directors and chief executive officer of
The Coca-Cola Company. He is the tenth chairman of the board in the Company’s his
tory. History of Coca-cola In Pakistan: The Coca-Cola Company began operating in
Pakistan in 1953. Company sells Columbia Pictures to Sony
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HR coca cola Benjamin H. Oehlert Jr., former senior vice president of The CocaCo
la Company, served as United States Ambassador to Pakistan from 1967 to 1969.
BRANDS / PRODUCT LINE
In 2002, Coca-Cola added pop to a category that many believed had lost its fizz
in North America. In May, after just six months in development, Vanilla Coke bec
ame the first extension of the CocaCola brand since 1985 and immediately generat
ed profitable volume. Vanilla Coke helped boost sales of Coca-Cola branded bever
ages while inviting new consumers to rediscover the cola category through a comp
letely original flavor experience. In product formulation, the Vanilla Coke team
struck a balance that lets the taste of Coca-Cola come through—intriguingly new,
yet undeniably Coca-Cola. Already one of our top 10 brands in the United States,
Vanilla Coke is performing well in its initial international markets—including Au
stralia and New Zealand, with more countries planning launches for 2003. In resp
onse to consumer demand, diet Vanilla Coke was introduced to the U.S. marketplac
e in October, just three-and-a-half months after it was given the green light. I
n 2002, we also celebrated the 20th anniversary of diet Coke and the expansion o
f diet Coke with lemon, which made strong debuts in several international market
s after its U.S. launch in 2001. In March 1923, "Coca-Cola" was sold in a 6-bott
le carton for the first time in New Orleans, Louisiana. Today, products of The C
oca-Cola Company are consumed at the rate of more than one billion drinks per da
y. Major Brands: There are 323 brands of coca-cola. Out of which there are 7 bra
nds of coke in Pakistan. Two brands “Lemon” and “Strawberry” are recently introduced pro
ducts of Coca-cola in Pakistan.
TOTAL QUALITY MANAGEMENT (TQM)
Passion for Quality: Our reputation is built on trust. Through good citizenship
we will nurture our relationships and continue to build that trust. That is the
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HR coca cola essence of our promise - The Coca-Cola Company exists to benefit an
d refresh everyone it touches. Wherever Coca-Cola does business, we strive to be
trusted partners and good citizens. We are committed to managing our business a
round the world with a consistent set of values that represent the highest stand
ards of integrity and excellence. We share these values with our bottlers, makin
g our system stronger. These core values are essential to our long-term business
success and will be reflected in all of our relationships and actions - in the
marketplace, the workplace, the environment and the community. Marketplace: We w
ill adhere to the highest ethical standards, knowing that the quality of our pro
ducts, the integrity of our brands and the dedication of our people build trust
and strengthen relationships. We will serve the people who enjoy our brands thro
ugh innovation, superb customer service, and respect for the unique customs and
cultures in the communities where we do business. Workplace: We will treat each
other with dignity, fairness and respect. We will foster an inclusive environmen
t that encourages all employees to develop and perform to their fullest potentia
l, consistent with a commitment to human rights in our workplace. The Coca-Cola
workplace will be a place where everyone s ideas and contributions are valued, a
nd where responsibility and accountability are encouraged and rewarded. Environm
ent: We will conduct our business in ways that protect and preserve the environm
ent. We will integrate principles of environmental stewardship and sustainable d
evelopment into our business decisions and processes. COMMUNITY: We will contrib
ute our time, expertise and resources to help develop sustainable communities in
partnership with local leaders. We will seek to improve the quality of life thr
ough locally relevant initiatives wherever we do business. Responsible corporate
citizenship is at the heart of The Coca-Cola Promise. We believe that what is b
est for our employees, for the community and for the environment is also best fo
r our business.
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ENVIRONMENT OF COCA-COLA
In the first decade of the new century, we face the challenge of a new environme
nt, which is driven by a fundamental shift in international economic dynamics, t
he growing influence of technology and the fact that people increasingly expect
more of large corporations. That challenge demands innovation. While we will alw
ays be disciplined by our purpose and our ideals, we must intensify our focus on
innovation and create new ways to deliver the promise of Coca-Cola. In fact, in
an era that is increasingly international and interconnected, we must pioneer a
movement from a homogenous global approach to a highly tailored approach reflec
ting the unique character of our markets. This new approach will require: 1) Bei
ng innovative in our marketing, our brands and our consumer relationships 2) Col
laborating more productively with our business partners 3) Changing some of the
structures of our enterprise 4) Increasing our commitment to community and the e
nvironment Thus, we will reinvigorate our enterprise and bring to full life the
unique spirit of Coca-Cola and our people. Such real renaissance of the Coca-Col
a spirit will enable us to fulfill our purpose of delivering refreshment and ben
efit to everyone touched by our business. The Coca-Cola Company and our bottlers
have been at the forefront in helping solve environmental, litter and solid was
te issues for more than 20 years. We realize that we touch the lives of billions
of people around the world and that our responsibility to them includes conduct
ing our business in ways that help preserve the environment. Soft-drink packagin
g is the most recycled consumer package in the United States. Our system support
s dozens of litter prevention organizations, including the Center for Marine Con
servation and Keep America Beautiful. The Coca-Cola Company is a founding member
of Keep America Beautiful.
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HR coca cola What s more, we ve been recycling at our headquarters for years, to
the tune of thousands of pounds of waste annually. We ve donated more than $100
,000 in proceeds from these recycling efforts to charities.
Shaping new Products experiences with packaging and technology: As we created ne
w products and fresh brand experiences in 2002, one fact became increasingly cle
ar to us: Consumers are eager to see The Coca-Cola Company bring excitement to t
he marketplace. One simple innovation last year—the Fridge Pack™ —has changed the dime
nsions of 12-pack sales for us and for our bottling partners. This sleek, refrig
erator-friendly pack is increasing consumer awareness and preference, accelerati
ng consumption and case volume in markets where it has been introduced. From our
packaging suppliers who assisted us and our bottlers in developing the Fridge P
ack, to the retailers whose shelves were reconfigured to accept the new design,
partnership made this innovation possible— and profitable. The future of our busin
ess in North America also evolved in 2002 with the continuing rollout of iFounta
in, the most advanced soft-drink dispensing system in the industry. iFountain gi
ves our customers a technologically advanced fountain system that enhances avail
able brand options, improves operating efficiency and automatically calibrates e
ach drink served to assure consumers of a quality drink every time.
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HEALTH AND NUTRITION
Today, people are more concerned than ever about health and nutrition. They unde
rstand the importance of good nutrition and proper hydration - and they also kno
w that delicious foods and beverages are an enjoyable part of life. People have
trusted and enjoyed soft drinks for more than 115 years, and they can continue t
o be confident about their favorite beverages. In this section, we answer many o
f the questions you may have about our family of beverages., We also take a look
at how The Coca-Cola Company promotes a healthy active lifestyle through progra
ms around the world that promote fun and physical activity. There is growing con
fusion about what constitutes a healthy diet. With so much conflicting informati
on available about health and nutrition, it can be very difficult to determine w
hat is accurate and what is not. The truth is that soft drinks and other beverag
es have a place in a healthy lifestyle. A healthy diet incorporates the basic pr
inciples of variety, balance and moderation - without sacrificing enjoyment. You
r Health & Our Beverages: There is growing confusion about what constitutes a he
althy diet. With so much conflicting information available about health and nutr
ition, it can be very difficult to determine what is accurate and what is not. T
he truth is that soft drinks and other beverages have a place in a healthy lifes
tyle. A healthy diet incorporates the basic principles of variety, balance and m
oderation - without sacrificing enjoyment. Climate Change: The Coca-Cola Company
takes the issue of global climate change very seriously. We have adopted a comp
rehensive policy aimed at reducing the environmental impact of our cooling equip
ment over GIFT Business School 18
HR coca cola time. By the 2004 Olympic Games in Athens, we will no longer purcha
se new cold-drink equipment using hydrofluorocarbons (HFC s), wherever cost-effi
cient alternatives are commercially available. Additionally, we will reduce the
energy use of our individual equipment by 40-50 percent over the next ten years.
As we developed our cooling equipment policy, we referred to the basic tenets o
f the Kyoto Protocol. While we support the scientific analysis and general objec
tives of the agreement, we believe that ratification of international treaties a
nd protocols should be left to national political processes. By focusing on our
own efforts to reduce greenhouse emissions, we hope to provide an example of how
businesses can operate in an environmentally sustainable manner.
MANAGEMENT GUJRANWALA
plant.
OF
COCA-COLA
IN
Following are the information about the management of Gujranwala
The factory is control by the BOM (Business operational manager) and under him e
ight Departments is working. Every Department is lad by a department Manager. Th
e Departments of account is lead by the manager account and under him assist man
ager works. Who control the other employees of the department under him?
Department of production and engineering is lead by the Prod. & Eng. Manager. Un
der him work Mechanical Engineers Mechanical Supervisor and Assistant Production
. Quality control department lead by the manager quality control. Under him work
ing the chief chemist who’s responsibility is to give the quality product to the c
ustomer. Sale & marketing department is playing the important part in the growin
g market share in the country. That department led by the Sale & marketing manag
er that department is further divided in the sale and marketing section. The mar
keting department is lead by the marketing manager and the sale section by sale
manager. Sale men work under the sale manager. Fleet department control the GIFT
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HR coca cola transport vehicle of the company the head of the department is Flee
t manager and under him work the assistant fleet manager who manages the control
over the transportation of the company. The distribution of the coca-cola aroun
d the Gujranwala region is the responsibility of distribution department, which
is lead by the distribution Manager. Assistant distribution manager work under H
im to full fill their duties. Human recourse and international affair department
company take control the over in the external of environment the of the That
and
help
the
growth
company.
Department is lead by the Manager H.R.I.R. other executive work under his superv
ision. The R& D Department plays the most
important role in the development and the growth of the company. This Department
is lead by the Manager R&D. and Assistant Manger work under him. The total numb
er of employees in the coca-cola Gujranwala
Company is 236. To be specific the working environment in the company represents
the company’s culture in large. The culture is the shared values among the differ
ent people so the environment of the company is widely shared by its employees t
hat conclude to form the company’s culture. In the coming lines the working enviro
nment of the Gujranwala Coca-cola factory is described. Company culture: The fac
tors, which must be highlighted in this regard, are as follows: special training
is given to employees, New are placed with old ones to learn work employees als
o and the values
prevalent in the company, Two cups tea are free for every employee daily this re
presents the hospitable nature of the company, This factor keeps the
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HR coca cola employees motivated as they are taken well care this fact is clear
by the physical actions took by the company, The company working environment is
really a good blend of Asian and western values.
Motivations for employees: Wages:Coca-cola is providing smart wages to its emplo
yees, which are competitive and really satisfy its employees. As along with the
wages they are provided with a lot of facilities and amenities. In brief structu
re of wages can be described like this “ blue collar workers are offered wages alo
ng with commission, sales man are offered wages plus commission pursuing certain
criteria, White collar workers who are the officers and the executives draw a h
andsome amount of salary which is really competitive”.
Staffing and training: The Coca-Cola Company has always believed that education
is a powerful force in improving the quality of life and creating opportunity fo
r people and their families around the world. The Coca-Cola Company is committed
to helping people make their dreams come true. All over the world, we are invol
ved in innovative programs that give hard-working, knowledge-hungry students boo
ks, supplies, places to study and scholarships. From youth in Brazil to first ge
neration scholars, educational programs in local communities are our priority. A
nnual Leaves:Coca-cola international has different leaves structures in differen
t regions and countries of the world where they have their company.
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HR coca cola Their leaves structure regarding Pakistan especially in Gujranwala
Division Company is as follows:
Designation Supervisor Above then Supervisor Below supervisor
Allowed leaves 26 leaves per annum 26 leaves per annum 24 leaves per annum
The above table shows simply how the leaves structure allows for the leaves and
how well the employees are awarded with facility of getting their own personal t
ime to manage their own problems. These leaves are authorized for the employees
and these include the with pay leaves. This facility is really great which keeps
the employees motivated and thrilled about their work.
Time Management For Work:Time management is the key to grow in this fast and fur
ious century of growth and development, so therefore Coca-cola is doing at their
best for this pivotal factor of managing time. To cover this segment of managem
ent they have divided the work in to shifts. For this purpose phenomenon of divi
sion of labor is contributing for it’s functioning. In Gujranwala Coca-Cola compan
y has divided the shifts for the work in the following manner:
They are managing the working time in two shifts. They can include some extra sh
ift if there is demand but normally there are two shifts, which are explained in
the following.
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8
a.m.
to
4
p.m.
(all
departments
other
then
technical
departments), 4 p.m. to 12 p.m. (Technical department).
These are the shifts in which the work in the factory is mostly conducted. Medic
al Facilities:Medical facilities are of prime importance in any organization as
the health of employees is in the benefit of the company as well as it’s the socia
l responsibility of the company to provide nice and healthy work environment to
its employees, These facilities are such facilities which can include first aid
treatments, emergency handling problems, sickness, and other diseases which are
fatal for a person. The Coca-Cola Company is providing Medical facilities to all
its employees. These treatments are provided to employees as per their designat
ions. The medical facilities are also provided to supervisors as well as the off
icers in the company. Employees our Asset: The heart and soul of our enterprise
have always been our people. Over the past century, Coca-Cola people have led ou
r successes by living and working with a consistent set of values. While the wor
ld and our business will continue to change rapidly, respecting these values wil
l continue to be essential to our long-term success.
As we have expanded over the decades, our company has benefited from the various
cultural insights and perspectives of the societies in which we do business. Mu
ch of our future success will depend on
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HR coca cola our ability to develop a worldwide team that is rich in its diversi
ty of thinking, perspectives, backgrounds and culture. We are determined to have
a diverse culture, from top to bottom that benefit from the perspectives of eac
h individual.
Employee Forums: We believe that a sense of community enhances our ability to at
tract, retain, and develop diverse talent and ideas as a source of competitive b
usiness advantage.
In the U.S., through employee forums, employees can connect with colleagues who
share similar interests and backgrounds. In those forums and elsewhere, employee
s support each other s personal and professional growth and enhance their indivi
dual and collective ability to contribute to the company. Forums that are curren
tly active include:
• • • • • •
Administrative Professionals African-American Asian/Pacific-American Gay & Lesbi
an Latin Women
Mentoring Programs: The Coca-Cola Company is creating a system of mentoring prog
rams that include, one-on-one mentoring, group mentoring and mentoring self-stud
y tools. Currently, Coca-Cola North America and The Minute Maid Company have one
-on-one mentoring programs
designed to foster professional growth and development. These
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HR coca cola programs promote trusting relationships for networking, coaching, c
areer counseling and life lessons. The benefits of mentoring also strengthen our
company. Mentoring increases the flow of information across organizational line
s and encourages diverse thinking and cross-functional learning.
Internships: We have a strong commitment to hiring interns through The CocaCola
Company Internship Programs. The company offers a number of internship programs
for undergraduate and graduate students. In conjunction with The College Fund, w
e have committed to internship opportunities for 150 young people of color over
a fouryear period. Our corporate intern program offers students from diverse bac
kgrounds a summer internship and the opportunity to earn an academic scholarship
. College sophomores are considered from Historically Black Colleges and Univers
ities (HBCU),
Hispanic Association of Colleges and Universities (HACU), as well as over 225 sc
hools from around the country. In addition to gaining real work experience, each
student will earn for the summer a $5,000 salary and will be provided housing a
nd transportation. The students are also eligible to receive a $10,000 scholarsh
ip at the conclusion of their summer internship assignment for up to two summers
. The company also has internship programs focused on graduate students in the a
reas of marketing and fountain operations and supports the Atlanta chapter of IN
ROADS with an internship program focused on undergraduate students. Waste Manage
ment: -
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HR coca cola Every year, the world produces billions of tons of waste. Recycling
and reusing waste materials is absolutely crucial if we are to maintain the hea
lth and beauty of the earth. The Coca-Cola® Company is working constantly toward c
oming up with smart, creative ways to reuse waste. Here s a glance at what we re
doing. To introduce innovative and environmentally friendly packaging, we
Opened a breakthrough facility in Sydney, Australia for the world s first PET bo
ttles to be produced from recycled PET bottles. Today, one in four PET container
s sold by our company in North America contains recycled content.
Our Commitment To Diversity: Our commitment to diversity also extends into the c
ommunity. Valuing our people helps us better meet the needs of our customers and
partners. Through our people and our local bottling partners, we build relation
ships through local marketing, local civic programs and local business opportuni
ties.
Realizing the full potential of diversity has a direct impact on our company:
• • • •
It improves our understanding of local markets; It makes us a better employer an
d business partner; It helps us compete more effectively; It makes us better nei
ghbors in our communities; and
ultimately,
•
It builds value for our shareowners.
Our company is energized with a new entrepreneurial operating culture, fueled by
the twin engines of innovation and diversity.
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HR coca cola We’re committed to our values and we are trying to live them every da
y.
DEPARTMENTALIZATION: Following are the departments in Coca-cola company regardin
g to Gujranwala plant:-
• Human Resource department.
and
international
relation
• Research and Development department. • Account department. • Engineering department.
• Production department. • Quality Control department. • Marketing department. • Sale d
epartment. • Fleet department. • Distribution department.
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HR coca cola
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HR coca cola
Human Resource Management within Coca Cola
Human Resource Management is an essential part for any organization. Moreover, d
evelopment of this department is the first step, the ground on which the future
of the company depends. It is essential for every single business unit and espec
ially for such international company as Coca Cola. It is people, not technology
who create the company. Human Resource Management at Coca Cola Company has many
advantages. It is the global company and it is impossible to create certain poli
cies or procedures applicable in all divisions of the company, cultural and poli
tical differences need to be taken into account. Therefore, the focus of this pa
per will be on four tasks and duties of Human Resource Management (performance m
anagement, compensation, career development, succession planning) based on the U
nited States procedures. Basically the HRM practices are necessary for every org
anization. But unfortunately in Pakistan not so much used HRM practices. In mult
inational companies like coca cola have their own separate department of HRM. Ac
cording senior executive of HR “Waqar Mahmood “ our HR department consist of 29 peop
le in Gujranwala plant. Every organization has its own policies and strategies b
y which they control the functions of their departments. Similarly, we also have
own policies and strategies by which we control all the functions of our depart
ments. coca cola HR department is also conducting all the practices of HRM like
Job analysis and design of work, recruitment and selection, training and develop
ment, performance appraisals, compensation, employee relationships, staff welfar
e and medical policies and some other things like that. These all practices are
conducted by own policies and strategies. HR department not make decisions relat
ed of its own department, they also conduct in company’s decision.
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HR coca cola
Job analysis and designing
Job analysis is the procedure for determining the duties and skill requirements
of a job and the kind of person who should be hire for it. Job analysis consists
of two products one is job description and second job specification. Job descri
ption: a list of job duties, responsibilities, reporting relationship, working c
onditions, and supervisory responsibilitiesone product of a job. Job specificati
on: a list of a job’s human requirements that is requisites education, skills, per
sonality, and so on-other product of a job analysis. Coca cola company HR depart
ment check its own job description and job analysis in which they get the inform
ation about employees work activities, human behavior, performance standard, job
context and human requirements and also other information related to this condu
ct. HR department of coca cola used this information for Recruiting, selection,
compensation, performance appraisal, training, and employee’s relationship.
Planning and Forecasting
The process of deciding what positions the firm will have to fill, and how to fi
ll them. Coca cola HR department involves in company strategic planning and they
also make sufficient planning for hiring new employees in the future. We foreca
st for the expected employees needs in the organization. We forecast of employee
s on the change technology and increasing in productivity. After planning we sen
d this report to the head office for approval. If we get approval from the head
office then we start recruitment process.
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HR coca cola
Our recruitment process
Our recruitment process is well established first of all we give ads in news pap
ers, company website, institutions etc.Once we receive an application form, from
candidates with required documents and C V. Internal recruitment External recru
itment External
Selection process
The selection process will vary depending on the position you’re applying for, as
one process can’t fit all the different roles we have here at CCE. However, in mos
t cases a combination of any of the following tools will be used: Interview Grou
p exercises Presentations Psychometric tests Role plays/Situational Exercises In
terview The interview is designed to reveal more about you and your experiences.
We’ll ask for examples of how you behaved in different situations, maybe at schoo
l, university, a club, at home or in previous jobs. This is not designed to cat
ch you out and our interviewers will never try and trick you into an answer. Be
honest, be yourself and it should be an enjoyable experience. Also, don’t forget
that this is your chance to find out more about us and ask questions. Remember,
interviews are a two-way process so use it to understand the nature of the role
and to make sure it really is what you’re looking for. Group exercises We’re very mu
ch a team at CCE so these will show us how effectively you work with people. The
y’re a good opportunity for us to see how you communicate, influence and involve o
ther people in the workplace.
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HR coca cola Presentations Presentations give you the chance to show your abilit
y to communicate to a group of people on a specific topic. You may be given a to
pic in advance or on the day, but don’t worry – you’ll have plenty of time to prepare.
Psychometric tests Psychometric tests are timed exercises that examine your abi
lities and potential. On occasions, we may also use a personality assessment too
l that is designed to find out more specific things about you. If you’re asked to
complete a psychometric test, we’ll send you information and advice in advance on
how to prepare. Role Plays/Situational Exercises Designed to assess how you reac
t in certain situations, these help to highlight particular skills and how well
you’re suited for a position. You may be given facts and figures to review, or a r
eport to complete; we may also have an assessor acting as a customer or employee
to simulate a situation that could occur in the workplace. Don’t worry, you’ll be g
iven a brief and ample time to prepare.
Training process of employees
Training process is essential part of every employee with out training; employee
can not come to now the procedure of work, rules and regulations of firm, some
times when new technology is introduced it is also responsibility of a firm to t
rain its employees. After recruiting the fresh employee we train them for three
months and also pay them salaries after three months they become part of a firm
We also give training to already exist employee it depend upon condition for exa
mple if new technology is introduced first of all we give full training to them
about new technology then we allow them to start their job .
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HR coca cola
Performance appraisal
Coca cola performance appraisal is annually Hr manger waqar mahmood said that we
appraise the employee due to their performance about goals of the organization
.we set the goals started the year and tell the employees about the goal if the
employees achieve this goal we appraise the employees. Steps in appraising perfo
rmance The performance appraisal process process contains three steps; Define th
e job Appraise the performance Provide feedback
Define the job; Means making sure that you and your subordinate agree on his or
her duties and job standard. Appraise performance; Means comparing your subsssss
ordinate’s actual performance to the standards that have been set. Provide feedbac
k; Means discuss the subordinate performance and progress, and make plans for an
y development required.
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HR coca cola
Compensation and benefits
Objective of compensation Our compensation objective is to improve performance o
f employees and convey a message to employees that company is loyal with employe
es.
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HR coca cola HR department manage says that employees are our assets, there for
we are careful about their health and benefits. We give following compensation a
nd benefits: Basic salary Bonus Medical facility Pick and drop Gratuity fund Soc
ial security We get many advantages from our employees because they are happy fr
om company. Our employees are satisfy from our compensation and in the coca cola
never downsizing occurred which shows that well relationship between employees
and company.
EMPLOYEES RELATIONSHIP
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HR coca cola
Employees are the most important assets of every company so it is very important
to give them importance. The
satisfaction of the employees makes the company successful. The reason is that i
f the employees of the company are satisfied then they will work hard for the de
velopment of the company but if they are not satisfied with the company’s policies
and they are not given their rights then they will leave the company which can
turn into a big loss. So
employees’ relationship is very important for every company. Every company has its
own policy. We have also got our own policy by which we give importance to our
employees if any employee faces some kind of problem related to his life or work
then he can directly go to the manager and he can share all of his problems. Th
is thing should be adopted by every company because this makes the employee sati
sfied with the company. We believe that an open door policy is the best policy f
or employees’ relations because due to this, our employees feel very independent a
nd they know that if they get any problem, they can contact directly to the mana
ger of their department. So we strongly believe that such policy makes our emplo
yees satisfy with us.
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HR coca cola
Safety Policy
We at CCBPL Gujranwala are committed to ensure the maximum level of safety and p
revention of loss for our employees, assets and visitors. We believe in the invo
lvement of each and every one of us in this effort and realize the importance of
every individual’s contribution to safety. We strive for continuous improvement i
n our safety standards and to the consistently meet or exceed them. We therefore
, will make certain that the necessary financial and personnel resources are mad
e available in order to continuously improve our safety standards. With this bel
ief we vow to. Set our safety standard at a level that ensures compliance with g
overnmental and company requirements. Protect our employees and ensure public sa
fety extending throughout our organization. Integrate sound safety practices in
to our daily business operation even in the absence of specific regulatory requi
rements use the results of research and new technology to minimizing the safety
risks of our operations equipment, products and packages taking in to account th
e associate costs or profit for each safety benefits. Ensure each and every one
to use in responsible and accountable for our actions. Establish mechanisms to c
ommunicate effectively with employee’s consumers and government on our safety perf
ormance.
We believe in safety. We adhere to our safety principles. We deliver.
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