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05
Sean Stainslaw
06
COMPANY PROFILE:Coca-Cola, the corporation nourishing the global community with the
worlds largest selling soft drink concentrates since 1886, returned to
India in 1993 after a 16 year hiatus, giving a new thumbs up to the
Indian soft drink market. In the same year, the Company took over
ownership of the nations top soft-drink brand and bottling network.
A Healthy Growth to The Indian Economy
Ever since, Coca-Cola India has made significant investments to build
and continually consolidate its business in the country, including new
production facilities, waste water treatment plants, distribution systems,
and marketing channels.
Coca-Cola India is among the countrys top international investors,
having invested more than US$ 1 billion in India in the first decade, and
further pledged another US$100 million in 2003 for its operations.
A Pure Commitment to The Indian Economy
The Company has shaken up the Indian carbonated drinks market
greatly, giving consumers the pleasure of world-class drinks to fill up
their hydration, refreshment, and nutrition needs. It has also been
instrumental in giving an exponential growth to the countrys job listings.
The Indian operations comprises of 50 bottling operations, 25 owned by
the Company, with another 25 being owned by franchisees. That apart, a
network of 21 contract packers manufacture a range of products for
theCompany.
Mission, Vision & Values:The world is changing all around us. To continue to thrive as a business
over the next ten years and beyond, we must look ahead, understand
the trends and forces that will shape our business in the future and move
swiftly to prepare for what's to come. We must get ready for tomorrow
today. That's what our 2020 Vision is all about. It creates a long-term
destination for our business and provides us with a "Roadmap" for
winning together with our bottling partners.
Our Mission:Our Roadmap starts with our mission, which is enduring. It declares our
purpose as a company and serves as the standard against which we
weigh our actions and decisions.
Integrity: Be real
Get out into the market and listen, observe and learn
Be insatiably curious
Work Smart:-
Work efficiently
Act Like Owners:-
Reward our people for taking risks and finding better ways to solve
problems
In the last two decades there has been an increasing awareness that HR
functions were like an island unto itself with softer people-centered
values far away from the hard world of real business. In order to justify
its own existence HR functions had to be seen as more intimately
connected with the strategy and day to day running of the business side
of the enterprise. Many writers in the late 1980s, started clamoring for a
more strategic approach to the management of people than the standard
practices of traditional management of people or industrial relations
models. Strategic human resource management focuses on human
resource programs with long-term objectives. Instead of focusing on
internal human resource issues, the focus is on addressing and solving
problems that effect people management programs in the long run and
often globally. Therefore the primary goal of strategic human resources
is to increase employee productivity by focusing on business obstacles
that occur outside of human resources. The primary actions of a
strategic human resource manager are to identify key HR areas where
strategies can be implemented in the long run to improve the overall
employee motivation and productivity. Communication between HR and
top management of the company is vital as without active participation
no cooperation is possible.
Cross-cultural issues
Coca Cola -Motivations for employees: WAGES:Coca-cola is providing smart wages to its employees, 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 structure
of wages can be described like this blue collar workers are offered
wages along with commission, sales man are offered wages plus
commission pursuing certain criteria, White collar workers who are the
officers and the executives draw a handsome amount of salary which is
really competitive.
S TAFFING
AND TRAINING :
HUMAN RESOURCE DEPARTMENT:Human Resource Management is an essential part for any organization.
Moreover, development 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 especially 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 policies or
procedures applicable in all divisions of the company, cultural and
political differences need to be taken into account. Therefore, the focus
of this paper will be on four tasks and duties of Human Resource
Management (performance management, compensation, career
development, succession planning) based on the United States
procedures.
Basically the HRM practices are necessary for every organization. But
unfortunately in Pakistan not so much used HRM practices. In
multinational companies like coca cola have their own separate
department of HRM.
O UR RECRUITMENT PROCESS
Our recruitment process is well established first of all we give ads in
news papers, company website, institutions etc.Once we receive an
application form, from candidates with required documents and C V.
Internal recruitment
External recruitment
External
Selection process
HRM MEASUREMENT AT COCA COLA:If youre not keeping score, youre only practicing..
There are quite a few interesting approaches COCA COLA is using
to measure their HRM performance.
Benchmarking is a systematic process of measuring an
organizations products, services, and practices against those of a
like organization that is a recognized leader in the studied area.
The Balanced Scorecard is a framework many agencies are
using to translate strategy into operational terms by measuring a
full range of perspectives: financial, customer, internal, and
learning and growth.
Activity Based Costing (ABC) is a method of cost management
that determines the true cost, including overhead, for a service or
product.
ACCOUNTABILITY at COCA COLA: Managers here are making more and more HRM decisions while
the HR staff is becoming more involved in broader organizational
issues.
This means that both the HR staff and managers are ultimately
accountable for effective, legally compliant HRM.
At coca cola, managers are accountable for the business results
achieved through good human resources management, the HR
staff is accountable for HR compliance, and both are
accountable for the overall effectiveness of the agency HRM
program.