HR POLICIES OF COCA COLA

PRESENTED TO : MAM TAYYABA

Group Members

Nouman Ali | Tayyaba Ashraf | Muhammad Umer

17-arid-1887 | 17-arid-1896 | 17-arid-1883

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INTRODUCTION:
The Coca-Cola Company is the world’s largest b average company; The Coca-Cola Company
markets four of the world’s top five soft drink brands Coca-Cola, diet Coke, Sprite and Fanta. And
now currently the company has offered two new products in this market, Sprite 3G and Fanta
Citrus. Sprite 3G is doing its business successfully and meeting the expectations of the
management by capturing market share of “Dew” quickly but on the other hand the second newly
introduced product is not meeting the expectations and still struggling to find out a proper place in
the market but it is expected that the company may stop its production of this product in near
future. Their beverage offerings encompass nearly 400 brands, including coffees and teas, juices
and juice drinks, sports drinks and waters as well as carbonated soft drinks . With operations in
more than 200 countries, they have a diverse workforce of approximately 50,000 individuals.
Together with their subsidiaries and bottling partners , they strive to be an integral and contributing
member of each of the communities where they operate.

The Coca-Cola Company is the world's leading manufacturer, marketer, and distributor of
nonalcoholic beverage concentrates and syrups, with world headquarters in Atlanta, Georgia. The
Company and its subsidiaries employ nearly 31,000 people around the world. Syrups, concentrates
and beverage bases for Coca-Cola, the Company's flagship brand, and over 230 other Company
soft-drink brands are manufactured and sold by The Coca-Cola Company and its subsidiaries in
nearly 200 countries around the world. By contract with The Coca-Cola Company or its local
subsidiaries, local businesses are authorized to bottle and sell Company soft drinks within certain
territorial boundaries and under conditions that ensure the highest standards of quality and
uniformity.

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History:
Coca-Cola laid the foundation of the beverage industry when it was formed in May 1886 in
Atlanta. However it was not until 1895 that the idea of selling coke in bottles was introduced. With
the passage of time Coca-Cola gained popularity and its product began to get recognized
internationally.

Although Coca-Cola is not a new name for the local market, Coca-Cola Beverages Pakistan
Limited (CCBPL) began its operations on 26 May 1996 in Pakistan. Coca-Cola Beverages Private
LTD (CCBPL) is a joint venture between Coca-Cola International, Fraser and Neeves Singapore
and Package Ltd. Initially it acquired National Beverages LTD Karachi and later acquired
International Beverages LTD Hyderabad .In May 1996 Fraser and Neeves, a Singapore based
bottler of Coke, bought off the local bottlers in Karachi. Not long after it went on to acquire the
bottling plants in Hyderabad as well. Since then coke has made an impressive impact on the local
market by increasing its availability as well as its volume share. CCBPL has decided to expand its
operations in Pakistan by buying other bottlers all over Pakistan. Implementing their plans of
acquisitions of other plants they have recently acquired all the plants in Pakistan as they are
inclined to give more attention to increase the market share in Pakistani market.

Brands of “The coca-cola Company” The Coca-Cola Company is the world’s largest beverage
company. The Coca-Cola Company markets four of the world’s top-five soft-drink brands Coca-
Cola, diet Coke, Sprite and Fanta. Their beverage offerings encompass nearly 400 brands,
including coffees and teas, juices and juice drinks, sports drinks and waters as well as carbonated
soft drinks with operations in more than 200 countries. The products of The Coca-Cola Company
touch lives everywhere. Their core brands have made an impact around the world; brands such as
Fanta, Sprite and off course, Coca-Cola, are available and recognized in many countries. Each of
their other brands is distributed in one or more countries, and is tailored to the cultures and tastes
of those consumers. So wherever you are, you're sure to find a Coca-Cola product to enjoy.

History of Coca cola In Pakistan:

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The Coca-Cola Company began operating in Pakistan in 1953. Benjamin H. Oehlert Jr., former
senior vice president of The CocaCola Company, served as United States Ambassador to Pakistan
from 1967 to 1969.

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Vision:
“To benefit and refresh everyone it touches and to create values for our share owner on a long term
basis by building a business that enhances the coco-cola company trademarks.”

Mission:
“All of us in Coca Cola Company wake up each morning knowing that every single one of the
world’s 5.6 billion people will get thirsty that day and we are the ones with the best opportunity to
refresh them. Our task is simple: to make coca cola and other products available, affordable and
acceptable to them quenching their thirst and providing them with a perfect moment of relaxation.
If we do this, if we make it possible for5.6 billion people to escape coca cola.”

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Product:
The main product range is as follows:

 Coca-Cola classic
 Diet coke
 Cherry coke
 Diet cherry coke
 Minute maid orange
 Minute maid Mango
 Minute maid Pulpy
 Sprite
 Sprite 3G
 Fanta
And many others, which are still not introduced in subcontinent due to several reasons.

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Services:

Customer services which includes the request for customers.

 Refrigeration equipments

 Ordering products from both traditional

 Modern outlets

 Other matters related to the distribution of sales.

 Receive and handle complaints of damage from the outlet of cold drink equipments as well
as the sales center

 Product information

 Product quality

 Packaging product promotions and activities.

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Laws implemented:
Coca cola follows the business laws of Pakistan.

 Age Discrimination in Employment Act of 1980

 Fair Labor Standards Act of 1975

 Social Security Act of 1970

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Major Strategies (Business level):
1. Penetration:
In this strategy, the main aim is to increase the company’s market share. Coca cola does so through
marketing campaigns to increase consumer awareness about the company’s consumer goods. This
strategy is especially significant for low-performing products in the market. In addition, Procter &
Gamble implements this intensive strategy through beneficial agreements with retailers. For
example, P&G grows its market share by offering higher retail profit margins for some large
retailers. In return such retailers display Coca cola products in prominent locations or shelves in
their stores. The differentiation generic strategy creates competitive advantage that helps increase
success in applying the market penetration intensive strategy. A strategic objective based on this
intensive growth strategy is to increase Coca cola market share through aggressive marketing.

2. Product development:
Product development is used as a growth strategy in Coca cola business. This intensive strategy
involves quality and production processes for products that attract target customers. Coca cola
applies product development to support continuous business growth, while addressing
competition. For example, Coca cola develops new products to increase its share of the global
consumers goods market. In addition, Coca cola increases its competitiveness by continually
enhancing current products. The differentiation generic strategy directly determines the kinds of
products that the company develops, especially in terms of competitive advantage based on quality
and value. A strategic objective associated with this intensive strategy is to grow Coca cola through
continuous betterment.

3. Diversification:
This strategy involves establishing new business operations. For example, every acquisition and
corresponding business diversification in Coca cola’s history has led to considerable growth.
However, this intensive growth strategy is considerably difficult to implement because of its large-
scale effects on Coca cola business organization. For instance, each acquisition leads to
adjustments in Coca cola’s organizational structure. The differentiation strategy helps build
competitive advantage the company needs to succeed in new business operations. Also, this

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intensive strategy leads to the strategic objective of using an aggressive approach to acquire other
firms to grow Coca cola’s business.

Major strategies (Competitive level):

4. Differentiation:
Coca cola uses differentiation as its strategy for competitive advantage. Differentiation involves
developing the uniqueness of the business and its products to attract target customers. In this case,
Coca cola highlights quality and value in its consumer goods. For example, the company offers
high quality soft drink like, coca cola Diet, Coca-Cola classic, Diet coke, Cherry coke, Diet cherry
coke, Minute maid orange, Minute maid Mango, Minute maid Pulpy, Sprite, Sprite 3G, Fanta a
suitable strategic objective is to maintain Coca cola’s high investments to ensure high-quality and
valuable products. Another strategic objective based on Coca cola’s generic strategy of
differentiation is to maintain effective marketing strategies that emphasize the uniqueness of such
products. Such product uniqueness determines pricing and promotional activities.

5. Cost leadership:
The cost leadership strategy is partially applied on some of Coca cola’s products, focusing on cost
or pricing to achieve competitive advantage. For example, coca cola’s product Fanta price is same
as the pepsico brand pepsi (low price ) because it needs to be low that every customer can buy it
easily as they are buying the pepsico brand. Coca cola’s marketing mix also considers this generic
competitive strategy. A strategic objective based on the cost leadership generic strategy is to
develop Coca cola’s competitive advantage based on cost-minimization approaches.

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Job analysis:
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 description:
A list of job duties, responsibilities, reporting relationship, working conditions, and supervisory
responsibilities- one product of a job.

Job specification:
A list of a job’s human requirements that is requisites education, skills, personality, and so on-
other product of a job analysis.

Coca cola company HR department check its own job description and job analysis in which they
get the information about employees work activities, human behavior, performance standard, job
context and human requirements and also other information related to this conduct.

HR department of coca cola used this information for Recruiting, selection, compensation,
performance appraisal, training, and employee’s relationship.

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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 CV.

Internal recruitment:
Recruiting source seeking applicants for positions from among the ranks of those currently
employed

Advantages
Better assessment of candidates

Reduces training time

Faster

Cheaper

Motivates employees

High Performance Work System characteristic

Disadvantages:
Creates vacancies

Stifles diversity

Insufficient supply of candidates

External recruitment:
Recruiting source seeking applicantsfor positions from outside the organization.

Advantages

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Increases diversity

Facilitates growth

Shortens training time

Disadvantages
Expensive

Slower

Less reliable data

Stifles upward movement of personnel

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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 most cases a combination of any of the
following tools will be used:

Selection tools/ Testing tools:

Interview
Group exercises
Presentations
Psychometric tests
Role plays/Situational Exercises Interview

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 school, university, a club, at home or in
previous jobs. This is not designed to 'catch 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 much a team at CCE so these will show us how effectively you work with people.
They’re a good opportunity for us to see how you communicate, influence and involve other people
in the workplace.

Presentations
Presentations give you the chance to show your ability to communicate to a group of people on a
specific topic. You may be given a topic in advance or on the day, but don’t worry – you’ll have
plenty of time to prepare.

Psychometric tests

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Psychometric tests are timed exercises that examine your abilities and potential. On occasions, we
may also use a personality assessment tool 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 react 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 report 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 given a brief and ample time to prepare.

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Orientations and Training:
Orientation:
Orientation is the introduction process with regards to work environment and company culture. A
well-planned orientation training program helps new employees to become fully operational in the
quickest manner and is often integrated with a new work and company environment. Orientation
develops the comfort zone of the new employees and helps them in the recruitment process for
retention purposes. Many companies have comprehensive orientation process to retain top talent
which is new to the company and it may last from 1 week to 6 months.

Training:
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 train 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 example 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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Performance evaluation:
Coca cola performance appraisal is annually Hr manager 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.

The performance appraisal process contains three steps:

• Define the 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 subordinate’s actual performance to the standards that have been set.

Provide feedback:
Means discuss the subordinate performance and progress, and make plans for any development
required.

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Pay and incentives:
After recruiting the employee, They are trained for three months and also pay them salaries after
they become the part of the company.

Coca cola is providing the smart wages to its employees. Which are competitive and really
satisfactory. With wages lot of facilities and amenities are provided according to the policy.

The structure of the wages described as:

Blue collar workers are offered wages along with commission, salesman offered wages plus
commission pursuing certain criteria.

White collar workers who are the officer and the executive draw a handsome amount salary with
incentives.

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Benefits & Services:
Our compensation objective is to improve performance of employees and convey a message to
employees that company is loyal with employees.

HR department manage says that employees are our assets, there for we are careful about their
health and benefits. We give following compensation and benefits:

Basic salary
Bonus
Medical facility
Pick and drop
Gratuity fund Social security

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