Name: Remon Mossa Hanna Asyut Group (A)

1- What do you feel Coca-Cola has to offer potential employees? How does this help Coca-Cola attract a quality workforce?
Coca Cola does not prefer external recruitment their basic focus is on internal recruitment. They maintain a talent bank for meeting internal hiring needs they only do external hiring in case of sudden recruitments they forecast their future needs and collect the data of applicants in advance Coca-Cola has to offer potential employees because they have attracting high-quality workforce whose talents match well with the jobs to be done. To attract the right people, an organization must first know exactly what it is looking for, it must have a clear understanding of the jobs to be done and the talents required to do them all. Then it must have the system in place to excel at employee recruitment and selection. Planning, Recruiting techniques Selection techniques

All this will help Coca-Cola attract a quality workforce. a-human resource planning identifies staffing needs, assesses the existing workforce and determines what addition or replacements are required for the future. Human resource planning include job analysis studies exactly what is done in a job and why also include job description details the duties and responsibilities of a job holder. Recruiting techniques is a set of activities designed to attract a qualified pool of job applicants to an organization. Three steps in atypical recruitment process are advertisement of a job vacancy, preliminary contact with potential job candidates and initial screening to create a pool of qualified applicants. Selection techniques the selection process is a prediction exercise since the manager is trying to determine which applicants will perform well if hired. For this reason, selection techniques must demonstrate reliability and validity if they are to be effective predictors. This intentional focus on employing the right people in the right areas of responsibility is of paramount importance to ensuring continued success at Coca-Cola

2- Why would Coca-Cola want to employ the use of external as well as internal recruitment of potential job candidates? Which do you feel would yield the best results, and why?
Internal recruiting: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

Internal Recruiting disadvantages Creates vacancies Insufficient supply of candidates

External recruiting:Recruiting source seeking applicants for positions from outside the organization. Advantages increases diversity facilitates growth shortens training time A theory that you get new problem solving

Disadvantages expensive slower less reliable data

Coca-Cola want to employ the use of external and internal recruitment because both recruitment methods have potential advantages and disadvantages. External recruitment brings in outsiders with fresh perspectives, expertise and work experience. But less reliable information about the applicant is available and more training time wills probably de required. External recruitment also tends to be tome consuming and expensive. Internal recruitment is usually quicker, less expensive and focuses on person whose performance records are well known. A history of internal recruitment also builds employees commitment and motivation by showing that opportunities exist to advance within the organization. Internal recruitment also helps to reduce turnover rates and aids the retention of high quality employees. External and internal recruitment would yield the best result because many candidates and applicants will apply and organization will get the best employees, many selection, potential and experience worker that will be increase organization profit. Changes would need to be made and a more refined focus on human resource would be necessary. Securing the best talent in the market place in futile unless it is also combined with the ability to grow. Coca-Cola needs to look for opportunities in which to find and develop talent from within the organization. Part of this process includes the creation of new talent in the organization. It is safe to say that Coca-Cola will continue to invest in its people to grow the talent they already possess.

3- Which type of training would you suggest for Coca Cola? Why would this training method be the best approach for a company in the beverage industry?
Training and development to attract and retain the best people, Coca Cola recognize that they need to invest in their development. They take training and development very seriously. They have continuously invested over the years with the aim of strengthening this important area of business performance, placing emphasis on employee development plans, internal talent management, leadership development for managers and employee performance management. According to the American Society for Training and Development (ASTD), 70 percent of learning for any position takes place on the job, 3 and other studies have conrmed that structured on-the-job training has proven to be the most effective approach for learning a new job.

Market Training Employee development Performance Management On-line.

This means creating an environment where employees can excel, develop skills for improvement, and move toward their career goals. All employees take part in the Peak Performance Process, which includes performance, Development and career planning elements that are recorded in our online tool. Compensation and bonuses are linked to this each year. The process is a cycle that includes several key phases throughout the year: Setting objectives and establishing core competencies creating a development and career plan reviewing both of the above regularly, through mid-year and year-end formal reviews Calibrating output across departments throughout Coca-Cola Great Britain

Further Research- Research a competitor to Coca-Cola in your local area. How does this Competitor compare to Coca-Cola? The "cola wars," which describes the on-going battle between Coca-Cola and Pepsi for supremacy in the soft drink industry, date back to the 1950s when Pepsi's corporate focus became "Beat Coke" (Yoffie, 2004). Since then, they have battled domestically and globally for market share and sales, with a tremendous Amount at stake: the soft drink industry annually pro-duces approximately 10.1 billion cases of soft drinks Domestically, with a total U.S. retail value of $65 bil-lion. Of that annual dollar total, the "cola" flavors rep-resent close to a 70% market share, followed distantly By the lemon/lime, citrus, pepper, root beer, and Orange flavored soft drinks (Yoffie, 2004). Civen the Amount at stake, the "cola wars" are fought daily Between Coca-Cola and Pepsi-Cola on a variety of Fronts, as illustrated below: New Products: There seem to be no secrets in the beverage category, with Coca-Cola and Pepsi typically

Releasing new products in unison. For example, in 2003 When Coca-Cola introduced Vanilla Coke and Sprite Re-Mix, Pepsi simultaneously countered by introducing Mountain Dew Live Wire, Pepsi Blue, and Sierra Mist (Chura, 2003). Within the last five years, both Coca-Cola and Pepsi also introduced their own brands of bottled waters (Aquafina and Dasani, respectively). More recently, responding to the low-carb craze, within weeks of Coca-Cola's launch of C2, Pepsi responded with Pepsi Edge (Moses, 2004). The "cola wars" even extends to product packaging: recently, both corpora-tions have tried to reduce costs and increase profit mar-gins with the release of the streamlined L5-liter bottle in attempt to phase out the 2-liter bottles.