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Human Resource Management Report

Coca-Cola
Introduction:
The Coca-Cola Company is the worlds largest b average company; The Coca-Cola Company markets four of the worlds 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.

Human Resource Management Report 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.

Mission Statement:
To benefit and refresh everyone it touches and to create values for our shared owners on a long term bases by building a business the Coca Cola company trademarks.

Vision
All of us in Coca Cola Company wake up each morning knowing that every single one of the worlds 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
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Human Resource Management Report 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.

History: International:
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. Thus from its mere beginning in 1886 Coca-Cola has now been transformed into a strong multinational with its product being currently recognized all over the world. Coca-Cola, in fact, has now become one of the most famous and widely consumed brands in the world. It has not only established its footings in the beverage industry but is currently heading the list of the most financially sound companies in the world.

Pakistan:
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
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Human Resource Management Report 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 worlds largest beverage company. The Coca-Cola Company markets four of the worlds 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
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Human Resource Management Report tailored to the cultures and tastes of those consumers. So wherever you are, you're sure to find a Coca-Cola product to enjoy. 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 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 the people not the technology who create the company.

Human Resource Management Report

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. Basically the HRM practices are necessary for every organization.

Recruitment and Selection Process


The use of new methods of recruitment and selection has helped in managing quality of new hires in all HR perspectives and therefore it has received an increased attention of the employers who have become more cautious of the rise in their recruitment budgets. The hiring costs can be controlled by adopting a qualitative approach to hiring process and also having a special focus on competitiveness and performance of the employees in a given industry-specific environments. This paper presents a theoretical overview of qualitative assessment and analyzes that if the selection is resource-targeted and accounts for right SKAOs of the candidates matching their job requirements, such selections will

Human Resource Management Report contribute more positively in organizational productivity and these employees will also enjoy the confidence level of their employers.

Introduction
Recruitment is defined as a process or art of finding the most suitable candidate for a new or vacant position in any commercial organization or a volunteer-based organization or community group. Recruiting the right types of employees having the job/organizational fit remain a big challenge to the employers who want to achieve guaranteed success in their business operations and enhance ROI. HR departments have become strategic entities in their functioning since these have to recruit the best resources, involve them fully in organizational productivity and plan for their value addition in order to ensure retention. By using the right strategy and assessment tools for candidates selection process, the recruiters need to obtain complete information of their SKAOs and past behaviors which truly reflect the demonstrated competencies of the candidates. The recruiters must have complete knowledge of the relevant industry and the job specification or descriptions for the positions to be hired.

Human Resource Management Report The recruiters shall also study the business plans to anticipate industryspecific resource requirements and evaluate the need to recruit people with relevant skills, knowledge and experience.

Objectives of Recruitment Methods


The recruitment methods adopted shall provide the recruiters a firm foundation for accurate hiring decisions and provides the tools and skills to gather and evaluate data effectively. These methods shall be proven, practical, consistent and legally credible. There is no doubt that a selection process of a candidate is a major investment of both, the organization and the candidate him/herself. An effective method of selection or its whole process may have three objectives:-

Accuracy
Accuracy is ability of the selection process to validly predict candidates job performance. It requires complete knowledge of the candidates competencies and the work environment where he/she is to work in.

Equity
It is awareness that the selection system gives every qualified candidate a fair and equal chance to be selected. An equitable selection system is
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Human Resource Management Report based on valid requirements that are applied consistently. It uses the job related hiring standards for all applicants uniformly. It screens out applicants for job-related reasons only and not because of their diversity.

Buy-in
It is the extent to which the people involved in the selection process perceive its worth. Interviewers and candidates buy-in to a selection system so that their time during the selection process is well spent. In this system, everyone benefits by going through the selection process, regardless of the hiring decisions made. It also helps in preserving the image of the organization and the dignity of all applicants.

External and Internal Recruitment Methods External Recruitment Methods


These are the universal methods used by professional recruiting agencies.

Advertising
It is an important activity for initiating the recruitment process. Detailed job specification descriptions must be given along with the main responsibilities and also highlighting the regular and occasional tasks to be performed. The detail of reporting lines and team responsibilities, if
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Human Resource Management Report any, shall also be listed. The advertisement shall mention the SKAOs needed immediately and also those which can be developed through training at later stages. Advertising in appropriate publications is the most important phase since it has to attract maximum candidates. For example, appreciation of target employees using national newspapers, specialist trade magazines, audio/video channels etc, is required before selecting the advertising channel. Unless we expect the candidates to relocate to our area, local audio/video channels or print media may be the best option. The cheapest way to advertise is on company website if same has been launched. But this may be inefficient if the site does not attract enough visitors. You can also advertise on job sites such as www.rozee.pk or many others. It is much easier to post your CV on industry business portals.

Employment Agencies
The candidates as well as the employers generally consider those employment agencies, preferably having credibility/experience in the given business sector. Such agencies are very helpful specially when recruiting specialists or temporary employees or recruits from skills shortage areas.

Job Fairs
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Human Resource Management Report These are organized by graduating institutions where companies are invited to set up their stalls and interview the potential candidates as part of talent hunt program me.

Internship Programmers
The graduates are offered internships by the companies/organizations which afford a chance to both potential employers and the internees to develop mutual understanding of competency levels and work environments.

Contingency Firms
These firms are generally used to provide unskilled manpower on contingency/temporary basis during specified time period, usually for seasonal working.

Professional Associates
They help in locating hard-to-find people having specific

qualification/experiences or ability to work well within teams. Subject or Research Experts in scientific field are the best examples.

Internal Recruitment Methods Job Posting and Job Bidding


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Human Resource Management Report Job posting is the procedure for communicating to own company employees, the fact that a job opening exists in their company and they can apply for the same as per their company policy. Job bidding is a technique that permits individuals in an organization who believe that they are qualified and posses the required qualification/experience to apply for a posted job. They are recommended by their supervisors, both existing and the projecting. Such internal moves are based on promotions which are not only the most economical and efficient option but also result into employee motivation and their retention. We must execute employee training and development programmers to

develop/prepare them for promotions.

Employee Referrals
This is a cheap technique of recruiting those having specialized skills. Since such people are difficult to locate, therefore existing employees are the most appropriate means to let people know that the company really does want people having specific skills/experience to apply.

Recruitment Websites
Such sites have two main features; firstly job boards allow member companies to post job vacancies where as on other hand, CV (curriculum vitae) data base allows the candidates to upload their rsums, later to be included in searches by member companies.

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Human Resource Management Report

Recruitment Agencies and Their Selection Processes


Recruitment is now emerging as a strategic function at industry level since it needs more professional approach to be adopted by the recruiters who are to be equipped with right type of knowledge, skills and mechanism for selecting high potential resources. They must conduct two or more interviews in addition to using other assessment tools to ascertain objective assessment of the candidate. They, at the end must include their supervisors being the job-relevant personnel to determine their suitability from knowledge-application point of view. Supervisors shall give all possible information about the job, and ensure that the candidate has understood the whole perspective because any missing link shall later on result into employee frustration. Some of the agencies used for recruitment are traditional agencies, headhunters, in-house recruiting departments and passive candidates research firms.

Traditional Agencies
These agencies historically have a physical location. A candidate visits a local branch for a short interview and an assessment is made by the experts before being taken onto the agencys books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for

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Human Resource Management Report an interview with potential employers on a temporary or permanent basis. These agencies are given different compensation packages, of which the most popular is that a contingency fee is paid by the company when a recommended candidate accepts a job. An advance payment that serves as a retainer is also paid by the company in some case.

Headhunters
It is an industry term used for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters execute typically small operations that make high margins on candidate placements. Due to their higher costs, headhunters are usually employed to fill senior management and executive level positions. Headhunters are also used to recruit very specialized individuals, such as in emerging scientific research areas where there are only a handful of top-level professionals who may be active in their required fields. They may search, prepare a candidate for the interview and help to negotiate the salary. In-house Recruitment The HR departments or employers themselves undertake their own inhouse recruitment. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on
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Human Resource Management Report their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment.

Passive Candidate Research Firms


These firms provide competitive passive candidate intelligence to support company's recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead.

Recruitment Process
The recruitment process is based on three main steps, described as below.

Sourcing
Sourcing involves advertising, a common part of the recruiting process described as above.

Screening and Selection


Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be
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Human Resource Management Report found through rsums, job applications, and interviews, educational or professional experiences. The testimony of references or in-house testing is also part of psychological tests or employment tests.

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.

Effectiveness of Hiring Process Saves Recruitment Costs Poor Hiring has Adverse Financial Impact
Hiring a wrong person for the job can be costly since a lot of time and managers or staff effort is spent in the whole selection process. There are enormous costs which are associated with interviewing candidates, training new hires, advertising and other related administrative activities.
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Human Resource Management Report There is always a substantial financial impact of poor hiring decisions on the organization affecting its recruitment budget adversely.

Feed Back Improves Hiring Standards


Recruiters must develop a mechanism for recording the performance of their ex-candidates when employed in real work environment. If necessary, they must arrange post-employment interviews for the employees who have been their candidates during selection process. At times, poor performance may result due to employee shortages or other issues of compensation, empowerment, work life balance etc. We must consider using a qualified consultant for an objective assessment of recruitment problems, such as high employee turnover, frustration and discipline.

Employee Retention Contribute to Customer Satisfaction


It is critical to the long term health and success of the business. Managers readily agree that retaining their best employees ensures customer satisfaction, product sales and satisfied coworkers. It also helps in satisfaction of reporting staff, effective succession planning and deeply imbedded organizational knowledge.

Organizational Development is Key to Operational Success


Organizational development aspects, such as training and development programmers for the employees ,management development
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Human Resource Management Report programmers, career development centers and Change management programs help in resolving the organizational issues which need to reviewed in line with on-going changes in technology , skill levels and processes. The employees are given equal opportunities to develop themselves in line with company policies.

Diversity Strengthens Organizational Culture


The diverse culture of the organization helps in setting up good recruitment procedures which do not discriminate illegally on the basis of gender, race, religion, belief, age, disability, marital or status orientation.

Selection process:
The selection process will vary depending on the position employee applying for, as one process cant fit all the different roles as Coca Cola Company have. Coca Cola Company use different method in selection process that is: Interviews Group exercise Presentations Psychometric test
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Human Resource Management Report Roles plays/situational test

Training and development:


Coca cola training and development programs are equally impressive. They have an extensive on the job training program to focus on the dayto-day needs of their people and in each of their offices across the continent there are a number of local training initiatives catering to particular regional needs. In addition, The Coca-Cola University (CCU) provides excellent learning opportunities to help people develop both personally and in business. Customer can take advantage of a variety of flexible, tailored and diverse resources including:

Instructor led training classes in a range of areas including People Leadership, Franchise Leadership, Consumer Marketing and

Customer/Commercial Leadership;

E-learning to share core knowledge; Workshops to help generate new ideas and apply them practically; Just-in-time training and development for critical skills; An extensive online library of books and other resources to support on the job learning

External speakers reviewing the latest thinking on hot topics.


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Human Resource Management Report

Performance Appraisal
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 tells the employees about the goal if the employees achieve this goal we appraise the employees.

Steps in appraising performance


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 subordinates actual performance to the standards that have been set.

Provide feedback;
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Human Resource Management Report Means discuss the subordinate performance and progress, and make plans for any development required.

Objective and Compensation


Our compensation objective is to improve performance employees and convey the message of employees that the company is loyal with employees. HR department manage says that employees are our assets, there for we are careful about their health and benefits.

Compensation:

Support the implementation of different compensation projects (i.e. market benchmarking) by providing data and implementing

adjustments.

Ensure annual rewards management cycle is run smoothly end to end. Perform due diligence in order to identify opportunities or concerns with ongoing plan administration, including monitoring vendor performance against SLAs.

Preparation of attractive compensation package offers for new hires, promotions, lateral moves conforming to internal and external equity standards.
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Human Resource Management Report

Provide detailed, constructive impact analysis of proposed plan and legislative changes from legal, administrative, participant and other resources through in-depth research.

Monitor changes and development in labor codes/legislation and inform Managers accordingly.

Responsible for successful implementation of annual rewards management cycle, off-cycle compensation process and

implementation of global and local bonus plans.

Responsible for delivering compensation training (either virtual or inclass) to managers and associates per the need.

Benefits:

Administer on-going benefits programs & Flexible Benefits. Administer local country benefits programs as well as global programs applicable in the location.

Develop and execute implementation/communication strategies for any plan changes and other benefits initiatives.

Support Managers on collecting market benchmarking data. Provide data for local benefits surveys if applicable.

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Human Resource Management Report

Perform due diligence in order to identify opportunities or concerns with ongoing plan administration, including monitoring vendor performance against SLAs.

Educate managers and employees on benefits plans and programs, practices, processes.

Ensure communication channels are kept up-to-date of changes in benefit plans and programs, processes and tools.

Employee Relationship
Employees are the most important assets of every company so it is very important to give them importance. The satisfaction o f the employees make the company successful. The reason is that if the employees of the company are satisfied then they will work hard for the development of the company but if they are not satisfied with the companys policies and they are not given the 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 go to 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. This thing should be adopted by every company because this makes the employees satisfied
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Human Resource Management Report with the company. We believe that an open door policy is the best policy for employees relations because due to this, our employees feel very independent and they know that if they get any problem, they can contact directly to the manager of their department. So we strongly believe that such policy makes our employees satisfy with us.

Career Development
Career development includes programs designed to assist employees at all levels of the organization to define their career objectives, assess their skills and develop the skills needed for their desired career path. The specific programmatic sections of the Agreement related to career development and their status are presented in Appendix A. As discussed below, the Company is in the initial stages of designing a comprehensive career development strategy. The Company is in the initial stages of designing a career development strategy for employees in pay grades 13 and below, which will interface with succession planning for employees at higher grade levels. This strategy will continue the philosophy of employee ownership of career development, but will provide additional resources to assist employees to design and execute an effective career development plan. In addition, as specified by best practices, the roles of managers, employees and the
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Human Resource Management Report Company will be clarified and communicated, with monitoring reinforced within the performance management process. The Company plans to provide career information, assessment tools and educational resources to help employees compare their skills and competencies with those needed by the Company. When completed, the Company is planning to follow the best practices of utilizing work analysis data to provide the competency and skill information both for the career development process and for job profiles and job posting. Employees will also be able to register their interest in a particular job opportunity and receive notification when the job is posted.

Succession Planning
Succession planning relates to the identification, assessment and development of internal candidates for senior management positions. Succession planning includes defining candidate slates and planning for management continuity in the event of turnover and/or retirements. The Company is in the early stages of re-designing and implementing its succession planning process. One component of succession planning is the talent review process by which an employees potential for movement within the organization is assessed. Through the talent review process, regular discussions occur among the highest-level managers regarding talent and talent gaps. Other key components of the proposed succession planning process
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Human Resource Management Report include using information from the performance management system and coordinating with the Companys career development programs to identify career objectives and required competencies for the desired career path identified by the individual employee. The expected outcome will be "succession management," which the Company anticipates will include a mixture of succession planning activity, the development of existing internal talent and, when appropriate, the recruitment of necessary external talent.

Conclusion
The Coca-Cola Company has made real progress in complying with requirements of the Settlement Agreement. The design of new or revised human resource systems is nearly complete and a baseline has been established against which progress can be measured. During the next year, the Task Force will ensure the Company sets appropriate diversity goals and holds its managers accountable for their efforts to achieve them. Coca-Cola has started to implement many required programs, to varying degrees. The Task Force will monitor these developments. The Task Force expects to see positive changes in employee attitudes (as measured, in part, through the annual employee engagement survey) and improved diversity as a result of these systems. Necessary changes to the

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Human Resource Management Report systems will be made based on the Task Forces and Coca-Colas monitoring efforts. Coca-Colas success in achieving this vision remains to be seen. Continued review and monitoring by the Task Force and the Company should help ensure progress is made. The results of that progress will be measured and addressed in future reports.

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Human Resource Management Report

References http://www.coca-colacompany.com/stories/associate-training http://www.slideshare.net/search/slideshow?searchfrom=header&q=recr uitment+selection+at+coca+cola http://www.slideshare.net/mtariqsoomro/recruitment-selection-by-cocacola-co?v=qf1&b=&from_search=8 http://download-reports.blogspot.com/2011/08/coca-cola-internshipreport.html http://www.bookrags.com/essay-2005/8/16/134242/800/

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