10/8/2014 Recruitment & selection by coca cola co.

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Thanx to PUNJABI MUNDA (Shamshad Chaudhry) & Rais Enayat
Recruitment & selection by coca cola co.
by Muhammad Tariq Soomro , Distributor at Tianshi International pakistan
on Jun 20, 2013

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10/8/2014 Recruitment & selection by coca cola co.
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Recruitment & selection by coca cola co.
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1. Salman Haider MB-12-35 Haqnawaz MB-12-17 Rao Inayat Kareem MB-12-24 M. Shamshad
MB-12-30 Mohsin Illyas MB-12-36 H M Saleem MB-12-41 Junaid Afzal MB-12-45 Tahir Shah
MB-12-64 Muhammad Sarfraz MB-12-65 Jawad Ahmad MB-12-66 Muhammad Khalil MB-12-69
2. Recruitment Introduction of Cocacola Internal And External method Recruitment Sources
Traditional vs. Realistic Preview
3. Any activity carried on by the organizationwith the primary purpose of identifying andattracting
potential employees Represents the first contact betweenorganizations and prospective employees
Organizational activities that influence: The number and types of applicants who apply for ajob
Whether the applicants accept jobs that are offered
4. The Coca Cola Company is the worlds largestbeverage company. It is no.1 brand according
tofortune 2009 survey. The company operates afranchised distribution system dating from 1889.
TheCoca Cola Company is headquartered in Atlanta,Georgia. Its major markets consist of USA,
Brittan, Europe,Middle East, Asia, Russia and North America. It hasactivities in 200 countries, about
3000 branches, and55,000 employees across the world. Over 200expatriates are assigned for international
positionsevery year, as region managers. Most of theexpatriates are sent from USA and Britain, and
mostoften sent to Middle East, Asia and Russia.
5. Although Coca-Cola is not a new name forthe local market, Coca-Cola BeveragesPakistan Limited
(CCBPL)began its operationson 26 May 1996 in Pakistan. Coca-ColaBeverages Private LTD (CCBPL) is
a jointventure between Coca-Cola International,Fraser and Nerves Singapore and packageltd. CCBPL
directly employs more than 3,000people in Pakistan CCBPL creates indirectemployment for more than
50,000 people inrelated industries through its vastprocurement, supply & distribution system.
6. Mission Statement to benefit and refresh everyone it touches and tocreate values for our shared
owners on along termbases by building a business the Coca Colacompany trademarks.
7. Vision All of us in Coca Cola company wake up eachmorning knowing that every single one of
theworlds 5.6 billion people will get thirsty that dayand we are the ones with the best opportunity
torefresh them. Our task is simple: to make coca colaand other products available , affordable
andacceptable to them quenching their thirst andproviding them with a perfect moment ofrelaxation. If
we do this, if we make it possible for5.6 billion people to escape coca cola.
8. Their values serve as a compass for theiractions and describe how we behave in theworld.
Leadership: The courage to shape a better future Collaboration: Leverage collective genius Integrity:
Be real Accountability: If it is to be, its up to me Passion: Committed in heart and mind Quality: What
we do, we do well
Show more
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natashaverma009
Shraddha Singh , HR -Trainee at Coca-Cola
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9. In 1886, Coca-Cola brought refreshmentto patrons of a small Atlanta pharmacy.Now well into its
second century, theCompanys goal is to provide magic everytime someone drinks one of its more
than500 brands. Coca-Cola has fans fromBoston to Budapest to Bahrain, drinkingbrands such as Ambasa,
Vegitabeta andFrescolita. In the remotest comers of theglobe, you can still find Coca-Cola.
10. From the early beginnings when just ninedrinks a day were served, Coca-Cola hasgrown to the
worlds most ubiquitous brand,with more than 1.7 billion beverage servingssold each day. When people
choose to reachfor one of The Coca-Cola Company brands,the Company wants that choice to be
excitingand satisfying, every single time.
11. Internal Recruiting Internal recruitingrecruiting source seekingapplicants for positions from
among the ranks ofthose currently employed advantages better assessment of candidates reduces
training time faster cheaper motivates employees High Performance Work System characteristic
12. Internal Recruiting disadvantages creates vacancies stifles diversity insufficient supply of
candidates
13. External Recruiting External recruitingrecruiting source seeking applicantsfor positions from
outside the organization. Advantages increases diversity facilitates growth shortens training time
A theory that you get new/novel problem solving Disadvantages expensive slower less reliable
data stifles upward movement of personnel
14. That source which help the company inidentifying and attracting potential employees The major
recruitment sources are following1. Media Advertisement2. E-recruitment3. Employment agencies4.
Executive search firms5. Special events recruiting6. College Recruiting7. Summer internships
15. Coca Cola does not prefer external recruitmentTheir 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
recruitmentsThey forecast their future needs and collect the data ofapplicants in advance They have an
offer to drop resume for any job at theirwebsite.
16. They collect resumes at their every territoryTo fulfill their talent bank they visit universities and
collegesPreviously the Multan territory visit BZU and IUB andcollect the data.They take interviews of
350 candidates and selected only 3 applicantsTheir major focus is on quality and their standardsof
recruitment are high Last time their selection standard was 85 % marks in masters.
17. Their major recruitment source is E-Recruiting. They are working on such type of advertisements
which areaccording to the Job description and specification. Their recruitment adds are published by the
their Mediadepartment. Adds and vacancies banners are being offered by everyterritory as demanded.
18. Realistic Preview Provides prospective employee with pertinentinformation about the job without
distortion orexaggeration Presents the full job picture (warts and all) Telling almost everything
about job and just not theextra-ordinary benefits or challenges
19. Typical Consequences of Job PreviewProcedures: Realistic Preview1. Sets job expectations
realistically2. Job may or may not be attractive, depending onindividuals needs3. Some accept, some
reject job offer4. Work experience confirms expectations5. Satisfaction; needs matched to job6. High job
survival, satisfaction, infrequent thoughts ofquitting
20. Typical Consequences of Job PreviewProcedures: Traditional Preview1. Sets initial job
expectations too high2. Job is typically viewed as attractive, stimulating, andchallenging3. High rate of
acceptance of job offers4. Work experience disconfirms expectations5. Dissatisfaction and realization that
job is not matched toneeds6. Low job survival, dissatisfaction, frequent thoughts ofquitting
21. Selection and its Process Validation Approaches various sources of information types of
employment tests. employment interview. Final Selection A quick view to Coca cola
22. The process of choosing individuals who haverelevant qualifications to fill existing or projected
jobopenings. Selection Considerations Person-job fit: job analysis identifies requiredindividual
competencies (KSAOs) for job success. Person-organization fit: the degree to whichindividuals are
matched to the culture and values ofthe organization.
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23.
CompletionOfapplicationInitialInterviewEmploymenttestingBackgroundInvestigationPreliminaryselection
inHRdepartmentInterviewsMedicalExamDrugtestingHiringDecision
24. Reliability The degree to which interviews, tests, and otherselection procedures yield comparable
data over timeand alternative measures. Validity Degree to which a test or selection
proceduremeasures a persons attributes
25. In coca cola for Selection there is HR department But only they involve only in major hiring
Mostly the labor and middle level management is hired by theplant authorities They follow the
decentralization approach. The countryManager is responsible for all mattersThere is a proper selection
process according tothe international standards
26. Criterion-related Validity The extent to which a selection tool predicts, orsignificantly correlates
with, important elements ofwork behavior. A high score indicates high job performance potential;low
score is predictive of low job performance. Concurrent Validity The extent to which test scores (or
other predictorinformation) match criterion data obtained at aboutthe same time from current
employees. High or low test scores for employees match theirrespective job performance.
27. Predictive Validity The extent to which applicants test scores matchcriterion data obtained from
those applicants/employees after they have been on the job for someindefinite period. A high or low
test score at hiring predicts high or lowjob performance at a point in time after hiring. Correlation
Coefficient A number ranging from 0.00, denoting a completeabsence of relationship, to 1.00 and to
-1.00,indicating a perfect positive and perfect negativerelationship, respectively
28. Content validity The extent to which a selection instrument, such asa test, adequately samples the
knowledge and skillsneeded to perform a particular job. Example: typing tests, drivers license
examinations Construct validity The extent to which a selection tool measures atheoretical construct or
trait. Are difficult to validate Example: creative arts tests, honesty tests
29. Cross-validation Verifying the results obtained from a validationstudy by administering a test or
test battery to adifferent sample (drawn from the same population).
30. Biographical Information Blanks (BIB) In such source different questions are asked to check
personality andinner abilities of the candidate. For example At what age did you leave home? How
large was the town/city in which you lived as a child? Did you ever build a model airplane that flew?
Were sports a big part of your childhood? Do you play any musical instruments? Background
Investigations This is the verification of the shortlisted candidate. They verify the References
Degrees Crime record Medical record Other submitted info
31. Polygraph Tests These are the short tests. Conducted with the help ofmedical machines that check
the pulse and heart beat ratewhile answering the questions. This machine only guess about the true or
fall. But there is still the chance of error. Integrity and Honesty Tests These test are conducted to
check the loyalty and honestyof the selected candidate in short listing
32. Graphology This is a greater technical test conducted by thehand writing specialists to guess about
thecandidate personality and values with the sampleof the handwriting of the candidate. Medical
Examinations It is conducted in those firms that requires physicalfitness standard level. For example
army.
33. Coca cola gets data by both manual and onlineapplication form.They offers different ways to apply
for job at theirwebsiteThey have a separate department which only dealswith that matters.This is called
Data bank department. Conducted byHRIS of the Coca colaThey have not yet adopted the polygraph,
graphology,Bib and other advance sourcesTheir major focus is on the Background investigation.
34. Employment Test An objective and standardized measure of a sampleof behavior that is used to
gauge a personsknowledge, skills, abilities, and other characteristics(KSAOs) in relation to other
individuals.
35. Cognitive Ability Tests Aptitude tests Measures of a persons capacity to learn or acquireskills.
Achievement tests Measures of what a person knows or can do right now. Personality and Interest
Inventories Big Five personality factors: Extroversion, agreeableness, conscientiousness,neuroticism,
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openness to experience.
36. Physical Ability Tests Must be related to the essential functions of the thejob. Job Knowledge
Tests An achievement test that measures a persons levelof understanding about a particular job. Work
Sample Tests Require the applicant to perform tasks that areactually a part of the work required on the
job.
37. Coca cola conduct various types of tests for differentneedsFirst of all they conduct a aptitude test to
checkacademic knowledge.They also conduct the work sample test for technicalseatsThe behavioral test
comes at end . Conducted only forfinal candidatesA survey show that they conduct about 5 tests for
onerecruitment.Tests are conducted on both region and head quarterlevel
38. Nondirective Interview The applicant determines the course of thediscussion, while the
interviewer refrains frominfluencing the applicants remarks. Structured Interview An interview in
which a set of standardizedquestions having an established set of answers isused.
39. Situational Interview An interview in which an applicant is given ahypothetical incident and
asked how he or shewould respond to it. Behavioral Description Interview (BDI) An interview in
which an applicant is askedquestions about what he or she actually did in agiven situation. Panel
Interview An interview in which a board of interviewersquestions and observes a single candidate.
40. Computer Interview Using a computer program that requires candidatesto answer a series of
questions tailored to the job.Answers are compared either with an ideal profileor with profiles developed
on the basis of othercandidates responses. Video interviews Using video conference technologies to
evaluate jobcandidates technical abilities, energy level,appearance, and the like before incurring the
costsof a face-to-face meeting.
41. Coca-Cola does not conduct interviews atregional level. They mostly conduct video interviews
whichare basically taken by Head office. However some technical interviews areconducted at regional
level. Mostly labor and technical staff are selectedat regional level.
42. Selection Considerations: Are individuals to be hired according to their highestpotential or
according to the needs of the organization? At what grade or wage level to start the individual? Should
selection be for employee- job match, or shouldadvancement potential be considered? Should those not
qualified but qualifiable be considered? Should overqualified individuals be considered? What effect
will a decision have on meeting affirmativeaction plans and diversity considerations?
43. Can Do______________________________ Knowledge Skills AbilitiesWill
Do______________________________ Personality Values MotivationJob Performance
44. Evaluate final candidates against each otherafter you have rated them against the criteriato identify
the best candidate based on skills,worker characteristics and organizational fit.Review all your notes and
write up yourdecision.
45. Call the candidate to make an offer. Inform allother final candidates by phone of theoutcome of
the recruitment process. Offer togive them constructive feedback on theinterview
46. Msc Statistic from Army collegeKohat 1 Year HR specialization from PU 16 years experience
as a HRmanager in army. 6 Month experience as a HRBusiness Associate Admin inCoca Cola Multan
Plant PakistanSaad KhanHR BusinessAssociate Adminmsjkhan@ccbpl.comCoca Cola Multan.
47. This is concluded from the above mentioned studies that theperformance of the company is nice.
Company maintains and managecandidates file including maintenance of database to
ensurecomprehensive data collection of candidates. Manager said that thecompany spends about
20%-30% o fits total expenditure on recruitmentand selection. It is the fact that Coca-Cola follows
recruitment andselection procedure. It basically depends on the post the candidate isapplying for, in most
of the cases the company does compensate theemployees for the expenses incurred by them. It can be
concluded thatthis company is doing very well in the area of soft drinks if it iscompared with the other
competitors
10/8/2014 Recruitment & selection by coca cola co.
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