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I understand what plagiarism is and am aware of the Universitys policy in this regard
I declare that the work submitted by me in partial fulfilment of the requirement for the award
of degree B.com (Hons) assessment in RECRUITMENT PROCESS IN COCO-COLA
is my own; it has not previously been presented for another assessment.
I declare that this is my original work. Wherever work form other source has been used, all
debts (for words data, arguments and ideas) have been appropriately acknowledged and
referenced in accordance with the requirements of NTCC Regulations and Guidelines.
(a)
I have not used work previously produced by another student or any other person to
submit it as my own.
(b)
I have not permitted, and will not permit, anybody to copy my work with the purpose
of passing it off as his or her own work.
(c)
The work conforms to the guidelines for layout, content and style as set out in the
Regulations and Guidelines.
Date: ------------
ZOHAIB AHMAD
1
A7004614119
B.COM(HONS.)
FACULTY CERTIFICATE
This project work is partial fulfillment of the requirement for the degree of
Bachelor of commerce from Amity University Lucknow Campus, Uttar
Pradesh.
MS.JAYANTI SRIVASTAVA
ASST.PROFESSOR
AMITY UNIVERSITY,
LUCKNOW CAMPUS
UTTAR PRADESH
2
STUDENTS CERTIFICATE
Certified that this report is prepared based on the Company Report undertaken by me on
RECRUITMENT PROCESS IN COCO-COLA from 10th AUG 2015 to 19th OCT. 2015,
under the able guidance of Professor/Asst. Professor JAYANTI SRIVASTAVA in partial
fulfilment of the requirement for award of degree of Master of Business Administration (MBAG/IB/M&S/HR/BBAIII SEM, BBA V SEM, BCOM V SEM) from Amity University, Uttar
Pradesh.
Date.______________
Signature
Zohaib Ahmad
Student
Signature
MS.JAYANTI SRIVASTAVA
Faculty Guide
Signature
PROF. V.P. Sahi
Director (ABS)
Synopsis for----------------------------
Student is required to provide the following information at the time of registration within a
week of joining their course.
Students Name
ZOHAIB AHMAD
Enrolment No
A700414119
Program
B.COM HONS
AMITY UNIVERSITY
------------------------------------------------------------------------
MS.JAYANTI SRIVASTAVA
Designation
ASSISTANT PROFESSOR
Contract Details
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EXECUTIVE SUMMARY
EXECUTIVE SUMMARY
The Coca Cola Company is the worlds largest beverage company. In
this project there is a brief description about the recruitment process
in Coca Cola Company. The various steps of recruitment along with
the ways of recruiting people, i.e. Internal and External. In the Coca
Cola Company the main focus is on Internal Recruitment.
The recruitment will be done focusing on the present and
future needs. The major focus areas are qualities and the principles of
recruitment.
The study here gives a brief idea about the company and what
strategies should the company accept that will reduce the time, effort
and cost in recruitment process.
CHAPTER I
INTRODUCTION
INTRODUCTION
brand according to the fortune 2009 survey. The Company operates the
franchised distribution system date from 1889. The Coca Cola Company
is the headquartered at Atlanta, Georgia.
The major markets of Coca Cola Company consist of the
U.S.A, Britain, Europe, Middle East, Asia, Russia and North America. It
has many activities in 200 Companies about 3000 branches, 55000
employees crossways the world. Over 200 expatriates are assigned for
the international positions every year, as region managers.
COCA COLA PAKISTAN:
Despite Coca Cola is not the new name for local market, Coca Cola
Beverages Pakistan Limited (CCBPL), beginning its operations on 26
May 1996 in Pakistan. Coca Cola Beverages Private Limited is the joint
venture between Coca Cola International, Fraser and Nerves Singapore
and package limited. CCBPL directly employees higher than 3000
people in Pakistan CCBPL creates indirect employment for more than
50000 people in relation to industries through its vast procurement,
supply and distribution system.
MISSION STATEMENT:
To benefit and refresh all it touches and to create values for our shared
owners on a long term basis by building the business as Coca Cola
Company trademark.
VISION STATEMENT:
Our main focus is to reach each and every person of the worlds
population which is around 5.6 billion who get thirsty and we are the
ones with the best opportunity to refresh them. Our motive is to make
Coca Cola reasonable and acceptable to the people quenching their thirst
and providing them with a perfect moment of relaxation. By doing this
we make it possible for the 5.6 billion people to get away Coca Cola.
OBJECTIVE:
The Coca Cola Company aims to attract, develop and retain the
necessary talent for the business to get succeed today and in future to
by8
Helping
employees
for
developing
professionally
and
personally.
Protecting and promoting their health, safety and well-being
also.
Engaging with the employees openly and honestly.
Respecting human rights.
Recognising and rewarding performance also.
PEOPLE DEVELOPMENT:
Recruiting, developing and gratifying talent is central to the value
Caring For Our People. The future of Coca Cola Company as the
successful and dynamic company is the dependent upon as equipping
our employees to reach their full potential.
EMPLOYEE ENGAGEMENT:
Everything starts with our values only. They are the DNA of the
company what makes men who we are. In 2011 we reinforced the
commitment to being a value-led organisation and then undertook a
project to clearly define these values and build a high performance
team committed for living them everyday, in everything we do.
IMPACT ON COMPANYS PERFORMANCE:
Coca Cola Company in India relies on the recruitment and selection process for its
smooth functioning. The candidates chosen in this process is to be the future
9
employees are analysed and selected and employed by this recruitment and
selection department. It is essential for the profit making in any of the
organisation.
Recruitment plays the very important role in HR department,
because unless the perfect people are hired, even the best plans, organization chart
and control system might not do much good.
CHAPTER II
LITERATURE REVIEW
COMPANY PROFILE:
Coca-Cola was leading soft drink brand in India until 1977, but when
it left rather than disclosed its formula to the Government and reduce
its equity stake as required under Foreign Regulation Act (FERA)
which was governed by the operations of foreign companies in India.
Coca-Cola re-entered in Indian market on 26th October 1993 after a
gap of a complete 16 years, with its launch in Agra. An agreement
with the Parle Group gave the Company direct ownership of the top
soft drink brands of the nation. With access to 53 Parles plants and a
well set bottling network, an excellent base for the rapid introduction
of the Companys International brands was formed. The Coca-Cola
Company acquires soft drink brands like Thumps Up, Goldspot,
10
Limca, Maaza, which were floated by the Parle, as these products had
achieved a strong consumer base and formed a strong brand image in
Indian market during the re-entry of Coca-Cola in the year 1993.Thus
these products became the part of range of products of the Coca-Cola
Company.
Coca-Cola is made up of 7000 local employees, 500 managers, over
60 manufacturing locations, 27 Company Owned Bottling Operations
(COBO), 17 Franchisee Owned Bottling Operations (FOBO) and the
network of 29 Contract Packers that facilitate the manufacture process
of the range of products for the company.
Think local, act local, is the mantra which is followed by CocaCola, with punch lines like Life ho to aisi for the Urban India and
ThandaMatlab Coca-Cola for the Rural India. This resulted in a
37% growth rate in the rural part of India visa-vie 24% growth seen
in urban part of India.
OBJECTIVES:
To attract with various multi-dimensional experience and
skills that are in agreement with present as well as future
organisation objectives and strategies.
To find new management personnel with new ideas to lead
the company.
To infuse fresh blood at all levels of organization.
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13
Recruitment cycle
Planning:
Before recruitment, check the duties and responsibilities your
organization needs to have performed further:
Is the current job description really what the organization
needs?
Do they fit with the organizations strategic and business
plans?
What are the governmental requirements?
What recruitment policies and procedures should be
followed?
Recruitment:
Ads in the local newspaper is the only way of hiring; other
options include:
Internal notices such as newsletters or email messages
Notices placed on public notice-boards either within your
organisation or in other places
Existing networks and word of mouth advertising are
cheap as well as effective
Recruitment agencies can help sort out potential
applicants and therefore save you time.
16
Advertising:
What goes in an advertisement?
Title and job description
Job status and salary
Required skills and knowledge
Contact details
Application closing dates
You must not break anti-discrimination rules and job
advertisements must be clear and truthful!
Selecting staff:
You need a good quality selection criteria and an informed
and organised interview panel!
Short listing candidates will be a saviour of time.
Questions you come out at the time of interview must be
consistent for all applicants and the questions must relate to
the position of candidate.
You can ask about existing injuries if it is relevant to the
position, but be careful obviously they have to be able
to do the job however, it is illegal to discriminate on the
grounds of disabilities as it is not legal!
Induction:
This is really a good time to know your personnel personally, so
use it as a time for them and not for the organization. It is vital
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Recruitment Process:
Importance of the recruitment process18
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Previously the molten territory visit BZU and IUB and collect
the data. They take interviews of 350 candidates and select
only 3 applicants.
Their major focus is on quality and their standards of
recruitment are high. Last time their selection standard was
85% marks in masters.
Their major recruitment source is E-Recruiting.
They are working on such type of advertisements which are
according to the job description and specification.
Their recruitment ads are published by their media department.
Advertisements and vacancies banners are being offered by
every territory is demanded.
In continuation to recruitment, selection is followed along with which
is the next ongoing process. Candidates to be selected needs to forgo
many such steps before passing in the final selection in the company.
CHAPTER III
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
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RESEARCH PLAN :
Preliminary investigation:-In which data on the situation surrounding the
problems shall be gathered to arrive at The correct definition of the problem.
An understanding of its environment.
Exploratory study:
To determine the approximate area where problem lies.
Descriptive Research Design :It attempts to describe and explain conditions of the present by using
many subjects & questionnaire to fully describe the phenomenon.
COLLECTION OF DATA:
SECONDARY DATAData was collected from books, magazines and web sites, going through the
records of the organisation, etc. It is the data which has been collected by
individual or someone else for the purpose of other than those of our particular
research study. Or in other words it can be said that secondary data is the data
used previously for the analysis and the results are undertaken for the next
process.
CHAPTER IV
24
FINDINGS
&
RECOMMENDATIONS
FINDINGS:-
CHAPTER V
25
CONCLUSIONS
CONCLUSIONS
BIBLIOGRAPHY
Web sites : www.scribd.com
Wikipidea.org/wiki/recruitment
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