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INTRODUCTION

INTRODUCTION Coca-Cola is a carbonated soft drink. It is produced by The Coca-Cola Company of Atlanta,

Coca-Cola is a carbonated soft drink. It is produced by The Coca-Cola Company of Atlanta, Georgia, and is often referred to simply as Coke (a registered trademark of The Coca-Cola Company in the United States since March 27, 1944). Originally intended as a patent medicine when it was invented in the late 19th century by John Pemberton, Coca- Cola was bought out by businessman Asa Griggs Candler, whose marketing tactics led Coke to its dominance of the world soft-drink market throughout the 20th century. The name refers to two of its original ingredients: kola nuts, a source of caffeine, and coca leaves. The current formula of Coca-Cola remains a trade secret, although a variety of reported recipes and experimental recreations have been published.

The company produces concentrate, which is then sold to licensed Coca-Cola bottlers throughout the world. The bottlers, who hold territorially exclusive contracts with the company, produce finished product in cans and bottles from the concentrate in combination with filtered water and sweeteners. The bottlers then sell, distribute and merchandise Coca- Cola to retail stores, restaurants and vending machines. The Coca-Cola Company also sells concentrate for soda fountains to major restaurants and food service distributors.

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The Coca-Cola Company has, on occasion, introduced other cola drinks under the Coke brand name. The most common of these is Diet Coke, with others including Caffeine-Free Coca-Cola, Diet Coke Caffeine-Free, Coca-Cola Cherry, Coca-Cola Zero, Coca-Cola Vanilla, and special versions with lemon, lime, or coffee. In 2013, Coke products could be found in over 200 countries worldwide, with consumers downing more than 1.8 billion company beverage servings each day.

Based on Interbrand's best global brand study of 2011, Coca-Cola was the world's most valuable brand. The company's marketing strategies for a high-sugar drink, especially its targeting of children, remain controversial.

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CONCEPTUAL FRAMEWORK

The world is changing all around us. To continue to thrive as a

business

over the next ten years and

beyond, we must look ahead, understand the trends and forces that will shape our

business in the

future and move swiftly to prepare for what's to come. We must get ready for tomorrow today. That's what our 2020 Vision is all about. It creates a long-term destination for our business and provides us with a "Roadmap" for winning together with our bottling partners.

MISSION

Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions.

To refresh the world ...

To inspire moments of optimism and happiness ...

To create value and make a difference.

VISION:

Our vision serves as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth.

People: Be a great place to work where people are inspired to be the best they can be.

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Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs.

Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value.

Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities.

Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities.

Productivity: Be a highly effective, lean and fast-moving organization.

VALUES:

Our values serve as a compass for our actions and describe how we behave in the world.

Leadership: The courage to shape a better future

Collaboration: Leverage collective genius

Integrity: Be real

Accountability: If it is to be, it's up to me

Passion: Committed in heart and mind

Diversity: As inclusive as our brands

Quality: What we do, we do well

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BELIEFS:

FOCUS ON THE MARKET

Focus on needs of our consumers, customers and franchise partners

Get out into the market and listen, observe and learn

Possess a world view

Focus on execution in the marketplace every day

Be insatiably curious

WORK SMART

Act with urgency

Remain responsive to change

Have the courage to change course when needed

Remain constructively discontent

Work efficiently

ACT LIKE OWNERS

Be accountable for our actions and inactions

Steward system assets and focus on building value

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Reward our people for taking risks and finding better ways to solve problems

Learn from our outcomes -- what worked and what didn’t

HISTORY

 Reward our people for taking risks and finding better ways to solve problems  Learn

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th Century Historical Origins

In May, 1886, Coca Cola was invented by Doctor John Pemberton a pharmacist from Atlanta, Georgia. John Pemberton concocted the Coca Cola formula in a three legged brass kettle in his backyard. The name was a suggestion given by John Pemberton's bookkeeper Frank Robinson.

Being a bookkeeper, Frank Robinson also had excellent penmanship. It was he who first scripted "Coca Cola" into the flowing letters which has become the famous logo of today. The soft drink was first sold to the public at the soda fountain in Jacob's Pharmacy in Atlanta on May 8, 1886.

About nine servings of the soft drink were sold each day. Sales for that first year added up to a total of about $50. The funny thing was that it cost John Pemberton over $70 in expanses, so the first year of sales were a loss.

In 1887, another Atlanta pharmacist and businessman, Asa Candler bought the formula for Coca Cola from inventor John Pemberton for $2,300. By the late 1890s, Coca Cola was one of America's most popular fountain drinks, largely due to Candler's aggressive marketing of the product. With Asa Candler, now at the helm, the Coca Cola Company increased syrup sales by over 4000% between 1890 and 1900.

Advertising was an important factor in John Pemberton and Asa Candler's success and by the turn of the century, the drink was sold across the United States and Canada. Around the same time, the company began selling syrup to independent bottling companies licensed to sell the drink.

On September 12, 1919, Coca-Cola Co. was purchased by a group of investors for $25 million and reincorporated. The company publicly offered 500,000 shares of the company for $40 a share.

In 1986, The Coca-Cola Company merged with two of their bottling operators (owned by JTL Corporation and BCI Holding Corporation) to form Coca-Cola Enterprises Inc. (CCE).

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In December 1991, Coca-Cola Enterprises merged with the Johnston Coca-Cola Bottling Group, Inc

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th Century

The first outdoor wall advertisement that promoted the Coca-Cola drink was painted in 1894

in

Cartersville, Georgia.

Cola syrup was sold as an over-the-counter

dietary supplement

for

upset stomach.

By the time of its 50th anniversary, the soft drink had reached the status of a

national icon in the USA.

 

In 1935, it was certified

kosher

by Atlanta Rabbi

Tobias Geffen, after the company made

minor changes in the sourcing of some ingredients. On July 12, 1944, the one-billionth gallon

of Coca-Cola syrup was manufactured by The Coca-Cola Company. Cans of Coke first appeared in 1955.

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st Century

On July 5, 2005, it was revealed that Coca-Cola would resume operations in Iraq for the first

time since the Arab League

boycotted the company in 1968.

In December 1991, Coca-Cola Enterprises merged with the Johnston Coca-Cola Bottling Group, Inc 20 Century The

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In April 2007, in Canada, the name "Coca-Cola Classic" was changed back to "Coca-Cola". The word "Classic" was removed because "New Coke" was no longer in production,

eliminating the need to differentiate between the two.

The formula remained unchanged. In

January 2009, Coca-Cola stopped printing the word "Classic" on the labels of 16-US-fluid-

ounce (470

ml) bottles sold in parts of the South-Eastern United States. The word "Classic"

was removed from all Coca-Cola products by 2011.

In April 2007, in Canada, the name "Coca-Cola Classic" was changed back to "Coca-Cola". The word

Coca-Cola introduced the 7.5-ounce mini-can in 2009, and on September 22, 2011, the company announced price reductions, asking retailers to sell eight-packs for $2.99. That same day, Coca-Cola announced the 12.5-ounce bottle, to sell for 89 cents.

In 2012, Coca-Cola resumed business in Myanmar after 60 years of absence due to U.S.- imposed investment sanctions against the country. Coca-Cola's bottling plant will be located in Yangon and is part of the company's five-year plan and $200 million investment in Myanmar. Coca-Cola with its partners is to invest USD 5 billion in its operations in India by 2020. In 2013, it was announced that Coca-Cola Life would be introduced in Argentina that would contain stevia and sugar.

In August 2014 the company announced it was forming a long-term partnership with Monster Beverage, with the two forging a strategic marketing and distribution alliance, and product line swap. As part of the deal Coca-Cola was to acquire a 16.7% stake in Monster for $2.15 billion, with an option to increase it to 25%.

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Human Resource Management is the process of recruitment, selection of employee, providing proper orientation and induction,

Human Resource Management

is the process of recruitment, selection of employee,

providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations with labour and with trade unions, maintaining employees safety, welfare and health by complying with labour laws of concern state or country.

Human: refer to the skilled workforce in the organisation. Resource: refer to limited availability or scarce. Management: refer to maximise or proper utilisation and make best use of limited and a scarce resource.

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TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT It is a subsystem of an organization. It ensures that randomness is reducedtraining . They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best result. 11 " id="pdf-obj-10-4" src="pdf-obj-10-4.jpg">

It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioural change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

Traditional Approach – Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.

The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best result.

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TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

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TRAINING PROCESS

TRAINING PROCESS HRM at Coca-Cola focuses on acquiring and retaining highly skilled employees to maintain its

HRM at Coca-Cola focuses on acquiring and retaining highly skilled employees to maintain its position in the market. Employees are treated as assets and any condition or procedure that enhances unity and performance are highly valued. The company invested in ensuring job security to it workers by providing them with the necessary training.

Coca-Cola Company has established a university (Coca-Cola University) which provides various courses to company employees. The courses are provided through classroom, field training and e-learning to develop employees personally and professionally. The learning curriculum in the university emphasizes on marketing, ethics, leadership, diversity, compliance, human right, as well as finance, among other competencies. The company associates are encouraged to seek continuous training annually where they get the opportunity to gauge their performance against the set goals and objectives.

Training and Development Vision

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The training strategies in Coca Cola focus on bridging the gap between the organization needs with

The training strategies in Coca Cola focus on bridging the gap between the organization needs with the consumer needs. The target is to produce quality of labour with various educational, technical and analytical skills among employees. The perspective of Coca Cola is to enhance its training and development in way which does not affect the creativity of the workers, and therefore allows it to create an advantage for the company.

Organizational Component

Coca Cola makes sure that the strategic needs of the company are taken into account. The business training needs are especially arranged to make sure that the company can benefit from the performance enhancement of the workers.

Operational Component

In the needs evaluation a functional research looks to analyze the objectives of the company (short-term and long-term), and the styles that are likely to impact these objectives. Coca Cola makes sure that the potency of the company enhances to be able to improve the

functional

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efficiency.

Social Learning Theory

According to Albert Bandura, the Social learning theory has become the most influential theory of learning and development. He argues that people can learn new information and behaviour by watching other people i.e. modelling or observational learning can be used to analyze the employee's behaviour.

Social Learning Theory According to Albert Bandura, the Social learning theory has become the most influential

Social learning theory is also the rationale behind using specific training methods for Coca- Cola. A modelling process is involved in the training program in which employees are able to learn through the observations. This is done while having the role plays and workshops to make the social learning successful. Certain requirements and steps are followed which are as follows:

Attention - The employees need to pay attention to avoid the negative effect of observational learning.

Retention - They must keep the given information in their mind so that they can use it later and act accordingly.

Reproduction - This time the employees will have to perform whatever they have observed.

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Motivation - Experiencing these motivators can be highly effective. For example if a student comes in the class on time and he has been rewarded by the tutor so you can get motivation through that and start coming on time.

Management

Training audience: The group includes customer service managers, sales managers, design managers or line managers.

Training Objective: The objective is to understand the current skills of the managers and help them learn and understand new set of skills that matches business requirements.

Training method: A Role play is something like wearing someone else shoes to understand the depth of the job. This is very much like an actor trying to play a role in a skit. She/he has to shape according to the requirement of the character.

E- Learning: E-learning technology is like bringing world in front of the eyes. This is one of solution for organization to reduce the time for trainings and have employees go through different phases of training by sitting at desk with a computer or in a conference with co-managers.

Skills

Coca-Cola Company is providing systems training which is aimed to introduce the employees to the company’s operation and basic skills requirement. Skill training involves presentation, selling and public speaking. Many organizations realize the potential of soft-skill training.

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They spend money to develop in-house soft skills training program. They want their employees to develop creative thinking skills, communication skills and other skills essential to the long term survival of the organization. Skill training increases the company’s employee productivity and improves their job satisfaction.

Technical

Coca-Cola Company is providing technical training with the aim to improve their employee’s professional skills. Technical training can help the employees to build their self confidence, save time and prepare for promotions. Technical training takes place in the classroom. However, most technical training sessions are practical training. The benefits of providing technical training are to improve on work performance. Many organizations provide in-house technical training.

Leadership

Leadership training is aimed at training future managers and further developing current as well as incumbent ones. Leaders within Coca-Cola Company who wish to excel in their fields of business can definitely benefit from leadership training. When it comes to leadership training there are many different skills that must be learned and applied to make things really stick together. Some of the skills that need to be taught and applied are time management, management assessment, management skill assessment, executive assessment, management consulting and other related skills. Some of the most common leadership training concepts

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include effective listening. This is vital to help leaders learn how to listen and build trust with all of the internal employees and all of the external clients that they may have to associate with on a daily basis.

Guided Discussion and Storytelling

This is more of a practical way of leaning the things rather than just be a theoretical way of training that takes through various slides or modules. This helps the employees to come out with the new ideas that can be implemented for business needs.

include effective listening. This is vital to help leaders learn how to listen and build trust

Trainings are held in a closed environment like a meeting hall or training rooms in the office premises that accommodates a group of people with latest equipment. Coca colas and organization have professional training rooms with all infrastructures that can provide complete assistance in training.

Thereby, training and development is beneficial not just for the company itself but also to the individual workers. Here, training and development leads to improved success

and more

positive behaviour toward profit alignment, enhance the job abilities and

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knowledge at all levels of Coca Cola. On the other hand, this training and development program benefits personal workers through helping them make better choices, helping in motivating and achieving self-development and self-confidence, helping an employee to handle stress, disappointment and moving the individual toward personal objectives.

The greatest aim of this training technique is to create and enhance a lifestyle of company learning at Coca-Cola. It helps to build a future living in the present and working together toward the dreams. E-Learning's and job training benefits to build leaders among the co- workers. Additional resources are available for the management and can use them when required. 50% of the investment cost in training the employee after being assigned to a role would reduce. This would be most cost effective and efficient methods.

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At Coca-Cola , we make it a priority to treat our people well, help them develop and give them a rewarding working life. To us, this means creating an environment where employees can:

• Excel in their performance • Develop skills for improvement • Move towards their career goals

By providing training and development programmes, on-the-job learning, coaching and feedback, we make sure that everyone who works with us has the resources they need to learn more and build their careers. And also to have some fun along the way - we want Coca- Cola to be a great place to work where people are inspired and motivated to be the best they can be.

Employee Engagement

Our success depends on motivated and committed employees. We need them to feel that they play a real part in helping our business meet its goals and have an understanding of what they are. We have several different ways of measuring our employees' level of engagement with the business and satisfaction with their working lives - such as through constructive dialogue with our employee representative groups and employee surveys.

Great Place To Work

We think it's important for our employees to enjoy their working life and we want to make sure that working for our business in Great Britain is fulfilling, rewarding and fun. Key areas that we focus on as part of the Great Place to Work programme include giving employees discounted gym memberships as well as on-site exercise classes, free Coca-Cola drinks and fruit, a staff restaurant offering healthy food options, summer hours and flexible working, a learning allowance and a Cycle to Work scheme.

Training and Development

To attract

and retain

the

best people,

we recognise

that we

need

to invest

in their

development. We take training and development very seriously. We have continuously

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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.

Pay and reward

Offering competitive pay and motivating benefits is crucial to both attracting and retaining the most talented people to drive our business forward. We consider a number of different elements, such as pension, healthcare and additional holiday, which form a total compensation and benefits package for our employees. Our rewards programmes are regularly benchmarked against a select peer group of our major competitors and key players in the local market.

Open and inclusive

We're committed to providing an inclusive working environment in which everyone is treated fairly. We believe that having people from different backgrounds, with different life experiences and talents is a real bonus for our business. That's why respecting and valuing the diversity of our people is central to our vision and values. It's also why our employment policies and practices have been developed to protect against discrimination and ensure equal opportunity and fair treatment for all, regardless of age, sex or ethnic background.

CULTURE

With

the

investment

marketer and

leader

for

invested over the years with the aim of strengthening this important area of business performance, placing

WORKPLACE

spirited as the world's premier

same

beverage

industry

more than

116

years,

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we are focused on strategic workplace programs that help assure the success of our commitment to embracing the similarities and differences of people, cultures and ideas.

Cultural Sensations - This employee awareness program takes diversity beyond representation and provides employees an opportunity to learn about different cultures and regions of the world in which we do business. Our Cultural Sensations program is designed to foster dialogue about the similarities and differences of people, cultures and ideas through the use of art, music, dance, food and special events.

Diversity Advisory Council - The Company’s corporate Diversity Advisory Council consists of a representative group of employees from all levels, functions and business units of the organization. The Council develops recommendations for senior management on advancing the company's efforts towards achieving our diversity objectives.

Employee Forums - We believe that a sense of community enhances our ability to attract, retain, and develop diverse talent and ideas as a source of competitive business advantage. In the United States, through employee forums, employees can connect with colleagues who share similar interests and backgrounds. In those forums and elsewhere, employees support each other's personal and professional growth and enhance their individual and collective ability to contribute to the company. Forums that are currently active include:

WORKPLACE POLICIES

Within every large organization, there are always governing rules, and our company is no exception. The Coca-Cola Company and its subsidiaries maintain a long-standing commitment to equal opportunity, affirmative action and valuing the diversity of our employees. In order to foster an environment that is productive, healthy, safe, and successful for all of our employees, our company has policies to help guide the behaviour that shape our work environment.

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Code of Business Conduct

Our Code of Business Conduct (English Translation) serves to guide the actions of our employees, officers and directors in ways that are consistent with our core values: honesty; integrity; diversity; quality; respect; responsibility; and, accountability. The Code helps our people play by the rules wherever we operate around the world. And, we have well-defined procedures for times when concerns arise, in The Code of Business Conduct Procedural Guidelines (English Translation).

Equal Opportunity

The Coca-Cola Company values all employees and the contributions they make. Consistent with this value, the company reaffirms its long-standing commitment to equal opportunity and affirmative action in employment, which are integral parts of our corporate environment. The company strives to create a work environment free of discrimination and physical or verbal harassment with respect to race, gender, colour, national origin, religion, age, disability, sexual orientation, or veteran status. We will make reasonable accommodations in the employment of qualified individuals with disabilities, for religious beliefs, and whenever else appropriate

The company maintains equal employment opportunity functions to ensure adherence to all laws and regulations, and to company policy in the areas of equal employment opportunity and affirmative action. All managers are expected to implement and enforce the company policy of non-discrimination, equal employment opportunity, and affirmative action, as well as to prevent acts of harassment within their assigned area of responsibility. Further, it is a part of every individual's responsibility to maintain a work environment that reflects the spirit of equal opportunity and prohibits harassment.

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Associate Training

To improve as a company and to help associates realize their full potential, we are committed to extending education and development programs to our associates at all levels of our organization.

Coca-Cola University (CCU) is our Company's education curriculum, which provides a wide range of courses through classroom learning, e-learning and field training to help associates develop personally and professionally. CCU's learning portfolio focuses on leadership; marketing; human rights; ethics and compliance; diversity; sustainability; finance; and other competencies. We offer thousands of courses to associates through CCU. In 2009, more than 27,000 associates participated in 1,720 CCU classroom sessions worldwide, and 39,100 associates participated in e-learning courses.

Associates are encouraged to seek training through our annual performance review system. The system, which includes mid-year and year-end career discussions between associates and their managers, gives everyone the opportunity to assess their annual performance against set goals and objectives. Associates and managers discuss training and development and outline a plan for training and enrichment. The associate and manager are responsible for ensuring that the proper training is completed within the calendar year.

The Company also encourages associates to pursue higher education programs, with levels of reimbursement available for degree-seeking undergraduate and graduate studies at accredited colleges and universities. We also provide associates the opportunity to take advantage of many e-learning resources beyond CCU, as well as external conferences and other education and training opportunities.

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Diversity Education & Training

Ongoing diversity training is critical to the advancement of our ongoing journey.

Our various diversity education programs efforts have moved from minimizing conflict to strengthen our ability to amplify, respect, value and leverage our differences to drive sustainable business results.

Our three pillars of diversity education are Diversity Training, a Diversity Speaker Series and our Diversity Library.

Ongoing diversity training helps drive employee engagement, create a work environment that visibly values and leverages diversity and accelerates productivity.

We also offer supplier diversity training to help ensure that associates understand how to leverage the procurement power of the company by creating a pool of suppliers that include minority- and women-owned businesses.

Diversity Education & Training Ongoing diversity training is critical to the advancement of our ongoing journey.

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Development Programs for Employees

We aim to establish long term relationships with our employees. One of the needs identified by our employees was for opportunities for professional development. With this in mind we have developed special programs.

First Few Sips: The purpose of this training is to provide CCIPL new hires with a sense of Vision, Purpose, Direction, Belonging, Pride and Passion. This is the induction program to train hires on company policies and provide them function overview. It is a 5 day workshop that includes a plant tour and a sales visit.

Pegasus Program: The Pegasus program seeks to develop all-round top talent to fuel a pipeline of future roles within CCIPL.

Mantra: Mantra is our university relations program; we have consistently been a preferred recruiter in leading B-school campuses. Through the Mantra program, students get an opportunity to work on 2-month summer internship projects with Coca- Cola India. The program is designed for maximum learning and consists of a robust mix of project work, coaching and assignments.

Management Trainee Program: The best performing summer interns (from the Mantra program) are recruited as Management Trainees. The Management Trainee program is of 18 months duration and offers comprehensive, cross-functional experience in different business verticals and the group's CSR activities.

Women in Leadership program: Globally, The Coca-Cola Company has been striving to increase the number of women in our talent pool through recruitment and internal development strategies.EAG Women in Leadership program was kick started in India in 2010. The program aims at grooming women talent in the middle management level to take up higher responsibilities.

Catalyst: Catalyst is a training program for selected managerial staff, relatively high in the organizational hierarchy, grooming them for taking up senior management positions. Within the organization, we recognize the need for performance and development reviews. Our approach to these reviews is three pronged.

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On the job - Learning gained through current work assignments and special

projects Coaching and mentoring - Knowledge built through interaction with others

Formal training – Courseware designed to develop knowledge and skills

In 2011 we launched 7 Integrated Career, Development & Performance Planning Workshops, covering 147 associates who are people managers. Across the organization we were able to have performance plans for 100% of the employees, career plans for 94%, development plans for 93% and mid-year reviews for 100% of the employees.

 On the job - Learning gained through current work assignments and special  projects Coaching

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Employee Engagement

More than 700,000 associates create the Coca-Cola system.

Each associate brings his or her unique talents and ideas to work every day to help the Coca- Cola system achieve the goals outlined in our 2020 Vision. Associates also represent Coca- Cola in their communities and are ambassadors of our brands to the world. Ensuring our associates are happy, healthy and treated fairly and with respect is at the core of our business philosophy and success. We strive to create open work environments as diverse as the markets we serve, where people are inspired to create superior results. We also aim to create environments where people are fully engaged and where the Company is viewed both internally and externally as an employer of choice.

Encouraging Open Communication:

To encourage a work environment of open communication and to effectively solicit and leverage innovative ideas, we engage in frequent dialogue with our associates around the world. Such dialogue provides us with valuable information, increases awareness, promotes business strategies, shares successes and opportunities, and solicits employee opinions. For example, global associates and bottling partners have contributed ideas to major initiatives, such as our 2008 Beijing Summer Olympic Games activation. And, employee input was a key ingredient to our Company's Mission, Vision & Values. Another example of our regular dialogue with our associates is our global Employee Insights Survey. In 2010, the results of our global Employee Insights Survey showed improvement across almost all survey categories, including an 84% associate engagement score -- a 2 point increase over 2008.

Rewarding and Developing Employees:

Our compensation and benefits packages are among the best in the world, benchmarked

against other global, high-performing employers. We also offer a variety of developmental opportunities for our associates, including Coca-Cola University, a learning program for high performers. Using the Peak Performance System, our performance management and development system, in tandem with more than 100 global people development forums, associates and their managers regularly discuss development, movement and succession plans around the world.

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CONCLUSION

This training technique is designed with organizational objectives and perspective of Coca- Cola and also the present difficulties they are experiencing. At Coca Cola, we create it a concern to cure their individuals well, help them create and provide them a fulfilling operating life. By offering training and development program, role plays, coaching and feedback, we make sure that everyone who performs in Coca Cola has the sources they need to understand more and develop their professions. And also to have some fun along the way - we want CocaCola to be a good place to work where individuals are motivated to be the best they can be.

The 'Coca-Cola' promise is simple, solid and timeless: The Coca-Cola TCompany exists to benefit and refresh everyone who is touched by its business. Part of this promise is to continually operate as a model business citizen, consistently shaping business decisions to improve the quality of life in the communities in which it does business.

The Company is committed to monitoring performance in the area of social responsibility against benchmarks to make sure that it is, and continues to be, a good citizen as well as the benchmark global brand.

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