Motivations for employees: Wages:cocacola is providing smart wages to its employees, which areco

mpetitive and really satisfy its employees. As along with thewage

s they are provided with a lot of facilities and amenities.
In brief structure of wages can be described like this blue collar
workers are offered wages along with commission, sales man
areoffered wages plus commission pursuing certain criteria, White
collar workers who are the officers and the executives draw ahand
some amount of salary which is really competitive.

Staffing and training: The Coca-Cola Company has always

believed that education is a powerful force in improving the qualit
y of life and creatingopportunity for people and their families
around the world. The Coca-Cola Company is committed
to helping people make their dreams come true. All over the
world, we are involved in innovative programs that give hardworking, knowledge-hungry students books,supplies, places
to study and scholarships. From youth in Brazil to first generation
scholars, educational programs in local communities are our
priority.

Employee Forums: We believe that a sense of community enhances our ability toattr
act, retain, and develop diverse talent and ideas as a source
of competitive business advantage.In the U.S., through employee
forums, employees can connect

withcolleagues who share similar interests and backgrounds. In th

oseforums and elsewhere, employees support each other's
personal
and professional growth and enhance their individual and collectiv
eability to contribute to the company.

Mentoring Programs: The Coca-Cola Company is creating a system of mentoring

programsthat include, one-on-one mentoring, group mentoring
and mentoringself-study tools. Currently, Coca-Cola North Americ
a and TheMinute Maid Company have one-on-one mentoring prog
ramsdesigned to foster professional growth and development. The
se programs promote trusting relationships for networking, coachi
ng,career counseling and life lessons The benefits of mentoring
also strengthen our company.
Mentoring
increases the flow of information across organizational lines and
encourages diverse thinking and cross-functional learning

JOB ANALYSIS & JOB DESIGN

Job analysis is the procedure for determining the duties and
skillrequirements of a job and the kind of person who should be
hire for it. Job analysis consists of two products one is job
description andsecond job specification.Job description: a list of
job duties, responsibilities, reportingrelationship, working
conditions, and supervisory responsibilities-one product of a
job.Job specification: a list of a jobs human requirements that
isrequisites education, skills, personality, and so on-other product
of a job analysis.Coca cola company HR department check its own
job description
and job analysis in which they get the information about employe

es work activities, human behavior, performance standard, job

context and human requirements and also other information
related to thisconduct.HR department of coca cola used this
information for Recruiting, selection, compensation, performance
appraisal, training, and employees relationship .

Planning and forecasting

The process of deciding what positions the firm will have to fill,
and how to fill them. Coca cola HR department involves in
company strategic planning and they also make sufficient
planning for hiring new employees in the future. We forecast for
the expected employees needs in the organization. We forecast of
employees on the change technology and increasing in
productivity. After planning we send this report to the head office
for approval. If we get approval from the head office then we start
recruitment process.

Selection process
The selection process will vary depending on the position youre
applying for, as one process cant fit all the different roles we
have here at CCE. However, in most cases a combination of any
of the following tools will be used:

Interview
Group exercises
Presentations
Psychometric tests
Role plays/Situational Exercises
Interview

The interview is designed to reveal more about you and

your experiences. Well ask for examples of how you behaved in
different situations, maybe at school, university, a club, at home

or
in previous jobs. This is not designed to 'catch you out' and our int
erviewers will never try and trick you into an answer.
Be
honest, be yourself and it should be an enjoyable experience.Also,
dont forget that this is your chance to find out more about us and
ask questions. Remember, interviews are a two-way process
souses it to understand the nature of the role and to make sure it
really is what youre looking for.

Group exercises
Were very much a team at CCE so these will show us how
effectively you work with people. Theyre a good opportunity for
us to see how you communicate, influence and involve other
people in the workplace.

Presentations
Presentations give you the chance to show your ability to
communicate to a group of people on a specific topic. You may be
given a topic in advance or on the day, but dont worry youll
have plenty of time to prepare.

Psychometric tests
Psychometric tests are timed exercises that examine your abilities
and potential. On occasions, we may also use a personality
assessment tool that is designed to find out more specific things
about you. If youre asked to complete a psychometric test, well
send you information and advice in advance on how to prepare.
Role Plays/Situational Exercises Designed to assess how you react
in certain situations, these help to highlight particular skills and
how well youre suited for a position. You may be given facts and
figures to review, or a report to complete; we may also have an

assessor acting as a customer or employee to simulate a situation

that could occur in the workplace. Dont worry, youll be
You will be given a brief and sample time to prepare.

Training process of employees

Training process is essential part of every employee with out
training; employee can not come to now the procedure of work,
rules and regulations of firm, some times when new technology is
introduced it is also responsibility of a firm to train its employees.
After recruiting the fresh employee we train them for three
months and also pay them salaries after three months they
become part of a firm We also give training to already exist
employee it depend upon condition for example if new technology
is introduced first of all we give full training to them about new
technology then we allow them to start their job.

Steps in appraising performance

The performance appraisal process 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 sub ordinates actual performance to the

standards that have been set.
Provide feedback:

Means discuss the subordinate performance and progress, and

make plans for any development required.

https://www.academia.edu/2031571/hrm_planning_process_coca-cola
http://www.slideshare.net/saranchandranc/hr-policies-at-coca-cola
http://www.slideshare.net/adi1113/coke-colas-hr-policies