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From the national point of view, Human Resources are knowledge, skills,
creative abilities, talents and attitudes obtained in the population.
From the organization point of view, Human Resource represents the people at
work. They are the sum total of the inherent abilities, acquired knowledge and
skills as exemplified in the talents and aptitudes of its employee.
DEFINITION:
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INTRODUCTION TO HUMAN RESOURCE MANAGEMENT:
Organizations are not mere bricks, motors, machines or inventories. They are
people. It is the people who staff and manage organization.
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MEANING OF HUMAN RESOURCE MANAGEMENT
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OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:
o To secure the integration at all the individuals and groups with the organization
by reconciling individual and group goals with those of the organization.
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o To develop and maintain a quality of work life which makes employment in the
organization in a desirable personal and social situation.
The Scope of HRM is indeed fast. All major activities in the working life of
worker from time of his entry in an organization until he / she leaves, come under
the preview of HRM. Specifically, the activities included are Human Resource
planning, Job analysis and design, Recruitment, Selection, Orientation and
placement, Training and development, Performance appraisal and Job evaluation,
employee and executive remuneration and communication, employee welfare,
safety and health, industrial relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas
like:
Staffing
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Training and Development
Labor Relations
Scope of HRM
Nature of Human
Resource
Prospects Management Employee hiring
of HRM
Employee and
Industrial Human Resource executive
Relations Management Remuneration
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Collective bargaining, contract negotiation, contract administration and
grievance handling
Staffing the organizations, finding, getting and holding prescribed types and
number of workers
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The India institutes of personnel management have described the scope of
Human Resource Management into the following aspects:
Welfare aspects:
It deals with working condition and amenities such as canteen, rest and
lunch rooms, housing, transport, medical assistance, education, health & safety,
recreation facilities etc.,
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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:
I. MANAGERIAL FUNCTIONS:
a. PLANNING:
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In the area of Human Resource Management planning involves
deciding personnel goals formulating personnel policies and programs, preparing
the Human Resource Budget etc.
b. ORGANISING:
c. DIRECTING:
d. CONTROLLING:
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It implies checking, verifying and regulating to assure that everything
occurs in conformity with the plans adopted and the instructions issued,
identifications of deviations between two, if any, add takes corrective actions, such
maintaining helps to minimize the gap between desired results and actual
performance.
II. OPERATIVE FUNCTION:
a. PROCUREMENT:
This is concerned with security and employing the right time and
proper number of people required accomplishing the organizational
objectives. This consists of the following activities.
JOB ANALYSIS:
HR PLANNING:
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It is a process of estimating the present and future man power
requirement of the organization, preparing inventory of present manpower
and formulating action programs to bridge the gap in man power.
RECRUITMENT:
SELECTION:
PLACEMENT:
INDUCTION/ORIENTATION:
b. DEVELOPMENT:
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It is the process of improving knowledge skills, aptitudes and valued
of employees. So that they can perform the present and future jobs more
effectively. This function comprises the following objectives
TRANINIG:
EXECUTIVE DEVELOPMENT:
c. COMPENSATION:
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JOB EVALUATION:
BONUS:
d. INTEGRATION:
Integration involves motivating employees through various financial or non-
financial incentives, providing job satisfaction handling employees grievances
through normal procedure collecting bargaining and developing sound human
relations.
e. MAINTENANCE:
It is concerned with protecting and promoting the physical and mental health
of the employees for the purpose several types of fringe benefits such as housing,
medical, educational etc., is provided to workers; social security measures like
provident fund, pension, and gratuity, maternity benefits are also arranged. Health,
safety and welfare measures are designed to prepare the human resources of the
organization. Personnel records and resources are also important element of the
maintenance function.
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The managerial function and operations of Human Resource
Management are preferred in conjunction with each other. As a result pf
globalization and liberalization Human Resource Management function has
acquired strategic importance in Indian organization.
1. Policy of hiring people with due respect to factors like reservation, sex,
martial status, and the like.
5. Policy regarding training & development need for, methods of, and
frequency of training & development.
STATEMENT OF PROBLEM
Human behavior is unpredictable. One can act according to owns own
decision. No one can expect same type of behavior from anyone at all time of
circumstances. Human behavior is highly influenced by the environment. Because
of this factor, we cannot expect that one can act in the same way on a particular
problem in all situations. Therefore, it is more important to study the recruitment
process of workers as it one of deciding factors which will determine the whole
operation of an organization.
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understand, judge, frame and abide it hence this chapter reviews and analyses
performance appraisal from the conceptual and theoretical framework, which are
advocated by the pioneers in human resource development area. In order to know
performance appraisal role in the organization this study need to be carried and
impact of this on the organization development and employees performance are to
be know the organizations benefits out of performance appraisal system are to be
know and the different methods adopted in doing performance appraisal and there
advantages and disadvantages in adopting them by organization to be know.
SCOPE OF THE STUDY
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RESEARCH METHODOLOGY
1. PRIMARY SOURCES:-
Primary data was collected using an appropriate questionnaire and observing it.
2. SECONDARY SOURCES:-
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The secondary data was collected from HCCBL manuals, company brochures,
internet, and policy documents.
SAMPLING TECHNIQUE
In the given project, Simple Random Sample is used. Here the survey is
done by filling the questionnaire from the randomly selected employees out of the
list of population of employees database.
SAMPLE SIZE:
Sample size refers to the total number of respondents targeted for the
collecting the data for researcher. The sampling size of my study is 70 respondents.
The sample size is restricted to only 70 members due to season period to the
company.
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As the managers of the organization are busy with their work schedule, it
was difficult to collect detailed data.
INDUSTRIAL PROFILE
Carbonated flavor drinks constitute a major product among the Fast Moving Consumer Goods
(FMCG) products. In fast changing living style People have also changed their tasks and
preferences in all the ways of life and in the food habits they are changing to fast food and
packing foods. Then these carbonated drinks also find their importance in the market to
refreshment the people.
Soft drinks are the thirst quenchers that are consumed more during the hot summers for
refreshing them. These are used also as refreshers. Thought it is consumed as a cool drink, it
also acts as recreational and refreshing drink. Now in the changing scenario of this modern
world, it is consumed throughout the year. And specially, the consumption is more in case of
teenagers and students commonly.
The soft drinks are available in many flavors. Those flavors are Cola, Orange, Lime,
watermelon, green-apple, mango and cherry. Along with these flavors many fruit flavored
drinks like guava and pineapple are also available. Among these fruit flavored drinks Mango,
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Cherry, Guava and Pineapple are Non Carbonated Soft drinks. Though the soft drinks are
mainly consumed as the refreshers, now in the changing world, these soft drinks are also used
along with the alcoholic beverages to add more taste to them. This has increased the
consumption of the Soft drinks. Thus the soft drinks have a huge market share and market
potential.
COMPANY PROFILE
The Coca-Cola Company is the worlds largest beverage company. Along with
Coca-Cola, recognized as the worlds most-valuable brand, the Company
markets four of the worlds top five soft drink brands, including Diet Coke,
Fanta and Sprite and a wide range of other beverages, including water, juices and
juice drinks, tea, coffee and sports drinks. Through one of the worlds largest
beverage distribution system, consumers in more than 200 countries enjoy The
Coca-Cola Companys beverages at a rate exceeding 1.8 billion servings each
day.
One of the early investors in India, the Coca-Cola system provides direct and
indirect employment to more than 1, 50,000 people. The Coca-Cola System in
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India has more than 1 million retailers and our business has a multiplier effect on
employment and earning opportunities. Coca-Cola in India is the largest
domestic buyer of sugar and one of the top buyers of mango pulp. The Coca-
Cola System in India business also positively impacts industries like Glass,
Plastics, Resin Manufacturers, Sugar, Automobiles, White Goods Manufacturers,
and Banking etc.
The Coca-Cola Company has always placed high value on good citizenship. At
the heart of business is a mission statement called the Coca-Cola Promise - The
Coca-Cola Company exists to benefit and refresh everyone that it touches This
basic proposition entails that the Companys business should refresh the markets,
protect, preserve and enhance the environment and strengthen the community.
Coca-Cola India provides extensive support for community programs across the
country, with a focus on education, health and water conservation. The Company
has installed more than 500 rain water harvesting structures in the country. The
Company has also undertaken the rejuvenation and reconstruction of several
traditional water bodies including check dams. We are also working towards
providing clean drinking water to school children in Chennai and areas in West
Bengal in partnership with Rotary International and UN Habitat respectively.
The Company is committed to work with communities across India in its effort
to contribute to mutual growth and development. 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 "Road map" for
winning together with our bottling partners. The Coca-Cola is the global soft
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drink industry leader, with world head quarters in Atlanta, Georgia. The
company and its subsidiaries employ nearly 30,000 people around the world.
Syrups, concentrates and beverages bases for Coca-Cola, the company's flag ship
brand and over 160 other company soft drink brands are manufactured and sold
by the Coca-Cola company and it's subsidiaries in nearly 200 countries around
the world. Infect, approximately 70 percent outside the United States.
With virtually all the goods and services required to produce and market
Coca-Cola being made in India, the business system of the Company directly
employs approximately 6,000 people, and indirectly creates employment for more
than 125,000 people in related industries through our vast procurement, supply and
distribution system.
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Coco-Cola is into manufacturing and marketing of a wide range of non-
alcoholic beverages. It is the new flagship brand of the largest manufacturer,
marketer and distributor of non-alcoholic beverages in the world. Its head office
is in Atlanta.
Vision
HCCB vision is to create a world class selling organization and a culture of
operating excellence to continue achieving sustainable, quality growth & improve
consumer experience, customer satisfaction employee capability and company
profitability.
People: Be a great place to work where people are inspired to be the best they
can be.
Portfolio: Bring to the world a portfolio of quality beverage brands that
anticipate and satisfy peoples 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 share owners while being mindful of our
overall responsibilities.
Productivity: Be a highly effective, lean and fast-moving organization.
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Quality Policy: We ensure Customer delight, we commit to equality in our
thoughts, deeds and actions by continuous improvement in our process.
Mission
To make every Indians first choice of refreshment available with in easy reach
through.
To refresh the world.....in body, mind & spirit
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A responsible citizen of the world.
PROMISE
The coca-cola company exists to benefit and refresh everyone it touches.
The basic proposition of our big is simple, solid and timeless. When we bring
refreshment, value, joy and fun our stake holders then we successfully nurture and
protect our brands particularly coca-cola. That is the key to fulfilling our ultimate
obligation to provide consistently attractive returns to the owners of our business.
We will conduct ourselves and out business activities with the highest
standards of honesty integrity and professionalism.
We will recognize the positive contribution that we make as individuals and
team members to produce our biz success.
We will encourage a learning environment where people can constantly
grow, develop and contribute.
We will strive for excellence and seek continuous improvement in every
thing we do
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We will respect all stake holders including employees, patterns and suppliers
and instill them with a passion to deliver the highest equality goods and
services.
We will foster initiative and creativity by empowering individuals to attain
well defined objectives.
Coca-cola, in India, was the leading soft drink brand in India until 1977 when it
left rather than reveals its formula to the government and reduces its equity stake
as required under the foreign exchange regulation act (FERA) which governed the
operations of foreign companies in India.
Coca-Cola, the corporate function starts largest selling soft drinks as globally the
worlds largest selling soft drinks since 1886, returned to India in 1993 after 16
years break, giving new thumbs up to the Indian soft drink market. In the same
year, the company took over ownership of the nations top soft drink brand &
bottling net work.
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Lets trace the companys journey since its re-entry into the Indian market until.
1996
1993 - Can, PET
Oct 1993 1996
Pune
Coke
Concentr Can,plant
PET plant
relaunched started in Pune
in Agra
ate started in
Plant
Pune
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1997 - 1999 Acquired, 2000
4 bottling 7 6 COBO regions,
companies Greenfiel 1 FOBO operation
d
Journey of HCCB
HINDUSTAN COCA-COLA
BEVERAGES
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1923 Woodruffs Initiatives of Personnel training program, better service, quality
products introduced.
1926 Foreign sales group formed for global expansion.
During world war-II coca-cola family established as a global brand.
1945 Coca-Cola established global brand.
1950 Coca-Cola bottling plant opens in New Delhi.
1950sRecognizing the power of advertisement & Introduced new techniques.
It was the 1st company to make an appearance in Disneyland.
Six bottle carton; open top metal coolers; Bell shaped fountain glass. 1958
Concentrate plant opens in India
1960sFanta, Sprite & Tab introduced.
1969 New delivery vehicles lunched to market.
1970sFocus on marketing on new packages & dynamic ribbon devices etc.
1973 22 bottling plants operate in 13 states
1977 Coca-Cola and 38 other companies refuse to dilute stake, formally
withdraws from Country in 1978
1979 Coca-Cola building North Avenue Tower Opens
1992 Re-enters India by E.Neville Isdell
1993 Re-lunched on October in Agra.
1996 Can, PET, Plant started in Pune.
1997 September Acquired 1st bottling plant in India by Bareilly.
1998 Acquired up to 37 plants past one year & 1st Green field plant in Ahmedbad.
1999 Reached four bottling companies. 22 Acquired, & 7 Green field.
2000 Six COBO regions & One FOBO operation.
2004 E.Neville Isdell roll out MFG.
2005 Coca-Cola was dived into divisions.
The Bidadi Unit HCCBPL is spread over an area of 18 acres. This is a state of art Bottling with
five lines one of which PET line. The plant can operate at a capacity of around 1735 bottles per
minute and it is a distinction of being the largest plant its kind in India. The Coca-Cola Bidadi
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unit is formally inaugurated on 12th Feb 2000 by Chief Minister S.M.Krishna almost 400 persons
were present for this occasion.
The company follows the policy of the basic Coca-Cola Company, Atlanta and also by Indian
Headquarters Gurgaon.
Currently, the Bididi Unit HCCBPL has 166 employees, 79 are staffs (including managers).
During season 450 contract labours work for company & during off season 150-200 contract
labors work for the company.
** Quality.
** Environment.
** Occupational Health and Safety.
And also this plant to be awarded for ISO 9001(Quality) and ISO14001
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(Environment) systems and also receive the Best Management Award.
Infrastructural Facilities:
One of the reasons for Coca Colas success is its specially developed and well
equipped infrastructure for manufacturing process and quality assurance
Procedures as well at all plants throughout the globe.
Coca Colas manufacturing process includes treatment of bottles through
sophisticated technology which are equipped with cameras which could detect the
minute microscopic germs in the bottles. Coca Cola has separate machinery for
treatment of water which is used as an ingredient in the beverages of Coca Cola.
Coca Cola in addition to the above has in house sophisticated Research and
Development department.
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o Boilers
o Ready syrup rooms
o Multi Server fills rooms
o Single Server fill rooms
o PET fill room
o Maaza fill room
o Pulp store
o Caustic tank
o Cartoon store
o CO2 bulk storage
o Packaging area for RGB, PET etc
o Warehouses
o Empties yard
o Sludge drying bed
o ETP treated water tank (Effluent treatment plant)
o Auditorium
o Lighting and Ventilation
Skills:
Skills refer to the fact that employees have the skills needed to carry out the
companys strategy. Training and Development ensuring people know how to do their jobs
and stay up to date with the latest techniques.
The company requires technical skills for production and manufacturing divisions. Also it
requires strong management skills in marketing and H.R. divisions. The marketing executives
must have good communication skills and better knowledge of the company and its product.
Many marketing executives have the engineering background with MBA degree. Marketing
executives are also required to have very strong verbal and written communication skills,
especially presentation skills as most of the time they have to do the presentation for their clients
and for the higher authorities. Senior level executives must be good analyzing individual strength
and weakness, so that they can allocate work to individuals effectively. They also must have
strong skills of analyzing the market situation and changes.
Training Programmed:
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These are the programs regularly held by the HRD department. This program mainly
deals with the development of the employees. According to the identification of the need the
topics are prioritized the date, day and venue and the faculty for the Programs. Mainly for in
house Program internal faculties are developed. The faculties hold the program from the HRD
department and other internal faculties.
The programs are mainly held at HRD training hall. Approximately three programs per
month are held. The employees are shifted to general shift. The programs are held from morning
9 A.M to 5:30 P.M. Monthly the program is held for 6 days. The batch strength is around 35 to
40 per batch.
Summer placements:
Summer placement trainees are also taken. The period of the candidates placements
depends upon the duration allotted by their respective institution. The trainer has to follow to
rules and regulation of the company. These candidates are guided by the human resources
development department. At the end of the project work the trainee has to submit their training
project report. These programs are mainly done by fresh graduates.
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stage play and lectures are held. The main objective is to develop the employee in the behavioral
aspect.
Style:
Style refers to the employees shared and common way of thinking and behaving
unwritten norms of behavior and thought:
The company culture is very informal, youthful and dynamic. It encourages free and
participative thinking. The Company has the participative type of leadership style in practice.
The top and middle executives of the management tend to be totally accessible and encourage
the participation in decision-making, by conducting the debate and discussion. This type of
leadership style attracts talented people to enter the company and make them to feel company as
their family. Also this style motivates the employee to stay in the company.
Strategy:
Strategy is the choice of direction and action of the company adopt to achieve its
objective in a competitive situation. A strategy explains what are the objectives of the
organization and how the organization go about to achieve its objective. The strategy in the 7-S
frame work includes purposes, missions, objectives, goals and major section plans and policies
of the company. The aim of the company is to deliver value for customers, share holders,
investors employees and society. Excellence in all sphere of management through- Zero
defects, zero losses, zero break downs, zero pollution and zero accidents. The companys
strategy in India, in line with that in other markets, has been to have a large number of brands
with a number of variants under each brand.
Waste elimination (muda): Waste is anything which customer does not look for or pay
for any activity which not adding any value to business, is considered as MUDA.
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Just in time: The prime goal of just in time is the achievement of zero inventories not
just within the confines of a single organization but ultimate through.
Customer driven: this dimension ensures delight with internal as well as external it
enables understanding of customer expectations of our products / services.
Strategic quality management: It is the process of establishing long term quality goals
and defining the approach to meet these goals. It is centered on quality based on the participation
of all its members and aiming at long term success through customers satisfaction and benefits
to the members of organization and society. SQM is developed and led by the upper
management. Here we integrate quality in to strategic planning.
Work environment: It stands for good house keeping concepts and is considered the
basis for continuous productivity and improvements. Respect standers and cultivate good habits.
System:
System in the 7S framework refers to all the rules, regulations, and procedures both
formal and informal that complement the organization structure.
The decision making system within the organization can range from
management intuition, to structured computer systems to complex export systems and artificial
intelligence. It includes
Computer systems
Operational Systems
Marketing Systems
HR Systems etc.
The company is having its branch office at many places in India so as to ensure that the
required information has been gathered at the right time and at the right place.
In the company the rules governing the employees are explained to each employee on
joining the company. They will be provided with the handbook, which will be having all the
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information regarding the company. There are detailed procedures laid out by the corporate
office on procurement of items and supplies, making travel arrangement, allowances,
reimbursements, leave and other arrangements. In general HR department and the unit heads are
responsible for ensuring that the staff follows all procedures. With regard to office systems, all
the offices are computerized for the purpose to enable greater speed and timeliness of the
completion of the projects. All the entries regarding marketing are done online with the help of
Internet. So that there will not be any delay in communication land flow of information.
With regards to performance appraisal system, the company has been providing many
good opportunities to employees for their carrier development. The company does the
performance appraisal by conducting Induction training program for employees who joins the
company. Also company conducts training program for the executives of all the levels one or two
times a year. This is conducted in well known H.R. and Training institute of the company.
Staff:
Staff means that the company has hired able people, trained them well and assigned them to the
right jobs. Selection, training, reward and recognition, retention, motivation and assignment to
appropriate work are all key issues. The company has established system of recruitment
graduated from well known technical and management institutions and providing them on the
job training in a number of functional areas before deciding on the final placement in
consultation with the persons consent.
Environmental Policy:
Legal Aspects: Complying with all applicable legal regulatory requirements and with
other requirements to which the organization subscribes which relates to its environment
aspects.
Pollution: Formulating sound & air environmental objectives targets and integrated a
continues process review all essential elements.
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Using Of Resources: Effective utilization of natural resource especially in water, energy,
fuel, but continuously improving its usage and reducing wastages.
COMPANY AWARDS:
Hindustan Coca Cola Beverages Privates Limited unit received recognition for environmental
initiatives
Coca Cola India plant in Ameenpur, Hyderabad took second place at prestigious Golden Peacock
National Quality Awards.
The Coca Cola Company received Americas second Harvest Donor of the year Award(2004
Hungers Hope Awards)
The Coca Cola Company India ranked as top 10 most respected company in India.
Thai Pure Drinks Awarded Royal Garuda in recognition of corporate citizenship efforts and
important role in Thai society.
The Coca Cola Company placed first in Food and Beverages segment of Worlds most
Respected Companies Survey 2004and fifth place overall
. The company received Best Management Award in the state by the government of Andhra
Pradesh for people management practices.
Hindustan coca-cola Beverages Dasna plant in India received Golden peacock Environment
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WORK FLOW MODEL
Formulation
Filter
QA Approval
Washing bottle
Sterilizing Bottles
Filling
Scaling
Distribution
Sales
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MANUFACTURING PROCESS:
SHAPE \* MERGEFORMAT
Manufacturing Process
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Soft Drink Manufacturing:
Washed bottles
Inspection. Filtered though
Micron filter Suitable Filtration
techniques
Finished product
Inspection Cooled sugar syrup
` will be mixed with
ingredients
essence/flavor.
Packing of finished
products in
cases/crates
Ready syrup
Finished product
stored in bonded
house Carbon Dioxide
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Manufacturing Process
INGREDIENT DELIVERY:
Sweetener: Tea of professionals work on selecting, auditing , sampling, testing,
approving and then authorizing the sugar suppliers and the list of such authorized suppliers with
approved sugar lots and along with the certificate of analysis are sent across to all the bottling
unit for procurement.
Secret Formula:
The companys secret formula is still secret! Thats right; the secret formula remains
a mystery to the million of people in nearly two hundred countries that enjoys our refreshing
beverages every day. Even though the company can not tell us the secret, we can be sure LIFE
TASTES GOOD with Coca Cola.
CO2 Adding:
Adding CO2 or Carbon dioxide gas is the final touch that carbonates the beverages.
Carbon dioxide not only gives our beverages their effervescent zest, so but it also adds to the
distinctive and familiar tastes everyone has came to expect from our beverages.
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FILLING:
Once all the ingredients have been mixed and blended and the bottles have been cleaned
and sanitized, they are ready to start to filling. This is a surprisingly complex process requiring
precision at each step to begin with bottles must be carefully timed they move to the filler
synchronization is key. Once at the filler, bottles are either held securely in place by flexible
grippers or precisely placed under filling valves by centering device. Before the bottles can be
filled, the inside of the bottles must be prcised.
CAPPING:
Once filled bottles are then capped. The company uses different caps for different bottles- glass
bottles are usually topped with metal crown while PET BOTTLES are topped with a plastic
screw, top. Each cap type then moves though different part of the machine, which ensures each
cap, stays scratch free and is in the right portion to be precisely placed on the bottle. As quality
and freshness are key, the company uses a No closure detector during the capping process and
a Go-no-go gauge or torque meter after the bottles has capped. The no closure detector
checks if a screw top or crowns has been placed on bottles. The process actually stops if the
detector does not find a closure. The Go-no-go gauge checks for the proper crown crimp and
the torque meter checks to make sure the screw, top is good and tight. If the bottle cap is not
just right, the beverages can become flat or be affected in other ways. If this happens the bottle is
discarded. Once the bottle have filled and capped, the move on to be labeled. A special machine
dispenses labels from large rollers, cuts then and place on the bottles.
CODING:
The bottles are now ready to be coded. Each one of their beverages is marked with a
special code that identified specific information about it. The codes simply identify the date the
beverages was bottled or canned. Those codes identify the dates, time, batch number and the
MRP. Product coding allows us to ensure that receive their beverages that their flavorful best.
INSPECTION:
The company inspects bottles at many point during the process, with refillable bottles, it happens
they are first brought into the plant. They are also inspected after they are washed and again after
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they are filled. Inspectors look for external bottles imperfection and make sure each bottles as the
right amount of the beverages. Even after filling, each plant sample bottle for analyze in its lab
to ensure quality is up to the standards.
PACKING:
Once the filled beverages have passed final inspection, they are ready to be packaged for
delivery. Generally packing can refer to everything from the unique BOTTLE and CAN
designs, to label design, to card board boxes and containers, to plastic rings. Because the needs
and taste of consumers are so diverse, the packaging the varies depending on where the
beverages are being sent.
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World Wide Organization Structure:
Steve Buffigton
Singapore
CBO
Brazil
CBO
India CBO
(HCCBPL)
China CBO
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Unit Organization Structure:
Factory Manager
Manager
Sales
Sales Trainees
Executives
Developers
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Functional Heads:
Sales HR
Executive Executive Executives Executives Executives Executives
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DEPARTMENTS FLOW CHARTS
Production Department:
Plant Manager
Senior officer
Production
Co-ordination
Officers/executives
Production Departments
The bottling plant M/s Hindustan Coca-cola Beverage Pvt Ltd. Bidadi is well organized and
placed. The production capacity of the installed plant is approximately 400 bottles per minute. As
1 crate consist of 24 bottles (400/24) Nearly 17 creates per minute are produced so, in an hour
(17x60 min) 1020 crate are produced. Total working hours remanding 8 hours. Per shift
(1020x8). Nearly 8160 crates are produced per shift.
In the peak season the plant runs in 2 1/2 hours. Therefore it comes to 8160x2.5 = 20400 crates
per day. Efficiency of the plant remaining 90% 18360 is 18500 crates/day are produced. The
Company follows good manufacturing practices (GMP) in maintaining clean production areas
and sanitizing equipments regularly and it also ensure that the quality is maintained in order to
meet the customers expectations through out the beverage manufacturing processes.
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The company operates in four lines Maaza Line
Single service line (SS).
Multi Service line (MS).
PET Line
Name of the line Speed of the line Sizes
Maaza 200 bpm 200 ml, 250 ml
Single Server (SS) 600 bpm 300 ml
Multi Server (MS) 600 bpm 300 ml, 1 litre
PET 200 bpm 500ml,1 liter, 1.5 litre, 2litre
(Bpm-bottles per minute)
Area QA Manager
Quality Departments
The quality system committed to ensure:
Consumer Satisfaction
Production and enhancement of the trade mark brand image.
Production of 100% quality products.
Responsible, environmental and friendly citizen.
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Auxiliary Material water, treatment and syrup treatment.
Packing Material, Cartoons, labels etc.
Store Head
Transportation:
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In peak season the company use 90 vehicles every day, where all others time (Lean
season) the use only 90 vehicles every alternate day.
Finance Department:
Senior Area
Finance Manager
Finance Departments
Coca Cola Company has wide range of branches all over the country. Each plant has a
senior finance manager.
The finance manager has to be put the factory manager and the regional manager. The
finance department has the problem to take any financial decision like allocation budgets,
approval of budgets etc.
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Marketing Department:
Marketing manager
Senior officer
(Stores) MOE MOE
Office boy
Marketing Departments
The marketing department mainly focuses on the implementation of the brand building.
Its mainly concentrates on the regional marketing, which includes-
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Human Resource Department:
Area HR
Manager
Senior
HR Officer Driver
H R Department
The company follows matrix type of reporting system that is a manager of each
department has to report to AGM and functionally to the concerned Regional manager. The HR
function in the Coca Cola Company deals with the manufacturing area and the sales area.
Recruitments.
Training and Development.
Performance Management system.
Administration/ Payroll.
Employees Relations.
Legal Compliance.
Compensation and Benefits.
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Sales and Distribution Department:
Sales Departments
The sales and distribution department which is the critical part of the Supply chain
management, comprises of the direct sales and distribution and the indirect sales and the
distribution.
The main function of the Sales and Distribution, the key areas includes
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Allocation of targets and budgets.
Outlet wise distribution of products.
Marketing and promotional schemes.
COCA-COLA
The worlds favorite drink and the worlds most valuable brand, and most recognizable
word across the world after OK .Coca-cola has a truly remarkable heritage, from a humble
beginning in 1886, it is now the flagship brand of the largest manufacturer , marketer and
distributor of non alcoholic beverages in the world .Coca-cola had signed on various celebrities
including movie stars such as Karishma kapoor , cricketers such as Srinath , Saurav Ganguly ,
southern celebrities like Vijay in the past and today , its brand ambassadors are Amir khan and
Hrithik roshan
FANTA
A favorite in Europe since the 1940's, Fanta was acquired by the Coca-Cola Company in
1960.Over the years fanta has occupied the strong market place and is identified as a FUN
CATALYST
Fanta stands for vibrant color, tempting taste and tingling bubbles, that not just uplifts feelings
but also helps free spirit thus encouraging one to indulge in the moment .Fanta orange in the core
flavor, representing about 70% of sales, but others citrus and fruit flavors have their own fan
base. Fanta sells best in Brazil, Germany, Spain, Japan, Italy and Argentina.
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SPRITE
It was introduced in 1960. Sprite is the world's leading lemon - lime flavored soft drink,
Sprite is sold in more than 190 countries and ranks as the No. 4 soft drink 'World Wide', with a
strong appeal to young people.
In India, Sprite was launched in the year 1999 and today it has grown to be one of the fastest
growing soft drinks, leading the clear line category .Today sprite is pursued as a youth icon. With
a strong appeal to the youth, sprite has stood for the straight forward and honest attitude.
LIMCA
Limca was born in 1971 .It was acquired by the Coca-Cola Company in 1993. Limca
continues to drink a loyal following among young adults who love the lighthearted way it
complements the best moments of their lives. It's also become a high in the many Persian Gulf
countries.
The brand has been displaying healthy volume growth year on year and limca continues to
be the amongst the leading flavor soft drink in the country .The sharp fizz and the lemon bite ,
combined with the single minded positioning of the brand has the ultimate refresher has
continuously strengthened the brand franchise .Limca energies, refreshes and transforms.
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GEORGIA
Georgia , quality tea and coffee served from state of the art wending machines is
positioned to tap into the nations biggest beverage category .Georgia , which promises a great
tasting , consistent , hygienic and affordable cuppa is available in a range of 7 sizzling flavors ,
adrak, elaichi, masala and plain tea cappuccino, and regular coffee .
Georgia is currently roll out stage after a successful a launch in delhi and kolkotta. Georgia
aims to become the consumers preferred choice of hot beverage, Georgia gold is the premium
brand which caters to the connoisseur.
MAAZA
Maaza was launched in 1976 as a non-carbonated mango fruit drink. It was acquired by the
Coca-Cola Company in 1993 and is currently available in three flavours, Mango, Pineapple and
Orange - Plus added calcium.
Campaigns : TAAZA MANGO , MAAZA MANGO and BTAL MEIN AAM , MAAZA
HAIN NAAM .The campaign builds on the existing equity of the brand and delivers a relevant
emotional benefit to the moms rightly captured in the tag line YAARI DOSTI , TAAZA
MAAZA
KINLEY
Kinley water promises water that is as pure as it is meant to be. Water you can trust to be
truly safe and pure .Kinley water comes with the assurance of safety from the coca-cola
company. That is why kinley was introduced with technology reverse osmosis along with the
latest technology to ensure the purity of the product.
Kinley water, a thirst quencher that refreshes a life giving force that washes all the toxins
away. Kinley water comes with the assurance of safety from the coca-cola company.
KINLEY: BOONDH BOONDH MEIN VISHWAS
THUMS UP
Strong Cola taste existing personality Thums up is a leading carbonated soft drink and
most trusted brand in India. Originally introduced in 1997, Thums up was acquired by the Coca-
Cola in 1993. The Coca-Cola Company offers nearly 400 brands in over 200 countries, besides
its namesake Coca-Cola beverage.
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PERFORMANCE APPRAISAL
An Organizations goal can be achieved only when people put in their best efforts.
How to ascertain whether an employee has shown his / her best performance on a
given job? The answer is Performance Appraisal. Performance appraisal is a formal
structured system of measuring and evaluating an employee job, related behaviors
and outcomes to discover how and why the employee is presently performing on a
job and how the employee can perform more effectively in future so that the
employee, organization and society all benefit.
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Performance Appraisal has many facts in an exercise in observation & judgment,
it is feed back process, and it is an organizational intervention. It is a measurement
process as well as an intensively motional process.
---------------W.F.CASCIO
Performance Appraisal is the systematic periodic and an important rating to his present job and
his potential for a better job.
------- EDWIN. B. FLIPPO
Performance Appraisal is the systematic evolution of the individual regards to his/her
performance on the job and there potential for development.
-------------- BEACH
HISTORY OF THE PERFORMANCE APPRAISAL
In this section, in specific term how management can devise instruments, i.e.
methods that can be used to measure and appraise employees performance.
All the methods of appraisal devised so for have been classified differently by
different authors.
While Decenzo & Robbins have classified appraisal methods into three categories,
i. Absolute Method
ii. Relative Methods
iii. Objective Methods.
Michael Rcarrell et.al. have classified all appraisal methods into as many as six
categories.
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i. Rating Scales
ii. Comparative Method
iii. Critical Incidents
iv. Essay
v. MBO
vi. Combination of all methods.
Rock And Levis have classified all the methods into two broad categories
i. Narrow Interpretation. ii. Broad Interpretation.
A more widely used classified of appraisal methods into two categories
i. Traditional Methods
ii. Modern Methods
-------------------By Strauss and Sayles
OBJECTIVE OF PERFORMANCE APPRISAL
Data Relating to Performance assessment of employee are recorded, Stored
and used for several purpose. The Main purposes of employee assessment are:
4. To decide upon a pay rise where (as in the unorganized sector) regular pay
scales have not been fixed.
5. To let the employee know where they stand insofar as their performance is
concerned and to assist them with constructive criticism and guidance for the
purpose of the development.
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understanding of personal goals and concerns. This can also have the effect
of increasing the trust between the rater and the rate.
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and discussed. Such discussion will enable the employee to know his weakness and
strengths.
PROCESS OF
PERFORMANCE APPRAISAL
MEASURING PERFORMANCE
The various methods included in each of the two categories are given in the below table.
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3 Grading 3 Behaviorally Anchored rating scale (BARS)
4 Forced Distribution Method 4 360-Degree Performance Appraisals
5 Forced Choice Distribution Method 5 MBOs (Management by objectives)
6 Check List Method
7 Critical Incidents Methods
8 Graphic Rating Scale Method
9 Essay Method
10 Field Review Method
I. Traditional Methods:
Ranking Method: Employees are ranked from the best to the poorest on the
basis of overall performance. The relative passion of an employee is reflected in
the numerical rank. It is one of the simplest methods.
Grading Method: Under this method, the rater considers certain factors, and
marks them accordingly to a scale. The selected factors may be analytical
ability, co-operation, dependability self-expression, job knowledge. They may
be grades as A outstanding, B Very good, C good/average, D fair,
E poor. The actual performance of an employee is then compared with these
grade definitions and he is allotted the grade which best described his
performance.
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any descriptive statement & employees are placed between two extremes of
good and bad performance.
Forced Choice Distribution Method: In this method, the rating elements are
several sets of pairs phrases or adjectives relating to job proficiency or personal
qualification. The rater is asked to indicate which of the phrases is most and
least descriptive of the employee.
Critical Incidents Method: In this method the superior keeps a written record
or critical events and how different employees behaved during such events. The
rating of the employee depends on the positive or the negative behaviors during
these events. These critical incidents are identified after through study of the job
and discussions with the staff.
Free Essay Method: In this method, the supervisor mistakes a free form, open-
ended appraisal of an employee in his own words and puts down his impression
about the employee. The description is always as factual and concrete as
possible.
Field Review Method: In this method, a trainer employee from the personnel
department interviews line supervisors to evaluate respective subordinates. The
supervisor is required to give his opinion about the progress of his subordinates
and his plan of action in cases requiring for consideration.
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The modern method, on the other hand, places more emphasis on the
evaluation of work results, i.e. job achievements than the person traits modern
method tend to be more objective and worth while.
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2. Developing Performance Dimensions
3. Retranslate the Incidents
4. Assign Scale to Incidents
5. Developing Final Instrument.
Advantages:
It is very time consuming and expensive to develop BARS for every job.
MBO has been defined as a process where by the superior and subordinate
managers of an organization jointly identify its common goal, define each
individuals major areas of responsibility in terms of results expected of him
and use these measures as guides for operating the unit and assessing the
contributions of each its members. In other words, MBO involves appraisal of
performance against clear, time bound and mutually agreed job goals.
Definition:
Objectives are the ends & means of an enterprise all the activities must be framed
& deducted to perform objectives & no deviations from the achievement of
objective is permitted.
--------------PETER DRUKER
PROCESS OF MBO
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Performance review:
Frequent performance reviews meetings between manager and
subordinate are held. In these meeting progress is assessed, weaknesses &
constrains are identified and steps to be taken to improve performance are decided.
Subordinates actively participate in this process. This leads to self-control by the
employee.
Feedback:
After every performance review feedback on performance is communicated
to the employee so that he can regulate and improve upon his own performance.
On the basis of performance targets are determined for the next period.
Advantages
Limitations
Problem of participation
Difficulty in goal setting
Lack of understanding
Time-consuming and expensive
Inflexibility
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COMPONENTS OF PERFORMANCE APPRAISAL
HCCBPL have clearly understood the values of human resource. Of all the Ms of
management (ie Men, Machinery, Method, Money) top priority is given to the
Men. It has given prior importance for the development of Human resource. The
need of making employees more effective, Creative, productive, and qualitative is
given due consideration.
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HCCBPL has clearly understood the very importance of performance appraisal. In
order to maintain the balance in Performance and relation of Employees HCCBPL
Has made big investment to maintain PE in a Systematic way. The following are
objectives of HCCBPL
Methods used at HCCBPL for the purpose of making effective appraisal system
are.
Executive KRA
Performance on the job
Overall assessment
Comments by higher authority
Training needs
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Executive KRA
It is the important part where the reporting manager are not only asked to extent of
their approvals with the appraiser comments but also have to grade the assesses
performance using the scale.
Overall Assessment
In this part of appraisal system the overall assessment of executives are taken into
consideration. It includes his/ her job performance and relevant factors listed
above.
This is a part where higher authority gives his/her opinion or comments after
giving thought the pervious part handled by employees superior. The part of
appraisal process will have an essential touch. Where the chance of bias by
superiors will be avoided to a maximum extent and gives assesses a fair deal.
Training Needs
In this part of appraisal higher authority are required to give their views whether
training is required in specific area to improve the performance in the present job
and training recommended by higher authorities to the HR Dept. where the HR
Manager takes necessary steps in providing training.
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EBITDA is a mandatory objective
SM Performance standard identified at the beginning of the PMS cycle
Competencies standardized and rated on behavioral anchors
SM rating valuable and integral for all HR processes
No mid year rating
Separate HR process to identify training needs
Simpler accessible form
Connecting Goals
People want to feel what they do adds value and understand their contribution
to the team.
Encourage and reward behaviors that are aligned with organizational mission
and goals.
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Select a suitable location free of distracting sights and sounds.
Schedule a time that does not compete with major organizational events and
minimizes interruptions.
Provide advance notice. Allow the employee time to prepare for the review.
Create an informal atmosphere that promotes two-way communication.
Position yourself to minimize barriers between you and the employee (i.e. sit
side by side instead of across a desk from each other)
Silence your cell phone; forward calls.
Prepare
Conduct
Plan
Review
Try to connect the categories on the form with the responsibilities of the
employee
Explain to the employees how they can achieve a higher rating in each
category with documentation that supports the rating.
Give examples of expected performance
Use optional categories consistently across like positions
Have the employee complete the evaluation form first.
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Ask them to list what they have accomplished to support the rating, as well as
goals for the future.
As supervisor, complete the evaluation form listing strengths,
accomplishments, and future goals.
Difficult Evaluations
PROJECT ANALYSIS
Table No: 1
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Graph No: 1
Interpretation:
The above table shows that all the employees are aware of performance appraisal.
Table No: 2
Yes 70 100
No 0 0
Total 70 100
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Graph No: 2
Interpretation:
It is clear that the organization is making proper use of performance appraisal information.
Table No: 3
Satisfied 63 90
Normal 7 10
Dissatisfaction 0 0
Total 70 100
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Graph No: 3
Interpretation:
The above table shows that 85% were satisfied about their organization feedback.
Table No: 4
Yes 68 97.15
No 2 2.85
Total 70 100
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Graph No: 4
Interpretation:
It is observe that 97% of the employees said that is proper provision for performance feedback
but a significant percentage of employees expressed that there was no proper provision for
performance feedback.
Table No: 5
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Graph No: 5
Interpretation:
It is clear that 87% of respondents expressed that performance appraisal is plays a very important
role in achieving organization goals.
Table No: 6
Yes 59 84
No 11 16
Total 70 100
81
Graph No: 6
Interpretation:
It is found that 84% of the employees said that performance appraisal place a significant role in
identifying training and development needs of the employees and 16% of employees this agreed
with this.
Table No: 7
Yes 58 82.85
No 12 17.15
82
Total 70 100
Graph No: 7
Interpretation:
It is found that 82% of employees opinioned that seminars and conferences are very helpful in
improving they performance.
Table No: 8
83
Graph No: 8
Interpretation:
It is observed that 71% of employees opinioned that they all ways feel proud to be identified
with organization.
Table No: 9
84
Graph No: 9
Interpretation:
Out of 70 respondents 74% of them agreed that HCCB provides congenial work for achieving
the highest performance.
Table No: 10
85
Graph No: 10
Interpretation:
Out of 70 respondents majority of employees are motivated by the present performance appraisal
system.
Table No: 11
Yes 54 77.14
No 10 14.28
Total 70 100
86
Graph No: 11
Interpretation:
Out of 70 respondents majority of employees are think that there is a scope for grievance
redreseal, if performance appraisal is not done in fair.
Table No: 12
Total 70 87 100
Graph No: 12
Interpretation:
Out of 70 respondents 54% of employees partially agree that their promotions are based on their
performance.
Table No: 13
Respondent Percentage
Option s s
Strongly Agree 50 72
Agree 20 28
Disagree 0 0
Strongly disagree 0 0
TOTAL 70 100
88
Graph No: 13
INTERPRETATION
From the above table we can find that more number of the employees is aware of the job profile
and its requirements
Table No: 14
89
TOTAL 70 100
Respondents
60
50
40
30
20
10
0
Strongly Agree Agree Disagree Strongly disagree
Graph No: 14
INTERPRETATION
From the above table it is clear that 80% of employees responded that they strongly agree of
receiving adequate training 20% do agree the same.
Table No: 15
Agree 33 47.14
Disagree 13 18.57
Strongly disagree 0 0
TOTAL 70 90 100
Graph No: 15
INTERPRETATION
From the above table it is clear that 34% strongly agree they receive adequate training from the
supervisors, 44% just agree 18% disagree.
Table No: 16
Percentage
Option Respondents s
Strongly Disagree 2 2.85
Disagree 8 11.42
Agree 43 61.42
Strongly Agree 17 24.28
TOTAL 70 100
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Graph No: 16
INTERPRETATION
From the above table it seen that 24% respondent were agree, 61%just agree and 11% disagree with
the assess of training needs.
17. Showing employee opinions about the question How often do you say the word
Table No: 17
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Very rarely 4 5.7
Never 2 2.8
TOTAL 70 100
Graph No: 17
Interpretation:
It is clear from the graph that maximum number of employees are busy I.e. are engaged in
the work at work place
LEARNING.
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I have done my project work at Hindustan Coca Cola Beverages Pvt Limited, Bidadi. It
was a good learning experience for me to understand overall management functioning of the
company. What I understood from this exposure is that there can never be theory without
practical experience to be successful.
The various aspects that I learnt are- Defining the role of each employees duties and
responsibilities, delegation of authority and accountability expected by that employee, and rules
of the company that no employee can violate rules.
The training provided me an opportunity to relate class room learning with reality of
management. By constant interaction with the people including the executives, has indeed
widened my horizon of knowledge. Ultimate to say the training period in the company was a
wonderful small time in huge corporate world.
In-plant training created a sensory impression in my brain putting across what actually an
organization is, and acted as a guide in relating theoretical concepts with the practice and to use
this knowledge for the future. Management concepts were difficult to analyze, but after this in-
pragmatic manner:-
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a) Importance of different management functions such as planning, organizing, staffing,
directing and controlling, which guide the organization for its growth.
b) As trainee for 60 days in the coca-cola company, I had lot of exposure to the organization. I
found, the company is for strict discipline and code of conduct. The employees of the
company are committed and motivated.
c) The present business scenario is rapidly changing and becoming highly competitive both in
terms of cost, quality and customer responsiveness .This increasing competition increases the
significance of how efficiently and effectively the strategies are designed and implemented.
d) No organization can get a candidate who exactly matches with the job and the organization
requirements .Hence, training is important to develop an employee and make him suitable for
the job. So the training programs should be increased more in number and then determine
whether the training results are yielding any returns on training investments in terms of
financial or non financial benefits and changed behavior.
e) Now the company running at its peak and earning very huge profit and this is because of the
efficient management and employee commitment towards work. I have experienced this
through out my training.
f) Employees/ workers have different skills, talents, abilities, attitudes etc and how they are
g) Quality control and assurance guides the entire organization in providing quality product to
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h) Company is having highly dedicated responsive and young management team.
FINDINGS
Majority of the respondents are viewed that the superior as their appraisal.
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SUGGESTIONS
By the feedback received form the manager and employees of the organization there seems to be
not much recommendations required for the firm. The following are the recommendations can be
applied for the future benefits of the organization.
1. The firms can make the communication system more effective so that the all employees
are well aware of the P A System.
2. To conduct the P A system in such way which is preferred by majority of the employees
i.e. Half yearly.
3. To strike a balance between formal and informal appraisals
4. To make merit as bias for promotion as majority prefers it
5. To find drawbacks in feedback system and correct it
6. To find new ways for making P A more effective and errors free.
RECOMMENDATIONS.
Based on the data collected through the questionnaire and interactions with the employees of
HCCBPL the following recommendations are made for consideration.
The organization may consider deputing each employee to attend at least one training
programmer in a year.
The organization can also arrange part time training programs in the office premises for
short durations, spanning over a few days, in order to avoid any interruption in the routine
work.
The organization can arrange the training programmer, department wise in order to give
focused attention towards the departmental requirements.
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CONCLUSION.
From the analysis and evaluation of data it can be concluded that the company has installed a
good training scheme. The staffs as well as workers are happy with the present system. But the
frequency of conducting the training should be increased and should be need based.
The appraisal system in coca-cola helps the management to access the training needs, promotion
and job satisfaction of the employees and thereby the company can decide the developmental
activities to be done.
QUESTIONNAIRE
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1. Awareness of Performance Appraisal System
a. Yes
b. No
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8. Employees feel proud to be identified with the organization
a. Always
b. Most of time
c. Certain time
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13.Classification of employee aware of their jobs profile and its requirements
a. Strong Agree
b. Agree
c. Strong Disagree
d. Disagree
17.Employee opinions about the question How often do you say the word I am
busy or I am having hard time At the work place.
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a. Very often
b. Often
c. Rarely
d. Very rarely
e. Never
BIBLIOGRAPHY
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BOOKS:
WEBSITES:
www.google.co.in
http://www.coca-colaindia.com
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