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any matter or subject because of the availability of different sources like books,
journals, case studies, and also through internet .we read a lot of principles,
students come to know that how the different decisions in different situations are
In this report and attempt has been made to co-relate the theoretical aspect of the
LOVELY KASHYAP
1
ACKNOWLEDGEMENT
No work can be done in vacuum; the accomplishment of this project would have
not been possible individually without the assistance and valuable support from
various sources.
I owe my thanks to my parents and my friends for their constant support and
I wish to say thank from the bottom of my heart to (MBA) and to Professor for
providing me the opportunity to get the practical experience. I also would like to
LOVELY KASHYAP
2
OBJECTIVE OF THE STUDY
Development procedure.
followed.
required in an individual.
3
RESEARCH METHODOLOGY
includes overall research design, the sampling procedure, the data collection
procedure. Out of total universe 15 respondents from coca-cola have been taken for
convenience. The sample procedure chosen for this are statistical sampling
Primary Data
4
Secondary Data
on the Company profile, recruitment & Training and Development procedures, Job
5
Sampling Plan and Design
A questionnaire will be used for the purpose of research: Questionnaire: To test the
procedures within the organisation and to test th validity and effectiveness of the
the validity and effectiveness of the policies and procedures used by the
recruitment and retention, than what already forms the current practice of the HR
senior designations within their respective Departments. Sampling Element For the
organisation. The respondents for the Questionnaire will also be preferably being
panel members of the Recruitment & Training and Development Board of the
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organisation. The respondents would comprise of personnel holding senior
Stores
Finance Operations
7
COMPANY PROFILE
8
HISTORY OF COCA-COLA.
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
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
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
Until 1905, the soft drink, marketed as a tonic, contained extracts of cocaine as
Asa Candler
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
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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. Even today, the US soft drink
Until the 1960s, both small town and big city dwellers enjoyed carbonated
beverages at the local soda fountain or ice cream saloon. Often housed in the drug
store, the soda fountain counter served as a meeting place for people of all ages.
Often combined with lunch counters, the soda fountain declined in popularity as
commercial ice cream, bottled soft drinks, and fast food restaurants became
popular.
On April 23, 1985, the trade secret "New Coke" formula was released. Today,
products of the Coca Cola Company are consumed at the rate of more than one
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LAUNCHING OF THE PRODUCTS.
In 1810 First U.S. patent issued for the manufacture of imitation mineral waters.
In 1850 A manual hand & foot operated filling & corking device, first used for
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In 1886 Dr. John S. Pemberton invented "Coca-Cola" in Atlanta, Georgia.
In 1899 The first patent issued for a glass blowing machine, used to produce glass
bottles.
In 1913 Gas motored trucks replaced horse drawn carriages as delivery vehicles.
In 1920 The U.S. Census reported that more than 5,000 bottlers now exist.
In Early 1920's The first automatic vending machines dispensed sodas into cups.
In 1929 The Howdy Company debuted its new drink "Bib-Label Lithia Ted
Lemon-Lime Sodas" later called "7 up" invented by Charles Leiper Grigg.
In 1934 Applied color labels first used on soft drink bottles, the coloring was
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In 1952 The first diet soft drink sold called the "No-Cal Beverage" a ginger ale
sold by Kirsch.
In 1962 The pull-ring tab first marketed by the Pittsburgh Brewing Company of
In 1963 The Schlitz Brewing Company introduced the "Pop Top" beer can to the
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In 1974 The stay-on tab invented, introduced by the Falls City Brewing Company
of Louisville, KY.
In 1979 Mello Yellow soft drink is introduced by the Coca Cola Company as
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HISTORY OF COCA-COLA IN INDIA.
As an MNC of the globe, Coca-Cola is one of the largest soft drink company in the
Coca-Cola was not a new company for India, it was operating in India since
70s but because of Jan Singh government anti foreign investment policy, it has to
1993. Coca-Cola India has made significant investment, plants, distribution system
During the past decade Coca-Cola system has invested more than $1 billion
more than 15000 people in India. All the goods & services required to produce and
15
Coca-Cola also participates an activity in the community activities in India.
The main aim of Coca-Cola India is to strive every day to refresh the market place,
preserve the environment and strengthen the communities along with satisfying the
All the heard of their business is the trust consumer place in them. They
rightly expect, that coca-cola is managing their business according to sound ethical
principle that they are enhancing the health of their communities and that they are
India with a population of more than 100 crores is potentially one of the largest
Tastes and interests of the people change according to the advance nation.
what consumer wants and supplying it more efficiently and more conveniently.
The consumer market may be identified as the market for product and
Different types of soft drinks are available in the market and more and less
contents of all soft drinks are same. The market of soft drinks is facing a cutthroat
competition and many companies are floating in the market with their product with
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different brand name. In such a situation different factors that influence the people
choice for soft drink are taste, quality, image easy availability and the product cost
of advertisement. The government of India has considered the soft drink industry
drinks is very high. A bottle of soft drink today cost Rs.6.00 the ultimate
consumer.
Thus in the country like India where more than 50% of total population
exist below poverty line, lots of consumer cannot afford such price for soft drinks.
high.
Soft drink industries in India has an annual sale of about 6000 crores with per
capital consumption of soft drink at a low of nine bottle per annum (even Pakistan
has a per capital consumption of 16) in china and USA. It is more than 800 bottle
is due to price factor. With price of all products is skyrocketing; soft drink at a rate
suggests ways and means for effective production and distribution of good and
marketing manager is responsible for both determining and suitability of goods and
17
services presented by the company to the market and also determining about
system analysis in the marketing management for effective research and can be
systematic objective and exhaustive study of tasks relevant to any problem in the
field of marketing.
18
HISTORY OF SOFT DRINKS IN INDIA
Around 1948 the first branded soft drink came in Indian market. The soft
drink was named as Gold Spot before Coca-Cola entered the country to dominate
Parle exports (P.) Ltd., was the first Indian company to introduce a lemon
soft drink, this drink was known as Limca and it was introduced in 1970s
However, before this they had introduced Cola Pepino, which was withdrawn in
In the year 1979 Coca-Cola left Indian market and this brought in an
opportunity to various Indian companies to show their caliber. At this time a new
Parle products introduced soft drink and Parle products introduced this and this
was named thumps-up. This was Coca-Cola drink, which had a burnt sugar colour.
This drink was introduced with a mighty saying happy day are here again.
As if happy day went away with Coca-Cola. There was another company named
pure drinks, which introduced the soft drink named Campa Cola along with orange
19
Just after this many more companies entered the Indian soft drink market a
sort drink named company Modern bakers have introduced double-7. Another
20
INTRODUCTION OF ORGANIZATION-BBPL
the year 1986 in Bangalore due to the humble services Mr. S.N. Ladhani, the
Marketing Director of the company, with an initial capital of Rs.25 Lacks B.B.L.
has a franchise agreement with Parle Exports Pvt. Ltd. for 10 years to manufacture
During November 1993, Parle Exports sold all its 60 franchises to Coca-
Cola India in order to compete with Pepsi. In the War B.B.L. has undergone in the
Coke, Limca, Fanta, Mazza, and Kinley Soda for Bareilly franchise. This is also
M/s Brindawan Beverages Ltd. has its production unit, having capacity of
six hundred bottles per minute, located at Parasakhera Industrial Area, its
marketing office is located at Swaley Nagar, Bareilly. The storage of filled bottles
is done in the godown which is located next to the production unit B.B.L. has 3
more bottling plants located at Barabanki, Faizabad, and Hathras. All the activities
are centralized from the head office located at Bangalore. The director, marketing
is the head of the organization and incharge of all the administrative matter and
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General Manager, Production is incharge of the production and takes care of the
production department.
22
LOCATION OF THE PLANT:
Wide areas of 12 district of Uttar Pradesh are being served by this plant
Bareilly Badaun
Rampur Moradabad
Shahjahanpur Nainital
Almora Ranikhet
Chamoli Lakhimpur
Pithoragarh Haldwani
23
Thums up Coca-Cola (Coke)
Limca Fanta
BBPL is also running 3 more plants located at Barabanki, Faizabad, Hathras and
the following brand and packs are being supplied from these above three plants
these are:
Maaza
Coke 1 liter
Thumps Up 1 liter.
24
25
26
PRODUCT PROFILE OF COCA-COLA.
COCA-COLA
Coca-Cola is the most popular and biggest-selling soft drink in history, as well as
the best-known product in the world. Created in Atlanta, Georgia by Dr. John S.
COCA-COLA
27
THUMS UP
Thums Up is a leading carbonated soft drink and most trusted brand in India.
Companyin1993. Thums Up is known for its strong, fizzy taste and its confident,
mature and uniquely masculine attitude. This brand clearly seeks to separate the
THUMS UP
28
SPRITE
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
Millions of people enjoy Sprite because of its crisp, clean taste that really quenches
your thirst. But Sprite also has an honest, straightforward attitude about things that
sets it apart from other soft drinks. Sprite encourages you to be true to who you are
SPRITE
29
FANTA
A favorite in Europe since the 1940s, Fanta was acquired by The Coca-Cola
Company in 1960. Fanta Orange is the core flavor, representing about 70% of
sales, but other citrus and fruit flavors have their own solid fan base.
FANTA
30
MAAZA
With the real fruit taste kids love, plus added calcium, Maaza's tagline, "Yaari-
Dosti Taaza Maaza" means "Friendship moments with fresh Maaza" in Hindi.
available in three flavors, mango, pineapple and orange -- plus added calcium.
MAAZA
31
LIMCA
This thirst-quenching beverage features a fresh, light lemon-lime taste and fun-
loving attitude. It's a home-grown, national treasure in India, where it was acquired
by The Coca-Cola Company in 1993. The product's invigorating taste and cloudy
look haven't changed, but the brand has been revitalized with a new marketing
campaign.
LIMCA
32
KINLEY WATER
where many people are concerned about reliable drinking water, Kinley delivers a
Within ten months of its launch, Kinley had emerged as India's number two
KINLEY WATER
33
PRODUCT RANGE:
Mazza 200ml
34
SWOT ANALYSIS
35
SWOT ANALYSIS
STRENGTH
Popularity
Well known
Customer loyalty
WEAKNESS
Word of mouth
Health issues
36
OPPRTUNITY
THREATS
Legal issues
Health ministers
Competition ( Pepsi )
37
TRAINING AND DEVELOPMENT
PROCESS
38
Employee Training and Development refers to the ability of an
80% usually indicates that an organization kept 80% of its employees in a given
In this sense, Training and Development becomes the strategies rather than the
outcome.
have not been resolved, which may include low employee morale, absence of a
many other issues. A lack of satisfaction and commitment to the organization can
also cause an employee to withdraw and begin looking for other opportunities. Pay
does not always play as large a role in inducing turnover as is typically believed.
turnover, thereby decreasing training costs, recruitment costs and loss of talent and
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Development rates and decrease the associated costs of high turnover. However,
this isn't always the case. Employers can seek "positive turnover" whereby they
aim to maintain only those employees whom they consider to be high performers.
40
OBJECTIVES AND PRINCIPLES OF RETENSION MANAGEMENT
their retention.
1. employees need to feel they are appreciated, valued and trusted. It is about
development plans are going to stay with the company because they know
results. The manager teaches the employee what they are good at, what else
they need to know and how to get it. As they grow they receive higher
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4. good relationship with the manager. The supervisor represents the personal
5. success. The valued and successful employee stays. This implies, of course,
that the work is meaningful to the corporate enterprise. The strong employer
programs targeting any particular issues that may impact employee retention.
separation, organizations can gain valuable insight into the workplace experience.
Exit interviews allow the organization to understand the triggers of the employees
desire to leave as well as the aspects of their work that they enjoyed. The
organization can then use this information to make necessary changes to their
company to retain top talent. Exit interviews must, however, ask the right questions
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Employee Training and Development Consultants An employee Training and
employees. Consultants can provide expertise on how to best identify the issues
can suggest programs or organizational changes to address these issues and may
43
JOIN, STAY, LEAVE MODEL
should understand why employees join, why they stay and why they leave an
organization. This join, stay, leave model is akin to a three-legged stool, meaning
Why employees join- The attractiveness of the position is usually what entices
employees are looking for in the job while simultaneously making sure your
expectations are correct are both important factors to address in the hiring process.
High performing employees are more likely to be retained when they are given
company are only contributing to their own detriment when employees experience
a discord between the position and what they were initially told. To assess and
organization. New-hire surveys can help to identify the breakdowns in trust that
44
occur early on when employees decide that the job was not necessarily what they
envisioned.
leaving a job; this would severe or rearrange these social networks. The more
stay.http://www.shrm.org/templatestools/toolkits/pages/managingforemployeereten
themselves at their job, the lesser chance they will search elsewhere. Organizations
can ascertain why employees stay by conducting stay interviews with top
performers. A stay survey can help to take the pulse of an organizations current
work environment and its impact on their high performing employees. Employers
that are concerned with over-using stay interviews can achieve the same result by
favoring an on-going dialogue with employees and asking them critical questions
Why employees leave- By understanding the reasons behind why employees leave,
organizations can better cater to their existing workforce and influence these
45
decisions in the future. Oftentimes, it is low satisfaction and commitment that
great resource to why employees leave. Typically, employees are stock in their
responses because they fear being reprimanded or jeopardizing any potential future
reference. The most common reasons for why employees leave are better pay,
better hours and better opportunity. These typical answers for leaving, often signal
a much deeper issue that employers should investigate further into. By asking
relevant questions and perhaps utilizing a neutral third party provider to conduct
the interview, employers can obtain more accurate and quantifiable data. Contrary
with manager and/or treatment of employees and not compensation, as this is often
that identifies the costs and can help uncover what affects employee loyalty,
46
EMPLOYEE RETENSION BEST PRACTICES
defining their culture and identifying the types of individuals that would thrive in
orientation and on boarding plans. Attracting and recruiting top talent requires
time, resources and capital. However, these are all wasted if employees are not
positioned to succeed within the company. Research has shown that an employees
first 10 days are critical because the employee is still adjusting and getting
employers of choice.
recruitment process have a positive effect on retaining new hires. Employers that
are transparent about the positive and negative aspects of the job, as well as the
stronger candidates.
Training and Development- There are plethora of Training and Development tools
that can help predict job performance and subsequently retention. These include
both subjective and objective methods and while organizations are accustomed to
using more subjective tools such as interviews, application and resume evaluations,
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objective methods are increasing in popularity. For example, utilizing biographical
empirically identifies life experiences that differentiate those who stay with an
organization and those who quit. Life experiences associated with employees may
assimilation program can help new employees become embedded in the company
and thus more likely to stay. Research has shown that socialization practices can
help new hires become embedded in the company and thus more likely to stay.
that allow people to get to know one another. Such practices may include
providing employees with a role model, mentor or trainer or providing timely and
adequate feedback.
career development is one of the top three reasons employees (35%) often feel
update their skills, they are more likely to leave. Those who receive more training
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are less likely to quite than those who receive little or no training. Employers that
fear providing training will make their employees more marketable and thus
increase turnover can offer job specific training, which is less transferable to other
and reimbursing tuition for employees who remain with the company for a
Compensation and rewards- Pay levels and satisfaction are only modest predictors
lead the market with a strong compensation and reward package as 53% of
associated with longer tenure. Additionally, organizations can also look to intrinsic
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employee feel embedded and valued within the organization. Supervisors need to
know how to motivate their employees and reduce cost while building loyalty in
their key people. Managers need to reinforce employee productivity and open
and Development among their teams, organizations can incorporate a Training and
Employee Engagement- Employees who are satisfied with their jobs, enjoy their
work and the organization, believe their job to be more important, take pride in the
company and feel their contributions are impactful are five times less likely to quit
than employees who were not engaged. Engaged employees give their companies
turnover.
50
HYPOTHESIS
Manpower Planning
Recruitment Policy
Sources of Recruitment
51
DATA ANALYSIS
52
1. How long have you been working in the organization?
OPTION RESPONSE
Less than 1 year 11
1 to 4 year 15
More than 4 year 24
Total 50
response
less than 1 year
22%
more than 4
year
48%
1 to 4 year
30%
53
2. Were you aware of the company brand before applying for a position?
OPTION RESPONSE
Yes 46
No 4
Total 50
response
no
8%
yes
92%
54
3. Were you satisfied with the recruitment process?
OPTION RESPONSE
Yes 37
No 4
Could have been better 9
Total 50
response
yes no could have been better
18%
8%
74%
INTERPRETATION- From the above table and graph it is observed that, the
satisfaction level of the employees from the Recruitment process is higher. 37% of
the employees were satisfied with the recruitment process.
55
4. Do you think the present profile / position will help you to grow individually
?
OPTION RESPONSE
Yes 40
No 3
Can't say 7
Total 50
response
no
6% can't say
14%
yes
80%
OPTION RESPONSE
Internal promotion 22
Employee referrals 24
Transfer 4
Total 50
response
transfer
8%
internal
promotion
44%
employee
referrals
48%
57
Which source of recruitment is relied upon when immediate requirement arises?
OPTION RESPONSE
Internal 35
External 15
Total 50
response
external
30%
internal
70%
58
6. What would be your primary reasons for leaving the company ?
OPTION RESPONSE
Benefits & salary 11
Better job opportunity elsewhere 24
Conflict with co-worker/ higher
authority/management 1
Working conditions 3
Job expectations 10
Poor performance evaluation 1
Total 50
response
25
20
Axis Title
15
10
5
0
benefit better conflict working job poor
s& job with conditi expecta perfor
salary opport co- ons tions mance
unity worker evaluati
elsewh / higher on
ere autho
response 11 24 1 3 10 1
INTERPRETATION- From the above table and graph we conclude that the 11
employees will leave the company for better benefits & salary, 24 employees will
leave the company for better job opportunity elsewhere, 1 employee will leave the
company for conflict with co-worker/ higher authority / management, 3 employee
59
will leave the company due to working conditions, 10 employee will leave the
company for job expectation/challenges/growth, 1 employee will leave the
company due to poor performance evaluation.
60
7. Do you clearly understand the basis on which your performance is judged?
OPTION RESPONSE
Yes 34
No 7
Not sure 9
Total 50
response
yes no not sure
18%
14%
68%
61
8. Which quality of candidate your organization looks while selecting a
candidate for a job?
OPTION RESPONSE
Knowledge 37
Nature 1
Past experience 6
Team work 3
Others 3
Total 50
response
40
35
30
25
20 response
15
10
5
0
knowledge nature past team work others
experience
62
9. Which of the following methods does your company choose for sourcing ?
OPTION RESPONSE
Campus 15
Consultants 5
Walk in 6
Advertisement 5
Job fair 7
Portals 3
Employee referrals 9
Total 50
response
16
14
12
10
8
6
4
2 response
0
63
10.Have you ever observed or experienced any kind of harassment at this
company?
OPTION RESPONSE
Caste harassment 3
Working hours harassment 4
Required leave harassment 4
None of these 39
Total 50
response
40
35
30
25
20
15 response
10
5
0
caste working required none of these
harassment hours leave
harassment harassment
64
11.Do you satisfied with the health welfare and safety schemes of the
company?
OPTION RESPONSE
Strongly satisfied 13
Strongly dissatisfied 8
Little bit 20
None of these 9
Total 50
response
20
18
16
14
12
10 response
8
6
4
2
0
strongly strongly little bit none of these
satisfied dissatisfied
65
ANALYSIS AND FINDINGS
The analysis of the various sources of recruitment and Training and Development
devices is presented on the following pages. The response entailed from the HR
Department (as analysed from Questionnaire) represents current practice within the
devices used. The analysis of the response entailed from all the other
departments (as analysed from Questionnaire) forming the sample, represents the
perception of the respondents from these Departments in terms of the validity and
October 2010
66
RECOMMENDATIONS FOR THE
IMPROVEMENTOF THE
Based on the survey analysis and suggestion from the respondents, the following
are the proposed recommendation to improve the existing system and practices of
Recruitment Policy
Apart from the director of the company, the operational head should have
the authority for sanctioning the vacancy of a right to recruit the candidates
in the organization.
Internet Recruitment
67
Advertisement of jobs on Internet should be an accessible to maximum job
should be used.
Sources of recruitment
recruitment.
recruitment them.
During the Training and Development process not only the experienced
candidates but also the fresh candidate should be selected so as to avail the
68
on the job for some time period; if suitable they should be recruited. During
the Training and Development process, the candidates should be made relaxed
and at ease.
prevailing then such kind of practices must be adopted so that the student can
69
Steps of Recruitment and Training and Development
Company should follow all the steps of recruitment and Training and
Interview
Methods
70
Fair Training and Development
The attainment of goals and objective of any organization depend on the type
and quality of its manpower. To have right type of men at right job and at
right time, the recruitment and Training and Development procedure should
71
The Problems and Limitations of the Study
Even though every effort has been done to minimize the variations and
present a factual picture with the help of statistical method, but still there are some
limitations: -
Due to busy schedule of the HR Officers, they were not able to give more
Certain important information was kept secret; this is because of the reason
The respondents may not have marked all responses honestly, being
72
CONCLUSION
Based on the analysis through the questionnaire responses the following is the
The organization follows the rules and regulation involved in their Recruitment
1. The managers are fully satisfied with the existing Recruitment and Training
lengthy.
impartial.
procedure is followed.
73
BIBLIOGRAPHY
International Publishers
74
WEBLIOGRAPHY
www.google.com
www.managementparadise.com
www.naukri.com
www.citehr.com
www.wikipedia.com
www.hr.com
75
ANNEXURE
76
QUESTIONNAIRE
1. NAME : .
2. DESIGNATION : ..
3. DEPARTMENT: .
b. 1 to 4 years [ ]
5. Were you aware of the company brand before applying for a position?
a. Yes [ ]
b. No [ ]
a. Yes [ ]
b. No [ ]
7. Do you think the present profile/position will help you to grow individually?
a. Yes [ ]
b. No [ ]
c. Cant say [ ]
77
8. Which internal source of recruitment is followed by the company and given
more priority?
a. Internal promotion [ ]
b. Employee referrals [ ]
c. Transfer [ ]
arises?
a. Internal [ ]
b. External [ ]
higher authority/management [ ]
d. Working conditions [ ]
e. Job Expectation/challenges/growth [ ]
78
11.Do you clearly understand the basis on which your performance is judged?
a. Yes [ ]
b. No [ ]
c. Not sure [ ]
a. Knowledge [ ]
b. Nature [ ]
c. Past experience [ ]
d. Team work [ ]
e. Others [ ]
13.Which of the following methods does your company choose for sourcing?
a. Campus [ ]
b. Employee referrals [ ]
c. Consultants [ ]
d. Walk in [ ]
e. Advertisement [ ]
f. Job fair [ ]
g. Portals [ ]
79
14.Have you ever observed or experienced any kind of harassment at this
company?
a. Caste harassment [ ]
d. Any others./
None of these [ ]
15.Do you satisfied with the health welfare and safety schemes of the
company?
a. Strongly satisfied [ ]
b. Strongly dissatisfied [ ]
c. Little bit [ ]
d. None of these [ ]
Signature of employee
80