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The Coca-Cola Company is an American multinational beverage corporation, and

manufacturer, retailer, and marketer of nonalcoholic beverage concentrates and
syrups.The company is best known for its flagship product Coca-Cola, invented in
1886 by pharmacist John Stith Pemberton in Atlanta, Georgia.The Coca-Cola
formula and brand were bought in 1889 by Asa Griggs Candle, who incorporated
The Coca-Cola Company in 1892.
As of 1948, Coca-Cola had claimed about 60% of the market share. In 1919, the
company was sold to Ernest Woodruff's Trust Company of Georgia. By 1984, The
Coca-Cola Company's market share decreased to 21.8% due to new competitors,
namely Pepsi, being released.
In 2010, it was announced that Coca-Cola had become the first brand to top £1
billion in annual UK grocery sales. In 2017, Coke sales were down 11% from a year
earlier due to consumer tastes shifting away from sugary drinks and health risks
associated with artificial sweeteners in diet drinks. Products developed by the
Company are sold through bottlers, fountain wholesalers and distributors around the
The Company's soft drink operations are managed in 6 Groups: North America, Latin
America, Africa, Greater Europe, Middle/Far East and The Minute Maid Company
(the world's leading marketer of fruit juices and fruit drinks).
Soon after the country’s independence in 1947, Coca-Cola came to Pakistan in
1953. Like in every other country where it operates, the Coca-Cola business in
Pakistan is a local business. The beverages are produced locally, providing
employment to Pakistani citizens, and the product range and marketing reflects
Pakistani tastes and lifestyle.
After the introduction of Coca-Cola, Fanta was introduced in 1965, Sprite was
introduced in 1972, and after a gap of 30 years, Diet Coke and Fanta Lemon were
introduced in 2001. Currently, Coca-Cola beverages are produced and sold in
Pakistan via the company’s own bottling plants which operate under Coca-Cola
Beverages Pakistan Ltd. (CCBPL). A local service office, Coca-Cola Pakistan,
focuses on marketing the Company’s brands locally.

The Coca-cola Company mission is to:
 To refresh the world…
 To inspire moments of optimism and happiness...
 To create value and make a difference.

Our vision serves as the framework and guides every aspect of our business by
describing what we need to accomplish in order to continue achieving sustainable,
quality growth.
 People: Be a great place to work where people are inspired to be the best
they can be.
 Portfolio: Bring to the world a portfolio of quality beverage brands that
anticipate and satisfy people's desires and needs.
 Partners: Nurture a winning network of customers and suppliers, together we
create mutual, enduring value.
 Planet: Be a responsible citizen that makes a difference by helping build and
support sustainable communities.
 Profit: Maximize long-term return to shareowners while being mindful of our
overall responsibilities.
 Productivity: Be a highly effective, lean and fast-moving organization.

Board of Directors:
Board of directors in coca cola company:

Herbert A. Allen
President, Chief Executive Officer and Director, Allen & Company Incorporated

Ronald W. Allen
Former Chairman of the Board, President and Chief Executive Officer, Aaron’s Inc.
and Delta Air Lines, Inc.

Marc Bolland
Head of European Portfolio Operations, The Blackstone Group L.P.

Ana Botín
Executive Chairman, Banco Santander, S.A.

Richard M. Daley
Executive Chairman, Tur Partners LLC; Of Counsel, KattenMuchinRosenman LLP
Chris Davis
Chairman, Davis Advisors

Barry Diller
Chairman of the Board and Senior Executive, IAC/InterActiveCorp and Expedia
Group, Inc.

Helene D. Gayle
Chief Executive Officer, The Chicago Community Trust

Alexis M. Herman
Chair and Chief Executive Officer, New Ventures LLC

Muhtar Kent
Chairman of the Board, The Coca-Cola Company

Bobby Kotick
President, Chief Executive Officer and Director, Activision Blizzard, Inc.

Maria Elena Lagomasino

Chief Executive Officer and Managing Partner, WE Family Offices

Sam Nunn
Co-Chairman and Former Chief Executive Officer, Nuclear Threat Initiative (NTI)

Group Heads:


General Manager
Pakistan & Afghanistan Region
Rizwan Ullah Khan is currently the General Manager of The Coca-Cola Export Corporation,
Pakistan & Afghanistan, a position he has held since September 2005.
Director, Public Affairs & Communications
Pakistan & Afghanistan Region
Fahad Qadir is currently working as Region Public Affairs & Communications Director for
Pakistan & Afghanistan Region, based at the head office in Lahore. Pakistan.

Region Finance Manager
Pakistan & Afghanistan Region

Kaleem Fazal joined the Company in 2003 as a Financial Analyst for the Pakistan .
Kaleem is currently the Region Finance Manager for Pakistan & Afghanistan.

Technical Services Manager
Pakistan & Afghanistan Region

Qasim joined the Company in 1999 as Quality Programs Manager covering Pakistan, Iran
and Turkmenistan.

HR-Strategic Business Partner
Pakistan & Afghanistan Region
Faisal Hashmi joined Coca-Cola System in 2000, as Country HRD / IR Manager at CCBPL,
he had successfully managed smooth Employees & Industrial Relations including close
interaction with local unions and IUF as well.

Director Marketing
Pakistan & Afghanistan Region
Syed Ali Akbar joined TCCEC, PAR in August 2012 as Marketing Director. Ali has played a
pivotal role in thought leadership of our campaigns.

Recruitment Overview:
Recruitment is defined as a process or art of finding the most suitable candidate for vacant
position in any commercial organization or a volunteer-based organization or community
group. Recruiting the right types of employees having the job/organizational fit remain a big
challenge to the employers who want to achieve guaranteed success in their business
operations and enhance ROI.HR departments have become strategic entities in their
functioning since these have to recruit the best resources, involve them fully in
organizational productivity and plan for their value addition in order to ensure retention.
The Coca-Cola Company recruits about 700,000 staffs in around 200 countries and still
maintain a strong commitment of ensuring equal opportunities is being given to all
employees as well as valuing their diversity. The Coca-Cola Company also try its best in
maintaining a good working environment free of discrimination and harassment of any kind.
The company values its employee as its best and most valuable asset.

External/Internal Recruitment Methods:

External Recruitment Methods are the universal methods used by professional recruiting
agencies. The recruitment processes of Coca-cola Company is very well organise starting
from ads which is usually given in either company’s website of international newspapers, the
main sequential recruitment processes start immediately when interested qualified candidate
apply with their CV’s and credentials.
It is an important activity for initiating the recruitment process. Detailed jobs
specification/descriptions must be given along with the main responsibilities and also
highlighting the regular and occasional tasks to be performed. The details of reporting lines
and team responsibilities if any shall also be listed. Advertising in appropriate publications is
the most important phase since it has to attract maximum candidates. For example,
appreciation of target employees using national newspapers, specialist trade magazines,
audio/video channels etc, is required before selecting the advertising channel.
Employment Agencies
The candidates as well as the employers generally consider those employment agencies,
preferably having credibility/experience in the given business sector .Such agencies are very
helpful specially when recruiting specialists or temporary employees or recruits from skills
shortage areas.
Job Fairs
These are organized by graduating institutions where companies are invited to setup their
stalls and interview the potential candidates as part of talent hunt programme.
Internship Programmers
The graduates are offered internships by the companies/organizations which afford a chance
to both potential employers and the internees to develop mutual understanding of
competency levels and work environments.
Professional Associates
They help in locating hard-to-find people having specific qualification/experiences or ability to
work well within teams. Subject or Research Experts in scientific field are the best examples.

Internal Recruitment Methods:

Job Posting and Job Bidding
Job posting is the procedure for communicating to own company employees, the fact that a
job opening exists in their company and they can apply for the same as per their company
policy. Job bidding is a technique that permits individuals in an organization who believe that
they are qualified and posses the required qualification/experience to apply for a posted job.
They are recommended by their supervisors, both existing and the projecting. Such internal
moves are based on promotions which are not only the most economical and efficient option
but also result into employee motivation and their retention. We must execute employee
training and development programmers to develop/prepare them for promotions.
Employee Referrals
This is a cheap technique of recruiting those having specialized skills. Since such people are
difficult to locate, therefore existing employees are the most appropriate means to let people
know that the company really does want people having specific skills/experience to apply.
Recruitment Websites
Such sites have two main features; firstly job boards allow member companies to post job
vacancies where as on other hand, CV (curriculum vitae) data base allows the candidates to
upload their résumés, later to be included in searches by member companies.

Assessment Centre:
An assessment center is a process where candidates are examined to determine their
suitability for specific types of employment, especially management or military command.
The candidates' personality and aptitudes are determined by techniques including
interviews, group exercises, presentations, examinations and psychometric testing.
Performance management is a key area requiring focus if a company wants its employees to
perform at their best. Discussions and feedback play a key role in employee performance
management and ensure that the employees are aware of their performance goals and that
their personal and organizational goals are aligned.
At Coca Cola the employees are encouraged to seek training through its annual
performance review system. The performance review system of Coca Cola includes the mid-
year and year end career discussions between the associates and the managers. It provides
the associates with an opportunity to assess their annual performance against the set goals
and objectives. These face to face discussions allow managers and associates to discuss
training and development. It also enables them to outline a plan for training and enrichment.
After that proper training is provided to the associates based on the review. This system
ensures a regular cycle of discussions and feedback which recognizes any kinds of gaps
and enables their fulfilment.

Selection process:
The selection processes differs with the nature of the job candidate applied for, although the
company uses a sequence series of Interview, Group exercises, presentations,
Psychometric exam and Situational exams.
The interview is being conducted in a way so the applicant can reveal more his/her
potentials and to test his/her abilities in handling different situational problems. It is expected
of an applicant to be honest and logical in answering those questions, the group excises is
basically more of a team work. The company uses the group exercise to rate how an
effective team member could an applicant be and to know the level of applicant
communication skills while the presentation excises is being used by the company to find out
how confidence an applicant is as well as how effectively he/she can address a good
number of people.
Furthermore, the psychometric test is designed to test applicant abilities and potentials in
some occasions the company uses a personality tool to find some certain things on the
applicant. Lastly is the situational exercise which is designed to test applicants reactions to
different types of situations, in this regards applicant are being exposed to different kinds of
situations and are being observe on how they react, this will determine the kind of positions
they are suited for.

Techniques used to develop employee in Coca-Cola Company:

The Coca-Cola Company as mentioned earlier value its employee as its best and most
important assets, this is why the company the company develop and reward them with a
favourable working environment where they can excel in their various performance, develop
their professional skills and finally help them in achieving their career goal.
As a valued member of the company, the company is committed in supporting, developing
and growing its employees to achieve their various potentials by enhancing employee
performance through learning’s, trainings and career development. The performance of
employees is being monitored using a form called the IPO (Individual Performance
Objectives), employee are being reviewed using this form at mid-year and end of year
performance check and performance appraisal respectively which are letter joined up to
determine the total business objectives. Meanwhile, as part of the company’s culture, the
performance outlook will be properly communicated to the employee and will make an
impact in the company’s reward philosophy.
At Coca-Cola Company a career is considered to be a journey through which employee
progress with roles and regulations set within the company, progression not just about
getting promotion but about building experience and capability inside the Coca-Cola
Company, the progression could be through building skills and acquaintance within
employee’s role that will broadening employee’s chance into the next level.

Evaluation of Coca Cola Performance Appraisal

Performance appraisal is essential for a firm that need manage its human resources
effectively in order to reduce costs and maximize profits.
Coca cola performance appraisal is annually. They appraise the employee due to
their performance about goals of the organization. They set the goals at the start of
the year and tell the employees about the goal if the employees achieve this goal
they appraise the employees.