HUMAN RESOURCE MANAGEMENT

DIGITAL ASSINGMENT- I

HRM OF COCA-COLA COMPANY

SUBMITTED TO
Dr. SUJATHA. S

SUBMITTED BY
YASWANTH KUMAR S
19MBA0109
 COCA-COLA COMPANY

INTRODUCTION:
The Coca-Cola Company is an American multinational corporation, and
manufacturer, retailer, and marketer of non-alcoholic beverage concentrates
and syrups. The company is best known for its product Coca-Cola, invented in
1886 by pharmacist John Stith Pemberton in Atlanta, Georgia. The company—
headquartered in Atlanta, Georgia, but incorporated in Wilmington, Delaware,
has operated a franchised distribution system since 1889.

The Coca-Cola Company has on occasion introduced other cola drinks under
the Coke name. The most common of these is Diet Coke, along with others
including Caffeine-Free Coca-Cola, Diet Coke Caffeine-Free, Coca-Cola Zero
Sugar, Coca-Cola Cherry, Coca-Cola Vanilla, and special versions
with lemon, lime, and coffee.

The Coca-Cola Company produces concentrate, which is then sold to licensed

Coca-Cola bottlers throughout the world. In 2013, Coke products were sold in
over 200 countries worldwide, with consumers drinking more than 1.8 billion
company beverage servings each day.

MISSION:
“To refresh the world in mind, body, and spirit, to inspire moments of optimism
and happiness through our brands and actions, and to create value and make a
difference.”

VISION:
“Our vision serves as the framework for our Roadmap and guides every aspect
of our business by describing what we need to accomplish in order to continue
achieving sustainable, quality growth.”
HUMAN RESOURCE PLANNING:
Human resource planning is the process of determining and assuring that the
organization will have a sufficient number of qualified individuals available at
the appropriate time, who perform tasks that meet the needs of the enterprise,
and who provide satisfaction for the individuals involved.

HUMAN RESOURCE PLANNING PROCESS:

Analysing the Organizational Objective

Inventory of the Present Human Resources

Forecasting the Demand & Supply of the Human Resource

Estimating the Human Resources Gap

Formulating the Human Resources Action Plan

Monitoring, Controlling and Feedback

 1. ORGANISATIONAL OBJECTIVE:
 To forecast the human resource requirement.
 To provide for vacancies arising out of separation and expansion.
 To create the job analysis.
 To provide employees with solutions to their problems.
 To provide leadership and direction to employees of the company.
 To look out for the well-being of all employees of the company.
2. PRESENT HUMAN RESOURCES:
The value of a fair determination of the employee, can take only by a number of
factors, some of which is a very subjective evaluation for the moment, time and
attendance, while others are very subjective, and instantly, attitude and
personality. Human resources department records on the basis of accurate
assessment of the objective factors, but no equipment, accurate measurement of
subjective factors. Nevertheless, the evaluation of these factors must be done
every employee has the advantage of in order to achieve full appreciation.

3. FORECASTING OF HUMAN RESOURCE

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

4. ESTIMATING THE HUMAN RESOURCES GAP:

An HR gap analysis serves as the foundation for an organization's people
strategy. Gap analyses guide hiring, training and in-sourcing and outsourcing
choices by pinpointing what skills and how many employees with those skills
the organization needs to meet its service and productivity objectives. Their
usefulness is not limited to times of growth; in times of downsizing, the skills
inventory resulting from an HR gap analysis can help an organization trim its
payroll without jeopardizing its competitiveness.
 5. HUMAN RESOURCES ACTION PLAN:
The HR Action Planning Committee reviewed the results of the HR efficiency
and effectiveness survey and have identified three areas on which to focus
improvement efforts: customer service, communication, and efficiency and
effectiveness of processes. The committee broke into sub-groups that were
asked to develop action plans to improve areas identified in the survey without
taking into account any restrictions; they were simply tasked with proposing the
best ideas to greatly improve service, processes and procedures. 

FUTURE HR REQUIREMENTS:
 HR data scientist/chief technology officer. Data and analytics will
increasingly drive the job of HR―and this is the person who will head
the effort.
 Employee experience specialist. This HR professional will focus on the
entire worker relationship with the company, from benefits to training to
career trajectory.
 Head of talent-acquisition technology selection. New talent acquisition
platforms are emerging and evolving. This specialist will comb through
them to find those most appropriate for the organization.
 Head of candidate experience. The hiring process should provide job
candidates with all the speed, convenience and efficiency of the best
online consumer experiences. This person will oversee that effort,
ensuring that applications do not simply go into a "black box."
 Performance coach. This HR specialist will help maximize the
individual contributions of both management and no management staff.
 Organizational psychologist. While not technically an HR position,
organizational or industrial psychologists use the principles of
psychology to develop a more holistic approach to HR, marketing and
sales.
JOB TITLES AT COCA-COLA COMPANY:

JOB STRUCTURE

VICE-PRESIDENT – TOP LEVEL

SALES MANAGER – MIDDLE LEVEL

SUPERVISOR – LOW LEVEL

JOB ANALYSIS:
The job analysis consists of 2 components.
1. Job Description
2. Job Specification

LEVEL 1 – TOP LEVEL – (VICE-PRESIDENT)

JOB DESCRIPTION:
1. Job Title- Vice-President
2. Location- Headquarters (Atlanta, United States.)
3. Job Summary- A vice president's role starts with the fundamental job
responsibilities of a manager. These are the basic oversight
responsibilities of anyone in an organization that functions as a manager
and has staff members reporting to them. 
4. Duties and Responsibilities-
 Assisting the President and the board of directors to design the company's
overall mission, values, and strategic goals.
 Attending meetings with the board of directors and sharing company
information.
  Leading, guiding, directing, and evaluating the work of other employees,
such as Senior Directors and Managers, and ensuring a healthy working
environment.
 Assisting in maximizing the company's operating performance and
achieving its financial goals.
 Signing documents and making commitments for which the company is
legally liable.
 Maintaining awareness of competitors, expansion opportunities,
customers, markets, and new industry developments and standards.
 Assisting in managing the company's finances, identifying ways to
increase revenue and decrease costs, analyzing financial reports, and
preparing operating budgets.

5. Work Schedule-
Vice president is a full-time, exempt employees. They're not subject to
federal minimum wage or overtime regulations.

6. Report to- Vice President reports directly to the president or CEO of the

company.

JOB SPECIFICATION:
1. Educational Qualification-
Bachelor's degree or master's degree in business administration or in
the field of the company's business.
2. Work Experience- 5 or more years of experience in a managerial role.
3. Skills & Knowledge-
 Communication Skill
 Innovation
 Public Speaking Skill
 Interpersonal Skill
 Leadership Skill
LEVEL 2 – MIDDLE LEVEL – (SALES MANAGER)

JOB DESCRIPTION:
1. Job Title- Sales Manager.
2. Location- Respected Firm.
3. Job Summary- A Sales manager leads a sales team by providing
guidance, training and mentorship, setting sales quotas and goals,
creating sales plans, analysing data, assigning sales territories and
building their team.
4. Duties and Responsibilities-
 Managing organizational sales by developing a business plan that covers
sales, revenue and expense controls.
 Meeting planned sales goals.
 Setting individual sales targets with the sales team.
 Tracking sales goals and reporting results as necessary.
 Overseeing the activities and performance of the sales team.
 Coordinating with marketing on lead generation.
 The ongoing training of your salespeople.
 Developing your sales team through motivation, counseling and product
knowledge education.
 Promoting the organization and products.
 Understand our ideal customers and how they relate to our products.

5. Work Schedule-
Usually work regular business hours, but may work weekends or
evenings for special events. spend most of their time working in offices.

6. Report to- Marketing Director.

JOB SPECIFICATION:
1. Educational Qualification-

Bachelor’s degree in business or related field.

2. Work Experience-
 5 or more years of experience in a sales field.
 Experience in planning and implementing sales strategies.
 Experience in customer relationship management.
 Experience managing and directing a sales team.
3. Skills & Knowledge-

 Excellent verbal communication skills.

 The ability to sell products and services.
 Customer service skills.
 The ability to use your initiative.
 Business management skills.
 Leadership skills.
 to be flexible and open to change.
 The ability to accept criticism and work well under pressure.

LEVEL 3 – LOW LEVEL – (SUPERVISOR)

JOB DESCRIPTION:
1. Job Title- Supervisor.
2. Location- Allotted Specific Department.
3. Job Summary- A Supervisor supervises the work of others. A supervisor
is also responsible for coaching, resolving issues and serving as a link
between subordinates and upper management.

4. Duties and Responsibilities-

 Set goals for performance and deadlines in ways that comply with
company’s plans and vision and communicate them to subordinates.
  Organize workflow and ensure that employees understand their duties or
delegated tasks.
 Monitor employee productivity and provide constructive feedback and
coaching.
 Receive complaints and resolve problems.
 Maintain timekeeping and personnel records.
 Pass on information from upper management to employees and vice
versa.
 Prepare and submit performance reports.
 Decide on reward and promotion based on performance.
 Hire and train new employees.
 Ensure adherence to legal and company policies and procedures and
undertake disciplinary actions if the need arises.
5. Work Schedule-
About 25% of those in this and similar roles report working more than
40-hour weeks, although this is more common for those who must be on
call for emergencies, not necessarily those who only oversee staff.

6. Report to- The Regional or General Manager.

JOB SPECIFICATION:
1. Educational Qualification-

A high school diploma or the equivalent is usually required. Some college or

an associate degree can be helpful in setting candidates apart from others
who desire the position.

2. Work Experience-
Supervisors are often drawn from the working team because management
appreciates their work ethic, company attitude, and commitment to quality.
3. Skills & Knowledge-
 Communication.
 Conflict Resolution.
 Leadership.
 Critical Thinking.
 Interpersonal Skills.
 Time and Priority Management.
 Diversity and Generational Differences in the Workplace.
 Problem Solving.