HR Policies atCoca

-Cola

Group Number :5
Faraz Shahid
Gaurav Kumar
Shivam Rawat
Sunny Sharma
 Coca
CCoca-Cola was founded in May 1886 by Dr. John

Cola
Pemberton
CCoca-Cola was first sold to the public in Atlanta at
Jacob’s Pharmacy
COnly 9 servings of the soft drink were sold each day
CSales for the first year were only $50
CIn 1888 As Griggs Candler bought the company and
sales increased over 4000%
 Company culture
• Special training is given to employees, New employees
also are placed with old ones to learn work and the values
prevalent in the company.

• Two cups tea are free for every employee daily this
represents the hospitable nature of the company, This
factor keeps the employees motivated as they are taken
well care this fact is clear by the physical actions took by
the company

• The company working environment is really a good blend

of Asian and western values.
Motivations for
employees
 Wages
• Coca-cola is providing smart wages to its
employees, which are competitive and really
satisfy its employees. As along with the wages
they are provided with a lot of facilities and
amenities. In brief structure of wages can be
described like this “ blue collar workers are
offered wages along with commission, sales
man are offered wages plus commission
pursuing certain criteria, White collar workers
who are the officers and the executives draw a
handsome amount of salary which is really
competitive
 Staffing and training
• The Coca-Cola Company has always believed that
education is a powerful force in improving the quality
of life and creating opportunity for people and their
families around the world.
•

• The Coca-Cola Company is committed to helping people

make their dreams come true. All over the world, we
are involved in innovative programs that give hard-
working, knowledge-hungry students books, supplies,
places to study and scholarships. From youth in Brazil
to first generation scholars, educational programs in
local communities are our priority
 Annual Leaves
• Coca-cola international has different leaves
structures in different regions and countries of
the world where they have their company.
• Designation Allowed lea ves

Supervisor 26 leaves per annum

Above then Supervisor 26 leaves per annum

Below supervisor 24 leaves per annum

 Time management
• They are managing the working time in two
shifts. They can include some extra shift
if there is demand but normally there are
two shifts, which are explained in the
following.
• 8 a.m. to 4 p.m. (all departments other then
technical departments),
• 4 p.m. to 12 p.m. (Technical department).
 Medical Facilities
• The Coca-Cola Company is providing
Medical facilities to all its employees.
These treatments are provided to
employees as per their designations. The
medical facilities are also provided to
supervisors as well as the officers in the
company.
•
 Employees our Asset
• As we have expanded over the decades, our
company has benefited from the various
cultural insights and perspectives of the
societies in which we do business. Much of
our future success will depend on our ability
to develop a worldwide team that is rich in
its diversity of thinking, perspectives,
backgrounds and culture.
• We are determined to have a diverse culture,
from top to bottom that benefit from the
perspectives of each individual.
 Employee Forums

• In the U.S., through employee forums,

employees can connect with colleagues
who share similar interests and
backgrounds. In those forums and
elsewhere, employees support each
other's personal and professional growth
and enhance their individual and
collective ability to contribute to the
company. Forums that are currently
active include:
 Employee Forums
• Administrative Professionals
• African-American
• Asian/Pacific-American
• Gay & Lesbian
• Latin
• Women
 Mentoring Programs
• Coca-Cola Company is creating a system of
mentoring programs that include, one-on-
one mentoring, group mentoring and
mentoring self-study tools.
• Currently, Coca-Cola North America and The
Minute Maid Company have one-on-one
mentoring programs designed to foster
professional growth and development. These
programs promote trusting relationships for
networking, coaching, career counseling and
life lessons.
 Mentoring Programs
• Mentoring increases the flow of information
across organizational lines and
encourages diverse thinking and cross-
functional learning.
•
 Human Resource Management
within Coca Cola
• Human Resource Management at Coca
Cola Company has many advantages. It is
the global company and it is impossible to
create certain policies or procedures
applicable in all divisions of the
company, cultural and political
differences need to be taken into account
 Job analysis and designing
• Coca cola company HR department has its
own job description and job analysis in
which they get the information about
employees work activities, human
behavior, performance standard, job
context and human requirements and also
other information related to this conduct.
•
 Planning and Forecasting
• 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
 Our recruitment
•
process
Coca Cola’s recruitment process is well
established .First of all HR Department give ads in
news papers, company website, institutions etc.
Then application form, from candidates with
required documents and CV is asked.
• Recruitment is both-
• Internal recruitment
• External recruitment
 Training process of
employees
• After recruiting the fresh employee ,they are
trained for three months and also pay them
salaries after three months they become part
of a firm
• Coca Cola also give training to existing
employee,depending upon the ondition for
example if new technology is introduced
first of all ,full training is given about new
technology then they are allowed to start
their job .
 Performance
Appraisal
• Coca cola performance appraisal is on the
annual basis. Hr manger says “we
appraise our employee on their
performance.We set the goals in the
beginning of year and tell the employees
about the goal if the employees achieve
this goal we appraise the employees.”
•

•
 Compensation and benefits
•

• Basic salary
• Bonus
• Medical facility
• Pick and drop
• Gratuity fund
• Social security
•
 Employees
•
relationship
Coca Cola believes that an open door policy
is the best policy for the employees
relations because due to this, the employees
feel very independent and they know that if
they get into any problem, they can contact
directly to the manager of their department.
So Coca Cola strongly believe that such
policy makes its employees satisfied.
•
 Safety Policy
• Coca Cola has set safety standard at a level
that ensures compliance with governmental
and company requirements.
• Protect the employees and ensure public safety
extending throughout the organization.
• Integrated approach of innovation for the
safety of employees at all operation levels.
• Establish mechanisms to communicate
effectively with the employee’s consumers
and government on the safety performance.
•
Thank You