Objectives:

The total rewards of Coca-Cola Company are more than just the benefits and the rewards. It is about the
total value that employees get when they are still working at this company. It includes some programs
that are aimed at a complete package of pay. This package comprises the provision of learning and
works environment. The company usually offers some benefits which come together with the
compensation programs and various opportunities that the company offers to its employees. Coca-Cola
offers some rewards that usually differentiate them in the market. These programs are usually evaluated
and updated to ensure that to make sure that their programs are aimed to produce good results in the
market. The COCA-COLA COMPANY programs are tailored to create a sustainable long-term growth. The
rewards may include; base salary, annual incentives, the long-term incentives and benefits. The total
benefits are designed the workers needs. Coca-Cola usually assesses their benefits programs as the
dynamic market keeps on changing to ensure that the employees get their benefits. The benefits should
promote healthy lifestyles of the employees and provide them with a diverse option from which they
can make a choice. These rewards have helped the company to be the most successful in the global
market as it can have a low rate of staff turnover.

Alignment:

Employee compensation covers qualified plans and deferred compensation by covering all types of
compensation including salary, bonuses, fringe benefits, qualified deferred compensation and
unqualified deferred compensation. A solid compensation plan creates a beneficial relationship for both
the employee and the employer, can expand and contract depending on economic solutions and should
focus on increasing profit. The right employee compensation plan keeps your employees to do their best
for the company; thus, firms should realize the role of the pay check in attracting employee motivation. 

The Coca-Cola Company’s 2020 vision to attract and retain excellent talent and to align compensation
with the long-term interests of our shareowners. The company believes that as an employee’s level of
responsibility increases so does the productivity of the employee and thus their compensation scheme
ties pay to performance. The objectives of Citigroup Inc employee compensation program is to attract
and retain good executives, motivate and reward executives by linking compensation to performance,
align interests of management with those of stake holders and deliver compensation with values
competitive to financial services market.

Competitiveness:

A compensation strategy usually includes a balance between the internal equity and external
competitiveness of the organization. The happiness and productivity of the workers are greatly
influenced by the compensation and the rewards for their work. It is the mandate of the management to
ensure that the employees have compensated
Employees Contribution

Coca-Cola has a pay structure that is mixed in nature. This is effective to some extent. Their
compensation design is an amalgamation of incentive based and individually focused
compensation approaches. The employees working at senior levels still get more payment in
Coca-Cola. There are provisions for bonuses and hence the company also has person focused
compensation approaches to some extent. It would be a good idea for Coca-Cola to move
towards making the compensation structure more individualistic as it is already incentive based
to some extent.

Coca-Cola recognizes the important role of workforce contributions for the success of the
company. So, they reward their employees with extensive discounts on the purchase of their
products. Not only the upper management but lower management also get this benefits. Even
the internees are provided discounts on the products made by Coca-Cola.

Management:

In the recent past by the company is giving higher salaries for employees with perceived good
performance. Apart from the high pay that most business executive enjoy, there is also the
awarding of stocks, non-monetary compensation, reparation, and windfalls as well as the
preference rewards. The company also been focused on ensuring that its employees are healthy,
something that saw the company develop a compensation strategy towards with the health of
employee. The company came up with the pilot program which can motivate its employee to
better their health by developing medical programs for its employee. Apart from enhancing the
health of the employees, this compensation strategy shows that it helped to increased the
companies productivity.

Competitiveness:

The “old” values that guided us— passion for success, teamwork, respect for our people, customer
focus, innovativeness, integrity, social responsibility—remain, recast in a way that more clearly reflects
who we are today and what we aspire to be in the future. Malasakit, a value that has long been a part of
San Miguel culture, has been enshrined as our overarching core value, guiding each of our actions and
every decision we make. Meet some of our employees who strive to live out our values every single day.
In all their years running milling operations, they’ve proposed many ideas to improve operations as well
as their products. Innovation, after all, is something inherent in their work culture. From producing basic
flours, San Miguel Mills has developed many varieties of specialized and customized pre-mixes. Such
pre-mixes are also a main driver for Kambal Pandesal, the company’s chain of franchised bakeries, now
numbering 600-strong.

Employees Contribution:

Company: San Miguel Corporation

Objectives:

All officers and employees are to be selected, engaged, and compensated based
on qualification and performance.  They shall be treated fairly and accorded
respect and dignity.  Their individual and collective rights shall not be violated.
The Company shall maintain a safe, productive and conducive workplace and
comply with all applicable health, safety and environmental laws.  In this regard,
company employees are covered by rules against the use of prohibited drugs
and working under the influence of liquor.  Opportunities for career advancement
shall be provided based on clear performance and qualifications criteria.  The
Company shall also provide learning and development opportunities for
professional growth.

Alignment:

The Corporation has an established whistle-blowing policy aimed at encouraging employees to

speak out and call the attention of Management to any suspected wrongdoing which is contrary
to the principles of the Code of Ethics and violations of the Corporation's rules and regulations.
The policy aims to protect the whistle blower from retribution or retaliation, and provides a
disincentive to passively allowing the commission of wrongful conduct. The whistle blowing
policy provides for procedures for interested parties to communicate, even anonymously,
concerns regarding accounting, internal accounting, auditing or financial reporting matters
directly to the SMC Audit Committee through the Office of the General Counsel.