Presenation material
INTRODUCTION
• Coca-Cola was first made in Atlanta, Georgia, on May 8, 1886.
• Coca-Cola came to Pakistan in 1953.
• Fanta was introduced in 1965.
Sprite was introduced in 1972
OBJECTIVES
• To support coca cola in distributing its brands network in order to achieve aim.
• To engage with active group of leaders and activist in different aspects of the campaign.
To keep an eye on the whole activities from producing to distributing departs
MISSION
• To make the world, body and spirit full of refreshment.
• Through our brands and actions we inspire the moments of optimism and happiness.
• To make our world unique and valuable.
VISION
• Productivity
• Performance, quality and standard
• Portfolio
• profit
ORGANIZATION CULTURE
• Association Culture: - Coca-Cola's effective organization proclamation focuses to a
mission and vision.
Mission:-
The purpose of the company “to serve as standard against which they weigh their
action and decision’’
• To refresh the world: In body, mind and spirit.
• To inspire moment of optimism and happiness: Through their brand and action.
To create value and make a difference: Everywhere they are engaged
Vision:
To guide every aspect of their business by describing what they 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.
• 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
The Triumphant Culture", and it comprises on the seven centre qualities:
•Leadership: The strength to shape a superior future.
•Collaboration: Use aggregate virtuoso.
•Integrity: Be genuine.
•Accountability: If it is to be, it's up to me.
•Passion: Committed in heart and mind.
•Diversity: As comprehensive as our brands.
•Quality: What we do, we do well.
HUMAN RESOURCE MANAGEMENT (HRM)
Human Asset Administration is critical for each association. Coca cola considers HR as a key
division for its association. The duty of human asset division of Coca-Cola is to give a strategy
for representative enrollment and maintenance that create most extreme worker fulfillment
and exhibitions at work.
HR office chief says that workers are their advantages, in this manner, they are watchful about
representatives' wellbeing and advantages
Their HRM includes thought of:
• Workforce arranging
• Enlistment and choice
• Preparing
• Evaluation
• Inspiration and representative acknowledgment
Coca cola place great emphasis on people development so that people and organization
perform at maximum capacity in a highly effective manner. HR department manage says that
employees are their assets, there for they are careful about employees’ health and benefits
We give following compensation and benefits:
Basic salary
Bonus
Medical facility
Pick and drop
Social security
Recruitment Process of Coca Cola
Through Media Advertisement
E-enrollment
Through Business Organizations
Through Official Pursuit firms
Special events recruiting
College Recruiting
Through Summer internships
Employee Referrals
Career fairs
Passive Recruiting
Skills Database
Existing CV Database (created & maintained by HR)
Market Intelligence,
Personal Network,
Head hunting
E-Recruitment portals
CV database access and job posting
Vacancy
Advertisements in newspapers
Hiring Consultants (mostly for senior &middle level critical positions)
Two different types of recruitment methods……
-External Recruitment Methods:
– 1-Closed Searches
– 2-Responsive Methods
– 3-Open Searches
Internal Recruitment Methods:
• employees talent, improvement reports
• extend the future growth of the organization
• cost-effective and time saving
• Internal Job Posting
• both regular and flexible staffing
Selection Process Of Coca-Cola
• Coca-Cola uses job description and person specification documents for selection
process.
• Such documents inform the applicants for the new job along with the requirements
that can match with the applicants KSAOS for the required position.
SELECTION PROCESS OF COCA-COLA…….
The selection process varies according to the position the candidate is applying for. Mainly the
following processes are used:
• INTERVIEW
• GROUP EXERCISES
• PRESENTATIONS
• PSYCHOMETRIC TESTS
• ROLE PLAYS/SITUATIONAL EXERCISES
• INTERVIEW:
Interview is commonly done and used by Coca-Cola to find out about the employees and their
experiences.
• GROUP EXERCISES:
They are very much a team Coca-Cola Company so these will show how effectively the work
with all people.
This is the good opportunity to see how the new employees communicate, influence and other
people in the work place.
• PRESENTATIONS:
Presentations give the chance to the ability to communicate a group of people on a specific
topic.
Also, it is used by Coca-Cola to identify different skills and ideas of the applicant.
• PSYCHOMETRIC TESTS:
Psychometric tests are timed exercises that examine the abilities and potential of applicants
along with honesty testing that is used in the same tests.
ROLE PLAYS/SITUATIONAL EXERCISES:
• Designed to assess to react in certain situations and helps to highlight particular skills
and how good the employees are suited for a position.
• However, Coca-Cola also uses in-tray exercises for situational testing.
CONCLUSION
• The company focuses on recruiting employees that share their beliefs and are dedicated
towards growing the company and deliver excellent customer service
• The company spends 20-30% of expenditure on recruitment and selection process
whereas it keeps and maintains comprehensive data collection of recruited candidates
along with verifications