Coca-Cola Company (NYSE: KO) is a beverage retailer, manufacturer and marketer of non-

alcoholic beverage concentrates and syrups. The company is best known for its flagship
product Coca-Cola, invented by pharmacist John Stith Pemberton in 1886. The Coca-Cola
formula and brand was bought in 1889 by Asa Candler who incorporated The Coca-Cola
Company in 1892. Besides its namesake Coca-Cola beverage, Coca-Cola currently offers
more than 500 brands in over 200 countries or territories and serves 1.6 billion servings each
day.[5]

The company operates a franchised distribution system dating from 1889 where The Coca-
Cola Company only produces syrup concentrate which is then sold to various bottlers
throughout the world who hold an exclusive territory. The Coca-Cola Company owns its
anchor bottler in North America, Coca-Cola Refreshments.

The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed on the
NYSE and is part of DJIA, S&P 500 Index, the Russell 1000 Index and the Russell 1000
Growth Stock Index. Its current chairman and CEO is Muhtar Kent.

Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,

development of this department is the first step, the ground on which the future of the
company depends. It is essential for every single business unit and especially for such
international company as Coca Cola. It is people, not technology who create the company.
Human Resource Management at Coca Cola Company has many advantages as well as
disadvantage. 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. Therefore, the focus of this paper will be on four tasks and duties of
Human Resource Management (performance management, compensation, career
development, succession planning) based on the United States procedures.

Coca Cola is one of the leading beverage companies of the industry. It runs its business
campaigns all across the world. It deals with different types of products such as soft drinks,
bottled water, tea, sport juices, etc. Coca-Cola has a franchising model for the production and
distribution purposes. Only the syrup concentrate are manufactured by the company which is
sold to the bottlers who are its franchisers (Coca-Cola Bottling, 2008).
It is important on the part of management to organize the activities of human resources and
organizing technology along with other resources such as physical assets, monetary resources
and knowledge of the employees and to establish effective and efficient internal
organizational structure of the business. The organizing function focuses on division,
coordination, and control of tasks and flow of information within the organization. Moreover,
managers distribute responsibility and authority to job holders

Organizing Human resources at Coca Cola Company

Management at Coca Cola Company focuses on the acquisition and retention of highly
skilled and knowledgeable employees so that it can maintain its top position in the market. It
treats these resources as an asset. It provides such conditions of employment and procedures
that enables all employees to develop a sense of unity with the enterprise and to carry out
their duties in the most willing and effective manner.
It also provides for the security of employment to the workers so that they may not be
distracted by the uncertainties of their future. These objectives, strategies, policies, and
programs are pre-specified by the company, which guides the management and unions in
taking decisions. Also they are in accordance with the organization’s mission, objectives,
strategies, policies and its and internal external environments.

Human Resource Management within Coca Cola

Human Resource Management is an essential part for any organization. Moreover,

development of this department is the first step, the ground on which the future of the
company depends. It is essential for every single business unit and especially for such
international company as Coca Cola. It is people, not technology who create the company.
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.
Therefore, the focus of this paper will be on four tasks and duties of Human Resource
Management (performance management, compensation, career development, succession
planning) based on the United States procedures.
Basically the HRM practices are necessary for every organization. But unfortunately in
Pakistan not so much used HRM practices. In multinational companies like coca cola have
their own separate department of HRM. According senior executive of HR “Waqar
Mahmood “ our HR department consist of 29 people in Gujranwala plant.
Every organization has its own policies and strategies by which they control the functions of
their departments. Similarly, we also have own policies and strategies by which we control
all the functions of our departments. coca cola HR department is also conducting all the
practices of HRM like Job analysis and design of work, recruitment and selection, training
and development, performance appraisals, compensation, employee relationships, staff
welfare and medical policies and some other things like that. These all practices are
conducted by own policies and strategies.
HR department not make decisions related of its own department, they also conduct in
company’s decision.

Job analysis and designing

Job analysis is the procedure for determining the duties and skill requirements of a job and
the kind of person who should be hire for it. Job analysis consists of two products one is job
description and second job specification.
Job description: a list of job duties, responsibilities, reporting relationship, working
conditions, and supervisory responsibilities- one product of a job.
Job specification: a list of a job’s human requirements that is requisites education, skills,
personality, and so on-other product of a job analysis.
Coca cola company HR department check 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.
HR department of coca cola used this information for Recruiting, selection, compensation,
performance appraisal, training, and employee’s relationship.

Planning and Forecasting

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. We forecast for the expected
employees needs in the organization. We forecast of employees on the change technology
and increasing in productivity.
After planning we send this report to the head office for approval. If we get approval from the
head office then we start recruitment process

recruitment process
Our recruitment process is well established first of all we give ads in news papers, company
website, institutions etc.Once we receive an application form, from candidates with required
documents and C V.
Internal recruitment
External recruitment
External
Selection process
The selection process will vary depending on the position you’re applying for, as one process
can’t fit all the different roles we have here at CCE. However, in most cases a combination of
any of the following tools will be used:
Interview
Group exercises
Presentations
Psychometric tests
Role plays/Situational Exercises
Interview
The interview is designed to reveal more about you and your experiences. We’ll ask for
examples of how you behaved in different situations, maybe at school, university, a club, at
home or in previous jobs. This is not designed to 'catch you out' and our interviewers will
never try and trick you into an answer. Be honest, be yourself and it should be an enjoyable
experience.
Also, don’t forget that this is your chance to find out more about us and ask questions.
Remember, interviews are a two-way process so use it to understand the nature of the role
and to make sure it really is what you’re looking for.
Group exercises
We’re very much a team at CCE so these will show us how effectively you work with people.
They’re a good opportunity for us to see how you communicate, influence and involve other
people in the workplace.
Presentations give you the chance to show your ability to communicate to a group of people
on a specific topic. You may be given a topic in advance or on the day, but don’t worry –
you’ll have plenty of time to prepare.

Psychometric tests
Psychometric tests are timed exercises that examine your abilities and potential. On
occasions, we may also use a personality assessment tool that is designed to find out more
specific things about you. If you’re asked to complete a psychometric test, we’ll send you
information and advice in advance on how to prepare.

Role Plays/Situational Exercises

Designed to assess how you react in certain situations, these help to highlight particular skills
and how well you’re suited for a position. You may be given facts and figures to review, or a
report to complete; we may also have an assessor acting as a customer or employee to
simulate a situation that could occur in the workplace. Don’t worry, you’ll be given a brief
and ample time to prepare.

Training process of employees

Training process is essential part of every employee with out training; employee can not
come to now the procedure of work, rules and regulations of firm, some times when new
technology is introduced it is also responsibility of a firm to train its employees.
After recruiting the fresh employee we train them for three months and also pay them salaries
after three months they become part of a firm
We also give training to already exist employee it depend upon condition for example if new
technology is introduced first of all we give full training to them about new technology then
we allow them to start their job .

Coca cola performance appraisal is annually Hr manger waqar mahmood said that we
appraise the employee due to their performance about goals of the organization .we set the
goals started the year and tell the employees about the goal if the employees achieve this goal
we appraise the employees.

Steps in appraising performance

The performance appraisal process process contains three steps;
Define the job
Appraise the performance
Provide feedback
Define the job;
Means making sure that you and your subordinate agree on his or her duties and job standard.
Appraise performance;
Means comparing your subsssssordinate’s actual performance to the standards that have been
set.
Provide feedback;
Means discuss the subordinate performance and progress, and make plans for any
development required.

HR department manage says that employees are our assets, there for we are careful about
their health and benefits. We give following compensation and benefits:
Basic salary
Bonus
Medical facility
Pick and drop
Gratuity fund
Social security
We get many advantages from our employees because they are happy from company.
Our employees are satisfy from our compensation and in the coca cola never downsizing
occurred which shows that well relationship between employees and company.

Employees are the most important assets of every company so it is very important to give
them importance. The satisfaction of the employees makes the company successful. The
reason is that if the employees of the company are satisfied then they will work hard for the
development of the company but if they are not satisfied with the company’s policies and
they are not given their rights then they will leave the company which can turn into a big
loss. So employees’ relationship is very important for every company.
Every company has its own policy. We have also got our own policy by which we give
importance to our employees if any employee faces some kind of problem related to his life
or work then he can directly go to the manager and he can share all of his problems. This
thing should be adopted by every company because this makes the employee satisfied with
the company.
We believe that an open door policy is the best policy for employees’ relations because due
to this, our employees feel very independent and they know that if they get any problem, they
can contact directly to the manager of their department. So we strongly believe that such
policy makes our employees satisfy with us.