HR Policies at Coca cola

PRESENTED BY,
SARAN CHANDRAN
SHAMEERA.A
 COCA COLA

•Coca-Cola was founded in May 1886 by Dr.

John Pemberton.

•Coca-Cola was first sold to the public in

Atlanta at Jacob’s Pharmacy.

•Only 9 servings of the soft drink were sold

each day.
 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.
MOTIVATION FOR EMPLOYEES
 WAGES
•Coca-cola is providing smart wages to its employees , which
are competitive and really satisfactory .With wages lot of
facilities and amenities are provided according to the policy.

• Structure of wages can be described as:

• Blue collar workers are offered wages along with commission

salesman are offered wages plus commission pursuing certain
criteria.

• White collar workers who are the officers and the executives
draw a handsome amount salary with incentives.
 Staffing and training

• All over the world they are involved in innovative

programs that give hard-working, knowledge-
hungry students books, supplies, places to study
and scholarships..
 Annual Leaves

Coca-cola international has different leaves

structures in different regions and countries of the
world where they have their company

Designation Allowed leaves

supervisor 26 leaves per annum

Above than
supervisor 26 leaves per annum

Below supervisor 24 leaves per

annum
 TIME MANAGEMENT

• 8 a.m. to 4 p.m. (all departments other then

technical departments),

•4 p.m. to 12 p.m. (Technical department)

•
 MEDICAL FACILITES

• 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.
 MENTORING PROGRAMS

Creating a system of mentoring

programs that include,
One-on-one mentoring
Group mentoring
Mentoring self-study tools.
• 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.
 Job analysis and designinG

Job description and job analysis in which they get

the information about
Employees work activities

Human behavior

Performance standard

Job context

Human requirements
 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.
Recruitment process at coca cola.

• 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 for
and then analyzed.

• Recruitment is both-Internal recruitment

External recruitment
 TRAINING POLICIES OF COCA COLA

• 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 condition
for example if new technology is introduced
first of all ,full training is given about new
technology then they are allowed to start their
new job.
 Performance appraisal

Coca cola performance appraisal is on

the annual basis. Hr manger says “we
appraise our employee on
their performance.
 COMPENSTION BENEFITS

•Basic salary
•Bonus
•Medical facility
•Gratuity fund
•Social security
 EMPLOYEE RELATIONSHIP

• Open door policies is the best policy for the

employees
 SAFETY POLICY

• 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