HRM ANALYSIS

THE Coca-Cola COMPANY

 COMPANY
THE Coca-Cola
HRM ANALYSIS

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 HRM ANALYSIS
THE Coca-Cola COMPANY
 TEAM

Noman Iqbal Haroon Khan Ahsan Raza Arkish ul Rehman

MB-922133 MB-922139 MB-922141 MB-922144

 SEQUENCE
 Introduction
 Mission & Vision Statement Arkish
 Objectives of Coca-Cola
 History of Coca-Cola
 Coca-Cola Pakistan
Ahsan
 Organizational Hierarchy
 Departments of Coca-Cola
 Management Functions of Coca-Cola Company
 Human Resource Management Coca-Cola Company Noman
 Diversity, Equity, and Inclusion Strategy
 SWOT & PEST Analysis
 Problem Areas
Haroon
 Recommendation
 Conclusion
 INTRODUCTION

 The Coca-Cola Company is the world's largest beverage

company

 The company was founded in 1886 in Atlanta, Georgia, by

pharmacist Dr. John

Dr. John
 Coca-Cola's product portfolio includes 200 brands, including

soft drinks, juices, sports drinks, water, and other beverages

 INTRODUCTION

 The company operates in over 200 countries, with more than

700,000 workers worldwide.

 94% of people across the globe are aware of the red and white

logo of Coca-Cola.

 The company operates a franchised distribution system dating

from 1889.

 The Coca-Cola Company is headquartered in Atlanta, Georgia.

 BRANDS OF COCA-COLA

 Coca-Cola - the flagship product

 Diet Coke - a low-calorie variant

 Sprite - a lemon-lime flavored soft drink

 Fanta - a fruit-flavored soft drink

 Minute Maid - a line of fruit-flavored drinks

 Roar - a citrus-flavored carbonated drink

 Dasani - a brand of bottled water

PURPOSE OF COCA-COLA COMPANY
 PURPOSE OF COCA-COLA COMPANY

“To Refresh the World and Make a Difference”

 The company does this by creating a portfolio of brands

that people love, being a responsible company, and

positively impacting the world.

 MISSION STATEMENT

"To refresh the world in mind, body, and

spirit, inspire moments of optimism and

happiness through our brands and actions,

and create value and make a difference"

 VISION STATEMENT

"Craft the brands and choices of drinks that people

love to refresh them in body and spirit and done in

ways that create a more sustainable business and

better-shared future that makes a difference in

people's lives, communities, and our planet“

OBJECTIVES OF COCA COLA
 OBJECTIVES OF COCA COLA

 Business growth

Coca-Cola's primary objective is to grow its business and increase market share. It

includes expanding its product offerings, entering new markets, and increasing sales.
 C

 Profitability
m

Coca-Cola aims to ensure customer satisfaction by providing high-quality

products, delivering them on time, and offering exceptional customer service.

 S

Coca-Cola aims to generate profits for its shareholders by increasing revenues,

a

Coca-Cola is committed to promoting sustainability and reducing its

environmental impact by minimizing waste, conserving resources, and

reducing greenhouse gas emissions.

controlling costs, and improving efficiencies.

 OBJECTIVES OF COCA COLA

 Customer satisfaction

Coca-Cola aims to ensure customer satisfaction by providing high-quality products,

delivering them on time, and offering exceptional customer service.

 Sustainability

Coca-Cola is committed to promoting sustainability and reducing its environmental

impact by minimizing waste, conserving resources, and reducing greenhouse gas

emissions.
 OBJECTIVES OF COCA COLA
 Employee satisfaction and

development

Coca-Cola is committed to providing a positive work environment, investing in employee development, and promoting diversity and

inclusion.

 Financial stability

Coca-Cola aims to maintain financial stability by managing risks, maintaining a solid balance sheet, and improving cash flow.

 Customer satisfaction

Coca-Cola aims to ensure customer satisfaction by providing high-quality products, delivering them on time, and offering exceptional customer service.

 Corporate social responsibility

 Sustainability

Coca-Cola is committed to promoting sustainability and reducing its environmental impact by minimizing waste, conserving resources, and reducing greenhouse gas emissions.

Coca-Cola aims to be a responsible corporate citizen by supporting local communities,

promoting diversity and inclusion, and conducting business ethically and with integrity.

 Innovation

Coca-Cola is focused on innovation, whether it is through new product development or

leveraging emerging technologies to improve operations and customer experiences.

 OBJECTIVES OF COCA COLA

 Employee satisfaction and development

Coca-Cola is committed to providing a positive work environment, investing in

employee development, and promoting diversity and inclusion.

 Corporate social responsibility

Coca-Cola aims to be a responsible corporate citizen by supporting local communities, promoting diversity and inclusion, and conducting business ethically and with integrity.

 Innovation

Coca-Cola is focused on innovation, whether it is through new product development or leveraging emerging technologies to improve operations and customer experiences.

 Financial stability

Coca-Cola aims to maintain financial stability by managing risks, maintaining a solid

balance sheet, and improving cash flow.

 OBJECTIVES OF COCA COLA

 Brand strength

Coca-Cola strives to maintain the strength of its brand through marketing and

advertising campaigns, partnerships, and sponsorships.

HISTO
RY
HISTORY
 HISTORY

HISTORY

 Invented in May of 1886 by Dr. John Stith Pemberton.

 First glass Sold for 5 cents at Jacob’s pharmacy in Atlanta on May 29, 1886.

 During the first year, sales averaged a modest nine drinks per day.
HISTORY

 Thinking that "the two Cs would look well in

advertising," Dr. Jhon's partner Frank Robinson,
penned the now famous trademark "Coca-Cola“.

 The first newspaper ad for Coca-Cola soon appeared

in The Atlanta Journal.

 First newspaper advertisement pronounced it

 HISTORY

 Dr. Pemberton never realized the potential of the beverage

he created and just before his death in 1888, sold in Coca-

Cola to Asa G. Candler for $2,300.

 In 1899, Candler created the Coca-Cola Company, which he

used to manufacture and distribute Coca-Cola.

 HISTORY

 He also created a network of licensed bottlers to produce

 D

and distribute Coca-Cola in their local areas.

z

 In 1915, Coca-Cola created the iconic contour bottle, which

a

became a symbol of the brand and helped to differentiate it

h

from other soft drinks on the market.

c

 I

a
 HISTORY

 During World War II, Coca-Cola was provided to

American soldiers as a morale booster which
helped to spread the popularity of Coca-Cola into
other parts of the world.
 In the 1950s and 1960s, Coca-Cola continued to
expand its reach and also introduced new
products, such as Sprite and Fanta, which became
famous worldwide.
 HISTORY

 In 1982, the company introduced Diet Coke, which became one of

the best-selling diet sodas in the world. In 2005, Coca-Cola

introduced Coca-Cola Zero.

 Today, Coca-Cola is a global brand in more than 200 countries. The

company offers various beverages, including soft drinks, juices and

teas.
 COCA COLA PAKISTAN
 Coca-Cola company's history in Pakistan dates back to 1953 when it

opened its first bottling plant in Karachi.

 In the 1960s and 1970s, Coca-Cola expanded its operations to other

cities in Pakistan, including Lahore, Rawalpindi, and Multan.

 In 2010, Coca-Cola Beverages Pakistan Ltd (CCBPL) 's shares and

management rights were acquired by Coca‑Cola Içecek (CCI), a

Turkey-based bottler of The Coca‑Cola Company.

 Coca‑Cola Pakistan, along with its six bottling plants in the region,

currently employs over 4,550 people.

C
 COCA COLA PAKISTAN
 Bottling Plants in Pakistan

 Lahore Bottling Company - Lahore, Punjab

 Multan Beverages - Multan, Punjab

 Faisalabad Beverages - Faisalabad, Punjab

 Karachi Beverages - Karachi, Sindh

 Metropolitan Corporation - Hyderabad, Sindh

 Peshawar Beverages - Peshawar, KPK

 Quetta Beverages - Quetta, Balochistan

C
COCA COLA PLANT
MULTAN

 Multan Beverages was established in

1964 on Vehari Road
 In January 2000, Coca-Cola company
purchased and took over the Multan
plant.
 The plant covers an area of
approximately 25 acres.
 Now, the factory produces 75% of Coke,
20 % Sprite, and 4% Fanta.
 The plant produces many Coca-Cola
products, including carbonated soft
drinks such as Sprite and Fanta
COCA COLA PLANT
MULTAN
 It supplies soft drink facilities to the
people of Multan, D.G. Khan, Vehari,
and Khanewal.

 Production capacity was 35 bottles per

minute.

 The Multan plant has a production

capacity of over 50,000 cases per day
and employs more than 400 people.
AREAS COVERED BY
MULTAN PLANT

• Multan

• Pakpattan

• Sahiwal

• Dera Ghazi Khan

• Rajanpur

• Area till Ziarat in Balochistan

 CORE
COMPETENCIES
• Strong brand recognition

Coca-Cola's brand is one of the world's most recognized

and valuable brands, with a presence in over 200
countries. The company's substantial brand equity helps
to differentiate its products from competitors and
fosters customer loyalty.

• Diversified product portfolio

Coca-Cola offers a diverse range of beverages, including

carbonated soft drinks, juices, sports drinks, and teas,
among others. This diversified product portfolio helps to
minimize the company's reliance on any product
category and provides multiple revenue streams.
 CORE COMPETENCIES
 Distribution network

Coca-Cola's vast distribution network enables it to reach

customers in even the most remote areas. The company's
distribution capabilities help ensure that its products are
widely available and accessible to customers.

 Marketing and advertising expertise

Coca-Cola is known for its innovative and effective marketing

and advertising campaigns, which help to build brand
awareness and drive sales. The company's marketing and
advertising expertise enables it to create engaging and
memorable campaigns that resonate with customers.
 CORE COMPETENCIES
 Research and development capabilities
Coca-Cola invests heavily in research and development to create new and
innovative products, improve existing products, and stay ahead of emerging
trends in the industry. The company's research and development capabilities
enable it to develop products that meet changing customer needs and
preferences.

O
R
G
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N
I
Z
T
I
O
N
ORGANIZTION
 ORGANIZATIONAL
HIERARCHY

ORGANIZTION
 DEPARTMENTS IN COCA-
COLA COMPANY
• Marketing
Developing and executing marketing strategies and
campaigns to promote Coca-Cola's products and
brands, increase customer engagement and loyalty,
and drive sales.
• Finance
Budgeting, accounting, tax compliance, financial
reporting, and risk management.
• Operations
Production, distribution, and logistics of Coca-Cola's
products
 DEPARTMENTS IN
COCA-COLA
COMPANY
• Human Resources
Recruiting, hiring, training, and developing
employees, as well as managing compensation and
benefits, employee relations, and diversity and
inclusion initiatives.
• Research and Development
Developing new products, flavors, and packaging
innovations.
• Public Affairs and Communications
Manages the company's external communications and
public relations.
• Legal
Manages legal affairs and regulatory compliance.
MANAGEMENT
FUNCTIONS
 Planning
 Defining the company's mission, setting goals and objectives, and developing
strategies.

 Identifying new markets, launching new products, and developing marketing

campaigns.

 Organizing
 Allocating resources and designing structures to meet the company's goals and
objectives.

 Designing and implementing organizational structures, determining the roles and

responsibilities of employees.

 Creating systems and processes to manage the company's operations.

MANAGEMENT FUNCTIONS OF COCA-COLA

MANAGEMENT FUNCTIONS OF COCA-COLA

Leading

 Guiding and motivating employees to achieve the company's goals and objectives.

 Coca-Cola's leading function includes creating a positive corporate culture, providing

employee training and development opportunities, and ensuring the company's values
and principles are upheld.

Controlling

 Monitoring and measuring the company's performance and taking corrective action
when necessary.

 Coca-Cola's controlling function includes setting performance targets, measuring

progress against those targets, and making adjustments to improve performance.
HUMAN RESOURCE DEPARTMENT
 HUMAN RESOURCE
DEPARTMENT
 Talent acquisition
• Identify, attract, and hire talented individuals to
fulfill the workforce needs of an organization.
• Developing and implementing recruitment
strategies, sourcing candidates, screening resumes,
interviews, and making job offers.
 Talent management
• Attract, develop, and retain talented employees to
help an organization achieve its business goals.
• Strategic approach to identify and nurture
individuals with high potential and developing their
skills and competencies to meet the organization's
future needs.
 HUMAN RESOURCE
DEPARTMENT
 Organizational Development

• Improve overall effectiveness and achieve their strategic

goals by enhancing the alignment between the
organization's structure, systems, and people.

• Change Management, leadership development,

performance management and talent management.

 Training and Development

• Design, implement and deliver programs that enhance

employee skills and knowledge and enable them to
perform their job responsibilities effectively.
 HUMAN RESOURCE
DEPARTMENT

 Compensation and Benefits

• Design, implement, and manage the company's
compensation and benefits programs to attract
and retain talented employees.
• These are critical components of an organization's
overall human resources strategy
• Vital role in ensuring to attract and retain top
talent.
 Public Affairs and Development
• Build and maintain the organization's reputation
and relationships with various stakeholders,
including government officials, community
leaders, and the public.
 HUMAN RESOURCE
DEPARTMENT

 ER and IR Departments

Separate departments in HR that focus on different aspects of

employee relations within an organization.

 Employee Relations (ER)

• Managing and improving the relationship between employees

and the organization.

• Develop and implement policies and practices that create a

positive work environment, promote employee engagement and
productivity.

• Manage grievances and resolving conflicts between employees

and the organization.
 HUMAN RESOURCE
DEPARTMENT
DEPARTMENT
RESOURCE
HUMAN

 IR stands for Industrial Relations

• Managing the relationship between employees and management.

• Responsible for negotiating and managing the collective

bargaining agreements (CBAs) between the organization and
labor unions.

• Monitors compliance with labor laws and regulations and resolves

disputes between labor unions and management.
HUMAN RESOURCE
PRACTICES IN COCA-
COLA
 HR PRACTICES IN
COCA-COLA PAKISTAN

 Recruitment and Selection

 Job Analysis and Job Description
 Sourcing and Attracting
 Screening and Shortlisting Candidates
 Selection Methods
 Training and Development
 On-the-Job Training
 Classroom Training
 E-Learning
 Leadership Development Programs
 Performance Management
 Career Development
 HR PRACTICES IN
COCA-COLA PAKISTAN

 Compensation and Benefits

 Base salary
 Performance-based incentives
 Health insurance
 Retirement plans
 Employee assistance programs
 Paid time off
 Maternity leave
 Performance Management
 Performance Appraisal Process
 Goal Setting and Performance Planning
 Ongoing Feedback and Coaching
 Rewards and Recognition
 HR PRACTICES IN
COCA-COLA PAKISTAN
 Employee Engagement
 Employee Recognition Programs
 Training and Development Programs
 Employee Feedback Mechanisms
 Diversity and Inclusion Initiatives
 Employee Well-being Programs
 Public Affairs and Development
 Government Affairs
 Community Engagement
 Corporate Social Responsibility (CSR)
 Crisis Management
 The Public Affairs and Development
 DIVERSITY, EQUITY, AND
INCLUSION STRATEGY
 Creating an Inclusive Workplace

 The first pillar of Coca-Cola's DEI strategy is to

create an inclusive workplace where all
employees feel valued, respected, and
supported.

 Initiatives like offering diversity and inclusion

training to all employees.

 Leadership development programs for women

and underrepresented groups.

 Policies to prevent discrimination, harassment,

and retaliation
 DIVERSITY, EQUITY, AND
INCLUSION STRATEGY
 Promoting Diversity and Equity
 The second pillar of Coca-Cola's DEI
strategy is to promote diversity and
equity within the organization.
 Goal to achieve gender parity and
increase the representation of
underrepresented groups in
leadership positions.
 Implemented several initiatives,
such as diverse hiring practices,
mentorship programs.
 Employee resource groups that
provide support and networking
opportunities to employees from
diverse backgrounds.
 DIVERSITY, EQUITY, AND
INCLUSION STRATEGY
 Engaging with the community

 The third pillar of Coca-Cola's DEI strategy is to engage with

the community and promote DEI values outside of the

workplace.

 The company has invested in partnerships with non-profit

organizations promoting DEI values.

 Coca-Cola also sponsors several programs and events

celebrating diversity and promoting cultural understanding.

Women's Empowerment

 Committed to women's empowerment and gender equality in

the workplace, marketplace, and community.

 Through the 5by20 program, Coca-Cola creates opportunities

for women to

 improve their livelihoods

 build their skills and confidence

 become more active community participants.

 Supports women's leadership development through its "Women's

Leadership Council" and "Women in Leadership" programs.

 Women's
Empowerment

 Women's Empowerment
 These initiatives aim to create a more diverse and
inclusive workforce
 Increasing the representation of women in leadership
positions and influencing to accomplish the aspiration
to be 50% led by women globally by 2030.
 Impact of DEI Strategy
 DEI strategy has positively impacted the company and
its stakeholders.
 Inclusive workplace has resulted in a more engaged and
productive workforce, leading to increased innovation
and improved business performance.
 SWOT
ANALYSIS
 Enables to find a better way of utilizing an organization's strengths to benefit from the opportunities
available in the industry.

 Helps in dealing with threats that may adversely affect the firm's business in the future.

 Here is a SWOT analysis of Coca-Cola Company concerning HRM:

 Strengths

 Strong employer brand image

 Well-established HR policies and practices

 Vital learning and development programs

 Effective talent management

 Weaknesses

 Lack of diversity and inclusion

 Inefficient performance management

 Limited career growth opportunities

 Opportunities
 Increased focus on diversity and inclusion

 Expansion into new markets

 Embracing technology

 Threats
 Increased competition for talent

 Economic instability

 Changes in labor laws

 Tool used to analyze the external macro-environmental
factors that can affect an organization.
 Concerning HRM, it can help identify factors impacting an
 Economic Factors

organization’s HRM practices.

 Inflation rate,
economic growth
rate, and exchange
rate fluctuations can
impact the HRM
practices.

 A stable economy can

allow the company to
expand.

 The availability of
skilled labor and
wages

 Here is a PEST analysis of Coca-Cola Pakistan concerning

 Social Factors

 Cultural norms and

values,
demographics, and
education levels of
the population can
impact the HRM
practices.

HRM:
 The company needs
to ensure that its
HRM practices align
with its society’s
cultural values and
norms.

 Diverse workforce
can satisfy the needs
of its diverse
consumer base.

 Political Factors
 Political factors that can affect the HRM practices of
Coca-Cola Pakistan include government policies, laws,
and regulations related to labor, employment, and
wages.
 The country's political stability also impacts the HRM
practices of Coca-Cola Pakistan.
 Any political instability can impact the company's
operations and the availability of skilled and trained
human resources.

63
 Economic Factors
 Inflation rate, economic growth
rate, and exchange rate fluctuations
can impact the HRM practices.
 A stable economy can allow the
company to expand.
 The availability of skilled labor and
wages
 Social Factors
 Cultural norms and values,
demographics, and education levels
of the population can impact the
HRM practices.
 The company needs to ensure that
its HRM practices align with its
society’s cultural values and norms.
 Diverse workforce can satisfy the
needs of its diverse consumer base.
 Technological Factors

 Technological advancements impact the

HRM practices by increasing efficiency

and reducing labor requirements.

 The company needs to ensure that its

HRM practices are up-to-date with

technological advancements in the

industry. 65
PROBLEM AREAS
 PROBLEM AREAS
 Lack of Diversity and Inclusion
 Coca-Cola Pakistan's workforce is not
diverse, with most employees of the same
ethnicity and gender.
 Lack of diversity can lead to cultural barriers
and misunderstandings, negatively impacting
team performance and employee morale.
 Limited Career Development Opportunities
 Although company provides training and
development opportunities to its employees,
there are limited opportunities for career
growth within the organization.
 It can lead to a lack of motivation and job
satisfaction among employees, particularly
those who have been with the company for
an extended period.
 PROBLEM AREAS

 Inadequate Performance Management

 While Coca-Cola Pakistan has a performance
management system in place, there are concerns
regarding the effectiveness of the system.
 Lack of clear performance metrics and goals can make
it easier for employees to understand their performance
expectations and for managers to provide constructive
feedback.
 Employee Turnover
 There are concerns regarding high employee turnover in
Coca-Cola Pakistan, particularly among entry-level
employees.
 The lack of career growth opportunities and low
compensation and benefits may contribute to the high
turnover rate.
 PROBLEM AREAS

 Inconsistent HR Policies and Practices

 There are inconsistencies in HR policies

and practices across different regions and

departments within Coca-Cola Pakistan.

 It can lead to employee confusion and

frustration and may negatively impact

employee morale.
RECOMMENDATIONS
RECOMMENDATIONS
 Foster diversity and inclusion
 Work towards building a diverse and
inclusive workplace by implementing
policies and practices supporting
diversity.
 Such as recruiting candidates from
diverse backgrounds and providing
training on cultural awareness and
sensitivity.
 Career growth opportunities
 Coca-Cola Pakistan should provide
employees with clear career growth
opportunities.
 Career paths, job rotations, and cross-
functional training, may be the factors
that ensure employees are motivated
and engaged.
 RECOMMENDATI
ONS
 Improve performance management
 Coca-Cola should improve its system by setting
clear performance metrics and goals
 Through Providing regular feedback and linking
performance to career growth opportunities and
rewards
 Enhance compensation and benefits
 Coca-Cola Company should provide competitive
compensation and benefits packages to attract
and retain top talent, including entry-level
employees.
 Ensure consistency in HR policies and practices
 Ensure that HR policies and practices are
consistent across all regions and departments to 72
avoid employee confusion and frustration.
 RECOMMENDATIONS

 Strengthen employee engagement

 Focus on strengthening employee engagement by

creating opportunities for two-way communication.

 Recognizing and rewarding employee contributions and

promoting work-life balance.

 Enhance ER and IR processes

 Enhance Employee Relations and Industrial Relations

processes to ensure a harmonious and productive
workplace,

 Including conflict resolution mechanisms and grievance

procedures
73
CONCLUSIO
N
 CONCLUSION
 Coca-Cola Pakistan is a leading beverage industry player with

a strong brand reputation and a commitment to sustainability

and corporate social responsibility.

 The company's HR practices reflect its commitment to

excellence, with various initiatives designed to attract,

retain, and develop top talent.

 However, our analysis also highlighted several areas for

improvement.
 CONCLUSION
 By implementing the recommendations, Coca-Cola
Pakistan can build on its strengths and address areas
for improvement, creating a more engaging, and
productive workplace for all employees.

 It, in turn, will help the company to achieve its

business objectives, drive innovation and growth, and
maintain its position as a leader in the beverages
industry in Pakistan.
THANKYOU