HRM ANALYSIS

THE Coca-Cola COMPANY

 Submitted By:
 Noman Iqbal – MB 922133 (Group Leader)
 Haroon Khan – MB 922139
 Ahsan Raza - MB 922141
 Arkish ul Rehman – MB 922144
 Semester:
 MBA 1st (Weekend)
 Subject:
 Human Resource Management
 Submitted To:
 Dr. Saeed Ahmed
 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

 Coca-Cola's product portfolio includes 200 brands,

Dr. John
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.

 Profitability

Coca-Cola aims to generate profits for its shareholders by

increasing revenues, 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
 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.

 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.
 OBJECTIVES OF COCA COLA

 Brand strength

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

marketing and advertising campaigns, partnerships, and

sponsorships.
HISTORY OF COCA COLA
 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

“Delicious and Refreshing”.

 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 and distribute Coca-Cola in their

local areas.

 In 1915, Coca-Cola created the iconic contour

bottle, which became a symbol of the brand

and helped to differentiate it from other soft

drinks on the market.

 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 İçecek (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
C
people.
 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.
ORGANIZTION
ORGANIZATIONAL HIERARCHY
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
MANAGEMENT FUNCTIONS OF COCA-COLA
 Planning
 Defining the company's mission, setting goals and objectives, and
developing.
 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
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

 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 and paternity 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.
DIVERSITY, EQUITY, AND INCLUSION STRATEGY
 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.
DIVERSITY, EQUITY, AND INCLUSION STRATEGY
 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

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 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
 SWOT ANALYSIS

 Opportunities
 Increased focus on diversity and inclusion
 Expansion into new markets
 Embracing technology

 Threats
 Increased competition for talent
 Economic instability
 Changes in labor laws
PEST ANALYSIS

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 PEST ANALYSIS
 Tool used to analyze the external macro-environmental factors that can
affect an organization.
 Concerning HRM, it can help identify factors impacting an organization’s
HRM practices.
 Here is a PEST analysis of Coca-Cola Pakistan concerning HRM:
 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. 58
 PEST ANALYSIS

 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. 59
 PEST ANALYSIS

 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.

60
 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.
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 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.
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 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.

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 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.

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 RECOMMENDATIONS
 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 avoid employee confusion and frustration.
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 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

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 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