A presentaion on how the coca cola company does its job analysis.presented by HCBF students

2. JOB ANALYSIS OF THE COCA COLA
COMPANY PAKISTAN

3. Group members
 TALHA NAZAR
 ABDUL WAQAS
 KHUZAIMA NASIR AWAN
 MOHSIN GILLANI
 FARAZ ISHAQUE

4. INTRODUCTION
The focus of this report is basically to
analyze the different management
functions at Coca cola beverages
Pakistan limited Karachi. These functions
include planning, organizing, leading and
controlling.

5. History
international
Coca-Cola laid the foundation of the beverage industry
when it was formed in May 1886 in Atlanta. However it
was not until 1895 that the idea of selling coke in bottles
was introduced. With the passage of time Coca-Cola
gained popularity and its product began to get
recognized internationally. Thus from its mere beginning
in 1886 Coca-Cola has now been transformed into a
strong multinational with its product being currently
recognized all over the world. Coca-Cola, in fact, has
now become one of the most famous and widely
consumed brands in the world. It has not only
established its footings in the beverage industry but is
currently heading the list of the most financially sound

6. HISTORY
PAKISTAN
Although Coca-Cola is not a new name for the local
market, Coca-Cola Beverages Pakistan Limited (CCBPL)
began its operations on 26 May 1996 in Pakistan. Coca-Cola
Beverages Private LTD (CCBPL) is a joint venture between
Coca-Cola International, Fraser and Neeves Singapore and
Package Ltd. Initially it acquired National Beverages LTD
Karachi and later acquired International Beverages LTD
Hyderabad .
In May 1996 Fraser and Neeves, a Singapore based bottler of
Coke, bought off the local bottlers in Karachi. Not long after it
went on to acquire the bottling plants in Hyderabad as well.
Since then coke has made an impressive impact on the local
market by increasing it’s availability as well as its volume
share. CCBPL has decided to expand its operations in
Pakistan by buying other bottlers all over Pakistan.
Implementing their plans of acquisitions of other plants they

7. PRODUCTS
Coca cola Beverages Pakistan has a very narrow product range.
It has the following brands in Pakistan.
 Coca Cola
 Sprite
 Fanta
 Sprite 3G
 Coke diet
 Sprite Zero
These products are sold in the market in different sizes of
bottles. These sizes are available for all its products
 250ml
 250 ml (Non Returnable)
 300ml
 1 liter
 1.5 liter pet
 2.25 liter

8. HIERARCHY OF COCA-COLA
General
manager
Finance Human Sales and Industrial
capital production
manger marketing relationship

9. HUMAN RESOURCE MANAGEMENT
 Human Resource Management (HRM) is the
function within an organization that focuses on
recruitment of, management of, and providing
direction for the people who work in the
organization. HRM can also be performed by line
managers.
 HRM is the organizational function that deals with
issues related to people
 HRM is also a strategic and comprehensive
approach to managing people and the workplace
culture and environment.

10. IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT
 HRM plays a strategic role in managing people and
the workplace culture and environment. If effective, it
can contribute greatly to the overall company direction
and the accomplishment of its goals and objectives.
 The New Role in Human Resource Management
More and more companies seek the outsourcing
services of HR recruitment companies.
 The focus on HRM is now moved to the strategic
utilization of employees and the measurable impact of
employee programs over business.
 Nowadays successful companies need to be
adaptive, resilient, quick to change direction and
customer-centered. Within such an environment the
effectiveness of HRM is crucial to business success.

11. ROLE OF HR MANAGER in COCA COLA
ADMINISTRATIVE
HR administrators function as the first point of
contact for employee enquiries and requests.
This course provides a ‘best practice’ approach
to the key administrative activities.
 Policy Maker
 Advisor Housekeeper:
 Counselor
 Ethical Concerns
 Welfare Officer
 Legal Consultant

12. ROLE OF HR MANAGER in COCA COLA
OPERATIONAL ROLES
The operational role of HR management is heavily
oriented to processing and record keeping.
 Recruiter
 Training
 Motivation
 Communication
 Corporate Culture

13. ROLE OF HR MANAGER in COCA COLA
STRATEGIC ROLES
Strategic role of human resource management is
the process of linking the human resource
function with the strategic objectives of the
organization in order to improve performance.
 Change Agent
 Strategic Partner
 Value Added of HR Business Partner

14. JOB ANALYSIS
 Job analysis is the formal process of identifying the
content of a job in terms of activities involved and
attributes needed to perform the work and identifies
major job requirements.
 Job analysis provide information to organizations
which helps to determine which employees are best
fit for specific jobs.
 Industrial/organizational psychologists are often the
professionals who perform job analysis. These
professionals use either a task-oriented or worker-
oriented approach.
 TASK-ORIENTED

15. PURPOSE OF JOB ANALYSIS
One of the Main Purposes of Conducting Job Analysis is to
Prepare Job Descriptions and Job Specifications Which in
Turn Helps Hire the Right Quality of Workforce into an
Organization. The General Purpose of Job Analysis is to
Document The Requirements of a Job And The Work
Performed.
IDEAL JOB ANALYSIS
 Duties and Tasks
 Environment
 Relationships
 Requirements

16. IMPORTANCE OF JOB ANALYSIS
 Job analysis helps in analyzing the resources and
establishing the strategies to accomplish the
business goals and strategic objectives.
 job analysis is to prepare job description and job
specification which helps to hire right quality of
workforce.
 Job Analysis can be used in training.
 Job Analysis can be used in compensation to
identify or determine: skill levels, compensable
job factors, work environment, responsibilities and
required level of education.
 Job Analysis can be used in selection procedures

17. METHODS OF JOB ANALYSIS
Job Analysis Methods Can Be Categorized into Four
Basic Types:
(1) Observation Methods
(2) Interview Techniques;
(3) Questionnaires
(4) Headhunting

18. ANALYSIS OF THE ORGANISATION
STRUCTURE
DEPARTMENTALISATION
WORK SPECIALISATION
AUTHORITY AND RESPONSIBILITY
DELEGATION AND ACCOUNTABILITY
SPAN OF CONTROL
RESOURCE ALLOCATION
ORGANISING THE HUMAN RESOURCES
TRAINING
CONTROLLING
PERSON’S EVALUATION SYSTEM

19. JOB ANALYSIS FOR COCA COLA
SALES MANAGER
 Educational Background
 Knowledge
 Experience
 Professional And Personal Skills
 General Responsibilities of a Sales Manager

20. PEST ANALYSIS
Political factors
 POLITICAL INSTABILITY
 TRADE BARRIERS
ECONOMIC FACTORS
 INFLATION
 RECESSION

21. PEST ANALYSIS
SOCIAL FACTORS
 HUMILIATING MUSLIM’S RELIGION
 SOCIAL BARRIERS
 MAKING A PLACE IN THE HEARTS OF YOUNG
GENERATION
TECHNOLOGICAL FACTORS
 IMPORTED FROM USA
 LOCAL CONTENT
 AUTOMATED SYSTEM AND EQUIPPED

22. SWOT ANALYSIS
STRENGTHS
 AGGRESSIVENESS IN THE MARKET
 AVAILABILITY OF PRODUCTS:
 REGULAR SUPPLY:
 QUALITY OF PRODUCTS :
 EMINENT BRAND NAME
 STRONG MULTINATIONAL:
WEAKNESSES
 WORD OF MOUTH
 LACK OF POPULARITY
 UNAWARENESS
 HEALTH ISSUES

23. SWOT ANALYSIS
OPPORTUNITIES
 SUCCESSFUL BRANDS TO PERSUE
 ADVERTISEMENT
THREATS
 FAKE PRODUCTS:
 COMPETITOR’S SCHEMES
 THE MANGO SEASON

24. CONCLUSION
After The Detailed Study On The Job Analysis Of Coca Cola
Company It Is Concluded That The Human Resource
Management Is Delivering Its Competency And Is Prudent In
Acquiring Human Capital To Achieve Its Strategic Goals. All
Aspects While Recruiting, Selecting, Training, Compensation
And Performance Appraisal Of An Individual Are Duly Taken
Into Consideration That She/he Would Prove To Be An
Unexangeable Asset For The Company And Will Work
Competently To Achieve Organizational Aims And Goals In
The Short Run As Well As Long Run.

25. RECOMMENDATIONS
Though The Company Has A Strong Profile Of Human
Resource Management But Yet Coca Cola Is Neglecting
Certain Areas Which Are Equally Important In Achieving
Organizational goals i.e. Sales.
 Incentives for sales departments
 Higher advertisements
 High budget for marketing departments
 Become more systematic