The presentation is about the HRM structure and functions of coca cola Bangladesh.

1. HRM POILCIES OF
COCA COLA
BANGLADESH.
Group - 7

2. 2
Group Members
₪ Tasnim Ansari – 16221009
₪ Mehedi Hassan Bappy – 16221021
₪ Ridwanul Azim – 16221023
₪ Debanik Chakraborty – 16221025
₪ Syed Ishtiak Uddin Ahmed -
16221031

3. COMPANY
OVERVIEW

4. Leading
Beverage
company
01
It’s the word’s
largest producer and
distributor of syrups
and concentrates for
03
Consume 600
million times
per day
02

5. 5
It is recognized to
94% of the to world’s
population

6. HISTORY

7. 7
1 2 3 4 5 6
1886 1891 1899 1909 1930 1960
Birth
Of
Coca
cola
1st
bottling
Bottling
Agreem
ent
Bottling
plant
Moving
Globally
New
Brand

8. 8
Coca cola was first made for the cure
of
Headache

9. 9
The sale of the first year was
only
$50
Only 9servings of the drink

10. 10
And now sale of coke of each
day is
1.8 billion

11. 11
Mission
1.They will be the best
marketers in the world.
2.To create value and make
difference
3. Serving the board section of
the customer

12. 12
Vision
1. People: Be a great place to
work where people are
inspired to be the best they
can be.
2. Portfolio: Bring to the
world a portfolio of quality
beverage brands that
and satisfy people's desires
needs.
3. Partners: Nurture a

13. 13
Vision
4. Planet: Be a responsible
citizen that makes a
by helping build and support
sustainable communities.
5. Profit: Maximize long-term
return to shareowners while
being mindful of our overall
responsibilities.
6. Productivity: Be a highly
effective, lean and fast-

14. HRM CYCLE O F
COCA - COLA

15. Acquisiti
on
Training
&
Develop
ment
Compensa
tion
Maintena
nce
HRMCycle of Coca Cola

16. ACQUISITION

17. Job Analysis andDesigning
Make analysis on their
employees’ job description from
work activities, human behavior,
performance standard, job
context etc.
.
Planningand Forecasting
Involves in the company
strategic planning to hire
sufficient employees in the
future & forecast the expected
needs of employees in the
organization.
Recruitment
Candidates are recruited through
internal and external sources.
SelectionProcess
Employees are selected based on
how well they perform at the
selection tests.
Acquisition of Coca Cola

18. Job Posting and
Bidding
Employee Referrals
Talent Bank
Internal Recruitment

19. Job Fair
Organized by
graduating
institutions where
Coca-Cola
Bangladesh is
invited to set up
their stalls and
interview the
potential candidates
Job
AdvertisingCoca-Cola
advertises their job
opening through
their official
website, on local
newspaper, through
commercial
websites
Internship
Program
The graduates are
offered internships
by the company
External Recruitment

20. Selection Process
Interview
Psychometric
Test
Group Exercise
Presentation
Role Play

21. TRAINING
&
DEVELOPMENT.

22. 22
TRAINING
&
DEVELOPMENT
To improve as a company and to help associates
realize their full potential, Coca-Cola BD are
committed to extending training and
development programs to their associates at all
levels of the organization.
Coca-Cola invests over 80,000 hours annually in
training.
The perspective of Coca Cola is to enhance its
training and development in way which does
not affect the creativity of the workers, and
therefore allows it to create an advantage for
the company.

23. 23
Objectives based on whichthe companysets its
trainingprogramare:
 Develop the
competences of
employees and improve
their performance;
 Help people to grow
within the organization
in order that, as far as
possible, its future
needs for human
resource can be met
from within;
 Reduce the learning time
for employees starting in
new jobs on appointment,
transfers or promotion
 Ensure that they
become fully
competent as quickly
and economically as
possible.

24. 24
Training
Skills Training Technical Training
Leadership Training
Functional Training

25. 1
2
3
4
Skill Training
₪ Provides system training.
₪ Introduce employees to
company operation and
basic skills.
₪ Presentation, sales and
public speaking skills are
developed.
 Making employees to be more
efficient in technical ways.
 Help employees to develop self
confidence, saves time and help
in promotion.
 Training the futures as well as
current managers and
leaders.
 Help to learn time
management, management
assessment, skill assessment,
management consulting and
other skills.
₪ On the job training, includes
diplomas and degrees on
respective field of expertise.
₪ Help associates in improving
their capabilities and
expertise in commercial
leadership, franchise
leadership, consumer
marketing as well as
Technical Training
Leadership Training
Functional Training

26. 26
Evaluation of
Training Process
Level 1: Reaction Level 2: Learning
Level 3: Behavior Level 4: Result

27. 27
Reaction
What the members thought
about the system,
materials, trainers,
technique, contents.
Calculating the level to which
concepts, information,
techniques, and abilities have
been obtained. paper-and-
pencil assessments, expertise
methods, and job models are
Learning
Behavior
Determine the level to
which abilities and
knowledge discovered in
the system have
converted into enhanced
behavior on the job.
Result
Evaluation of results includes
tracking business
enhancement such as cost
benefits, work outcome and
quality changes.Through
extensive calculation the

28. COMPENSATION
IN
MANAGEMENT

29. 2
9
THE COMPENSATION
PACKAGE
1 Base Salary
2 Annual Incentive
3 Equity Compensation Plan

30. 30
Coca Cola Company has adopted a pay-for-performance
structure that strives to award employees for their
contribution to the company’s growth.
At coca cola, employees are categorized into job groups.
Each job group has a specified pay package.Variation of
payments among individuals of the same group can vary.
Ordinarily, an employee would be assured of a set amount
of money, at the end of a specified period (e.g. a month).
Coca Cola maintains a standard base-pay structure that
ascertains employees receive a standard basic pay.
.The standard pay represents the basic compensation that
employees require for sustenance, satisfaction of
PAY STRUCTURE
AT
COCA COLA

31. 31
• Travel allowance
• Transport allowance
• Housing Allowance
• Physical Checkup
• Vision
• Dental
• Counselling
• Short and Long term
disability benefit
• Group Life Insurance
• Dependent Life Insurance
Employees who have
performed exemplary are
recognized and rewarded
through the company’s
elaborate reward program.
OTHER BENEFITS
HealthBenefit
Allowance Insurance Coverage
Awards

32. 32
M O R E D E T A I L S
Under the plan, the employee saves and
invests part of their salaries prior to taxation.
The management at Coca-Cola sets a duration,
in which the employee is expected to have
worked before he can access funds under 401(k)
plans.
it enables the employee to save without
managing the inconvenience of making
deposits.
THE
401(K)
PLAN
RETIREMENT
AND
BENEFIT
PLANS

33. MAINTENANCE
FUNCTIONS
OF
COCA COLA BD

34. 34
PERFORMANCE APPRAISAL IN
COCA-COLA BANGLADESH

35. To Increase Motivation
to Performance
Effectively
01
To Increase Self Esteem
02
To Gain New Insight
into Staff & Supervisors
03
Performance Appraisal Objectives in Coca
Cola BD

36. To distribute rewards
on a fair and credible
basis
05
To clarify
organizational goals so
they can be more
readily accepted
07
To improve
institutional/departme
ntal manpower
planning, test
validation, and
09
To ensure Better
clarification and define
job functions and
responsibilities
04
To develop valuable
communication among
appraisal participants
06
To encourage increased self-
understanding among staff
as well as insight into the
kind of development
activities that are of value
08

37. 37
31 42
Ongoing Review
of
Position &
Performance
Job
Descriptions
360 Degree
Performance
Appraisal
Comparison
with Global
Standard
Performance Appraisal Process

38. 38
CAREER MANAGEMENT IN
COCA-COLA BANGLADESH

39. 39
1
2
3 4
Being a
Part of
Diversified
Team
The Special
Training
Facilities
Ability to
Grow with
Coca Cola
BD
Opportunity
to turn
Passion into
Action

40. 40
1
2
3 4
A Career
Full of
Experience
s
Learning
Excellent
Strategies
The
Unique
Values &
Cultures
A Rewarding
Environment

41. 41
GRIEVANCE MANAGEMENT IN
COCA-COLA BANGLADESH

42. 42
1
Who the
Employee Should
Contact about
the Grievance
M O R E D E T A I L S
2
How to Contact
this Person
M O R E D E T A I L S
3
Other Guidance
included in the
Staff Handbook
M O R E D E T A I L S

43. 43
INDUSTRIAL RELATION IN
COCA-COLA BANGLADESH

44. 44
• The company gives highest
emphasis on the staff-
management relationship.
• Coca-Cola BD is a highly
employee oriented company
• TheTop management always
provide an encouraging
environment
INDUSTRIAL
RELATIONS

45. Thank
You