Group members TALHA NAZAR ABDUL WAQAS KHUZAIMA NASIR AWAN MOHSIN GILLANI FARAZ ISHAQUE
INTRODUCTION The focus of this report is basically to analyze the different management functions at Coca cola beveragesPakistan limited Karachi. These functionsinclude planning, organizing, leading and controlling.
HistoryinternationalCoca-Cola laid the foundation of the beverage industrywhen it was formed in May 1886 in Atlanta. However itwas not until 1895 that the idea of selling coke in bottleswas introduced. With the passage of time Coca-Colagained popularity and its product began to getrecognized internationally. Thus from its mere beginningin 1886 Coca-Cola has now been transformed into astrong multinational with its product being currentlyrecognized all over the world. Coca-Cola, in fact, hasnow become one of the most famous and widelyconsumed brands in the world. It has not onlyestablished its footings in the beverage industry but iscurrently heading the list of the most financially sound
HISTORYPAKISTANAlthough Coca-Cola is not a new name for the localmarket, Coca-Cola Beverages Pakistan Limited (CCBPL)began its operations on 26 May 1996 in Pakistan. Coca-ColaBeverages Private LTD (CCBPL) is a joint venture betweenCoca-Cola International, Fraser and Neeves Singapore andPackage Ltd. Initially it acquired National Beverages LTDKarachi and later acquired International Beverages LTDHyderabad .In May 1996 Fraser and Neeves, a Singapore based bottler ofCoke, bought off the local bottlers in Karachi. Not long after itwent on to acquire the bottling plants in Hyderabad as well.Since then coke has made an impressive impact on the localmarket by increasing it’s availability as well as its volumeshare. CCBPL has decided to expand its operations inPakistan by buying other bottlers all over Pakistan.Implementing their plans of acquisitions of other plants they
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
HIERARCHY OF COCA-COLA General managerFinance Human Sales and Industrial capital productionmanger marketing relationship
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.
IMPORTANCE OF HUMAN RESOURCEMANAGEMENT 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.
ROLE OF HR MANAGER in COCA COLAADMINISTRATIVE 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
ROLE OF HR MANAGER in COCA COLAOPERATIONAL ROLES The operational role of HR management is heavily oriented to processing and record keeping. Recruiter Training Motivation Communication Corporate Culture
ROLE OF HR MANAGER in COCA COLASTRATEGIC 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
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
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
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
METHODS OF JOB ANALYSIS Job Analysis Methods Can Be Categorized into Four Basic Types:(1) Observation Methods(2) Interview Techniques;(3) Questionnaires(4) Headhunting
ANALYSIS OF THE ORGANISATIONSTRUCTURE DEPARTMENTALISATION WORK SPECIALISATION AUTHORITY AND RESPONSIBILITY DELEGATION AND ACCOUNTABILITY SPAN OF CONTROL RESOURCE ALLOCATION ORGANISING THE HUMAN RESOURCES TRAINING CONTROLLING PERSON’S EVALUATION SYSTEM
JOB ANALYSIS FOR COCA COLASALES MANAGER Educational Background Knowledge Experience Professional And Personal Skills General Responsibilities of a Sales Manager
PEST ANALYSISPolitical factors POLITICAL INSTABILITY TRADE BARRIERSECONOMIC FACTORS INFLATION RECESSION
PEST ANALYSISSOCIAL FACTORS HUMILIATING MUSLIM’S RELIGION SOCIAL BARRIERS MAKING A PLACE IN THE HEARTS OF YOUNG GENERATIONTECHNOLOGICAL FACTORS IMPORTED FROM USA LOCAL CONTENT AUTOMATED SYSTEM AND EQUIPPED
SWOT ANALYSISSTRENGTHS 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
SWOT ANALYSISOPPORTUNITIES SUCCESSFUL BRANDS TO PERSUE ADVERTISEMENTTHREATS FAKE PRODUCTS: COMPETITOR’S SCHEMES THE MANGO SEASON
CONCLUSIONAfter The Detailed Study On The Job Analysis Of Coca ColaCompany It Is Concluded That The Human ResourceManagement Is Delivering Its Competency And Is Prudent InAcquiring Human Capital To Achieve Its Strategic Goals. AllAspects While Recruiting, Selecting, Training, CompensationAnd Performance Appraisal Of An Individual Are Duly TakenInto Consideration That She/he Would Prove To Be AnUnexangeable Asset For The Company And Will WorkCompetently To Achieve Organizational Aims And Goals InThe Short Run As Well As Long Run.
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