This presentation contain details about HR department of Coca-Cola Beverages Pakistan Limited.

2.  The Coca Cola Company is one of the biggest manufacturers,
distributer and marketers of beverages in the world. It offers
more than 400 brands in approximately more than 312
countries.
 Coca-Cola was first made in Atlanta, Georgia, on May 8,
1886 by Dr. John Stith Pemberton, a local pharmacist
produced the drink.
 Later the formula and brand of Coca-Cola were bought in
1889 by Asa Griggs Candler
 Coca-Cola entered the Pakistani market in 1953, with the
first plant being set up in Karachi.
 In 1996, Coca-Cola Beverages Pakistan Limited (CCBPL)
was established.
 After the introduction of Coca-Cola, Fanta was introduced in
1965, Sprite was introduced in 1972, and after a gap of 30
years, Diet Coke and Fanta Lemon were introduced in 2001.
John Pemberton
Asa Griggs Candler

3. Build a sustainable and profitable business through refreshing consumers, partnering
with customers, delivering superior value to shareholders and being trusted by
communities.
 To refresh the world.
 To inspire moments of optimism and happiness.
 To create value and make difference.

4. Our vision is to become the outstanding beverage FMCG company by 2020
leading the market, inspiring people, adding value through excellence.
 People: Be a great place to work where people are inspired to be the best they
can be.
 Portfolio: Bring to the world a portfolio of quality beverage brands that
anticipate and satisfy people's desires and needs.
 Partners: Nurture a winning network of customers and suppliers, together we
create mutual, enduring value.
 Planet: Be a responsible citizen that makes a difference by helping build and
support sustainable communities.
 Profit: Maximize long-term return to shareowners while being mindful of our
overall responsibilities.
 Productivity: Be a highly effective, lean and fast-moving organization.

5.  Accountability: We act with high sense of responsibility and hold ourselves
accountable.
 Passion: We put our hearts and mind into what we do.
 Integrity: We are open, honest, and ethical and we trust and respect each other.
 Teamwork: We collaborate for our collective success.

6.  Develop rules and procedures.
 Provide recruiting services & support.
 Recruitment & Selection
 Training & Development
 Compensation & Benefits
 Employee Relations
 Manages the performance appraisal and feedback forms.
 Employee loyalty
 Employee satisfaction
 Quality Work
 Productivity
 Good Will

7.  The Coca-Cola Export Corporation, Pakistan & Afghanistan
Region (TCCEC)
 Coca-Cola Beverages Pakistan Limited (CCBPL)
established in 1996 by The Coca-Cola Company. Currently
almost 50% shares, along with management rights of
CCBPL lie with Coca-Cola İçecek (CCI), the sixth
largest Coca-Cola bottler in the world. CCI has a presence
in 10 countries including Azerbaijan, Iraq, Jordan,
Kazakhstan, Kyrgyzstan, Pakistan, Tajikistan, Turkey and
Turkmenistan.
 Extensive network of distributors, retailers and customers.

9. Production
Industrial Relations
Sales & Marketing
Human Capital
Finance & Accounting

11.  Job analysis and design of work
 Recruitment and selection
 Training and development
 Performance appraisals
 Compensation
 Employee relationships
 Staff welfare
 Medical policies

12.  Acquisition & Retention
 knowledgeable employees
 Job Security

13. Job description: A list of job duties,
responsibilities, reporting relationship, working
conditions and supervisory responsibilities.
Job specification: A list of a job’s human
requirement that is requisites education, skills,
personality, and so on-other product of a job analysis.

14.  The process of deciding what all positions should be filled
by the firm, and how to fill them.
 Coca Cola HR department involves in company strategic
planning and they also make sufficient planning for hiring
new employees in the future.
 Coca cola forecasts for the expected employees needs in the
organization. It’s basically done on the change of
technology and increasing in productivity.
 After planning, this report is sent to the head office for the
approval. If the approval is given from the head office, the
recruitment process is started.

15. Coca- Cola recruitment process is well established
They gives ads in
 Newspaper
 Company website
 Institutions

16. Internal recruiting: It is recruiting source seeking
applicants for positions from among the ranks of those currently
employed. The methods of internal recruitment are Job Posting &
Employee Referrals.
Advantages Disadvantages
 Better assessment of candidates
• Creates vacancies
 Reduces training time • Stifles diversity
 Faster & Cheaper • Insufficient supply of candidates
 Motivates employees
 High Performance Work System
characteristic

17. External recruiting: It is recruiting source seeking
applicants for positions from outside the organization. The
methods of external recruitment are E-Recruitment, Job Fairs and
Universities.
Advantages Disadvantages
 Increases diversity  expensive
 Facilitates growth  slower
 Shortens training time  less reliable data
 A theory that you get new/novel
problem solving
 stifles upward movement of personnel

18. • That source which help the company in identifying and
attracting potential employees.
The major recruitment sources are following
 Media Advertisement
 E- Recruitment
 Employment agencies
 Executive search firms
 Special events recruiting
 College Recruiting
 Summer internships

19.  They collect resumes at their every territory
 To fulfill their talent bank they visit universities and
colleges
 Their major recruitment source is E-Recruiting.
 They are working on such type of advertisements which are
according to the Job description and specification.
 Their recruitment adds are published by the their Media
department.
 Ads and vacancies banners are being offered by every
territory as demanded.

20.  Their recruitment process is well established first of all they
give ads, company website, institutions job fair etc. Once
they receive an application form, candidates with required
documents and CV.
New Vacancy
Hiring Probation
Period
Short Listing
of CV’s
Position
Advertise
Interview
Conformation
of Services

21. Selection Tools at Coca-Cola:
The selection process will vary depending on the position the applicant is
applying for, as one process can’t fit all the different roles.
However, in most cases a combination of any of the following tools will be
used.
1. Interview:
 The interview is designed to reveal more about you and your experiences.
They will ask for examples of how you behaved in different situations,
maybe at school, university, a club, at home or in previous jobs.
2. Group exercises:
 They are a very much a team at CCBPL so these will show us how
effectively you work with people. They’re a good opportunity for us to see
how you communicate, influence and involve other people in the workplace.

22. 3. Presentations:
 Presentations give the chance to show your ability to
communicate to a group of people on a specific topic. You may
be given a topic in advance or on the day.
4. Role Plays/Situational Exercises:
 Designed to assess how you react in certain situations, these help
to highlight particular skills and how well you’re suited for a
position. They may be given facts and figures to review, or a
report to complete; they may also have an assessor acting as a
customer or employee to simulate a situation that could occur in
the workplace.
Selection Tools at Coca-Cola
Continue…….

23. Screening
Rejected
Aptitude
Test
Interview Job Offer

24. • HR department manager says that employees are our assets,
there for we are careful about their health and benefits. We
give following compensation and benefits:
 Basic salary
 Bonus
 Medical facility
 Pick and drop
 Gratuity fund
 Social security

25. • Following are the benefits provided by the
CCBPL.
 Annual incentives
 Provident fund & gratuity
 Health & life insurance
 Competitive compensation
 Engaging wok environment

26. • Annual Leaves:
 Coca Cola has different leave structures in
different region and territories depending upon
the designation.
Designation Allowed Leaves
Official Department 26 leaves per annum
Managerial Department 26 leaves per annum
Employees 24 leaves per annum

27. • The culture of Coca-Cola divided
into three Categories:
1. Artifact:
They use state of art architecture
and a beautifully decorated office
which is in compliance with the
values they promote in their
corporate culture, they also use up
to date technological equipment for
their staff so that they can move
shoulder to shoulder with the
competition.

28. 2. People Value:
How the people at the work place behave have a great
impact at coca cola it is how the employees behave with
each other and how the management behave with the
employees, they say at coca cola that there is no place for
negativity and for people who spread negativity should be
dealt accordingly.
3. Multi-tasking:
The management at coca cola believes in multitasking,
because the competition is very tough they always have to
be on their toes so basically multitasking is not their
choice but their necessity. So they have to be quick in
making decision and applying them.

30. There is an open environment in the Coca Cola Company which allows the employees
to communicate with each other and it allows the information to flow inside the
company and discourages the barriers between members to share information.
In CCBPL proper systematic flow of information follows at all levels
Top - Downward Communication:
 In Coca Cola, the flow of information is downward.
 Top management makes the decisions.
 All the necessary information is passes through the head of department to the group
members.

31.  Coca cola follows an international health and safety
policy for its employee that includes safety equipment
for the production staff, shock proof structures, fire
alarms and prevention equipment, etc.
 They also provides safety jackets, hair net and ear
plugs to employees as well as to everyone who enters
in plant.

32.  Performance appraisal is a method of evaluating the behavior of
employees in the work spot, normally including both the
qualitative & quantitative aspect of job performance.
 Coca cola performance appraisal is annually.
 They appraise the employee due to their performance about
goals of the organization .They set the goals at the start of the
year and tell the employees about the goal if the employees
achieve this goal they appraise the employees.

33. • Coca-Cola Uses MBO & 360 degree methods for
performance appraisal.
 In MBO, the employees are given goals at the start of the
year, and then the goals are re-checked semiannually and
at the end of the year the objectives are evaluated and
then accordingly reward is given. It also stated that the
employees are also told about their short comings and
what training they need and what were there good
qualities.
 In 360 degree method, they take reviews about
employees from :the line managers, Stakeholder, Sales
Commercials, Supply chain & customers

35. Training Need Assessment
 First Step to Assess Training Need.
 Training Need = Standard Performance – Actual
Performance

36. Training Need Assessment
Process

37.  CCBPL owns its own training center for employees.
 It also owns a university known as KUODS in it.
 Employees are given change to diversify their skills in
this learning center.
 Suppose an employee is masters in Mechanical
engineering, but he is goo in marketing so CCBPL is
having capability to diversify and enhance the skills in
this learning center.

38.  Career progression at CCBPL is based on
potential.
 They carefully analyze abilities through
experience, performance ratings,
qualifications and competencies and in of
strive for excellence, they ensure that your
potential is put to its best and most efficient
use in our various department

39. 1. On the Job Training:
At CCBPL on the job training is given the utmost
importance. At first a sales man is given information about
the product, sales environment and company policies and
procedures. Ethical behavior is emphasized most so as not
to create any sort of bad habits which can cause great
problems for the company. Normally a new sales man is
supposed to work under another salesman to learn the
basics of selling techniques and the overall environment in
which he will be working.
2. In-House Training Facilities:
Apart from this on the job training, the company also has
some in-house training facilities. The company has a sales
hall in which all the sales personnel are given some tips
regarding the changes in the selling environment and how
to improve efficiency and efficacy. These tips are normally
given by the general manager.

40. 3. Seminars, Workshops & Modules:
Coca Cola also arranges some type of seminars, workshops and
modules related to the sales management, Forecasting of the
daily sales, merchandising, selling skills, supervisory
techniques and other areas related to the sales.
4. Training Through Videos:
Coca Cola does not have any library and special trainers but
they do have the separate space for the training and they also
use some sort of videos to elaborate and show the examples of
effective selling skills and techniques.

41.  Capability Development is a fundamental strategic objective
of CCBPL and an integral part of one of the main pillars of
CCI’s Vision 2020.
 The CCBPL Capability Development Wing would be
focusing on organizational competencies in order to bridge
the skill gap leading to superior performance as well as
create focused training and development plans for our
employees
 CCBPL Capability Development Wing is striving to achieve
the objective of Living Positively, Adding Value, Making
a Difference…!

42. 1. Child Labor:
Coca-Cola is prohibited the hiring of individuals that are under 18 years of age
for positions in which hazardous work is required.
2. Labor Force : Coca-Cola is prohibited the use of all forms of forced labor,
including prison labor, indentured labor, bonded labor, military labor, modern
forms of slavery and any form of human trafficking.
3. Safe & Healthy Workplace: Coca-Cola is dedicated to maintaining a
productive workplace by minimizing the risk of:
 Accidents
 Injury
 Exposure to health risks

43. 4. Work Hours, Wages & Benefits: Coca
cola employees are working 7 hours a day and 40
hours weekly
 Providing flexible working hours
 Providing Competitive wages according to the
position of the employee
5.Workplace Security: Coca cola
committed to maintaining a workplace that is
free from violence, harassment and other
unsafe or disruptive conditions due to internal
and external threats.
 Security safeguards for employees are
provided, as needed, and are maintained
with respect for employee privacy and
dignity.

44. Use external ways of recruitment
 External sources may bring new blood
to the organization and the new
employees will pool up their energies
for the very best of the company. The
new employees will bring new ideas
with them and that will increase
productivity more and more.