The Coca-Cola Company is one of the largest beverage manufacturers and distributors in the world, formed in 1886. It offers over 400 brands across more than 312 countries. Coca-Cola has grown rapidly through strategic acquisitions and by introducing new products like Fanta, Sprite, and Diet Coke. The company focuses on internal recruitment and talent development to maintain its culture and train employees on its safety and health protocols to ensure long-term success.

2. MBAS15M024

3. The Coca Cola Company is one of the biggest
manufacturers, distributer and marketers of beverages in the
world. It was formed in 1886. Coca Cola offers more than
400 brands in approximately more than 312 countries.
Introduction of the Company

4. John Pemberton
Born: July 8, 1831
Died: August 16, 18
1886 at Atlanta pharmacist, United States
In the first year, Pemberton sold just nine
glasses of Coca-Cola a day .
 five cents a glass.

5. 1888-1891, Atlanta businessman Asa
Griggs Candler secured rights to the
business for a total of about $2,300. Candler
would becomeCoca-Cola’s first president.
Advertising focused.
In 1905 The company also wanted to create
a distinctive bottle shape to assure people
they were getting a real Coca-Cola
At The end of 1918 Coca-Cola Company
grew rapidly and before long expanded into
Canada, Panama, Cuba, Puerto Rico, France
and other countries
Born: December 30, 1851
Died: March 12, 1929
First president

6.  Robert Winship Woodruff was the 2nd
president of The Coca-Cola Company from
1923 until 1954.
Woodruff was a marketing genius who
saw opportunities everywhere.
1928 introduced Coca-Cola to
the Olympic Games for the first time.
Robert Winship
Woodruff From the mid-1940s until 1960, the
number of countries with bottling
operations nearly doubled.
American lifestyle.
Part of the people life .

7. After 70 years of success with one brand, The
Coca-Cola Company decided to expand its range of
flavours. Fanta, originally developed in the 1940s,
was introduced in the 1950s, before Sprite followed in
1961, TAB in 1963 and Fresca in 1966.

8. Roberto Críspulo Goizueta was
Chairman, Director, and Chief Executive
Officer of The Coca-Cola Company from
August 1980 until his death in October
1997.
History of Diet Coke
 in 1985 was the development of a new
taste for Coca-Cola.
The 1990s, support of the Olympic
Games, FIFA World Cup™ football, Rugby
World Cup and the National Basketball
Association.

9. Coca-Cola Pakistan 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
At the end of 2013 it was operating 6 bottling plants and 13
warehouses throughout the country.
Pakistan will see three new plants open in the next 18
months in Karachi, Multan and Islamabad .
Investing $500m in Egypt.
1. Coca-Cola
2. Diet Coke
3. Fanta
4. Kinley
5. Minute Maid Pulpy
6. Sprite
7. Sprite 3G

11. Mission
“Our Roadmap starts with of our mission, which
is enduring. It declares our purpose as a
company and serves as a standard against which
we weigh our actions and decisions’’.
Vision
“ We will become the best and
biggest anchor bottler in the
world”

12. MD
Finance
Production
HRM
Marketing
Quality
Admin
Organization Structure

13. MBAS15M018

14. HRM FUNCTIONS
Staffing
Training &
Development
Motivation Maintenance

15. Staffing

17.  Any activity carried on by the organization
with the primary purpose of identifying and
attracting potential employees
 Represents the first contact between
organizations and prospective employees
 Organizational activities that influence:
 The number and types of applicants who apply for a
job
 Whether the applicants accept jobs that are offered

18.  Internal Recruiting
◦ Internal recruiting—recruiting source seeking
applicants for positions from among the ranks of
those currently employed
◦ advantages
 better assessment of candidates
 reduces training time
 faster
 cheaper
 motivates employees
 High Performance Work System characteristic

19.  Internal Recruiting
◦ disadvantages
 creates vacancies
 stifles diversity
 insufficient supply of candidates

20.  External Recruiting
◦ External recruiting—recruiting source seeking applicants
for positions from outside the organization.
◦ Advantages
 increases diversity
 facilitates growth
 shortens training time
 A theory that you get new/novel problem solving
◦ Disadvantages
 expensive
 slower
 less reliable data
 stifles upward movement of personnel

21.  That source which help the company in
identifying and attracting potential employees
 The major recruitment sources are following
1. Media Advertisement
2. E-recruitment
3. Employment agencies
4. Executive search firms
5. Special events recruiting
6. College Recruiting
7. Summer internships

22. •Coca Cola does not prefer external recruitment
•Their basic focus is on Internal recruitment
. They maintain a talent bank for meeting internal hiring needs
• They only do external hiring in case of sudden recruitments
They forecast their future needs and collect the data of
applicants in advance
• They have an offer to drop resume for any job at their
website.

23. They collect resumes at their every territory
•To fulfill their talent bank they visit universities and colleges
Previously the Multan territory visit BZU and IUB and
collect the data.
•They take interviews of 350 candidates and selected only 3 applicants
Their major focus is on quality and their standards
of recruitment are high
• Last time their selection standard was 85 % marks in masters.

24. • 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.
• Adds and vacancies banners are being offered by every
territory as demanded.

28.  The process of choosing individuals who have
relevant qualifications to fill existing or projected job
openings.
 Selection Considerations
◦ Person-job fit: job analysis identifies required
individual competencies (KSAOs) for job success.
◦ Person-organization fit: the degree to which
individuals are matched to the culture and values of
the organization.

29. Completion
Of
application
Initial
Interview
Employment
testing
Background
Investigatio
n
Preliminary
selection in
HR
department
Interviews
Medical
Exam
Drug
testing
Hiring
Decision

30. • In coca cola for Selection there is HR department
• But only they involve only in major hiring
• Mostly the labor and middle level management is hired by the
plant authorities
• They follow the decentralization approach. The country
Manager is responsible for all matters
There is a proper selection process according to
the international standards

31. •Coca cola gets data by both manual and online
application form.
•They offers different ways to apply for job at their
website
•They have a separate department which only deals
with that matters.
•This is called Data bank department. Conducted by
HRIS of the Coca cola
•They have not yet adopted the polygraph, graphology,
Bib and other advance sources
•Their major focus is on the Background investigation.

32.  Employment Test
◦ An objective and standardized measure of a sample
of behavior that is used to gauge a person’s
knowledge, skills, abilities, and other characteristics
(KSAOs) in relation to other individuals.

33.  Physical Ability Tests
◦ Must be related to the essential functions of the the
job.
 Job Knowledge Tests
◦ An achievement test that measures a person’s level
of understanding about a particular job.
 Work Sample Tests
◦ Require the applicant to perform tasks that are
actually a part of the work required on the job.

34. •Coca cola conduct various types of tests for different
needs
•First of all they conduct a aptitude test to check
academic knowledge.
•They also conduct the work sample test for technical
seats
•The behavioral test comes at end . Conducted only for
final candidates
•A survey show that they conduct about 5 tests for one
recruitment.
•Tests are conducted on both region and head quarter
level

36.  Nondirective Interview
◦ The applicant determines the course of the
discussion, while the interviewer refrains from
influencing the applicant’s remarks.
 Structured Interview
◦ An interview in which a set of standardized
questions having an established set of answers is
used.

37.  Coca-Cola does not conduct interviews at
regional level.
 They mostly conduct video interviews which
are basically taken by Head office.
 However some technical interviews are
conducted at regional level.
 Mostly labor and technical staff are selected
at regional level.

40. MBAS15M025

41. Training and Development
Orientation
Employee Training
Employee Development
Career Development

42. Orientation
Introduce new employee with the company
In introduction class company share following information with the
new employees:
Old achievements of Organization
Purpose of Company
Rights and duties of employees
Tour of workplace

43. Training of employees
Working of new employees with existing for 3 month.
Train the existing employees if technology changing.
Development of Employees
Develop the employees so that they perform their
future job well.

46. Career Development
Company offer different type of courses within or
outside the country.
Career development is not for the employee
development but also for the organization
development.

47. Motivation
Performance Appraisal
CCBPL HR manger Waqar Mahmood said, they set goals
start of the year and compare actual performance at the
end of year then they appraise the employee performance.

48. Performance Appraisal
Process
Define the Job
Employee & their supervisor agree on rights & duties of each other and set standard.
Appraise performance
Compare the actual performance of employee with the standard.
Feedback
After comparing gives feedback and tell if any development require or appraise the
performance.

49. Compensation and Benefits
Basic Salary
Bonus
Medical Facility
Pick & Drop
Gratuity fund
Social Security

51. MBaS15M025

52. Maintenance
Safety and Health
Long term success depend on safety and health of
the employees.
Company train the employees employee to protect
them from unseen problems.

53. Communication and
Employee Relation
Company follow:
Open Door policy