HRM process of coca cola beverages of pakistan ltd.
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The document discusses Coca-Cola Pakistan's human resource management processes. It provides an introduction to Coca-Cola's history and products. It then describes Coca-Cola Pakistan's organizational structure, locations, management hierarchy, and HR functions like recruitment, training, and compensation. The document emphasizes Coca-Cola's commitment to ethics and protecting employees' rights per international standards. It also credits Coca-Cola's employee-focused HR practices for its worldwide success.
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HRM process of coca cola beverages of pakistan ltd.
- 2. Usman Khan 069 Nasir Ali 078 Amir Ali 012 Muneeb Hassan 046
- 3. 1. Human Resource Management Process of Coca-Cola Pakistan 2. Role of HR in the success of company
- 4. • Introduction & History of Coca Cola • Products & Locations • CCBPL Management Structure & Hierarchy • Organizational Structure • Functions performed by the HR • HRP in Coca-Cola • Employee Advocacy
- 5. • Four brands of Coca-Cola named in World’s top-five soft-drink brands Coca-Cola, Diet Coke, Sprite and Fanta • Introduce nearly 400 brands Carbonated soft drinks Waters coffees and teas Juice drinks Sports drinks
- 6. • Operates in more than 200 countries with approximately 700,000 individuals
- 7. World Eurasia & Africa Pakistan North America Europe Pacific Latin America
- 8. • 1886: Start business • 1894: Joseph A. Biedelharn of Mississippi became the 1st bottler of Coca-Cola • 1895: Began to get recognized internationally • 1897:1st time exported to Canada and Hawaii • 1900: 1st time exported to Europe • Currently: Heading the list of the most financially sound companies in the world
- 9. • 1953: Began its operations • May 1996: Fraser and Neeves, a Singapore based bottler of Coke, bought off the local bottlers in Karachi & Hyderabad • 1970: Fanta and Sprite were introduced in Pakistan • 61 years services in Pakistan • 2800 Employees • Serves over 2 lack customers/retail outlets
- 10. To become a market leader in ready to drink segment while adding best-in-class value to all stakeholders.
- 11. Coca-Cola Pakistan exists to refresh the consumers, inspire moments of optimism through our brands and actions as well as benefit all stakeholders, which we will do with highest social responsibility and with uncompromising commitment towards quality of our products and integrity in our operations
- 12. • A: We act with high sense of responsibility and hold ourselves accountable. • P: We put our hearts and mind into what we do. • I: We are open, honest, ethical and we trust and respect each other • T: We collaborate for our collective success
- 14. • Head-Office & Bottling plant in Lahore • Gujranwala Bottling Plant • Faisalabad Bottling Plant • Karachi Bottling Plant • Multan Bottling Plant • Rahim Yar Khan Bottling Plant
- 15. • Sales offices also located with each plant • Islamabad Sales Office • Peshawar Sales Office • Quetta Sales Office
- 16. Country Manager GM (SBU) Karachi Multan RYK GM (CBU) Lahore Gujranwala Faisalabad RawalPindi Peshawar
- 17. John Seward General Manager Khalid Ahmad CFO Amara Bashir Director HR Mubashir Amjad CIO Usman Butt Director Supply Chain Imran ul Haq Director Sales Aamir Chaudhry Director Internal Audit Mariam Zubair Director Marketing Zafar Abbas Director Ex.Affairs
- 18. Departmentalization Production Finance & Accounting Human Capital Industrial Relations Sales & Marketing
- 19. • Job analysis • Recruitment • Selection • Training & Development • Team Building & Motivation • Promotions & Compensation • Other HR functions
- 20. Job analysis Job description Job specification
- 21. External Recruitment Methods • E-Recruitment • Job Fairs • Employment Agencies Internal Recruitment Methods • Job Posting • Employee Referrals Business Systems Assistant Manager Business Systems Manager Business Solutions Manager CIO
- 22. New employee • Need arises • Approved from GM before sending to HR manger Internal ads • employees who fulfill the requirements can avail this opportunity HR Dept. • search its data bank; if there is no suitable person • advertised externally in rare cases External ads
- 23. Mostly CCBPL used any of the following tools: • Interview • Group Exercise • Presentations • Psychometric Tests • Role Plays or situation exercises
- 25. • On the job Training • In-house training facilities • Seminars • Work shops • Modules • Training through Videos
- 26. For team building CCBPL arrange different programs: • Trips • Treasure hunt • Get together • Parties and other refreshment programs
- 27. • Year End Performance Rating • On-going feedback on performance • Used for compensation, benefits and promotion
- 28. • Promotions are based on the performance • Basically Promotions are for motivation within employees
- 29. • Pay • Benefits • Development • Work environment
- 30. Company’s Workplace Rights Policy is guided by international human rights standards including: • The Universal Declaration of Human Rights • The International Labor Organization’s Declaration • The United Nations Global Compact
- 31. When company makes human resource plan following business factors are involved. • Business Growth • Business Change • Impact of Technology • Business Competition • Labor Cost Control
- 32. • It is the process of deciding what position the firm will have to fill and how to fill them
- 33. The Human Rights Policy includes the following components: • Child Labor • Safe and Healthy Workplace • Work Hours and Wages • Workplace Security • Freedom of Association and Collective Bargaining • Forced Labor • Discrimination • Community and Stakeholder Engagement
- 34. Coca cola is following the International Labor Organization standards • Child less than 18 are free from hazardous work
- 35. Coca-Cola is dedicated to maintaining a productive workplace by minimizing the risk of • Accidents • Injury • Exposure to health risks
- 36. • 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.
- 37. • Maintaining a work place free from violence, harassment . • Security safeguards for employees are provided as needed .
- 38. The factors that lead Coca Cola to success are: • Employee loyalty • Employee satisfaction • Employee Retention • Quality Work • Productivity • Good Will
- 39. • Coca-Cola is world largest company and it is making progress day by day • Worth of Trade mark is $90 Billion
- 41. • 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.
- 42. • www.cocacolacompany.com/careers/studentzone • http://ccbpl.com.pk/ • http://www.coca-colacompany.com/careers/career- areas
- 43. Thank you
Editor's Notes
- Management structure of coca-colapak is divided into two regions. SBU and CBU. GM of two regions comes under country manager. Cities lies in SBU are: K,M,R. and cities lies in CBU are: L,G,F,R,P
- Human Capital Department is responsible for looking for the efficient pool of workers, selecting the professionals and makes them happy so that they should stick to the company. The Human Capital department deals with management level employees’ grievances.
- Job description: A list of job duties, responsibilities, reporting relationship, working conditions, and supervisory responsibilities- one product of a job.Job specification:A list of a job’s human requirements that is requisites education, skills, personality, and so on-other product of a job analysis.
- Coca-Cola prefers internal recruitment methods because company relies on its own, because existing employees know that who is suitable for available job.
- At any position, if need of a new employee rises then first of all GM approved the recruiting of new employee before processing in HR department by HR manager. As Coca-Cola prefer internal hiring so that’s why job opportunity advertise internally and employee who fullfil the requirements of job can avail this opportunity. HR manager check data of employee and hire that person. If there is no employee in organization who is able to fulfil the requirements then at last External recruitment is processed.
- At first anemploye is given information about the products, sales environment and company policies, procedures and Ethical behavior within company area.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. modules related to the sales management, Forecasting of the daily sales, merchandising, selling skills, supervisory techniques and other areas related to job.use some sort of videos to elaborate and show the examples of effective selling skills and techniques
- Company’s Workplace Rights Policy is guided by international human rights standards, including the Universal Declaration of Human Rights, the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work and the United Nations Global Compact
- When employees are satisfied and loyal, they give their 100% to the company and company makes progress.HR plays a vital role in every company’s success as well as in failure if not well managed. Coca Cola is doing HR activities very efficiently and effectively.
- The company has made history through 20th century and now in 21st century it is also keeping its pace
- As far as Coca-Cola is keeping its pace, there is no need for extra recommendations for success. But as HR students, after studying the company we do feel that there are some glitches in Recruitment. Although they are doing best but according to our point of view, Coca-Cola should also use external ways of recruitment. Coca-Cola only relies on internal sources and uses external sources only in extreme cases.