The document provides information about Coca-Cola Company, including its history, mission, vision, products, policies, and HR strategies. Some key details: - Coca-Cola was founded in 1886 and today sells 1.6 billion beverages daily in over 200 countries. - The company's mission is to refresh the world and inspire optimism. Its vision is to have quality beverage brands and be a great workplace. - For HR, the company focuses on recruiting and retaining top talent to maintain its market position. It offers training, competitive benefits, and performance appraisals.

2. MUBASHER FIAZ
Human Resource Management

3. Company Introduction
Coca-Cola Company (NYSE: KO) is a beverage retailer, manufacturer and marketer of non-alcoholic beverage
concentrates and syrups.
The company is best known for its flag ship product Coca-Cola, invented by pharmacist John Stith Pemberton
in 1886.
 The Coca-Cola formula and brand was bought in 1889 by Asa Candler who incorporated The Coca-Cola
Company in 1892.
 The company’s objective is to bring a global beverage brand that will quench people’s beverage desire, to
foster the best customers and suppliers network and to create a mutual and durable value.
Today, the Coca-Cola Company has been in business for 125 years, employs 139,600 people, and sells 1.6
billion beverages each day in more than 200 countries.

4.  Dr. John S. Pemberton, led him to create a distinctive tasting soft drink that could be sold at soda fountains.
 He created a flavored syrup, took it to his neighborhood pharmacy, where it was mixed with carbonated water and
deemed “excellent” by those who sampled Coca-Cola history began in 1886 when the curiosity of an it.
 Dr. Pemberton’s partner and bookkeeper, Frank M. Robinson, is credited with naming the beverage “Coca-Cola” as
well as designing the trademarked, distinct script, still used today.
 The first servings of Coca-Cola were sold for 5 cents per glass. During the first year, sales averaged a modest nine
servings per day in Atlanta.
 Today, daily servings of Coca-Cola beverages are estimated at 1.9 billion globally.
History of Coca Cola:

5. Company Mission:
 Our Roadmap starts with our mission, which is enduring.
 It declares our purpose as a company and serves as the standard against which we weigh our actions and
decisions.
 To refresh the world
 To inspire moments of optimism and happiness...
 To create value and make a difference.

6.  Our vision serves as the framework for our Roadmap and guides every aspect of our business by
describing what we need to accomplish in order to continue achieving sustainable, quality growth.
 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.
Company Vision:

7. Coca-Cola Pakistan:
 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 Pakistan will see three new plants open in
the next 18 months in Karachi, Multan and Islamabad.
Company Products
 Coca-Cola
 Diet Coke
 Fanta
 Kinley
 Minute Maid Pulpy
 Sprite
 Sprite 3G

8. Company Policies & Strategy:
 Most profitable corporations point out their successes to proper management of their human resources (HR).
 Managing employees involves balancing between their goals and aspirations with those of the company.
 A company's goals and objectives are survival, making profits, gaining market share or gaining global recognition.
 By getting employees to make things happen in a productive way, HR ensures that the business prospers.
 These points of HR policies relate to organizational goals or objectives

9.  Human Resource Management is a very important aspect of development in every organization, creating this
management department is considered to be the first to the development and success of the company.
 Especially for a global multinational company like the Coca-Cola Company, it’s the people factor that creates
such a global company, and for it being a global company it is almost impossible to have a global unify policies
and regulations for all its branches over the world.
What is HR for that organization?
 Human Resource Management of the company focused on recruiting and retaining the best heads so as to maintain
its topmost position in the competitive beverage market in the whole world.

10. Hierarchy of Organization
 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)

11. HR Manager Focus:
 HR department manager says that employees are their assets, there for they are very careful about employees’
health and benefits.
 They give following compensation and benefits: Basic salary Bonus Medical facility Pick and drop Gratuity fund
Social security

12.  Job analysis: is the procedure for determining the duties and skill requirements of a job and the kind of person who
should be hire for it. Job analysis consists of two products one is job description and second job specification.
 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 company HR department check its own job description and job analysis in which they get the information
about employees work activities, human behavior and performance standard.
 HR department of coca cola used this information for Recruiting, selection, compensation, performance appraisal,
training, and employee’s relationship.
HRM Strategy and Analysis:

13.  The process of deciding what positions the firm will have to fill, 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.
 They forecast for the expected employees needs in the organization.
 They forecast of employees on the change technology and increasing in productivity.
 After planning they send this report to the head office for approval.
 If they get approval from the head office then they start recruitment process
Personnel planning and recruiting:

14. Recruitment process:
 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.
 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.

15. Employment Test An objective and standardized measure of a sample of behavior that is used to gauge a person’s
knowledge, skills, abilities
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
Employee testing and selection:

16.  The selection process will vary depending on the position the applicant is applying for However, in most cases a
combination of any of the following tools will me used. a. Interview b. Group exercises c. Presentations d.
Psychometric tests e. role-play's/situational exercises f. Group discussion.
 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
 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.
Selection process:

17. 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.
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.
Interviewing candidates:

18. Training and development:
 Training process of employees is essential part of every employee, with out training we wont be able to know about
the employee’s procedure of work.
 Rules and regulations of the firm, sometimes when new technology is introduced, it is the responsibility of a firm to
train its employees.
 After recruiting the fresh employees we train them for three months and also pay them salaries, after three months
they become part of the firm’. says coke
 The company gives training to the existing employees also, it depends upon the condition of the employee.

19. Performance management and appraisal:
•‘Coca cola’s performance appraisal is annually done’ says HR manager WAQAR MAHMOOD, the further tells that we apprai
the employee on their performance on achieving the goals of the organization.
• we set goals at the beginning of the year and the employees are given goals to achieve, if the employee meets the goals then w
appraise him/her.
• Steps in appraising performance
• Define the job
• Making sure that you and your subordinate agree on his or her duties and job standard.
• Appraise performance
• Comparing your subordinates actual performance to the standards that have been set
• Provide feedback
• Means discuss the subordinate’s performance and progress, and make plans for any development required.

20.  Our compensation objective is to improve performance of employees and convey a message to employees that
company is loyal with employees’ says Coke.
 HR department manager says that employees are our assets, therefore we are careful about their health and
benefits. We give the following compensation and benefits a. Basic salary b. Bonus c. Medical facility d. Pick
up and drop e. Gratuity fund f. Social security.
 we get many advantages from our employees because they are satisfied working within our organization.
 In coca cola downsizing had never been occurred, which shows the relationship between the employees and the
company.
Compensation and pay plans

21.  HR department manage says that employees are their assets, there for they are careful about
employees’ health and benefits.
 They give following compensation and benefits: Basic salary Bonus Medical facility Pick and drop
Gratuity fund Social security.
Ethics, Employee Relations:

22.  Developing an effective HR system that is compatible with organizational strategy is critical for the
functioning and success of a firm in the competitive business arena.
 31 Indeed, the increasing complexity of contemporary corporate life has elevated the importance of
shedding traditional beliefs that were the concerns of personnel managers, and to shape newer mindsets,
proactive attitudes and professional identities, orientations that have placed greater emphasis on the
utilization of human resources. In this process, achieving both types of fit is necessary for firms striving
for good performance.
Conclusion:

23.  When HR expands its traditional administrative role, it can have a significant impact on an organization's
value creation.
 To properly align HR with an organization's strategy, it first needs to be organized so that it can play a role in
the strategic planning of the organization.
 It is human capital that leverages all other areas of an organization.
 Therefore the HR department needs to ensure the human asset is effectively aligned with the strategy that is
chosen by the organization.
Recommendation with any suggested solution:

24. References
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