The document discusses recruitment, selection, training and development processes at Coca-Cola with a focus on sales personnel. It covers recruiting both internally and externally, selecting candidates through tests and interviews, providing ongoing training to new and existing employees, and evaluating training programs. Coca-Cola places an emphasis on mentoring relationships and developing a motivated workforce through benefits and opportunities for growth.

1. Recruitment, Selection, Training
& Development with Sales Person
Presented
By
Nilesh Ghadge
Chandan Jagtap
Ratnesh Wagmare
Manish Enchilwar
Sachin Mishra

2. RSTD in
Training & respect to
Recruitment
Development COCA COLA
& sources
Ltd
Selection & Building Sales
procedure Training Program

4. Recruitment is going on……….
Recruitment is a continuous process whereby the firm attempts to develop a pool
of qualified applicants for the future human resources needs even though specific
vacancies do not exist .Usually, the recruitment process starts when a manger
initiates an employee requisition for a specific vacancy or an anticipated vacancy.

5. Need of Recruitment
Planned
Anticipated
Unexpected

6. Sources of Recruitment
Promotion
Internal Recruitment External
Promotion Recruitment
Departmental Exam
Management Consultant
Transfer Transfer
Employment Agencies
Retirement
Campus Recruitment
Internal Advertisement
News Paper Advt
Employee Recommendation
Internal Advt
Walk In
Walk in

7. Requirements in Sales Personnel
Mental Dimension Personality Dimension
Mental Alertness Sociability
Inquisitiveness Enthusiasm
Mechanical Interest Dominance
Communication Skills Competitiveness
Recall Aptitude
Emotional Maturity
Work Motivation

8. Selection
Select right door to proceed

9. Job Analysis
Advertising The Job
Tests
Selection Process
Interviews
Medical Check Up
Job Offer

10. Training &
Development

11. Objectives of training and development
• Improving quality of work force
• Enhance employee growth
• Prevents obsolescence
• Assisting new comer
• Bridging the gap between planning and
implementation
• Health and safety measures

12. Building Sales Training
Program

13. Five Decisions
ACMEE Aim, Content, Method, Execution, Evaluation
Defining Training Aims
Deciding Training Content

14. Selecting Training Method
Group Method
Individual Method
Execution of Training
Who is to be trained?
Who is to train?(Sales Executives, Personnel department,)
When will training take place?
Where will training take place?
Instruction Material & Training Aids

15. Evaluating Training Program

17. Coca-Cola was founded in May 1886 by Dr. John
Pemberton. Frank Robinson named a drink Coca Cola.
Coca-Cola was first sold to the public in Atlanta at
Jacob’s Pharmacy
Only 9 servings of the soft drink were sold each day
Sales for the first year were only $50
In 1888 As Griggs Candler bought the company and
sales increased over 4000%

18. •Special training is given to employees, New employees
also are placed with old ones to learn work and the values
prevalent in the company.
•Two cups tea are free for every employee daily this
represents the hospitable nature of the company, This
factor keeps the employees motivated as they are taken
well care this fact is clear by the physical actions took by
the company
•The company working environment is really a good
blend of Asian and western values

19. Job analysis and designing
Coca cola company HR department has its own job
description and job analysis in which they get the
information about employees work activities, human
behavior, performance standard, job context and human
requirements and also other information related to this
conduct.
Planning and Forecasting
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.

20. Coca Cola’s recruitment process is well
established .First of all HR Department give
ads in news papers, company website,
institutions etc. Then application form, from
candidates with required documents and CV
is asked.
Recruitment is both-
Internal recruitment
External recruitment

21. After recruiting the fresh employee ,they are
trained for three months and also pay them
salaries after three months they become part
of a firm .
Coca Cola also give training to existing
employee depending upon the condition
for example if new technology is introduced
first of all ,full training is given about new
technology then they are allowed to start
their job .a

22. Coca cola performance appraisal is on the
annual basis. Hr manger says “we appraise our
employee on their performance.
We set the goals in the beginning of year and tell
the employees about the goal if the employees
achieve this goal we appraise the employees.”

23. Basic salary
Bonus
Medical facility
Pick and drop
Gratuity fund
Social security

24. Coca-Cola Company is creating a system of
mentoring programs that include, one-on-
one mentoring, group mentoring and
mentoring self-study tools.
These programs promote trusting
relationships for networking, coaching,
career counseling and life lessons
Mentoring increases the flow of
information across organizational lines and
encourages diverse thinking and cross-
functional learning.

25. In this business enviorment where there is Cut
throat Competition each and every Company
Organization, firm, etc should maintain the
effective team of Sales force..by maintain their sale
force effectively. This can be done only by
Recruitment
Training
Development process etc…
Consequence of these can be seen in sales graph or
Market share Resulting …
Open Happiness