The document discusses talent management practices at Coca-Cola. It covers Coca-Cola's global talent management strategy, recruitment processes, employee engagement initiatives, methods for identifying high potential employees, and employer branding efforts. It also includes insights from employee interviews and Glassdoor reviews. The presentation aims to provide an overview of Coca-Cola's approach to attracting, developing, and retaining top talent on a global scale.

1. Talent Management NMiMS, SBM – Mumbai
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2. Talent Management NMiMS, SBM – Mumbai
Decoding Global Talent Management @ Coca-Cola
Contents – Presented by –
 About Coke (Group 9)
 Case-let on GTM
 Global Talent Management
 Kaushal Agrawal
 Recruitment
 Employee Engagement  Pooja Bandekar
 Identifying Potential (High potential
employees included)
 Employer Branding  Naina Agrawal
 Primary Research – Talking to Employees
 Glassdoor Reviews
 Refernces
 Itty Seksaria
 Nitin Amlani

3. Talent Management
About the Company NMiMS, SBM – Mumbai
The COCA-COLA Company By The
• Worlds largest beverage company
• Servings : 1.5 bn + per day
• 80% sales outside North America
• More than 1 million employees system-wide
• Great Place to Work Institute (Survey 2012):
– Coca Cola @ No.23
– High scores for career and development programs, compensation and
rewards policies and workplace environments

4. Talent Management NMiMS, SBM – Mumbai
Case-let Dilemma:
“recruiting marketing expertise
externally”

5. Talent Management NMiMS, SBM – Mumbai
The Solution : (Psychometrics and development specialist SHL)
designed a tailored two-day development centre. Selected
Talent Management Challenge : lack of skills development and
The Coke Business : Coca-Cola relies heavily on marketing to retain its
participantswas the first acknowledgment that youof a considered high potential,“
"Being invited experienced a 'day in the life' are senior marketing
The Outcome : all the junior marketing of healthy eating and the
experience in the potential so in marketing meant the company
global standing;31more morefuturean era ranksleaders attendedchild
leader using real examples from Coca-Cola, under supervision of the
"In a company that claims to be one of the most respected marketing
process
was forcedpilot phase.the traditional way, you only fill a number “
obesity. inare assessed inexternal recruitment to have your boss,".of senior
"When you to rely on
existingWow ! we numbers are really promising…Great took this very
organizations, The shouldn't have to look outside, sotalent strategies
marketing heads and the organization's HR we work !
positions
In this case, you have a group of professionals and a group of senior leaders from the
team.
seriously," says Rebecca Messina, senior global director, marketing
company 31 employees who attended development centres fast-
17 ensure
To of the the continued success of the brand, Coca-Cola needs to
capability, at Coca-Cola what employees have to say …??
Now lets see
tracked to more pipeline of amount of talent as individuals could
Department is a lost a positions. Just as importantly, all 31 remained
ensure therehad senior large marketing talent within the company see
Participants also used SHL's 360-degree development tool and its
"After the assessment centre, you get a lot of confidence and you know what the two
with the company. to work on jobs
nothree things you need through to the top jobs.
ready to step up when seniorare," become available
or way of breaking
occupational personality questionnaire to pinpoint individual
strengths and weaknesses
HighSHL Consultant
Potential Manager
Coca-Cola HR

6. Talent Management NMiMS, SBM – Mumbai
Understanding
Global Talent Management

7. Talent Management
Global Talent Management NMiMS, SBM – Mumbai
• Developing global Talent with global mindsets is
essential to the success of our business

8. Talent Management
TM – part of business strategy NMiMS, SBM – Mumbai

9. Talent Management
Key Strategic Initiatives NMiMS, SBM – Mumbai
– the workflow!

10. Talent Management
Results NMiMS, SBM – Mumbai

11. Talent Management
Recruitment at Coca Cola NMiMS, SBM – Mumbai
• Internal recruitment
– Job promotions and reorganization
– Jobs given to staff already employed by business
• External recruitment
– Job centers
– Job advertisements
– Recruitment agencies
– Headhunting
– Personal recommendation

12. Talent Management NMiMS, SBM – Mumbai
Recruitment Process Analysis

13. Talent Management
Selection Process NMiMS, SBM – Mumbai
• Interview
• Group Exercise
• Psychometric test
• Presentations
• Role play/Situational Exercise

14. Talent Management
Interview Experience NMiMS, SBM – Mumbai
Conclusions:
•Very structured process of recruitment
•Process of hiring is tough
•Targeted selection
•Straightforward questions and expect to-the-point answers
•The result declaration takes a long time

15. Talent Management NMiMS, SBM – Mumbai
Employee Engagement & Identifying
Potential

16. Talent Management
Employee Engagement NMiMS, SBM – Mumbai
• The Coca-cola system
• Employees as brand ambassadors
• Encouraging Open Communication
• Rewarding and developing employees

17. Talent Management
Identifying Potential NMiMS, SBM – Mumbai

18. Talent Management
Defining Potential NMiMS, SBM – Mumbai

19. Talent Management
Appraisals NMiMS, SBM – Mumbai

20. Talent Management NMiMS, SBM – Mumbai
Employer Branding

21. Talent Management
Employer branding – NMiMS, SBM – Mumbai
an organization's value proposition

22. Talent Management
Employer Branding Strategies NMiMS, SBM – Mumbai
1. Coke’s Career Website:
• Work Culture: It gives a realistic picture of the work culture of the organization
• Communication of Corporate Strategy: Innovation being deeply ingrained in
their corporate culture, is reflected very well on its website.
• Career prospects: The portal has separate pages for the novice graduates and
experienced professional
• Awards : Highlights companies achievements to improve brand perception
• Coke Ambassadors (Alumni): This unique approach is a strategic step to
establish the credibility of the organization and add to its brand value.

23. Talent Management
Employer Branding Strategies NMiMS, SBM – Mumbai
2. Recruitment Advertising
• On naukri.com: We have a mixed view about the effectiveness of their
recruitment advertisement on naukri.com
• Good features of advertisements: It communicates to the applicants its
unique ability i.e its market size, diverse customer base and myriad of services

24. Talent Management
Employer Branding Strategies NMiMS, SBM – Mumbai
3. Other Employer Branding Strategies
• B-School Tie-ups : to increase reach to prospective employees
– ISB and Coca Cola India join hands to launch the Coca Cola – ISB Retail
Academy
• Organizing and Sponsoring School & College Competitions
• Since 2008, Coca-Cola India has been following a 100% PPO model when
it hires from premium business schools

25. Talent Management
Talking to the Employees ! NMiMS, SBM – Mumbai
Career development & work assignments :
Cross functional stints covering the list of departments that impact the business .From
Career development & work assignments : HCCB has well-defined Management
working in the plant and handling the sales force of the bottler I have exposed to the
Trainee program. Rotations include assignments on Sales, Marketing, Finance &
front end of the bottling units. - With this it helps me grow into the Marketing
Operations. Performance review by reporting manager and HR after each rotation;
Division's vision of developing profitable, multi million dollar Brands
which helps to determine area of interests.
Work Culture : During my stints I have been exposed to the work culture across
Work Culture : At HCCB work pressure is moderate-to-high. Sales targets are stringent,
multiple stake holders in the Coca-Cola system - Bottling units, Sales Teams and
high attrition rates. HCCB is revenue generating arm of Coca-Cola India; Sales is the
Corporate Office.
only objective; very limited hours are spent in office, very few fun at work activities
-People are extremely talented and sharp in the business; very accessible, which
immensely assists the growth of young talent
Aware of Global Management Development Centres? - No
-Aware of Global Management Development Centres? - Yes

26. Talent Management
Glassdoor Reviews NMiMS, SBM – Mumbai

27. Talent Management NMiMS, SBM – Mumbai
And this was all about the…

28. Talent Management
Q & A / Feedback NMiMS, SBM – Mumbai
Thank - You
References:
• http://www.personneltoday.com/articles/04/02/2008/44201/talent-management-in-coca-cola-
the-fizz-from-within.htm
•http://www.peopleinaid.org/pool/files/Presentations/Global%20Talent%20Management%20at
%20The%20Coca-Cola%20Company.pdf
• http://www.coca-colacompany.com/our-company/employee-engagement
• http://www.coca-colacompany.com/careers/why-work-at-the-coca-cola-company