CHAPTER 1 INTRODUCTION

INTRODUCTION: Every business unit needs human resource (manpower) for the conduct of different business activities. In fact, no organization can exist or operate efficiently without the support of human resource. Such human resource includes top level managers, executives, supervisors and other subordinate / lower level staff /

employees. A business organization has to estimate its future manpower needs and adjust its manpower planning and development programmes accordingly. This is called 'staffing' function of management. Human resource management is also described as personnel management or manpower management.

According to Edwin Flippo, "Personnel Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and social goals". Various areas such as recruitment and selection, wage payment and industrial relations are covered under human resource management. Meaning of Human Resource In an industrial unit, large number of persons is employed in order to conduct various operations and activities. This is treated as human resource or manpower employed. A business unit needs material resources as well as human resource for the conduct of various activities. Of all the "M"s in management (such as Materials, Machines, Methods and Money) the most important "M" stands for Men i.e., manpower working in the organization. It is through manpower/employees that all other ingredients of an enterprise-money, machines, materials, marketing,

etc., are managed. In brief, Human Resource (HR) constitutes the most important and the most productive resource of an industrial / business unit. It is rightly said that "machines are important in the production process but the man behind the machines is more important". He transforms the lifeless factors of production into useful products. Human resource (HR) is an important asset of a business unit. Well-trained, loyal and efficient team of workers brings success and stability to a business unit. This suggests the importance of human resource in business. People and the organization in which they work are inter-related and interdependent. Organization moves towards prosperity only by using its available human resource purposefully. Similarly, employees get various monetary and other benefits through the prosperity of their organization. What is Human Resource Development? Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. HRD programmes create a team of well-trained, efficient and capable managers and subordinates. Such team constitutes an important asset of an enterprise. One organization is different from another mainly because of the people (employees) working therein. According to Peter F. Druker, "the prosperity, if not the survival of any business depends on the performance of its managers of

tomorrow." The human resource should be nurtured and used for the benefit of the organization. Importance of Human Resource in Management Human resource is most important resource in management and needs to be used efficiently. This is because success, stability and growth of an organization depend on its ability in acquiring, utilizing and developing the human resources for the benefit of the organization. In the final analysis, it is the people (i.e employees) who produce promising results and generate a climate conductive to the growth and development of an organization. HR is a highly productive corporate asset and the overall performance of companies and corporations depends upon the extent to which it is effectively developed and utilized. It is the most delicate factor of production and need not be treated merely as a commodity to be bought and used in factories. According to Peter Drucker, "The function of management is to manage managers, workers and work". The importance of manpower in business management is now universally accepted. Employees have a capacity to grow and develop, if suitable opportunities are offered. They give positive response to monetary and nonmonetary incentives, training opportunities, favorable work environment and

motivation. According to Pigors and Myers, "Good management means getting effective results with people". This suggests the importance of human resource. Definitions of Human Resource Planning Colemn has defined human resource planning as "the process of determining manpower requirements and the means for meeting those requirements in order to carry an integrated plan at the organization". Stainer defines manpower planning as "strategy for the acquisition, utilisation, improvement and preservation of an enterprise's human resources. It relates to establishing job specifications or the quantitative requirements of jobs determining the number of personnel required and developing resources of manpower".

Advantages / Importance of HRP Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organization. Replacement of manpower: The existing manpower in an Organisation is affected due to various reasons such as retirement and removal of employees and labour

turnover. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff. Meeting growing manpower needs: The expansion or modernization programme may be undertaken by the enterprise. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programmes. Meeting challenges of technological environment: HRP is helpful in effective use of technological progress. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited. Coping with change: HRP enables an enterprise to cope with changes in competitive forces, markets, products, and technology and government regulations. Such changes generate changes in job content, skill, number and type of personals. Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organization makes investments in its manpower either through direct training or job assignments. Adjusting manpower requirements: A situation may develop in; an organization when there will be surplus staff in one department and shortage of staff in some other department. Transfers and promotions are made for meeting such situations.

Recruitment and selection of employees: HRP suggests the type of manpower required in an organization with necessary details. This facilitates recruitment and selection of suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements. Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization of available manpower. Training of manpower: HRP is helpful in selection and training activities. It ensures that adequate number of persons is trained to fill up the future vacancies in the Organisation. Meaning of Recruitment Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. In the recruitment process, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source of recruitment such as newspaper advertisement, employment exchanges, internal promotions, etc., are used. In the recruitment, a pool of eligible and interested candidates is created for the selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees. Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates (qualified job applicants) are encouraged to submit applications for the purpose of selection. Definition of Recruitment According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organisation." Need for Recruitment The need for recruitment may be due to the following reasons / situations:Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Meaning of Selection Selection is next to recruitment. It is the process of choosing the most suitable candidates (Properly qualified and competent) out of many interested candidates. It is a process of selecting the best and rejecting the rest. In this selection process, interested applicants are differentiated in order to identify those with a greater likelihood of success in a job. Such candidates are selected and appointed. Selection is a negative function as it relates to elimination of unsuitable candidates. 'Right man for the right job' is the basic principle in selection. Selection of suitable candidates is a responsible type of work as selection of unsuitable persons for jobs creates new problems before the business unit. For appropriate selection, scientific procedure needs to be followed. Recruitment and selection are Supplementary Activities In recruitment prospective employees are encouraged to apply for the jobs and in the selection; the most suitable candidates are selected out of the pool of applicants. The purpose of both is to have the most suitable and most capable candidates for the Organisation out of a pool of available and interested candidates.

The recruitment process widens the scope for selection and provides wide choice for the selection of best candidates out of many interested. Recruitment and selection need lengthy and scientific procedure particularly in the case of managerial posts. Such lengthy procedure must be followed for scientific selection of employees. Steps in the Scientific Selection Process In the selection procedure, out of the available / interested candidates, the best one is selected through written test, psychological tests, personal interview and medical examination. Such lengthy procedure is followed in order to select the most suitable candidate. Selection process is a screening process. It is a type of hurdle race to the candidates. Final selection is possible only when the candidate completes this hurdle race successfully. Lengthy selection procedure is needed for scientific selection of candidates. Steps involved in the selection procedure are:Job Analysis: job analysis prepares proper background for recruitment and selection. It gives details of a job to be performed and the human qualities and qualifications required for performing that job efficiently. Scientific selection is possible only when it is made in the light of the details available from job analysis. Job means an activity performed in one or the other department of a business unit.

A job includes various positions. Clear and detailed understanding of the job is called job analysis or job study. Advertisement: This medium is widely used for recruitment of all categories of personnel. Though quite costly, it provides a wide choice as it attracts large number of candidates from all over the country. The qualities and qualifications expected from the candidates are usually mentioned in the advertisement. Collection of Applications Blanks: In this step, applications with necessary details are collected from interested candidates. Some companies give advertisement in the press and ask interested candidates to submit applications on a prescribed form. Scrutiny of Applications Received: After the last date fixed for the receipt of applications, officer from the personnel department starts the scrutiny of applications received. Incomplete applications are normally rejected. Applicants, who do not possess required qualifications, experience, etc., are also rejected. Along with this, the certificates, testimonials and references are checked. Written Tests: After the scrutiny of applications, a final list of candidates for written tests is prepared. The purpose of such tests is to judge the knowledge of the candidate and also to find out his:Intelligence, Aptitude, Capacity, Interests and Suitability for a specific job: Trade test is particularly necessary in the case of technical jobs such as junior engineer,

computer engineer and research assistant and so on. At present, such test is given in the case of all types of jobs. For example, written tests are used by Banks and public sector organizations for selection purpose. It is also possible to reject candidates whose performance in such written tests is not up to the mark. Testing of candidates is a lengthy process particularly when the number of applicants is large. In such testing, the process of elimination can be introduced. For example, all candidates may be invited for the first test and' the candidates with poor performance in the first test need not be called for the second test.
Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or mechanical. These tests may take one of the following forms. a) Mental or Intelligence Test - measures and enables to know whether he or she has mental capacity to deal with new problems. b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical wok. This could help in knowing a persons capability for spatial visualization, perceptual speed manual dexterity, visual motor coordination or integration, visual insights etc. c) Psychometric tests these tests measures a persons ability to do a specific job

B. Achievement test

Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a training program and on the job experience they determine the admission feasibility of a candidate and measure what he/she is capable of doing. a) Tests for measuring job knowledge this type of test may be oral or written. These tests are administered to determine proficiency in shorthand and in operating calculators adding machines dictating and transcribing machines and simple mechanical equipment. b) Work sample tests demand the administration of the actual job as a test. A typing test provides the material to be typed and notes the time taken and mistakes committed. C. Personality tests These tests aim at measuring those basic make up or characteristics of an individual which are non-intellectual in their nature. In other words they probe deeply to discover clues to an individuals value system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness of the everyday life and his capacity for interpersonal relations and self image. a) Objective tests it measures neurotic tendencies self-sufficiency dominance submission and self-confidence. These are scored objectively. They are paper and pencil tests or personality inventors. b) Projective tests it is a test in which a candidate is asked to project his own interpretation into certain standard stimulus situation. The way in which he/she responds to these stimuli depends on his own values, motives and personality. c) Situation tests these tests measures an applicants reaction when he is placed in a peculiar situation his ability to undergo stress and his demonstration of ingenuinity under pressure. Such tests usually relate to leaderless group situations, in which some problem is posed to a group and its members are asked to reach some conclusion without the help of a leader. d) Interest tests these tests aim at finding out the types of work in which a candidate is interested. They are inventories of the likes and dislikes of the people of some occupation hobbies and recreational activities. They are useful in vocational guidance and are assessed in the form of answers to a well prepared questionnaire. Psychological Testing Test is defied as a systematic procedure for sampling human behavior TESTS ARE USED IN BUSINESS FOR THREE PRIMARY PURPOSES.

1) for the selection and placement of new employees 2) for appraising employees for promotion potentials and 3) For counseling employees if properly used psychological tests can be of paramount importance for each of these purposes.

SOFT DRINKS A soft drink (also called soda, pop, coke, soda pop, fizzy drink, tonic, or carbonated beverage) is a non-alcoholic beverage that typically contains water (often, but not always carbonated water), a sweetener, and a flavoring agent. The sweetener may be sugar, high-fructose corn syrup, or a sugar substitute (in the case of diet drinks). A soft drink may also contain caffeine, fruit juice, or both. Examples of beverages not considered to be soft drinks are: pure juice, hot chocolate, tea, coffee, milk, and milkshakes. Beverages like Gatorade and Powerade may meet the definition of a soft drink but are usually called sports drinks. Red Bull (and variations) also may meet the definition, but are usually called energy drinks. Soft drinks are called "soft" in contrast to "hard drinks" (alcoholic beverages). Small amounts of alcohol may be present in a soft drink, but the alcohol content must be less than 0.5% of the total volume if the drink is to be considered nonalcoholic. Widely sold soft drink flavors are cola, cherry, lemon-lime, root beer, orange, grape, vanilla, ginger ale, fruit punch, and sparkling lemonade. Soft drinks may be served chilled or at room temperature. They are rarely heated.

History The first marketed soft drinks in the Western world appeared in the 17th century. They were made from water and lemon juice sweetened with honey. In 1676, the Compagnie des Limonadiers of Paris was granted a monopoly for the sale of lemonade soft drinks. Vendors carried tanks of lemonade on their backs and dispensed cups of the soft drink to thirsty Parisians. Carbonated drinks In the late 18th century, scientists made important progress in replicating naturally carbonated mineral waters. In 1767, Englishman Joseph Priestley first discovered a method of infusing water with carbon dioxide to make carbonated water which has 3.4 mg in the drink when he suspended a bowl of distilled water above a beer vat at a local brewery in Leeds, England. His invention of carbonated water (also known as soda water) is the major and defining component of most soft drinks. Priestley found that water treated in this manner had a pleasant taste, and he offered it to friends as a refreshing drink. In 1772, Priestley published a paper entitled Impregnating Water with Fixed Air in which he describes dripping oil of vitriol (or sulfuric acid as it is now called) onto chalk to produce carbon dioxide gas, and encouraging the gas to dissolve into an agitated bowl of water. Another Englishman, John Mervin Nooth, improved Priestley's design and sold his apparatus for commercial use in pharmacies. Swedish chemist Torbern Bergman invented a generating apparatus that made carbonated water from chalk by the use of sulfuric acid. Bergman's apparatus allowed imitation mineral water to be

produced in large amounts. Swedish chemist Jns Jacob Berzelius started to add flavors (spices, juices, and wine) to carbonated water in the late 18th century. Phosphate soda A variant of soda in the United States called "phosphate soda" appeared in the late 1870s. It became one of the most popular soda fountain drinks from 1900 through the 1930s, with the lemon or orange phosphate being the most basic. The drink consists of 1 US fl oz (30 ml) fruit syrup, 1/2 teaspoon of phosphoric acid, and enough carbonated water and ice to fill a glass. This drink was commonly served in pharmacies. Soda fountain pioneers Artificial mineral waters, usually called "soda water", and the soda fountain made the biggest splash in the United States.[citation needed] Beginning in 1806, Yale chemistry professor Benjamin Silliman sold soda waters in New Haven, Connecticut. He used a Nooth apparatus to produce his waters. Businessmen in Philadelphia and New York City also began selling soda water in the early 19th century. In the 1830s, John Matthews of New York City and John Lippincott of Philadelphia began manufacturing soda fountains. Both men were successful and built large factories for fabricating fountains. Soda fountains vs. bottled sodas The drinking of either natural or artificial mineral water was considered a healthy practice. The American pharmacists selling mineral waters began to add herbs and chemicals to unflavored mineral water. They used birch bark (see birch beer), dandelion, sarsaparilla, fruit extracts, and other substances. Flavorings were also

added to improve the taste. Pharmacies with soda fountains became a popular part of American culture. Many Americans frequented the soda fountain on a daily basis. Due to problems in the U.S. glass industry, bottled drinks were a small portion of the market in the 19th century. (However, they were known in England. In The Tenant of Wildfell Hall, published in 1848, the caddish Huntingdon, recovering from months of debauchery, wakes at noon and gulps a bottle of sodawater.) In America, most soft drinks were dispensed and consumed at a soda fountain, usually in a drugstore or ice cream parlor. In the early 20th century, sales of bottled soda increased exponentially. In the second half of the 20th century, canned soft drinks became an important share of the market. Soft drink bottling industry Over 1,500 U.S. patents were filed for either a cork, cap, or lid for the carbonated drink bottle tops during the early days of the bottling industry. Carbonated drink bottles are under great pressure from the gas. Inventors were trying to find the best way to prevent the carbon dioxide or bubbles from escaping. In 1892, the "Crown Cork Bottle Seal" was patented by William Painter, a Baltimore, Maryland machine shop operator. It was the first very successful method of keeping the bubbles in the bottle. Automatic production of glass bottles In 1899, the first patent was issued for a glass-blowing machine for the automatic production of glass bottles. Earlier glass bottles had all been hand-blown. Four years later, the new bottle-blowing machine was in operation. It was first operated by the inventor, Michael Owens, an employee of Libby Glass Company. Within a

few years, glass bottle production increased from 1,400 bottles a day to about 58,000 bottles a day. Home-Paks and vending machines During the 1920s, "Home-Paks" were invented. "Home-Paks" are the familiar sixpack cartons made from cardboard. Vending machines also began to appear in the 1920s. Since then, soft drink vending machines have become increasingly popular. Both hot and cold drinks are sold in these self-service machines throughout the world. Production Soft drink production Soft drinks are made by mixing dry ingredients and/or fresh ingredients (for example, lemons, oranges, etc.) with water. Production of soft drinks can be done at factories or at home. Soft drinks can be made at home by mixing either a syrup or dry ingredients with carbonated water. Carbonated water is made using a home carbonation system or by dropping dry ice into water. Syrups are commercially sold by companies such as Soda-Club. Drinks like ginger ale and root beer are often brewed using yeast to cause carbonation. Ingredient quality

Of most importance is that the ingredient meets the agreed specification on all major parameters. This is not only the functional parameter (in other words, the level of the major constituent), but the level of impurities, the microbiological status, and physical parameters such as color, particle size, etc. Potential alcohol content A report in October 2006 demonstrated that some soft drinks contain measurable amounts of alcohol. In some older preparations, this resulted from natural fermentation used to build the carbonation. In the United States, soft drinks (as well as other beverages such as non-alcoholic beer) are allowed by law to contain up to 0.5% alcohol by volume. Modern drinks introduce carbon dioxide for carbonation, but there is some speculation that alcohol might result from fermentation of sugars in an unsterile environment. A small amount of alcohol is introduced in some soft drinks where alcohol is used in the preparation of the flavoring extracts such as vanilla extract.

Human Resource Management of Hindustan Coca-Cola Beverages Pvt. Ltd. Coca-Cola Company is a beverage retailer, manufacturer and marketer of nonalcoholic beverage concentrates and syrups. The company is best known for its flagship 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. Besides its namesake Coca-Cola beverage, Coca-Cola currently offers more than 500 brands in over 200 countries

or territories and serves 1.6 billion servings each day.

The company operates a franchised distribution system dating from 1889 where The Coca-Cola Company only produces syrup concentrate which is then sold to various bottlers throughout the world who hold an exclusive territory. The CocaCola Company owns its anchor bottler in North America, Coca-Cola Refreshments. The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed on the NYSE and is part of DJIA, S&P 500 Index, the Russell 1000 Index and the Russell 1000 Growth Stock Index. Its current chairman and CEO is Muhtar Kent.

Human Resource Management within Coca Cola Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages as well as disadvantage. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the

company, cultural and political differences need to be taken into account. Therefore, the focus of this paper will be on four tasks and duties of Human Resource Management (performance management, compensation, career development, succession planning) based on the United States procedures.

Coca Cola is one of the leading beverage companies of the industry. It runs its business campaigns all across the world. It deals with different types of products such as soft drinks, bottled water, tea, sport juices, etc. Coca-Cola has a franchising model for the production and distribution purposes. Only the syrup concentrate are manufactured by the company which is sold to the bottlers who are its franchisers (Coca-Cola Bottling, 2008). It is important on the part of management to organize the activities of human resources and organizing technology along with other resources such as physical assets, monetary resources and knowledge of the employees and to establish effective and efficient internal organizational structure of the business. The organizing function focuses on division, coordination, and control of tasks and flow of information within the organization. Moreover, managers distribute responsibility and authority to job holders Organizing Human resources at Coca Cola Company Management at Coca Cola Company focuses on the acquisition and retention of

highly skilled and knowledgeable employees so that it can maintain its top position in the market. It treats these resources as an asset. It provides such conditions of employment and procedures that enables all employees to develop a sense of unity with the enterprise and to carry out their duties in the most willing and effective manner. It also provides for the security of employment to the workers so that they may not be distracted by the uncertainties of their future. These objectives, strategies, policies, and programs are pre-specified by the company, which guides the management and unions in taking decisions. Also they are in accordance with the organizations mission, objectives, strategies, policies and its and internal external environments.

Human Resource Management within Coca Cola Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company, cultural and

political differences need to be taken into account. Therefore, the focus of this paper will be on four tasks and duties of Human Resource Management (performance management, compensation, career development, succession planning) based on the United States procedures. Basically the HRM practices are necessary for every organization. But unfortunately in Pakistan not so much used HRM practices. In multinational companies like coca cola have their own separate department of HRM? According senior executive of HR Waqar Mahmood our HR department consist of 29 people in Gujranwala plant. Every organization has its own policies and strategies by which they control the functions of their departments. Similarly, we also have own policies and strategies by which we control all the functions of our departments. coca cola HR department is also conducting all the practices of HRM like Job analysis and design of work, recruitment and selection, training and development, performance appraisals, compensation, employee relationships, staff welfare and medical policies and some other things like that. These all practices are conducted by own policies and strategies. HR department not make decisions related of its own department, they also conduct in companys decision. JOB ANALYSIS AND DESIGN

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 jobs 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, performance standard, job context and human requirements and also other information related to this conduct. HR department of coca cola used this information for Recruiting, selection, compensation, performance appraisal, training, and employees relationship. Planning and Forecasting 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. We forecast for

the expected employees needs in the organization. We forecast of employees on the change technology and increasing in productivity. After planning we send this report to the head office for approval. If we get approval from the head office then we start recruitment process Recruitment process Our recruitment process is well established first of all we give ads in news papers, company website, institutions etc. Once we receive an application form, from candidates with required documents and C V. 1.Internal recruitment 2. External recruitment

External SELECTION PROCESS The selection process will vary depending on the position youre applying for, as one process cant fit all the different roles we have here at CCE. However, in most cases a combination of any of the following tools will be used: Interview Group exercises Presentations

Psychometric tests Role plays/Situational Exercises INTERVIEW The interview is designed to reveal more about you and your experiences. Well ask for examples of how you behaved in different situations, maybe at school, university, at home or in previous jobs. This is not designed to 'catch you out' and our interviewers will never try and trick you into an answer. Be honest, be yourself and it should be an enjoyable experience. Also, dont forget that this is your chance to find out more about us and ask questions. Remember, interviews are a two-way process so use it to understand the nature of the role and to make sure it really is what youre looking for. GROUP DISCUSSION were very much a team at CCE so these will show us how effectively you work with people. Theyre a good opportunity for us to see how you communicate, influence and involve other people in the workplace. PRESENTATION Presentations give you the chance to show your ability to communicate to a group of people on a specific topic. You may be given a topic in advance or on the day, but dont worry youll have plenty of time to prepare. PSYCHOLOGICAL TEST

Psychometric tests are timed exercises that examine your abilities and potential. On occasions, we may also use a personality assessment tool that is designed to find out more specific things about you. If youre asked to complete a psychometric test, well send you information and advice in advance on how to prepare. ROLE PLAYS / SETUATIONAL EXCERCISES Designed to assess how you react in certain situations, these help to highlight particular skills and how well your suited for a position. You may be given facts and figures to review, or a report to complete; we may also have an assessor acting as a customer or employee to simulate a situation that could occur in the workplace. Dont worry, youll be given a brief and ample time to prepare.

CHAPTER 2 RESEARCH DESIGN

TITLE OF THE STUDY A study on EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS in HINDUSTAN COCA-COLA BEVERAGES PVT. LTD Raninagar. STATEMENT OF PROBLEM The mobilization of money, the construction of factory building, the purchase and installation of machines and procurement of materials are the initial measures taken by a management in the establishment of a company. The recruitment and selection of people to man and machines and auxiliary services form a part of these initial measures.

In enterprise grows and diversifies, and so there is great need for men and women. Recruitment and selection, therefore becomes a specialized function and is disclosed by the personnel department. In act, employments are one of the foremost functions of the human resource development.

Therefore, it is necessary to know about the employment function i.e., recruitment, selection, interviews, placing and orientation of personnels. HR is the major inputs for any organization to achieve its objectives. Therefore its

important for any organization to spend time and money till the right personnel are found.

OBJECTIVES OF THE STUDY To analysis the study on recruitment and selection process in Hindustan Coca-Cola Beverages Pvt. Ltd certain objectives are needed. They are as followso To understand the recruitment and selection process with respect to Hindustan Coca-Cola Beverages Pvt. Ltd. o To compare the practiced process with the theoretical process. o To find out the quality of the professional hired. o To gain a practical exposure and hand on experience of the recruitment and selection process. o To study the effectiveness of the process practiced by this company. o To recommend suitable recommendation, if any, based on the findings. SCOPE OF THE STUDY 1. Recruitment is a process to discover the sources of man power to meet the requirements of staffing schedule.

2. To employ effective measuring manpower in adequate numbers to facilitate effective selection of an effective working force. 3. Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. RESEARCH DESIGN A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The study was carried on with the association. The information gathered was through discussions with recruiters. The study is based on an Random Sampling Method.

OPERATIONAL DEFINITION OF CONCEPTS Recruitment and selection

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at

the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get

the company working more effectively 3. Promotion of one person in a company may upset someone else. Job description

A job description will set out how a particular employee will fit into the organisation. It will therefore need to set out: the title of the job to whom the employee is responsible for whom the employee is responsible a simple description of the role and duties of the employee within the organisation. A job description could be used as a job indicator for applicants for a job. Alternatively, it could be used as a guideline for an employee and/or his or her line manager as to his or her role and responsibility within the organisation. Job specification.

A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job

specification for a trainee manager's post in a retail store included the following: 'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business, know how to sell, and to work in a team.' Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments. For example, staff appraisal is a means of monitoring staff performance and is a feature of promotion in modern companies. In some companies, for example, employees and their immediate line managers discuss personal goals and targets for the coming time period (e.g. the next six months). The appraisal will then involve a review of performance during the previous six months, and setting new targets. Job details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be used as reference points for arbitrating in disputes as to 'who does what' in a business. Selection involves procedures to identify the most appropriate candidates to fill posts. An effective selection procedure will therefore take into consideration the following: keeping the costs of selection down making sure that the skills and qualities being sought have been identified, developing a process for identifying them in candidates making sure that the candidates selected, will want the job, and will stay with the

company. Keeping the costs of selection down will involve such factors as holding the interviews in a location, which is accessible to the interviewing panel, and to those being interviewed. The interviewing panel must have available to them all the necessary documentations, such as application forms available to study before the interviews take place. A short list must be made up of suitable candidates, so that the interviews do not have to take place a second time, with new job advertisements being placed. The skills required should have been identified through the process of job analysis, description and specification. It is important then to identify ways of testing whether candidates meet these requirements. Testing this out may involve: interviewing candidates asking them to get involved in simulated work scenarios asking them to provide samples of previous work getting them to fill in personality and intelligence tests giving them real work simulations to test their abilities. METHODOLOGY Definition: Methodology can properly refer to the theoretical analysis of the methods appropriate to a field of study or to the body of methods and principles

particular to a branch of knowledge. In this sense, one may speak of objections to the methodology of a geographic survey (that is, objections dealing with the appropriateness of the methods used) or of the methodology of modern cognitive psychology (that is, the principles and practices that underlie research in the field). In recent years, however, methodology has been increasingly used as a pretentious substitute for method in scientific and technical contexts, as in The oil company has not yet decided on a methodology for restoring the beaches. People may have taken to this practice by influence of the adjective methodological to mean "pertaining to methods." Methodological may have acquired this meaning because people had already been using the more ordinary adjective methodical to mean "orderly, systematic." But the misuse of methodology obscures an important conceptual distinction between the tools of scientific investigation (properly methods) and the principles that determine how such tools are deployed and interpreted. Sources of data collection: Primary data: This is the first hand data, which the researcher gets while interacting with different people. Primary data is collected by a set of questionnaires which

contains open ended and close ended questions. Are original source from which the researcher directly collects data that have not been previously collected.

Secondary data: These are sources containing data, which have collected and complied for another purpose. The secondary data consists of already compiled statistical statements and reports whose data may be used by the researchers for the studies. The data is collected through the following: HRM textbooks. HR magazines HRM review. HR websites. Other articles from web sites and newspapers. SAMPLING METHOD The sampling technique used for conducting the research study is simple random sampling. In simple random sampling each unit of population has an equal chance to be selected as a simple random sampling is the process of selecting a sample in

such way that the entire individual in the defined population have an equal chance of being selected for the sampling. SAMPLING UNIT All employees in Hindustan Coca-Cola Beverages Pvt. Ltd are selected as a sampling unit. SAMPLE SIZE The study conducted on Effectiveness of Recruitment and Selected process in Hindustan Coca-Cola Beverages Pvt. Ltd., was restricted to four consultancies. A structured questionnaire was used to collect data from 50 employees of the consultancies. A convenience sampling technique was used. So the sample size for the study is 50 employees. The study is restricted to four consultants. TYPES OF RESEARCH The type of research study done is respective descriptive research. Descriptive research includes surveys and facts finding enquiries of different kind. The major purpose of descriptive research is description of the state of affairs as it exists at present. TOOLS FOR DATA COLLECTION

A structured questionnaire with open ended and close ended questions was designed as a tool for primary data collection and also interview was taken to collect data.

PLAN OF ANALYSIS From gathered information (i.e. questionnaire) it was analyzed through tables and graphs. The table implies the brief structure of information of questions, it includes rows and columns , the table represents response, no : of responses and percentage of responses for a particular question. In here same way graph shows the graphical representation of the tables in a simple way by using chart diagrams. REFERENCE PERIOD The reference period of the research study is 45 days. LMITATION OF THE STUDY Time constraint: The allotted time to conduct the survey was 45 days. Therefore it became a bit difficult to cover the entire process of company. However, the key areas were aptly covered. Availability of data: Non-willingness of the respondents to answer the questionnaire was also a hurdle.

 Reliability of data: Reliability of data always remains a prime concern when humans are surveyed. Mon-interest, poor understanding, unclear questions, inability to think instantly creeps in apprehensiveness in the minds of the researcher while tabulating and analyzing the data. CHAPTER SCHEME 1. INTRODUCTION - This includes title of the theoretical background of the study. 2. RESEARCH DESIGN - This includes the of the study, statement of the problem, objectives of the study ,scope of the study ,operational definition of concepts sources of data, sample design , methodology, types of research plus tools for data collection ,plan of analysis, reference period, limitation and chapter scheme. 3. COMPANY PROFILE - This includes history of the company, business operations, service profile market share , competitors and organizational chart. 4. DATA ANALYSIS AND INTERPRETATION - This includes title of the table , data table , inference of the table, graphical representation. 5. SUMMARY OF FINDINGS AND CONCLUSION - It includes summary of findings and conclusion.

6 .RECOMMENDATIONS AND SUGGESTIONS -This chapter includes the recommendations and suggestions by the researcher. 7. APPENDICES AND ANNEXURES This includes the copy of questionnaire. BIBLIOGRAPHY The references made from text books, journals, newspapers and magazines are listed in this chapter.

CHAPTER 3 COMPANY PROFILE

Human resource structure:

General Manager (GM)

Deputy General Manager (DGM)

Assistant General Manager (AGM)

Manager

Assistant Manager

Senior Executive

Executive

Junior Executive

Assistant Executive

Trainee

An Introduction to Hindustan Coca-Cola Beverages Pvt. Ltd, Raninagar Location: This plant is situated at nearly 9 km away from Jalpaiguri and 36 km away from Siliguri. It is located at Raninagar Industrial Growth Center. Address: Hindustan Coca-Cola Beverages Pvt. Ltd. WBIIDC, Raninagar Industrial Growth Center, Raninagar, Mouza: Patkata, P.O. & Dt : Jalpaiguri, West Bengal.

Area: The total area of the plant is 11.3 acres. Status: Authorized bottlers of the Coca-Cola company: 1, Coca-Cola Plaza, Atlanta, GA 30313, USA. History: This plant started in April, 2000 with six different products namely Coca-Cola (Coke) Thums Up Sprite Fanta Limca Kinley Soda Production: The manufacturing facility is capable of producing 200ml and 300ml RGB and 600ml, 1.25L, 1.50L and 2.00L PET bottles for the six different flavours that are produced here. Production Capacity: 600 BPM (RGB), 300 BPM (New PET) AND 100 BPM (New PET). International Standards: ISO-9001:2008- For quality. ISO-14001:1996- For environment.

 ISO-22000- For food safety. OHASAS 18001:2007- For occupational health and safety. Awards Received: The plant is awarded by Citizenship Challenged Award for Pet Recycling Project, Environmental Excellence Award, Max Glass Award etc. It has also received recognition for Excellence in Water Management and Other Environmental Initiatives. CRS Activities: The plant is also highly active in CRS or the social activities. It has provided scholarship to meritorious poor students, celebrating Childrens Day and Environment Day along with arranging competition like Sit-n-Draw for the childrens. It also actively participates in Rain water harvesting, PET recycling, Working with District Disable Rehabilitation Centre etc. Food Safety Management: All associates of HCCBPL, Raninagar are committed to produce beverages in hygienic conditions and safe to consume by common people every time by implementing HACCP, GMP, GLP, GHK from receiving of raw materials to storage of finished products. TABULATIO Acme Fairgrowth Contactx

What is Recruitment

Inducting manpower to fill up current and future vacant position on ensuring a right fit

Choosing the best Sourcing the right candidate Candidate for the right job.

How often the process takes place

As required

Twice in a year

As and when there is requirement of manpower with a client.

Main sources of Recruitment

Placement agencies, Newspaper Ads, Referral, Portals

Job Portals and Head Hunting

Job Portals, referencing, networking, internal database.

Selection Criteria

Domain

Confidence and

Communication,

knowledge, Competency, Family

ability to commit

Qualification, Job profile, employment history and most

Background, Track Record, Etc. Openness to negotiate NO Very much

important his attitude.

Negotiation is very important on both fronts with the candidate and clients.

Problems during Recruitment and Selection

Cultural Background issues, Salary band problems,

Candidates not joining after offer acceptance

Sourcing the right candidate for a technical position ,candidates not

attending the interview ,lack of feedback from the clients Does MONEY make you MOVE Profile, Compensation Not so much but definitely a factor Job Scope and satisfaction, remuneration, growth makes me switch.

and benefits along to be considered. with money is important

Note: The above table shows details about various companies Opinion about Recruitment and Selection on the basis of the mentioned criteria. They are highly subjective as they are personal opinion THE QUALITY ASSURENCE DEPARTMENT The quality assurance department is an integral part of Coca-Cola Company. It has its importance because it provides assurance to the consumers that the products they are consuming it safe to the extent that they are accepted by the Government of India and worldwide.

The department is headed by the quality incharge Mr. Rudra Mohan Thakur, with quality associates Microbiologists, Line Chemists, Process Chemists and operators. The quality department controls mainly three departments: The Water Treatment Plant. The Effluent Treatment Plant. The Syrup Preparation Room. The department also checks the quality of different products received from the suppliers and thus we can conclude that it works not only in factory but also managers the status of the company outside. Product and Services: The business system of the Company in India directly employs approximately 6,000 people, and indirectly creates employment for many more in related industries through our vast procurement, supply and distribution system. The vast Indian operations comprise 25 company-owned bottling operations and 24 franchisee-owned bottling operations. That apart, a network of contract-packers also manufactures a range of products for the Company. Coca-Cola

 Diet Coke Sprite Fanta Thums Up Limca Maaza and Kinley are Trademarks of The Coca-Cola Company Cultures and Values: The Secret Of Formula Commitment, tempered by Passion and seasoned with a great deal of Fun is the Coke way of life. Drawing upon our collective energies, this Secret Formula drives us to achieve greater results collaboratively and thoroughly enjoy ourselves while doing it! The pace, energy and passion of our people constitute the invisible glue that make us one of the most sought after workplaces. Participative Leadership Right from our interactions in the market, our Business Planning and our Brand launches, to our Employee Engagement Programs, our Values Agenda, and

employee processes, every system is available for continuous improvement. A learning atmosphere, enabled by our Manifesto for Growth, helps us seek and replicate the learnings from within and outside our organization. Our Engagement programs enable us to examine, validate and improve ourselves, constantly. Our colleagues involve themselves in our opportunities for participative leadership volunteering for work groups that assist decision-making in critical processes. Values We are guided by the shared values that guide us a Company and as individuals Leadership The courage to shape a better future Passion Committed in heart and mind Integrity Be real Accountability If it is to be, its up to me Collaboration Leverage collective genius Innovation Seek, imagine, create, delight Quality What we do, we do well

Number of Departments in PCS 1. 2. 3. 4. 5. 6. Technical Department Administration Human Resource Finance& Accounts Quality Department Sale & Marketing