HR POLICIES OF COCA -COLA

HISTORY OF COKE ‡ Coca-Cola was founded in May 1886 by Dr. John Pemberton ‡ 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% .

COMPANY CULTURE ‡ Special training is given to employees. 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. 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. .

It is a global company and it is impossible to create certain policies or procedures applicable in all divisions of the company.HUMAN RESOURCE MANAGEMENT WITHIN COCA COLA Human Resource Management at Coca Cola Company has many advantages. . cultural and political differences need to be taken into account.

human behavior. .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. job context and human requirements and also other information related to his conduct. performance standard.

They forecast for the expected employees needs in the organization. They forecast their employees on the basis of change in technology and increasing in productivity .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.

RECRUITMENT POLICY ‡ Coca Cola s recruitment process is well established . institutions etc. Then application form. ‡ Recruitment is bothInternal recruitment External recruitment . company website.First of all HR Department give ads in news papers. from candidates with required documents and CV is asked for and then analyzed.

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

WAGES POLICY ‡ Coca-cola is providing smart wages to its employees . ‡ Structure of wages can be described as:  Blue collar workers are offered wages along with commission . .  White collar workers who are the officers and the executives draw a handsome amount salary with incentives. which are competitive and really satisfactory .salesman are offered wages plus commission pursuing certain criteria.With wages lot of facilities and amenities are provided according to the policy.

Cola international had different leaves structures in different regions and countries of the world where they have their companies. DESIGNATION ALLOWED LEAVES SUPERVISOR 26 LEAVES PER ANNUM ABOVE THE SUPERVISOR 26 LEAVES PER ANNUM BELOW THE SUPERVISOR 24 LEAVES PER ANNUM .ANNUAL LEAVE POLICY Coca.

EMPLOYEE FORUM In the U. Forums that are currently active include: Administrative Professionals African-American Asian/Pacific-American Gay & Lesbian Latin Women . through employee forums.S. In those forums and elsewhere. employees can connect with colleagues who share similar interests and backgrounds. employees support each other's personal and professional growth and enhance their individual and collective ability to contribute to the company..

EDUCATION POLICY ‡ The Coca-Cola Company had always believed that education is a powerful force in improving the quality of life and creating opportunities for people and their families around the world. All over the world they are involved in innovative programs that give hard working employees interested in studying books. . ‡ It is committed to helping people make their dreams come true. places to study and scholarships. supplies .

(Technical department) . They can include some extra shift if there is demand but normally there are two shifts.m. (all departments other then technical departments).TIME MANAGEMENT POLICY They are managing the working time in two shifts.m.m.m. 8 a. to 4 p. 4 p. which are explained in the following. to 12 p.

COMPENSATION AND BENEFITS Basic salary Bonus Medical facility Pick and drop Gratuity fund Social security .

coaching. . These programs promote trusting relationships for networking. Currently. group mentoring and mentoring self-study tools. Coca-Cola North America and The Minute Maid Company have one-on-one mentoring programs designed to foster professional growth and development. career counseling and life lessons. one-on-one mentoring.MENTORING PROGRAMS Coca-Cola Company is creating a system of mentoring programs that include.

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 these goals we appraise the employees.PERFORMANCE APPRAISAL Coca cola performance appraisal is on the annual basis.

Establish mechanisms to communicate effectively with the employee s consumers and government on the safety performance. Integrated approach of innovation for the safety of employees at all operation levels.SAFETY POLICY Coca Cola has set safety standard at a level that ensures compliance with governmental and company requirements. . Protect the employees and ensure public safety extending throughout the organization.

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