You are on page 1of 18

Utsav Kumar 01

Vineet Kumar
Singh 02
Gokul Krishna 03
Ainsley Lazarus
Keshav Bharati
Sean Stainslaw

COMPANY PROFILE:Coca-Cola, the corporation nourishing the global community with the
worlds largest selling soft drink concentrates since 1886, returned to
India in 1993 after a 16 year hiatus, giving a new thumbs up to the
Indian soft drink market. In the same year, the Company took over
ownership of the nations top soft-drink brand and bottling network.
A Healthy Growth to The Indian Economy
Ever since, Coca-Cola India has made significant investments to build
and continually consolidate its business in the country, including new
production facilities, waste water treatment plants, distribution systems,
and marketing channels.
Coca-Cola India is among the countrys top international investors,
having invested more than US$ 1 billion in India in the first decade, and
further pledged another US$100 million in 2003 for its operations.
A Pure Commitment to The Indian Economy
The Company has shaken up the Indian carbonated drinks market
greatly, giving consumers the pleasure of world-class drinks to fill up
their hydration, refreshment, and nutrition needs. It has also been
instrumental in giving an exponential growth to the countrys job listings.
The Indian operations comprises of 50 bottling operations, 25 owned by
the Company, with another 25 being owned by franchisees. That apart, a
network of 21 contract packers manufacture a range of products for

Mission, Vision & Values:The world is changing all around us. To continue to thrive as a business
over the next ten years and beyond, we must look ahead, understand
the trends and forces that will shape our business in the future and move
swiftly to prepare for what's to come. We must get ready for tomorrow
today. That's what our 2020 Vision is all about. It creates a long-term
destination for our business and provides us with a "Roadmap" for
winning together with our bottling partners.
Our 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.

Our Vision: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.

Partners: Nurture a winning network of customers and suppliers,

together we create mutual, enduring value.

Planet: Be a responsible citizen that makes a difference by helping

build and support sustainable communities.

Profit: Maximize long-term return to shareowners while being

mindful of our overall responsibilities.

Productivity: Be a highly effective, lean and fast-moving

Our Winning Culture:Our Winning Culture defines the attitudes and behaviors that will be
required of us to make our 2020 Vision a reality.
Live Our Values:Our values serve as a compass for our actions and describe how we
behave in the world.

Leadership: The courage to shape a better future

Collaboration: Leverage collective genius

Integrity: Be real

Accountability: If it is to be, it's up to me

Passion: Committed in heart and mind

Diversity: As inclusive as our brands

Quality: What we do, we do well

Focus on the Market:-

Focus on needs of our consumers, customers and franchise


Get out into the market and listen, observe and learn

Possess a world view

Focus on execution in the marketplace every day

Be insatiably curious
Work Smart:-

Act with urgency

Remain responsive to change

Have the courage to change course when needed

Remain constructively discontent

Work efficiently
Act Like Owners:-

Be accountable for our actions and inactions

Steward system assets and focus on building value

Reward our people for taking risks and finding better ways to solve

Learn from our outcomes -- what worked and what didnt

Be the Brand

Inspire creativity, passion, optimism and fun


MANAGEMENT:Strategic human resource management can be defined as the linking of
human resources with strategic goals and objectives in order to improve
business performance and develop organizational culture that foster
innovation, flexibility and competitive advantage. In an organisation
SHRM means accepting and involving the HR function as a strategic
partner in the formulation and implementation of the company's
strategies through HR activities such as recruiting, selecting, training and
rewarding personnel.

How SHRM differs from HRM

In the last two decades there has been an increasing awareness that HR
functions were like an island unto itself with softer people-centered
values far away from the hard world of real business. In order to justify
its own existence HR functions had to be seen as more intimately
connected with the strategy and day to day running of the business side
of the enterprise. Many writers in the late 1980s, started clamoring for a
more strategic approach to the management of people than the standard
practices of traditional management of people or industrial relations
models. Strategic human resource management focuses on human
resource programs with long-term objectives. Instead of focusing on
internal human resource issues, the focus is on addressing and solving
problems that effect people management programs in the long run and
often globally. Therefore the primary goal of strategic human resources
is to increase employee productivity by focusing on business obstacles
that occur outside of human resources. The primary actions of a
strategic human resource manager are to identify key HR areas where
strategies can be implemented in the long run to improve the overall
employee motivation and productivity. Communication between HR and
top management of the company is vital as without active participation
no cooperation is possible.

Key Features of Strategic Human Resource

The key features of SHRM are

There is an explicit linkage between HR policy and practices and

overall organizational strategic aims and the organizational environment

There is some organizing schema linking individual HR

interventions so that they are mutually supportive

Much of the responsibility for the management of human resources

is devolved down the line

Trends in Strategic Human Resource Management

Human Resource Management professionals are increasingly faced with
the issues of employee participation, human resource flow, performance
management, reward systems and high commitment work systems in
the context of globalization. Older solutions and recipes that worked in a
local context do not work in an international context. Cross-cultural
issues play a major role here. These are some of the major issues that
HR professionals and top management involved in SHRM are grappling
with in the first decade of the 21st century:

Internationalization of market integration.

Increased competition, which may not be local or even national

through free market ideology

Rapid technological change.

New concepts of line and general management.

Constantly changing ownership and resultant corporate climates.

Cross-cultural issues

The economic gravity shifting from 'developed' to 'developing'

SHRM also reflects some of the main contemporary challenges faced by
Human Resource Management: Aligning HR with core business strategy,
demographic trends on employment and the labor market, integrating
soft skills in HRD and finally Knowledge Management .

Coca Cola -Motivations for employees: WAGES:Coca-cola is providing smart wages to its employees, which are
competitive and really satisfy its employees. As along with the wages
they are provided with a lot of facilities and amenities. In brief structure
of wages can be described like this blue collar workers are offered
wages along with commission, sales man are offered wages plus
commission pursuing certain criteria, White collar workers who are the
officers and the executives draw a handsome amount of salary which is
really competitive.



The Coca-Cola Company has always believed that education is a

powerful force in improving the quality of life and creating opportunity for
people and their families around the world.
The Coca-Cola Company is committed to helping people make their
dreams come true. All over the world, we are involved in innovative
programs that give hard-working, knowledge-hungry students books,
supplies, places to study and scholarships. From youth in Brazil to first

generation scholars, educational programs in local communities are our

Annual Leaves:Coca-cola international has different leaves structures in different regions
and countries of the world where they have their company.
Time Management For Work:Time management is the key to grow in this fast and furious century of
growth and development, so therefore Coca-cola is doing at their best
for this pivotal factor of managing time. To cover this segment of
management they have divided the work in to shifts. For this purpose
phenomenon of division of labour is contributing for its functioning. In
many Coca-Cola plant company has divided the shifts for the work in the
following manner:
They are managing the working time in two shifts. They can include
some extra shift if there is demand but normally there are two shifts,
which are explained in the following. HR coca cola
8 a.m. to 4 p.m. (all departments other then technical departments),
4 p.m. to 12 p.m. (Technical department).
Medical Facilities:Medical facilities are of prime importance in any organization as the
health of employees is in the benefit of the company as well as its the
social responsibility of the company to provide nice and healthy work
environment to its employees, These facilities are such facilities which
can include first aid treatments, emergency handling problems, sickness,
and other diseases which are fatal for a person. The Coca-Cola
Company is providing Medical facilities to all its employees. These
treatments are provided to employees as per their designations. The

medical facilities are also provided to supervisors as well as the officers

in the company.
Employees our Asset: The heart and soul of our enterprise have always been our people. Over
the past century, Coca-Cola people have led our successes by living and
working with a consistent set of values. While the world and our
business will continue to change rapidly, respecting these values will
continue to be essential to our long-term success.
Mentoring Programs: The Coca-Cola Company is creating a system of mentoring programs
that include, one-on-one mentoring, group mentoring and mentoring selfstudy tools. Currently, Coca-Cola North America and The Minute Maid
Company have one-on-one mentoring programs designed to foster
professional growth and development.

DEPARTMENTALIZATION: Following are the departments in Coca-cola company regarding to

Ranchi plant: Human Resource and international relation department.
Research and Development department.
Account department.
Engineering department.
Production department.
Quality Control department.
Marketing department.
Sale department.
Fleet department.
Distribution department.

HUMAN RESOURCE DEPARTMENT: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
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.

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.
Internal recruitment
External recruitment
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:
Group exercises
Psychometric tests
Role plays/Situational Exercises


at COCA COLA: Human resources management alignment means to integrate
decisions about people with decisions about the results an
organization is trying to obtain.
HRM alignment is the ultimate level of HRM accountability, as
demonstrated in the Hierarchy of Accountability.
While HRM accountability must begin with basic legal compliance,
it ultimately encompasses all four levels of the pyramid, including
demonstrating how HRM supports achievement of the agency
strategic goals.

The people and performance model emphasized the importance

of individual HR strategies which must fit in a strategic framework
which incorporates both people and business issues.
It is useful for all organizations to manage their people within
coherent framework which reflect the business strategy.
They can ensure that the various aspects of people management
are mutually reinforcing in developing the performance and
behaviors necessary to achieve business success.
There is not single HRM strategy that will deliver success in all
Organizations need to define a strategy which is unique to their
own situation in terms of context, goals, and the demands of
organizational stakeholders


MANAGEMENT WITH MISSION: Human resources management alignment means to integrate
decisions about people with decisions about the results an
organization is trying to obtain.
According to coca cola HRM alignment is the ultimate level of
HRM accountability, as demonstrated in the Hierarchy of
While HRM accountability must begin with basic legal compliance,
it ultimately encompasses all four levels of the pyramid, including
demonstrating how HRM supports achievement of the agency
strategic goals.

HOW THEY IMPLEMENT SHRM:Well done is better than well said

Strategic implementation of HRM means performing activities
that support mission accomplishment and measuring how
well those activities contribute to achieving strategic goals.

Staffing, development, and employee relations are important

HR activities that make a difference to coca cola goal
However, there are other areas in which HR of coca cola
contribute to and align with mission accomplishment, such as
the followings;
Agency Reorganizations
Workforce Planning
Linking Performance Management to Mission
HR Self-Assessment

HRM MEASUREMENT AT COCA COLA:If youre not keeping score, youre only practicing..
There are quite a few interesting approaches COCA COLA is using
to measure their HRM performance.
Benchmarking is a systematic process of measuring an
organizations products, services, and practices against those of a
like organization that is a recognized leader in the studied area.
The Balanced Scorecard is a framework many agencies are
using to translate strategy into operational terms by measuring a
full range of perspectives: financial, customer, internal, and
learning and growth.
Activity Based Costing (ABC) is a method of cost management
that determines the true cost, including overhead, for a service or

STRATEGIC RELATIONSHIP:The relationship between Corporate HR and Top Management in coca

cola is motivated by the following factors;

Reporting relationships - In branches where there is a direct

reporting relationship between the head of HR and the head of the
branch, HR generally has a more visible role in branch decisionmaking.
Management advocates - In branches where there is a strong HR
advocate in senior management, HR has more involvement in the
branch decision-making.
Credibility - HR representatives who are formerly program
managers tend to earn more credibility from the other managers.
Culture - In some agencies, the recognition that its people are its
most important asset has traditionally been part of the culture.
Value - In all cases, HR has to bring value to the discussion in
order to be considered a member of the management team.
How the HR office interacts with its line managers;
HR as Consultant: HR office has become more consultative.
Rather than telling a manager he/she can or cannot do
something, HR professionals are more helpful in finding
solutions to HR issues.
HR as Contributor to Mission Accomplishment: With HR helps
managers in terms of recruitment and staffing, employee
development, and employee relations that managers would
have difficulty doing it on their own.
HR as Strategic Partner: For HR to become more involved in
line-level decision- making, managers would like the office to:
Have greater knowledge of the organizational mission, and
Get more involved and innovative in broad, organizational HR
issues that impact most on the organization, such as
recruitment and workforce and succession planning.
HR/management council established to allow them get together
periodically to discuss human resources issues and thus get to

real integration of managers into the HR program decisionmaking process.

ACCOUNTABILITY at COCA COLA: Managers here are making more and more HRM decisions while
the HR staff is becoming more involved in broader organizational
This means that both the HR staff and managers are ultimately
accountable for effective, legally compliant HRM.
At coca cola, managers are accountable for the business results
achieved through good human resources management, the HR
staff is accountable for HR compliance, and both are
accountable for the overall effectiveness of the agency HRM