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Human Resource Management

Most successful and quality firms today recognize the importance of their employees
when developing a competitive strategy to change managements traditional control-oriented
relationship with employs to one of cooperation, mutual trust, teamwork, and goal orientation
necessary in a quality-focussed company generally requires a long-term commitment as a key
part of the companys strategic planning.
Human Resource Management is an essential part of any organisation. Development
of this department is the ground step on which the future of the company rests. No business
entity can regard it as non-essential. After all, it is the people and not the technology that
create an organisation.

HRM at Coca-Cola India

Administration at Coca Cola Company concentrates on the procurement and
maintenance of profoundly gifted and educated representatives with the goal that it can keep
up its best position in the market. It gives such states of business and methodology that
empowers all representatives to build up a feeling of solidarity with the endeavour and to do
their obligations in the most eager and powerful way.
It likewise accommodates the security of work to the laborers with the goal that they
may not be occupied by the vulnerabilities of their future. These targets, procedures,
strategies, and projects are pre-determined by the organization, which controls the
administration and unions in taking choices. Additionally, they are as per the association's
main goal, targets, systems, strategies and its and inward outside situations.

Employee Training and

Relations Development

Staff Welfare
and Benefits

Talent Medical
Acquisition Resource Policies

Responsibilities of Human Resource Management Department

Each association has its own approaches and techniques by which they control the
functions of their departments. Similarly, they also have own policies and strategies by which
the management controls all the functions of the 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. Every one of these practices are led by their
own approaches and procedures.
Coca-Cola tries to build a cadre of internationally minded executives through its
International Service Program, which involves the HRM function of identifying and
managing the career development of about 500 executives from all over the world from
which the future senior managers will be selected. Coca-Cola adapts to contrasts between
nations by articulating a typical HRM theory, yet by giving every national operation a chance
to make an interpretation of the logic into HRM particular strategies that our most appropriate
to their working condition. Coca-Cola's HR arrangements are chiefly framed in consistency
with the neighbourhood work laws and social practices. Above all, Coca-Cola sees the HRM
work as an imperative connection in the execution of its key objective of thinking globally
and acting locally.

Job Analysing and Designing

Job analysis is the procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired for the it. Job analysis consists of two products
one is a job description and other is the job specification:
Job Description: a list of duties, responsibilities, reporting relationship, working conditions,
and supervisory responsibilities
Job Specifications: a list of a jobs human requirements that is requisite education, skills,
Coca-Cola Companys HR department make analysis of their employee job
description which they get from their work activities, their human behaviour, the performance
standard, job context and other requirements related to this conduct. The HR department uses
this information for recruiting, selection, compensation, performance appraisal, and training.

Planning and forecasting

Planning is 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. They forecast for the
expected employee needs in the organisation. They also forecast for employees on the change
of technology and increase in productivity. Post planning, the report is sent to the head office
for approval. Upon receiving the approval from the head office, the selection process

The Recruitment Process

Coca-Cola follows a well-established recruitment process which starts with the
creation of a vacancy for a position in the organisation. They advertise for the vacancy
through its website, newspapers, institutions. Once the company receives applications from
the candidates with the required documents and CV, short listing of candidates is done and
the short-listed candidates are interviewed. Recruitment process followed in Coca-Cola India
is of two types:
Internal Recruitment: Best employees can be found within the organisation. When a
vacancy arises in the organisation, it may be given to an employee who is already on the pay-
roll. Internal sources include promotion, transfer and in certain cases demotion. When a
higher post is given to a deserving employee, it motivates all other employees of the
organisation to work hard. The employees can be informed of such a vacancy by internal
advertisement. There are a number of advantages of internal recruitments:
Better assessment of candidates
Reducing training time
Motivating employees
Disadvantages of internal recruitments:
Discourages capable persons from outside to join the concern
Not recommended for posts requiring innovation and creative thinking
External Recruiting: Recruiting applicants for vacant positions from outside the
organisation. Advantages of external recruitments are:
Increases diversity
Facilitates growth
Disadvantages of external recruitments are:
Recruitment process is expensive to carry out
Recruitment is a slow process as compared to internal transfers
Difficult to judge a person in a short span of time

The major recruitment sources for Coca-Cola India are Media Advertising, E-recruitment,
Employment agencies, Executive search firms, College recruiting, Summer internships.

Short Listing
New Vacancy Advertising Interviews
of CV's

Confirmation Probabation Situational

of Service Period Exercises
Training process of employees
Training is an essential part of recruiting an employee, it helps the organisation in
understanding the employees procedure of work. Rules and regulations of the firm,
sometimes when new technology is introduced, is the responsibility of the firm to train its
employees. At Coca-Cola India, employees are trained for 3 months after which they become
a part of the firm. Training is also given to existing employees in case of introduction of a
new technology.

Performance Appraisal

Coca-Colas performance appraisal is an annual event where employees are appraised

upon achieving goals of the organisation. HR department have to keep an eye on every
employee throughout the year. Top management has regular meetings to check that they are
achieving the goals and motivate the employees in case they are slacking.
Steps in appraising performance-

Define the job: Making sure that everyone agrees on his or her duties and the job
Appraise Performance: Comparing the employees actual performance to standards
that have been set.
Provide Feedback: Discuss the employees performance and progress, and make plans
for any development required.

Motivation for employees

Wages: Coca-Cola provides smart wages to its employees, which are competitive and
satisfactory. Additionally, a lot of facilities and amenities are provided according to
the ongoing policies.
Structure of wages-
1. Blue Collar workers (salesmen) are offered wages along with
2. White Collar workers (officers and executives) draw a handsome
salary along with incentives.

Annual leaves: In India, the leave structure is-

Designation Allowed Leaves

Above the Supervisor and 26 leaves per annum
Below the Supervisor 24 leaves per annum

It hosts various development programs like

o Coca-Cola University (CCU) A virtual global University representing a one-
stop shop for all learning and capability building activities across The Coca-
Cola Company.
o Functional Development to enhance and build job knowledge, skills, and
competencies within a department or a functional area.
o Short-term Assignments to expose associates to work that is different from
what they do on a daily basis.

A good working culture A culture where people are truly dedicated to living the
values. They call themselves as a local business with a global scale.

Compensation Programs
Coca-Cola compensation programs are structured to drive value creation in more than
200 countries by Human Resource Management, to provide cost-effective rewards that are
meaningful to associates and to exchange continuous learning making the company as
successful as it can be.
For individuals that are assigned overseas operations, the following compensatory
benefits are provided-
o More salary (base on Purchasing Power Model of the US benchmark rates)
o Housing, transportation and telephone facilities
o Yearly ticket to home country
o Provision for helping in transfer of family to the new country
o Assistance the spouse in finding jobs in the new country

Reasons for Coca-Cola Indias Success

Systematic recruitment process has the following criteria which lead to successful
recruitment process in Hindustan Coca-Cola private limited: -

Determination the Vacancies:

Vacancies are determined on the basis of organisational objective and demand for that
particular vacancy in that firm. Contents of recruitment is decided in the human resource
planning which can be revised.

Considering the Sources:

It depends on the nature of demand and supply of labour while designing the human resource
planning. There is a possibility of internal recruitment for filling vacancies because the
employees are known to the organisation, the time and cost of recruitment and selection is
saved, the capabilities of employee is known to the organisation and it is a way of building up
trust in the eyes of employees as they will view it as a source of growth and their career
development which will lead to low attrition rate in the organisation. Other sources of
recruitment are institutional agencies, employment agencies and advertisement.

Preparing and Publishing Information:

This method requires a lot of time and energy as accurate information is provided which
attracts suitable candidates for that particular post. Also, the job description for the post is
mentioned, rewards, etc. This is in the form of job advertisement in newspaper or press,
application form, etc.

Processing and Assessing Applications:

After receiving the applications from candidates, the next step is to select the candidates who
are most suitable for the given post and can be seen as the future employees for the
organisation which makes the cost and time for the selection process worthwhile. This is
done in three basis categories: suitable, marginal and not suitable.

Notifying the applicants:

The final stage is to inform the successful candidates that they are successful of the
arrangements for the selection procedures and to the rejected applicants that they are
unsuccessful. The letter to the chosen candidates may include date, time, venue, travel and
expenses. Also, it is easy for the candidate if company profile and job description is also
attached in the letter.

Research Paper: The Process of Recruitment and Selection in Coca-Cola by Tripti

A study on employee job satisfaction -