FOOD AND BEVERAGE INDUSTRY

COMPANY COCA COLA

AB
OUT

Coca-Cola Company is a beverage retailer, manufacturer

and marketer of non-alcoholic 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.
 HUMAN RESOURCE POLICIES OF COCA-COLA

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.

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 organization’s
mission, objectives, strategies, policies and its and internal
external environments.

Human Resource Management within Coca Cola

Basically the HRM practices are necessary for every
organization.
Every organization has its own policies and strategies by
which they control the functions of their departments.
Similarly, COCA-COLA has its own policies and strategies by
which they control all the functions of their 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

Job analysis 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 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 job’s 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 employee’s 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.
Internal recruitment
External recruitment
External
Selection process
The selection process will vary depending on the position
you’re applying for, as one process can’t 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. We’ll ask for examples of how you behaved in
different situations, maybe at school, university, a club, 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.

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 don’t
worry – you’ll have plenty of time to prepare.
Psychometric tests
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.
Designed to assess how you react in certain situations, these
help to highlight particular skills and how well you’re 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.
Training process of employees
Training process is essential part of every employee with out
training; employee can not come to now the procedure of
work, rules and regulations of firm, some times when new
technology is introduced it is also responsibility of a firm to
train its employees.
After recruiting the fresh employee we train them for three
months and also pay them salaries after three months they
become part of a firm
We also give training to already exist employee it depend
upon condition for example if new technology is introduced
first of all we give full training to them about new technology
then we allow them to start their job .

Steps in appraising performance

The performance appraisal process contains three steps;
Define the job
Appraise the performance
Provide feedback
Define the job;
Means making sure that you and your subordinate agree on
his or her duties and job standard.
Appraise performance;
Means comparing your subordinate’s actual performance to
the standards that have been set.
Provide feedback;
Means discuss the subordinate performance and progress,
and make plans for any development required.

HR department manager says that employees are our assets,

there for we are careful about their health and benefits. We
give following compensation and benefits:
Basic salary
Bonus
Medical facility
Pick and drop
Gratuity fund
Social security
We get many advantages from our employees because they
are happy from company.
Our employees are satisfy from our compensation and in the
coca cola never downsizing occurred which shows that well
relationship between employees and company.

Employees are the most important assets of every company

so it is very important to give them importance. The
satisfaction of the employees makes the company successful.
The reason is that if the employees of the company are
satisfied then they will work hard for the development of the
company but if they are not satisfied with the company’s
policies and they are not given their rights then they will
leave the company which can turn into a big loss. So
employees’ relationship is very important for every company.
Every company has its own policy. We have also got our own
policy by which we give importance to our employees if any
employee faces some kind of problem related to his life or
work then he can directly go to the manager and he can
share all of his problems. This thing should be adopted by
every company because this makes the employee satisfied
with the company.
We believe that an open door policy is the best policy for
employees’ relations because due to this, our employees feel
very independent and they know that if they get any
problem, they can contact directly to the manager of their
department. So we strongly believe that such policy makes
our employees satisfy with us.
ABOUT UNILVER

Unilever is a British-Dutch transnational consumer goods company

co-headquartered in London, England, and Rotterdam, Netherlands.
Its products include food, energy drink, ice cream and beverages
(about 40 percent of its revenue), cleaning agents, beauty products,
and personal care products.

Date founded: September 2, 1929

CEO: Alan Jope (1 Jan 2019–)
Headquarters: London, United Kingdom
 HUMAN RESOURCE POLICIES OF UNILVER

HRM Models in Unilever:

For any social group to perform its tasks efficiently and achieve its
common objectives, the management of its most important resources
– the people – is of utmost importance.

Until about the 1970s the task of ‘finding and controlling people’ was
handled by Personnel Management which was largely an
administrative function, dealing with the management and control of
subordinates.

The concept of Human Resource Management developed with a more

strategic level of thinking about the nature and role of people (as total
24hr per day human beings) working in organizations which are
‘cultures’ in their own right.

Recent thinking has moved from the control-based model to the

compliance model.

The soft edge of the latter involves eliciting employee commitment and
expecting effectiveness and efficiency to follow.

The hard edge of the latter involves ridding the organization of

unnecessary layers of middle management which, when stripped of
control functions, have very little by way of value added.

Like every other MNCs Unilever follows partial policies of both models.
They are discussed as follows:

Job Design Principal:

a. Divide their operations into different subdivisions.

b. It follows both specific job accountability and combined planning &

Implementation according to the need of their operation.
c. The tasks operated by the employees are both in team and
individually.

Management Organizations:

a. The employees are assigned into different hierarchies. It varies

from country to country.

b. As there remains strong hierarchy in Unilever so top-down control

and coordination is practiced in this MNC.

c. Status symbol is also visible in Unilever. But it does not create any
confusion among the employees of different countries or cultures.

Compensation:

a. The employees of different position in the hierarchy are paid

compensation according to their job performance. Salary is paid
monthly. Other packages such stock options, bonus, etc are also
provided during special occasions like religious festivals, company’s
progress etc.

Employee Voice:

a. Unilever follows Unionized policy to ensure the highest employee

benefits like control damage, bargaining.

Labor Management Relations:

a. Joint problem-solving and planning policy is practiced in Unilever to

encourage the willingness of the workers towards the company.

Management Philosophy:

a. Management is responsible to the stakeholders for their

performance. Top level management discuss with other managers
and related officials to reach in a decision. It believes that fulfillment of
employee’s needs is a goal rather than an end.
Key HRM activities in Achieving Organizational goal of Unilever:

The key HR activities performed by Unilever to achieve its

organizational goal are described as follows:

 Organization structuring

It refers to developing an organization which caters for all the activities

required, groups them together in a way which encourages integration
and co-operation. HR is very helpful for Unilever to achieve its goals.
As we said before that Unilever managers across the globe are
equipped with a consistent set of skills and a common language that
enable them to effectively tackle the business challenges they face.
The complete structure of Unilever made by its HRM department is
very much effective and efficient to meet this goal. HR professionals
follow different structure methods to select and choose the best option
for structuring.

 Job design and role specification

It refers to deciding on the contents of the jobs- their duties and

responsibilities and the relationships that exist between job holders
and other people in the organization. The job designed by the HRM
department are very much straight forward for meeting the goal and
purposes. On the other hand the role specification of each employee
are so organized that the partners like TACK are able to offer the
consistency, breadth and depth of training portfolio Unilever needed.

 Organizational development

It refers to stimulating, planning and implementing programs designed

to improve the effectiveness with which the organization functions and
adapts to change. The market is changing every moment. Like other
companies Unilever has to cope up with this change to remain and
fight with its competitors in the market. The development made by
HRM department is so structured that it describes a perfect way to
meet its goals.
BY- SAKSHAM TYAGI C-22