HISTORY OF THE COCA COLA COMPANY

Coca-Cola is a carbonated soft drink sold in the stores, restaurants, and vending
machines of more than 200 countries.It is produced by The Coca-Cola Company of
Atlanta, Georgia, and is often referred to simply as Coke (a registered trademark of
The Coca-Cola Company in the United States since March 27, 1944). Originally
intended as a patent medicine when it was invented in the late 19th century by John
Pemberton Coca-Cola was bought out by businessman Asa Griggs Candler whose
marketing tactics led Coke to its dominance of the world soft-drink market
throughout the 20th century.

The prototype Coca-Cola recipe was formulated at the Eagle Drug and Chemical
Company, a drugstore in Columbus, Georgia by John Pemberton,originally as a
coca wine called Pemberton's French Wine Coca. He may have been inspired by
the formidable success of Vin Mariani , a European coca wine.

By 1888, three versions of Coca-Cola — sold by three separate businesses — were

on the market. Asa Griggs Candler acquired a stake in Pemberton's company in
1887 and incorporated it as the Coca Cola Company in 1888. The same year, while
suffering from an ongoing addiction to morphine, Pemberton sold the rights a
second time to four more businessmen: J.C. Mayfield ,A.O. Murphey, C.O.
Mullahy and E.H. Bloodworth. Meanwhile, Pemberton's alcoholicson Charley
Pemberton began selling his own version of the product
 REPORT

ON

HUMAN RESOURCE PRACTICES WITHIN COCA COLA

Human resource management is an essential part for any organization. Morever

development of this part is the first step, the ground on which the future of the
company depends.It is very important for any business unit, and especially for such
international company as coca cola.HRM 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.

Every organization has its own policies and strategies by which they control the
function of their department.Similarly we also have own policies and strategies by
which we control the function of our department.Coca cola is also conducting all
the practices of HRM like job analysis and design of work , recruitment and
selection ,training and development , performance appraisal ,compensation ,
employee relationship ,staff welfare and medical policies ,and some other thing
like that. These all practices are conducted by own policies and strategies.

Basically the HRM practices are very important for any organization.
 RECRUITMENT PROCESS OF COCA COLA

Coca cola’s recruitment process is well established . First of all HR department

gives add in the newspaper ,company website , institute etc.Once we receive an
application form then we asked for required document and C.V .

It uses two type of recruitment process.

 INTERNAL RECRUITMENT

 EXTERNAL RECRUITMENT

INTERNAL RECRUITMENT

It is a process of recruiting people internally within the organization.Internal

recruitment means that a job vacancy is filled from within the business , an existing
employee rather than employing externally.

INTERNAL SOURCE OF RECRUITMENT

• Present permanent employees .

• Present temporary / casual employee.

• Retired employees.

• Dependents of deceased disabled, retired and present employee.

 METHODS OF INTERNAL RECUITMENT

• Intranet

• Staff notice board

• In- House magazines/newsletters

• Internal notices

• Meetings

• Personal recommendation
 EXTERNAL RECRUITMENT

External recruitment is when organizations looks to fill the vacancy from any
suitable applicant outside organizations.It is a process of recurring people from
outside the organization.

EXTERNAL SOURCE OF RECRUITMENT

• Press Advertisment

• Educational Institute

• Placement agencies

• Employee referrals

• Labour contractors

SELECTION OF EMPLOYEES

1. INTERVIEW : The interview is designed to reveal more about you and

your experience.We will ask for example of how you behaved in different
situation may be at university, school ,a club, at home or in previos jobs.
2. GROUP EXERCISE :It will show us how effectively you work with
people .They are a good opportunity for us to see how you communicate ,
influence and involve other people in workplace.

3. Presentations : It gives you the chance to show your ability to communicate

to a group on a specific topic. You may be given a topic in advance or on the
day .

4. Pyschometric Test: It is a timed exercise that examinees your ability and

potential.On occasion , we may also use a personality assessment tool that is
designed to find out more specific things about you.

5. Role Play : It is designed to access how you react in certain situation this
helps to highlight particular skills and how well you are suited for a position.
 TRAINING OF EMPLOYEES

Training is a essential part of every employee.Without training employee

cannot come to know the procedure of work, rules and regulation of firms ,
sometime when new technology is introduced it is also responsibility of a
firm to train its employees .

After recruiting the fresh employee “ THE COMPANY COCA COLA”

train them for three months and also pay them salary after three months they
become part of a firm.

We also give training to its existing employee it depends upon the condition.
For example if new technology is introduced in the company then we also
give training to existing employees then we allow them to start their job.
 PERFOMANCE APPRAISAL

Coca cola performance appraisal is annually. They appraise the employee due to
their performance about goals of the organization. They set the goals at the start of
the year and tell the employees about the goal if the employees achieve this goal
they appraise the employees.

STEPS IN APPRAISING EMPLOYEES PERFORMANCE

The performance appraisal process contains three steps:

• Define the job

• Appraise the performance

• Provide the feedback

Define the job:

Means making sure that you and your sub ordinate agree on his or her duties and
job standard
Appraise the 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.