Human Resources Management Process of Coca Cola

Name of Students:

Ahmad Hassan Naeem

(2020-GCUF-066894)

Khadija Babar

(2020-GCUF-066916)

Report submitted in fulfillment of

the requirements for the subject.

BACHALOR OF SCIENCE
IN
APPLIED PSYCHOLOGY

DEPARTMENT OF APPLIED PSYCHOLOGY

GOVERNMENT COLLEGE UNIVERSITY FAISALABAD

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Lyallpur Institute of Management Sciences (LIMS)
Faisalabad

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 In the name of ALLAH,
The most Gracious and the most Merciful.

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 DEDICATED

TO THE HOLY PROPHET HAZRAT

MUHAMMAD

PEACE BE UPON HIM

He is the greatest Teacher in the world

AND

OUR BELOVED PARENTS

AND

OUR DEAREST TEACHERS

Who is always with me and guided me with love and gratitude

BY VIRTUE OF WHO’S DEVOTIONS

WE HAVE BEEN SKILLED TO TOUCH AT THIS POINT

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 DECLARATION

The work reported in this thesis was out by Mr. Ahmad Hassan Naeem registration
number 2020-GCUF-066894 and Miss. Khadija Babar registration number 2020-
GCUF-066916. We further declare that this work has not been submitted for the award
of any other degree/diploma. The University may act if the information provided is found
inaccurate at any stage.

The work illustrated in this report is carried out by us under the supervision of Miss
Rakhshanda; PT at Lyallpur Institute of Management & Sciences Faisalabad, affiliated
with Government College University Faisalabad Pakistan. We will be responsible for any
plagiarism in this thesis.

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 LYALLPUR INSTITUTE OF MANAGEMENT & SCIENCES
FAISALABAD AFFILIATED WITH
GOVERNMENT COLLEGE UNIVERSITY, FAISALABAD

CERTIFICATE BY SUPERVISORY COMMITTEE

We certify that the contents and form of the report submitted by Mr. Ahmad Hassan Naeem
Registration No. 2020-GCUF-066894 and Miss Khadija Babar Registration No. 2020-GCUF-
066916 have been found satisfactory and in accordance with the prescribed format. We
recommend it to be processed for evaluation by the External Examiner for the award of the
degree.

Supervisor
Signature…………………………….
Name………………………………...
Designation with Stamp...……........

Chairperson
Signature……………………………
Name………………………………..
Designation with Stamp……………

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 ACKNOWLEDGEMENT

First and foremost, we express our deepest and sincere gratitude to Almighty ALLAH, the
propitious, sole creator of the universe and the source of all knowledge and wisdom. In this
study, which we have done, Allah Almighty showered blessings continuously to complete this
work timely. All the praises go to Allah Almighty who empowered us to do a study and awarded
us time to present this work in a thesis format after the completion of this work. With trembling
lips and wet eyes praise to HOLY PROPHET MUHAMMAD (SAW), the torch of guidance for
humanity forever, for his sacredness by which we were able to achieve this milestone of our
academic career.

We are highly obliged to Dr. MUJEEBUALLAH CEO of Lyallpur Institute of Management &
Sciences Faisalabad who provided us with enormous opportunities to learn new skills.
Wholeheartedly thank HASEEB MUSHTAQ, Vice Principal of Lyallpur Institute of
Management & Sciences It is a great honor and pleasure to express our gratitude first and
foremost to our researched and learned study Project Supervisor. Miss RAKHSHANDA; PT
Teacher of Lyallpur Institute of Management & Sciences Affiliated with Government College
University Faisalabad, who allowed us to study under her kind control. Again, we are thankful to
her for her tremendous help, guidance and motivation. In addition, special thanks to the Head of
the department of Psychology department Miss. IRAM QAYYUM. She supported us in
finalizing the study topic.

Ahmad Hassan Naeem

Khadija Babar

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Table of Contents
Introduction……………………………………………………………………………………1
Mission statement……………………………………………………………………………...1
Vision…………………………………………………………………………………….…….2
History………………………………………………………………………………………….2
Brands of Coca-Cola…………………………………………………………………….……..3
Human Resources Management At Coca-Cola………………………………………………..4
Recruitment and Selection Process………………………………………………............…….4
Objective of Recruitment Process………………………………………………………..…….5
External Methods…………………………………………………………………...........…….6
Internal Methods……………………………………………………………………………….7
In House Recruitment………………………………………………………………………….9
Recruitment process…………………………………………………………………….……..10
Effectiveness of Hiring Process Saves Recruitment Costs……………………………..……..10
Selection Process……………………………………………………………………….……..12
Training Development…………………..……………………………………………...……..12
Performance Appraisal………………………………………………………………….……...13
Objective & Compensation……………………………………………………………..……...13
Employee Relationship…………………………………………………………………………14
Career Development…………………………………………………………………....……...15
Succession Planning………………………………………………………………….....……...16
Conclusion…………………………………………………………………...…………..……..16
Recommendation…………………………………………………………...…………..……....17
References…………………………………………………………………......................……..19

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Introduction

The Coca-Cola Company is the biggest drink company in the world. They sell four of the top
five soft drinks in the world: Coca-Cola, Diet Coke, Sprite, and Fanta. And now the company has
introduced two new items in this market, Sprite 3G and Fanta Citrus. The Sprite 3G drink is
doing well and meeting the company's goals by getting a lot of customers from the "Dew" drink.
However, the second new product is not doing well and is having trouble finding a place in the
market. It might be stopped soon. They have almost 400 different kinds of drinks, like coffee,
tea, juice, sports drinks, water, and soda. They have employees from many different countries,
totaling around 50,000 people. They work with their subsidiaries and bottling partners to become
a valuable and helpful part of the communities where they do business.

The Coca-Cola Company is a big company that makes and sells drinks without alcohol. They
make the liquid that goes into the drinks and also sell them to different places. The main office of
the company is in Atlanta, Georgia. The Company and its related companies have about 31,000
employees all over the world. Coca-Cola Company and its subsidiaries make and sell syrups,
concentrates, and beverage bases for Coca-Cola, its main brand, as well as over 230 other soft-
drink brands. These products are sold in almost 200 countries globally.

The Coca-Cola Company allows local businesses to make and sell their drinks within specific
areas. The drinks must meet high quality standards and be the same in every place they are sold.

Mission Statement

“We strive to bring joy and deliver value to our owners through the successful establishment of a
business under the Coca Cola brand.”

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Vision

We in the Coca Cola Company know that every day, all 5. 6 billion people in the world will get
thirsty. We have the best chance to quench their thirst and make them feel refreshed. Our job is
easy: to make coca cola and other products easy to find, cheap to buy, and liked by people,
satisfying their thirst and giving them a perfect moment to relax. If we make it possible for 5.6
billion people to stop drinking coca cola then what would happen.

History
International

Coca-Cola started the beverage industry in May 1886 in Atlanta. But it wasn't until 1895 that
they started selling coke in bottles. Over time, more and more people started to like Coca-Cola
and it became famous around the world. So starting in 1886, Coca-Cola has become a big global
company that sells its product everywhere. Coca-Cola is now one of the most well-known and
popular brands in the world and many people drink it. It not only has become successful in the
beverage industry but is currently at the top of the list of the most financially stable companies in
the world.

Pakistan

Even though people already knew about Coca-Cola in Pakistan, Coca-Cola Beverages Pakistan
Limited (CCBPL) started working there on 26 May 1996. Coca-Cola Beverages Private LTD
(CCBPL) is a partnership between Coca-Cola International and two other companies, Fraser and
Neeves Singapore, and Package Ltd. First, a company called National Beverages LTD Karachi
was bought. Then, another company named International Beverages LTD Hyderabad was also
acquired. In May 1996, Fraser and Neeves, a bottling company from Singapore, purchased the
local bottlers in Karachi. Shortly after, it also obtained the bottling facilities in Hyderabad. Since
then, Coke has had a big effect on the local market by making itself more widely available and
increasing the amount of Coke that people buy. CCBPL has decided to grow its business in
Pakistan by purchasing other bottling companies throughout the country. They recently bought
all the plants in Pakistan because they want to focus on increasing their market share there.

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Brands of “The Coca-Cola Company”

The Coca-Cola Company is the biggest company that makes drinks in the whole world. The
Coca-Cola Company sells four of the most popular soft drinks in the world: Coca-Cola, diet
Coke, Sprite, and Fanta. They have around 400 different drinks to choose from, like coffee, tea,
juice, sports drinks, water, and fizzy sodas. They sell their drinks in over 200 different countries.
The things made by Coca-Cola reach people's lives all over the place. The main brands they
have, like Fanta, Sprite, and Coca-Cola, are well-known and can be found in many countries.
Each of their other brands is sold in one or more countries, and is designed specifically for the
cultures and preferences of the people living there. No matter where you are, you will be able to
find a Coca-Cola product to enjoy. The main products are:

• Coca-Cola classic
• Diet coke
• Cherry coke
• Diet cherry coke
• Minute maid orange
• Minute maid Mango
• Minute maid Pulpy
• Sprite
• Sprite 3G
• Fanta

And many other things, that have not yet been introduced in the subcontinent because of various
reasons.

Human Resource Management is very important for any organization. Additionally, the progress
of this department is the initial stage, the foundation on which the company's future relies. It is
very important for every business, especially for international companies like Coca Cola. The
employees, not the technology, are the ones who build the company.

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Human Resource Management at Coca Cola

The company has a lot of good things. This company operates worldwide and it is not possible to
have the same rules and methods for every division. We have to consider the different cultures
and politics in each place. This paper will discuss four main responsibilities of Human Resource
Management: managing how well employees perform their jobs, determining their pay, helping
them grow in their careers, and planning for future leadership positions.

Basically HRM practices are needed by all organizations.

Recruitment and Selection Process

The use of new ways to find and choose employees has helped companies make sure they hire
good quality workers in all areas of human resources. This has made employers more careful
about how much they spend on finding new employees. You can save money on hiring by using
a careful method and considering how well employees will compete and perform in a specific
industry. This paper discusses how qualitative assessment can positively impact organizational
productivity. It suggests that by selecting candidates who have the right skills and qualifications
for the job, and also targeting resources towards their needs, organizations can benefit.
Additionally, employees who are chosen through this kind of process will feel more confident in
their abilities and the support of their employers.

Introduction

Recruitment is defined as a process or art of finding the most suitable candidate for a new or
vacant position in any commercial organization or a volunteer-based organization or community
group.

Recruiting the right types of employees having the job/organizational fit remain a big challenge
to the employers who want to achieve guaranteed success in their business operations and
enhance ROI.

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HR departments play an important role in an organization's success. They have to find and hire
the best employees, make sure they are included and productive, and plan for how they can
continue to contribute to the company. This helps ensure that employees stay with the company
for a long time.

To choose the right candidate, recruiters should have the correct plan and tools to gather all the
necessary information about the skills, knowledge, abilities, and past actions of each candidate.
This information will truly show the candidate's abilities.

The recruiters must have complete knowledge of the relevant industry and the job specification
or descriptions for the positions to be hired.

The recruiters will also review the business plans to predict what kind of resources will be
needed in the industry and decide if they need to hire people who have the right skills,
knowledge, and experience.

Objectives of Recruitment Methods

The recruitment methods adopted shall provide the recruiters a firm foundation for accurate
hiring decisions and provide the tools and skills to gather and evaluate data effectively. These
methods shall be proven, practical, consistent and legally credible.

The process of picking a candidate is a big deal for both the organization and the person applying
for the job. An effective way of picking or choosing something may have three main goals:

Accuracy

Accuracy means how well the hiring process can correctly guess how well job candidates will
perform. To understand how well a candidate will perform, it's important to know their skills and
abilities as well as the place they will be working in.

Equity

The selection system makes sure that every qualified candidate has a fair and equal opportunity
to be chosen. A fair selection system depends on clear rules that are always used in the same

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way. It applies the same job requirements to everyone who applies for a job. It only chooses
applicants based on job-related reasons and not because of their differences.

Buy-in

This means how much the people in charge of choosing something think it is valuable.
Interviewers and candidates both agree to use a selection system to make sure that they use their
time efficiently during the selection process. In this system, everyone gains something by going
through the selection process, no matter what hiring choices are made. It also helps to maintain
the organization's reputation and the respect for all applicants.

External and Internal Recruitment Methods

External Recruitment Methods

These are the basic techniques used by professional recruiting companies.

Advertising

It is a necessary task to start the hiring process. Clear descriptions of job specifications should be
provided, including the main responsibilities as well as the regular and occasional tasks that need
to be done. The document should include information about who reports to whom and what tasks
each team is responsible for, if applicable. The advertisement needs to mention the skills the
SKAOs need right away and the ones they can learn later with training.

Advertising in the right magazines or newspapers is a really important step because it needs to
get the attention of as many people as possible. For instance, before choosing where to put
advertisements, it is necessary to show recognition of target employees through things like
national newspapers, trade magazines, and audio/video outlets. If we don't expect the candidates
to move here, the best choice might be the local TV or radio stations, or newspapers and
magazines.

The most affordable way to promote something is by putting it on a website that belongs to a
company, if they have one. But this might not work well if the website doesn't get enough people

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to visit it. You can also promote your job on websites like www.rozeepk.com or many others. It
is easier to upload your CV on industry business websites.

Employment Agencies

The job seekers and the companies usually like to choose employment agencies that have a good
reputation and experience in the specific industry. These agencies are very useful, especially
when hiring experts or temporary workers from areas where there is a lack of skilled people.

Job Fairs

These events are set up by schools to invite companies to come and interview students as part of
a program to find talented people.

Internship Programmers

The companies or organizations give internships to the graduates. This gives the chance for both
the potential employers and interns to understand each other's skills and work conditions.

Contingency Firms

These companies are usually hired to provide workers with little experience on a temporary basis
for a certain period of time, usually during specific seasons.

Professional Associates

They assist in finding people who are difficult to find and who have specific skills, experiences,
or the ability to work well in teams. People who are experts in a specific scientific field are the
best examples.

Internal Recruitment Methods

Job Posting and Job Bidding

Job posting is when a company tells its employees that there is a job available in the company,
and they can apply for it following the company's rules. Job bidding is a way for people within a
company to apply for a job that they think they are qualified for. Their supervisors, who are
currently in charge or working on the project, suggest or endorse them. These internal moves

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happen when employees are promoted within the company. Promotions are the best option
because they are cost-effective and help keep employees motivated and wanting to stay with the
company. We need to train and develop employees through special programs to help them
prepare for promotions.

Employee Referrals

This is a low-cost way to hire people with specific skills. Because it is challenging to find these
individuals, existing employees are the best way to inform people that the company truly desires
individuals with specific skills or experience to apply.

Recruitment Websites

Such sites have two main features; firstly job boards allow member companies to post job
vacancies whereas on other hand, CV (curriculum vitae) database allows the candidates to
upload their resumes, later to be included in searches by member companies.

Recruitment Agencies and Their Selection Processes

Recruiting people for jobs is becoming an important part of industries because it requires
recruiters to have the right skills and knowledge to select the best candidates. They have to do at
least two interviews and use other tools to make sure they evaluate the candidate fairly. They
need to involve their supervisors in order to determine if they are suitable for the job based on
their ability to apply their knowledge. Supervisors must provide all the necessary information
about the job and make sure the candidate understands everything, because if any important
information is left out, the employee may become frustrated later on.

There are different ways to find people for jobs, such as regular agencies, headhunters, company
recruiting departments, and firms that search for people who are not actively looking for jobs.

Traditional Agencies

These organizations used to have a place where they could physically work from. A person who
wants a job goes to a nearby office for a quick talk and some tests are done by skilled people to
decide if the person should be added to the agency's list Recruitment consultants find job

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candidates and try to find jobs for them with their clients. We choose good candidates and
recommend them to have an interview with potential bosses, either for a short time or forever.

These agencies offer different compensation packages, and the most common one is when the
company pays a fee to the agency only if a recommended candidate accepts a job. Sometimes, a
company might make an upfront payment to hold a spot or service.

Headhunters

It is a term used in the industry to refer to a recruiter who looks for candidates outside of the
normal recruitment process when it hasn't been successful. Headhunters do small tasks that make
a lot of money from finding and placing people in jobs. Because headhunters cost more money,
they are typically hired to fill important positions in senior management and executive levels.
Headhunters are people who find and hire very specific individuals. This is especially useful in
areas of scientific research that are new and have only a few highly skilled professionals. They
can look for someone, get them ready for the interview, and assist with salary negotiations.

In-house Recruitment

The departments responsible for hiring employees or the employers themselves do their own
hiring process within the company. In-house recruiters can do more than just work with those
agencies. They can also advertise jobs on their own websites, ask current employees for
suggestions, collaborate with external organizations, and focus on hiring new graduates from
colleges.

Passive Candidate Research Firms

These companies provide helpful information about potential job candidates to help a company
with their hiring process. Usually, they gather different amounts of information about potential
candidates who are currently working in the job that a company wants to hire someone for.
These companies usually ask for a fee based on the number of hours worked or for each potential
candidate they find.

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Recruitment Process

The recruitment involves three main steps, which are explained below.

Sourcing

Sourcing means advertising, which is a normal part of the hiring process explained earlier.

Screening and Selection

When we are considering someone for a job, we usually look at the skills they have. Talking,
writing, and knowing how to use a computer. You can show your qualifications by providing a
resume or job application, and by talking about your education or work experience in an
interview. References or in-house testing are also a part of psychological tests or employment
tests.

Orientation

Orientation is the process of getting introduced to the work environment and company culture. A
well-organized orientation training program helps new employees to quickly become fully
functional and is often combined with getting used to a new workplace and company setting.
Orientation helps new employees feel more comfortable and helps with the process of keeping
them in the company. Many companies have a thorough training process to keep valuable new
employees, and it can last from 1 week to 6 months.

Effectiveness of Hiring Process Saves Recruitment Costs

Poor Hiring has Adverse Financial Impact

When you hire the wrong person for a job, it can be expensive because it takes a lot of time and
effort from managers and staff to choose the right candidate. Hiring and training new employee’s
costs a lot of money due to the many activities involved such as interviewing, advertising, and
other administrative tasks.

Poor hiring decisions always have a big financial effect on the organization and make its
recruitment budget worse.

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Feedback Improves Hiring Standards

Recruiters need to create a system for keeping track of how well their previous candidates
perform once they get a job. If needed, they have to schedule interviews for the employees who
were considered for the job. Sometimes, not doing well at work can happen because there aren't
enough employees or there are problems with how much they are paid, how empowered they
feel, or how balanced their work and personal lives are. We should think about hiring a
professional consultant to help us figure out our recruitment problems, like many employees
leaving, people getting upset, and issues with discipline.

Employee Retention Contribute to Customer Satisfaction

It is very important for the business to be healthy and successful in the long run. Managers easily
understand that keeping their top employees happy is important for making customers happy,
selling products, and having happy coworkers. It also helps make the staff happy, plan for the
future, and keep important information within the organization.

Organizational Development is Key to Operational Success

Organizational development focuses on improving the organization in different ways. This

includes programs to train and develop employees, help managers grow and improve their skills,
establish career development centers, and manage changes. These aspects are important because
they address issues that may arise due to technological advancements, skill changes, and
evolving processes within the organization. The workers have the same chances to grow and
improve themselves according to the company's rules.

Diversity Strengthens Organizational Culture

The organization's diverse culture helps create fair recruitment procedures that don't illegally
discriminate based on gender, race, religion, belief, age, disability, marital status, or sexual
orientation.

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Selection process

The way employees are chosen will be different based on the job they are applying for. One
method cannot work for all the different roles in Coca Cola Company.

The Coca Cola Company uses various methods to choose employees for their company:

• Interviews
• Group exercise
• Presentations
• Psychometric test
• Roles plays/situational test

Training and development

The training and development programs of Coca Cola are very good. They provide a thorough
training program for their employees that focus on their everyday needs. In each of their offices
across the continent, there are also local training programs that address specific regional needs.

Also, the Coca-Cola University (CCU) offers great learning opportunities to assist individuals in
their personal and professional growth. Customers have many different resources to choose from
that are customized and adaptable to their individual needs. These resources come in various
forms and offer a lot of options including:
• Instructor led training classes in a range of areas including People Leadership, Franchise
Leadership, Consumer Marketing and Customer/Commercial Leadership;
• E-learning to share core knowledge;
• Workshops to help generate new ideas and apply them practically;
• Just-in-time training and development for critical skills;
• An extensive online library of books and other resources to support on the job learning
• External speakers reviewing the latest thinking on hot topics.

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Performance Appraisal

The performance review for Coca Cola happens once a year. It is conducted by the HR
department. Manager Waqar Mahmood stated that we evaluate the employees based on how well
they meet the organization's objectives. We establish these goals at the beginning of the year and
inform the employees about them. If the employees successfully achieve these goals, we
recognize and commend them.

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.

Objective and Compensation

Our compensation objective is to improve performance of employees and convey the message of
employees that the company is loyal with employees. The HR department manager says that
employees are our assets; therefore we are careful about their health and benefits.

Compensation:
• Support the implementation of different compensation projects (i.e. market
benchmarking) by providing data and implementing adjustments.
• Ensure annual rewards management cycle is run smoothly end to end.

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 • Perform due diligence in order to identify opportunities or concerns with ongoing plan
administration, including monitoring vendor performance against SLAs.
• Preparation of attractive compensation package offers for new hires, promotions, lateral
moves conforming to internal and external equity standards.
• Provide detailed, constructive impact analysis of proposed plan and legislative changes
from legal, administrative, participant and other resources through in-depth research.
• Monitor changes and development in labor codes/legislation and inform Managers
accordingly.
• Responsible for successful implementation of annual rewards management cycle, off-
cycle compensation process and implementation of global and local bonus plans.
• Responsible for delivering compensation training (either virtual or in-class) to managers
and associates per the need.

Benefits:
• Administer on-going benefits programs & Flexible Benefits.
• Administer local country benefits programs as well as global programs applicable in the
location.
• Develop and execute implementation/communication strategies for any plan changes and
other benefits initiatives.
• Support Managers on collecting market benchmarking data.
• Provide data for local benefits surveys if applicable.
• Perform due diligence in order to identify opportunities or concerns with ongoing plan
administration, including monitoring vendor performance against SLAs.
• Educate managers and employees on benefits plans and programs, practices, processes.
• Ensure communication channels are kept up-to-date of changes in benefit plans and
programs, processes and tools.

Employee Relationship

Workers are the most valuable resources of every business, so it is crucial to prioritize their
importance. When employees are happy, the company does well.

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The main idea is that if the company's employees are happy, they will work hard to make the
company better. However, if they are unhappy with the company's rules and not treated fairly,
they may quit, which could cause a big problem for the company. So, the connections between
employees are really significant for every company.

Every company has its own policy. We have also gone to 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 employees 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 the manager of their department directly.

So we strongly believe that such a policy makes our employees satisfied with us.

Career Development

Career development programs help employees at all levels figure out what they want to do in
their career, evaluate their abilities, and learn the necessary skills for their chosen career path.

The parts of the Agreement that talk about how your career will develop and where they are can
be found in Appendix A. As mentioned before, the company is starting to create a plan to help
employees advance in their careers.

The company is starting to plan how employees in pay grades 13 and below can grow in their
careers. This plan will also connect with how employees at higher grades can move up in the
company. This plan will keep the idea of employees being in control of their own career growth,
but it will also give them extra help and resources to create and carry out a successful career
development plan. Furthermore, following the recommended ways of doing things, we will make
sure to explain and inform everybody about the responsibilities of managers, employees, and the
Company. We will also pay extra attention to checking how well everyone is doing through the
performance management process.

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The Company wants to give employees information about different job options, tools to evaluate
their abilities, and resources to learn more. This will help employees see how their skills match
up with what the Company is looking for. When finished, the Company plans to use work
analysis data to give information about employees' skills and competencies for career
development and job profiles and postings. Employees can let us know if they are interested in a
specific job and we will alert them when the job becomes available.

Succession Planning

Succession planning is the process of finding and training people from within the organization to
take on important leadership roles in the future. Succession planning is when a company plans
for who will take over important roles in the company if someone leaves or retires. This involves
making lists of possible candidates and making sure there is a plan in place to keep the business
running smoothly. The company is starting to redo and put into action its plan for choosing new
leaders as the current ones retire or leave.

One part of succession planning is reviewing employees' potential to move up in the

organization. During the talent review process, top-level managers often have conversations
about talent and areas where there is a need for more talent. Other important parts of the
suggested plan for replacing employees include using information from the system that measures
how well employees are doing their jobs, and working with the company's programs that help
employees plan their careers, to figure out what employees want to do in their careers and the
skills they need to have. The desired result will be "succession management," which means the
Company expects to do things like plan for future leaders, help current employees grow, and
sometimes hire new people from outside.

Conclusions

The Coca-Cola Company has made good progress in following the rules of the Settlement
Agreement. The new or improved systems for managing employees are almost finished being
designed, and we now have a starting point to measure our progress. Next year, the Task Force

16
will make sure that the Company sets the right diversity goals and holds the managers
responsible for their work in reaching those goals.

Coca-Cola Enterprises' Retention score is rated an "A" by 19 employees. The category helps
understand Coca-Cola Enterprises' focus and commitment to retaining employees in their
organization. Over the past three months, Coca-Cola Enterprises' Retention score has remained
steady at 79/100.

Coca-Cola has started to use different programs to different extents. The group will keep an eye
on these changes. The group hopes that the systems will make employees happier and more
diverse, which will be assessed partly through an annual survey. Changes will be made to the
systems based on the Task Forces and Coca-Cola's monitoring efforts.

We do not yet know if Coca-Cola will be successful in achieving this goal. The Task Force and
the Company need to keep reviewing and watching closely to make sure progress is happening.
The future reports will measure and address the outcomes of the progress.

Recommendation

I suggest that although using the internet and applying online is helpful and allow interested
people to organize their information; we can do more to make the process smoother.

• Social media websites and apps for smartphones

• Letting people know right away that The Coca-Cola Company is interested in something.
• Individuals can use an app to apply and update information.
• Apps that let people apply again straight from their phone.
• Sending messages quickly to people who are interested in moving forward to the next
part or step of something.
• Apps that let people see how their application is doing.

The Coca-Cola Company's recommendation comes from using different methods to evaluate
their worth. These methods include looking at their HR practices, analyzing their economic
profit, comparing them to similar companies, and using a valuation model that showed the Coca-

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Cola Company was worth more than it actually is. Although they believe that the stock is priced
too high and that KO has both positive prospects and potential challenges in the coming time,
they suggest keeping it rather than selling it. The Coca-Cola Company is the top company in the
non-alcoholic drinks industry. They have been the leader for 20 years and investors know that
the Coca-Cola Company is very good at making sure shareholders make a lot of money. The
company has chances to grow by selling more non-carbonated beverages, changing how they do
business, and making their earnings steadier. The Coca-Cola Company is finding it difficult to
compete with other global companies because their HR practices are both better and worse than
Coca-Cola's. If Coke wants to improve its image globally, they need to offer additional rewards
to motivate their employees to work harder and produce high-quality results. The new managers
need to come up with shared goals for both teams so that the Coca-Cola Company can grow in
the future.

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 References

http://www.coca-colacompany.com/stories/associate-training

http://www.slideshare.net/search/slideshow?searchfrom=header&q=recruitment+selection+at+co
ca+cola

http://www.slideshare.net/mtariqsoomro/recruitment-selection-by-coca-cola-
co?v=qf1&b=&from_search=8

http://download-reports.blogspot.com/2011/08/coca-cola-internship-report.html

http://www.bookrags.com/essay-2005/8/16/134242/800/

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