Hr policies of coca -cola

HISTORY OF COKE
• Coca-Cola was founded in May 1886 by Dr. John
Pemberton

• Coca-Cola was first sold to the public in Atlanta at

Jacob’s Pharmacy

Only 9 servings of the soft drink were sold each day

Sales for the first year were only $50

In 1888 As Griggs Candler bought the company and sales

increased over 4000%
 Company culture
• Special training is given to employees, New employees
also are placed with old ones to learn work and the values
prevalent in the company.

• Two cups tea are free for every employee daily this
represents the hospitable nature of the company, This
factor keeps the employees motivated as they are taken
well care this fact is clear by the physical actions took by
the company

• The company working environment is really a good blend

of Asian and western values.
 HUMAN RESOURCE MANAGEMENT
WITHIN Coca cola

• Human Resource Management at Coca

Cola Company has many advantages. It is
a 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.
 JOB ANALYSIS AND
DESIGNING
• Coca cola company HR department has 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 his conduct.
 PLANNING AND
FORECASTING
• 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 employees needs in the
organization. They forecast their employees
on the basis of change in technology and
increasing in productivity
 Recruitment policy
• Coca Cola’s recruitment process is well
established .First of all HR Department give ads in
news papers, company website, institutions etc. Then
application form, from candidates with required
documents and CV is asked for and then analyzed.

• Recruitment is both-
Internal recruitment
External recruitment
 TRAINING POLICY
• After recruiting the fresh employee ,they are
trained for three months and also paid
salaries, after three months they become part
of the firm.

• Coca Cola also give training to existing

employee, depending upon the condition for
example if new technology is introduced
first of all ,full training is given about new
technology then they are allowed to start
their job .
 WAGES POLICY
• Coca-cola is providing smart wages to its
employees , which are competitive and really
satisfactory .With wages lot of facilities and
amenities are provided according to the policy.
• Structure of wages can be described as:
 Blue collar workers are offered wages along with
commission ,salesman are offered wages plus commission
pursuing certain criteria.
 White collar workers who are the officers and the executives
draw a handsome amount salary with incentives.
ANNUAL LEAVE POLICY

Coca- Cola international had different leaves structures in different regions and countries of the world where they have their companies.

DESIGNATION ALLOWED LEAVES

SUPERVISOR 26 LEAVES PER ANNUM

ABOVE THE SUPERVISOR 26 LEAVES PER ANNUM

BELOW THE SUPERVISOR 24 LEAVES PER ANNUM

 employee forum

• In the U.S., through employee forums, employees can

connect with colleagues who share similar interests and
backgrounds. In those forums and elsewhere, employees
support each other's personal and professional growth
and enhance their individual and collective ability to
contribute to the company. Forums that are currently
active include:

Administrative Professionals
• African-American
• Asian/Pacific-American
•Gay & Lesbian
• Latin
• Women
 EDUCATION POLICY
• The Coca-Cola Company had always believed
that education is a powerful force in improving
the quality of life and creating opportunities for
people and their families around the world.
• It is committed to helping people make their
dreams come true. All over the world they are
involved in innovative programs that give hard
working employees interested in studying books,
supplies , places to study and scholarships.
 TIME MANAGEMENT POLICY
• 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.

• 8 a.m. to 4 p.m. (all departments other then

technical departments),
• 4 p.m. to 12 p.m. (Technical department)
 COMPENSATION AND
BENEFITS
• Basic salary
• Bonus
•Medical facility
• Pick and drop
• Gratuity fund
•Social security
 Mentoring programs

• Coca-Cola Company is creating a system of mentoring

programs that include, one-on-one mentoring, group
mentoring and mentoring self-study tools.

• Currently, Coca-Cola North America and The Minute

Maid Company have one-on-one mentoring programs
designed to foster professional growth and
development. These programs promote trusting
relationships for networking, coaching, career counseling
and life lessons.
 PERFORMANCE APPRAISAL
• Coca cola performance appraisal is on the
annual basis. Hr manger says “We
appraise our employee on their
performance. We set the goals in the
beginning of year and tell the employees
about the goal if the employees achieve
these goals we appraise the employees.”
 SAFETY POLICY
• Coca Cola has set safety standard at a level that ensures
compliance with governmental and company requirements.

• Protect the employees and ensure public safety extending

throughout the organization. Integrated approach of innovation
for the safety of employees at all operation levels.

• Establish mechanisms to communicate effectively with the

employee’s consumers and government on the safety
performance.