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1.0 Introduction
Founded in 1886, the coca-cola company is the worlds leading manufacturer, marketer,
and distributor of nonalcoholic beverage concentrates and syrups. The companys corporate
headquarters are in Atlanta, with local operations in over 200 countries around the world.
Although Coca-Cola was first created in the United States, it quickly became popular
wherever it went. Our first international bottling plants opened in 1906 in Canada, Cuba and
Panama, soon followed by many more. Today, we produce more than 300 brands. More than 70
percent of our income comes from outside the U.S., but the real reason we are a truly global
company is that our products meet the varied taste preferences of consumers everywhere.
1.2 Mission Statement
To benefit and refresh everyone it touches and to create values for our share owner on a long
term basis by building a business that enhances the coco-cola company trademarks
1.3 Vision
All of us in the Coca-Cola family wake up each morning knowing that every single one of the
worlds 5.6 billion people will get thirsty that day... and that we are the ones with the best
opportunity to refresh them. Our task is simple: make Coca-Cola and our other products
available, affordable, and acceptable to them, quenching their thirst and providing them a perfect
moment of relaxation. If we do this... if we make it impossible for these 5.6 billion people to
escape Coca-Cola, then we assure our future success for many years to come. Doing anything
else is not an option.
1.4 We are committed to: -
Building preference & market leadership for our brands
Achieve quality excellence and serve our customers with quality products.
Maximizing profits
Developing People
Optimum utilization of assets
1.5 Shared Values: -

WE VALUE & RESPECT OUR PEOPLE

WE COMMUNICATE OPENLY

WE HAVE INTEGRITY

WE ARE COMMITTED TO WINNING.


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1.6 Beliefs: -
There is much in our world to celebrate, refresh, strengthen and protect. The Coca-Cola
Company is a vibrant network of people, in nearly 200 countries, putting citizenship into action.
Through our actions as local citizens, we strive every day to refresh the marketplace, enrich the
workplace, protect the environment and strengthen our communities.
We are a local employer, with responsibility to enable our people to tap into their full
potential; working at their innovative best and representing the diversity of the world we serve.
We are an investor in local economies and a driver of marketplace innovation, with a
responsibility to act as a good steward of our natural environment. A local citizen, understanding
our responsibility to contribute to an improved quality of life in our communities.
1.7 Management of coca-cola in Bangladesh
Following are the information about the management of Gujranwala plant. The factory is
control by the BOM (Business operational manager) and under him eight Departments is
working. Every Department is led by a department Manager. The Departments of account is lead
by the manager account and under him assist manager works. Who control the other employees
of the department under him? Department of production and engineering is lead by the Prod. &
Eng. Manager. Under him work Mechanical Engineers Mechanical Supervisor and Assistant
Production. Quality control department lead by the manager quality control. Under him working
the chief chemist whos responsibility is to give the quality product to the customer. Sale &
marketing department is playing the important part in the growing market share in the country.
That department led by the Sale & marketing manager that department is further divided in the
sale and marketing section. The marketing department is lead by the marketing manager and the
sale section by sale manager. Sale men work under the sale manager. Fleet department control
the transport vehicle of the company the head of the department is Fleet manager and under him
work the assistant fleet manager who manages the control over the transportation of the
company. The distribution of the coca-cola around the Gujranwala region is the responsibility of
distribution department, which is lead by the distribution Manager. Assistant distribution
manager work under Him to full fill their duties. Human recourse and international affair
department take control over the external environment of the company and help the in the growth
of the company. That Department is lead by the Manager H.R.I.R. other executive work under
his supervision. The R& D Department plays the most important role in the development and
the growth of the company. This Department is lead by the Manager R&D. and Assistant

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Manger work under him. To be specific the working environment in the company represents the
companys culture in large. The culture is the shared values among the different people so the
environment of the company is widely shared by its employees that conclude to form the
companys culture. In the coming lines the working environment of the Gujranwala Coca-cola
factory is described.
1.8 Motivations for employees: -

Wages:-
Coca-cola is providing smart wages to its employees, which are competitive and really
satisfy its employees. As along with the wages they are provided with a lot of facilities and
amenities. In brief structure of wages can be described like this blue collar workers are offered
wages along with commission, sales man are offered wages plus commission pursuing certain
criteria, White collar workers who are the officers and the executives draw a handsome amount
of salary which is really competitive.
Staffing and training: -

The Coca-Cola Company has always believed that education is a powerful force in
improving the quality of life and creating opportunity for people and their families around the
world. The Coca-Cola Company is committed to helping people make their dreams come true.
All over the world, we are involved in innovative programs that give hard-working, knowledge-
hungry students books, supplies, places to study and scholarships. From youth in Brazil to first
generation scholars, educational programs in local communities are our priority.
Annual Leaves:-
Coca-cola international has different leaves structures in different regions and countries
of the world where they have their company. Their leaves structure regarding Pakistan especially
in Gujranwala Division Company is as follows:

Designation Allowed leaves
Supervisor 26 leaves per annum
Above then Supervisor 26 leaves per annum
Below supervisor 24 leaves per annum


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The above table shows simply how the leaves structure allows for the leaves and how
well the employees are awarded with facility of getting their own personal time to manage their
own problems. These leaves are authorized for the employees and these include the with pay
leaves. This facility is really great which keeps the employees motivated and thrilled about their
work.
Time Management For Work:-
Time management is the key to grow in this fast and furious century of growth and
development, so therefore Coca-cola is doing at their best for this pivotal factor of managing
time. To cover this segment of management they have divided the work in two shifts. For this
purpose phenomenon of division of labor is contributing for its functioning. In Gujranwala Coca-
Cola company has divided the shifts for the work in the following manner:
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).
These are the shifts in which the work in the factory is mostly conducted.
Medical Facilities:-
Medical facilities are of prime importance in any organization as the health of employees
is in the benefit of the company as well as its the social responsibility of the company to provide
nice and healthy work environment to its employees, These facilities are such facilities which
can include first aid treatments, emergency handling problems, sickness, and other diseases
which are fatal for a person. The Coca-Cola Company is providing Medical facilities to all its
employees. These treatments are provided to employees as per their designations. The medical
facilities are also provided to supervisors as well as the officers in the company.
Employees our Asset: -
The heart and soul of our enterprise have always been our people. Over the past century,
Coca-Cola people have led our successes by living and working with a consistent set of values.
While the world and our business will continue to change rapidly, respecting these values will
continue to be essential to our long-term success.
As we have expanded over the decades, our company has benefited from the various
cultural insights and perspectives of the societies in which we do business. Much of our future

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success will depend on our ability to develop a worldwide team that is rich in its diversity of
thinking, perspectives, backgrounds and culture. We are determined to have a diverse culture,
from top to bottom that benefit from the perspectives of each individual.
Employee Forums: -
We believe that a sense of community enhances our ability to attract, retain, and develop
diverse talent and ideas as a source of competitive business advantage. 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
Mentoring Programs: -
The 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.
The benefits of mentoring also strengthen our company. Mentoring increases the flow of
information across organizational lines and encourages diverse thinking and cross-functional
learning.
Internships:
We have a strong commitment to hiring interns through The Coca-Cola Company
Internship Programs. The company offers a number of internship programs for undergraduate
and graduate students. In conjunction with The College Fund, we have committed to internship
opportunities for 150 young people of color over a four-year period. Our corporate intern
program offers students from diverse backgrounds a summer internship and the opportunity to
earn an academic scholarship. College sophomores are considered from Historically Black
Colleges and Universities (HBCU), Hispanic Association of Colleges and Universities (HACU),

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as well as over 225 schools from around the country. In addition to gaining real work experience,
each student will earn for the summer a $5,000 salary and will be provided housing and
transportation. The students are also eligible to receive a $10,000 scholarship at the conclusion of
their summer internship assignment for up to two summers. The company also has internship
programs focused on graduate students in the areas of marketing and fountain operations and
supports the Atlanta chapter of INROADS with an internship program focused on undergraduate
students.
Waste Management: -
Every year, the world produces billions of tons of waste. Recycling and reusing waste
materials is absolutely crucial if we are to maintain the health and beauty of the earth. The Coca-
Cola Company is working constantly toward coming up with smart, creative ways to reuse
waste. Here's a glance at what we're doing. To introduce innovative and environmentally friendly
packaging, we Opened a breakthrough facility in Sydney, Australia for the world's first PET
bottles to be produced from recycled PET bottles. Today, one in four PET containers sold by our
company in North America contains recycled content.
Our Commitment To Diversity: -
Our commitment to diversity also extends into the community. Valuing our people helps us
better meet the needs of our customers and partners. Through our people and our local bottling
partners, we build relationships through local marketing, local civic programs and local business
opportunities.
Realizing the full potential of diversity has a direct impact on our company:
It improves our understanding of local markets;
It makes us a better employer and business partner;
It helps us compete more effectively;
It makes us better neighbors in our communities; and ultimately,
It builds value for our shareowners.
Our company is energized with a new entrepreneurial operating culture, fueled by the twin
engines of innovation and diversity. Were committed to our values and we are trying to live
them every day.



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Departmentalization: -
Following are the departments in Coca-cola company regarding to Gujranwala plant:-
Human Resource and international relation department.

Research and Development department.

Account department.

Engineering department.

Production department.

Quality Control department.

Marketing department.

Sale department.

Fleet department.

Distribution department.

2.0 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. 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.
Basically the HRM practices are necessary for every organization. But unfortunately in Pakistan
not so much used HRM practices. In multinational companies like coca cola have their own
separate department of HRM. According senior executive of HR Waqar Mahmood our HR
department consist of 29 people in Gujranwala plant.

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Every organization has its own policies and strategies by which they control the functions
of their departments. Similarly, we also have own policies and strategies by which we control all
the functions of our 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. HR department not make decisions related of its own department, they also conduct in
companys decision.
2.1 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 jobs 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 employees
relationship.
2.3 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.




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2.4 Our 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
2.5 Selection process
The selection process will vary depending on the position youre applying for, as one process
cant 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

The interview is designed to reveal more about you and your experiences. Well 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.
Also, dont forget that this is your chance to find out more about us and ask questions.
Remember, interviews are a two-way process so use it to understand the nature of the role and to
make sure it really is what youre looking for.
Group exercises
Were very much a team at CCE so these will show us how effectively you work with people.
Theyre a good opportunity for us to see how you communicate, influence and involve other
people in the workplace.
Presentations
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 dont worry youll have
plenty of time to prepare.

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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. If youre asked to complete a psychometric test, well send you information and
advice in advance on how to prepare.
Role Plays/Situational Exercises
Designed to assess how you react in certain situations, these help to highlight particular skills
and how well your 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. Dont worry, youll be given a brief and ample time
to prepare.
2.6 Training process of employees
Training process is essential part of every employee without training; employee cannot come
to now the procedure of work, rules and regulations of firm, sometimes 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 .
2.7 Performance appraisal
Coca cola performance appraisal is annually Hr manger waqar mahmood said that we appraise
the employee due to their performance about goals of the organization .we set the goals started
the year and tell the employees about the goal if the employees achieve this goal we appraise the
employees.
Steps in appraising performance
The performance appraisal process contains three steps;
Define the job
Appraise the performance
Provide feedback


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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 subordinates 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.
2.8 Compensation and benefits
Objective of compensation:
Our compensation objective is to improve performance of employees and convey a
message to employees that company is loyal with employees.
HR department manage 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.
2.9 EMPLOYEES RELATIONSHIP
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 companys 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

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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.

























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Conclusion:
The Coca-Cola Co. sees itself not as a global organization, but as a multi-local enterprise.
That's because its global strategy is to allow its businesses in more than 200 countries to act
according to local needs, local laws and local cultures.
For this reason, the Atlanta-based soft-drink giant's philosophy toward staffing is to
employ as many nationals in its international businesses as possible. "We strive to have a limited
number of international people [in the field] because generally local people are better equipped
to do business at their home locations," explains Jeff Peeters, currently director of HR for
corporate finance and human resources in Atlanta, previously HR director for Coca-Cola's
Northwest European division.
However, there's still a need for expatriates in the system for two main reasons. One is to
fill a need for a specific set of skills that may not exist at a particular location.




















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Websites:
www.coca-cola.com.bd
www.coca-cola.com
www.coca-colacompany.com