Recruiting and choice process in Coca-Cola India

Name student: Alexandru Florian Bazga

BNU: 22026634

Module: Introduction to Business Studies

Professor: Dr. Hedda Martina Sola

Group: L2
Contents
Introduction................................................................................................................. 3
Definitions................................................................................................................... 4
Recruitment Process...................................................................................................5
Reason of Research................................................................................................... 8
Conclusion.................................................................................................................. 9
References................................................................................................................10
List of figures.............................................................................................................12
Introduction

This section plans to describe the significance of HR strategies regarding the

recruiting and choice in the uppermost soft drink company in the country. India's
Coca-Cola Company. Additionally, learn more about the current problems dealing
with Coca-Cola Company hiring and choosing employees in India starting at their
international headquarters. Recruitment and Selection are important parts of HR
Management, but different methods will be discussed to discuss. A dynamic
recruitment and selection process has become significant to various organisations
across the world. Its benefits are widely discussed in this case study review. Human
resources administration originated from human resource development and
personnel management. An organizational structure expects a return such as
proportionate to the experience gained during the employee's experience. The main
objective for the company's human capital is to maximize the gains resulting from
employees' hard work.

Such As noted by Beer, et al. (1985), Caruso (1992), and others, employees are
regarded by the company as “social capital”. Human resources managers need to
guarantee that they only has sufficient employees for the tasks that need to be
completed. They should try to hire employees from different locations with differing
backgrounds. The management of a company's internal labour market is equally
important. Also, should encourage a high level of turnover to prevent layoffs and the
building of new positions (Legge,2005). When the organisation is in a decline it is
vital that human resources plan and assign cuts and reallocate workers. As seen by
Albrecht, Michael H. (2002), being a global competitor often begins with an
application process.
Definitions

Human resource management is a core area of an organisation that is important for

its operation and success (Pilbream and Corbridge, 2006). The fundamental aspects
of human resources management include training and professional development,
selection and reward management. Human resource management has faith in the
growth of the company and even the workers and having effective communication
among employees regarding the progress of the company. Human Resources
Management is shortened in the same way as HRM that contains the three main
activities of HRM. These activities are Recruitment, Compensation, and Training.

Personnel Management

 Personnel policy.
 Staffing and assortment issues.
 -On Site Penal, Disposal, Denunciation, Discussion resolution services.
 Demonstration at the judge's table.
 Agreements of employment.
 Workplace user guide.
 Regulations and actions such as Protest, complaining & harassment.

 Preparedness For & Enhancing the Management of employees

 Weight coaching & safety measures

 Collective Reservation Rescension.
 - Send Messages to Essential Services.
 - Costly management.
 - Customer-oriented Facility.

Health & Safety Consultancy

 The well-being and safety assessment
 Informed Consent Statements.
 Such as - Welfare & Security Instruction e.g. - Neglect and Annoyance procedures &
regulations, wellbeing & protection, safety, hazard, occupational hazards.
Recruitment Process

Here are some points. Personnel can be called many things. HR Department's main
responsibility is to hire, to pick and choose, handle, keep an eye on compensation,
caring for the Health and Safety of employees, as well as those also give workers
consulting services options for their grievances. Which Is A HR department helps
workers develop a career and skills for future managerial positions. Personnel
management is different from HR. They distinguish a lot. Different than HRM is going
to be a long-term strategic proposal, concentrating on proactive management;
personnel management is short term.

-Management emphasises commitment whereas leadership emphasises obedience.

-Officials are monitored outwardly and locally

-Management have self-control.

-Human resource management are harmonious with the organisation, whereas

personnel management has fewer employees.

-Staff management and human resources management prevail over each other.

-HRM are integrated in personnel management.

-HRM focuses on maximizing the human resources while personnel management is

cost minimisation
 Figure 1. The Harvard map of the HRM territory

Source: Beer et al. (1984) The Harvard map of the HRM territory researchgate.com1

Muller-Camen et al. found that the word "Strategy" has been defined as a "way" by
the organization to achieve a "goal" or "objectives" of a firm. There are two types of
strategies utilized by an establishment via HR; the first is the individual’s strategy
and the other one is the HR Functional Strategy.

1
: Emerald. “Figure 3. Harvard Model of HRM.” ResearchGate, ResearchGate, Apr. 2003,
www.researchgate.net/figure/Harvard-model-of-HRM_fig6_242336318. Accessed 28 Jan. 2021.
 Figure 2. Coca Cola Internal and External method of recruitment

Source: Muhammad. T, S (2013) Internal and external method of recruitment slideshare.com 2

Employee advantages are getting more and more important to professionals now. In
fact, company owners who provide an appropriate package are much more likely to
keep staff t down with 66% telling they would stay longer. 83% of recruitment
consultants have said that having to work benefits in place makes their job of
attracting potential applicants easier.

It is no wonder that Coca Cola is focused on this element. They also provide a good
pension plan, plus a few extra benefits such as discounts on cinema tickets, travel
coverage and health screening.
2
Muhammad Tariq Soomro. “Recruitment & Selection by Coca Cola Co.” Www.slideshare.com, 20
June 2013, www.slideshare.net/mtariqsoomro/recruitment-selection-by-coca-cola-co. Accessed 28
Jan. 2021.
 Figure 3. Coca Cola Recruitment

Source: Muhammad. T, S (2013) Internal and external method of recruitment slideshare.com 3

Reason of Research

This study seeks to determine how satisfied people are the different attitudes of
employers and employees to the workplace methods for recruiting, selecting, and

3
Muhammad Tariq Soomro. “Recruitment & Selection by Coca Cola Co.” Www.slideshare.com, 20 June 2013,
www.slideshare.net/mtariqsoomro/recruitment-selection-by-coca-cola-co. Accessed 28 Jan. 2021.
retaining employees the company. It will show how the research will yield the most
evidence. The study will look at the recruitment procedures and will also focus on the
insight of corporate culture as it exists within the organisation. This will help you
navigate your way in the corporate environment and develop your communications
skills. The various and diverse types of authority present in personal relationships.
Most powerful in the organisation. There is a certain time frame for this. The data
does not support the findings the focus of, and, therefore the direction of, the paper.
There is enough, so it is difficult to get enough cover every aspect of the subject
within the designated amount of time. As been in position as HR officer I believe the
hiring process involves finding qualified candidates for the position. There are a
variety of different job types, like part-time, full-time, temp-to-hire, and regular full-
time. The process of recruitment and selection consists of making job descriptions of
the position hires for, then advertising vacancies through job portals, company
websites, social networking websites such as Facebook, Twitter, etc., employment
agencies, newspapers, and internal and external references, etc.

Thereafter, sourcing and screening of applications received of the candidates as per

company requirement and short-listing them by conducting telephonic interview
round and explaining them the job profile and about the company business therefore,
short-listing the candidates for the face-to-face interview which has different levels
and rounds in different firms resulting in the final selected candidates. The HR role in
each company it is a vital role play, because they interact with the people, they
interview the individuals interested, hiring the best people of course the company
start to have an increased production who will lead to more product more sales,
more money in company banks.

Conclusion
According to this research, recruitment and selection are also an efficient and
profitable process. It lessens the causes of through hiring wrong and incompetent
candidates, be attracted and selected process creates immense profit for the firm.
One can negotiate with the candidates appearing for interview and decides upon the
most appropriate and less taxing candidate for the position. Posit: However, the main
thing to be remembered is that one does not compromise with the quantity due to its
inevitable reduction in quality will not promote an increase in profits and will not
benefit the organisation. Mainly large soft drink companies like Coca Cola pay
special attention to the cost savings that can be achieved we search for people with
both talent and experience.
References

Accel Team Development, Recruitment and Selection of Employees retrieved on 21st

January 2021 available at: http://www.accelteam.com/human_resources/hrm_02.html
Armstrong, M (1995). Recruitment and Selection: A handbook of Human Resource
Management Practice. London: Kogan Page Baker & G., pp.: 982
Baillie, J. (1996). Attracting Employees Who Surf the Internet, People Management. Volume:
2. Issue: 17. pp.: 46-47
Carter McNamara, Human Resources Management and Talent Management retrieved on
21st January 2021 available at: http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
Coca-Cola India, brings back the Fizz to India retrieved on 21st January 2021 available at
http://www.coca-colaindia.com/aboutus/aboutus_ccindia.aspx
Hamman, J., and Desai (1995), U. Current Issues and Challenges in Recruitment and
Selection. In SW Hays and RC Kearney (eds.), Public Personnel Administration: Problems
and Prospects. pp.: 90
Ifill, S. and Moreland, N. (1999), Auditing recruitment and selection using generic
benchmarking: a case study, The TQM Magazine, Volume: 11, Number: 5, pp.: 333-340;
MCB UP Ltd.
Legge, Karen. “What Is Human Resource Management?” Human Resource Management, 1995, pp.
62–95, link.springer.com/chapter/10.1007/978-1-349-24156-9_3, 10.1007/978-1-349-24156-9_3.

Schreyer, R., and McCarter J. (1998). The Employer’s Guide to Recruiting on the Internet.
Impact Publications. Manassas Park USA
Smith, N. (1999) ‘Click and Seek: Headhunting 2000’, Management, 46:9, 40-44.
Sullivan (1998) cited by Hays, S. (1999) ‘Hiring on the Web’, Workforce, 78:8, 76-84.
Muhammad Tariq Soomro. “Recruitment & Selection by Coca Cola
Co.” Www.slideshare.com, 20 June 2013, www.slideshare.net/mtariqsoomro/recruitment-
selection-by-coca-cola-co. Accessed 28 Jan. 2021.

List of figures
Figure 1. The Harvard map of the HRM territory.........................................................6
Figure 2. Coca Cola Internal and External method of recruitment..............................7
Figure 3. Coca Cola Recruitment................................................................................8