Project report of Coca-cola

Project report of Coca-cola

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  A Project ofCOCA COLA Company Name: Waleed Mahmood Course: BBA(Hons) Semester: 5th Subject: HRM Sir Name : Sharjeel Zubair
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  Table of Contents 1.History of coca cola…………………. 2. Mission………………………. 3. Vision…………………………………. 4. Goals………………………… 5. Objecives……………………………… 6. Brands…………………………………. 7. HR department……………… 8. Job analysis and design……………… 9. Planning and forcasting………. 10. Recruitment policy………………… 11.Tranning process………………. 12. Wages policy……………………….. 13. Annual leaves policy……………………….. 14. Education policy……………….. 15. Time management policy……………………. 16. Compensation and benefit…………… 17. Performance and appraisal……….. 18. Employees forum…………………… 19. Safety policy……………………………. 20. Recommendation and suggestion……………….
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  History of COCACOLA: Atlantapharmacist, Dr. John S. Pemberton, led him to create a distinctive tasting soft drink that could be sold at soda fountains. He created a flavored syrup, took it to his neighborhood pharmacy, where it was mixed with carbonated water and deemed “excellent” by those who sampled Coca-Cola history began in 1886 when the curiosity of an it. Dr. Pemberton’s partner and bookkeeper, Frank M. Robinson, is credited with naming the beverage “Coca-Cola” as well as designing the trademarked, distinct script, still used today. Did you know? The first servings of Coca-Cola were sold for 5 cents per glass. During the first year, sales averaged a modest nine servings per day in Atlanta. Today, daily servings of Coca-Cola beverages are estimated at 1.9 billion globally. Mission: Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions.  To refresh the world...  To inspire moments of optimism and happiness...  To create value and make a difference.
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  Vission: Our vision servesas the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth.  People: Be a great place to work where people are inspired to be the best they can be.  Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs.  Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value.  Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities.  Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities.  Productivity: Be a highly effective, lean and fast- moving organization. Goal: Our goal is to try to give back as much, or where possible, more, than we take. We divide our commitment into three main areas of focus: women, water and wellbeing.
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  Women: 5by20 is ourcommitment to empower five million women entrepreneurs by 2020. We’re implementing programmes across the world which address the most common barriers women face in the marketplace, and giving women access to training, financial services and mentoring. 5by20 is currently working in more than 40 countries. Water: We understand the priceless value of water and we work vigorously to conserve water worldwide. We’re working to replenish the water we use to make our drinks with the ultimate goal of being water-neutral by 2020. At Our system is becoming more efficient in its water use by reducing the amount used per liter of product. And Coca-Cola bottling plants around the world are recycling wastewater, treating it to stringent standards and returning it to nature at a level that supports aquatic life - sometimes returning it cleaner than we found it. Take a look at the 9 important questions around Coca- Cola and water.
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  Wellbeing: Our priority isalways our consumers and helping them to be healthy and happy. We believe choice and information are two fundamental requirements to help consumers make healthy lifestyle choices for them and their families. We also want to inspire people to move more, more often, which is why we have pledged £20million to doing this between now and 2020. Objectives: Our objective is to use our formidable assets — brands, financial strength, unrivaled distribution system, global reach, and a strong commitment by our management and associates worldwide — to achieve long-term sustainable growth. Brands:
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  We produce, selland distribute Coca-Cola, the best-known and biggest-selling soft drink in history. We produce, sell and distribute Coca-Cola, the world’s most recognized drinks brand and its leading non-alcoholic ready- to-drink beverage brand in terms of sales volume. Coca-Cola has been ranked the third most valuable global brand on Interbrand's annual Best Global Brands ranking for four consecutive HUMAN RESOURCE POLICY OF COCA COLA COMPANY: Human resource Management With in 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.
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  Job Analysis AndDesign: 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 Forcasting: 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: 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. Tranning Process:
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  After recruiting thefresh employee ,they are trained for three months and also paid salaries, after three months they become part of the firm. Coca Cola alsogive 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:
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  Coca- Cola internationalhad different leaves structuresin different regions and countries of the world where they have their companies. / *************************************************** */************************************************** *********/ / Desigesnation / Allowed Leaves / / Supervisor / 26 Leaves per annum / /*************************************************** **/************************************************* **********/ /about the Supervisor / 26 Leaves per annum / /*************************************************** **/************************************************* **********/ /Below the Supervisor / 24 Leaves per annum / *************************************************** **/************************************************* **********/ Employee forum:
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   In theU.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 hardworking employees interested in studying books, supplies , places to study and scholarships. Time Management Policy:
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   They aremanaging 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 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:
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   Coca Colahas set safety standard at a level that ensures compliance with governmentaland 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, How the HR policies relate to organizational goals/objectives.? Most profitable corporations point out their successes to proper management of their human resources (HR). Managing employees involves balancing between their goals and aspirations with those of the company. A company's goals and objectives are survival, making profits, gaining market share or gaining global recognition. By getting employees to make things happen in a productive way, HR ensures that the business prospers. These points of HR policies relate to organizational goals or objectives.
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   Staffing objectives Performance Objectives  Change-Management Objectives  Administration Objectives