Contents

INTRODUCTION: ................................................................................................................................. 3
MISSION:............................................................................................................................................... 4
VISION: .................................................................................................................................................. 4
BOARD OF DIRECTORS: .................................................................................................................. 4
MANAGEMENT .................................................................................................................................... 5
Functions: .......................................................................................................................................... 6
Planning ............................................................................................................................................. 6
Organizing ......................................................................................................................................... 6
Leading .............................................................................................................................................. 6
Controlling ......................................................................................................................................... 7
HIERARCHY OF COCA COLA COMPANY .................................................................................... 7
COCA COLA MANAGEMENT HIERARCHY ............................................................................... 8
SELECTED DEPARTMENT ............................................................................................................... 8
Human Resource Management at COCA COLA ........................................................................ 8
Human Resource Department.................................................................................................... 8
GROUP HEADS: .................................................................................................................................. 9
RECRUITMENT OVERVIEW: .......................................................................................................... 10
EXTERNAL/INTERNAL RECRUITMENT METHODS: ................................................................ 11
Advertising ....................................................................................................................................... 11
Employment Agencies ................................................................................................................... 11
Job Fairs .......................................................................................................................................... 11
Internship Programmers ................................................................................................................ 11
Professional Associates ................................................................................................................ 11
INTERNAL RECRUITMENT METHODS: ...................................................................................... 12
Job Posting and Job Bidding ........................................................................................................ 12
Employee Referrals ....................................................................................................................... 12
Recruitment Websites ................................................................................................................... 12
ASSESSMENT CENTRE:................................................................................................................. 12
Selection process: .......................................................................................................................... 13
Evaluation of Coca Cola Performance Appraisal: ..................................................................... 13
Techniques used to develop employee in Coca-Cola Company: ........................................... 13
CONCLUSION and RECOMMENDATION: ................................................................................... 14
REFERENCES: .................................................................................................................................. 14
 COCA-COLA COMPANY

INTRODUCTION:
The Coca-Cola Company is an American multinational beverage corporation, and
manufacturer, retailer, and marketer of nonalcoholic beverage concentrates and
syrups The company is best known for its flagship product Coca-Cola, invented in
1886 by pharmacist John Stith Pemberton in Atlanta, Georgia.The Coca-Cola
formula and brand were bought in 1889 by Asa Griggs Candle, who incorporated
The Coca-Cola Company in 1892.
In 2010, it was announced that Coca-Cola had become the first brand to top £1
billion in annual UK grocery sales. In 2017, Coke sales were down 11% from a year
earlier due to consumer tastes.
The Company's soft drink operations are managed in 6 Groups: North America, Latin
America, Africa, Greater Europe, Middle/Far East and The Minute Maid Company
(the world's leading marketer of fruit juices and fruit drinks).
Soon after the country’s independence in 1947, Coca-Cola came to Pakistan in
1953. Like in every other country where it operates, the Coca-Cola business in
Pakistan is a local business. The beverages are produced locally, providing
employment to Pakistani citizens, and the product range and marketing reflects
Pakistani tastes and lifestyle.
After the introduction of Coca-Cola, Fanta was introduced in 1965, Sprite was
introduced in 1972, and after a gap of 30 years, Diet Coke and Fanta Lemon were
introduced in 2001. Currently, Coca-Cola beverages are produced and sold in
Pakistan via the company’s own bottling plants which operate under Coca-Cola
Beverages Pakistan Ltd. (CCBPL). A local service office, Coca-Cola Pakistan,
focuses on marketing the Company’s brands locally.
MISSION:
The Coca Cola Company mission is to:
 To refresh the world…
 To inspire moments of optimism and happiness...
 To create value and make a difference.

VISION:
Our vision serves as the framework 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.

BOARD OF DIRECTORS:
Board of directors in coca cola company:

Herbert A. Allen
President, Chief Executive Officer and Director, Allen & Company Incorporater
Ronald W. Allen
Former Chairman of the Board, President and Chief Executive Officer, Aaron’s Inc.
and Delta Air Lines, Inc.
Marc Bolland
Head of European Portfolio Operations, The Blackstone Group L.P.
Ana Botín
Executive Chairman, Banco Santander, S.A.
Richard M. Daley
Executive Chairman, Tur Partners LLC; Of Counsel, KattenMuchinRosenman LLP
Chris Davis
Chairman, Davis Advisors

Barry Diller
Chairman of the Board and Senior Executive, IAC/InterActiveCorp and Expedia
Group, Inc.
Helene D. Gayle
Chief Executive Officer, The Chicago Community Trust
Alexis M. Herman
Chair and Chief Executive Officer, New Ventures LLC
Muhtar Kent
Chairman of the Board, The Coca Cola Company
Bobby Kotick
President, Chief Executive Officer and Director, Activision Blizzard, Inc.
Maria Elena Lagomasino
Chief Executive Officer and Managing Partner, WE Family Offices
Sam Nunn
Co-Chairman and Former Chief Executive Officer, Nuclear Threat Initiative (NTI)

MANAGEMENT
The key to understand the function at COCA COLA is to recognize that employees
with similar skills and common work functions are grouped together. This helps the
company avoid redundancies in problem solving processes as well as bestowing a
certain functional autonomy at all levels.
Functions:

There are four major functions of management of the Coca-Cola Company which are
as follows:

 Planning
 Organizing
 Leading
 Controlling

Planning

The vision of the Coca-Cola Corporation is to become the biggest and the best
anchor bottler in the world and its mission is to refresh everyone which guides its
management team in the planning process. The Coca-Cola Company consists of just
a three layers of flat hierarchy. Due to this the top level management has the duty of
setting the goals and objectives of the company. Planning is also done by the upper
level managers.

Organizing

Organizing is the second management function. The following steps are taken by the
Coca-Cola Company in organizing their goal and objectives.

 Work Specialization
 Delegation and Accountability
 Resource Allocation
 Organizing the Human Resources

Leading

The third management function is leading. The following major steps are taken by
the Coca-Cola Company in the leading function:

 Motivation
 Communication
 Corporate Culture
Controlling

The controlling function in Coca-Cola is done through periodic reviews of managerial

and salespersons performance. Toward this end, an appraisal system based on
objective evaluation of whether the employee being appraised has met his or her
targets forms the backbone of the controlling function in the company. , the
employees are also evaluated according to their contribution to the actualization of
the overall goals of the organization as well as on their soft skills including
communication, people management, coordination, and service quality.

HIERARCHY OF COCA COLA COMPANY

The Coca-Cola company organizational structure consists of a board of directors,
elected by the shareholders, that has final decision-making power in the running of
the company. Members of senior management and a number of standing
committees carry out the decisions of the board of directors. COCA COLA is
controlled through a vertical hierarchy, with decision-making authority residing with
the company's upper management. Daily and routine decisions are made by the
line managers at the middle level. Coca-Cola has more than 700,000
system employees, including their bottling partners.
The Coca-Cola Company has a separate International Division structure because its
international staffs operate separately and in isolation from head office. It has various
divisions in all continents around the world with presidents that control each
continental division. Coca-Cola has 5 continental divisions.
 Eurasia & Africa Group
 Europe Group
 LatinAmerica Group
 North America Group
 Pacific Group
Each continental divisionhas vice presidents that control sub-divisions based on
regions or countries. This structure is efficient for Coca-Cola since it is a very large
company.
COCA COLA MANAGEMENT HIERARCHY

SELECTED DEPARTMENT

Human Resource Management at COCA COLA

Human Resource Department

Coca cola considers human resources as a key department. A responsibility of
human resource department is to provide a method of employee recruitment and
retention that produce maximum employee satisfaction and performance on the job.
COCA COLA place great emphasis on people development so that people and
organization platform at maximum capacity in a highly effective manner.
GROUP HEADS:

RIZWAN ULLAH KHAN

General Manager
Pakistan & Afghanistan Region
RizwanUllah Khan is currently the General Manager of The Coca-Cola Export
Corporation, Pakistan & Afghanistan, a position he has held since September 2005.

FAHAD QADIR
Director, Public Affairs & Communications
Pakistan & Afghanistan Region
FahadQadir is currently working as Region Public Affairs & Communications Director
for Pakistan & Afghanistan Region, based at the head office in Lahore. Pakistan.
KALEEM FAZAL
Region Finance Manager
Pakistan & Afghanistan Region

KaleemFazal joined the Company in 2003 as a Financial Analyst for the Pakistan.
Kaleem is currently the Region Finance Manager for Pakistan & Afghanistan.
QASIM MAHMOOD
Technical Services Manager
Pakistan & Afghanistan Region

Qasim joined the Company in 1999 as Quality Programs Manager covering

Pakistan, Iran and Turkmenistan.

FAISAL HASHMI
HR-Strategic Business Partner
Pakistan & Afghanistan Region
Faisal Hashmi joined Coca-Cola System in 2000, as Country HRD / IR Manager at
CCBPL, he had successfully managed smooth Employees & Industrial Relations
including close interaction with local unions and IUF as well.

ALI AKBAR
Director Marketing
Pakistan & Afghanistan Region
Syed Ali Akbar joined TCCEC, PAR in August 2012 as Marketing Director. Ali has
played a pivotal role in thought leadership of our campaigns.

RECRUITMENT OVERVIEW:
Recruitment is defined as a process or art of finding the most suitable candidate for
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.HR departments
have become strategic entities in their functioning since these have to recruit the
best resources, involve them fully in organizational productivity and plan for their
value addition in order to ensure retention.
The Coca-Cola Company recruits about 700,000 staffs in around 200 countries and
still maintain a strong commitment of ensuring equal opportunities is being given to
all employees as well as valuing their diversity. The Coca-Cola Company also try its
best in maintaining a good working environment free of discrimination and
harassment of any kind.The company values its employee as its best and most
valuable asset.
EXTERNAL/INTERNAL RECRUITMENT METHODS:

External Recruitment Methods are the universal methods used by professional

recruiting agencies. The recruitment processes of Coca-cola Company is very well
organise starting from ads which is usually given in either company’s website of
international newspapers, the main sequential recruitment processes start
immediately when interested qualified candidate apply with their CV’s and
credentials.

Advertising

It is an important activity for initiating the recruitment process. Detailed jobs

specification/descriptions must be given along with the main responsibilities and also
highlighting the regular and occasional tasks to be performed. The details of
reporting lines and team responsibilities if any shall also be listed. Advertising in
appropriate publications is the most important phase since it has to attract maximum
candidates. For example, appreciation of target employees using national
newspapers, specialist trade magazines, audio/video channels etc, is required
before selecting the advertising channel.

Employment Agencies

The candidates as well as the employers generally consider those employment

agencies, preferably having credibility/experience in the given business sector
.Suchagencies are very helpful specially when recruiting specialists or temporary
employees or recruits from skills shortage areas.

Job Fairs

These are organized by graduating institutions where companies are invited to setup
their stalls and interview the potential candidates as part of talent hunt programme.

Internship Programmers

The graduates are offered internships by the companies/organizations which afford a

chance to both potential employers and the internees to develop mutual
understanding of competency levels and work environments.

Professional Associates

They help in locating hard-to-find people having specific qualification/experiences or

ability to work well within teams. Subject or Research Experts in scientific field are
the best examples.
INTERNAL RECRUITMENT METHODS:

Job Posting and Job Bidding

Job posting is the procedure for communicating to own company employees, the fact
that a job opening exists in their company and they can apply for the same as per
their company policy. Job bidding is a technique that permits individuals in an
organization who believe that they are qualified and posses the required
qualification/experience to apply for a posted job. They are recommended by their
supervisors, both existing and the projecting. Such internal moves are based on
promotions which are not only the most economical and efficient option but also
result into employee motivation and their retention. We must execute employee
training and development programmers to develop/prepare them for promotions.

Employee Referrals

This is a cheap technique of recruiting those having specialized skills. Since such
people are difficult to locate, therefore existing employees are the most appropriate
means to let people know that the company really does want people having specific
skills/experience to apply.

Recruitment Websites

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

ASSESSMENT CENTRE:
An assessment centre is a process where candidates are examined to determine
their suitability for specific types of employment, especially management or military
command. The candidates' personality and aptitudes are determined by techniques
including interviews, group exercises, presentations, examinations and psychometric
testing.
Performance management is a key area requiring focus if a company wants its
employees to perform at their best. Discussions and feedback play a key role in
employee performance management and ensure that the employees are aware of
their performance goals and that their personal and organizational goals are aligned.
At Coca Cola the employees are encouraged to seek training through its annual
performance review system. The performance review system of Coca Cola includes
the mid-year and year end career discussions between the associates and the
managers. It provides the associates with an opportunity to assess their annual
performance against the set goals and objectives. These face to face discussions
allow managers and associates to discuss training and development. It also enables
them to outline a plan for training and enrichment. After that proper training is
provided to the associates based on the review. This system ensures a regular cycle
of discussions and feedback which recognizes any kinds of gaps and enables their
fulfilment.

Selection process:

The selection processes differ with the nature of the job candidate applied for,
although the company uses a sequence series of Interview, Group exercises,
presentations, Psychometric exam and Situational exams.
The interview is being conducted in a way so the applicant can reveal more his/her
potentials and to test his/her abilities in handling different situational problems. It is
expected of an applicant to be honest and logical in answering those questions, the
group excises are basically more of a team work. The company uses the group
exercise to rate how an effective team member could an applicant be and to know
the level of applicant communication skills while the presentation excises is being
used by the company to find out how confidence an applicant is as well as how
effectively he/she can address a good number of people.
Furthermore, the psychometric test is designed to test applicant abilities and
potentials in some occasions the company uses a personality tool to find some
certain things on the applicant. Lastly is the situational exercise which is designed to
test applicant’s reactions to different types of situations, in this regards applicant are
being exposed to different kinds of situations and are being observe on how they
react, this will determine the kind of positions they are suited for.

Evaluation of Coca Cola Performance Appraisal:

Performance appraisal is essential for a firm that need manage its human resources
effectively in order to reduce costs and maximize profits.
Coca cola performance appraisal is annually. They appraise the employee due to
their performance about goals of the organization. They set the goals at the start of
the year and tell the employees about the goal if the employees achieve this goal
they appraise the employees.

Techniques used to develop employee in Coca-Cola Company:

The Coca-Cola Company as mentioned earlier value its employee as its best and
most important assets, this is why the company the company develop and reward
them with a favourable working environment where they can excel in their various
performance, develop their professional skills and finally help them in achieving their
career goal.
As a valued member of the company, the company is committed in supporting,
developing and growing its employees to achieve their various potentials by
enhancing employee performance through learning’s, trainings and career
development. The performance of employees is being monitored using a form called
the IPO (Individual Performance Objectives), employee are being reviewed using
this form at mid-year and end of year performance check and performance appraisal
respectively which are letter joined up to determine the total business objectives.
Meanwhile, as part of the company’s culture, the performance outlook will be
properly communicated to the employee and will make an impact in the company’s
reward philosophy.
At Coca-Cola Company a career is considered to be a journey through which
employee progress with roles and regulations set within the company, progression
not just about getting promotion but about building experience and capability inside
the Coca-Cola Company, the progression could be through building skills and
acquaintance within employee’s role that will broadening employee’s chance into the
next level.

CONCLUSION and RECOMMENDATION:

In conclusion, The Coca-Cola Company is the leading soft drink maker nationally
and globally. It has set itself far apart from its competitors by building a solid
foundation of consumers since 1896. The Coca-Cola Company’s marketing machine
continues to come up with new, exciting, and innovative ways to keep customers
returning. They have effectively been able to execute the concept of marketing along
with establishing a solid marketing mix. Combine all of the aforesaid with their strong
presence in the community and they have a recipe for success that the Coca Cola
Company has grown accustomed to. The Company should increase its
shareholders wealth by increasing its sales and decreasing the costs which will
result higher earnings and net profit. Moreover, it needs to continuously strengthen
its brand to maintain brand loyalty and differentiate itself from its competitors, in
order to maintain its strong market position.

REFERENCES:

 https://www.coca-colacompany.com/

 https://www.academia.edu/10943606/Strategic_Resources_Management_A_case_st
udy_of_Coca_Cola_Company

 https://www.cheshnotes.com/2017/02/hr-management-at-coca-cola-performance-
management-and-innovation/

 https://www.glassdoor.ie/Interview/Coca-Cola-HBC-Intern-Interview-Questions-
EI_IE10550.0,13_KO14,20.htm
.