Coca-Cola Company: Job Analysis

Group Project

MGMT 303 – Human Resource Management

Instructor: Taraneh Foroutan

Project by:

Ruslan Smanov | 144916

Ayya Atayeva | 137256

Ismail Aliyev | 137490

Analysis is the first step, that company willing to hire new employees facing before they will give
a job offer itself. In our group project we choose it as a topic because of it importance to whole
hiring process. As you cannot build a house without basement, you cannot hire people if you don't
know what kind of people your company need.

The reason why we choose Job Analysis as a topic is because it's crucially important to know and
understand the basics of

At first, we will have a brief look at job analysis process itself, then we will talk about Coca-Cola's
history, their HR-Department work and, in the end, we will evaluate them, according to general
rules of job analysis and other steps of hiring process.
Job Analysis

In the beginning of every employees hiring process stands Job Analysis, which is one of the most
important HR tools, that manager can use in his work in order to hire proper people to the work.

In fact, job analysis is in the same time the simplest and crucially important step of staffing process.
If human resources manager will, somehow, fail this task, for example, by providing improper
description or specification for a position in a firm, company can loose plenty of time, money or
money and time fixing or adjusting to this mistake.

Job analysis consist of two parts:

• Job Description

Is a list of a job’s duties, responsibilities, reporting relationships, working conditions, and

• Job Specification

Is a list of a requirements which are the prerequisites to this work. Education, skills, personality,
and so on.

Usually human resources managerers and HR-Department are responsible for this task, but
nowadays a lot of managers from different departments, such as Financial, Sales, Marketing,
Production etc. are also involved in the process of job analysis in order to make it more closer to
firm specification and needs.
Coca-Cola's History

The Coca-Cola Company is an American beverage company, the world's largest producer and
supplier of concentrates, syrups and soft drinks. The Coca-Cola drink was founded in Atlanta
(Georgia, USA) on May 8, 1886 by pharmacist John Stith Pemberton, a former officer of the
American Confederation Army. In the first years the drink was unprofitable. But gradually the
popularity of Coca-Cola increased and profits from its sale too. In 1892, businessman Asa Griggs
Kendler, who had the rights to Coca-Cola, founded the company The Coca-Cola Company, which
is still producing the beverage. The most famous product of the company is Coca-Cola. Included in
the Fortune 500 list for 2015 (62nd)

The main products of the company are non-alcoholic beverages. The company sells concentrates,
syrups and drinks in more than 200 countries. - The United States is the main area of activity of The
Coca-Cola Company, in 2015 it accounted for $ 20 billion of $ 44 billion in revenue. In other
countries Coca-Cola is mainly represented by regional bottling companies operating as franchisees
and buying concentrates from The Coca-Cola Company. In 2015 sales of concentrates and syrups
under the brand Coca-Cola (and its variations) amounted to approximately 37% of total revenue .

The main bottling companies are :

• Coca-Cola European Partners - operates in 13 countries of Western Europe primarily in Spain,

• Coca-Cola HBC - operates in Europe (except Western Europe), Russia and Nigeria; The Coca-
Cola Company owns a 23% stake;

• Coca-Cola Amatil - Australia, New Zealand and the neighboring island states; The Coca-Cola
Company owns a 29% stake;

• Coca-Cola FEMSA - Mexico; The Coca-Cola Company owns a 29% stake;

• Arca Continental - Mexico;

• Coca-Cola Bottlers Philippines, Inc. - The Philippines;

• Coca-Cola Korea - South Korea;

• Coca-Cola Icecek - Turkey, south-west Asia;

• Swire Group - Hong Kong, China, Taiwan; headquarters in Hong Kong;

• Kirin Company - Japan

• Embotelladora Andina S.A. - Chile, south of South America.

The company owns 5 of the 6 best-selling global brands of non-alcoholic beverages - Coca-Cola,
Diet Coke, Fanta, Schweppes and Sprite. Also the Coca-Cola Company produces concentrates,
syrups, soft drinks and fully or partially owns more than 350 trademarks, both global and regional.
Among them: Coca-Cola, Diet Coke / Coca-Cola Light, Coca-Cola Zero, Fanta, Sprite, Kind, My
family, Minute Maid Powerade, Minute Maid Pulpy, Georgia, Powerade, Schweppes, Aquarius,
Bonaqua / Bonaqa, Gold Peak, Dasani, FUZE TEA, Del Valle, Simply, Glacéau Smartwater,
Glacéau Vitaminwater, Ice Dew

The company's activities are distributed by region (the revenue of bottling companies is not
included):

• Eurasia and Africa - revenues of 2.5 billion;

• Europe - revenue 5 billion;

• Latin America - revenue 4 billion;

• North America - revenue of 22 billion;

• Asia-Pacific region - revenue 5 billion;

• Investments in bottling companies - revenues of 6.7 billion

Human Resources Department of Coca-Cola and Job Analysis

Human resources management is the main part of any organization. In addition, the development of
this department is the first step, the land on which the future of the company depends. This is
important for every business unit and specifically for an international company like Coca-Cola. It's
people, not technology, that create the company. Human Resource Management in the Coca-Cola
Company has many advantages, as well as a shortage. It is an international company and it is
impossible to create certain policies or procedures applicable to all divisions of the company,
cultural and political differences must be taken into account. Therefore, the focus of this article will
be on the four tasks and responsibilities of Human Resources Management (performance
management, compensation, professional development, succession planning) based on the
procedures of the United States.

Coca-Cola is one of the leading beverage companies in the industry. It manages its business
campaigns all around the world. It deals with different types of products, such as soft drinks,
bottled water, tea, sports juices, etc. Coca-Cola has a franchise model for production and
distribution. Only syrup concentrate is produced by a company that is sold to workers bottling
bottles that are its franchisors (Bottled Coca-Cola, 2008).

It is important on the part of management to divide the actions of human resources and organization
technologies along with other resources such as physical assets, cash resources and knowledge of
employees and establish an efficient and effective internal organizational structure of the business.
The organization's function focuses on uniting, coordinating and monitoring tasks and the flow of
information in the organization. In addition, managers allocate responsibility and authority to hire
holders

Organization of Human Resources in Coca-Cola Company

Management at Coca-Cola Company enters on obtaining and holding profoundly qualified and
learned representatives so that it can keep up its key position in the market. This treats these
resources as an asset. It provides such conditions of employment and procedure that allows all
employees to develop a sense of unity with the enterprise and fulfill their duties in the most
consonant and effective way.

It also provides for the safety of employment to workers so that they cannot be distracted by
uncertainty about their future. These goals, strategies, policies, and programs are preliminarily
determined by the company that manages and unions in decision making. Also, they are in
accordance with the mission of the organization, goals, strategies, policies and its and internal-
external environments.
The Coca-Cola HR department also conducts all HRM methods like Job Analysis and Job Design,
Recruitment and Selection, Training and Development, Performance Measurement, Compensation,
Employee Relations, Staff Welfare and Medical Policies and some other similar things. All these
methods are carried out by their own policies and strategies.

The HR department does not take decisions related to its own department, they also conduct the
decision of the company.

Job analysis is the procedure for determining the duties and skill requirements of a job and the kind
of person who should be hired for it. Job analysis consists of two products one is the 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 job’s human requirements that is requisites education, skills,
personality, and so on other product of a job analysis.

Coca-cola company HR department checks it possesses job description and job analysis in which
they get the data almost representatives work exercises, human behavior, execution standard, work
setting and human prerequisites and too other data related to this conduct.

HR department of coca cola used this information for Recruiting, selection, compensation,
performance appraisal, training, and employee’s relationship.

There are four basic types of Collecting Job Analysis Information:

1. Observation Methods

2. Interview Techniques

3. Questionnaire

4. Headhunting

According to Glassdoor website, there are 8 Interview Questions You Must Ace to Get a Job at
Coca-Cola Company:

• Tell me about yourself.

• Why the Coca-Cola Company?

• How do you manage large projects?

• What techniques have you found most useful in getting your work done when you are really
busy?

• Discuss a project you undertook that demonstrates leadership qualities.

• Any issues with past supervisors? If so, how did you handle this?

• Tell us why we should hire you.

Evaluation
In the end of our project we would like to make a statement, that Coca-Cola’s Human Resource
Department doing a great job! HR activities in Coca-Cola are highly related with motivational
output of workers of company. This activities not only increasing live-level of employees, but also
raise the relationship which is exist between workers and company. Not only this but image of the
company also effect by such an activities.
• Enriching internal capabilities of organization to deal with rapid changes.
• It influences different performance indicators.
• Motivates and encourage employees to work.
• Enhance loyalty of employees to the organization.
• Decrease malingering.
• Reducing turnover rate
• Source of motivation for employees that brings best out of them.
HRM of Coca-Cola is doing pleasant attempt to stimulate their employees. And the practices are
made in the form, which can be effective for the labor force and as well as ready to lend a hand in
achieving the predefine goals of the corporation.
But, even from the first sight everything is looks good, clear and fair, there are some important
notes about Coca-Cola’s HRM system:
• Coca Cola failed to standardize evaluation to provide meaningful oversight and review of
individual managerial decision
• The criteria used in the performance evaluation form permit biased and inconsistent application:
"communication", "work relationships", "problem solving"
• Managerial training in practice is offered only haphazardly (training on performance evaluation
appeared in the company only in 1998, two years after the new system was launched )
Moreover, it is obvious to find out that if Coca-Cola Company just staffing first line employees
locally, it will limit the human resource from the market. Coca-Cola can’t hire talented and good
employees from around the world, meanwhile, they may not be develop well in the current period
of time.
Also, the company had built the special management talent system in order to require some talented
employees, even they are, in fact, not in demand of being used by the company here and now.
Which creates a problem with overspecialized workers.
References
“Human Resource management” 14th edition Gary Dessler

https://www.glassdoor.com/blog/coca-cola-interview-questions/