ASSIGNMENT ON HR PRACTICES OF

COCA COLA COMPANY IN GUJRANWALA

Submitted to Prof. Azizinder Sekhon SMS Department Punjabi university Patiala

Submitted by Pawandeep Kaur Class MBA-1(D) Roll No. 5354

Table of Contents
Introduction Management of coca cola in Gujranwala Human resources management Job analysis and designs Planning and forecast Recruitment and selection Training process Performance and appraisal Compensation and benefits Employee relationship Safety policy

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.

Management of coca-cola in Gujranwala

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 whose 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 Manger work under him. The total number of employees in the coca-cola Gujranwala Company is 236. 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.

Company culture:
The factors, which must be highlighted in this regard, are as follows: Special training is given to employees; new employees also are placed with old ones to learn work and the values prevalent in the company, Two cups tea are free for every employee daily this represents the hospitable nature of the company, This factor keeps the employees motivated as they are taken well care this fact is clear by the physical actions took by the company, The company working environment is really a good blend of Asian and western values.

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 Supervisor Above then Supervisor Below supervisor

Allowed leaves 26 leaves per annum 26 leaves per annum 24 leaves per annum

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 to 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).

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 their enterprise has always been our people. Over the past century, Coca-Cola people have led their successes by living and working with a consistent set of values. While the world and their business will continue to change rapidly, respecting these values will continue to be essential to their long-term success. As they have expanded over the decades, their company has benefited from the various cultural insights and perspectives of the societies in which they do business. Much of our future success will depend on their ability to develop a worldwide team that is rich in its diversity of thinking, perspectives, backgrounds and culture. Employee Forums: They 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 Latin Women

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 their company. Mentoring increases the flow of information across organizational lines and encourages diverse thinking and cross-functional learning.

Internships:
They 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, they have committed to internship opportunities for 150 young people of color over a four-year period. Their 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), 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 they 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 they're doing. To introduce innovative and environmentally friendly packaging, they 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 their company in North America contains recycled content.

Commitment to Diversity: Their commitment to diversity also extends into the community. Valuing people helps they better meet the needs of their customers and partners. Through their people and their local bottling partners, they build relationships through local marketing, local civic programs and local business opportunities. Realizing the full potential of diversity has a direct impact on their company:
It improves understanding of local markets; It makes a better employer and business partner; It helps compete more effectively; It makes better neighbors in our communities; and ultimately, It builds value for shareowners.

The company is energized with a new entrepreneurial operating culture, fueled by the twin engines of innovation and diversity.

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 The HR department consist of 29 people in Gujranwala plant. 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 they 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.

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.

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. They forecast for the expected employees needs in the organization. They forecast of employees on the change technology and increasing in productivity. After planning they send this report to the head office for approval. If they get approval from the head office then they start recruitment process.

Recruitment process
Their recruitment process is well established first of all they give ads in news papers, company website, institutions etc.Once they receive an application form, from candidates with required documents and C V. Internal recruitment External recruitment

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 Interview The interview is designed to reveal more about you and your experiences. They ll 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 their 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 Theyre very much a team at CCE so these will show the employees how effectively you work with people. Theyre a good opportunity for employees to see how you communicate, influence and involve other people in the workplace. Presentations Presentations give the chance to show 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. Psychometric tests are timed exercises that examine your abilities and potential. On occasions, they 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, theyll 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 youre suited for a position. You may be given facts and figures to review, or a report to complete; they 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.

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 they train them for three months and also pay them salaries after three months they become part of a firm `they also give training to already exist employee it depend upon condition for example if new technology is introduced first of all they give full training to them about new technology then they allow them to start their job.

Performance appraisal
Coca cola performance appraisal is annually Hr manger waqar mahmood said that they appraise the employee due to their performance about goals of the organization .they set the goals started the year and tell the employees about the goal if the employees achieve this goal they appraise the employees. Steps in appraising performance The performance appraisal process process contains three steps; Define the job Appraise the performance Provide feedback 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.

Compensation and benefits

Objective of compensation
Their 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 their assets, there for they are careful about their health and benefits. They give following compensation and benefits: Basic salary Bonus Medical facility Pick and drop Gratuity fund Social security

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. They have also got their own policy by which they give importance to their employees if any employee faces some kind of problem related to his life or 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. They believe that an open door policy is the best policy for employees relations because due to this, their employees feel very independent and they know that if they get any problem, they can contact directly to the manager of their department. So they strongly believe that such policy makes their employees satisfy with them.

Safety Policy
They at CCBPL Gujranwala are committed to ensure the maximum level of safety and prevention of loss for their employees, assets and visitors. They believe in the involvement of each and every one of them in this effort and realize the importance of every individuals contribution to safety. They strive for continuous improvement in their safety standards and to the consistently meet or exceed them. They therefore, will make certain that the necessary financial and personnel resources are made available in order to continuously improve their safety standards. Set their safety standard at a level that ensures compliance with governmental and company requirements. Protect their employees and ensure public safety extending throughout their organization. Integrate sound safety practices in to their daily business operation even in the absence of specific regulatory requirements use the results of research and new technology to minimizing the safety risks of their operations equipment, products and packages taking in to account the associate costs or profit for each safety benefits.