A STUDY OF THE MANAGEMENT PROCESS OF THE COCA-COLA COMPANY

Submitted in partial fulfillment

for the award of the degree of

Master of Management Studies(MMS)

(Under University of Mumbai)

Submitted by

AJAY YADAV

(Roll Nom1719056)

Under The Guidance of

Porf. Reema Shah

(2017-18)

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 CERTIFICATE

This is to certify that the Project titled, ‘A STUDY OF THE MANAGEMENT

PROCESS OF THE COCA-COLA COMPANY is successfully completed by
Mr.AJAY YADAV during the IV semester, in partial fulfillment of the Masters
Degree in Management Studies recognized by the University of Mumbai for
the academic year 2018. through Thakur Institute of Management Studies &
Research, Mumbai . This project work is original and not submitted earlier for the
award of any degree/diploma or association of any other university/institution.

(Signature of Guide)

Date : Porf. Reema Shah

Place :

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 DECLARATION

I hereby declare that this Project Report titled ‘A STUDY OF THE

MANAGEMENT PROCESS OF THE COCA-COLA COMPANY’ submitted by me to
the University of Mumbai through Thakur Institute of Management Studies &
Research, Mumbai is a bonafide work undertaken by me and it is not submitted to
any other university or institution for the award of any degree/diploma/certificate
or published any time before.

Date :

Place : (Signature of the Student)

Name:AJAY YADAV

Roll No:M1719056

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 ACKNOWLEDGEMENT

I take this opportunity to express my deep and sincere gratitude to Porf. Reema Shah

for his valuable guidance and encouragement in implementing the knowledge gained through
lectures in the form of a project.

I acknowledge the infrastructural support provided by the institute.

(AJAY YADAV)

Email:YAJAY5004@GMAIL.COM

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 Executive summary

This report has been set up considering a particular reason. It diagrams the history and current
situation of the Coca-Cola Organization comprehensively and locally. The initial segment of the
investigation takes us through the current situation of the drink business and Coca-Cola
Organization all around.

Through this undertaking our primary center would be the procedure the Coca-Cola

Organization follows so as to continue such a differing market India has.

We will likewise concentrate on the FDI techniques India followed in regard of the endeavors
made by worldwide product offering and the executives of the equivalent with ceaseless
achievement and success.

The report contains a short presentation of Coca Cola Organization and Coca-Cola India and a
point by point perspective on the assignments, which have been attempted to examine the market
of Coca-Cola for example we have performed Aggressive SWOT examination of Coca-Cola
Organization and SWOT investigation of Coca-Cola India so as to distinguish regions of
potential development for Coca-Cola. We have likewise given a short depiction of Patterns and
Powers that are influencing Coca-Cola Organization all inclusive.

The fundamental target of this undertaking report is to break down and think about the Endeavor
of Coca-Organization Twice and its proficient method for dealing with the present position of
Coca-Cola Organization. The investigation additionally plans to perform Market Examination of
Coca-Cola Organization and discover distinctive components affecting the development of Coca-
Cola. Another goal of the examination was to perform Focused investigation between Coca-Cola
and its rivals. Aside from these goals this examination is likewise led to comprehend the Client
inclinations towards different Cola-Cola Items.

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 TABLE OF CONTENT

Sr. No. Particulars Page No.

1 Introduction
1.1 Industry details 7-11
1.2 Research Objectives 11
1.3 Method of data -
2 Company Profile
2.1 Name of the organization 12-14
2.2 Registration details 14-24
2.3 Form of ownership -
2.4 Mission, Vision, goals 25
2.5 Product/Services 26-27
3 Organizing
3.1 Organization Structure 28-29
3.2 Decision making process 30
3.3 Organizing: span of control 30
3.4 line and staff relationship -
3.5 Authority, delegation, centralization, decentralization 30
4 Directing, Motivation and Leadership
4.1 Supervision, monitoring & control processes 31-37
4.2 Motivation practices 38-40
4.3 Leadership , type 41-44
5 Legal and Regulatory compliances for the company
5.1 provisions applicable to that company 45-49
5.2 Extent of compliance & difficulties -
5.3 legal issue /court cases in the past 49-51
6 Facility Location & Layout
6.1 Factors influencing location decisions 52
6.2 Factors influencing layout decisions -
6.3 Capacity Planning and Decision Making -
6.4 Inventory management 53-54
7 HR Policies of the organization
7.1 Wage & Salary 55
7.2 Recruitment & Selection 55-57
7.3 Performance Appraisal 57-58
7.4 Grievance Redressal 59
8 Conclusion 60

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INTRODUCTION TO PEPSI-CO INDIA PVT LTD

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 INDUSTRY PROFILE
A BRIEF INSIGHT - THE FMCG INDUSTRY IN INDIA
Fast Moving Consumer Goods (FMCG), also known as Consumer Packaged Goods (CPG) are
products that have a quick turnover and relatively low cost. Consumers generally put less
thought into the purchase of FMCG than they do for other products.

The Indian FMCG industry witnessed significant changes through the 1990s. Many players had
been facing severe problems on account of increased competition from small and regional
players and from slow growth across its various product categories. As a result, most of the
companies were forced to revamp their product, marketing, distribution and customer service
strategies to strengthen their position in the market.

By the turn of the 20th century, the face of the Indian FMCG industry had changed significantly.
With the liberalization and growth of the Indian economy, the Indian customer witnessed an
increasing exposure to new domestic and foreign products through different media, such as
television and the Internet. Apart from this, social changes such as increase in the number of
nuclear families and the growing number of working couples resulting in increased spending
power also contributed to the increase in the Indian consumers' personal consumption. The
realization of the customer's growing awareness and the need to meet changing requirements and
preferences on account of changing lifestyles required the FMCG

producing companies to formulate customer-centric strategies. These changes had a positive

impact, leading to the rapid growth in the FMCG industry. Increased availability of retail space,
rapid urbanization, and qualified manpower also boosted the growth of the organized retailing
sector.

HLL led the way in revolutionizing the product, market, distribution and service formats of the
FMCG industry by focusing on rural markets, direct distribution, creating new product,

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distribution and service formats. The FMCG sector also received a boost by government led
initiatives in the 2003 budget such as the setting up of excise free zones in various parts of the
country that witnessed firms moving away from outsourcing to manufacturing by investing in the
zones.
Though the absolute profit made on FMCG products is relatively small, they generally sell in
large numbers and so the cumulative profit on such products can be large. Unlike some
industries, such as automobiles, computers, and airlines, FMCG does not suffer from mass
layoffs every time the economy starts to dip. A person may put off buying a car but he will not
put off having his dinner.

Unlike other economy sectors, FMCG share float in a steady manner irrespective of global
market dip, because they generally satisfy rather fundamental, as opposed to luxurious needs.
The FMCG sector, which is growing at the rate of 9% is the fourth largest sector in the Indian
Economy and is worth Rs.93000 cr. The main contributor, making up 32% of the sector, is the
South Indian region. It is predicted that in the year 2010, the FMCG sector will be worth
Rs.143000 cr. The sector being one of the biggest sectors of the Indian Economy provides up to
4 million jobs. (Source: HCCBPL, Monthly Circular)

A BRIEF INSIGHT - BEVERAGE INDUSTRY IN INDIA

In India, beverages form an important part of the lives of people. It is an industry, in which the
players constantly innovate, in order to come up with better products to gain more consumers
and satisfy the existing consumers.

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 BEVERAGES

NON-
ALCOHOLIC
ALCOHOLIC

NON-
CARBONATED
CARBONATED

COLA NON-COLA NON-COLA

Fig 2.0 BEVERAGES IN INDIA

The beverage industry is vast and there various ways of segmenting it, so as to cater the right
product to the right person. The different ways of segmenting it are as follows:

 Alcoholic, non-alcoholic and sports beverages.

 Natural and Synthetic beverages.
 In-home consumption and out of home on premises consumption.
 Age wise segmentation i.e. beverages for kids, for adults and for senior citizens.
 Segmentation based on the amount of consumption i.e. high levels of consumption and
low levels of consumption.

If the behavioural patterns of consumers in India are closely noticed, it could be observed that
consumers perceive beverages in two different ways i.e. beverages are a luxury and that
beverages have to be consumed occasionally. These two perceptions are the biggest challenges
faced by the beverage industry. In order to leverage the beverage industry, it is important to

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address this issue so as to encourage regular consumption as well as and to make the industry
more affordable.

Four strong strategic elements to increase consumption of the products of the beverage industry
in India are:

 The quality and the consistency of beverages needs to be enhanced so that consumers are
satisfied and they enjoy consuming beverages.
 The credibility and trust needs to be built so that there is a very strong and safe feeling
that the consumers have while consuming the beverages.
 Consumer education is a must to bring out benefits of beverage consumption whether in
terms of health, taste, relaxation, stimulation, refreshment, well-being or prestige
relevant to the category.
 Communication should be relevant and trendy so that consumers are able to find an
appeal to go out, purchase and consume.
 The beverage market has still to achieve greater penetration and also a wider spread of
distribution. It is important to look at the entire beverage market, as a big opportunity,
for brand and sales growth in turn to add up to the overall growth of the food and
beverage industry in the economy.

Research Objectives –
1) Study of Company Profile of Coca cola Ltd.
2) Study of General Management practices of coca cola Ltd.
3) Ascertaining the issues & difficulties in day- to-day operations of the company
4) Suggesting suitable measures for ensuring smooth operations/activities of the Company.

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 The PEPSI-CO Ltd

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.

Vision

Our vision serves as 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.

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 Product

The Coca-Cola equation is The Coca-Cola Company's mystery formula for Coca-Cola. As an
exposure promoting procedure began by Robert W. Woodruff, the organization shows the
equation as a standout amongst the most firmly held competitive innovations ever and just a
couple of workers know or approach it. This Coca-Cola equation gives off an impression of
being the first recipe to Coca-Cola. It is from the book 'For God, Country and Coca-Cola'.

The organization has progressed significantly since its beginning in 1886. Around then its item
was just a cola drink, its lead drink Coke as we probably am aware it today. From that point
forward, the organization has gained immense ground and now it is a multinational and not
constrained to one item as it were. During that time they have imagined and presented numerous
items other than their fundamental cola drink. There are diverse brands of the Coca-Cola
Company, which are right now being used all through the world. The organization bargains in
the carbonated beverages as well as different beverages.

The company has products in various categories which can be broadly classified as follows-
Coca-Cola
Products

All Drink
Forms

Carbonated Sports Juices and Bought

Tea & Coffee Water
Soft Drinks Drinks Juice Drinks Stakes of:

 Carbonated soft drinks such as Coke, Fanta, Sprite, Diet Coke, etc.
 Sports Drinks like Aquactive, Aquana, Powerade, Sport Plus, etc.
 Juices and Juice Drinks - Jolly Juice, Maaza, Minute Maid, Sunfill, Vita, etc.

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  Tea and Coffee – Nestea, Georgia, etc.
 Water - Dasani, Kinley, etc.

The dedication of the organization is to commit assets to just in business sectors where it
expects gainful development. This technique has paid profits. The organization has
effectively connected its way to deal with brands in a few key markets, including Mexico,
Japan, Russia and India. Among the soda pops Fanta and Sprite wind up fruitful alongside
the real brand Coca-Cola and Diet Coke. While propelling its item, the promoting group
considers the way of life of the nation in which they are propelling the item. In key markets,
the organization has made new bundling sizes to fulfill customer requests.

For e.g., Mexican families eat together at home. The normal Mexican family unit drinks
more than two liters or a greater amount of soda pops amid that break, while a two-liter
container was the biggest accessible bundle. Along these lines, in 2001, the organization
presented a helpful 2½ liter jug to choose districts, adding to the offer of almost 1.5 billion
unit instances of Coca-Cola in Mexico that year.

In the United States, perceiving that customers regularly make the most of their eating
routine Coke with a cut of lemon, the organization "packaged" the idea. The outcome — eat
less carbs Coke with lemon which added to volume development of 4 for each penny for the
main eating routine drink. The organization likewise builds its two biggest jug sizes amid
the Christmas season, and celebration bundling causes it drive a 6 for every penny volume
increment for Coca-Cola. The bundling developments don't simply include resizing. The
organization has likewise reacted to shoppers' changing design styles with new jugs.

India remains a key market for the organization. It is where it keeps on contributing over its
current portfolio. Up until now, Coca-Cola has put over US$1 billion in India and yearly, it
spends a few crores of rupees in India. The open door is enormous and through research and
trials, it is attempting to convey what the buyer needs. Their portfolio in the nation incorporates
Coke, Thums up, Sprite, Fanta, and Mazaa and so on. As of late, the organization propelled
Maaza Milky Delight, which is a consequence of shopper needs. A great deal of speculation goes

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behind such activities in regions of shimmering refreshments and organic product juices. To the
extent bundling is concerned, the organization offers its soda pops in various kinds of containers
like glass jugs and plastic jugs and in various amounts running from 200 ml to 2.5 liters

Organization Structure

The Coca-Cola company's 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.

The board of directors of the Coca-Cola company is answerable only to the shareholders. The
board's responsibility includes the selection and oversight of senior management, including the
chief executive officer and the vice CEO. As of May 2014, Muhtar Kent was both the CEO and
the chairman of the board of directors. The seven standing committees include audit,
compensation, directors and corporate governance, executive, finance, management
development, and public issues and diversity review. The committees evaluate themselves and
report to the board of directors. The board of directors is responsible for annual self-evaluation
and evaluation of the CEO. Besides the board of directors, further leadership structures include
the senior operations leadership, which is responsible for Coca-Cola operations and oversight on
various continents, and senior functional leadership, which is responsible for administration,
public affairs, finances and other practical considerations.

The Coca-Cola company itself does not distribute and sell the finished product. Instead, it
manufactures and sells syrups, concentrates and beverage bases to bottling partners that are
responsible for packaging, merchandising and distributing. These bottlers work with customers
such as grocery stores, restaurants and many other outlets to get the finished products to
consumers.

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Organizational goals
Coca-Cola is both effective and efficient, as they have made it their objective to succeed in these
areas. Coca-Cola is more focused on efficiency than effectiveness, but they still achieve in both.
Regardless of what they specialize in, their organizational goal is to maximize profits for
shareholders by selling Coca-Cola products worldwide to a wide range of customers. They are
able to do this by having a very vertically hierarchical organization that allows them to take
advantage of a low cost strategy, limiting expenses and increasing revenues.

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Decision making process

The decision making process in the Coca-Cola company is centralized. There are six step in the
decision making of the Coca-Cola company which are recognize need to make decision, generate
alternatives, assess the alternatives, choose among alternatives, implement choose and last the
learn from feedback. In Coca-Cola company, decision which always takes by the top manager
can related to the packaging positioning, trade discounts, advertisement, price reductions
and distribution.

Span of Control

The span of control is the amount of staff who report directly to a prearranged Coca-Cola
Company supervisor. It is most excellent to have a minimum of 3 staff and a maximum of 5 staff
reporting to their supervisor. This low pattern is as a result of the actuality that the organisation is
a perpendicular and there are various individuals having different works to do so. When there are
more than 5 individuals, it is hard to be managed. Hence when there is an utmost of 5 people, the
possessions and staffs still can be supervise in an effective manner.

Authority and Responsibility

The executive of Coca-Cola Company receives report from the Salesman. These Sales Managers
are in charge for the performances of the salesmen which they need to provide them timely
comment. Assistances are requiring to be provided by Sales Manager at any time and it is a
problem connected to the performance of the staff. The administrators keep an eye on an on-
going basis toward these salesmen which serves as an efficient managing mechanism. The staffs
have a lot of power, liability and information relative to the job that they are responsibility
Nevertheless, every part of the information and authority relative to the work is provided by their
individual supervisors. These procedures are the similar in the other subdivisions as well.

Delegation and Accountability

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Coca-Cola Company each executive is made held responsible for the actions of his or her
underlings. An accurate advices and assistance is given at time to time to attain the purpose by
the particular executives. Every supervisor is responsible for motivating their juniors so as to
increase the effectiveness and efficiency of the staffs apart from the delegation. Human
Resources department lend a hand staff so they could recognise their potential and uses various
technique to encourage them. In return, they offer the most excellent to their supervisor. Thus
boost their performance, excellence of work and consumer satisfaction.

Monitoring system of Coca-Cola

Not only is coca cola the world’s largest beverage company, but in 200 nations ( with consumers
enjoying an average of 1.6 billion servings a day), sells about 500 sparkling brands, including 4
of the top sellers (coca- cola, diet coke, sprite and fanta), sparkling beverages, juices, and ready
to drink teas among others. (http://www2.coca-cola.com/ )

Ø Established: 1886 with its official headquarters in Atlanta, Georgia

Ø Company Associates: 92,400 worldwide (as of December 31, 2008)

Ø New York Stock Exchange Ticker Symbol: KO

Ø Supporting Communities – In 2007, The Coca-Cola Company and The Coca-Cola Foundation
made charitable

Ø Contributions of $99 million to community initiatives worldwide. . (http://www2.coca-

cola.com/ )

HOW DOES COCA-COLA MONITOR ITS EXTERNAL ENVIRONMENT?

An understanding that coca-cola does not operate in a vacuum has made it to continually scan its
environment in order to find out or foresee likely environmental threats and thus develop
appropriate responses to them. This has helped it to take advantage of its opportunities, and
minimize threats and again, determines how it will achieve a sustainable competitive advantage.

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Certain models and frameworks that can be used for this purpose includes: Scenario planning,
customer surveys/ opinion polls, bench marking, among others.

Customer Surveys /Opinion polls: This is a strategy coke uses to find out the opinion consumer
have about is products or other changes especially as it concerns its activities and those of its
competitors. Over the years, coca-cola and Pepsi have been locked in fierce battles, sometimes
described as “the cola wars” Shimp, T.A (2007:43). One sensational battle began in 1975 when
the traditional coke was tested against Pepsi.( ibid) The result gotten informed a change in the
coke’s formula for more sweetness, the result was that the folks who liked old Coke went crazy–
so crazy that the Coca Cola Company decided to bring it back as Coke Classic.

Scenario Planning: “Scenarios are realistic descriptions of the organisations possible futures that
allow the scenario team to set aside its individual and organisational assumptions about how the
external environment will operate and explore new ones “ (Ralston, B.2006:141) Coca-cola is
constantly aware of the link between its strategy and the changing future, thus, itself for the
‘if…then’ probable future. This is exemplified it its mission statement, thus:

“the world is changing all around us. To continue to thrive as a business over the next ten years
and beyond, we must look ahead, understand the trends and forces that will shape our business in
the future and move swiftly to prepare for what’s to come. We must get ready for tomorrow
today. That’s what our 2020 Vision is all about. It creates a long-term destination for our
business and provides us with a “Roadmap” for winning together with our bottler partners”

Benchmarking is the comparison of performance in one organisation or part of an organization

against that in another, with a view to finding ways of improving performance. (Needle,
D.2004:433) This avails the company the opportunity to take corrective measures actions.

Recommendation
It is recommended that coca- cola should take immediate action to launch and promote
environmental impact assessment of locations before citing their plants for operations.coca-cola
should also

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The International Association for Impact Assessment (IAIA) defines an environmental impact
assessment as “the process of identifying, predicting, evaluating and mitigating the biophysical,
social, and other relevant effects of development proposals prior to majorLoading …decisions
being taken and commitments made.

Controlling

“Control is a regulatory process of establishing standards to achieve organisational goals,

comparing actual performance against the standards and taking corrective action when necessary
to restore performance to those standards. (Williams & McWilliams, 2012)”
Coca-cola is a world’s leading beverage manufacturer. Such a famous beverage brand, the
control system of the retail organisation is well worth learning.

Quality:
“The control process begins when managers set goals. Standards are a basis of comparison for
measuring the extent to which organizational performance is satisfactory. (Williams &
McWilliams, 2012)” Coca-cola applies this important step in the controlling. “From the very
beginning, the leaders of the Coca-cola Company have relized that quality sets us apart from our
competitor. From many years, our approach to managing quality was prescriptive and centrally
controlled. (Coca-cola Company)” Coca-cola has their own quality management system, which
called TCCQS at the beginning. This quality system has featured quality and environmental
standards. It provides a guideline for the company and guarantees of the high quality as well. As
a global beverage, you can buy Coca-cola everywhere, you will recognize the taste is the same.
Coca-cola now is a symbol of quality. Each can of the coke is produced followed by the
standards. In addition, TCCQS is not a rigid regulation, it will keeps pace with the international
standard. They has changed improved the quality system according to the Global Food Safety
Initiative certification. This is relates to the corrective action of control. By applied the
applicable regulations and standards consumers get the consistent quality product. “The result
was that, Marshall said, ‘we changed our philosophy, but no content.’ (Coca-cola Company) ”
TCCQS helps the leaders determine how to keep correct process in making the drink and uses a
system of comparison to show how the details will affect the success of a company.

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Safety:
Nowadays, food safety is becoming a controversial topic, food safety is strongly related with
quality and is integral role to play in a company. A new internal system called KORE is created
for quality, food safety and environmental, with this internal system, Coca-cola Company asks
all of the products should meet the application. “KORE brings an increased focus to the area of
food safety and encourages alignment with the highest international manufacturing standards
while recognizing the need to meet applicable government, legal and local regulations.” To
maintain and create safety, all of the products are tested in the laboratories for applying stringent
requirements.

Feedback:
Another basic component of control which is applied in Coca-cola is feedback control.
“Feedback control is a mechanism for gathering information about performance deficiencies
after they occur. This information then used to correct or prevent performance deficiencies.
(Williams & McWilliams, 2012)” In Coca-cola website, it is easy for people to find the “contact
us” options. Coca-cola provides consumers opportunities to speak out their suggestions and
questions. The department which is in charge this will reply as soon as possible. By gathering the
information, it is an improvement in the management. Coca-cola strives toward perfect service
and safest food. Each bottle of coke in consumers’ hands is meeting the requirements and
consumer expectations.

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Controlling process

Control is a basic managerial function involving setting standards, evaluating against standards
and taking corrective action.

Here can see five basic steps of controlling process.

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Controlling process of coca cola company:

Coca cola company’s standards & to measure actual performance:

As the world’s largest beverage company, we bring safe, great-tasting, quality beverages to
consumers at a rate of 1.8 billion servings per day. Our beverages offer hydration, refreshment,
and moments of affordable happiness for people worldwide. We are committed to making sure
all of the thousands of beverages we produce meet the highest standards for safety and quality

Safety and Quality in Every Serving:

We ensure consistent safety and quality through strong governance and compliance to applicable
regulations and standards. We manufacture our products following strict policies, requirements
and specifications provided through an integrated quality management program that measures all
of our operations, system wide, against the same global standards for production and distribution
of our beverages.

Coca-Cola and Alcohol:

In June 2012, the National Institute of Consumption in Paris reported finding traces of alcohol in
Coca-Cola and other popular colas, causing confusion among some consumers. In fact, Coca-
Cola is not an alcoholic beverage, and we do not add alcohol as an ingredient. Trace levels of
alcohol can indeed be found in Coca-Cola, just as they can be found naturally in many foods and
beverages, including potatoes, bananas, yogurt, oranges, bread, dates, vinegar, rose water,
grapefruit and mushrooms—none of which is considered an alcoholic product.

Our Position on BPA

Our top priority is to ensure the safety and quality of our products and packaging through
rigorous standards that meet or exceed government requirements. If we had any concerns about
the safety of our packaging, we would not use it. In recent years, some consumers have
expressed concern about bisphenol A, or BPA, which is used in making the lining of our
aluminum cans. BPA is a chemical used worldwide in making the packages of thousands of
products, including the coating inside virtually all metal food and beverage cans. This coating
guards against contamination and extends the shelf life of foods and beverages. It also is used to

23
manufacture shatter-resistant bottles, medical devices, sports safety equipment and compact disc
covers. BPA has been used for more than 50 years. Currently, the only commercially viable
lining systems for the mass production of aluminum cans contains BPA.

Caramel Coloring

We use caramel coloring in several of our products. In fact, we have used it in Coca-Cola since
1886. While our caramel comes from a commercial manufacturer, it is just as safe as foods that
are “browned” or as the caramel that can be made at home by heating sugar.

Policy on Biotechnology

Recognizing and appreciating the trust that consumers place in us every time they reach for one
of our beverages, The Coca-Cola Company has an uncompromising commitment to the safety
and quality of our products. We use only those ingredients that have been evaluated for safety
based on sound science and that have been approved for use by local health and safety
regulators. Wherever we operate, we abide by the laws and customs of the local communities,
including regulations pertaining to health, safety and product labeling.

Outstanding water management and reduction performance: 

The Water Standard award recognizes CCE’s leadership in measuring, managing and reducing
water use. The company achieved its lowest ever water use ratio of 1.4 litres to make 1 litre of
product in 2012 – a reduction of 14.6% since 2007. CCE’s sustainability plan commits it to
setting the standard for water efficiency, establishing a water sustainable operation and
minimizing water impacts throughout its entire value chain.

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Motivation practices

Keeping our employees healthy and happy is part of Coca-Cola’s ethos. At Coca-ColaIreland,
we make it a priority to treat our people well, help them develop and give them a rewarding
working life. To us, this means creating an environment where employees can:

• Excel in their performance

• Develop skills for improvement
• Move towards their career goals.

By providing training and development programmes, on-the-job learning, coaching and

feedback, we make sure that everyone who works with us has the resources they need to learn
more and build their careers – and also to have some fun along the way. We want Coca-Cola to
be a great place to work where people are inspired and motivated to be the best they can be.

Employee engagement
Our success depends on motivated and committed employees. We need them to feel that they
play a real part in helping our business meet its goals and have an understanding of what they
are. We have several different ways of measuring our employees’ level of engagement with the
business and satisfaction with their working lives – such as through constructive dialogue with
our employee representative groups and employee surveys.

Training and development

To attract and retain the best people, we recognise that we need to invest in their development.
We take training and development very seriously. We have continuously invested over the years
with the aim of strengthening this important area of business performance, placing emphasis on
employee development plans, internal talent management, leadership development for managers
and employee performance management.

A great place to work

We think it's important for our employees to enjoy their working life and we want to make sure
that working for our business in Ireland is fulfilling, rewarding and fun. Key areas that we focus
on as part of the Great Place to Work programme include summer hours and flexible working,

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gym membership, catered lunch, a learning allowance, a green allowance and a Cycle-to-Work
scheme. Coca-Cola Ireland also offers employees the opportunity to do some volunteer work in
the local community on company time. Employees work with local charities on community
initiatives such as painting and decorating a homeless shelter, cooking for the families of sick
children, designing and creating a community garden for older people and participating in local
beach clean-ups.

Health and wellbeing

Helping our employees to lead healthy and active lifestyles is really important to us. We arrange
opportunities for our staff such as memberships, a learning allowance and the chance to take part
in community sport and healthy living programmes. Every year, we host Move Week at the
office – a week packed with fun activities that help raise awareness around the importance of
getting active and maintaining a healthy, balanced diet.

Pay and reward

Offering competitive pay and motivating benefits is crucial to both attracting and retaining the
most talented people to drive our business forward. We consider a number of different elements,
such as pension, healthcare and additional holiday, and put together a benefits package for our
employees. Our rewards programmes are regularly benchmarked against a select peer group of
our major competitors.

Open and inclusive

We’re committed to providing an inclusive working environment in which everyone is treated
fairly. We believe that having people from different backgrounds, with different life experiences
and talents is a real bonus for our business. That's why respecting and valuing the diversity of
our people is central to our vision and values. It's also why our employment policies and
practices have been developed to protect against discrimination and ensure equal opportunity and
fair treatment for all, regardless of age, sex or ethnic background.

Coca Cola is one of the most successful of the beverage of industry all over the world. Nowadays
in every successful business they must have a good way to motivate their staff. ＂In Coca Cola
one of their way to motivate staff is through the working performance of employee, since if

26
employee is hard to work, the company could motivate them by improving their occupational
opportunities and awarding them. These methods can make a key role to create working
environment where it can stimulate not just engagement but also achievement.
＂(Armstrong，M，2009). Awarding and occupational opportunities can inspire workers so that
it could strengthen their team spire, their skill of leading, decision making, communication
between staff and it can gain much more commitment to the company and motivation. Now there
are about 160 beverage brands in 200 countries, and it is with global market share of 48%. It is
because the company could train their staff and workers are hard to improve the qualities of
production and create different taste of coca cola.

There are a lot of theories about motivation, but I am going to use the ERG Theory of
Motivation. Which Clayton Alderfer invented this theory where he revised it from Abraham
Maslow’s Hierarchy of Needs. Three essential elements make up Aldermen’s ERG theory: The
first part focuses on the existence needs within the company; the next part addresses the
relatedness needs within the company; and the last part touches on the growth needs within the
company. The existence needs of the employees within The Coca-Cola Company can be defined
as those needs that have a desired physiological effect on the employees within the company. In
addition, it could be the material well-being of the organization itself. In order for there to be
harmony within the company, the employees must have a sense of stability in their current
position, as well as a potential for growth within the company. Remembering that employees
have the desire to be satisfied within the company in which they work, The Coca-Cola Company
has many different programs in place in order to assist with this process. For example, the
company offers cultural awareness programs and employee forums; these forums consist of
employees that share similar interest or backgrounds. The individuals within these forums
provide both professional and personal growth to one another. The Coca-Cola Company
motivates their employees with incentives and occupational opportunities on a daily basis. The
material well-being of The Coca-Cola Company is being achieved each day. The company uses
innovative means in order to reach the younger generation of today.

27
Organizational Structure And Leadership

The company does business globally but operates at a local level working with 250 bottling
partners around the world. The company does not own any of the bottling partners but rather
operates through several local channels. The bottling partners are in constant contact with the
local stores, multiplexes, restaurants and other customers to develop and execute local strategy
along with the company. The beverage is unique and has a well distinguished taste there by
making it crucial for the company to make sure that all the bottles sold worldwide have the same
taste. The organizational structure in Coca – Cola is developed such that all its operations
function smoothly and ensuring growth of the company. This structure is robust yet flexible to
adopt to the needs of the local market (Pfitzer, 2013).

The company has a Board comprising of 15 members including the CEO of Coca-Cola Ahmet
Muhtar Kent. These board member are all divided and head several other committees as
described in the figure 1

The organization is also divided according to the region of operations. The company in the year
of 2016 have changed their International operating structure to make use of the management
expertise of their key leaders. The company is now divided in to three regional groups

EMEA – Europe, Middle East and Africa led by Brian Smith

Latin America – Led by Alfredo Rivera

Asia Pacific – Led by John Murphy

28
The company organizes itself whenever required to make sure either regional decisions or
divisional decisions. All the decisions are overlooked by the 12 board members to ensure that the
growth of the company sustains.

Leadership At Coca Cola

The vision of Coca Cola consists of 6 P’s. People, portfolio, partners, planet, profit and
productivity (Svendsen, 2013). The company believes in a winning culture. It lives in its value of
leadership, collaboration, integrity, accountability, passion, diversity and quality. It believed in
focusing on the market to achieve its vision. The employees are expected to act like owners and
work smart. Their mission is to refresh the world, inspire moments of optimism and happiness,
create value and make a difference. The mission, vision and the culture of the company clearly
has been developed over several years working towards progress. The company achievement
today is clearly due to the exceptional leadership at Coca Cola.

It is impossible to survive in a food and beverage market for over a century if the leaders are not
aligned to the organizational goals (Golema, 2013). Starting from Asa Griggs Candler to the
current CEO Ahmet Muhtar Kent, the company has been led by intellectuals and effective
businessmen to become one of the most reputed organization around the world. The leadership
style in the organization itself is of a delegative style (Clark, 2013). A quick glance at the
organization structure itself shows that the organization believes in need to delegate and rule
instead of taking all the responsibilities. Dividing the organization based on the functions and
ensuring that all the functions are not under the control of a single entity and using SME’s to
work in each functional division is a brilliant strategy and a clear example of delegative
leadership.

Innovative Leadership

The concept of Innovative Leadership has been coined by Dr. David Gliddon which involves the
idea generation, evaluation and implementation. With its roots in path-goal theory, leader
member exchange theory and the increasing need for creative and effective ways to motivate,
empower and lead, several leaders today can be classified as innovative leader (baker, 2015).
Ahmet Muhtar Kent is one of them. The five-fold agenda of the CEO makes his approach an

29
innovative way to develop the company. Muhtar believes in the need to invest in research and
development, in the welfare of the employees and finding new methods to satisfy the customers
displaying the trait of valuing the resources. Collaborative nature of the CEO encourages
partnership with several companies (Lowitt, 2013). The CEO encourages innovative ideas in
marketing, finance and almost all fields in the organization to ensure that the ideas of his
employees are counted in and every single mind in the company is valued. All this skills make an
extremely good impression of a lead by example principal. The CEO expects his employee to be
innovation and creativity and he himself through the strategic principles puts forth these skills.

Cross Cultural Leadership

For companies operating at global levels it is quite necessary to have people in the organization
who can adopt and work with multiple cultures. Though the heads of each country working for
Coca Cola are usually chosen from the native employees, being a president or a chairman for an
entire area that covers multiple cultures is quite difficult. However, at Coca – Cola cross culture
leadership is efficiently implemented by several regional chairmen. One person in the Coca Cola
Company that has been able to successfully implement this style of leadership is Atul Singh, the
current chairman of Asia Pacific Group. The chairman makes operation decisions for 36
predominant markets in the Asia Pacific Group. He works with employees hailing in five
business units that comprise of India, China, Korea, Japan and other Asian countries. The
cultures and the working styles of each of this country is completely different. Japanese are
productive and quick, while Chinese are punctual and Indians are hard working. Working
different kind of employees especially in an operations set up needs a clear understanding of the
cultures the company operate in. Atul Singh has been the vice president of Coca Cola India and
moved on to work in Mainland China. Singh played a significant role in restricting the Coca-
Cola’s system to fit the needs of each of the region. He made sure to make changes to the
bottling system used in Indonesia to meet the fasting growing need in the country by switching to
two production lines. The same is in question for Japan and China. At Coca Cola, regional
decisions are made by the regional chairmen and board rather than by the global board. It is only
apt that these employees understand the need of the region way better than the head office and
hence are given significant authority to implement these changes (Murthy, 2014). For the sake of
the new bottling system in Indonesia alone the company spent $500 million to support the

30
changes showing the trust and value they place in their regional heads. Singh also heads the
gender diversity campaign called the Asia Pacific Talent Initiative.

Visionary Leadership

Every company has a vision and expects every employee to work towards achieving this vision.
Every person has their own way of working towards this vision. However, there are also those
employees that make this vision itself a style of working. The company’s vision of the 6 P’s have
been adopted into the very style of working of James Quiency, the president and Chief Operating
officer of Coca Cola.

A visionary leader is an excellent communicator, risk-taker, well organized, strategic and

charismatic and so is James Quiency (Szucs, 2014). Quiency is responsible for all the operating
decisions made globally. Although armed with a battalion of other experts working at regional
and functional level, Quiency holds the responsibility to analyze and approve several decisions.
operation execution process in the region to decrease deliver time and increase the capacity of
production through his management skills. He also played a major role in acquiring companies
such as Innocent juice that proved to be a profitable segment. The re-launch of Coca Cola Zero
and the acquisition of Jugos e Valle are all due to visionary leadership of Quiency. He I known
for this communication ability, motivational behavior, negotiate skills and most of all the belief
in the company’s vision. He had worked relentlessly in communicating and motivating the
People he works with, developing the portfolio of the company, collaborating with efficient
partners, acquiring profitable organization and increasing productivity thorough his efficient
operation management.

31
 Rules & Regulations

By-Laws of the Coca-Cola Company

Supplier Guidelines

Values and Commitments at The Coca-Cola Company

The reputation of The Coca-Cola Company is built on trust and respect. Our employees and
those who do business with us around the world know we are committed to earning their trust
with a set of values that represent the highest standards of quality, integrity, excellence,
compliance with the law, and respect for the unique customs and cultures in communities where
we operate. Our Company has always endeavored to conduct business responsibly and ethically.

We respect international human rights principles aimed at promoting and protecting human
rights, including the United Nations Declaration of Human Rights and the International Labor
Organization's Declaration on Fundamental Principles and Rights at Work. We actively
participate in the United Nations Global Compact. These corporate values are formalized in the
Workplace Rights Policy. Our acknowledgment of these international principles is consistent
with our dedication to enriching the workplace, preserving the environment, strengthening the
communities where we operate.

Reflecting the Company's Values

The Supplier Guiding Principles (SGP) are a vital pillar of The Coca-Cola Company's workplace
accountability programs. These programs are driven by the belief that good corporate citizenship
is essential to our long-term business success and must be reflected in our relationships and
actions in our workplaces and the workplaces of those who are authorized to directly supply our
business.

32
Recognizing that there are differences in laws, customs, and economic conditions that affect
business practices around the world, we believe that shared values must serve as the foundation
for relationships between The Coca-Cola Company and its suppliers.

The Supplier Guiding Principles communicate our values and expectations and emphasize the
importance of responsible workplace policies and practices that comply, at a minimum, with
applicable environmental laws and with local labor laws and regulations. The principles outlined
below reflect the values we uphold in our own policies, and we expect our direct suppliers to
follow the spirit and intent of these guiding principles.

Freedom of Association and Collective Bargaining

Respect employees' right to join, form, or not to join a labor union without fear of reprisal,
intimidation or harassment. Where employees are represented by a legally recognized union,
establish a constructive dialogue with their freely chosen representatives and bargain in good
faith with such representatives.

Prohibit Child Labor

Adhere to minimum age provisions of applicable laws and regulations.

Prohibit Forced Labor and Abuse of Labor

Prohibit physical abuse of employees and prohibit the use of all forms of forced labor, including
prison labor, indentured labor, bonded labor, military labor or slave labor.

Eliminate Discrimination

Maintain workplaces that are free from discrimination or physical or verbal harassment. The
basis for recruitment, hiring, placement, training, compensation, and advancement should be
qualifications, performance, skills and experience.

Work Hours and Wages

33
Compensate employees relative to the industry and local labor market. Operate in full
compliance with applicable wage, work hours, overtime and benefits laws, and offer employees
opportunities to develop their skills and capabilities, and provide advancement opportunities
where possible.

Provide a Safe and Healthy Workplace

Provide a secure, safe and healthy workplace. Maintain a productive workplace by minimizing
the risk of accidents, injury, and exposure to health risks.

Protect the Environment

Conduct business in ways which protect and preserve the environment. Meet applicable
environmental laws, rules, and regulations.

Compliance with Applicable Laws and Standards

Suppliers to The Coca-Cola Company and suppliers authorized by The Coca-ColaCompany are
required to meet the following standards, at a minimum, with respect to their operations as a
whole:

Laws and Regulations

Supplier will comply with all applicable local and national laws, rules, regulations and
requirements in the manufacturing and distribution of our products and supplies and in the
provision of services.

Child Labor
Supplier will comply with all applicable local and national child labor laws.

Forced Labor
Supplier will not use forced, bonded, prison, military or compulsory labor.

34
Abuse of Labor
Supplier will comply with all applicable local and national laws on abuse of employees and will
not physically abuse employees.

Freedom of Association and Collective Bargaining

Supplier will comply with all applicable local and national laws on freedom of association and
collective bargaining.

Discrimination
Supplier will comply with all applicable local and national discrimination laws.

Wages and Benefits

Supplier will comply with all applicable local and national wages and benefits laws.

Work Hours and Overtime

Supplier will comply with all applicable local and national work hours and overtime laws.

Health and Safety

Supplier will comply with all applicable local and national health and safety laws.

Environment
Supplier will comply with all applicable local and national environmental laws.

Demonstration of Compliance
Supplier must be able to demonstrate compliance with the Supplier Guiding Principles at the
request and satisfaction of The Coca-Cola Company.

These minimum requirements are a part of all agreements between The Coca-ColaCompany and
its direct and authorized suppliers. We expect our suppliers to develop and implement
appropriate internal business processes to ensure compliance with the Supplier Guiding
Principles.

35
The Company routinely utilizes independent third-parties to assess suppliers' compliance with
the SGP. The assessments generally include confidential interviews with employees and on-site
contract workers. If a supplier fails to uphold any aspect of the SGP requirements, the supplier is
expected to implement corrective actions. The Company reserves the right to terminate an
agreement with any supplier that cannot demonstrate that they are upholding the SGP
requirements. environment, strengthening the communities where we operate.

legal issue /court cases

"Coca Cola Company V Glacier Water Industries Ltd."

Introduction:

This case pertains to the infringement, passing off and unfair competition of registered trademark
'KINLEY'. Coca Cola Company (hereinafter "the plaintiff") is the registered proprietor of the
mark 'KINLEY'in class 32, which is primarily used by the plaintiff in relation to drinking water.
Glacier Water Industries Ltd. (hereinafter "the defendant") were using the mark 'KINLEY' for
water purification systems using reverse osmosis. The Defendant falsely claimed to have
launched their water system in collaboration with the plaintiff no.1's Indian subsidiary, The Coca
Cola India Pvt. Ltd., but no such collaboration exists. The Defendant openly advertised its
product using the mark 'KINLEY'. The Defendant also applied for registration of the mark
KINLEY bearing Application No. 2329491 in Class 11 for the specifications"water purifier,
water supply and sanitary purpose" claiming use since 1st April, 2011. The Court vide order
dated 29.04.2013granted an ad interim injunction in favour of the Plaintiff which restricted the
Defendant from using the mark till further orders.

36
Coca-Cola Co. v. Koke Co., 254 U.S. 143 (1920)

a picture of coca leaves and cola nut on the labels, and containing certain harmless
extractives from coca leave and cola nut, claimed to add flavor, with some caffein from the
nuts and more superadded, originally contained also some cocaine derived from the coca
leave, and was once advertised a an "ideal nerve tonic and stimulant," but, long before this
suit began, cocaine was eliminated, the article was advertised and sold as a beverage only,
free from cocaine, and, for the public generally, the name came to signify the beverage
itself, the plaintiff's product, rather than its ingredients. Held, that the continued use of the
name with the picture was not a fraud depriving the plaintiff of the right to enjoin
infringement and unfair competition in selling a like preparation under the name of "Koke,"
but that the injunction should not restrain use of the name "Dope," a featureless word not
specifically suggestive of "Coca Cola" by similarity or in use, nor forbid manufacture and
sale of the product, including the coloring matter. P. 254 U. S. 145.

Coca-Cola Sued for Alleged Deceptive Marketing

Coca-Cola and beverage industry advocate American Beverage Association have been sued
over alleged false and misleading marketing of sugar-sweetened beverages, a lawsuit that
places blame on the industry for health woes including diabetes and obesity.

The lawsuit, filed in a California district court by the non-profit group Praxis Project,
alleges Coca-Cola (KO, +1.30%) “deceives consumers about their health impact.” Praxis
Project further alleged American Beverage Association, a trade group that Coke and other
beverage companies fund, assists in the effort to purportedly mislead the public about the
health implications of soda, which some studies have linked to type 2 diabetes and obesity.

Both Coca-Cola and the ABA refute the allegations. Coke, in an e-mailed statement, called
the lawsuit “legally and factually meritless. We take our consumers and their health very
seriously and have been on a journey to become a more credible and helpful partner in
helping consumers manage their sugar consumption.” Coke went on to tout the company’s

37
efforts to offer more low- or no-calorie products. Since 2014, for example, Coke
has launched more than 100 new low- or no-calorie drinks.

There’s been some criticism on how Coke and others have “engaged” with health groups.
Coke came under fire in 2015 when the New York Times reportedthat the company funded
scientists that promoted more exercise and less attention to cutting calories as a way to
maintain a healthy weight. A recent paper published by the American Journal of
Preventative Medicine found that Coke and rival PepsiCo (PEP, +0.97%) have recently
sponsored close to 100 national health organizations while also lobbying against public
health bills that were intended to reduce how many sugary sodas people consume.

Coke doesn’t agree with those criticisms. The company says it is “transparently disclosing
our funding of health and well-being scientific research and partnerships” and claims it will
“continue to listen and learn from the public health community and remain committed to
playing a meaningful role in the fight against obesity.”

United States v. Coca Cola Co. of Atlanta, 241 U.S. 265 (1916)
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legal developments, verdicts or settlements. We make no warranties or guarantees about the
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email, or otherwise, does not create an attorney-client relationship.

38
Location Decisions and Factors Affecting Plant Location
Plant location refers to the choice of the region where men, materials, money, machinery and
equipment are brought together for setting up a business or factory. A plant is a place where the
cost of the product is kept to low in order to maximize gains. Identifying an ideal location is very
crucial, it should always maximize the net advantage, must minimize the unit cost of production
and distribution. Plant location decisions are very important because once the plant is located at a
particular site then the organization has to face the pros and cons of that initial decision.

Factors affecting the plant location

Primary factors
Availability of raw materials
Nearness to the market
Availability of labor
Transport facilities
Availability of fuel and power
Availability of water

Secondary factors

Suitability of climate

Government policies

Availability of finance

Competition between states

Availability of facilities

Disposal of waste

39
Inventory management

a provider of enterprise solutions for global manufacturers, has announced that Coca-Cola
Swaziland will implement the QAD Advanced Inventory Management (AIM) solution to
enhance its deployment of QAD`s enterprise application, MFG/PRO, and achieve greater
flexibility in warehouse and stock management.

Coca-Cola will use AIM to help optimise warehouse operations at its Swaziland plant by
determining warehousing processes and physical aspects of stock management that can be
streamlined for greater efficiency.

AIM provides real-time management of warehouse operations, helping extend traditional

inventory management capabilities and increase supply chain responsiveness. Users are able to
control inventory management processes in more sophisticated ways, utilising technologies such
as barcode scanners and radio frequency systems and leveraging user-definable put-away and
picking algorithms. Intermec radio frequency equipment supplied by Proscan is being used with
this implementation.

"Advanced Inventory Management will help us manage our manufacturing operations," said Roy
Shein, logistics manager for Coca-Cola Swaziland. "We expect AIM will provide a system that
is information and not material flow driven. A paperless system, enabled via the introduction of
bar coding and scanning equipment as elements of the system, will replace manual recording
activities.

"As a basis for most data collection that enables total traceability of all products in the
warehouse, we envisage bar coding will play a vital role in the total process. Communication to
employees will be conveyed via handheld scanning screens. Overall, AIM should interoperate
seamlessly with our MFG/PRO deployment, effectively eliminating a layer of hardware,
software and labour dedicated to warehousing, for more efficient operations."

Coca-Cola will work closely with QAD to design the AIM implementation and efficient
processes to help the company reduce the time lapse from order receipt to shipment of goods. By
collecting inventory movement data in real-time, Coca-Cola expects to achieve greater inventory

40
accuracy and reduce the need for periodic manual inventory counts. The manufacturer expects to
fully deploy AIM by April 2004.

"QAD Advanced Inventory Management helps manufacturers bring greater efficiency to the
warehouse, where real-world business conditions put supply chain initiatives to the test," said
Wayne Moore, implementation services manager for QAD South Africa. "Our warehousing
solution will help customers drive efficiency at a crucial point in their supply chains."

In 1986, Coca-Cola took the decision to move the concentrate plant from Durban, SA to
Swaziland. The first batch of concentrate was manufactured in the current Swaziland plant in
1987. In the first year of operation the plant supplied six countries - SA, Botswana, Lesotho,
Swaziland, Namibia and Zambia. Today the plant supplies 437 stock-keeping units to 69 bottlers
in 26 countries.

Advanced Inventory Management will help Coca-Cola Swaziland automate and streamline all
aspects of warehousing, including inventory control, replenishment, put-away and picking logic,
and labour management. User-defined rules ensure inventory stock movement and related
processes are configured to minimise time to distribute and replenish goods, so that inventory
can be allocated for prioritised shipping, and total inventory holdings can be minimised to reduce
cost of operations.

41
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:

1. Blue collar workers are offered wages along with commission ,salesman are offered wages
plus commission pursuing certain criteria.

2. White collar workers who are the officers and the executives draw a handsome amount salary
with incentives.

Recruitment & Selection

Recruitment Process

• Cokes recruitment process is well established 1st of all the company gives ads in newspapers,
company website, institutions etc.

• Once the company receives an application form from the candidate with required document
and CV, he will be called for the interview.

• Recruitment process is of two types

• Internal recruitment-recruiting source seeking applicants for positions from among the ranks of
those currently employed

• Advantages of internal recruitment

a. better assessment of candidates

b. Reduces training time

c. Faster

d. Cheaper

e. Motivates employees

42
  External Recruiting

External recruiting—recruiting source seeking applicants for positions from outside the
organization. ◦ Advantages

 Increases diversity

 Facilitates growth

 Shortens training time

◦ Disadvantages

 Expensive

 Slower

 Less reliable data

Recruitment Sources

That source which help the company in identifying and attracting potential employees

 The major recruitment sources are following

1. Media Advertisement

2. E-recruitment

3. Employment agencies

4. Executive search firms

5. Special events recruiting

6. College Recruiting

7. Summer internships

43
Selection Process

The selection process will vary depending on the position the applicant is 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 me used.

a. Interview

b. Group exercises

c. Presentations

d. Psychometric tests

e. role-play's/situational exercises

f. Group discussion

Performance Appraisal

‘Coca cola’s performance appraisal is annually done’ says HR manager WAQAR MAHMOOD,
the further tells that we appraise the employee on their performance on achieving the goals of the
organization.

• we set goals at the beginning of the year and the employees are given goals to achieve, if the
employee meets the goals then we appraise him/her.

• Steps in appraising performance • Define the job

• Making sure that you and your subordinate agree on his or her duties and job standard.

• Appraise performance

• Comparing your subordinates actual performance to the standards that have been set.

• Provide feedback

44
• Means discuss the subordinate’s performance and progress, and make plans for any
development required.

Grievance Handling

• Grievance is formal complaint which demonstrates any kind of dissatisfaction in an employee,

arising out of the factors which are related to his job.

• The communication of grievances should be done formally.

It can be communicated via:

- A written document

- E-mail.

• Open door policy – Employees see the top level executive directly with their grievances. Many
employees feel uncomfortable to approach directly.

• Step ladder policy – Employee is required to talk to his immediate senior about his grievances,
who offers a solution or escalates the same.

• The other ways to discover a grievance are interviews, suggestion boxes and opinion surveys.
Grievance Handling - Benefits

• Grievance handling process gives the aggrieved employees an opportunity to communicate

their feelings and problems to the concerned people.

• This provides following benefits to an organization:

a) It develops the trust of employees in the organization, its motives and policies.

b) It helps in addressing the employee’s problems before they become too big.

c) It helps in improving the over all work conditions and atmosphere.

d) It helps in developing a committed work force and improving the productivity.

e) It helps in identifying the areas of improvement and taking the required actions

45
Grievance Handling – Steps & Causes

• The important steps in grievance handling procedure are:

1. Accepting the grievance and acknowledging it.

2. Carefully listening the problem.

3. Understanding the redefining the problem to ensure that both the parties are at the same level
of understanding.

4. Gathering the information – all facts and figures.

5. Offering the best solution.

6. Follow up.

• Causes:

1. Management policies.

2. Working conditions.

3. Interpersonal factors.

Features of Good Grievance Handling

1. It confirms with existing legislation.

2. It is fairly acceptable to all – it provides justice to the employees, reasonable authority to the
manager and allows adequate participation of the union.

3. It is simple and easily understood by all. Employees have sufficient information about the
process and the authorities who can be approached in case of a problem.

4. It is not a very long process.

5. It is prompt and quick – takes as little time as possible.

6. The supervisors and union leaders are well trained to handle it.

46
 Conclusion

Coca-Cola has found a way in the hearts of various people. It is one of the pioneers in supporting
various fundamental events like cricket matches, appears and other get-togethers. Undoubtedly,
even at show they are dealing with various events and are getting these activities together. It has
reliably had an adjacent customer and supplier relationship and its splendid and drawing in
notification continue shaking the media notwithstanding following a time of quality. It has used
different characters and sportspersons as endorsers.

47