ORGANISATION STUDY TRAINING

AT
BRINDAVAN BOTTLERS LIMITED,
SAFEDABAD, BARABANKI.



PRESENTED BY:
RAHUL JAGWANI
Under the guidance of
Prof. JEEVANANDA
[Dept of Management Studies]
MASTER OF BUSINESS ADMINISTRATION
CHRIST UNIVERSITY
BANGALORE


CONTENTS

1. HISTORY OF THE ORGANISATION
2. PROFILE OF THE PRODUCTS
3. MISSION & OBJECTIVES
4. ORGANISATION DESIGN & STRUCTURE
5. FUNCTIONS OF VARIOUS DEPARTMENTS
6. SWOT ANALYSIS
7. KEY RESULT AREAS
8. SIGNIFICANT FACTORS FOR SUCCESS
9. ACCOUNTING
10. PRODUCT PROMOTIONAL MEASURES
11. PROMOTION POLICY OF EMPLOYEES
12. TRAINING MEASURES
13. PURCHASE OF MATERIALS
14. MANPOWER PLANNING
15. PERFORMANCE APPRAISAL SYSTEM
16. VIEWS OF THE MANAGERS
17. ADVANTAGES AND DISADVANTAGES
18. DISCOUNTING POLICY
19. OBSERVATION AND FINDINGS
20. LIMITATIONS
21. LEARNINGS
22. BIBLIOGRAPHY

ACKNOWLEDGEMENT


Mr. Banoj Patra, Plant Manager, liasioning their cognitive learning to me. As a
project guide he helped me throughout the project. I would like to give special
thanks to him for his valuable technical insights and professional wisdom.

Mr. Sanjay Dhobhal, HR Manager and other administrative members without
whom it would not have been possible to complete my project. I also am grateful
for the knowledge and input given by all other members of the unit.

Their way of grilling besides their encouraging remarks from time to time helped
us in horning our skills. Their sincere advice helped me to bring up the final shape
of the present work.

Again I accolade him for showing their belief to me and providing me all sterling
resources necessary for one to groom as a business professionals.

Its being my privilege for working under both the personalities and inculcating
valuable experiences to me.

I am also sincerely thanks to Prof. Jeevananda our mentor and
faculty of Christ University for mentoring and guidance in the
process our study.

HISTORY OF THE COMPANY
Coca-cola Company is the worlds largest manufacturer and distributor of Soft
drink syrup and concentrate in history, as well as best-known product in the
world created in Atlanta, Georgia, by Dr. John S. Pemberton. Coca-cola was
1st offered as a fountain beverage by mixing coca-cola syrup with carbonated
water. Coca-cola was introduced in 1886, patented in 1887, registered as a
trademark in 1893.
Company profile

Coca-Cola is the worlds most recognized trademark and one of the largest
non-alcoholic beverages company with the most extensive distribution system
in the world. According to Business Week

magazine Coca-cola (NYSE: KO)
is the worlds Best Brand with a value of US $67000 million in terms total
band equity and brand recognition where is the major rival Pepsi has a value of
just US$12390 million.

It operates in more than 200 countries and offers more than 400 brands
worldwide. Coca-Cola India is among the countrys top international investors,
having invested more than $1.5 billion in India within a decade of its presence.
The Coca-Cola Company exists to benefit and refresh everyone it touches. It is
its mission to provide branded beverages that refresh people around the world,
anywhere, anytime and every day. The co. has shaken up the Indian carbonated
drinks market, and given consumer the pleasure of the world-class drinks to
fill-up their hydration, refreshment needs.

Coca-cola India serves the best brands of the world to Indian
population which includes names such as Diet Coke, Coca-Cola, Sprite,
and Thumps UP, Limca, Maaza etc. The co. has Kinley mineral water
launched in 2000 and now in the National Capital Region they have
launched BON AQUA a new range of mineral water.

The co. has ranking up first in the introduction of canned and PET soft drinks,
vending machines and backpack dispensers for crowds of cricket supporters. In
the recent scenario of IPL (Indian Premier League), it is with the DELHI
DAREDEVILS team from Delhi. Coca-Cola has been severally applauded by
the GOI (Govt. of India) for its eco-friendly programs such as Water
harvesting Plants and water treatment plants.

Brands of Coca-Cola:
(1). Energy Drinks

Coca Colas brands of Energy Drinks contain ingredients such as ginseng extract,
guarana extract, caffeine and B vitamins.

(2). Juices/Juice Drinks


Coca Colas more than 20 juice, offering both adults and children nutritious,
refreshing and flavorful beverages.

(3). Soft Drinks

Soft drinks from The Coca-Cola Company are both icons and innovators in the
beverage industry.






(4). Sports Drinks


Carbohydrates, fluids, and electrolytes team together in Coca Colas Sports Drinks,
providing rapid hydration and terrific taste for fitness-seekers at any level.

(5). Tea and Coffee

Bottled and canned teas and coffees are satisfying both traditional tea drinkers and
today's growing coffee culture

(6). Water

Smooth and essential, our Waters and Water Beverages offer hydration in its purest
form.







Portfolio of Products by Coca-Cola India





Brindavan bottlers limited


Brindavan Bottlers Limited is the part of Coca-cola family. All the operations of
coca cola are handled by the Brindavan Bottlers Ltd. It manufactures three lines of
products. They are:-

Line 1- Carbonated soft drinks. Product in which CO
2
is mixed and they are in
glass bottles.

Line 2 Fruit juice Maaza in glass bottles.

Line 3 Carbonated soft drinks in PET bottles which include the manufacturing in
plastic bottles.

MISSION AND OBJECTIVES

To socially and economically empower communities around our operations, by
creating enabling environment around our plants, for the betterment of
communities through sustainable projects. To contribute time, resources and
expertise to help communities in partnership with local leaders.
Coca Cola dedicated five new rain water harvesting projects to the
community in Lucknow. Coca Cola sat an example in the area of public
private partnership in water conservation. These five projects have the
potential to recharge 30, 000, 00 liters of ground water annually in
normal monsoon. The rain water harvesting projects were
commissioned under the aegis of Brindavan Bottlers Ltd. the authorized
bottler of Coca cola.

FUNCTION OF VARIOUS DEPARTMENT
AND THEIR MANAGERS
Brindavan Bottlers Ltd. is headed by Managing Director Mr. M.D.Ladhani.
The M.D. has all the control over all the departments. He is assisted by the
managers of different departments. Under the managers of different
departments executives work to assist the managers of different departments.
HUMAN RESOURCES (HR):
The HR department functions are as follows
Contract labour management ( production & shipping)
Employ recruitment
Performance management system
Training & development:
Training involves the initial idea given an employee while introducing
anything new, other than the usual activities.
Development means to improve the existing knowledge of the employee &
to enhance the skills so as to improve the performance to meet the
growing demands of the organization.
Exit & separation (resignation & final settlement)
Employ engagement activities- Conducting events & parties for the
refreshment of the employees
Employ welfare
Corporate social responsibility (ex: conducting of campaigns)
HRIS- Human Resource Information System (maintenance of
employee database)
Performance appraisal
Man power planning:
The HR department will recruit depending upon the activities of the
company. Generally, the intake number will depend upon the companys
assets & the various departments involved in it.
Orientation & Induction:
Orientation includes the initial training given to any fresher who is new to
the company. Here, the fresher will be given a detailed picture of the
organization and its policies.
Induction means to make the employee understand the role and activities
assigned to him/her and to whom he/she has to report about that.
The HR department is headed by a HR manager. The team leader assists
him. Under him, there will be a team of 2 HR Executives & 1 Welfare
Officer. The welfare officer looks after the security department and is
responsible for maintaining the security within the organization. Issues
concerned with the wage structure, sanction of leaves, etc are under the
control of the department heads. Special training programs are conducted
for the employees in order to equip them well with the changing standards
of the organization.
MANUFACTURING:
The function of this department is to control & co-ordinate the manufacturing
process of the soft drinks within the plant. It also accounts for the design and
launching of any new product, but the final decision on any such issue has to be
made by the CCI only.
This department is further divided into 3 sub-categories
(a) Quality Assurance :
A plant manager heads this dept. in addition to him there are seven
chemists. The deputy manager reports to the plant manager. Its main
function is to test and control the quality of waters, caustic solution and the
final beverages. Samples are taken for every half an hour. Any deviation
from the specific standards are reported and rectified immediately. In the
micro testing lab, the water and beverage is tested for contamination. If
any indication of contamination is found out, the QA department has the
right to stop production immediately.

(b) Production :
The production department is headed by a factory manager who reports
directly to the area general manager (AGM). One engineer is for the inside
battery limit i.e. plant equipments and Maintenance and the second
engineer is for outside battery limits; for the utilities like generator room,
boiler, water treatment plant. All of them report to the plant manager.

(c) Maintenance :
It accounts for the maintenance of the machinery & production equipment
within the manufacturing department.

FINANCE:
A finance manager heads this department. This department can be broadly
segmented into two, the accounting section and the payables/receivables i.e.,
working capital. In addition to these, sections like shipping stores, purchase,
administration and taxes report to the FM. The annual budgets are prepared in
unit level Regional Office.
There will be 3 Team Leaders under the control of the Finance Manager. Their
duties will be discharged as follows:
Team Leader-A Prepare taxation details of the organization.
Team Leader-B Controls and co-ordinates the distributor works (3
executives for assistance)
Team Leader-C For preparing the bills (2 executives for assistance)
SUPPLY CHAIN MANAGEMENT:
The function of this department is to supply the raw materials required for the
manufacturing & production of the soft drinks.
This is done by first identifying the requirements of the company and then
sourcing its goods and assets. Then it searches for the vendors who engage in
such activities & then acquires the quotations from the vendors as per the
requirements of the company. Then it raises the order to the company which suits
the requirements and then ensures that the materials are supplied to meet the
requirement in proper time.
ROUTE TO MARKET:
This department deals with the transportation of the finished goods to the market
through proper and suitable vehicles as per the demand in the specified route.
INFORMATION SYSTEMS (IS):
This department maintains the employee individual database right from the date
of joining to the date of termination. This includes the employee attendance and
other information regarding his/her performance & targets, salaries, etc.
COOL DRINK EQUIPMENT (CDE):
This department engages with the maintenance of the quality and quantity of the
bottles and PETs in which the cool drink is being filled.

SALES & MARKETING:
The sales department has a general sales manager and three associate sales
managers. Of the three, one is in charge of city sales while the others look after
district and Orissa sales. Sales executives and Market Developers (MDs) assist the
Sales Managers. All of them report to the AGM directly who interacts with the
Sales department on a daily basis and virtually leads the team. The role of an MD
is to enhance and improve the market share of the product within his area limit.
This is done by identifying the low-demand areas and thereby devising methods
to improve the demand in those areas.

FLEET:
The function of this department is to control and maintain the vehicles used for
the transportation of materials into the unit and filled-in bottles to the market.
SHIPPING:
This functions under the Shipping In-charge who notes the full position in
godown. These units report to the Finance Manager.
PURCHASE:
This section functions with two people including the Purchase In-charge who
reports to the Finance Manager. The plant informs the store of the requirements
that in turn make a purchase matter whether concerning the plant request to the
Purchase Department.
PERSONNEL DEPARTMENT:
Matters like recruitment, selection, wage structure, etc., is decided at Lucknow.
The respective department heads sanctions leaves for the staff.
CUSTOMER SERVICE SUPPORT SYSTEM:
There is a CSSS which functions for entire A.P; it locally reports to the AGM. In the
soft drinks industry, the customer and consumer id defined separately. The
customer is one who re-sells for profit. This includes the retailer and the
distributor. By consumer, they mean the end user of the products.
STORES:
There is a stores In-charge and four other people to assist him. All material used
for production are under the stores In-charge, once they enter the company
premises. The stores department directly reports to the Finance Manager and
daily reports are sent to him.





SWOT ANALYSIS

1) STRENGTH
Distribution Network : the company a strong distribution network
consisting of efficient salesman, 7,00,000 retail outlets and 8000
distributors. The distribution fleet includes different modes of distribution
from 10-tonne truck to open-bay three wheelers that can navigate through
narrow alleyways of Indian cities and trademarked tricycles.
Strong Brands : the Coca-Cola has been named the worlds top brand for a
fourth consecutive year in a survey by consultancy Interbrand. It was
estimated that Coca-Cola brand was worth $70.45 billion. People all over
the world enjoy Coca-Cola products more than 1.3 billion times per day.

Cost Of Operation: the production, marketing and distribution system are
very efficient due to forward planning and maintenance of consistency of
operations, which minimizes wastage of both time & resources, leads to
lowering of costs.

2) WEAKNESS
Low Export Levels: The brands produced by the company are brands
produced worldwide thereby making export levels very low. In India there
exist a major controversy concerning pesticides and other harmful
chemicals in bottled product including Coca-Cola. Therefore people abroad
are apprehensive about Coca-Cola products from India.

Small Scale Sector Reservation Limit Availability To Invest And Achieve
Economies Of Scale: the companys operation are carried out on a small
scale and due to government restrictions and red-tapism. The company
finds it very difficult to invest in technologies advancement and achieve
economies of scale.


3) OPPURTUNITIES
Large Domestic Market: Coca-Cola India claims a 60.1% share of the soft
drinks market; this indicates a 42% share of the Cola Market share, chiefly
led by Limca.

Export Potential: the company can come up with new products, which are
not manufactured abroad like Maaza etc &export them to foreign nations.
It can come up with strategies to eliminate apprehension from the minds of
the people toward the coke product produced in India

Higher Income Among People: development of India as a whole had lead to
an increase in the per capita income thereby causing on increase in
disposable income.

4) THREATS
Imports: As India is developing at a fast pace, the per capita income has
increased over the years. If consumers shift into imported beverages rather
than have beverages manufactured within the country, it could pose threat
to the Indian beverage industry a whole in turn affecting the sales of the
company.
Tax And Regulatory Sector: the tax system in India is accompanied by a variety of
regulations at each stage on the consequence from production to consumption.
Therefore, this can limit the growth of the company and pose problems.
Slowdown In Rural Sector: Low per capita income disposable income, large
number of daily wage earners, poor roads; power problems; and inaccessibility to
conventional advertising media. This entire problem might lead to a slowdown in
the demand for the companys products.
KEY RESULT AREAS OF THE ORGANISATION
1. Financial performance: In todays global marketplace, where growth via
acquisition is prominent, the key to sustained positive financial performance is
the ability to understand and respond to consumer demands and competitive
pressures while reducing cost of production.
2. Sustainability: Manufacturers want to have a positive impact on the
society and the environment. In addition, they want to turn sustainability
challenges into business advantages. At the heart of a well-planned
sustainability program is the belief that corporate investment in environment
and social responsibility must strengthen business performance to be
successful. It must reduce environment impact, achieve genuine economy in
the use of the resources, deliver a return on investment, and enhance the
equity of the company. Through automation, three major sustainability objects
can be addressed:
Energy conservation and efficiency
Environmental responsibility and resource management
Safety for workers, machinery, process and products
3.Brand equity: Customer loyalty is the key to success of any business, and
maintaining customer loyalty is achieved through consistent manufacturing
high-quality products, batch after batch. In doing so companies add value to
their brand, therefore protecting brand equity is the core to financial
strength, whether one provides local product, a high-value import, or a global
megabrand.
Business plan achievement: The targets for the employees will be
allotted at the beginning of the year about the business plan& what are the
goals to be achieved by them. The weight age given for this KRA is 60%, and
this KRA is used to measure the performance of the individual employees
and appraisal of performance.


SIGNIFICANT FACTORS FOR SUCCESS
There are 4 Ps which drives the organization in the success path. They are:
PRODUCT: - The product aspects of marketing deal with the specifications
of the product, and how it relates to the end-users needs & wants.
PRICE: - The process of setting a price for a product, including discounts.
The price need not be monetary it can be simply be what exchanged for the
product or services.
PROMOTION:- This includes advertisements, sales promotion, publicity &
personal selling, branding & refers to the various methods of promotion the
products, brand or company.
PLACE (OR DISTRIBUTION):- Refers to how the product gets to the
customer; for example-point of sale placement or retailing.

SYSTEM OF ACCOUNTING FOLLOWED
The system of accounting followed is the double entry system of book-
keeping.
The organization has the one of the efficient and reliable computer system
to accomplish this task. The software used by the company is called Jaguar,
which is used and followed all over the branches in India.
This system is fast and automatic, the results are interpreted automatically
also these systems are synchronized the all over the system in India though
internet thus information are exchanged and results are obtained instantly.
The organization maintains reports and sends reports across branches
through these systems. Also one department is assigned maintenance and
consistency of these systems i.e. INFORMATION SYSTEMS department.

Product Promotional Measures

ADVERTISING:
Advertising is a non-promotion of goods and services by sponsor who can be
identified and who has paid for his communication. Their purpose of advertising is
to sell something, goods or services, idea, person or place.
Brand ambassador & TV commercials.
Promotion by the company

PROMOTIONAL STRATEGY DURING IPL MATCHES:
Jis bottle mein brrrr dikhega woh coke free milega
Sprite Tension mat le KKR in IPL SEASON 4:
Riding on the passion of T20 Cricket amongst consumers, Brand Sprite, official
partner of KOLKATA KNIGHT RIDERS(KKR) had announced the launch of a
special edition SPRITE KKR bottle. The latest initiative was a part of brand
Spites larger consumer engagement programs to leverage the 4
th
season of
DLF IPL, 2011.
Independent research reports have shown, out of the 230 million mobile
phone users in the country, the youth continues to be largest users of mobile
phones. Combining this key insight with the passion of T20 Cricket, the
company had launched a special edition SPRITE KKR bottle with insignia of
the key players.
Complementing the innovation, Sprite was also rolling out a special Tension
mat le KKR, digital initiative in in association with KKR & NOKIA.
In the offer, consumers just need to drink Sprite & look out for a unique 9 digit
code under the crown and SMS the code. Lucky customers get once in a life
time opportunity to meet SHAH RUKH KHAN and members of KKR team, in
addition, customers also get a chance to win a NOKIA mobile phone every
hour. The entire initiative was applicable to RGB & also on all PET packs of
SPRITE.
To create awareness about Tension mat le KKR digital initiative, the company
has launched a mass media campaign featuring SHAH RUKH KHAN, owner KKR,
to be telecasted on all the leading TV channels across India.
CAREER PLANNING AND PROMOTION OF EMPLOYEES

The career planning of the employees is done by the human resource
department. This is done through the constant and vigilant check on his
work. This also includes the performance and behaviour of the
employee in office and in work area. The HR department also sends
reports to the higher authorities for his work and upon this report the
department maps his career for the growth of the employee. The
promotion of the employees is mainly done upon the experience that
he persists in the company or in the corporate world, but the main
criteria for the promotion of an employee is his performance and the
contribution by him towards the benefit of the company. The company
has also got the policy that no employee can receive promotion before
2 yrs of service in the company.

TRAINING MEASURES


The Brindavan Bottlers Limited Human Resource department prepares a training
calendar in the beginning of the year. Mostly the Training & Development
programs are conducted to the employee skill gap analysis.
Training is done on 3 types:
1) On the job training
2) Class room training
3) External training
After training, they evaluate the employees by placing them on the job, and observing
them.
Training and development programs:
The training and development programs are conducted in 2 types.
1) Individual development programs
2) Group development programs
Only 1% of the programs are done for individual development program, other
99% is conducted to the group wise.

SYSTEM FOLLOWED FOR PURCHASE OF
MATERIALS

There are 2 types of procedures followed for purchase of materials:-
1. Purchase Indenting System:- It is the system in which we write item
description , quantity required, present stock position and their valuation. After
analysis we identify the actual requirement and accordingly compare the rates
and place the order.
2. Material Requirement Planning:- It is based on daily stock position and
respective consumption considering safety buffer stock and place the order to our
registered vendors along with dispatched schedules so that we can maintain
inventory at optimum level minimum reorder level. We register our vendors
based on their market reputation, capital investment capacity and product quality
to ensure arrival of right material at right time and at right place.
Currently, indenting system is in use. Whatever material is to be purchased it
goes for indenting. The purchase material goes for indent in the required
department. Then it goes for sanction to the plant manager and afterwards goes
for purchase. The material purchased is then shown in the gate and the gate entry
is made and then the material goes to the required department.

HRD MEASURES (INCLUDING WELFARE MEASURES)

The Coca-Cola Company promises an environment that is productive, healthy,
safe and successful to all its employees. The company has policies to help and
guide the behaviours that shape the work environment. The HR department is
responsible for advising all its managers, from managing directors to the lowest
level supervisor, on all areas relating to the personnel management and industrial
relations.
The HR department mainly concentrates on two types of functions:
1. Managerial functions
2. Operative functions
The Managerial functions are as follows:
1. Planning: Deciding what needs to happen in the future (today, next week,
next month, next year, over the next 5 years, etc.) and generating plans for
action.
2. Organizing: (Implementation) making optimum use of the resources
required to enable the successful carrying out of plans.
3. Staffing: Job analyzing, recruitment, and hiring individuals for appropriate
jobs.
4. Leading/directing: Determining what needs to be done in a situation and
getting people to do it.
5. Controlling/Monitoring: checking progress against plans, which may need
modification based on feedback.
The Operative functions are as follows:
1. Procurement: Job analysis, Job evaluation & Job grading. They recruit the
employees and are also involved with the appointments, promotions and
terminations.
2. Development: They undertake training programs for the existing
employees, trainees & apprentices. They measure and evaluate their
performance levels on a grading basis.
3. Integration: It respects employees emotions and feelings. It takes their
interests and ideas into considerations and implements them, if necessary and
noteworthy, by modifying them in accordance with the requirements of the
company.
4. Maintenance: It takes care of the requirements of the employees such as dress
code, working equipments, policies, safety programs, social security measures,
rules and regulations, shifts management & so on.
Welfare measures:
This is also an important task that has to be handled by the HR department. It is
their duty to look after the safety and security of the employees of their
organization. For this, they have to implement some measures in order to ensure
them of their security. Also, some refreshment campaigns need to be conducted
for the employees, some of them may also include their families participation. In
Brindavan Bottlers Limited many of such kind are being conducted, for example,
Family Day, National Security Day, Blood Donation Campaign, Womens Day, etc.
this indirectly enhances the efficiency of the employees by refreshing them from
their daily routines.



MANPOWER PLANNING
Giving the employee, a good future they access the skill of the employee and
find whether he/she is suitable for the role which he is assigned. Thus the
employee is initially evaluated on his performance & then the role is assigned
on a long-run, as to how the company benefits from the employee.
Internal Job Posting (IJP):
This refers to the vacancies in the company which will be filled in with the
employees already working within it. Hence, in this case, every eligible
employee will be informed of the posting and is allowed to apply for the
same. Here, eligibility refers to whether the employee is skilled enough to
meet the requirements of the vacant position.
Competency Mapping:
This is performed by knowing the employee present skill and where he/she
is lacking. After accessing, they contribute for the growth of the employees
by teaching them where and how to improve.
Promotion Policy:
In this they follow PAP (Performance Appraisal Process), this was done
yearly. In this PAP they track the employee in three different aspects
o Skills
o Attitude
o Behavior in the premises

PMS (Performance Management system):
This is a day to day process. This system is done to rectify performance
appraisal. In this an employee is tracked daily on each and every activity of
him (achievements & failures in a day). In total the report of a particular
employee which was tracked on daily basis is prepared at the end of the
year and ratings were given according to his performance.



PERFORMANCE APPRAISAL SYSTEM
In Brindavan bottlers limited Performance Appraisal is conducted annually for
each employee. The performance appraisal is done only for the staff and not for
workmen.
The Performance Appraisal for staff will be measured for a year depending upon
the target achieved b each individual employee. The targets will be allocated to
the employees at the beginning of the year, so that they should reach their
targets at the end of the year.
The performance analysis is done under four categories
1. Exceptional Appraisal: Exceptional performance is the highest level of the
employee to be achieved for performance appraisal. This is the first level of
performance calculation. In this exceptional performance, the achievement
will be between 6-10 points, so if he achieves those points, he will fall
under exceptional performance.
2. Successful performance: It is the second highest level of employees to be
achieved for performance appraisal. This is the next level of exceptional
performance. In this successful performance, the achievement exists
between 4 to 5 points.
3. Developing performance: This is the third level of performance
management system in this organization. This performance level is
achieved by the fresh employees. If the target achievement of an individual
employee lies between 3-4 points, then the employee is said to be under
this developing performance and is said to be the final stage of assessment.
4. Do not meet performance: If the target achievement is less than 3 points at
the end of the year, then the employee is said to fall under this.
KEY RESULT AREAS FOR PERFORMANCE APPRAISAL:
There are some key result areas in which performance appraisal is conducted.
There are 3 types of KRAs used for performance appraisal system.
BUSINESS PLAN ACHIEVEMENT:
In this organization, the performance appraisal is conducted depending upon the
KRAs of the individual employees. The targets for the employees will be allotted
at the beginning of the year about the business plan and what are the goals to be
achieved by them. At the end of the year, the performance will be measured
through this business plan achievement. The weightage given for this KRA is 60%.
This is the key result area used to measure the performance of individual
employees and appraise the performance.
PEOPLE DEVELOPMENT:
It is the second KRA in measuring the performance. This is the very tough task to
be performed.
There are 2 types of people development:
(1) The development of sub-ordinates.
(2) Self development.

VIEWS OF THE MANAGERS AT VARIOUS
LEVELS AND NON-MANAGERIAL STAFF
BY DETAILED INTERACTION.
The organization maintains a good communication with each of their
employees and also takes care that each gap is filled between the
managerial staff and non-managerial staff.
The views about the managers have been very positive and there exists
a good relationship and understanding between them.
As the managers have a big responsibility about running the
organization with the human resources they try to fill the gap between
employee and boss relationship to maintain a healthy environment and
try to avoid any differences that could be possible.
This is done through good communication, various activities and
functions organized within the organization.
These activities and functions involve blood donation camp, employee
of the month, small parties etc.

ADVANTAGES AND DRAWBACKS OF THE
ORGANISATION STRUCTURE
Advantages:
1. Organization structure is well designed and the structure is very
effective.
2. The structure has much scope for people to grow and learn.
Communication is effectively carried out with no flaws in the channels.


Disadvantages:
1. There is very less scope for the plant to grow because limit of
space.
2. The targeted customers are big in number thus growth and profit
could not be predicted.

OBSERVATIONS AND FINDINGS
The electronic machine which is called Handle Machine is used by the salesman
(AMCs) for issuing bills to the retailers. All the schemes that are to be given to the
outlets are uploaded daily in that machine.

The machine provides all the information regarding the stock of different pack
sizes of different brands and total stock loaded in the truck, stock sold, balance
stock, glass reconciliation sheet and various other options.

Whenever a salesman issues a bill to any retailer, he also has to enter the scheme
given to them. The scheme which is given to the retailers these days is that on
purchase of a case of 600ml or a case of 2l, 2 free bottles of 600ml will be given to
the retailers. Then while issuing a bill, he will have to enter the no. of free bottles
given to that outlet.

The information regarding the discount is already stored in that machine and
whenever the salesmen issue bill in the name of a particular discounted HVO, the
machine automatically calculates the amount of discount and the net payment
which is to be made by the HVO.

When the salesmen issue bill to any outlet that can be any retailer or any HVO, the
information is stored in the server at the depot. The person sitting at the depot get
to know each and every information about the products sold with the name of the
outlet, whenever a bill is issued to the outlets.
The company keeps on making improvement in the system to prevent any
fraudulent activity. Therefore it replaced the bill book system of drafting bill to the
retailers by electronic billing machine.

The company also started following card incentive system in which initially the
retailers pay for the full price and after a month they get an incentive card which
depicts the total incentive earned by the outlet in that particular period. On the
basis of that incentive card they get the products of that total incentive value. By
adapting this system the company has reduced the probability of unfair practices to
a greater extent which is done by the salesmen by selling the products to the outlets
at the full price in the name of HVOs which get a cash discount and filling up their
own pocket with the amount of discount.

As per the present strategy of Coke, the salesmen cannot sell the products of the
company against the empty cases of Pepsi but the Pepsi is still selling the products
against the empty cases of coke. This strategy has shown a great impact on the
sales volume of the company. There has been decrease in the sales level of the
products of different pack sizes as compared to earlier stages because Pepsi takes
away the empty bottles of coke and sells their products to the retailers which has
shown the shortage of the bottles of coke in the market and if the retailers want to
purchase the products of Coke theyll have to provide them the empty bottles of
Coke only but if Pepsi will take away the empty bottles of coke, then the retailers
cannot purchase the products of coke until and unless they have the empty bottles
of coca-cola to make an empty case of 24 bottles.

Limitations of the study


There are few limits to my work area and the job is confined to a specific
project only.

My project area is too vast to work. Authority part is also less as a trainee of the
company.

All the information was not provided as most of the information were
confidential.

Account Closing time in the company put some constraints to the involvement
of the employees.

It is also possible that the respondents may answer according to what they
think.

Some of the respondents are unwilling to answer because they feel that such
Project is of no use.


LEARNINGS.
. In nut shell its been great experience in coca cola as trainee. I have learnt so
many things like working of the various departments viz. finance, marketing,
human resource, sales. The working of coca cola gave great exposure and thus
helps in enhancing my knowledge about the organisation working. Visiting to
distributors provided public dealing skills to me and solving their daily problems
related to supply. Feel amazed to see the manufacturing process of coke.

BIBLIOGRAPHY
Internal database (Brindavan bottlers limited)
www.coca-colaindia.com
www.wikepedia.com