1.

Introduction

1.1 History
Share a coke, share the value is a common phrase unbeknownst by many especially the
loyal fans of coke. It is a phrase used to brand the image of Coca-Cola and Coca-Cola had been
using it for the past 127 years and still making.
Coca-Cola story of sharing a coke and sharing the value created began in the year 1886
when a curious Atlanta pharmacist, Dr. John S. Pemberton, created a distinctive tasting soft drink; by
mixing carbonated water with flavored syrup; that could be sold at soda fountains. Dr. Pembertons
partner and bookkeeper, Frank M.Robinson was credited for naming the beverage Coca-Cola and
also for designing the trademarked, distinct script, that is still used till today.
Pemberton put it for sale for 5 cents per glass during that period and during the first year,
sales averaged a modest nine glasses of Coca Cola a day in Atlanta. Centuries later, The Coca Cola
Company has produced more than 10 billion gallons of syrups. Thus, this was how Coca Cola first
started their first phase in the Atlanta beginnings from the year 1886 to year 1892.
Following the death of Pemberton in 1888, just two years after creating what was to become
the worlds #1 selling beverages, portions of his business were sold to various parties and Atlanta
businessman, Asa Griggs Candler secured rights to the business hence making him the first Coca
Cola president, and the first to bring real vision to the business and the brand.
Under Candlers leadership, distribution of Coca Cola expanded beyond Atlanta. Asa Candler
was a natural born salesman. From the year 1893 to 1904, he knew that there were thirsty people out
there and he innovated ways to introduce people to this exciting new refreshment. He gave away
coupons for complimentary first trial of Coca Cola to his customers and many other methods to attract
their attention.
People saw Coca Cola everywhere by then and the aggressive promotion worked. In 1894,
Joseph Biedenharn, a Mississippi businessman, has a strong desire to make the beverage portable.
He installed bottling machinery in the rear of his Mississippi soda fountain, becoming the first to put
Coca Cola in bottles. Five years later, in 1899, three lawyers in Chattanooga, Tennessee, secured
exclusive rights to bottle and sell the beverages for just one dollar. Benjamin Thomas, Joseph
Whitehead and John Lupton developed what became the Coca Cola worldwide bottling system.

1.0 Introduction

In the year 1905 to 1918 was the most crucial moment for Coca Cola. The emergence of
imitation and proliferation of copycat beverages taking advantage of Coca Cola success was not too
pleased by The Coca Cola Company. The company realized that their product was a great product
and also a great brand; both needed to be protected. Hence the company decided to get a distinctive
bottle shape to assure people that they were getting the real deal and product.
In 1916, The Root Glass Company of Terre Haute, Indiana, won a contest to design a bottle
that could be recognized in the dark. The bottlers approved the unique contour bottle. It was so
distinctive that it could be recognized in the dark and it effectively set the brand apart from
competition. The contour bottle, which remains the signature shape of Coca Cola today, was chosen
for its attractiveness, originality and even in dark, you could identify its genuinity.
The glory of Coca Cola remained in the Woodruff legacy happened in the year 1919 to 1940.
Even the current chairperson and Chief Executive Officer believed that he was a legendary chairman.
In 1923, four years after Robert Woodruffs father, Ernest Woodruff purchased the company from Asa
Candler, Robert became the first companys president to introduced Coca Cola to the whole world
rather than only to the US, after spending 60 years of his life as the company leader.
Robert was a marketing genius. He saw the opportunities for expansion everywhere. In 1928,
he introduced Coca Cola to the Olympic Games for the first time in Amsterdam. He further pushed
the development and distribution of the beverages that made it easier for people to drink Coca Cola
at home or away. He believed that anyone who touched his business should benefit; ranging from
shareholders to distributors and also the communities.
Coca Cola popularity was further enhanced during the World War II in 1941. Thousands of
men and women were sent overseas. The country, and Coca Cola, rallied behind them. Woodruff
ordered that every man in uniform would be entitled a bottle of Coca Cola for five cents, wherever he
was and whatever it cost the company. In 1943, General Dwight sent an urgent cablegram to Coca
Cola requesting shipment of the materials for 10 bottling plants. Many people enjoyed their first taste
of the beverage during the war and when peace finally came, the foundations were laid for Coca Cola
to do business overseas.

1.0 INTRODUCTION

1.2 Business Profile

The Coca Cola Company is the worlds largest beverage company. We own or license and
market more than 500 nonalcoholic beverage brands. This balanced portfolio includes not only
sparkling beverages but a variety of still beverages such as waters, enhanced waters, juices and
juice drinks, ready to drink teas and coffees, and energy and sports drinks. We own and market four
of the worlds top five nonalcoholic sparkling beverage brands: Coca-Cola, Diet Coke, Fanta and
Sprite. Beverage products bearing our trademarks, sold in the United States since 1886, are now
sold in more than 200 countries.

1.3 Mission & Vision

The Coca Cola Company Missions are:
i)

To refresh the world in mind, body and spirit.

ii)

To inspire moments of optimism through our brands and action

iii)

To create value and make a difference everywhere we engaged

The Coca Cola Company Visions are:

Profit

: Maximising return to shareholders, while being mindful of our overall responsibilities

People

: Being a great place to work, where people are inspired to be the best they can be

Portfolio

: Bringing to the world a portfolio of beverage brands that anticipate and satisfy
people's desires and needs

Partners

: Nurturing a winning network of partners and building mutual loyalty

Planet

: Being a responsible global citizen that makes a difference

Productivity

: Be a highly effective, lean and fast-moving organisation

1.0 Introduction
1.4 Company Values
Our shared values that we are guided by are:

Leadership

Passion

Integrity

Accountability

Collaboration

Innovation

Quality

1.5 Company Brands

The following are the listed brands available:
i)

Coca Cola

ii)

Diet Coke

iii)

Coke Zero

iv)

Powerade & Powerade Zero

v)

Sprite & Sprite Zero

vi)

Lilt & Lilt Zero

vii)

Glaceau

viii)

Schweppes

ix)

Schweppes Slimline

x)

Fanta

xi)

Fanta Zero

xii)

Dr. Pepper

xiii)

Dr. Pepper Zero

xiv)

Oasis

xv)

Oasis Light

xvi)

5 Alive

xvii)

Kia Ora No Added Sugar

xviii)

Relentless

xix)

Relentless Sugar Free

1.6 Research Methodology

i) Observation
ii) Documents

2.0 Analysis

2.1 Human Resource Planning & Recruitment

Coca-Cola Company is a well-established company around the world, there are various
branches all around the world therefore proper human resource planning is required in order to
smoothen organizational operations. Human resource planning is defined as a company settles on
the number of employees they are looking to hire and the skill sets they required of these employees
by Alison Doyle. There are a few elements in human resource planning which include job analysis
and design of work, recruitment and selection, training and development, performance appraisals,
compensation, employee relationships, and staff welfare and medical policies. These elements act as
the basis of creating a proper human resource plan that will satisfy majority of the employees and job
applicants. Job analysis includes two major elements that are job description and job specifications,
these elements are used to determine what are the proper job scope for respective position within
Coca-Cola Company. From the information receive through job analysis Coca-Cola Company can
design job with greater precision regarding the required talent for their company. Information obtained
through job analysis includes employees work activities, employees behavior, performance, job
context and human resource requirement for respective position. All these information obtained
through job analysis can be included in other important procedures such as recruitment, selection,
compensation, performance appraisal, training and development. Besides than planning human
resource strategy, Coca-Cola Company also included forecasting as one of the important aspect in
producing a most suitable strategy. Coca-Cola Company will forecast the current and future
employees needs when working with them and try to create an employment policy that will satisfy
majority of the employee within Coca-Cola Company. Furthermore, Coca-Cola Company forecast
does not only concentrate on the needs of employee, the Human Resource Department also forecast
regarding the possible changes on technology use for internal and external operation of company to
make sure productivity of Coca-Cola Company remain at their standard. After the planning process is
drafted, a proper report regarding this matter will be send to Coca-Cola Companys headquarter for
approval. The suggested human resource plan can proceed if the Human Resource Department
receive official approval from headquarter of Coca-Cola Company.

2.0 Analysis

Recruitment process is defined as when the company tries to reach a pool of candidates
through job posting, job referrals, advertisements, college campus recruitment and etc. by Alison
Doyle. There are two kind of recruitment process in Human Resource planning, which are internal
recruitment and external recruitment. Internal recruitment can be defined as any method of
identifying and attracting job candidates from within the organization can be considered as internal
recruitment by Douglas Hawks. There are various method of internal recruitment which can be
through intranet, staff notice board, in-house magazine, internal notices, meeting and personal
recommendation. While external recruitment will be define as the assessment of an available pool of
job candidates, other than existing staff, to see if there is any sufficiently skilled or qualified person to
fill and perform existing job vacancies by Molly Gigli. External recruitment is a very common
recruitment style use by any organization in the world, the type of external recruitment are press
advertisement, education institutes, placement agencies, and labor contractors. There are a few
methods that are being used by Coca-Cola Company in recruiting new members for example press
advertising, providing job opportunities through their official websites, by recruiting college students,
and through talent bank. Besides that, Coca-Cola Company also maintained their very own talent
bank in order to fulfil the needs of company from time to time. Recruitment through talent bank is
considered as internal recruitment, Coca-Cola Company preferred internal recruitment rather external
recruitment because they believe internal recruitment is much more effective and precise in meeting
their companys needs and wants. In order to fulfil and make sure the supply of talent bank is
sufficient for future needs. Coca-Cola Company will visit colleges, universities and institutes to recruit
undergraduate student and postgraduate student to have internship in respective Coca-Cola
Company. The major focus of Coca-Cola Company in fulfilling their talent bank is to have high quality
worker. Example, in Coca-Cola Pakistan there was one year where they did recruitment for their
talent bank and the result was 85% of recruitment on that year was Master level graduated students.
As for external recruitment, Coca-Cola Company has developed an external sourcing function with
focus on building the diversity of external candidate pools. In order to strengthen their external
recruitment around the world, Coca-Cola Company has contracted with various job hunter agencies
such as Black Planet, LatPro, and Asian Avenue to widen their variety of choices. Planning and
recruitment of Coca-Cola Company is a success as the company is able to have 146,200 employees
working for them. Besides that, Coca-Cola Company also obtained recognition and awards for
providing good workplace for workers; awards received included 100 percent rating from Human
Right Campaign and Coca-Cola HBC received best Organizational Culture and Engagement project
in Australia.

2.0 analysis

2.2 Selection
Selection is the process of selecting individual who have relevant qualifications to fill existing
or projected job opening. Selection process can only be done after planning and recruitment is
approved and recruited sufficient amount of applicants. The major purpose of selection process is to
fill up the missing element or position holder within an organization. Coca-Cola Company combined
few elements when proceeding with selection process, the elements that are included will be interview,
group exercise, presentations, psychometric tests and role plays.

Application
Upon receiving applicants application form, there will be a team within Coca-Cola Company
that will review, process and select suitable applicants for following process.

Screening
This step is known as screening, if one does not fulfil the requirement, they will be informed
by Coca-Cola Company whereas if one fulfils the requirement they will be contacted by recruiter to
discuss regarding respective candidates motivation and contribution to Coca-Cola Company if they
are selected to work with Coca-Cola Company.

First Interview
Despite being selected for interview, respective candidate will be informed regarding
information of interview through email. During this interview, interviewer will basically test what
candidate know about Coca-Cola Company and the reason for candidate to apply for their company
and the role that they applied during application. Last but not least, interviewer will go through
candidates curriculum vitae (CV) to make sure there is no mistake regarding the information provided
and detailed information related to candidates to determine the validity of role applied for respective
candidate.

2.0 analysis

Group Exercise and Presentation

Coca-Cola Company is one of the companies that emphasize on group work between each
other. After the first interview candidates will be group randomly for presentation purpose. The
purpose of this group work is to identify how well candidates approaches and communicate with new
people that they do not know and how they involve others into the respective project. Presentation
also serves as a purpose to allow candidates to show their capability to communicate with audience
and present their point in front of audience. There will be time allocated for candidates to prepare to
ensure they can show their full potential during presentation.
Psychometric Tests
After getting through previous step, candidates will proceed to psychometric tests prepared by
Coca-Cola Company in order to determine candidates potential and ability. There are various tools in
psychometric tests which includes timed exercise and personality assessment. In personality
assessment, it is more towards specific things regarding candidates which can help Coca-Cola
Company to understand the behaviour of candidates better. At the end of this test, the tester will
determine whether one is a team player or not and which position suits the candidate most.
Role Plays
This stage is related to psychometric test whereby candidates are given a scenario or case
study to show how candidate handle the situation and pressure. Through this stage the hidden
attitudes and real behaviour of candidate will most probably be review because if someone is under
pressure, it is hard for them to maintain their act and will start reviewing their true nature.
Second Interview
This is nearing to the last stage in selection whereby candidates that passes through this
stage can be said as already been hired by Coca-Cola Company to be part of them. Respective
authority will briefly explain at the role and workplace that respective candidates will be working in.
Besides that, this stage also provides an opportunity for candidates to meet with fellow top
management. Last but not least, recruiter will provide details regarding job scope to make sure
candidates are fully prepared on the first day of work.
After passing all the above stages, candidate will receive an official offer by Coca-Cola
Company either by recruiter or hiring manager. At this stage the candidate will discuss much details
regarding terms and conditions of work with the representative of Coca-Cola Company especially on
salary, benefits and the role of candidates in Coca-Cola Company.

2.0 analysis

2.3 Training & Development

Training is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules or changing of attitudes and behaviors to enhance the performance of employees.
Training is a necessary process to educate its employees to learn the skills and abilities that are
required by the company. Sometimes the company also trains its employees to use new technology
and control new machines. Employees expose themselves to the procedure of work, rules and
regulations of company through training. There are three main objectives of training in Coca-Cola
Company. The first is developing the ability of employees and improve their performance. The
employees can increase their productivity through suitable training. The second is to help people to
grow within the organization in order to make the employees met and achieve the goals of company.
The third objective is to minimize the learning time for employees starting in new jobs on appointment,
transfer or promotion and make sure they become fully competent. The time taken for an employee
will reduce after training process and decrease the possibility of mistakes to happen.
Development refers to the learning opportunities designed to help employees grow.
Development is not mainly on skill-oriented but it provides general knowledge and attitudes which
might be helpful to employees in higher positions. Efforts toward development usually depend on
personal drive and ambition. Development activities are usually generally voluntary. Training and
development is provided to new and existing employees. It helps employees to complete their current
tasks and handle future responsibility. Coca-Cola Company take advantages of a variety of flexible,
tailored and diverse resources including instructor led training classes in a range of areas such as
People Leadership, Franchise Leadership, Consumer Marketing and Customer Leadership; Elearning to share core knowledge; workshops to help create new ideas and apply them practically;
Just-in-time training and development for critical skills; an extensive online library of books and other
resources to support on the job learning; and external speakers reviewing the latest thinking on hot
topics.
Coca-Cola Company provides four types of training to their employees such as skills training,
technical training, leadership training and functional training. Skills training is important to introduce
the operations of company and basic skills requirements that are needed in a position. It includes
presentation, selling and public speaking. It helps in developing creative thinking skills,
communication skills and other skills essential to the long term survival of the organization. At the
same time, it helps to increase the productivity of employees and improves their job satisfaction.

2.0 analysis

Technical training provide by Coca-Cola Company aims to improve the professional skills of
employees. It helps to build the self confidence of employees, save time, prepare for promotion and
improve work performance. Technical training session usually is a practical training and can be
carried out in a classroom. Coca-Cola Company concentrated on the job training program to focus on
the routine needs in each office across the continent and there will be a number of local training
initiatives catering to particular regional needs.
Leadership training is suitable for those who hope to become outstanding in their business
field. It trains future managers and as well as current leaders and managers. Employees can learn
many different skills such as time management, management assessment, management skills
assessment, executive assessment, management consulting, effective listening and other related
skills. Effective listening skill help leaders learn how to listen and build trust with all employees and
customers. All the skills learned can apply in real working life to make things really stick together.
Functional training involves diplomas or degrees in the respective field of expertise. CocaCola Company launched Coca-Cola University (CCU) a virtual, global university for all learning and
capability building activities across all company. It carries out best practices research and provides
coaching and consulting services to transfer learning between different parts of Coca-Cola system.
The advantages of functional training are to be able to complete the tasks, offer associates training
and workshops on time management that provide flexible work arrangements in some areas of
business and provide tools and resources to allow work to be done efficiently and effectively in normal
workday.
In Coca-Cola Company, training increases job skills-specific skills and it is short term
perspective while development shapes attitude and overall growth and it is long term perspective. In
training, the job is centered and the role of trainer is very important but in development, career is
centered and internally motivated for self development. Although both carries a different function but
combination of these two stages can boost Coca-Cola Company sales drastically, because if
newcomers are provided with proper training and development, mistakes that will be made by them
can be reduced which is directly increasing the companys productivity.

10

2.0 analysis

2.4 Performance Evaluation

Performance evaluation is a method to evaluate the performance of employees of a job in

terms of its requirements. It is also known as performance appraisal or performance measurement.
According to Newstrom, performance evaluation is a process of evaluating the performance of
employees, sharing information with them and searching for ways to improve their performance.
Performance evaluation is necessary to understand the ability, competitiveness and relative merit and
value of every employee for the organization. It is a part of career development and helps to rate the
employees in term of their performance.
In Coca-Cola Company, there are four stages in performance evaluation. The first stage is
annual performance review. The company will look back the performance of employees in past year
in order to evaluate the results and prepare current year development plan. Planning performance for
the year will be the second stage of performance evaluation. The management will set KRAs (Key
Result Areas) and finalize current year development plan. Key Result Area is the basis of
performance management of Coca-Cola Company. The third stage is reward and recognition. In this
stage, the management of company will pay salary to the employees based on their performance and
recognize top performers in the year. The final stage is mid-term review. The management will do a
review on the result in interim to find out the bottom performers and improve the competitiveness
development plan.
The methods of performance evaluation can be separated into two main methods which is
traditional method and modern method. The traditional methods include paired comparison analysis,
graphic rating scales, forced choice description method, forced distribution method, weighted
checklists method, free essay method, critical incidents, group appraisal, field review method,
confidential report and ranking; while modern methods include assessment center, appraisal by
results or management by objectives, human asset accounting and behaviorally anchored rating
scales. Paired comparison analysis is list out of the relevant options. The options will be comparing
with each other and the results will be calculated. Normally, the option with the highest score will be
chosen. A graphic rating scale is considered the oldest and the most popular method to evaluate the
performance of employees. The management simply checks on the performance levels of employees.
Weighted checklist method is made under a method where the jobs being evaluated based on
descriptive statements about effective and ineffective behavior on jobs.

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2.0 analysis

Essay evaluation method required managers or supervisors to figure out the strong and weak
points of the behavior of all employees. It is usually mixed with the graphic rating scale method
because it is a non-quantitative technique. Critical incident method involves identifying and describing
specific incidents where employees did something really well or that needs improving during their
performance period. Appraisal by results or management by objectives method when the managers
or employees set a list of objectives and make assessments on their performance on a regular basis
and finally make rewards based on the results achieved. A behaviorally anchored rating scale is
based on making rates on behaviors or sets of indicators to determine the effectiveness or
ineffectiveness of working performance. It normally is mixed with the rating scale and critical incident
technique to evaluate the performance of employees.
Performance evaluation is very important for the organization or management to appraise the
performance of their employees. There are a few main advantages or importance of performance
evaluation. The first advantage is the performance feedback. Mostly, the employees are interested to
know how well they are doing at the present and how they can do better in future. The employees are
willing to improve their performance in order to get merit pay. They improve their performance by
using the information of performance evaluation. Feedback can increase the performance strengths of
employees and provide opportunity to discuss resolution of inadequate performance. Besides that, it
helps the management to make employee training and development decisions. From the information
gathered using performance evaluation method, the management can know the performance of every
employee and make sure the employees have the skills and abilities required in jobs. If the
performance of employees is not satisfied, they should arrange a proper training for the employees to
improve themselves and increase the productivity. Performance evaluation is also useful for taking
transfer decisions. Transfers always involve changes in job responsibilities and it is important to find
out the employees who can take these responsibilities. When the company decides to decrease the
number of employees, performance evaluation is a good reference for the company. The weakest
performers are the first to be laid off if it is needed. If there is no performance evaluation, the company
may lay off good performers. Next, performance evaluation can be a guidance of the company when
they want to increase the salary or incentives of employees. Employees will be paid based on their
performance. Last but not least, the performance evaluation also enables managers to coach and
counsel employees in their career development. It provides an opportunity for discussion of career
objectives and creates a strategy designed to maximize career potential. It also helps in succession
planning and evaluating training needs.

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2.0 analysis

2.5 Occupational Safety & Health

At The CocaCola Company, they are committed to providing a safe and healthy work
environment through implementation of Occupational Safety and Health policies and requirements.
Coca-Colas vision is to make and deliver products and provide services, with a goal of zero
workrelated injuries and illnesses on the part of their associates, contractors and others. Coca-Cola
Company committed to ensure the maximum level of safety and prevention of loss. They believe in
the involvement of each and every one of them in this effort and realize the importance of every
individuals contribution to safety.
In 2008, while their overall incident rate improved, they were saddened by the death of one
company associate and five contractors. Coca-Colas company associate death was the result of a
workrelated traffic accident. Three of their contractors also died in traffic accidents and two died
while performing work in their operations. As they do with all incidents, they are learning from these
unfortunate events to help strengthen their programs to move forward. Coca-Cola seeks to continually
improve their safety and health programs and records. They believe visible, demonstrated leadership
commitment and a strong health and safety culture are key drivers of this improvement. In 2008,
leaders from across the CocaCola system jointly developed their strategy for advancing the health
and safety performance. They are working to improve their system wide reporting and data accuracy;
enhance safety training and best practice sharing; and intensify their focus on fleet safety. Additionally,
Coca-Cola continues to monitor the safety performance of their operations through routine
independent assessments against their internal standards and requirements as well as applicable
laws and regulations.
Coca-Cola also strives for continuous improvement in their safety standard and to
consistently meet or exceed them. They therefore, will make certain that the necessary financial and
personnel resources are made available in order to continuously improve their safety standards. With
this belief they vow to set their safety standard at level that ensures compliance with governmental
and company requirements. They are also protecting their employees and ensure public safety
extending throughout Coca-Colas organization. Besides that, Cola-Cola integrate sound safety
practices into their daily business operation even in the absence of specific regulatory requirements
and use the results of research and new technology to minimizing the safety risks of their operations
equipment, products and packages taking into account the associate costs or profit for each safety
benefits. Plus, they ensure each and every one to use in responsible and accountable for their actions.
Coca-Cola establishes mechanisms to communicate effectively with employees consumers and
government on their safety performance.

13

2.0 analysis

The Coca-Cola Company also provides a safe and healthy workplace. They are dedicated to
maintaining a productive workplace by minimizing the risk of accidents, injury and exposure to health
risks. The health, safety and welfare of their employees are paramount to Coca-Cola Hellenic. It is the
policy of Coca-Cola Hellenic that all of the operations must be in full compliance with local health and
safety legislation. This involves taking all reasonable and practical measures to ensure that their
operations provide a secure and safe working environment. They are committed to developing the
highest standards of occupational health and safety. To this end, Coca-Cola is implementing OHSAS
18000 across their territories.
The medical facilities are of prime importance in any organization as the health of employees
is in the benefit of the company as well as its the social responsibility of the company to provide nice
and healthy work environment to its employees. These facilities are such facilities which can include
first aid treatment and handling problems, sickness, and other diseases which are fatal for a person.
The Coca-Cola Company is providing medical facilities to all its employees. These treatments are
provided to employees as per their designations. The medical facilities are also provided to
supervisors as well as the officers in the company.
Besides that, Coca-Cola also conducts programs to promote healthy active lifestyle among
their employees. For an example, they conduct the annual Sports Day event for their employees and
members of their families every year. Encouraging people of all ages to exercise more is a major
focus of Coca-Colas community initiatives. Approximately 15000 people actively participated in their
sports and fitness activities each year. These include Belgrade Universiade (the University Olympics),
held from 1 to 12 July was the biggest sport event in Serbia in 2009. Event participation reached
around 10,000 students from 100 countries. Rosa water was the Universiades official drink, and other
products of the Coca-Cola Serbia were also present. The student participants competed in 15
disciplines in four cities, and 15, 000 volunteers successfully supported the organization of the event.
Other than that, The Belgrade Coca-Cola bicycle race - a traditional city event organized by the Sport
for All Association in cooperation with Belgrade City Assembly - was held under the general auspices
of the Coca-Cola System. One of the main goals of the race is to promote a healthy lifestyle through
fun and the spirit of friendship, while at the same time promoting the bicycle as an alternative means
of transportation in city traffic jams. These are the example of their conducted programs, actually
there are a lot of event successfully organized by Coca-Cola Company these several years to
encourage the community for a better health lifestyle.

14

3.0 Summary

Coca-Cola is a largest and well-known company around the world. There are several
elements that included and analyzed for the company, Coca-Cola. These elements include human
resource planning and recruitment, selection, training and development, performance evaluation and
occupational safety and health. These elements are very important for the company to retain or
remain the knowledgeable, skills and active permanent employees so that they can help the company
to increase the productivity and performance and achieve the companys goals.
First of all, the proper human resource planning is required for the Coca-Cola in order to
make the organization operation become more smoothly. There are few elements in human resource
planning which are job analysis and design of work, recruitment and selection, training and
development, performance appraisals, compensation, employee relationships, and staff welfare and
medical policies. These elements act as the basis of creating a proper human resource plan that will
satisfy most of the employees and job applicants.
There are two main elements in job analysis which are job description and job specifications
will determine the job scope for the position within Coca-Cola Company. The information receive
through job analysis of Coca-Cola Company can design job with best talent for their company. For
example, the information of employees work activities, employees behaviour, performance, job
context and human resource requirement for respective position can be through job analysis. CocaCola Company also forecast the current and future employees needs and the changes of technology
used for the internal and external operations of the company in order to make sure that the company
remain the standard on the productivity.
There are two kinds of recruitment process which are internal recruitment and external
recruitment. The internal recruitment methods can be through intranet, staff notice board, in-house
magazine, internal notices, meeting and personal recommendation while external recruitment
methods can be used include press advertisement, education institutes, placement agencies, and
labour contractors. The Coca-Cola Company used several methods to recruit new employees such as
press advertising, providing job opportunities through their official websites, by recruiting college
students, and through talent bank. Coca-Cola Company preferred internal recruitment rather external
recruitment because it is much more effective and meets the companys needs and wants. The high
quality of employees is the major focus for the company in order to fulfil their talent bank from time to
time. Planning and recruitment of Coca-Cola Company is a success because the company able to
have a lot of employees and obtained more recognition and awards for the employees.

15

3.0 summary

Selection process will be done after planning and recruitment is approved and recruited
sufficient amount of applicants for the company. For the selection of the Coca-Cola Company, the
company combined few elements when processing with selection process included will be interview,
group exercise, presentations, psychometric tests and role plays. When the company receive the
applicants application form, the team within the company will review, process and select the suitable
applicants. The company must be considered the process in selection. The selection process
included screening, first interview, group exercise and presentation, psychometric tests, role plays
and second interview. The applicants will receive an official offer by the company if they success to
pass all the above stages and the details regarding the terms and conditions of work will be discuss
such as salary, benefits and the role of candidates in Coca-Cola Company.
Besides the two elements that stated above, training and development is also very important
to the employees and the top managements in the company.

For the element of training and

development of Coca-Cola Company, the company had three main objectives of training. The
objectives of the training which are to develop the ability of employees and improve their performance,
to help people to grow within the organization in order to make the employees met and achieve the
goals of company and to minimize the learning time for employees starting in new jobs on
appointment, transfer or promotion and make sure they become fully competent.
Besides that, development also important in the organization as it is designed to help the
employees grow. Development is not only on skill-oriented, but also provided general knowledge and
attitude for the employees. Coca-Cola Company takes advantages in variety of flexible, tailored and
diverse resources included instructor led training classes in a range of areas, e-learning, workshops,
just-in-time training and development, job learning and external speakers reviews for the latest
thinking on the hot topics.
In addition, Coca-Cola Company provides four types of training to their employees in order to
improve and develop their knowledge and skills. Among the training that provided by Coca-Cola
Company to their employees are skills training, technical training, leadership training and functional
training. These training mostly focus on how to develop different types of skill requirements for the
current and future periods and business field. All the training programmes should be carried out for
the employees in the organization in order to educate and improve their skills and ability and learn
more knowledge about the new technology and machines. Besides that, training can improve the
employees performances and increase the productivity of the employees in the organization.

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3.0 summary

Therefore, the ability to train the employees for something new so that they can know CocaCola Company knows their productivity to the company. Training for new skills and abilities are very
important to the employees because all the training able to make sure that the company to be more
productivity, well-known and remain the knowledgeable and skills employees.
Training just for increasing job skill-specific and short term perspective while development for
determining the growth and long term perspective in Coca-Cola Company. The job is centered and
the role of trainer is very important for training but development is career centered and internally
motivated for self development. As a summary, the combination of both aspects training and
development can develop the success in the productivity of the company and reduce the employees
mistakes on the work tasks.
Another element of the company needs to pay attention and focus on is the performance
evaluation of the employees jobs. Performance evaluation is the part of the elements that need to
know, rate and understand that the ability, value and performance of each employee for the company.
Furthermore, the performance evaluation is necessary for every company because the top
managements able to know and understand that the ability, competitiveness and relative merit and
value of each employees. Performance evaluation is the part of development to help the employees
to understand about their performance in the company.
Coca-Cola Company consists of four stages in performance evaluation on the employees
which are annual performance review, plan performance, reward and recognition and mid-term review.
All the stages are carrying out in order to evaluate and rate their employees on their performance in
the company, performance management, and improve the lower performers in the company.
Coca-Cola Company has the choices to choose two main methods of evaluation performance
to their employees. The first methods consists of traditional method which are including paired
comparison analysis, graphic rating scales, forced choice description method, forced distribution
method, weighted checklists method, free essay method, critical incidents, group appraisal, field
review method, confidential report and ranking. The second method is modern methods which are
including assessment center, appraisal by results or management by objectives, human asset
accounting and behaviorally anchored rating scales. Both traditional method and modern method are
useful for Coca-Cola Company to evaluate the performance of their employees for short term and
long term in the company.

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3.0 summary

Performance evaluation is very important for the company to identify the employees
performance and also come out of several advantages. Among the advantages which are
performance feedback, to help the management in making employee training and development
decisions, to take transfer decisions on the job responsibilities, to be a guidance for the company and
managers able to coach and counsel the employees in career development. These advantages are
able to make sure that all the employees understand and realize their performance in the company
and able to improve their current performance. The better performance done by the employees will
determine the productivity for current and future of the company.
The fifth element is occupational safety and health in Coca-Cola Company. The company
ensures to maximize the safety level and prevent the loss on their employees. The company believe
that the involvement of each employees and realize the important of safety for each employees. In
order to improve the safety standards of the employees, the company makes the necessary financial
and personal resources. The company also integrates sound safety practices in the daily operation so
that the safety risks can be minimized.
Besides that, Coca-Cola Company provides a healthy and safety workplace for their
employees. The company wants to minimize the risk of accidents or injury on the employees in order
to maintain a productive working environment. For example, Coca-Cola Hellenic is paramount on the
safety and health of the employees. It is the policy in full compliance with local health and safety
legislation. The company committed to develop the high standards of occupation safety and health.
The company also provides medical facilities to their employees as well as to develop safety
working environment.

For instant, the facilities include first aid treatments, emergency

handling problems, sickness, and other diseases which are fatal for a person. The company not only
provides the facilities to the employees, but also provides to the supervisors of the company. CocaCola Company can develop the highest standard s of occupation safety and health to all employees.

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4.0 conclusion

Basically, this assignment is a study of Human Resource Management for a selected

company within a field of business industry. As for our selected company, we have decided to analyze
Coca-Cola Company from the fast food industry. By using several combination of methods, the
purposes are to analyze the company regarding to these five elements including
i.

Human Resource Planning and Recruitment

ii.

Selection

iii.

Training and Development

iv.

Performance Evaluation

v.

Occupational Safety and Health

This is concluded from the studies that the performance of the Coca-Cola Company is quite

impressive. Company maintains and manage candidates file including maintenance of database to
ensure comprehensive data collection of candidates. Studies show that Coca-Cola Company spends
about 20%-30% of its total expenditure on recruitment and selection. It basically depends on the post
the candidate is applying for, in most of the cases the company does compensate the employees for
the expenses incurred by them.
The quality of employees and their development through training and education are the
factors in determining long-term profitability of any business. Coca-Cola Company hires and keeps
good employees; it is good policy to invest in the development of their skills, so they can increase
their productivity. Training is a structured and efficient way to ensure that all employees have the tools
to contribute to the maximum extent possible. This type of training is a good way to help create a
strong employee base and get the company in alignment.
Different techniques are used by Coca-Cola Company to define their reward criteria to work
according to define standards of organization. System is developed by doing great market search so
as to compete rivals to the way to satisfy their internal employees more than that to get more
profitability and customer loyalty. They make close collaborative or communication system with
employees so as to fetch information on the part of their problem to satisfy them all to increases their
efficiency and effectiveness. Because need and wants of employees are changing day by day, to
satisfy meaningful needs and wants are very important on the behalf of organization so as to use best
potential of both physical and mental competencies is very important. That is why defining criteria of
rewarding them have a significant importance for the mutual benefits of both employees and
organization.

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4.0 conclusion

While the last element is safety and health seems to be the next important thing in company
to ensure that the safety level is maximize and to prevent the loss of their employees. . In order to
improve the safety standards of the employees, the company makes the necessary financial and
personal resources. The company also integrates sound safety practices in the daily operation so that
the safety risks can be minimized. Coca-Cola Company also provides a healthy and safety workplace
for their employees. The company wants to minimize the risk of accidents or injury on the employees
in order to maintain a productive working environment.
We come to the conclusion that the marketing strategy of Coca-Cola is working for them and
the product is gaining popularity among people day by day. Established since 1886, just from a
mixture of syrup and carbonated water, Coca Cola now has various brands popular and favoured in
the eyes of everyone who have tried before. Their business is expanding and Coca Cola will continue
to share a coke; share the value. The Coca-Cola Company is also very keen to retain, motivate and
satisfy their employees to the extent to get their employees best potentials out just for organizational
purpose.
For this purpose, they are managing their employees to create and innovate to work more
efficiently. One main reason of high motivation is Coca-Colas multinational brand image that
everyone wants to join its name with their expertise for more career development. This all make
Coca-Cola such meaningful in the eyes of not its workers but also to its customers and competitors as
well. They are promoting high finance for it, challenging tasks and good job profile make employees
motivated and satisfied.

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5.0 references

Doyle, A. Hiring Process Definition. Retrieved on 23 October 2013 from

http://jobsearch.about.com/od/jobsearchglossary/g/hiringprocess.htm
Gigli, M. External Recruitment: Advantages, Disadvantages & Methods. Retrieved on 23 October
2013 from http://education-portal.com/academy/lesson/external-recruitment-advantagedisadvantages-methods.html#lesson
Guyah, D. HR Strategies at Coca-Cola Company. Retrieved on 23 October 2013 from
http://academic-hub.blogspot.com/2013/06/hr-strategies-at-coca-cola-company.html
Hawks, D. Internal Recruitment: Definition, Methods & Process. Retrieved on 23 October 2013 from
http://education-portal.com/academy/lesson/internal-recruitment-definition-methodsprocess.html#lesson
History of Coca Cola. Retrieved on 23 October 2013 from

http://www.coca-cola.co.uk/about-us/history-of-coca-cola-company.html

History of Coca Cola. About Us. Retrieved on 23 October 2013 from

http://www.worldofcoca-cola.com/coca-colahistory.htm
Types of Brands Available. Retrieved on 23 October 2013 from

http://www.coca-cola.co.uk/brands/

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6.0 Appendixes

Figure 1: Coca Cola

Bottle At Turner Field

TM

marking the celebration of more than 40 years of

partnership between Coca Cola and Atlanta Braves

TM

Figure 2: Coke Hands, the newest work of art for Coca Cola China by then shows two hands literally
sharing a bottle of Coca Cola. The design was created to encourage people to share a Coke. The
simple, yet striking design clearly communicates the message of connection and friendship with
Coca-Cola at the center.

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Figure 3: An oil painting created by Norman Rockwell who was commissioned by the Coca Cola
th

Company and also the best loved artist of the 20 century depicting the essence of simple moments
of people enjoying the coke.

Figure 4: Coca Cola Freestyle - the sleek and stylish fountain that offers 100+ beverage choices in
one incredible machine.

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