A PROJECT REPORT ON

RECRUITMENT AND SELECTION OF EMPLOYEES AT

COCA-COLA COMPANY

Submitted under the partial fulfillment for the award of Bachelor of

Business Administration (B.B.A)

Submitted To: Mrs. Pallavi Pathak

Parveen
Senior Lecturer
Sem.

Submitted By:
Arshi
BBA 6th

B/12/032

DECLARATION

I ARSHI PARVEEN student of B.B.A -6th Sem. hereby declare that all
the information collected for this report is collected through my own effort
and correct to the best of my knowledge and belief.

ARSHI PARVEEN
.
BBA 6th Sem.

PREFACE
This field survey has been conducted to know the A
PROJECT REPORT ON RECRUITMENT AND SELECTION OF
EMPLOYEES AT COCA-COLA COMPANY. This field survey
research is carried out under the partial fulfillment of BBA
6th Sem., SCHOOL OF MANAGEMENT SCIENCES, VARANASI.

ARSH
I PARVEEN

BBA 6th semester

ACKNOWLEDGEMENT
Firstly, I am thankful to almighty GOD, who bestowed his choice of
blessing on me through out my life.
I ARSHI PARVEEN, student of BBA - 6th Sem. of SCHOOL OF
MANAGEMENT SCIENCES, VARANASI feels a great pleasure in
presenting this field survey report in the hand of survey supervisor
MS.SONALI SRIVASTAVA ,(SENIOR LECTURER). It is really a
great opportunity given by him to me. This research work is
combined effort of many hearts, hand & brains.
I am immensely grateful Director Prof. P. N. JHA, SMS VARANASI
& again I would like to express by deep gratitude and devotion to
MS.SONALI SRIVASTAVA(SENIOR LECTURER), SMS Varanasi
for their Personal involvement & support without which this project
would have never been in the light of this day.
I also want to thank my entire teachers, Staff member & Library
member as they gave there valuable advise & guidance which
helped me to conduct this survey successfully.
I specially wish to thank all my respondents and friends without
their valuable support this report wouldnt have been possible.
THANK YOU
ARSHI PARVEEN
BBA 6th Semester

INTRODUCTION OF COCA-COLA COMPANY

In May 1886, Coca - Cola was invented by Doctor John Pemberton a pharmacist from
Atlanta, Georgia. John Pemberton concocted the Coca -Cola formula in a three legged brass kettle in his backyard. The name was

suggestion given John

Timbertops bookkeeper frank Robinson. Being a bookkeeper Frank Robinson also had
excellent penmanship it was he who first "coca cola" into the flowing latter's which has
become the famous logo of today. The soft drink was first sold to the public at the
soda fountain in Jacob's Pharmacy in Atlanta on May 8, 1886. About nine servings of the
soft drink were each day. Sales for that first year added up to total of $ 50. The funny
thing was that it cost John Pemberton over $ 70 in expanses, so the first year of sales
was a loss. Until 1905, the soft drink, marketed as a tonic contained extracts to
cocaine as well as the caffeine - rich kola nut. By the late 1890s, Coca - Cola was one of
America's most popular fountain drinks. With another Atlanta pharmacist, As a Griggs
Candler, at the helm, the Coca - Cola Company increased syrup sales by over 400 %
between 1890 and 1900. Advertising was an important factor in Pemberton and

Candler's success and by the turn of the century, the drink was sold across the United
States and Canada. Around the same time, the company began selling syrup to
independent bottling companies licensed to sell the drink. Even today, the US soft drink
industry is organized on this principle. Until the 1960s, both small town and big city
dwellers enjoyed carbonated beverages at the local soda fountain or ice-cream saloon.
Often housed in the drug store, the soda fountain counter served as a meeting place for
people of all ages. Often combined with lunch counters, the soda fountain declined in
popularity as commercial ice cream, bottled soft drinks, and fast food restaurants came
to the fore. On April 23, 1985, the trade secret "New Coke" formula was released. Today,
products of the Coca - Cola Company are consumed at the rate of more than one billion
drinks per day.

FACTORIES LOCATION

THE COCA-COLA BUSINESS IN INDIA

While the Coca-Cola Company is a global company with some of the world's most widely
recognized brands, the Coca - Cola business in India, as an each country were we
operate, is a local business. Our beverages are produced locally, employing Indians
citizens, our product range and marketing reflect Indian tastes and life styles, and we
are deeply involved in the life of the local communities in which we on.

FAST FACT
Population: 1 billion
Share of sales: The Company leads the CSD market with a nearly 60 percent share of

sales.

Consumption: Nine (eight-ounce servings).

System employment: Approximately 10,000 people.
System investment: More than US$1 billion since 1993.

HISTORY

After a 16-year absence Coca - Cola returned to India in 1993. The company's
presence in India was commented in November that year in a deal that gave Coca Cola ownership of the nation's top soft drink brands and bottling network.

INVESTMENT, EMPLOYMENT AND ECONOMICS IMPACT

Coca - Cola India has made significant investment to build and continually improve its
business in India, including new production facilities, waste water treatment plants,
and distribution systems and marketing equipment. Drugging the past decades, the Coca
- Cola system has invested more than US$ 1 billion in India. As such Coca - Cola is one
of the countries top international investors. In 2003, Coca - Cola India pledged to

invest further US $ 100 million in its operations. The Coca - Cola business system
directly employees approximately 10,000 local people in India. In addition, several
independent studies have documented that, by providing opportunities for local
enterprises, the Coca -Cola business also generates a significant employment "multiplier
effect". In India, we indirectly create employment for more than 125000 people in
related industries through our vast procurement, supply and distribution.

BOTTLING OPERATION
The Coca - Cola system in India comprises 27 wholly owned company -owned bottling
operations and another 17 franchises - owned bottling operations. A network of 29
contract-packers also manufactures a range of products for the company. Almost all
the goods and services required producing and marketing Coca -Cola in India are
made locally, sometimes with the help of technology and skills from the company.
The complexity of the Indian market is reflected in the distribution fleet, which
includes 10-tonne trucks, open-bay trademarked tricycles and pushcarts.

PRODUCTS

Leading Indian brands Thumps-Up, Limca, Maaza, Citra and Gold Spot join the
company's international family of brands, including Coca - Cola, Diet Coke, Sprite
and Fanta, plus the Schweppes product range. Our Kinley water brand was
launched in 2000 and, in 2001, our energy drink shook and our first powdered
concentrate, sun fill, hit the market. Annul per capita consumption of soft drinks in
India is nine 8-ounce.

MARKETING
While broad direction and themes for our global brands are created at a global level,
specific marketing programmers for our product are determined locally. in early
2003, Coca - Cola India collected advertiser of the year and campaign of the
year awards for the Thanda Matlab Coca - Cola all media campaign. Innovation
has been the hallmark of other marketing campaigns, with the company racking up
"first" in the introduction of canned and PET soft drink, vending machines and
backpack dispensers for crowds of cricket supporters.

QUALITY
We consider the consistent high quality of our beverages to be one of our business
primary assets. In India, as in each country where we produce our beverages, the
Coca - Cola system adheres not only to national laws on food processing and labeling,
but also to our own strict standards for exceptional quality. In every thing we do,
from the selection of ingredients to the production of our beverages and their
delivery to the market place, we use our specialized quality management system,
the Coca - Cola quality system, to ensure that we are offering consumers only the
highest quality products. We monitor our success through our customer and
consumer feedback and our in-trade monitoring programmers, and this
information enables us to continuously improve our already demanding system.

COCA-COLA AND THE COMMUNITY

At Coca - Cola we have a long standing belief that everyone who touches our business
should benefit. That basic proposition that our business should bring benefit and
refreshment is central to the way we operate in Communities around the world. Coca
- Cola India provides extensive support for community programmers across the
country, with a focus on education, health and rainwater harvesting, all key
priorities of the Indian government which has recognized the company's efforts
with a several awards.

Education: Coca - Cola India is supporting community - based primary education

project setup to provide educational opportunities to marginalized children in slums
and villages. To data, the projects has benefited 50 schools, 1000 of students, over
5,00,000 villagers and over 10,000 slum dwellers, as well as several village near Coca
- Cola bottling.

Environment: Coca - Cola India is supporting community - based rainwater harvesting

projects in rural and urban areas to help restore water levels and promote
community education in ways to conserve natural resources. These initiatives have
a benefited over 10,000 Delhi residents, as well as local community members, both in
areas surrounding Coca - Cola bottling plants and else where.

Healthcare: Coca - Cola India is partnering with NGOs as well as St. John's Ambulance
Brigade (Red Cross) to provide free medical facilities and information to poor
people who cannot afford to visit hospital facilities. These efforts are helping tens of
thousands of under privileged people in seven states in India, as well as several
villages near Coca - Cola bottling plants. The company has also supported a range of
other national initiatives, such as a major polio-eradication drive and drought-relief
programmers, in addition to support towards the national cricket championship for the
blind, and national athletics meetings for the physically challenged.

BUSINESS OVERVIEW
Introduction:
Coca - Cola, the world's most famous brand completing 121st year of its existence on 8th
May this year. Today the Company is an unquestionable leader in the world business of
non-alcoholic beverages. Coca - Cola is the world's largest selling soft drink and arguably

the most successful product ever marketed in the history of commerce. More than one
billion servings of Coca-Cola products are consumed everyday around the world in more
than 200 countries.
In India, Coca - Cola operates through the Coca - Cola India Division Office situated at
Gurgaon near New Delhi. Hindustan Coca - Cola Beverages Private Limited is the fully
owned subsidiary of the Coca - Cola India which runs a number of bottling plants all over
India.
Hindustan Coca - Cola Beverages Private Limited, Varanasi is one of the key units in East
U.P. This unit is situated at approximately 18 KM from the city and 40 KM from the
nearest airport of Varanasi. The unit has a single bottling line of 600 bottles per minute
capacity. Almost all brands of Coca - Cola Company, prominent amongst them, Coca
Cola, Thumps-Up, Limca, Fanta, Sprite, Kinley Soda etc., are manufactured here. The
sizes of the packaging vary from 200 ml, 300 m1 to 1 litre capacity. Returnable glass
bottle (RGB) is the only package used. Glass bottles are handled in plastic reusable
crates. Thus there is no any significant environmental impact because of packaging.
The raw materials used are Water, Sugar, Concentrate and Carbon Di-Oxide. Concentrate
plant near Pane supplies the Concentrate to this bottling unit. The wastes generated
during the manufacturing process are mainly wastewater and non-hazardous solid waste
in saleable and non-saleable category. Saleable waste includes broken glass, plastics,
papers, gunny bags, metal scrap and other miscellaneous waste. Obviously the saleable
waste is recycled or reused as raw material to businesses and industrial activities and
has no adverse environmental impact. Non-saleable waste consists of biological ETP
Sludge, used carbon, garbage and canteen waste etc. The quantity of this non-saleable
solid waste is very little as compared to the total waste and waste is also non- hazards in
character.

Manufacturing Process:
We

at

Coca

Cola

are

committed

to

products with utmost care and with quality at top priority which

manufacture

our

makes it the world

leader in soft drink industry. Following is an over view of the stringent processes adopted
in manufacturing before our quality product reaches finally to our proud consumers.

Water Treatment:
We at HCCBPL Varanasi follow a batch treatment process for water treatment which
includes coagulation & flocculation. The method ensures disinfection and settling of all
macro impurities and thereafter it is passed to sand, carbon filters to remove off odor, off
color, off taste and thus it is strictly bought in line with the WHO requirements. We are
also using state of the art -micron filtration process where the water is filtered up to the
extent of 1 micron before it is fed to the process. This extensive treatment of water
under strict monitoring and sampling for quality leads to pure hygienic water with the
highest quality meeting the Coca - Cola standards.

Syrup Preparation:
Coca - Cola uses the highest quality of sugar which is controlled and ensured by it's
stringent prepaid standards, which serves as the strict criteria before acceptance of a lot.
To ensure high quality of syrup, it is subjected to hot treatment wherein it is given a
contact time with hyflo and carbon at elevated temperatures. It is then passes through a
filter press which removes the carbon particles and other impurities before it declared fit
for concentrate mixing. All this process takes place under a strict vigil by the quality
department which maintains the appropriate records of the numerous tests carried out in
the entire process which makes it a foolproof process.
In the ready syrup tank the predefined quantity of concentrate is mixed to the simple
syrup in very strict hygienic conditions to yield final syrup. The entire syrup
manufacturing area is maintained under a constant positive pressure which rules out the
possibility of any external particle entering into the process room.

Container Washing:
Container washing has been identified as one of the major critical control point in the
entire manufacturing process & thats the reason that company has laid some of the very
stringent and foolproof systems which ensures Coca - Cola product to be of the highest
quality and reflects our commitment towards delivering the best in class product to the
consumers.

The bottles received from the market are loaded on the conveyor by the uncasing
machine and the arrays of unwashed bottles passes through the four pre-wash
inspection, stations which ensures removal of rusty neck bottle excessively dirty bottles,
bottles carrying foreign matter, foreign bottles. And thus the good bottles passes into the
bottle washing machine which uses intensive mechanical and chemical processes to
clean and disinfect the bottles thoroughly and ensure the bottles to be ready for filling.
However as an additional safety, there is again a post wash inspection station comprising
of 4 sub stations, which ensures removal of the chip necked bottles and suspected
bottles from the lot. Thus the bottles are subjected to series of stringent inspections
before it is fed to the filler for filling

Mixing, Proportioning:
Proportioning is basically a process where ready syrup is diluted in a predetermined fixed
proportion with water and carbonated to result into beverage conforming strictly to
company's norms and specifications. It is carried out by an Italian Machine - MOJONNIER.

Filling & Crowning:

The chilled carbonated beverage fed by the MOJONNIER is filled into the bottles through
a rotary machine named FILLER. The bottles are immediately crowned by crowner
(adjacent to the filler) and thereafter the bottles passes through the Date Coding
machine which enable the consumer to be 100 percent sure of consuming a perfectly
safe and fresh product.

Final Inspection:
After date coding, there is once again a final inspection station where light inspectors
remove all low or high filled bottles and permit only the saleable product to pass through
for casing to the caser machine.

Managing the waste water:

Production lines generate waste water from bottle washers, Syrup and Filler rooms.
Entire wastewater generated is treated at Waste Water Treatment Plant and discharged
through an 800 meters long pipeline specially laid to discharge the treated waste water
away from inhabited areas. Part of this water is being used for gardening purposes within
the plant premises.

Market and Customers:

Once the finished product is ready, it is transported to distribution centers and then to
retail outlets by way of route trucks. The consumers buy the soft drinks from the retailer
outlets. The empty bottles are simultaneously collected by the distribution channels at
the time of dispensing the finished product.

Suppliers and Other Business Partners:

Other than water and concentrate, bottling operation requires Sugar, C02, bottles, crates
and other miscellaneous material. The Coca - Cola India Division has a Supplier
authorization program where suppliers are authorized based on a defined criterion.
Environmental considerations are amongst the critical of these criterions.

Employees, Plant and Machinery:

The no. of total unit employees is approximately 113 & in summer season, which is a
peak season for sale of soft drinks, the plant works for three-shift operation round the
clock. The overall educational level of the employees is good and they obviously have a
good expertise in water treatment and purification processes. Extensive in-house training
programs are conducted to maintain the competency of the manpower in respective
areas. The plant and machinery consists of state of art bottling machinery and test
equipment to get consistent quality product at the optimum usage of raw materials. The
plant

also

has

an

extensive

quality

test

laboratory

with

equipment

like

spectrophotometer, density meter, micro lab etc. to conduct on the spot tests at various
stages of production. A typical bottling line will consist of uncaser-pre wash inspection
station - conveyers - bottle washer - post wash bottle inspection station filler - final light
inspection station - conveyor -and caser. Water treatment plant supplies treated water
for beverages and syrup preparation. Plant utilities support the production fulfilling the
requirement of compressed air, refrigeration, power and steam supply.

Critical Success factors as perceived by the organization:

Critical success factors that the company has identified are Product quality, availability,
affordability, and freshness of the product. In the words of Mr. Doug Daft, "The Coca Cola Company exists to benefit and refresh everyone who is touched by our business."
The Company believes that good environmental performance and environmental
leadership will make its operations more efficient, cost effective and lead to high quality
product. It also believes that good environmental performance will enhance its
community relations and leadership in the market place. The eKO policy clearly states
that "We will conduct our business in ways that protect, preserve and enhance the
environment"
"Implementation of Coca - Cola Environment Management System, eKO system,
throughout our organization will help us to protect and grow our business through
continued environmental leadership. This management system should be the part of the
annual business planning process of all groups, divisions and bottlers in our system. I
encourage all company associates to use the eKO system to help us continue to improve
our record of environmental excellence."

PRODUCT PROFILE
Coca Cola has a wide range of products at different volumes

PRODUCT LINE
Coca Cola
Thumps Up
Sprite
Fanta
Limca
Maaza (RGB)
Maaza Tetra
Minute maid
Kinley Soda
Kinley Water
Bonaqua water

PRODUCT VOLUMES AVAILABLE

 200 ML
250 ML
300 ML
330 ML
400MLN ,
600 ML
1LT
1.2 LT.
1.25LT
2 LT.

The world's favorite drink. The world's most valuable brand. The most recognizable word
across the world after OK.
Coca - Cola has a truly remarkable heritage. From a humble beginning in 1886, it is now
the flagship brand of the largest manufacturer, marketer and distributor of non-alcoholic
beverages in the world.
In India, Coca-Cola was the leading soft-drink till 1977 when govt. policies necessitated its
departure. Coca-Cola made its return to the country in 1993 and made significant
investments to ensure that the beverage is available to more and more people, even in
the remote and inaccessible parts of the nation.
Coca-Cola returned to India in 1993 and over the past ten years has captured the
imagination of the nation, building strong associations with cricket, the thriving cinema
industry, music etc. Coca-Cola has been very strongly associated with cricket, sponsoring
the World Cup in 1996 and various other tournaments, including the Coca-Cola Cup in

Sharjah in the late nineties. Coca-Cola's advertising campaigns Jo Chaho Ho Jaye and
Life Ho to Aisi were very popular and had entered the youth's vocabulary. In 2002,
Coca - Cola launched the campaign "Thanda Matlab Coca-Cola" which sky-rocketed
the brand to make it India's favorite soft-drink brand. In 2003, Coke was available for
just Rs. 5 across the country and this pricing initiative together with improved distribution
ensured that all brands in the portfolio grew leaps and bounds.
Coca-Cola had signed on various celebrities including movie stars such as Karishma
Kapoor, cricketers such as Srinath, Sourav Ganguly, southern celebrities like Vijay in the
past and today, its brand ambassadors are Aamir Khan, Aishwarya Rai, Vivek Oberoi
and cricketer Virendra Sehwag.

Water, a thirst quencher that refreshes, a life giving force that washes all the toxins
away. A ritual pure Water, a thirst quencher that refreshes a life giving forces that washes
all the toxins away. A ritual purifier that cleanses, purifies, transforms. Water, the most basic
need of life, the very sustenance of life, a celebration of life itself.

The importance of water can never be understated. Particularly in a nation such as India
where water governs the lives of the millions, be it as part of everyday rituals or as the
monsoon which gives life to the sub - continent.
Kinley water understands the importance and value of this life giving force. Kinley water
thus promises water that is as pure as it is meant to be. Water you can trust to be truly
safe and pure.
Kinley water comes with the assurance of safety from the Coca - Cola Company. That is
why we introduced Kinley with reverse-osmosis along with the latest technology to ensure
the purity of our product. That's why we go through rigorous testing procedures at each
and every location where Kinley is produced. Because we believe that right to pure, safe
drinking water is fundamental. A universal need that cannot be left to chance. Fire that
cleanses, purifies, transforms. Water, the most basic need of life, the very sustenance of
life, a celebration of life itself.

Maaza was launched in 1976. Here was a drink that offered the same real taste of fruit
juices and was available throughout the year.

In 1993, Maaza was acquired by Coca Cola India. Maaza currently dominates the fruit
drink category.

Over the years, brand Maaza has become synonymous with Mango. This has
been the result of such successful campaigns like Taaza Mango, Maaza Mango and
Botal mein Aam, Maaza hain Naam". Consumers regard Maaza

As wholesome, natural, fun drink which delivers the real experience of fruit.

Position:
The current advertising of Maaza it as an enabler of fun friendship moments between
moms and kids as moms trust the brand and the kids love its taste. The campaign builds
on the existing equity of the brand and delivers a relevant emotional benefit to the moms
rightly captured in the tagline "Yaari Dosti Taaza Maaza"

Worldwide Sprite is ranked as the No. 4 soft drink & is sold in more than 190 countries. In
India, Sprite was launched in year 1999 & today it has grown to be one of the fastest
growing soft drinks, leading the Clear lime category. Today Sprite is perceived as a youth
icon. Why? With a strong appeal to the youth, Sprite has stood for a straight forward and
honest attitude. Its clear crisp refers hingtaste encourages the today's youth to trust
their instincts, influence them to be true to who they are and to obey their thirst.

Lime n Lemony Limca, the drink that can cast a tangy refreshing spell on anyone,
anywhere. Born in 1971 Limca has been the original thirst choice, of millions of

consumers for over 3 decades. The brand has been displaying healthy volume growths
year on year and Limca continues to be the leading Flavor soft drink in the country. The
success formula? The sharp fizz and lemony bite combined with the single minded
positioning of the brand as the ultimate refresher has continuously strengthened the
brand franchise. Limca energizes refreshes and transforms. Dive into the zingy
refreshment of Limca and walk away a new person

Internationally, Fanta - The 'orange' drink of The Coca - Cola Company, is seen as one of
the favorite drinks since 1940's. Fanta entered the Indian market in the year 1993. Over
the years Fanta has occupied a strong market place and is identified as The Fun
Catalyst. Perceived as a fun youth brand, Fanta stands for its vibrant color, tempting taste
and tingling bubbles that not just uplifts feelings but also helps free spirit thus encouraging
one to indulge in the moment. This positive imagery is associated with happy, cheerful and
special times with friends.

Strong Cola Taste, Exciting Personality

Thums Up is a leading carbonated soft drink and most trusted brand in India. Originally,
introduced in 1977, Thums Up was acquired by The Coca -

Cola Company in 1993.

Thums Up is known for its strong, fizzy taste and its confident, mature and uniquely
masculine attitude. This brand clearly seeks to separate the men from the boys.

Minute

Maid

(A

62

year

success

story)

The history of the Minute Maid brand goes as far back as

1945 when the Florida Foods Corporation developed
orange juice powder. The company developed a process
that eliminated 80 percent of the water in orange juice,
forming a frozen concentrates that when reconstituted
created orange juice. They branded it Minute Maid, a name
connoting the convenience and the ease of preparation (In
a minute). Minute Maid thus moved from a powdered
concentrate to the first ever orange juice from concentrate.
The initial communication stressed the superior taste
of Minute Maid compared to canned orange juice, as well
as the time savings in preparation compared to squeezing
fresh oranges

One

of

the

worlds

largest

juice

and

juice

drink

brands

Minute Maid brand has clearly become one of the worlds largest juice and juice
drink brands. The launch of Minute Maid Pulpy Orange in India (starting with the south of
the country) is aimed to further extend the leadership of Coca-Cola in India in the juice
drink category.

RECRUITMENT

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important
function of the HR department , because unless the right type of people are hired, even the best plans,
organization chart and control system would not do much good.
Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies.
Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job
specification.
It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule
and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection
of an effective workforce
Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employee effective measures to attracting that manpower in adequate number to
facilitate effective selection of an effective workforce.
Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating
them to apply for the jobs in the organization.
It is the process of finding and attracting capable applicants for employment. The process begins when new
recruits are sought and ends when their application are submitted. The result is a pool of applicants from which
new employees are selected.

Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories, namely

1: Direct method
2: Indirect method
3: Third party method
DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional institutions,
employees contact with public and mannered exhibits. One of the widely used methods is sending the recruiters
to different colleges and technical schools. This is mainly done with the cooperation of the placement office of
the college. Sometimes, firms directly solicit information form the concerned professors about student with an
outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and
using mobile offices to go the desired centers.

INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals,
technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the
most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for
recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local
newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative
employees.
The main point is that the higher the position in the organization the more dispersed advertisement is likely to
be. The search for the top executive might include advertisement in a national periodical, whereas the
advertisement of the blue color jobs usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be
borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader join the company.

Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a
local, state or a nation- wide circulation.

THRID PARTY
These include the use of commercial or private employment agencies, state agencies, and placement offices of
schools colleges and professional associations recruiting firms, management consulting firms, indoctrination
seminars for college professors, and friends and relatives.
Private employment agencies are the most widely used sources. They charge a small fee from the applicant.
They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer
staff, engineers and executives.
State or public employment agencies are also known as the employment or labour exchanges, are the main
agencies for the public employment. Employers inform them of their personnel requirement, while job seekers
get information for them about the type of job are referred by the employer.
Schools and colleges offer opportunities for recruiting their student. They operate placement services where
complete bio data and other particular of the student are available.
Professional organization or recruiting firms maintain complete information records about employed executive.
These firms maintain complete information records about employed executives. These firms are looked upon as
the head hunters, raiders, and pirates by organization which looses their personnel through their efforts.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method
1: Number of initial enquires received which resulted in completed application forms
2: Number of candidates recruited.
3: Number of candidates retained in the organization after six months.
4: Number of candidates at various stages of the recruitment and selection process, especially those short listed.

Objective of recruitment

1: To attract with multi dimensional skills and experience that suite the present and future organization
strategies.
2: To induct outsider with new perspective to lead the company.
3: To infuse fresh blood at all levels of organization.
4: To develop an organizational culture that attracts competent people to the company.

5: To search or headhunt people whose skill fit the companys values.

6: To seek out non-conventional development grounds of talent
7: To devise methodology for assessing psychological traits.
8: To search for talent globally not just with in the company.
9: To design entry pay that competes on quality but not on quantum.
10: To anticipate and find people for position that doesnt exists yet.
Recruitment represents the first contact that a company makes with potential employees. It is through
recruitment that many individuals come to know about the company and eventually decide whether they wish to
work for it.
The recruitment process should inform qualified individuals about the job so that applicant can make
comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.
1: Internal factors: These includes
0
- Companys pay package
1
- Quality of work life
2
- Organizational culture
3
- Companys size
4
- Companys product
5
- Growth rate of the company
6
- Role of trade unions
7
- Cost of recruitment

2: External factors: These include

0
1
2
3
4

- Supply and demand factors

- Employment rate
- Labour market condition
- Political, legal and government factors
- Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies 0
- Government polices
1
- Recruitment sources
2
- Recruitment needs
3
- Recruitment cost
4
- Organizational and personal policies
Theories Regarding Recruitment
Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the prospective
employee also has taken the decision whether or not to apply for the given job vacancy. The individual take the
decision usually on three different basic:
1: The objective factors
2: The critical contact
3: The subjective factor

The objectives theory views that the process of organizational choice as being one of weighing and evaluating
set of measurable characteristic of employment offers, such pay, benefits , location, opportunity for
advancement, the nature of job to performed, and education opportunities.
Whereas, the critical contact theory suggests that the typical candidates is unable to make a meaningful
differentiation of organizations offers in terms of objective or subjective factors, because of his limited or very
short contact with the organization. Choice can be made only when applicant can readily perceive the factors
such as the behavior of the recruiters, the nature of the physical facilities, and such as the efficiency in
processing paper work association with the application.
On the other hand, the subjective theory emphasizes the congruence. Here the choices are made on highly
personal and emotional basis.

Recruitment Process
Recruitment process involves a systematic procedure from sourcing the candidates
to arranging and conducting the interviews and requires many resources and time. A
general recruitment process is as follows:
Identifying
the
vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
Poststobefilled
Numberofpersons
Dutiestobeperformed
Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of

employees (Advertising etc).

Short-listing and
characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

identifying

the

prospective

employee

with

required

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.

Evaluation of recruitment process

The following are the evaluation of the recruitment process:
1: Return rate of application sent out.
2: Number of suitable candidates for selection.
3: Retention and performance of the candidate selection.
4: Cost of recruitment
5: Time lapsed data.
6: Comments on image projected.

PHILSOPHIES OF RECRUITEMT
Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so that they can make the
right decision before taking up the jobs. It includes positive and the negative aspects of the job.

2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicants preference for the work
match the characteristic of the job. The JCQ is designed to collect information on all aspects of the job which
have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The underlying
assumption of JCQ is that, greater the compatibility between an applicants preference for the job and
characteristic of the job as perceived by the job seeker, the greater the probability of employee effectiveness and
longer the tenure.

SELECTION

Selection is a negative process and involves the elimination of candidates who do not have the required skills
and qualification for the job proposed. Also it is a process of differentiating between applicants in order to
identify and hire those with grater likelihood of success in job.
The objective of selection decision is to choose the individual who can most successfully perform the job from
the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain
whether the candidates specifications are matched with the job specifications and recruitment or not.
Selection process or activities typically follow a standard patter, beginning with an initial screening interview
and concluding with final employment decision. The traditional selection process includes: preliminary
screening interview, completion of application form, employment test, comprehensive interview, background
investigation, physical examination and final employment decision to hire.

Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In
some companies, each department screened and hired its own employees. Many mangers insisted on screening
their own employees as they thought no one else could do that as efficiently as they themselves.
But now selection is centralized and handled by the Human Resource Department. This type of arrangement is
also preferred due to some of these advantages:
1
- It is easier for the application because they can send their applications to a single centralized
department.
2
- It facilitates contact with applicants because issues pertaining to employment can be cleared through
one central location.
3
- It helps operating managers to concentrate on their operating responsibilities. This is especially helpful
during the chief hiring period.
4
- It can provide for better selection because hiring is done by specialist trained in staffing techniques.
5
- The applicant is better assured of consideration for a greater variety of jobs.
6
- Hiring cost is cut because duplication of efforts is reduced.
7
- With increased governmental regulation on selection process, it is important that people who know
about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to
make a job offer and how attractive the job offer should be.

Selection process

Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only when there is effective matching. By selecting best candidate for
the required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of
data. While selection is a negative process as the inappropriate candidates are rejected
here. Recruitment precedes selection in staffing process. Selection involves choosing the
best candidate with best abilities, skills and knowledge for the required job.
The Employee selection Process takes place in following orderPreliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined
how much the candidate knows about the company. Preliminary interviews are also called
screening interviews.

Application blanks- The candidates who clear the preliminary interview are required to fill
application blank. It contains data record of the candidates such as details about age,

qualifications, reason for leaving previous job, experience, etc.

Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively
assess the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job
or not. But such interviews consume time and money both. Moreover the competencies of the
candidate cannot be judged. Such interviews may be biased at times. Such interviews should
be conducted properly. No distractions should be there in room. There should be an honest
communication between candidate and interviewer.

Medical examination- Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances of employee absenteeism.

Appointment Letter- A reference check is made about the candidate selected and then
finally he is appointed by giving a formal appointment letter.

BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and commitment towards the given
job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These
reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the
perception he has or he made up while talking or looking at the individual. This way he does not see through the
caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.
2: Fairness: During the selection process the interviewer does not select the individual on the basis of his
knowledge and hence the right type of the candidates is not selected.
3: Pressure: The people from the HR department and also have a lot of pressure from the top management and
from other top class people for selecting the candidates they want. This ways the purpose of effective selection
process of effective selection process is defeated as they have to select that individual whether or not he is
capable of the job that is being offered.

ESSENTIAL OF SELECTION PROCEDURE

1
- Someone should have the authority to select.
2
- There must be sufficient number of applicants from whom the required number of employees to be
selected.
3
- There must be some standards of personnel with which a prospective employee may be compared.

FACTORS EFFECTING SELECTION DECISION

Includes:
- Profile matching
- Organization and social environment
- Multi correlations
- Successive hurdles

Recruitment and Selection in Coca-Cola Company

Recruitment Process
Recruitment process is well established first of all we give ads in news paper , company website,
institutions etc. Once we receive an application form, from candidates with required documents
and CV.
Internal Recruitment
External Recruitment

Selection Process

The selection process will vary on the position youre applying for, as one process cant fit all
the different roles we have here at CCE. However, in most case a combination of any of the
following tools will be used

1. Interview
The interview is designed . Well ask for examples of how you behaved in the
different situations, maybe at school, university, a club, at home or in previous jobs.
This is not designed to catch you out and our interviewers will never try and trick
you into an answer. Be honest, be yourself and it should be an enjoyable
experience.

Also, dont forget that this is your chance to find out more about us and ask
questions. Remember, interviews are two-way process so use it to understand the
nature of the role and to make sure it really is what youre looking for.

2. Group Exercises
Were very much a team at CCE so these will show us how effectively you work
with people. Theyre a good opportunity for us to see how you communicate,
influence and involve other people in the workplace.

3. Presentations
Presentations give the chance to show your ability to communicate to a group
of people on a specific topic. You may be given a topic in advance or on the day, but
dont worry youll have plenty of time to prepare.

4. Psychometric Tests
Psychometric tests are timed exercises that examine your abilities and
potential. On occasions, we may also use a personality assessment tool that is
designed to find out more specific things about you. If youre asked to complete a
psychometric test, well send you information and advice in advance on how to
prepare.

5. Role Plays / Situational Exercises

3
Designed to assess how you react in certain situation, these help to highlight
particular skills and how well youre suited for a position. You may be given facts
and figures to review , or a report to c3omplete ; we may also have an assessor
acting as a customer or employee to simulate a situation that 3co3uld occur in the
workplace. Dont worry , youll be given a brief and ample time to prepare.

33

RESEARCH OBJECTIVE
1. To study the philosophies of recruitment at Coca-Cola.
2. To gain insight regarding the recruitment procedure being followed at Coca-Cola.
3. To determine the factors influencing the recruitment process.
4. To determine the selection procedure at Coca-Cola.
5. To study various method of selection at Coca-Cola.
6. To determine the factors affection selection decision.

RESEARCH
METHODOLOGY
RESEARCH PROBLEM: - A Project Report on Recruitment and Selection of
EMPLOYEES AT Coca-Cola Company .

DATA COLLECTION METHOD:

All the data used here in Project is Secondary data.

RESEARCH DESIGN:

Descriptive research and qualitative type of survey are conducted . The descriptive research is
description of the state of affairs as it exists at present such a result we were required in
analytical form.

FINDINGS
In Coca-Cola Company, recruitment and selection process play very important role because
according to this process, we can find the right employees for the right job at the right time. In
recruitment process, we need the help of both internal and external source by given ads in
newspaper, company website, institution etc. In selection process, we have different- different
criteria for selection of employees for different-different posts. There are the following criteria
which has given below1. Interview where the interviewee is asked to reveal more about him and his experiences.
2. Group Exercises mainly focus on team work and inculcating such teamplaying habits in
employees and checks how they communicate, influence and involve other people in the
workplace.
3. Presentations where interviewee is given chance to show their ability to communicate to
a group of people on a specific topic.

4. Psychometric Tests which are timed exercises that examine interviewees abilities and
potential. And On occasions, interviewers may also use a personality assessment tool
that is designed to find out more specific things about interviewee.
5. Role Plays / Situational Exercises are meant to judge interviewees on their reflex actions
besides that these also help to highlight particular skills and how well these interviewees
suit for a position.

Conclusion

This present the summary of the study and research done in relation to the Recruitment
and Selection in Coca-Cola Company. The conclusion is drawn from the study and
research of the company regarding the recruitment and selection process carried out
there.
The recruitment process at Coca-Cola Company to some extent is not done objectively
and therefore lot a bias hampers the factors of the employees. That is why the search or
headhunt of people should be of those whose skill fits into the companys values.
Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new ideas enters in the company.

Selection process is good but it should also be modified according to the requirement and
should job profile so that the main objective could be achieved.

suggestions

1. Manpower recruitment for each department in the company is identified well in

advance.

2. If the manpower requirement is high and the recruitment team of the HR department
alone cannot satisfy it, then help from the placement agencies is needed.

3. Time management is very essential and it should not be ignored at any level of the
process.

4. The recruitment and selection through placement agencies as the last resort and is
utilized only when need.

5. The recruitment and selection procedure should not to lengthy and time consuming.

6. The candidates called for interview should be allotted timing it should not overlap
with each other.

Bibliography

1. Aswathappa K, Human Resource & Personnel Management, Tata McGraw- Hill Publishing Co. Ltd.,
New Delhi, Sixth edition 2001,

2. Kothari C.R., Research methodology methods & techniques,

3. Prakasan publishing Co. Ltd., New Delhi, Sixth edition 2001.

4. Human Resources Management by P.Subarao

Search engines
1. www.google .com
2. www.coca cola. com
3. www.wikipaedi .com