Employee Job Satisfaction at Hindustan Coca-Cola

A STUDY ON EMPLOYEE JOB SATISFACTION
IN
HINDUSTAN COCA-COLA BEVERAGES PVT., LTD.,
Moula-Ali, Hyderabad
A Project Report submitted to in partial fulfillment of the requirement
For the award of degree of
MASTERS OF BUSINESS ADMINISTRATION
Submitted by SHAIK
FARHEEN (Regd.No:
12F21E0065)
Under the Esteemed Guidance of faculty supervisor
Mrs.Md.AYESHA, MBA
ASSISTANT PROFESSOR
Department of MBA
GATES INSTITUTE OF TECHNOLOGY
(Approved by A.I.C.T.E. and affiliated to J.N.T.University, Anantapuram)
GOOTY
Employee Job Satisfaction Page 1

DECLARATION
I hereby declare that the project entitled “STUDY ON EMPLOYEE JOB

SATISFACTION” in “HINDUSTHAN COCA-COLA BEVERAGES PVT LTD”, Moula-Ali
unit, Hyderabad in the partial fulfillment of the required of MBA program 2012-2014 under
J.N.T.University, Anantapuram is genuine up to my knowledge and information has been
collected from directly Executives and Operators of the company and also from the internet
sources.
This bonafied work under taken by me is original and is done for educational purpose and
has not submitted to any other university or institute for the award of any other degree or
diploma.
DATE: SHAIK FARHEEN
PLACE: GOOTY 12F21E0065
Signature of the Student

ACKNOWLEDGEMENT
The satisfaction and exhilaration that accompanies the successful completion of all my
tasks would be incomplete without mentioning the people who made it possible, whose constant
guidance and encouragement, crowned all my efforts with success.
At the outset we thank our honorable Correspondence V.K. Sudheer Reddy garu, for
providing up with good faculty of M.B.A., for his moral support through the course.
We record our sincere thanks and gratitude to our Principal Dr .A. Ramesh garu who has
always been a motivating force behind us.
Last but no means the least I would like to convey my special thanks to Sir.
S.Md.GHOUSE garu and all the MBA faculty members of Gates Institute of Technology for
providing me all the needed inputs and facilities for the successful completion of the project.
I am very thankful to my visiting faculty guide, Mrs.Md.AYESHA, madam, Gates

Institute of Technology, Gooty. For his valuable inputs, guide, support and co-operation all along
the project. This project would not have been possible without her help.
SHAIK FARHEEN

TABLE OF CONTENTS
S.NO INDEX PG.NO

CHAPTER-I
Introduction
1 Objective of the study
Need of the study
Scope of the study 6-22
Limitations
Methodology
CHAPTER-II
2 Subject Content 23-32

CHAPTER-III
3 Company & Industry 33-67
Profile
CHAPTER-IV
4 Analysis & Interpretation 68-89
of Data
CHAPTER-V
Findings
Suggestions
5
Conclusion
Bibliography 87-98
Annexure

CHAPTER -I
INTRODUCTION
OBJECTIVE OF THE
STUDY
NEED OF THE STUDY

SCOPE OF THE
STUDY
LIMITATI
ONS

M
ETHODOLOGY
INTRODUCTION:
HUMAN RESOURCE MANAGEMENT:
"Human Resource Management is the systematic control of network of interrelated process
affecting and involving all members of an organization". Our greatest asset is people. Most of the
managers know perfectly well that of all the resource, people are the least utilized and title of
Human potential of any organization is tapped and put to work, the manager must treat the
people with whom he works as resources to himself. He has to look to them for guidance
regarding his own job. Human Resource Management (HRM) is the function within an
organization that focuses on recruitment of, management of, and providing direction for the people
who work in the organization. Human Resource Management can also be performed by line
managers.
Human Resource Management is the organizational function that deals with issues related
to people such as compensation, hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, administration, and training.
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who individually
and collectively contribute to the achievement of the objectives of the business. The terms "Human
Resource Management" and "Human Resources" (HR) have largely replaced the term "personnel
management" as a description of the processes involved in managing people in organizations.
Human Resource management is evolving rapidly. Human resource management is both an
academic theory and a business practice that addresses the theoretical and practical techniques of
managing a workforce.

HRM Activities:
Human Resource Planning.

Recruitment, selection & placement
Orientation, Training & Development
Job analysis and design
Performance Appraisal
Safety and health
Wages & Salary administration
Human Relations
Objectives of HRM:
To ensure effective utilization of HR.

All other organization resources will be efficiently utilized by the HR.
To develop the individuals up to a maximum extent by providing them the necessary
training & advancement.
To develop maintain high morale and cordial relations with the organization.
To manage the change for the advantage of individuals groups the organization and the
society
HR Practices:
1. HRM: HRM means employing people, developing their resources, utilizing,

maintaining and compensating their services in tune with job and organizational
requirements with a view to contribute to the goals of the organization, individual and
society.
2. Job Design: It is defined as the process of deciding on the content of a job intern of
duties and responsibilities of job holders on the method to be aged in carrying out the job

in terms of techniques, system and procedure and the relationship that should exist
between the job holder and his superiors, sub ordinates and colleagues.
3. Job Rotation: it refers to the movement of an employee from one job to another job
they are not actually changed only the employees are rotated among various jobs.
4. Job Enlargement:
5. Job Enrichment:
6. Human Resource Planning
7. Recruitment:
8. Selection:
9. Placement:
10. Training:
Sources of job satisfaction:
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Satisffacti on n
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Ways of measuring job satisfaction:
Working condition
Job security
Career development
Performance Appraisal
Training & Development
Merits of Job Satisfaction
1. Sets people management priorities for CEO.

2. Detects potential problem areas early.
3. Evaluate success of policies and practices.
4. Makes employees feel evolved and cared about.
5. Customer and employee satisfaction are linked.
Demerits of Job Satisfaction:
1. Managers could get lost in dates.

2. In action could destroy credibility.
3. Periodic change could paralyze company.
4. Employee my not reveal inner most feelings.
5. Too general in scope to effect individuals.
SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT:
The Human Resources (HR) function provides significant support and advice to line
management. The attraction, preservation and development of high caliber people are a source of
competitive advantage for our business, and are the responsibility of HR.
BUSINESS PRACTICE:

Human resources management comprises several processes. Together they are
supposed to achieve the above mentioned goal. These processes can be performed in an HR
department, but some tasks can also be outsourced or performed by line-managers or other
departments.
Workforce planning
Recruitment (sometimes separated into attraction and selection)
Induction and Orientation
Skills management
Training and development
Personnel administration
Compensation in wage or salary
Time management
Travel management (sometimes assigned to accounting rather than HRM)
Payroll (sometimes assigned to accounting rather than HRM)
Employee benefits administration
Personnel cost planning
Performance appraisal
PERSONAL/HR Aspects in HCCBPL

Recruitment Procedure:-
HCCBPL follows both external and internal recruitment. Internal sources include promotion and
transfers to employees to fill the position where there is a requirement.
External sources
Campus recruitments
Advertisement in largely circulated news paper
Direct recruitment
Recommendations-Employee referrals

Recruitment panel: Each position will be having a unique recruitment panel. The panel constitute
of the following:
Hr position owner
Reporting manager
Functional head
Selection Procedure:-
A total of three interviews will be held; at each level all candidates found suitable will be moved
to the next. A single panel constituting Hr position owner, reporting manager, functional head
conclude the exercise.
Successful candidates will be subject to final reference check
Medical test: Medical test is to be done before he is placed in the job.
Training and Development:-
Basing on the performance rating scales, off total 100%
-70% of the training is through on the job
-20% of the training is through classroom
-10% of the training through external training
In case of external training, the trainers are called from workers educational centers.
For the purpose of development; team building programs , group discussions are conducted
periodically to the employees of each department and discuss the problems and also to reach the
target.

Performance Appraisal:-
HCCBPL is following two types of performance appraisal systems:
Conformation Appraisal:
After the completion of six months all associates are appraised in the prescribed form.
Annual Appraisal:
In case of annual appraisal basing on KRA’s appraisal will be reviewed. Period of appraisal is
from Jan- Dec of previous year.
Objectives of KRA’S
Improvements in systems or positions

Innovations relevant to work requirement
Personal development weight ages
Technical competencies
All reviews are recorded in the prescribed format and sent to Hr department through HRIS
before 15 Feb of the following year.
Wage and Salary Administration:
Job classification is done based on classification, experience, skills, level of responsibility

necessary to perform the job and its experience.
Wage Determination Factors in HCCBPL:
Capacity of the company to pay

Government factors
Bargaining power of trade unions
Prevailing wages rates of the company
Depends on cost of living index
Components of Wage and Salary:

Basic+ DA
Increments:
Depending of the performance of an individual
Wage Incentive Norms:
Depends on the production scheme incentives are to be decided by the factory manager.
For every three and half years, long term settlement meeting they will discuss issues regarding
increments, incentives and bonus. Meeting consists of recognized union members and
management.
Trade Unions:
Any combination of persons whether temporary or permanent formed primarily for the purpose
of regulating the relations between workmen or between employers or for imposing restrictive
conditions on the federations of two or more trade unions.
Voluntary associations of employees formed to promote and protect their interest through
collective action.
Trade Unions in HCCBPL:
TNTUC: Telugu nadu trade union committee
CITU: Centre of Indian trade union
INTUC: Indian national trade union congress
TUC- Telangana trade union council
At present the recognized trade union is TNTUC.

Equal trade unions for contract labor
Time Office Management:

Records Maintained in Time Office Management:
Visitors
Project trainee
Daily data file
Plant tour register
Daily activities report
Work permit checking
Courier box
Pay slips and health card
Cards:
Identity cards issued under two categories
Visitors
Contractors
They are represented with colors and under preference of work , security will allot a card and
allow.
Green- All areas

Red- Chilling plant, ETP, Boiler, WTP, DG
Orange- Shipping, Warehouse, Forklift area
Blue- Process areas, QA labs, Shipping, Warehouse
Yellow- Process areas, lines, Syrup room, QA
ISO CERTIFICATIONS:

HCCBPL plants and operations are periodically audited internally and by independent external
agencies for straigent adherence to various parameters on quality, safety, environment, hygine,
and energy efficiency among other standards. We have received the following certifications.
ISO 9001:2008- Environment protection
1. ISO - ISO 14001:2004
ISO 22000:2005
2. OHSAS-OHSAS 18001:2007- Occupational health and safety assessment services.

3. FSSC-FSSC22000 Food safety security certificate.
THE MAJOR ISSUES & CHALLENGES FACED BY HR MANAGER
Health & Welfare, retirement, change management, compensation, Employee

rewards, HR effectiveness measurement, HR technology selection & implementation, industrial

relations, Leadership development, Learning and development, Legal/Regulatory compliance,
M&A integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of
employees, Recruitment and availability of skilled local labour, retention and succession
planning.
SEVEN MAJOR RESPONSIBILTIES OF HRM:
1. Recruitment: identifying job requirements, estimating the people and skills requirements.
2. Selection: Choosing the most suitable personnel.
3. Retention: Creating the conditions necessary for rewarding performance and providing
healthy conductive work environment.
4. Development: Preserving and improving employee's knowledge, skills and abilities and
other characteristics.
5. Motivation: Developing the techniques that reflect the needs of each individual, job
satisfaction, behavioral and structural methods for stimulating performance,
compensation and benefits etc..,
6. Assessment: Evaluation of behavior, attitude and performance.
7. Adjustment: Activities intended to maintain compliance with culture and policies.
Objective of the study:
1. To identify the reasons for their job satisfaction and dissatisfaction in HCCBPL.
2. To assess the expectations/satisfaction levels of the employees of the HCCBPL.
3. To focus on knowing trust relationship among the employees.

4. To know the welfare measures and living environment provided for the employees.
5. To recommend measures for improving the satisfaction levels of employees, so as to
enable them to improve their performance.
Need for the study
Job satisfaction has a major influence on human performance through its impact on
individual motivation and job satisfaction. Individual in the organization has certain expectations
and fulfillment of these expectations depends upon their perception as to how the employee's

satisfaction, of their needs job satisfaction provides the type of work environment in which
individual feels satisfied or dissatisfied. The questionnaire assesses the employee's attitude towards
the organization. The result will enable work groups and management to identify strong and weak
dimensions in order to plan and impelled action to improve the functioning of the weaker
dimensions. The survey focuses on job satisfaction or dissatisfaction.
Scope of the study
The study is confined to Hindustan Coca-Cola Beverages Private Limited at Moula-ali, Hyderabad.
Interpersonal relations

Training and development
Career advancement opportunities
Pay and benefits working conditions
Communications
Performance management
Recognition
RESEARCH DESIGN OF THE STUDY:
Gathering and presenting the statements of the facts through Questionnaire method and
interacting with executives and operators.
Sources of Data

Primary data
Structured questionnaire.
Secondary data
The secondary data was collected from
Books
Organizational website
Secondary data includes the data which was collected from some earlier research work.
Efficacious use of secondary data can both save money and time of researcher. The researcher
using the secondary data must also know the fundamentals of Primary data collection. Secondary
data is a valuable source of data. Though the secondary data is less expensive and can be
collected within a short time-period, yet they do not solve the research problems completely.
This may be due to different units of its measurement: Different classes employed to the report
data, which may not be adequately processed: It may not be sufficient and so on.
STATISTICAL TOOL EMPLOYED:
Percentage and survey methods were used to smooth out the differences in data for a
uniform analysis. It was also felt that interpretation would be easier with percentage method.
Pie-charts, Bar Charts, Line Graphs were used to represent the data.
Steps in methodology:
a. The first step involves analyzing the absenteeism levels in HCCBPL. This focuses on
studying the reasons for employee absenteeism in the company.
b. Then questionnaire is issued to the employees to know their level of commitment to the
company.
c. The data is collected from the employees and is used for analysis.

d. The data collected is properly analyzed using appropriate tool.
e. The findings are listed and suggestions given to reduce the Absenteeism rate in HCCBPL.
Research Design (Sampling Procedure)
Total Population : 261
Target population : 110
Sample size : 110
Sample unit : Operators and executives
Sample Element : Operators and executives (110)
Sample method : Random sampling
Extent of the study : Moula-ali plant, Hyderabad
Period of study : 18 June 2014 to 22 June 2014
Limitations of the study:
Any work carries some sort to limitations, due to certain available and unavailable
reasons. The following is the limitations of the study.
The project work has been done for the short period of time. This short time may
lead to some conclusions, which is long run may not be valid.
The accuracy of the analysis and conclusion drawn entirely depends upon the
reliability of the information provided by the employees.
Study may not be the true representations of the facts as only a sample size of 60
employees is taken.

CHAPTER – 2

SUBJECT
CONTENT
JOB SATISFACTION
Job satisfaction describes how content an individual is with his or her job. It is relatively
recent terms since in previous centuries the jobs available to the particular person were often
predetermined by the occupation of the person’s parent. There are a variety of factors that can
influence a person’s level of job satisfaction. Some of these factors include the level of pay and
benefits, the promotion system within a company, the quality of the working conditions, leadership
and social relationship, the job itself.
The happier people are within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation, although it is clearly linked. Job design aims to
enhance job satisfaction and performance methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reaction to their job.

Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of one’s job; an effective reaction to one’s job; and an attitude towards one’s job.
Job satisfaction is the favorableness or un-favorableness with which the employees view
his work. It expresses the amount of agreement between one’s expectation of the job and the
reward that the job provides. Job satisfaction is a part of life satisfaction. The nature of one’s
environment of job is an important part of life as job satisfactions influence one’s general life
satisfaction.
Job satisfaction, thus, is the results of various attitudes are related to the job under condition
with such specific factors such as wages. Supervisors of employment, condition of work, social
relation on the job, prompt settlement of grievance and fair treatment by employer.
However, more comprehensive approach requires the many factors are to be included
before a complete understanding of job satisfaction can be obtain. Such factors as employees
age, health temperature, desire and level of aspiration should be considered. Further his family
relationship, social status, recreational outlets, activity in the organizations etc., contribute
ultimately to job satisfaction
Every individual enters an organization with an idea to satisfy his needs and every
organization takes an individual with an idea of using his services in achieving the goals. The
individual expects something from the organization and organization expects something from
individual. There should not be any gap between the expectations of both. If their exists any gap,
then it results in dissatisfaction on both sides
THEORIES OF JOB SATISFACTION:
Affect Theory:
Edwin A.Lockes Range of Affect Theory (1976) is arguably the most famous job
satisfaction model. The main premises of this theory are that satisfaction is determined by a
discrepancy between what one wants in a job and one has in a job. Further, the theory states that
how much one values a given facet of work moderates how satisfied/dissatisfied one becomes

when expectations are / are not met. When a person values particular facets of a job, his
satisfaction is more greatly impacted both positively and negatively, compared to one who does
not value the facets. To illustrate, if employee A values autonomy in the work place and
employee B is indifferent about autonomy, then employee A would be more satisfied in a
position that offers a high degree of autonomy compared to employee B, this theory also states that
too much of a particular facets will produces stronger feeling of dissatisfaction the more a workers
values the facets.
Dispositional Theory:
Another well known job satisfaction theory is the Dispositional Theory. It is a very
general theory that suggests that people have innate dispositions that cause them to have tendencies
towards a certain level of satisfaction, regardless of one’s job. This approach became a notable
explanation of job satisfaction in light evidence that job satisfaction tends to be stable overtime and
across careers and jobs. Research also indicates that identical twins have similar levels of job
satisfaction.
This model states that higher levels of self-esteem and general self-efficacy lead to higher
work satisfaction. Having a internal locus of control leads to higher job satisfaction. Finally,
lower levels of neuroticism leads to higher job satisfaction.
Two-factor Theory:
Fredrick Herzberg’s Two-factor Theory is also known as Motivation Hygiene theory and
it explains satisfaction and motivation in the work place. This theory states that satisfaction and
dissatisfaction are driven by different factors motivation and hygiene factors. Motivating factors
are those aspects of the job that make people want to perform and provide people with satisfaction.
These motivating factors are considered to be intrinsic to the job, or the work carried out.
Motivating factors include aspects of the working environment such as pay, company
policies, supervisory practices and other working conditions.
WHY JOB SATISFACTION IS VERY IMPORTANT?

The following reasons make the concepts of job satisfaction very important
Job satisfaction has some relation with the mental health of the people.
Dissatisfaction is with one may have especially volatile spillover effects for
instance, people feel bad about many other things such as family life, leisure activate as
sometimes even life itself. Many resolved personality problems and mal-adjustments
arise out any a person’s inability to find satisfaction in his work both the scientific and
causal observation provides ample evidence that job satisfaction is on impartment for the
psychological adjustment and happy living on individual.
Job satisfaction has some degree of positive correlation with physical health of
individual:
A study by pal more has to come to the conclusion that people who like to work
are likely to like work longer. Where the logic behind such result is not people with greatest
satisfaction tend to have greater income and more education. On the other hand
dissatisfaction with work represent stress in term eventually tasks its toll on the
organization; therefore job satisfaction is essential to maintain health also.
Spread good will of the organization from the point view of an organization:
People who feel good about their work life more apt to vice “favorable
sentiments” about the organization to the community at large, when the good will of the
company goes up, new qualified and dynamic entrants show their interests in joining
organization. Organization thus will be in a position to enjoy the talents of people as job
satisfaction fosters a pervasive residue off public towards the organization.
Individual can ‘live with’ the organization:
A happy and satisfied individual can find it easy to live with inside the organization
as well as outside it. On the contrary, a chronically upset individual makes organization
life vexatious for other with whom he acts.

Reduces Absenteeism and Turnover:
These calculable costs employee turnover and absenteeism are sufficient to accept
the importance of the job satisfaction. Higher job satisfaction reduces labor turnover and
absenteeism and the managers are competed, if they are unconvinced about the merits of
job satisfaction, to give priority, adequate weight age of the job satisfaction. A serious
consequence of job dissatisfaction can be the employee turnover.
Job satisfaction: whose job is it?
Due to rapid changes in the global market place, new and changing technologies
and significant competitions in all industries, paternalistic organization are quickly going
the way of the dinosaur. Today’s employers expect their workers to be self-directed and
responsible for their own career development. A critical component in establishing a
“win-win” relationship between employers and their employees is having a mutual
understanding of the importance of job satisfaction.
Job satisfaction-organization’s view:
Organization hire people to perform specific tasks that help them achieve their business
goals. They want to hire the talent necessary to achieve organizational goals that are consistent
with their mission and profitability. The process of selecting employees is dependent on
accurate job descriptions, reasonable expectations and realistic, self-aware applicants. When
an organization successfully finds people who “fit” the job requirements, who enjoy and are
skilled in the task assigned to meet the organization’s goals and appreciate the organization’s
salary/benefit strategy, a win-win situation is created for the employer and employee.
Historically, the focus of the organization has been to establish a generally

acceptable organizational culture. Organization-proved satisfiers are offered to employers in
exchange for outcomes the organization considers valuable, such as high levels of performance
and loyalty. Organizations benchmark their compensation and benefit strategies to remain
competitive in hiring and retaining talent. They also face increasing expenses in benefits such
as healthcare, retirement investments and tuition reimbursement.

Employers that understand other critical aspects of job satisfaction will gain an
advantage in recruiting, retaining and developing talent. This second aspects is referred to as
job-related satisfiers, the satisfiers and enjoyment that an individual employee experiences
from performing the actual work or tasks of his or her job.
Job satisfaction-employee’s view:
Starting with the end in mind, reflects for a moment on what people might be
looking for when they take a job. Perhaps they are working mainly for a paycheck? May be
their health benefits are most important, or a good retirement plan? Some people may be
interested in tuition reimbursement, opportunities for advancement, or to learn new skills. All
of these types of critical rewards are determined by the organization based on their strategy to
be profitable and competitive in recruiting and retaining people. This is the heart of how
employees and organizations negotiate the value of the labor exchange.
Job-related satisfiers have to do with the employee’s desire to use his/her abilities
to make a contribution, to do meaningful work, and to be valued. These satisfiers are more
directly related to how much we enjoy our day-to-day tasks and our role in the organization.
How we perform on daily task is related to our productivity, and we expect to discuss the
assignment and performance of our work with an immediate supervisor or manager.
The annual performance review is typically the main conversations focus more on
evaluation of performance, goal attainment and salary adjustment; they seldom get to
meaningful conversation about satisfaction with tasks or the “fit” of the current or future
work itself. Also, managers juggle multiple demands to achieve organizational goals, so they
can easily under-appreciate the powerful influence that job-related satisfiers have on
employee’s overall satisfaction. By taking the initiative to communicate with their managers,
employees can help ensure that managers are better able to provide the necessary guidance or
coaching support.

In summary, it is challenging for an organization and manager to identify and
promote employee satisfaction at an individual level. This is surprising because these job-
related satisfiers are highly motivating when met, and are t the heart of productivity and
performance.
Tips to manage your career and job satisfaction:
Become more self-aware. Learn about your aptitude/abilities, values, interest and be
prepared to articulate where you can best contribute and what is important to you.
Practice using both personal and organizational information to analyze and evaluate
different work requirements to help you evaluate what offers a good fit. Since most
professional jobs today are a composite of projects, some will be, more inviting to you than
others. By understanding what you want and taking the opportunity to influence your
manager, you are more likely to gain access to projects that are attractive to you.
Benchmark the type of work you perform in your organization with comparable work in
similar organizations. This broader context will let you see trend and help you to evaluate
the organization provided rewards more objectively.
Identify specifically what is contributing to your satisfaction or dissatisfaction. Make a

list. What items relate to the organization, department or your job? Is there something
you need to learn or to change to improve the situation? Have the job responsibilities altered
over time? Take the time to get at the root of what isn’t working.
Learn how to talk with your manager about what types of projects you enjoy or
specifically identify roles that are appealing. Also share your thoughts about what you
don’t enjoy and why. Remember, at times we all have assignments find work tasks that
are not satisfying.

Find a mentor in the organization to give you feedback and help you find developmental
opportunities to contribute that more closely fit your work profile.
Built a professional support network to keep current on your field and understand the
changes that may be coming.
Develop a relationship with a career professional.
Job satisfaction factors:
What is it that makes people feel satisfied with their job? A management consultant namely Roy
Walters after having spent years on studying job satisfaction and productivity has developed a
satisfaction Potential checklist which contains nine characteristics and if you don’t see them in
your job it is better to seriously search for another job.
The job isn’t monotonous, but allows employees to change pace with varying tasks.
The job does not waste a person’s time and effort. It has been planned in such a way that it
can be done without exerting energy uselessly.
Employees are free to plan their work the way they can do it most effectively.
Employees believe they have a reasonable degree if authority over how their work should
be done.
Employees believe they have adequate opportunities for individual growth and
recognition.
Employees don’t feel too closely supervised, over-instructed or rigidly controlled.

Employees see their job as an integral part of the whole company and each employee is
treated as an individual, not merely a cog in the wheel.

The answer to the question, “How am I doing?” comes from the job itself. Thus,
employees can correct their own errors and improve their technique.
Supervisors offer feedback without causing embarrassment.
In other words, if any employee has to truly enjoy his job and give his best for the organization
the superior has to ensure that the task given to him is not monotonous, routine, mundane and
design it in such a way that he utilizes his energy to his optimum level and still feel fresh, plan
his work the way he consider doing it best, give him reasonable degree of authority,
responsibility and freedom to perform the way he would like to start and complete with the
job, which will give him opportunities for growth, development, recognition and status, ensure
that he doesn’t feel closely supervised, treat him as an integral part of the organization, given
him the freedom and autonomy to improve upon their techniques and offer constructive
feedback which enhance his work ethics.

CHAPTER - 3
INDUSTRIAL PROFILE
& COMPANY
PROFILE
INDUSTRIAL PROFILE:
FOOD BEVERAGE: BACKGROUND
The food beverage industry is composed of companies involved in processing raw food materials
and manufacturing, packaging or distributing food or drink – the steps in food production after

harvesting and before retail purchase. In the food industry, the dairy sector is the largest,
followed by baked and cereal items, and chilled foods. The beverage segment is composed of
alcoholic and non-alcoholic beverages. For alcoholic beverages, beer, cider and other flavored
alcoholic beverages make up the bulk of the market, followed by wine and spirits. In the
nonalcoholic segment, soft drinks far outsell coffee, tea, juice and water. The food and beverages
industry is considered a mature industry; it is very competitive and relies strongly on advertising
to promote brand names.
The food and beverages industry used to be considered the production of food. Which we
now distinguish agriculture as a separate industry. No, the industry is much more focuses in
technology and mechanical manipulation of raw foods to create more value-added food products.
Reliance on transport has increased as the industry has developed to be more global in nature, with
most food products being offered by a handful of globe-spanning corporations.
LEADERS:
In the Food and Beverages Industry, diversification, whether into many different types of
food or beverages or into different preparations, has been shown to be a key to ensuring future
growth. Nestle., the largest Food and Beverage Company in the world, Unilever and Kraft Foods
have all diversified well and performed well, becoming leaders in their market. The nonalcoholic
beverage segment is led by Coca- Cola with PepsiCo.
The key players currently operating in the Indian Food and Beverage Industry including
Dabur India Limited. Godrej Industries Limited, Hindustan lever Limited, Britannia Industries
Limited, ITC Limited, Nestle, PepsiCo, Inc. Cadbury Schweppes PLC, Future groups, RPG
Enterprise and Godrej Agrovet limited.
GROWTH PROSPECT:
With increase in disposable income of consumers, growing awareness among consumers

about health products, rapid urbanization and increasing popularity f convenience foods, food
beverage sector is expected to grow at a high rate. This sector holds a huge potential to grow

because of the increase in advertisement spending, awareness campaign about products in urban
as well as rural areas and large scale transformation.
India’s Food and Beverage Industry is valued at Rs. 3538 billion. India produces above
600 million tons of food products every year and is one of the major producers of food in the
World.
The Food and Beverage Industry registered a growth rate of 8.5% in2005-06. According
to McKinsey’s report, the total beverage consumption will grow at 9% over the next 20 years. Of
which, alcoholic beverage and non-alcoholic beverage will see a spurt of 9.6% and 8.8%
respectively.
FUTURE PLANS:
RNCOS” Indian Food and Beverages Forecast(2007-2011)” report gives an in-depth analysis of
the present and future prospects of the Indian Food and Beverages Industry. It looks into the
industry in detail with foci on organized food retailing, consumer food purchasing behavior, food
processing Industry and packed/convenience food industry. This report helps clients to analyze
the factors and examine the opportunities critical to the success of the food and beverage
industry in India.
Introduction to Soft Drinks Industry
The main production of soft drink was stored in 1830’s & since then from those
experimental beginning there was an evolution until in 1781, when the world’s first cola flavored
beverage was introduced.
These drinks were called soft drinks, only to separate them from hard alcoholic drinks. This
drinks do not contains alcohol & broadly specifying this beverages, includes a variety of regulated
carbonated soft drinks, diet & caffeine free drinks, bottled water juices, juice drinks, spot drinks
& even ready to drink tea/coffee packs. So we can say that soft drinks mean carbonated
drinks
Today, soft drink is more favorite refreshment drink than tea, coffee, juice etc. It is said
that where there is a consumer, there is a producer & this result into completion. Bigger the

player, the harder it plays. In such situation broad identity is very long time to make broad
famous.
Coca-Cola has its beginning in 1981 & since then has been one of the three dominate
players in this soft drink industry.
Definition:
The Soft Drink Industry consists of establishments primarily engaged in manufacturing

non –alcoholic, carbonated beverages, mineral waters and concentrates and syrups for the
manufacturing of carbonated beverages. Establishments primarily engaged in manufacturing fruit
juices & non-carbonated fruit drinks Principal activities and products include:
Aerated water.
Carbonated beverages.
Mineral and spring water.
Soft drink concentrates and syrup.
Soft drink preparation carbonating.
Characteristics of the Industry:
The industry is a secondary manufacturer using products of the food industry to produce
soft drinks for home and food service consumption.
Packaging costs for the industry are estimated to represent 35 percent of production costs
while syrups/concentrates account for almost 30 percent. The Soft Drink Industry purchases 95
percent of the aluminum cans, 55 percent of the rigid polyethylene terephthalate (PET) plastic
containers and 15 percent of the bottle consumed by Canadian manufacturing industry.
Sales volumes have grown more than 22 percent since 1988, to over 3.1 billion liters
annually. In 1999, sales of carbonated soft drinks in Canada grew a modest 0.4 percent. Soft drinks
rank sixth among all consumer products sold in Canada’s drug stores, with annual sales over $130
million.

Soft drinks represent about one-third of the $4.4 billion worth of beverages Canadians
purchased in supermarkets each year. Canadian export accounted for 10 percent of domestic
shipments while imports into Canada were just 1.5 percent of the domestic market.
Imports of the soft drinks have decreased 35.7 percent from a value of $12.6 million in
1988 to a value of $ 8.1 million in 1999. These figures confirm a growing trade surplus, which
amounted to $ 189 million in 1999.
Cost cutting, high transportation costs of final products, and differences in regulatory
requirements between Canada and the U.S are the main reason for low imports. While most soft
drinks production serves the domestic market, this industry has become a net exporter.
Since 1988, exports of the soft drinks have increased more than 3000 percent from a
value of $ 6.1 million (9.6 million liters) in 1988 to $197 million (173 million liters) in 1099.
The bulk of these ($168 million) are exported to the U.S.
The Soft Drinks Industry represents 4.8 percent of the total value of food and beverages
shipments and 5.9 percent of the number of food and beverages plans in 1997.
Major Players:
Soft drinks are produced in almost every country in the world and their availability is
remarkable. From the largest cities to some of the remotest villages, soft drinks are available in a
variety of flavors and packaging. The market of these products continuous to show a remarkable
potential for growth.
The dominant players in this area are Coca-Cola, Pepsi, and Cadbury-Schweppes. These
all are North American as well as world market’s most widely distributed and best known
dominant brands. The Pepsi and Coca-Cola keep rolling out the new branded products in the
form of “Vanilla coke” and “Pepsi blue”.
Coca-Cola India private Limited maintain its leading position in soft drinks in India,
followed by Pepsi Co India Holding private limited in 2006, as a result of the growing health
concern caused by the aftermath of the pesticides controversy.

Both maintain a comfortable lead over the other manufactures, Parle bisleri Ltd has steadily
gained shares from the carbonated giants over the review period, to emerge as the third ranked
company in 2006.
The battleground for beverages has moved from the carbonates to bottled water and
fruit/vegetable juice, with manufactures turning their attention towards these healthier beverages,
as consumer interest continuous to surge forward. A number of new players have entered
fruit/vegetables and bottled water market.
Important events in the development of soft drinks:
1894 – The first ice-cream soda was served.

1874 – Root beer is produced in quantity for public scales
1881 – First cola flavored beverages introduced
1892 – Invention of the crown bottle cap
1899 – First patent for glass blowing machine, used to produced glass bottles
1913 – Motors truck begin to replace horse drawn carriage as delivery
1920 – Automatic vending machine begins to disperse sodas in cups
1923 – Introduction of size pack cartoon called “Horn-packs”
1934 – Colour labels are used to merchandise products
1952 – First diet soft drink introduced
1959 – First aluminum cans are introduced
1962 – Easy opening, pull-ring tabs are available
1965 – Soft drinks in aluminum can appear in vending machines
1970 – Plastic bottles are first used
1973 – Creation of PRT bottles
1974 – The stay on tabs is invented
1981 – Talking vending machines are invented
1985 – Caffeine-free and low. Sodium soft drinks gains popularity
1991 – Soft drinks companies using PET bottles
1993 – Number of soft drink containers recycled
2000 – Blowing machines are used to expand the bottle size
Soft Drink Industry in India:
The soft drink market till early 1990 was in the hands of domestic players like Thumps-
up and Limca etc. but with the opening of economy and liberalization of economic policies,
many foreign multinational started ventures in India by buying over competitors. The two

American Cola giants race cleared up the area and are backing all up their power behind the
Indian Franchise of their globe girdling brands.
While Pepsi which scores over Coke but this difference is fast decreasing. Pepsi entered
India market on 1991 and coke re-entered (after they were thrown out in 1977, by the central
government) in 1993. Pepsi has been targeting its products towards the youth and it has struck
the right chord with the market, and sales have been doing well by sticking to this youth dragon.
Coke on the other hand, struggled initially in the market.
In the span 7 years of its operations in the country it has changed its CEO four times but
finally they seem to have started understanding the pulse of the Indian consumer. The soft drink
market in the India is growing at the rate of 15 % every year. With growing Urbanization and the
younger generation, who likes non-conventional foods and beverages there is a good possibility
that the per capita consumption will go up.
Raw Materials used in soft drinks:
There are different types of raw materials used in different soft drinks. Most of the raw materials
are as under:
Water : The simple sweetened soft drink contains about 90% of water, while in diet
drinks: it contains 95% of water
Flavor: Flavor is of great importance in soft drinks. Even water from a different place
has different taste: the flavor for taste is added. It can be neutral or artificial, acidic, caffeine.
Artificial Flavor: These are the flavors manufactured from natural extracts; this is used
to give greater choice, in taste to consumers.
Acids: Acid like citric acid & phosphoric acid are added to give refreshing tartness or
bite & help in preserving the quality of a drink.
Natural Flavors: these are the flavors, which are extracted from fruits, vegetables,
nuts, barks, leaves etc. in soft drink containing natural flavors and fruit juice.
Caffeine: Caffeine has special kind of taste which makes the taste of soft drink a royal
one. Caffeine was added to soft drink from its introduction to a commercial market but now
caffeine free soft drinks are also available. Its quality ¼ when compare to same amount of
coffee.

Carbon dioxide: Carbon Dioxide is a colorless & smell leg gas, which is added to cold
drink to get bubble & it also help in keeping drink strong and fresh.
Colour: Along with the taste of soft drink, colour is also very important. The company
tries to maintain both taste and color of the soft drink everywhere in the world.
Sugar: Sugar syrup is added to drink at around 70 degree c to the pure drinking water;
this is to make soft drink taste sweet. Even artificial sweetness may also used.
Beverage Industry in India: A Brief Insight:-
In India, beverage forms an important part of the lives of people. It is an industry in

which the players constantly innovate, in order to come up with better products to gain
more consumers and satisfy the existing consumer.
The beverage industry is vast and there various ways of segmenting it, so as to cater the
right product to the right person. The different ways of segmentation are as follows:
Alcoholic, non alcoholic and sports beverages.
Natural and synthetic beverages.
In-home consumption and out of home on premises consumption.
Age wise segmentation i.e. for kids, for adults and for senior citizens.
Segmentation on based on the amount of consumption i.e. high levels of
consumption and low level of consumption.
If the behavioral patterns of consumer in India are closely noticed, we observe that
consumer perceive beverages in two different ways i.e. beverages as a luxury & the
beverages consumed occasionally. These two perceptions are the biggest challenge faced
by the beverage industry.
In order to leverage the beverage industry, it is important to address the issue so as to
encourage regular consumption as well as to make the industry more affordable
Four strong strategic elements to increase consumption of the products of the beverage
industry in India are:
Quality
Consistency
Credibility
Trust needs
The quality and the consistency of beverage need to be enhancing so that consumers are
satisfied and they enjoy consuming the beverages.
The credibility and trust needs to be built so that there is a very strong and safe feeling for
the consumer while consuming the beverage.

Consumer education is a must to bring our benefits to beverage consumption whether in
terms of health, taste, relaxation, simulation, well-being or prestige relevant to the
category.
Communication should be relevant and trendy so that consumer is able to find an appeal
to go out, purchase and consume.
The beverage market still to achieve greater penetration and also wider spread of
distribution. It is important to look at the entire beverage market, as a big opportunity, for
brand and sales growth in turn add up to the overall growth of the food and beverage
industry in the economy.
COCA-COLA AT A GLANCE:
The product that has given the world its best-known taste was born in Atlanta, Georgia,
on May 8, 1886. Dr.John Styth Pemberton, a local pharmacist, produced the syrup for Coca-
Cola, and carried a jug of new product down the street to Jacob’s pharmacy, where it was
sampled and pronounced “excellence” and placed on sale for five cents a glass as a soda
fountain drink.
Invention: Coca-Cola in 1886
Definition: Noun/trade mark
Function: Popular carbonated soft drink colored usually with caramel and flavored
Usually with extract from kola nuts and sweet nuts
Trade mark: U.S issued in 1893
Inventor: John Styth Pemberton
Criteria: First to invent entrepreneur

Birth: July 8, 1831 in Rome, Georgia
Death: August 16, 1888 Columbus, Georgia
Nationality: American
COMPANY PROFILE
Birth of the Refreshing Idea:
In 1886, John Pemberton created Coca-Cola in Atlanta, Georgia, and sold it at a local
pharmacy. His partner and bookkeeper Frank Robinson named the product and drew the famous
flowing Coca-Cola script.
The product that has given the world its best-known taste was born in Atlanta, Georgia,
on May 8, 1886. Dr. John Stith Pemberton, a local pharmacist, produced the syrup for Coca-
Cola, and carried a jug of the new product down the street to Jacobs' Pharmacy,
Where it was sampled, pronounced "excellent" and placed on sale for five cents a glass as
a soda fountain drink. Carbonated water was teamed with the new syrup to produce a drink that
was at once "Delicious and refreshing," a theme that continues to echo today wherever Coca-
Cola is enjoyed.
Thinking that "the two Cs would look well in advertising," Dr. Pemberton's partner and
bookkeeper, Frank M. Robinson, suggested the name and penned the now famous trademark
"Coca-Cola" in his unique script. The first newspaper ad for Coca-Cola soon appeared in The

Atlanta Journal, inviting thirsty citizens to try "the new and popular soda fountain drink." Hand-
painted oilcloth signs reading "Coca-Cola" appeared on store awnings, with the suggestions
"Drink" added to inform passersby that the new beverage was for soda fountain refreshment.
During the first year, sales averaged a modest nine drinks per day.
Dr. Pemberton never realized the potential of the beverage he created. He gradually sold
portions of his business to various partners and, just prior to his death in 1888, sold his remaining
interest in Coca-Cola to Asa G. Candler. An Atlantan with great business acumen, Mr. Candler
proceeded to buy additional rights and acquire complete control.
Atlanta entrepreneur Asa G. Candler realized the business potential of the drink and
acquired complete ownership of the Coca-Cola business for $2,300 in 1891. Within four years,
Candler's merchandising flair -- including the use of coupons ~ helped expand consumption of
Coca-Cola to every part of the nation.
Until 1899, Coca-Cola was sold only as a fountain drink. Dubious about portable
packaging, Candler sold the bottling rights in 1899 for $1. The first two plants were in Chattanooga,
Tennessee, and Atlanta, but by 1929, 24 countries had bottling operations.
The Candler Era
On May 1, 1889, Asa Candler published a full-page advertisement in The Atlanta

Journal, proclaiming his wholesale and retail drug business as "sole proprietors of Coca-Cola ...
Delicious Refreshing, Exhilarating, Invigorating." Sole ownership, which Mr. Candler did not
actually achieve until 1891, cost a total of $2,300.
By 1892, Mr. Candler's flair for merchandising had boosted sales of Coca-Cola syrup nearly
tenfold. He soon liquidated his pharmaceutical business and focused his full attention on the soft
drink. With his brother, John S. Candler, John Pemberton's former partner Frank Robinson and two
other associates, Mr. Candler formed a Georgia corporation named The Coca-Cola Company.
Initial capitalization was $100,000.
The trademark "Coca-Cola," used in the marketplace since 1886, was registered in the
United States Patent Office on January 31, 1893. (Registration has been renewed periodically.)

That same year the first dividend was paid; at $20 per share, it amounted to 20 percent of the
book value of a share of stock.
A firm believer in advertising, Mr. Candler expanded on Dr. Pemberton's marketing

efforts, distributing thousands of coupons for a complimentary glass of Coca-Cola. He promoted
the product incessantly, distributing souvenir fans, calendars, clocks, urns and countless
novelties, all depicting the trademark.
The business continued to grow, and in 1894, the first syrup manufacturing plant outside
Atlanta was opened in Dallas, Texas. Others were opened in Chicago, Illinois, and Los Angeles,
California, the following year. In 1895, three years after The Coca-Cola Company's
incorporation, Mr. Candler announced in his annual report to share owners that "Coca-Cola is
now drunk in every state and territory in the United States." As demand for Coca-Cola increased,
the Company quickly outgrew its facilities. A new building erected in 1898 was the first
headquarters building devoted exclusively to the production of syrup and the management of the
business. Mr. Candler hailed the new, three-story structure as "sufficient for all our needs for all
time to come." It was inadequate in just over a decade.
BOTTLING BEGINS
While Mr. Candler's effort focused on boosting soda fountain sales, another concept was
being developed that would spread the enjoyment of Coca-Cola worldwide.
In 1894, in Vicksburg, Mississippi, Joseph A. Biedenharn was so impressed by the

growing demand for Coca-Cola at his soda fountain that he installed bottling machinery in the
rear of his store and began to sell cases of Coca-Cola to farms and lumber camps up and down
the Mississippi River. He was the first bottler of Coca-Cola. Large-scale bottling was made
possible in 1899, when Benjamin F. Thomas and Joseph B. Whitehead of Chattanooga,
Tennessee, secured from Mr. Candler the exclusive rights to bottle and sell Coca-Cola in
practically the entire United States.
With contract in hand, they joined another Chattanoogan, John T. Lupton, and began to
develop what is today the worldwide Coca-Cola bottling system. The first bottling plant under

the new contract was opened in Chattanooga in 1899, with the second in Atlanta the following
year. By then, realizing they could not raise enough capital to build bottling operations nationwide,
Messrs. Thomas, Whitehead and Lupton decided to seek outside capital. They contracted with
competent individuals to establish Coca-Cola bottling operations within certain defined geographic
areas.
Over the next 20 years, the number of plants grew from two to more than 1,000 -- 95 percent
of them locally owned and operated. As the business grew, the development of high- speed bottling
machinery and increasingly efficient transportation enabled bottlers to serve more customers with
more products. Today, the Coca-Cola bottling system is one of the largest, most widespread
production and distribution networks in the world.
A Man Named Woodruff:
In 1919, the Candler interests sold The Coca-Cola Company to Atlanta banker Ernest
Woodruff and an investor group for $25 million. The business was reincorporated as a Delaware
corporation, and 500,000 shares of its common stock were sold publicly for $40 per share.
Robert Woodruffs leadership through the years took the Coca-Cola business to unrivaled
heights of commercial success. Merchandising concepts accepted as commonplace today were
considered revolutionary when Mr. Woodruff introduced them.
In year 1900, Coca-Cola traveled to Cuba and Puerto Rico, and it wasn't long before the
international distribution of syrup began. Through the early 1900s, bottling operations were built
in Cuba, Panama, Canada, Puerto Rico, the Philippines and Guam. In 1920, a bottling company
began operating in France as the first bottler of Coca-Cola on the European continent.
A Symbol of Friendship:

At the outbreak of World War II, Coca-Cola was bottled in 44 countries, including those on
both sides of the conflict. But far from devastating the business, the war simply presented a new
set of challenges and opportunities for the entire Coca-Cola system.
The entry of the United States into the war brought an order from Robert Woodruff in 1941 "to
see that every man in uniform gets a bottle of Coca-Cola for 5 cents, wherever he is and whatever
it costs the Company."
From the mid-1940s until 1960, the number of countries with bottling operations nearly
doubled. As the world emerged from a time of conflict, Coca-Cola emerged as a worldwide symbol
of friendship and refreshment.
Strong leadership for the Company continued through the years, and in 1981 Roberto C.
Goizueta was elected chairman and chief executive officer. He led the Company for 16 years.
During his tenure in 1988, an independent worldwide survey found that Coca-Cola was the best
known, most admired trademark in the world. And after selling a mere nine drinks a day in 1886,
sales of Coca-Cola and other Company products exceeded 1 billion servings per day by 1998.
In 2000, Doug Daft was elected the Company's 11th chairman and CEO. In September of
that year, The Coca-Cola Company sponsored the Olympic Games in Sydney, Australia,
continuing an association that began in 1928. The Company's Olympic involvement continued
with the 2002 Games in Salt Lake City, Utah.
In 2003, the Company launched a new marketing platform for its flagship brand. The
"Coca-Cola ... Real" campaign included new advertising, strong music and digital components,
promotions, properties, one-to-one marketing initiatives, and new packaging and graphics.
Moving with the Times
From the late 1940s to the 1970s, the United States, like most of the world, changed at an
unprecedented pace. The Coca-Cola Compan
y also experienced its most dramatic changes in nt
marketing and merchandising since the adveof bottling in the late 1890s. World War II had w,
recast the world, and the Company faced a nemore complex global marketplace.
Packaging
Employee Job Sa tis fac tion Pa ge 45

Until the mid-1950s, the world of Coca-Cola was defined by a 6 ½ - ounce hobble-skirt
bottle or bell-shaped fountain glass. But as consumers demanded a wider variety of choices, the
Company responded with innovative packaging, new technology and new products.
In 1955, the Company introduced the 10-, 12- and 26-ounce king-size and family-size
bottles, which were immediately successful. Metal cans, first developed for armed forces overseas,
were available on market shelves by 1960. Then, following years of research into plastic soft-
drink bottles, the Company introduced PET (Polyethylene Terephthalate) packaging in 1977 in
the 2-liter size.
Products:
The Company also introduced new soft drinks to satisfy a widening spectrum of tastes.
Born in Germany, Fanta was introduced in the United States in 1960; today the Fanta family of
flavored soft drinks has become one of the best-selling brands in the world. Sprite, a lemon-lime
drink, followed in 1961, and in 1963 the Company introduced TAB, its first low-calorie
beverage.
Change during the 1960s entailed more than new soft drinks. In 1960 the Minute Maid
Corporation merged with the Company, adding frozen citrus juice concentrates and ads under the
trademarks Minute Maid and Hi-C to the Company's array of beverages.
COCA-COLA:

India, coca-cola was the leading soft drink till 1977 when government policies
necessitated its departure.
Coca-Colas 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 launches the campaign “THANDA MATLAB COCA-COLA”
which sky-rocketed the brand to make it India’s favorite soft drink brand.
The current tag line of Coca-Cola is “OPEN HAPPINESS”.
THUMPS UP:
“Taste the thunder….”
Thumps up is the leading carbonated soft drink and most trusted brand in India
Originally introduced in 1977, it was acquired by the Coca-Cola Company in 1993.
Thumps up are 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.
The current tag line of Thumps Up is “Taste the Thunder”
LIMCA:
“Light and lemony….”

The thirst-quenching beverage features a fresh, light lemon-lime taste and fun-loving
attitude.
It is born in 1971, and has been the original thirst choice of millions of consumers for
over 3 decades.
The products invigorating taste and cloudy look haven’t changed.
The current tag line of Limca is “Fresh Ho Jao”.
SPRITE:
“Clear, Crisp, Refreshing….”
Introduced in 1960, Sprite is the world’s leading lemon lime flavored soft drink.
Sprite is sold in more than 190 countries and ranks as the No.4 soft drink worldwide, with
a strong appeal to young people.
The clear crisp refers hung taste encourages the today’s youth to trust their instinct,
influence them to be true to who they are and to abbey their thirst.
The current tag line of Sprite is “Seedhi Baat No Bakwaas, Clear Hai”.
FANTA:

A favorate in Europe since the 1940’s Fanta was acquired by the Coca-Cola Company in
1960.
Fanta orange is the core flavor, representing about 70% of sales, but other citrus and fruit
flavours have their own solid fan base.
Fanta entered the Indian market in the year 1993.
This positive imagery is associated with happy, cheerful and special times with friends.
The current tag line of Fanta “Go Bite”.
MAAZA:
“Yaari Dosti Taaza Maaza….”
With the real fruit taste kids love, plus added calcium, Maaza’s tagline, “Yaari Dosti
Taaza Maaza” means in Hindi “Friendship moments with fresh Maaza”.
Maaza was launched in 1976, here was a drink that offered the same real taste of juices.
In 1993 Maaza was acquired by Coca-Cola India.
Maaza currently dominates the fruit drink category.
MINUTE MAID PULPY ORANGE:
Orange juice with real orange pulp…,

Minute maid pulpy orange juice has been a comparatively new entry in a market and is
targeted at young adults with age group of 20-34.
The juice has got a little orange pulp to chew on while gulping mouthfuls of juice.
The best features in this are that it is very refreshing (as fresh orange juice usually is)
without being an aerated drink.
It has got the right amount of sweetness and do not leave a sickly sweet taste on the
tongue.
DIET COKE / COCA-COLA LIGHT:
Looking good and tasting great…,
Diet coke was born in 1982 and quickly the No 1 sugar-free drink in Diet-conscious
America.
It’s now the No 3 soft drink in the world it’s the drink for people who want no calories,
but plenty of taste.
KINLEY:

The importance of water can never be understated.
Introduced in India in August 2000, Kinley is purified bottled water. For people who
concern about reliable drinking water, Kinley delivers a products that is safe and suitable
for consumers and their families.
Kinley water understands the importance and value of this life giving force.
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 thus promises water thus promises as pure as it is meant to be.
Hence, you can trust to be safe and pure.
Advertising:
Through the years, jingles and slogans have set the pace for Coca-Cola advertising. One
of the world's most famous advertising slogans, "The Pause That Refreshes," first appeared in
The Saturday Evening Post in 1929. It was supported by "It's the Refreshing Thing to do" in
1936 and 1944's "Global High Sign." The 1950s produced "Sign of Good Taste," "Be Really
Refreshed" and "Go Better Refreshed."
Many more memorable slogans followed, including "Things Go Better with Coke" in
1963. "It's the Real Thing," first used in 1942, was revived in 1969 to support a new,
tremendously successful merchandising stance for Coca-Cola.
Fine illustrations by top artists including Norman Rockwell were featured in colorful ads
that projected the product's image in leading magazines. Noted artist Haddon Sundblom's
popular Santa Claus "portraits," which began in the 1930s, continued as holiday ads until the
early 1960s.

Since the mid-1920s, radio had been the most important Communication medium for Coca-
Cola. In the 1960s, the popular "Things Go Better with Coke" jingle became a hit radio spot,
using successful groups like The Supremes, The Four Seasons, Jan and Dean, and The Moody
Blues.
The Company's advertising changed along with the world, reaching new groups of
consumers through new channels, most notably television. On Thanksgiving Day, 1950,Edgar
Bergen and his sidekick, Charlie McCarthy, appeared on the first live television network show
sponsored by the Coca-Cola Company. As the medium evolved from program sponsorship to
commercials that ran during different shows, many famous celebrities advertised Coca-Cola.
Among the famous entertainers who appeared in Coca-Cola television and radio commercials
during the 1960s were the McGuire Sisters, Aretha Franklin and Neil Diamond.
Through the years, advertising for Coca-Cola has changed in many ways, but the
message, like the trademark, has remained the same.
A Global Business:
Entering the last quarter of the 20th century, the deep emotional bond between Coca-Cola
and its consumers grew even more powerful and more global. In 1971, young people from
around the world gathered on a hilltop in Italy to sing "I'd Like to Buy the World a Coke," a
counterpoint to turbulent times. This was also a glimpse into the Company's future: an expanding
global presence and an even closer attachment to the world's most cherished trademark. The
prestige of Coca-Cola was exemplified in 1988, when three independent worldwide surveys
conducted by Landor & Associates confirmed Coca-Cola as the best-known, most-admired
trademark in the world.
Perhaps a more human assessment of consumers' loyalty to Coca-Cola had come in 1985.
The Company startled the American public by announcing a new taste for Coke, the first change
in the secret formula since Coca-Cola was created in 1886. The new taste was overwhelmingly
preferred in taste tests, but all the testing and research could not measure the emotional
attachment Americans had for the original formula. That original taste had become more than

just a soft drink, and consumers' deep feelings, memories and loyalties to its unique attributes came
alive. The Company listened to its consumers and quickly responded by returning the original
formula to the market as Coca-Cola classic.
The Company's global strategy during the 1980s continued to bring consumers on every
continent refreshing product for every occasion and every lifestyle. In 1982, soft-drink history was
made with the introduction of diet Coke, the first extension of the trademarks Coca-Cola and Coke,
and the most successful new soft drink since Coca-Cola itself. Within two years, diet Coke had
become the top low-calorie soft drink in the world.
Advertising during the 1970s and 1980s continued a long tradition that presented Coca-
Cola as one of life's simple pleasures, distinctive and acceptable anywhere. In 1976, the "Coke
Adds Life" campaign was introduced, laying the foundation for the 1979 introduction of "Have a
Coke and a Smile," a campaign of heart-warming emotion best captured by the famous television
commercial featuring Pittsburgh Steelers tackle "Mean" Joe Greene.
In early 1982, the theme "Coke Is It!" was launched around the world to reflect the
resurgent, positive spirit of the 1980s and to reaffirm the leadership of Coca-Cola. "Can't Beat
the Feeling" wrapped up the 1980s, while "Can't Beat the Real Thing" led the way into the
1990s, and the innovative "Always Coca-Cola" campaign debuted in 1993, followed by "Coca-
Cola ... Real" in 2003.
PACKAGING AND PRODUCT INNOVATIONS:
Until the mid-1950s, the contour bottle and bell-shaped fountain glass defined packaging
for Coca-Cola. But as people demanded a wider variety of choices, the Company responded with
innovative packaging, new technology and new products.

In 1955, king-size and family-size glass bottles were introduced with immediate success,
followed by cans in the U.S. market in 1960. The Company then marked several firsts in the soft-
drink industry: lift-top cans and bottles with lift-top crowns in 1964, and a 24-pack "Cluster-Pak"
of cans and tin-free steel cans in 1969.
And in 1985, after more than $250,000 in development costs and rigorous testing by NASA, the
"Coke Space Can" was accepted for its first mission in outer space.
In the past decades, The Coca-Cola Company has created new brands to meet the desires
of consumers, starting with Fanta in 1960. Sprite was launched in 1961, followed by TAB - the
Company's first low-calorie drink ~ in 1963. The debut of diet Coke in 1982 marked the first
extension of the Coca-Cola trademark to another product. And the new products such as Vanilla
Coke continue today, adding to the Company's portfolio of nearly 300 brands.

For the past 120 years — through its ads that brought the world together, packaging
innovations and the introduction of new products to fit the tastes of consumers wherever they
may be, whatever they may be doing -- Coca-Cola has become a part of the lives of people
around the world.
TRADE MARKS:
Our trademarks are our most valuable assets. The trademark "Coca-Cola" was registered
with the U.S. Patents and Trade mark office in 1893, followed by "Coke" in 1945. The unique
contour bottle, familiar to consumers everywhere, was granted registration as a trademark by the
U.S. Patent and Trademark office in 1977, an honour awarded to a few other packages. In 1982,
The Coca-Cola Company introduced diet Coke to U.S consumers, marking the first extension of
the Company's most precious trademark to another product. Later years saw the introduction of
additional products bearing the Coca-Cola name, which now encompasses a powerful line of six
cola products.
Facts about Coca-Cola:
• Everyday, consumers in approximately 200 countries around the world drink an average of
10,450 Coca-Cola beverages per second
• If all the Coca-Cola ever produced were placed in bottles and...
Placed end to end, the bottled would reach all the way to the moon and back 1045
times
Stacked on a football field, the bottles would form a mountain 325 miles high, 59
times taller than Mount Everest.
Loaded on average sized trucks, passing a given point, bumper to bumper, at a speed
of 65 miles per hour it would take 3 years, 6 months, 2 weeks and 6 days for the
trucks to pass.
Placed end to end the bottles would wrap around the equator 20,051 times.

If all the Coca-Cola ever produced were to erupt from "Old Faithful" at its normal
rate of 15,000 gallons per hour, the geyser would flow continually for 1577 years.
ABOUT COMPANY AND INDIA OPERATIONS:
MISSION OF COCA-COLA :
To build a consumer driven.

Customer focused
Profitable
Sustainable
Socially responsible business in India.

VISION OF COCA-COLA INDIA:
To make every Indian first choice of refreshment available within easy reach.
VALUES OF THE COCAA-COLA:

Leadership
Empowerment
Passion for winning
Citizenship
Integrity
Accountability
Teamwork
MARKET WINS:
Leadership through Segmented Execution
100% out let control using strong customer execution based on channel wise category
management to grow transaction.
Recruiting across all demographic groups through strong segmented programs by pop
strata and occasions.
Leadership in every category, channel, geography and demographic group.
Different route to market and selling systems for profitable wins by channels and
categories.
Drive the creation of soft drinking culture in the low PCC Indian market with sparkling
driven by Brand Coca- Cola.
DRIVE RETURNS:
Best-In-Class Bottle Operating Structure

1. Create & Operate & Cost-effective integrated supply chain focused on effective customer
service.
2. Procurement excellence through strong strategic procurement, back work integration and
pipe line of values.
3. Deploy & drive a strong RGM model at all levels to grow revenue a head of volume.
4. Maximum asset turns.
CULTURE OF EXCELLENCE:
Standardized systems & processes to drive execution.
Beyond compliance governance system.
Employer of choice.
- Strong talent pipe line
- Safe, diverse & engaged workforce.
Live and work positively with daily operations based on sustainability and social
inclusiveness.
QUALITY VISION OF COCA-COLA INDIA:
At the Coca-Cola Company, Quality is more than just something we taste, or see, or
measure, or manage. Quality shows itself in our every action; it encompasses everything we do.
From processing to packaging to pouring, anything less than 100% quality is unacceptable. Our
consumers throughout the world deserve the best quality beverages we can produce every time.
QUALITY MISSION OF COCA-COLA INDIA:
To provide all our consumers Safe & Refreshing Product, that always meets The Coca-
Cola Company Standards. We will fulfill this by providing leadership throughout the value chain
that will drive consumer acceptance and confidence in our brands.
SAFETY AND LOSS PREVENTION POLICY:

We at Coca-Cola have high regard for all associates and are committed to provide a safe
and healthy work environment. We believe that safety must function as an integral part of each of
our operations throughout the value-chain. It is the responsibility of the management to provide
leadership in implementation of safety standards and programs. We also believe that it is the
responsibility of each associate to ensure the compliance of these programs.
Introduction to the Coca-Cola System:
When you accepted this job, you became part of the Coca-Cola system, which includes The
Coca-Cola Company, its bottling partners. What everyone in the system has in common is a
dedication to a very special product Coca-Cola.
Raw materials The company The bottler The customer The consumer
The Coca-Cola Value Chain:

Because our products touch the lives of people around the world, as a system, we serve as
ambassadors to the world. All employees represent the Coca-Cola system to the world through
their dedication.
Coca-Cola is a product which cuts across culture, gender, age, race and religion. Our
products have a place in almost any occasion, and are associated with food, fun and
conversation. Coca-Cola is known and used worldwide, and has special meaning for everyone.
To contribute to the success of this special product in the future, it is important to

understand our success depends on the people and buy our products; our customers and consumers.
The satisfaction of both these groups is very important to our success.
These terms may sound similar but they have different meanings:
Consumer: Refers to a person who drinks our products.
Customer: Refers to a business location which sells or serves our products directly to consumers.
So typically, we do not sell our products directly to consumers, rather we sell it to customers who
then resells to consumers. Customers are our link to Consumers.
Introduction to the Manufacturing Process:

We have 2 manufacturing units in Hyderabad one based at Ameenpur and one at Moula-
Ali. Ameenpur has 3 CSD (carbonated soft drinks) lines and Moula-Ali has 3 CSD and 1 PET
line.
INTRODUCTION TO DISTRIBUTION SYSTEM:

One of the values of the Coca-Cola system is presence that Coca-Cola should exist
everywhere. To fulfill this goal, we must not only produce products, but also have an effective
system to distribute them worldwide.
To maintain product freshness, an efficient process exists to distribute Coca-Cola Beverages to

the marketplace in a timely manner.
Just as in the manufacturing of our products, distribution also requires a tremendous amount of
teamwork. As a team, we all rely on each other to do our best so that the system will consistently
deliver products and services that satisfy our consumers and customers.
Some of us deliver Coca-Cola beverages on a route, other use daily sales call on our customers,
and still others merchandise our products in a business location. As with manufacturing, every
single aspect of distribution contributes to the success of the overall process.
Distribution = Sales + Delivery + Merchandising + Local Account Management
Distribution is of two types:
Direct Distribution:
In direct distribution, the bottling unit or the bottler partner has direct control over the
activities of sales, delivery, merchandising and local account management at the store level.
Indirect Distribution:
In indirect distribution, an organization which is not part of the Coca-Cola system has
control on one or more of the distribution elements (Sales, delivery, merchandising and local
account management)
Merchandising:
Merchandising means communication with the consumer at the point of purchase to convey
product benefit, value and Quality. Sales people and delivery personnel both have this
responsibility. In certain locations we have special teams who go into business locations to
specifically merchandise our products. The basic idea behind merchandising is taking pride in
our products and our trademarks. This pride comes from knowing we are the leaders in the soft
drink market due to our continuous focus on quality and customer and consumer satisfaction.
Corporate Social Responsibility:
As one of the largest and most local companies in the world, coca-cola took seriously its ability
and responsibility to positively affect the communities in which it is operated. The company’s
mission statement called the coca-cola promise stated, “The coca-cola company exits to benefit
and refresh everyone who is touched by our business”.
Coca-cola has made efforts towards good citizenship in the areas of community, by improving
the quality of life in communities in which they operate, and the environment, by addressing water,
climate change and waste management initiative their activities also included the coca- cola
Africa foundation created to combat the spread of HIV/AIDS through partnership from
governments, UNAIDS, and other NGO’s and the coca-cola foundation focused on higher
education as a vehicle to built strong communities and enhance individual opportunities. Coca-
colas footprint in India was significant as well.
The company employed 7000 citizens and believed that for every direct job, 30-40 more were
created in the supply chain like its parent, coke India’s corporate social responsibility initiatives
were both community and environment focused, priorities included education, where primary
education projects had been set up to benefit children in slums and villages, water conservation,
where the company supported community-based rain water harvesting projects to restore water
levels and promote conservation education, and health, where coke India.
Rain water harvesting equipment constructed in Osmania University recently

Health camps conducted nearby slum areas at Moula-ali

Providing benches, books, and stationary to government schools
Adoption of poor villages
MILES STONES:
1992- Coca-cola resumes operations in India
1993- Parle brands acquired (Thumps up, Limca, Maaza, Gold-spot, Citra, and Rim-Zim)
1997- Formation of HCCBPL erstwhile HINDUSTAN COCA-COLA bottling South-west PVT

LTD
2005- Formation of bottling investments group and Independent HCCBPL management team in
India
2006-07- Moves towards being world class selling organization
2008-11-Stable and sustainable performance towards world class bottling
2011- HCCBPL crosses 400 million unique case sales
UNIQUE ACHIVEMENTS:
MOULA-ALI PLANT MILESTONES
Dec 13- Final Assessment for TPM Excellence Award
Jul 13- First Stage Assessment for TPM Excellence Award
Jun 13- CII kaizen Award
Jan 13- Health checkup audit
2011- Gold Safety trophy, factory of the year
2010-Factory of the year award

2010- BIB capacity addition
2009- Max Glass, Max PET awards
Sep 2008- TPM kickoff
2008- System’s certifications
2003- PET sparkling capacity addition
1994-RGB line capacity addition
1989- Moula-ali plant taken over by coca-cola
1985-Spectra bottling plant PVT LTD

CHAPTER - 4
DATA ANALYSIS
(&)
INTERPRETATION

1. How you have satisfied with the job in HCCBPL?
a) Highly satisfied c) Dissatisfied
b) Satisfied d) Highly dissatisfied
S.no Types of option No of Respondents Percentage %

A Highly satisfied 22 22%
B Satisfied 44 44%
C Dissatisfied 2 2%
D Highly dissatisfied 2 2%
Total 110 110%
About Job
22
22 Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
84
Interpretation:
The above pie diagram represents that the employees working in HCCBPL in HYDERABAD
Moula-Ali Branch how they satisfied with their job in briefly 110 members are taken as a sample
and conducted survey.
22% of employees are highly satisfied with their job in HCCBPL.

44% of employees are satisfied with their job in HCCBPL.
2% of employees are dissatisfied with their job in HCCBPL.
2% of employees are highly dissatisfied with their job in HCCBPL.
2. Are you given a chance to be innovative / creative in HCCBPL?

a) Yes b) No

S.no Types of options No of Respondents Percentage %
A Yes 92 92%
B No 18 18%
Total 110 110%
Creative Ideas
92%
100%
80%
Percentage %
60%
40% 18%
20%
0%
Yes No
Interpretation:
and conducted survey. This survey is about the management by giving the chance to be creative
or innovative ideas may give growth in their organization.
In this survey 92% of employees are saying that the management have giving chance to
be innovative or creative ideas in HCCBPL.
18% of employees are saying that the management have not given chance to be in part of
innovative or creative.
3. Are you given a say in decision making that effects in your work in HCCBPL?
a) Almost all the times c) Some times
b) Rarely d) Not at all

S.no Types of Options No of Respondents Percentage %
A Almost all the times 18 18 %
B Some times 72 72 %
C Rarely 8 8%
D Not at all 12 12 %
Total 110 110 %
Decision Making
72%
80%
60% 18% 8% 12%
40%
20%
0% Percentage %
Interpretation:
and conducted survey. This survey is about the management giving chance to decision making to
the employees in their organization to have good or sophisticated in as for high growth in HCCBPL.
18% employees are said that the management is giving chance to be in decision making.
72% employees are saying sometimes as they wish.
8% employees are saying that they will give chance but in rare cases.
12% employees are stated that no chance in participating or they offered the decision
making.
4. How you satisfied with the nature of your work in HCCBPL?

B Satisfied 90 90%
C Dissatisfied 12 12%

Total 110 110 %
Nature of work
90%
100%
80%
60%
40% 8% 12%
20% Percentage %
0%
0%
Interpretation:
8% of employees are highly satisfied with their job in HCCBPL.

90% of employees are satisfied with their job in HCCBPL.
12% of employees are dissatisfied with their job in HCCBPL.
0% of employees are highly dissatisfied with their job in HCCBPL.
5. How do you perceive the opportunity for growth in your present job in HCCBPL?
a) Excellence c) Moderate
b) Good d) Poor

A Excellence 12 12%
B Good 46 46%
C Moderate 26 26%
D Poor 26 26%
Total 110 110 %

46
50
45
40
35 26 26
30
25
20 12
15 No of Respondents
10
5
0 Percentage %
Interpretation:
12% employees are saying excellence conditions in the opportunity foe growth in their
present job in HCCBPL.
46% employees are saying good conditions in the opportunity foe growth in their present
job in HCCBPL.
26% employees are saying moderate conditions in the opportunity for growth in their
present job in HCCBPL.
26% employees are saying poor conditions in the opportunity for growth in their present
job in HCCBPL.

6. How you satisfied with the management co-operation?

B Satisfied 86 86%
C Dissatisfied 8 8%
Total 110 110 %
Management Co-operation
10 6 Highly satisfied
8
Satisfied
Dissatisfied
Highly dissatisfied
86
Interpretation:

6% of the employees are saying that they are highly satisfied.

86% of the employees are saying that they are satisfied.
8% of the employees are saying that they are dissatisfied.
10% of the employees are saying that they are highly dissatisfied.
7. How you satisfied with the safety precautions which are being taken by HCCBPL?

B Satisfied 86 86%
C Dissatisfied 6 6%
Total 110 110 %
86
90
80
70
60
50
40
30 18
20 6 No of Respondents
10 Percentage %
0
0
Interpretation:

8. Do you feel that co-operation exist among the employees in HCCBPL?
a) Yes b) No

A Yes 80 80%
B No 30 30%
Total 110 110 %
Co-operation amomg employees

80%
Percentage %
60%
80%
40%
30%
20%
0%
Yes No
Interpretation:
80% of the employees say yes they exist among the employees.
30% of the employee’s says no they do not exist among the employees.
9. Organization keeps you updated on the changes/achievements?

a) Strongly agree c) Disagree
b) Agree d) Neutral

A Strongly agree 2 2%
B Agree 80 80%
C Disagree 10 10%
D Neutral 18 18%
Total 110 110 %
Acheivements
16% 2% Strongly agree
9% Agree
Disagree
Neutral
73%
Interpretation:
2% of the employees said that they have been updated on their achievements in HCCBPL
and they strongly agree for that.
80% of the employees said that they have been updated on their achievements in
HCCBPL and they agree for that.
10% of the employees said that they are disagreeing with their updating on their
achievements in HCCBPL.
18% of the employees said that it’s neutral.

10. How you satisfied with the increments in HCCBPL?


B Satisfied 72 72%
C Dissatisfied 28 28%
Total 110 110 %
Increments
80%
70%
60%
50% Percentage %
40% 72%
30%
20% 28%
10% 8%
2%
0%
Highly satisfied Dissatisfied
Interpretation:

11. How you satisfied with the welfare facilities in HCCBPL?

B Satisfied 84 84%
C Dissatisfied 8 8%
Total 110 110 %

Welfare Facilities
100% 84%
80%
60%
40% 6%
20% 8% 12% Percentage %
0%
Interpretation:
6% of the employees are saying that they are highly satisfied with welfare facilities.
84% of the employees are saying that they are satisfied with welfare facilities.
8% of the employees are saying that they are dissatisfied with welfare facilities.
12% of the employees are saying that they are highly dissatisfied with welfare facilities.
12. How you satisfied with the fringe benefits in HCCBPL?

B Satisfied 86 86%
C Dissatisfied 6 6%
Total 110 110 %

Fringe Benefits
13% 4% Highly satisfied
5% Satisfied
Dissatisfied
Highly dissatisfied
78%
Interpretation:
4% of the employees are saying that they are highly satisfied with their fringe benefits.
86% of the employees are saying that they are satisfied with their fringe benefits.
6% of the employees are saying that they are dissatisfied with their fringe benefits.
14% of the employees are saying that they are highly dissatisfied with their fringe
benefits.
13. Do you feel that any other companies are providing higher salaries for the same work?
a) Yes b) No

A Yes 70 70%
B No 40 40%
Total 110 110 %

Salaries
70%
70%
60%
50% 40% Percentage %
40%
30%
20%
10%
0%
Yes No
Interpretation:
70% of the employees are feeling that other companies will provide them higher salaries
for their work.
40% of the employees are not feeling that other companies will provide more than that.
14. Does your manager give your regular interpretation about your work in HCCBPL?
a) Frequently c) Oftenly
b) Not frequently d) Not Oftenly

A Frequently 66 66%
B Not frequently 24 24%
C Oftenly 16 16%
D Not Oftenly 4 4%
Total 110 110 %

Regular Interpretations
70%
60%
50%
40% 66%
30%
20% 24% Percentage %
10% 16% 4%
0%
Interpretation:
66% of the employees are saying frequently.

24% of the employees are saying not frequently.
16% of the employees are saying Oftenly.
4% of the employees are saying not Oftenly
15. Would you be interested in referring a friend for a job in your organization?
a) Very much interested c) Not so interested
b) Interested d) Not interested

A Very much interested 12 12%
B Interested 72 72%
C Not so interested 10 10%
D Not interested 16 16%
Total 110 110 %

Referring Job
15% 11% Very much
interested
9% Interested
Not so interested
Not interested
65%
Interpretation:
12% of the employees are very much interested to refer a friend in HCCBPL.
72% of the employees are interested to refer a friend in HCCBPL.
10% of the employees are not so interested to refer a friend in HCCBPL.
16% of the employees are not interested to refer a friend in HCCBPL.
16. Are you being recognized for excelling your job in HCCBPL?
a) Always c) Sometimes
b) Often d) Never

A Always 30 30%
B Often 18 18%
C Sometimes 42 42%
D Never 20 20%
Total 110 110 %

Excelling Job
40% 42%
35%
30% 30%
Percentage %
25%
20% 20%
18%
15%
10%
5%
0%
Always Often Sometimes Never
Interpretation:
30% of the employees saying always they are recognizing.

18% of the employees are saying Oftenly they will recognize.
42% of the employees are saying sometimes they will recognize them.
20% of the employees are saying never that they won’t recognize them.
17. What factors at work place makes you dissatisfied in HCCBPL?

a) Working environment c) Salary
b) Working hours d) Lack of reward and recognition

A Working environment 22 22%
B Working hours 14 14%
C Salary 44 44%
D Lack of reward and 30 30%
recognition
Total 110 110 %

Dissatisfaction at work place
44%
50% 22%
40% 14% 30%
30%
20%
10%
0%
Percentage %
Interpretation:
22% of employees get dissatisfied in working environment.

14% of employees get dissatisfied with working hours.
44% of employees get dissatisfied due to salary.
30% of employees get dissatisfied due to the lack of reward and recognition.
18. Which among these will increase a satisfaction level in you in HCCBPL?
a) Career management c) Hike in the pay
b) Effective training program’s d) Recreational activities

A Career management 28 28%
B Effective training 24 24%

program’s
C Hike in the pay 52 52%

D Recreational activities 6 6%
Total 110 110 %

Satisfaction Level
Career management
5% Effective training
25% program’s
Hike in the pay
47% Recreational activities
22%
Interpretation:
28% of the employees said that career management will increase satisfaction level in
them.
24% of the employees said that effective training program will increase satisfaction level.
52% of the employees said that hike in the pay will increase satisfaction level in them.
6% employees said that recreational activities increase satisfaction level in them.
19. How would you like to work in HCCBPL?
a) Team work c) Group work
b) Single work d) All the above

A Team work 88 88%
B Single work 6 6%
C Group work 4 4%
D All the above 12 12%
Total 110 110 %

Work
4% 11% Team work

Single work
5%
Group work
All the above
80%
Interpretation:
88% of the employees like to work as team work.

6% of the employees like to work as individual.
4% of the employees like to work as group.
12% of the employees like to work in all the way.
CHAPTER-5

FINDINGS, SUGGESTIONS
CONCLUSION, BIBLIOGRABPY
&
ANNEXTURE
FINDINGS
In Hindustan coca-cola beverages private limited it was found that majority of the
employees are satisfied with the working environment.
More number of workers is satisfied with their job and their work.
More number of employees has given a great chance for their creative ideas..
Sometimes employees are involved in decision making process.
46% of the employees perceive the opportunity for growth from the present job.
More than 80% of the employees are satisfied with the management co-operation and
their co-workers.
More than 70% of the employees has updated on the changes in the organization.
More no. of employees are satisfied with increments, welfare facilities, and fringe
benefits.
About 70% of the employees feels that other companies are providing higher salaries for
the same work..
More than 70% of the employees are interested in referring a friend in the organization.

50% of the employees feels that hike in a pay and by providing effective training
programme will increase the satisfaction levels.
80% of the employees are interested to work among the team work.
Suggestions
From the study carried out the following suggestions can be made
The management should improve the physical conditions in the organization.

Management should focus on the employee’s opportunity for growth.
Employees must be encouraged for their creativity and innovative outlook towards their
job assigned.
Incentives boost the morale of employees and also motivate.
Increase the individual attention related rewards.
The management must provide effective training programme to the employees frequently,
this will help them to enhance their skill and improve their existing performance.
Management should improve the canteen facilities.

Conclusion
I would like to conclude stating that human resource is a competitive advantage for any
organization. Satisfied employee will always perform well which also increases the productivity
of the organization.
Hence job satisfaction of the employees plays a vital role in the total productivity of the
organization and it is the responsibility of the organization to see that the employee is satisfied
with the job he is performing by providing the necessary conditions and amenities.

BIBLIOGRAPHY
TEXT BOOKS
David A Decenzo, Stephen P. Robbins, 2005, “Human Resource Management”, 8th

Edition, Pentice-Hall of India Private Limited, New Delhi.
P. Subba Rao Essential of Human Resource Management & Industrial Relations
Aswathappa Human Resource Management
K.Aswathappa (1997), “Human Resource and Personal Management” Tata McGraw-
Hill Publishing Company Limited, New Delhi-110001.
John M. Ivancevich (2003), “Human Resource and Personal Management” Tata
McGraw-Hill Publishing Company Limited, New Delhi-110001.
C. R. Kothari (2001), “Research Methodology” of Wishwa Prakashan Publishing,
Chennai-17, Edition.
C.B. Mamoria and S. V. Gankar (2001), “Personal Management Text & Cases”,
Himalaya Publishing house Mumbai, XXI Edition.
R.S.N. Pillai and V. Bhagavathi (1998), “Statistics” of Sultan Chand and Sons, New
Delhi, pp. 132-141, II Edition.
Biswaject pattanayak (2001), “Human Resources Management” Prentice Hall of India
Pvt., Ltd. New Delhi.

WEBSITES:
www.classicmoulds.com
www.humanresources.com
www.ask.com
COMPANY BROCHURE
www.hccbplmoulaali.com
www.hindustancocacolabeveragesprivatelimited.com
www.cocacola.com
www.cocacolamoulaaliplant.com
www.google.com
www.cocacolahyd.com

ANNEXTURE
(QUESTIONNAIRE)
Dear Sir / Madam,
This questionnaire has been prepared to find out your honest opinion on various issues.
This requires the management to know your level of “Job Satisfaction”.
Employee Name:
Gender: Male / Female
Designation: .
Department: .
No. of years of experience with HCCBPL: .
Total experience: .

Survey on Job Satisfaction
1. How you have satisfied with the job in HCCBPL?

2. Are you given a chance to be innovative/ creative?
a) Yes b) No
3. Are you given a say in decision making that affects your work?
a) Almost all the times c) Some times
b) Rarely d) Not at all
4. Are you satisfied with the nature of work?
5. How do you perceive the opportunity for growth in your present job?
a) Excellence c) Moderate
b) Good d) Poor
6. Are you satisfied with the safety precautions which are being taken by the organization?
7. Are you satisfied with the management co-operation?
a) Highly satisfied c)Dissatisfied
8. Do you feel that co-operation exist among the employees in organization?
a) Yes b) No
9. Organization keeps you updated on the changes / achievements?

a) Strongly agree c) Disagree
b) Agree d) Neutral
10. Are you satisfied with the increments?
11. Are you satisfied with the welfare facilities?
a) Highly satisfied c) Highly dissatisfied
b) Satisfied d) Dissatisfied
12. Are you satisfied with the fringe benefits?
a) Highly satisfied c) Highly dissatisfied
b) Satisfied d) Dissatisfied
13. Do you feel that any other companies are providing higher salaries for the same work?
a) Yes b) No
14. Does your manager give your regular interpretation about your work?
a) Frequently c) Not frequently
b) Oftenly d) Not Oftenly
15. Would you be interested in referring a friend for a job in your organization?
a) Very much interested c) Interested
b) Not so interested d) Not interested
16. Are you being recognized for excelling in your job?
a) Always c) Sometimes
b) Often d) Never
17. What factors at work place makes you dissatisfied?
a) Working environment c) Salary
b) Working hours d) Lack of reward and recognition
18. Which among these measures will increase a satisfaction level in you?
a) Career management c) Hike in the pay
b) Effective training program’s d) Recreational activities
19. How would you like to work in your organization?
a) Team work c) Group work
b) Single work d) All the above


Employee Job Satisfaction at Hindustan Coca-Cola

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Employee Job Satisfaction at Hindustan Coca-Cola

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A STUDY ON EMPLOYEE JOB SATISFACTION

HINDUSTAN COCA-COLA BEVERAGES PVT., LTD.,

MASTERS OF BUSINESS ADMINISTRATION

Under the Esteemed Guidance of faculty supervisor

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I hereby declare that the project entitled “STUDY ON EMPLOYEE JOB

DATE: SHAIK FARHEEN

PLACE: GOOTY 12F21E0065

Signature of the Student

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I am very thankful to my visiting faculty guide, Mrs.Md.AYESHA, madam, Gates

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S.NO INDEX PG.NO

2 Subject Content 23-32

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NEED OF THE STUDY

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Human Resource Planning.

To ensure effective utilization of HR.

1. HRM: HRM means employing people, developing their resources, utilizing,

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Sources of job satisfaction:

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Merits of Job Satisfaction

1. Sets people management priorities for CEO.

Demerits of Job Satisfaction:

1. Managers could get lost in dates.

SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT:

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PERSONAL/HR Aspects in HCCBPL

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Successful candidates will be subject to final reference check

Medical test: Medical test is to be done before he is placed in the job.

Training and Development:-

Basing on the performance rating scales, off total 100%

-70% of the training is through on the job

-20% of the training is through classroom

-10% of the training through external training

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HCCBPL is following two types of performance appraisal systems:

Improvements in systems or positions

Wage and Salary Administration:

Job classification is done based on classification, experience, skills, level of responsibility

Wage Determination Factors in HCCBPL:

Capacity of the company to pay

Components of Wage and Salary:

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Depending of the performance of an individual

Wage Incentive Norms:

Trade Unions in HCCBPL:

TNTUC: Telugu nadu trade union committee

CITU: Centre of Indian trade union

INTUC: Indian national trade union congress

TUC- Telangana trade union council

At present the recognized trade union is TNTUC.

Time Office Management:

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Identity cards issued under two categories

Green- All areas

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ISO 9001:2008- Environment protection