GROUP MEMBERS

 SYED ASAD HUSSAIN

FAISAL MAIRAJ
MOHAMMAD RIZWAN KHAN
HAMMAD HANIF
SYED SARFRAZ ALI
 OUTLINE

• INTRODUCTION
• PLANNING
• ORGANIZING
• LEADING
• CONTROLING
 INTRODUCTION
 INTERNATIONAL
• Established: 1886
• Ranking: The Coca-Cola Company is the world’s
largest beverage company
• Coca-Cola Company own 4 of the world’s top 5
nonalcoholic beverage brands: Coca-Cola, Diet
Coke, Sprite and Fanta
• 500 International Brand
• Operational Reach: 200+ countries
• Consumer Servings (per day): 1.6 billion
PAKISTAN

• Established: 1953

• Brands:

o Coca Cola in 1953

oFanta in 1965
oSprite in 1972
oDiet Cock in 2001
oKinley Water in 2006

• Bottling Plant: 8 Bottling plants

• Direct Supervision from Coca Cola international

 PLANNING

• Mission , Vision & Values

• Strategic , Tactical & Operational Goals
• Decision Making
• SWOT Analysis
 MISSION STATEMENT
Our Roadmap starts with our mission, which is enduring. It
declares our purpose as a company and serves as the
standard against which we weigh our actions and decisions.

• To refresh the world...

• To inspire moments of optimism and happiness...

• To create value and make a difference.

 VISION STATEMENT
• Our vision serves as the framework for our Roadmap and guides
every aspect of our business by describing what we need to
accomplish in order to continue achieving sustainable, quality growth.
• People: Be a great place to work where people are inspired to be the
best they can be.
• Portfolio: Bring to the world a portfolio of quality beverage brands
that anticipate and satisfy people's desires and needs.
• Partners: Nurture a winning network of customers and suppliers,
together we create mutual, enduring value.
• Planet: Be a responsible citizen that makes a difference by helping
build and support sustainable communities.
• Profit: Maximize long-term return to shareowners while being
mindful of our overall responsibilities.
• Productivity: Be a highly effective, lean and fast-moving organization.
 VALUES
They are guided by shared Values that they will live
by as a company and as individuals:

• Leadership
• Passion
• Integrity
• Accountability
• Collaboration
• Innovation
• Quality
 PLANNING BASED ON
• Making strategy for company to satisfy stakeholder
and their customer.

• Develop and find alternate the effective and efficient

all resources to improve company performance.

• And proceed the vision of the company through

setting their objective
 STRATEGIC GOALS
• To continue to be an organization providing the
quality products to the valuable customers.
 
• To select and retain the professional people for the
organization.

• To project an outstanding corporate image.

 
• To satisfy the customer through extra ordinary
service and an excellent service along with the
complete tactical and operational support.
 
 TACTICAL GOALS

• To increase the revenues by 20% as compared to

last year.
 
• To increase the total retail customers by around
10%.
 
• To increase the market share by 5%.

• To reactivate the discontinued customers by 30%.

 OPERATIONAL GOALS

• Increase team works

• Individual training

• Provide congenial work environment.

• build confidence, trust motivated employee

 DECISION MAKING STRATEGY

• Programmed.

• Non programmed.
 SWOT ANALYSIS
STRENGTHS WEAKNESSES

•STRONG MULTINATIONAL •DISSATISFACTION AMONG

•AGGRESSIVENESS IN THE STAFF
MARKET •MOTIVATIONAL FACTORS:
•AVAILABILITY OF PRODUCTS •CENTRALIZED DECISION
•REGULAR SUPPLY MAKING
•QUALITY OF PRODUCTS •LESS AVAILIBITY
•EMINENT BRAND NAME •LACK OF PROMOTION
•MANUAL PAPER WORK
•LACK OF COORDINATION
THREATS OPPORTUNITIES
•NEW MARKETS
• NEW MARKETS
•FAKE PRODUCTS
•COMPETITOR’S SCHEMES
•THE MANGO SEASON
 ORGANISING

• Fundamentals Of Organizational Structure

• Human Resource Management
• Training
 FUNDAMENTALS OF
ORGANIZATIONAL STRUCTURE

• Work Specialization
• Centralization
• Departmentalization
 WORK SPECIALIZATION

• High Work Specialization

 CENTRALIZATION

The decision authority in Coca cola lies

near top management levels.
 DEPARTMENTALIZATION
• Human Resource and internati onal relati on
department.
• Research and Development department.
• Account department.
• Engineering department.
• Production department.
• Quality Control department.
• Marketi ng department.
• Sale department.
• Fleet department.
• Distributi on department.
 HUMAN RESOURCE
MANAGEMENT

• Job Analysis
• Forecasting
• Recruiting
• Selecting
• Performance Appraisals
 JOB ANALYSIS
Job analysis is the procedure for determining
the duties and skill requirements of a job and
the kind of person who should be hire for it.
Job analysis consists of two products one is
job description and second job specifi cation.

• Job descripti on
• Job specifi cation
 PLANNING & FORECASTING
• The process of deciding what positi ons the
fi rm will have to fi ll, and how to fi ll them.
• Coca cola HR department involves in company
strategic planning and they also make
suffi cient planning for hiring new employees
in the future. Needs are forecasted for the
expected employees in the organizati on
andforecast of employees on the change
technology and increasing in producti vity.
• After planning report is sent to the head
offi ce for approval
 RECRUITING

• Recruitment process is well established.

First of all advertisements are given in
news papers, company website,
institutions.
• Internal recruitment
• External recruitment
 SELECTION
The selecti on process will vary depending on
the vacant positi on. In most cases a
combinati on of any of the following tools will
be used:
• Interview
• Group exercises
• Presentati ons
• Psychometric tests
• Role plays/Situati onal Exercises
• Interview
 PERFORMANCE APPRAISALS

Coca cola performance appraisal is annually

The performance appraisal process

contains three steps;
• Define the job
• Appraise the performance
• Provide feedback
 TRAINING

• TTT
 LEADING

• LEADERSHIP STYLE
• MOTIVATION
• COMMUNICATION
• CORPORATE CULTURE
 LEADERSHIP STYLE
• Leadership style used in all the departments
of CCBPL is supportive.
• The managers at CCBPL use teams and treat
subordinates as equals, and have a highly
open communication system.
• Rewards are used to create a high
involvement from the employees especially
at the lower level.
 MOTIVATION

• Moti vate team member in getti ng targets

done.
• share the plan as well as team member
problem with top management.
• and provide environment which give confi dence
to the team member in getti ng targets and goals.
• Promoti ons are bestowed on the performance
basis.
• Compensati on plan is also a moti vati ng factor as
CCBPL is paying more than the industry averages.
 COMMUNICATION
• Open environment in CCBPL discourages
barriers among the members sharing
information.
• The top management consults lower ranks
before deciding on the policy matters and
then these things are communicated
downwards.
• Grapevine is also used to get the feedback
about the employees’ views about the
management
 CORPORATE CULTURE
• CCBPL has formal and documented values that are
communicated to all the employees.
• Top management act as role models, and closely
administer and review their employee’s behaviors.
 CONTROLLING

• Quality Control
• Financial Control
• Sales Control
 Quality Control

• TCCMS
 ISO 9001
 ISO 22000 (Food Management
System)
 ISO 14000
 EKO System
 FINANCIAL CONTROL

• Income statement
• Balance sheet
• Cash flow statement
 SALES CONTROL

• Sales Person’s reporting system

• Sales Person’s Evaluation System
THANK YOU