HUMAN RESOURCES MANAGEMENT IN

COCA-COLA COMPANY PVT LTD

A Project Submitted To
University of Mumbai for Partial
Completion of The Degree of

Bachelor of Management Studies

Under Faculty of Commerce

By

Deepali Subhash Patil

Seat No:198335
Under the Guidelines OF
Prof. Latika Das

Karmaveer Bhaurao Patil College, Vashi

(Autonomous College)

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 Rayat Shikshan Sanstha’s
Karmaveer Bhaurao Patil college, Vashi
(Autonomous college)

CERTIFICATE

This is to certify that MS. Deepali Subhash Patil has worked and duly complete His/her Project Work for
the degree of Bachelor of Management Studies under the faculty of Commerce in the subject of
MANAGEMENT STUDIES.

And her project is entitled, “HUMAN RESOURCES MANAGEMENT IN COCA-COLA

COMPANY PVT LTD” under my supervision.

I further certify that the entire work has been done by the learner under my guidance and that no part of it
has been submitted previously for any Degree of any University.

It is his own work and facts reported by his/her personal findings and investigation.

Name and signature of guiding teacher

Date of Submission:

2
 DECLARATION BY LEARNER

I the undersigned Mr./Ms. Deepali Subhash Patil hereby, declare that the work embodied in this project
work titled “HUMAN RESOURCES MANAGEMENT IN COCA-COLA COMPANY PVT LTD” forms
my own contribution to the research work carried out under the guidance of. PROF.LATIKA DAS is a result
of my own research work and has not been previously submitted to any other University for any other Degree to
this or any other university.

Wherever reference had been made to pervious works of other it had been clearly indicated as such and
included in the bibliography.

I, hereby further declare that all information of this document has been obtained and presented in
accordance with the academic rules and ethical conduct.

Name signature of the learner

Certified by,

Name and signature of the Guiding teacher.

3
 ACKNOWLEDGEMENT

To list who all have helped me in difficult because they are so numerous and the depth is so
enormous.

I would like to acknowledge the following as being idealistic channels and fresh dimension in the
completion of this project.

I take this opportunity to thank the University of Mumbai for giving me chance to do this project.

I would like to thank my Principle, DR. V. S. SHIVANKAR for providing the necessary facilities
required for completion of this project.

I take this opportunity to thank our coordinator PROF.C. D. BHOSALE, for her moral support
and guidance.

I would also like to express my sincere gratitude towards my project guide PROF.LATIKA DAS
whose guidance and care made the project successful.

I would like to thank my College Library, for having provided various reference books and
magazines related to my project.

Lastly, I would like to thank each and every person who directly or indirectly helped me in the
completion of the project especially of the project My Parents and Peers who supported me
throughout my project.

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 CHAPTER NO:1
EXECUTIVE SUMMARY OF COCA-COLA

EXECUTIVE SUMMARY –

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Cola the world’s largest selling soft drink manufacturer came to India for the second time in 1993 revitalizing
the Indian soft drink market. Coca-Cola was India’s leading soft drink until 1977 when it was ‘kicked out’ of
India after a new Janata Government ordered the company to turn over its secrets formula for Coca-Cola and
dilute its stake in its Indian unit as required by the Foreign Exchange Regulation Act(FERA). The company
refused to oblige the government and preferred to leave the country in 1993. After maintain the government
liberalization policy they got back in late 1993. Since, 1993, Coca-Cola India has made significant investments
to build and continually consolidate its business in the country including new production facilities, waste water
treatment plants, distribution systems and marketing channel.

Dabur is a leading consumer goods company, having subsidiary companies and 13 manufacturing plants. It
operates in nearly 50 countries, making it an Indian multinational company. The vision of Dabur is stated as’
Dedicated to health and well being of every household’. There is no specific stated mission statement but a
statement of strategic intent having several elements for instance:

Developing a platform to become a global ayurveda leader.

Synthesising knowledge of ayurveda and herbs with modern science to develop natural solution for meeting the
health and personal care needs.

Strategy is the determination of direction of the organization in which it is going in relation to its business
environment. That is it is the process of defining intention and allocating and matching resources in order to
obtain opportunities and needs undergoes achieve strategic fit among them. The main purpose of the business is
to achieve competitive advantages. The strategic capability of the organization is the necessary elements of the
effective development and implementation of strategy.

This will include the processes of recruitment and retention of talent through the practices of human resource
management conducted within the company. This report will analyse how each process and procedure is
undertaken and how successful the human resource management strategy of Coca Cola is in relation to the
vision and values of the company. Each process and procedure will be discussed and compared with one another
thus concluding if the HRM strategy of Coca Cola is effective

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 CHAPTER NO:2
INTRODUCTION OF THE COMPANY-:

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HINDUSTAN COCA-COLA BEVERAGE PVT LTD-:
Hindustan Coca-Cola Beverages (HCCB), one of India’s top 5 FMCG Companies, has been conferred with two
major awards by Confederation of Indian Industries (CII) for its best practices towards food safety implemented
at its factory in the Bidadi Industrial Area near Bengaluru. HCCB was presented with the CII Food Safety Kaizen
Gold Award for promoting food safety culture through personal hygiene and the ‘Food Safety - Outstanding
Performance' award for high compliance in driving food safety culture in the manufacturing facility. Both the
awards were conferred upon HCCB under the ‘Non-Alcoholic Large Manufacturing Sector’ category at two
separate functions held recently in New Delhi by Mr Pawan Agrawal, CEO FSSAI. HCCB operates two factories
in the Bidadi Industrial area. These awards have been won by the second and the newer factory, which was
established in 2014, located at Plot No 32.

The Food Safety Kaizen Award covers four areas for assessment viz. relevance to food safety, cost involved for
the Kaizen, involvement of associates and replicability of the Kaizen. HCCB’s factory was awarded for its efforts
towards continuous improvement in creating a food safety culture. Similarly the Food Safety Award also covers
four areas for assessment viz. statutory compliance, best manufacturing, hygiene and warehousing practices,
HACCP and food safety management system and change management initiatives.

The factory underwent rigorous assessment from initial acceptance of the application, onsite assessment by the
certified assessors to a final review of the reports by the jury and recommendation to the awards committee.

Among other things, the jury in particular appreciated the factory’s unique initiative of institutionalising a system
that mandates everyone to wash his or her hands before entering the factory. The doors at the factory open for 30
seconds only after the employees including the visitors have washed their hands thoroughly. The initiative is
aimed at driving collective responsibility among the workers, thus instilling a quality focus in the factory.

Reflecting on the significance of the award, Mr. Dinesh Jadhav, Executive Director, Supply Chain, Hindustan
Coca-Cola Beverages, said, “It’s a huge honour to get such a recognition by the premier industry body of our
country. The award is indeed a testament to the relentless efforts of our colleagues to adopt and sustain ‘best-in-
industry’ quality measures in food safety at our factories. The team remains committed to continue with its journey
towards driving and promoting quality standards for food safety across the country. “India.

8
INDUSTRY PROFILE-:

Coca cola is a cola (a type of carbonated soft drink, now known as a sparkling drinks) Sold in stores, restaurant
and vending machines is more than 200 centuries. It is produced by the Coca-Cola Company by the often
referred to simply as Coke. Originally intended as a patent when it was invented in the 19th century by John
Pemberton, Coca-Cola was bought out by businessman Asa Griggs Candler, whose marketing tactics led Coke
to its dominance of the world soft drink market throughout the 20th century.

The company actually produced concentrate, which is then sold to various licensed Coca-Cola bottlers
throughout the world. The bottlers who hold territorially exclusive contract with the company, produced
finished product in cans and bottlers from the concentrate combination with filtered water and sweetener’s

The bottler then sell distribute and merchandise Coca-Cola in cans and bottles to retail stores and vending
machines. Such bottlers include Coca-Cola Enterprises, which is the largest single Coca-Cola bottler in North
America and Western Europe. The Coca-Cola company also sell Concentrate for fountain sale to major
restaurant and food service distributors.

The Coca-Cola Company has, on occasion introduced other cola drinks under the Coke brand name. The most
Common of this are Thumps Up, Limca which is the cover the major market share.

9
HISTORY-:
The Coca-Cola Company, American corporation founded in 1892 and today engaged primarily in the
manufacture and sale of syrup and concentrate for Coca-Cola, a sweetened carbonated beverage that is a cultural
institution in the United States and a global symbol of American tastes. The company also produces and sells
other soft drinks and citrus beverages. With more than 2,800 products available in more than 200 countries,
Coca-Cola is the largest beverage manufacturer and distributor in the world and one of the largest corporations
in the United States. Headquarters are in Atlanta, Georgia.

The drink Coca-Cola was originated in 1886 by an Atlanta pharmacist, John S. Pemberton (1831–88), at his
Pemberton Chemical Company. His bookkeeper, Frank Robinson, chose the name for the drink and penned it in
the flowing script that became the Coca-Cola trademark. Pemberton originally touted his drink as a tonic for
most common ailments, basing it on cocaine from the coca leaf and caffeine-rich extracts of the kola nut; the
cocaine was removed from Coca-Cola’s formula in about 1903. Pemberton sold his syrup to local soda
fountains, and, with advertising, the drink became phenomenally successful. By 1891 another Atlanta
pharmacist, Asa Griggs Candler (1851–1929), had secured complete ownership of the business (for a total cash
outlay of $2,300 and the exchange of some proprietary rights), and he incorporated the Coca-Cola Company the
following year. The trademark “Coca-Cola” was registered in the U.S. Patent Office in 1893.

10
Under Candler’s leadership, sales rose from about 9,000 gallons of syrup in 1890 to 370,877 gallons in 1900.
Also, during that decade, syrup-making plants were established in Dallas, Los Angeles, and Philadelphia, and the
product came to be sold in every U.S. state and territory as well as in Canada. In 1899 the Coca-Cola Company
signed its first agreement with an independent bottling company, which was allowed to buy the syrup and
produce, bottle, and distribute the Coca-Cola drink. Such licensing agreements formed the basis of a unique
distribution system that now characterizes most of the American soft-drink industry. Capitalized at $100,000 in
1892 upon incorporation, the Coca-Cola Company was sold in 1919 for $25 million to a group of investors led by
Atlanta businessman Ernest Woodruff. His son, Robert Winship Woodruff, guided the company as president and
chairman for more than three decades (1923–55).

The post-World War II years saw diversification in the packaging of Coca-Cola and the development or
acquisition of new products. The trademark “Coke,” first used in advertising in 1941, was registered in 1945. In
1946 the company purchased rights to Fanta, a soft drink previously developed in Germany. The contoured Coca-
Cola bottle, first introduced in 1916, was registered in 1960. The company also introduced the lemon-lime
drink Sprite in 1961 and its first diet cola, sugar-free Tab, in 1963. With its purchase of Minute Maid Corporation
in 1960, the company entered the citrus juice market. It added the brand Fresca in 1966.

Santa Claus; Coca-Cola Somebody Knew I Was Coming, a depiction of Santa Claus holding a bottle of Coca-Cola;
painting by Haddon Sundblom for the Coca-Cola Company, 1940.

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In 1978 Coca-Cola became the only company allowed to sell cold packaged beverages in the People’s Republic
of China. In 1982 the company introduced its low-calorie sugar-free soft drink Diet Coke (originally named Diet
Coca-Cola). In 1985 the company changed the flavour of Coca-Cola, which thereafter was commonly referred
to as New Coke. However, it was not well received, and, owing to the public outcry, Coca-Cola revived its
original flavour, which was then marketed as Coca-Cola Classic. From 1982 to 1989 the company held a
controlling interest in Columbia Pictures Industries, Inc., a motion-picture and entertainment company.

New markets opened up for Coca-Cola in the early 1990s; the company began selling products in East
Germany in 1990 and in India in 1993. In 1992 the company introduced its first bottle made partially from
recycled plastic—a major innovation in the industry at the time. Coca-Cola created many new beverages during
the 1990s, including the Asia-marketed Qoo children’s fruit drink, Powerade sports drink, and Dasani bottled
water. Coca-Cola also acquired Barq’s root beer in the United States; Inca Kola in Peru; Maaza, Thums Up, and
Limca in India; and Cadbury Schweppes beverages, which were sold in more than 120 countries across the globe.

In the early 2000s Coca-Cola faced allegations of illegal soil and water pollution, as well as allegations of
severe human rights violations. In 2001 the United Steelworkers of America and the International Labor Rights
Fund (ILRF) filed a lawsuit against Coca-Cola and Bebidas y Alimentos and Panamerican Beverages, Inc. (also
known as Panamco LLC; the primary bottlers of Coca-Cola’s beverages in Latin America), claiming that the
defendants had openly engaged so-called “death squads” to intimidate, torture, kidnap, and even murder union
officials in Latin America. The controversy gained worldwide attention and led several American universities to
ban the sale of Coca-Cola products on their campuses. The lawsuit was eventually dismissed.

In 2005 the company introduced Coca-Cola Zero, a zero-calorie soft drink with the taste of regular Coca-Cola.
In 2007 the company acquired Energy Brands, Inc., along with its variously enhanced waters. That same year
Coca-Cola announced that it would join the Business Leaders Initiative on Human Rights (BLIHR), a group of
companies working together to develop and implement corporate responses to human rights issues that affect
the business world.

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COCA COLA IN INDIA-:

The Coca-Cola Company entered in India in the early 1950’s. It set up four bottling plants at Bombay, Calcutta,
Kanpur and Delhi. In 1950’s as there were negligible companies in Indian market therefore Coca-Cola did not
face much competition, they were accepted in Indian market more easily. By the end of 1977 Coca-Cola had
capture more than 45% of market share in India. Then Coca-Cola left Indian following public disputes over
share holding structure and import permit. As per FERA regulation the company’s operation come to and end in
July, 1977.

The Coca-Cola Company (NYSE: KO) is a total beverage company, offering over 500 brands in more than 200
countries and territories. In addition to the company’s Coca-Cola brands, our portfolio includes some of the
world’s most valuable beverage brands, such as Ads soy-based beverages, Arataki green tea, Dasani waters, Del
Valle juices and nectars, Fanta, Georgia coffee, Gold Peak teas and coffees, Honest Tea, innocent smoothies and
juices, Minute Maid juices, Powerade sports drinks, Simply juices, smart water, Sprite, vitamin water and ZICO
coconut water. We’re constantly transforming our portfolio, from reducing sugar in our drinks to bringing
innovative new products to market. We’re also working to reduce our environmental impact by replenishing
water and promoting recycling. With our bottling partners, we employ more than 700,000 people, helping bring
economic opportunity to local communities worldwide. Learn more at Coca-Cola Journey at www.coca-
colacompany.com and follow us on Twitter, Instagram, Facebook and LinkedIn.

The Coca-Cola Company is an American Multinational Corporation, and manufacturer, retailer, and marketer of
nonalcoholic beverage concentrates and syrups. The company produces Coca-Cola, invented in 1886 by
pharmacist John Stith Pemberton in Atlanta, Georgia. In 1889 the formula and brand were sold for $2,300 to
Asa Griggs Candler, who incorporated The Coca-Cola Company in Atlanta in 1892. The Coca-Cola Company is
the single largest plastic polluter in the world, producing over 3 million tons of plastic packaging each year
including 110 billion plastic bottles.

The company headquartered in Atlanta, Georgia, but incorporated in Delaware has operated a franchised
distribution system since 1889: The Company largely produces syrup concentrate, which is then sold to various
bottlers throughout the world who hold exclusive territories. The company owns its anchor bottler in North
America, Coca-Cola Refreshments. The company's stock is listed on the NYSE and is part of DJIA, the S&P
500 index, the Russell 1000 Index, and the Russell 1000 Growth Stock Index.

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PRODUCTS OF COCA-COLA INDIA:

COCA-COLA: -

In India Coca-Cola was leading soft drink till 1977 when Government policies necessitated its departure. Coca-
Cola made its return to the country in 1993 and made significant investments to ensure that the beverage is
available to more and more people, even in remote and inaccessible parts of the nation. Over the past fourteen
years has enthralled consumers in India by connecting with passions of India – Cricket, movies, music & food.
Coca-Cola’s advertising campaigns “Jo Chaho Ho Jaye” & “Life Ho Toh Aise” were very popular & had
entered youths vocabulary. In 2002.Coca-Cola launched its iconic campaign “Thanda Matlab Coca-Cola”
which sky rocketed the brand to make it India’s favourite soft drink brand.

GLASS PET CAN FOUNTAINS

200ml,300ml, 500ml, 1.5ml, 2L, 330ml Various sizes
500ml, 1000ml, 2.25ml, 500ml, 100ml,0

LIMCA: -

Limca was introduced in 1971 in India. Limca has remained unchallenged as the No.1 sparkling drink in the
cloudy lemon segment. The success formula is the sharp fizz and lemoni bite combined with the single-minded
proposition of the brand as the provider of “Freshness”.

GLASS PET CAN FOUNTAINS

200ml,300ml, 500ml, 1.5ml, 2L, 330ml Various sizes
500ml, 1000ml, 2.25ml, 500ml, 100ml,0

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 THUMS UP: -

Thums up is a leading sparkling soft drink and most trusted brand in India. Originally introduced in 1977,
Thums up was acquires by The Coca-Cola Company in 1993. Thums up is known for its strong, fizzy taste and
it confident, mature and uniquely masculine attitude. This brand clearly seeks to separate the men from the
boys.

GLASS PET CAN FOUNTAINS

200ml,300ml, 500ml, 1.5ml, 2L, 330ml Various sizes
500ml, 1000ml, 2.25ml, 500ml, 100ml,0

SPRITE: -

Sprite a global leader in the lemon lime category is the second largest sparkling beverage brand in India.
Launched in 1999, Sprite with its cut-thru perspective has managed to be a true teen icon.

RGB PET CAN FOUNTAINS

200ml, 300ml 500ml, 600ml 330ml, Various sizes
1250ml, 1500ml
2000ml, 2250ml

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 FANTA: -

Fanta entered the Indian market in the year 1993. Over the years Fanta has occupied a strong market place and
is identifies as “The Fun Catalyst”. Perceived as a fun youth brand, Fanta stands for its vibrant colour, tempting
taste and tingling bubbles that not just uplifts feelings but also helps free spirit thus encouraging one to indulge
in the moment. This positive imagery is associated with happy, cheerful and special times with friends.

GLASS PET CAN FOUNTAINS

200ml,300ml, 500ml, 1.5ml, 2L, 330ml Various sizes
500ml, 1000ml, 2.25ml, 500ml, 100ml,0

MINUTE MAID PULPY ORANGE: -

The history of the Minute Maid brand goes as far back as 1945 when the Florida Food Corporation developed
orange juice powder. The company developed a process that eliminated 80% of the water in the orange juice,
forming a frozen concentrate that when reconstitute created orange juice. They branded it Minute Maid a name
connoting the convenience and the ease of preparation. Minute Maid thus moved from a powdered concentrate
to the first ever orange juice from concentrate.

The launch of Minute Maid in India (started with the south of the country) is aimed to further extend the
leadership of Coca-Cola in India in the juice drink category.

Available in 3 PET pack sizes i.e. 400ml, 1 litre, 1.25 litres.

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 MAAZA: -

Maaza was introduced in late 1970’s. Maaza has today come to symbolise the very spirit of mangoes.
Universally loved for its taste, colour, thickness and wholesome properties, Maaza is the mango lover’s first
choice.

RGB PET POCKET MAZA

200ml, 250ml 250ml, 600ml, 1.2ml 200ml

KINLEY: -

The importance of water can never be understated, particularly in a nation such as India where water governs
the lives of the millions, be it as a part of everyday ritual or as the monsoon which gives life to the sub
continent. Kinley water comes with the assurance of safety from the Coca-Cola Company.

Available in PET 500ml and 1000ml.

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 GEORGIA GOLD COFFEE: -

Georgia coffee was introduced in India in 2004. The Georgia gold range of Tea and coffee beverages is the
perfect solution for office and restaurant needs. Today Georgia coffee is available at Quick-Service Restaurants,
Airports, Cinemas and in Corporates across all major metros in India.

HOT BEVERAGES Cappuccino, Caffe Latte, Mochaccino, Hot Chocolate, Cardamom Tea.
COLD Ice Teas, Cold Coffee.
BEVERAGES

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SWOT ANALYSIS OF HINDUSTAN COAC COLA BEVERAGE PVT LTD

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Coca-Cola Strengths – Internal Strategic Factors:

1. Strong brand identity – Coca-Cola is a highly popular brand with a unique brand identity. Its soft
drinks are the most-selling drinks in history.

2. Highest brand equity – Coca-Cola is undoubtedly one of the most renowned brands with the highest
brand equity. It was also awarded ‘highest brand equity award’ in 2011 by Interbrand.

3. Extended global reach – It is sold in more than 200 countries with 9 billion servings per day of
Company products. It has introduced more than 500 new products globally. Some of these are variations
of Coca-Cola beverage, like Coco Cola Vanilla and Cherry Coca-Cola. Its brands are known to touch
every lifestyle and demography.

4. Greatest brand association and customer loyalty – Coca-Cola is considered one of US’s most
emotionally-connected brands. This valuable brand is associated with ‘happiness’ and has strong
customer loyalty. Customers can quickly identify their particular taste. Finding its substitutes is difficult
for them. Moreover, Coca-Cola and Fanta have a huge fan following than other beverage names in the
industry.

5. Largest Brand Valuation – Coca-Cola is listed as the 3rd Best Global Brand on Interbrand’s annual
ranking. Having an estimated brand value of $79.96 billion, it has retained the top position for many
years.

6. Dominant Market Share – Out of Coca-Cola and Pepsi, the only two largest manufacturers of soft
drinks in the beverage segment, Coca-Cola has the largest market share. Coke, Sprite, Diet Coke, Fanta,
Limca, and Maaza are the highest growth drivers for Coca-Cola.

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 7. Unparalleled distribution system – Coca-Cola has the most efficient and most extensive distribution
network in the world. The company has nearly 250 bottling partners globally.

8. Acquisitions – Coca-Cola acquired AdeS in 2016. AdeS is the largest soy-based beverage brand in Latin
America. Through this acquisition, Coca-Cola expanded its ready-to-drink beverage portfolio.

Coca-Cola Weaknesses – Internal Strategic Factors

1. Aggressive competition with Pepsi – Pepsi is the biggest rival of Coca-Cola. Had it not been Pepsi,
Coca-Cola would have been the clear market leader in the beverage.

2. Product diversification – Coca-Cola has low product diversification. Where Pepsi has launched many
snacks items like Lays and Kurkure, Coca-Cola is lagging in this segment. It gives Pepsi leverage over
Coca-Cola.

3. Health concerns –Carbonated drinks are one of the major sources of sugar intake. It results in two
grave health issues – obesity and diabetes. Coca-Cola is the biggest manufacturer of carbonated
beverages. Many health experts have prohibited the use of these soft drinks. It is a controversial issue for
the company. However, Coca-Cola hasn’t devised any health alternative or solution for this problem yet.

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 Coca-Cola Opportunities – External Strategic Factors:

1. Introduce new products and diversify its segments – Coca-Cola has the opportunity to introduce new
offerings in health and food segments just like Pepsi. It can contribute to their revenue, and they can
branch out from carbonated drinks.

2. Increase presence in developing nations – Many regions with hot climate have the highest
consumption for cold drinks. Thus, increasing presence in such locations can be excellent – Middle
Eastern and African countries are a good example.

3. Bring advanced supply chain system – Coca Cola’s business is entirely dependent upon logistics and
supply chain. Transportation costs and fuel prices are always on the rise. Thus, coming up with some
advanced and improved systems for distribution can be an opportunity.

4. Packaged drinking water – Coca-Cola owns several packaged drinking water brands like Kinley.
There is a great potential for expansion in this segment for Coca-Cola. There is an opportunity to expand
and bring more healthy drinks in the market to avoid people’s criticism.

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Coca-Cola Threats – External Strategic Factors:

1. Water usage controversy – Coca-Cola has faced many criticisms over its water management issue.
Many social and environmental groups have claimed that the company has a vast consumption of water
in water-scarce regions. Besides, people have alleged that Coca-Cola is polluting water and mixing
pesticides in water to clear contaminants.

2. Packaging controversy – Greenpeace censured Coca-Cola in its published report in 2017 for its use of
single-use plastic bottles. It has also been criticized over its recycling and renewable sources.

3. Direct and indirect competition – Although direct competition from Pepsi is clear in the market,
however, there are many other companies which are indirectly competing with Coca-Cola. Starbucks,
Costa Coffee, Tropicana, Lipton juices, and Nescafe, are the indirect competitors of Coca-Cola which
can threaten its market position.

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 CHAPTER NO: 3
STATEMENT AND OBJECTIVES-:

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OBJECTIVES OF THE COMPANY:

1. To engage Coca-Cola in exploring the viability and options for using their distribution networks in
developing countries to distribute ‘social products’ such as oral rehydration salts (ORS) and related
educational materials on health, hygiene and sanitation.

2. To help engage an appropriate international NGO, or NGOs, to partner with Coca-Cola at a global level
and local levels on this initiative.

3. To support Coca-Cola and its partners in modeling different scenarios which combine Coca-Cola’s
distribution network with local health initiatives in order to achieve our aims.

4. To support Coca-Cola and its partners in selecting the most promising scenarios as the basis for field
trials.

5. To support the international NGO, or NGOs, to engage local NGOs and local Health Institutions in order
to undertake trials linking this idea with local support infrastructure.

6. To engage and inform as many people as possible, encouraging them to support this campaign,
managing expectations and offers of help and promoting constructive debate.

7. To help gather and make available appropriate research reports and opinion in this area, and ensure that
the group and its supporters are well-informed.

25
Mission, Vision Of Coca Cola Company:

The world is changing all around us. To continue to thrive as a business over the next ten years and beyond, we
must look ahead, understand the trends and forces that will shape our business in the future and move swiftly to
prepare for what's to come. We must get ready for tomorrow today. That's what our 2020 Vision

is all about. It creates a long-term destination for our business and provides us with a "Roadmap" for winning
together with our bottling partners.

Our Mission:

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.

1. To refresh the world.

2. To inspire moments of optimism and happiness.
3. To create value and make a difference.

26
Our Vision

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.

1. People: Be a great place to work where people are inspired to be the best they can be.

2. Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's
desires and needs.

3. Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring
value.

4. Planet: Be a responsible citizen that makes a difference by helping build and support sustainable
communities.

5. Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities.

6. Productivity: Be a highly effective, lean and fast-moving organization.

27
 CHAPTER NO:4
ROLE IN ORGANISATION OF THE COMPANY

28
Human resource management-:

Human resource management (HRM or HR) is the strategic approach to the effective management of people in
a company or organization such that they help their business gain a competitive advantage. It is designed to
maximize employee performance in service of an employer's strategic objectives. [need quotation to verify]
Human resource management is primarily concerned with the management of people within organizations,
focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design,
employee recruitment, training and development, performance appraisal, and reward management, such as
managing pay and benefit systems. HR also concerns itself with organizational change and industrial relations,
or the balancing of organizational practices with requirements arising from collective bargaining and
governmental laws. [need quotation to verify]

The overall purpose of human resources (HR) is to ensure that the organization is able to achieve success
through people. HR professionals manage the human capital of an organization and focus on implementing
policies and processes. They can specialize in finding, recruiting, training, and developing employees, as well as
maintaining employee relations or benefits. Training and development professionals ensure that employees are

29
trained and have continuous development. This is done through training programs, performance evaluations,
and reward programs. Employee relations deals with the concerns of employees when policies are broken, such
as cases involving harassment or discrimination. Managing employee benefits includes developing
compensation structures, parental leave programs, discounts, and other benefits for employees. On the other side
of the field are HR generalists or business partners. These HR professionals could work in all areas or be labour
relations representatives working with unionized employees.

HR is a product of the human relations movement of the early 20th Century, when researchers began
documenting ways of creating business value through the strategic management of the workforce.[citation
needed] It was initially dominated by transactional work, such as payroll and benefits administration, but due to
globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on
strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labour
relations, and diversity and inclusion. In the current global work environment, most companies focus on
lowering employee turnover and on retaining the talent and knowledge held by their workforce.[citation needed]
New hiring not only entails a high cost but also increases the risk of a new employee not being able to
adequately replace the position of the previous employee. HR departments strive to offer benefits that will
appeal to workers, thus reducing the risk of losing employee commitment and psychological ownership.

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OBJECTIVE OF HRM:

1. To study the benefits of Human Resource Management of coca cola company.

2. To study and understand challenges faced by the HR professionals of coca cola.
3. To study the career development of employees.
4. To understand proper need of proper training program to employee.

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HUMAN RESOURCE MANAGEMENT IN ORGANISATION:

The 4 main factors of production are – land, labour, capital and enterprise. Among these, labour or human
resource is the most important factor without which other factors of production cannot function properly in the
organization.

The term “human resource” refers to the individuals or personnel or workforce within an organization
responsible for performing the tasks given to them for the purpose of achievement of goals and objectives of the
organization.

Human Resource Management in an organization (HR department) is a department charged with finding,
screening, recruiting and training job applicants as well as administering employee-benefit programmes.

The key role of a manager and HR professional is to channelize the efforts of each and every employee to the
best interests of the organization.

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THE ROLE OF HUMAN RESOURCE MANAGEMENT IN HINDUSTAN COCA COLA
BEVERAGE PVT LTD:

RECRUITMENT:

INTRODUCTION:

Recruitment is a process of searching the prospective employees and stimulate them to the organization. When
one more person apply for jobs then there will be a scope for recruiting better persons. It is an activity which
bringing together the seeking jobs. In simple words, it is referring to discovering the source from where
potential employees may be selected. This process leads to higher productivity, better wages, high morale,
reduction in labour turnover and enhanced reputation. It also stimulates people to apply for jobs; and it is a
positive process.

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Procedure of Recruitment -:

Recruitment Process Passes through the Following Stages:

1. searching out the sources from where required people will be accessible for recruitment. On the off
chance that youthful supervisors are to be selected then foundations bestowing guidelines in business
organization will be the best source.

2. Developing the systems to draw in the reasonable applicants. The goodwill and notoriety of an
association in the market might be one strategy. The exposure about the organization being an expert
boss may likewise help with invigorating contender to apply.

3. Using of good procedures to pull in planned hopefuls. There might be offers of alluring pay rates,
legitimate offices for advancement, and so on.

4. The following stage in this procedure is to invigorate whatever number hopefuls as would be prudent to
apply for occupations. With a specific end goal to choose a best individual, there is a need to pull in
more applicants.

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SELECTION:

The selection process can be defined as the process of selection and shortlisting of the right candidates with the
necessary qualifications and skill set to fill the vacancies in an organisation. The selection process varies from
industry to industry, company to company and even amongst departments of the same company. The process of
choosing individuals who have relevant qualification to fill existing projected job openings. The basic purpose
is to choose a individual the who can most successfully perform the job from the pool of qualified candidates.

Selection Process of Coca Cola Company:

Every organisation creates a selection process because they have their own requirements. Although, the main
steps remain the same. So, let’s understand in brief how the selection process work.

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1. Preliminary Interview -: This is a very general and basic interview conducted so as to eliminate
the candidates who are completely unfit to work in the organisation. This leaves the organisation
with a pool of potentially fit employees to fill their vacancies.

2. Receiving Applications-: Potential employees apply for a job by sending applications to the
organisation. The application gives the interviewers information about the candidates like their
bio-data, work experience, hobbies and interests.

3. Screening Applications-: Once the applications are received, they are screened by a special
screening committee who choose candidates from the applications to call for an interview.
Applicants may be selected on special criteria like qualifications, work experience etc.

4. Employment Tests-: Before an organisation decides a suitable job for any individual, they have
to gauge their talents and skills. This is done through various employment tests like intelligence
tests, aptitude tests, proficiency tests, personality tests etc.

5. Employment Interview-: The next step in the selection process is the employee interview.
Employment interviews are done to identify a candidate’s skill set and ability to work in an
organisation in detail. Purpose of an employment interview is to find out the suitability of the
candidate and to give him an idea about the work profile and what is expected of the potential
employee. An employment interview is critical for the selection of the right people for the right
jobs.

6. Final Selection and Appointment Letter-: This is the final step in the selection process. After
the candidate has successfully passed all written tests, interviews and medical examination, the
employee is sent or emailed an appointment letter, confirming his selection to the job. The
appointment letter contains all the details of the job like working hours, salary, leave allowance
etc.

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Definition: Job Analysis:

Job analysis is having a thorough understanding about a particular job and understanding the key skill
requirements, roles, responsibilities, workplace processes, organizational hierarchy etc. after conducting a
research. Job analysis involves collecting job related information and highlighting the basic requirements
needed by an employee to successfully fulfil the role & profile in order to achieve the goals & objectives set by
the company. The analysis also gives an overview on the physical, emotional & related human qualities required
to execute the job successfully managers user job analysis as a tool to ensure that the employees give their
maximum output and fulfil the objectives related to a job. They can lay down guidelines and frameworks which
would help them recruit the most apt person, ensure they have the right skills and monitor their roles,
responsibilities & output. Job analysis helps HR managers to decide the salaries, incentives & other benefits in
accordance with the job title,

Job Analysis Methods:

The process of collecting information for job analysis has to be very thorough and completed with accurate
research. Some methods which can be used to collect job related information is given below:

1. Observation-: Attributes like workplace environment, physical activities, techniques & skills required etc.
can all be covered by simply observing existing or similar jobs

2. Interview-: Interviewing employees helps in understanding the challenges, difficulties, emotional

requirements, complications, deliverables etc

3. Questionnaire-: Questionnaires helps in obtaining large volumes of data and this data can be quantified &
analysed to understand the job requirements in a much better way

37
38
4. Organizational analysis-: The first step in the job analysis process is to determine its purpose. This will
help determine what kind of data to collect and how to collect it. The necessary background information
for this step can be collected by using organization charts, process charts and job descriptions.
5. Select representative positions-: It will be time consuming and costly to analyse all jobs in an
organization. So, it is essential to select a representative sample of jobs for detail job analysis.

6. Collect data-: The next step is to collect job-related data such as educational qualification, duties,
responsibilities, working conditions, employee behaviour, skills and abilities. Data is collected by using
methods such as observation, interviews and questionnaire.

7. Review collected data-: A job analysis report is prepared by using the gathered data. The information is
then verified with the worker performing the job and their supervisor.

8. Developing job description-: The information collected is used to develop a written statement known
as job description. Job description is a document that describes the responsibilities, working conditions,
locations, risks and tasks required for effective job performance.

9. Developing job specification-: The final step in the process is to develop job specification. Job
specification and job descriptions are two tangible products of the job analysis process. Job specification
is a statement of personal traits, educational qualification, experience, background and skills needed to
perform a job.

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Job Design:
Job design is the process of organizing work as group of tasks, arranging and defining the job process
and structure at the workplace depending on the job analysis performed. Job Design is done specifically
to reduce the mechanical aspects of the job and make sure that the employee derives job satisfaction
from the assigned roles and responsibilities.
Job analysis plans the job and analyses the roles and responsibilities which are core to the job but Job
design makes the job better and basically updates the job so that it remains relevant.
The factors the affect the process of job design are the task characteristics, workflow, ergonomics, work
practices, employee abilities and availability, social and cultural expectations and feedback.

Job Design Methods:

Job design is critical in understanding the various factors of a job like duties, techniques required,
hierarchies, skill-sets required, motivation of employees etc. There are several ways in which the
requirements of a job can be identified.
The main job design methods are mentioned as below:

40
1. Job Rotation-: This method of job design, known as job rotation, is where employees of an organization
as exposed to several different roles & profiles across the company. Employees are rotated across
various job profiles and the best-suited roles are identified.

2. Job Simplification-: Job design method based on complexity of work can be understood by job
simplification. This involves identifying mechanical processes, repetitive work, one-product
development, tools & skills required.

3. Job Enlargement-: The job design method of job enlargement adds more tasks & value to an existing
job profile. Apart from the basic skills & abilities required to do the basic work, job enlargement offers
more tasks to be performed to the employee

4. Job Enrichment-: Job enrichment method of job design looks at enriching the work of the employee by
adding more responsibility, value and decision-making powers. This enriches an individual not only
professionally but also adds to personal development.

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 Human Resource Planning (HRP):
Human Resource Planning (HRP) is the continuous process of planning the human resource of an
organization to meet the demand in terms of numbers and the quality. The process involves the critical
task to balance the supply and demand of human resource to optimally utilize the resources. The
activities of recruitment, generating a pool of candidates for future, forecasting the demand etc. are
critical to this process.

Human Resource Planning Process-:

1. Determining the Objectives of Human Resource Planning-: The foremost step in every process is the
determination of the objectives for which the process is to be carried on. The objective for which the
manpower planning is to be done should be defined precisely, so as to ensure that a right number of
people for the right kind of job are selected.The objectives can vary across the several departments in the
organization such as the personnel demand may differ in marketing, finance, production, HR
department, based on their roles or functions.

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2. Analysing Current Manpower Inventory-: The next step is to analyze the current manpower supply in
the organization through the stored information about the employees in terms of their experience,
proficiency, skills, etc. required to perform a particular job. Also, the future vacancies can be estimated,
so as to plan for the manpower from both the internal (within the current employees) and the external
(hiring candidates from outside) sources. Thus, it is to be ensured that reservoir of talent is maintained to
meet any vacancy arising in the near future.

3. Forecasting Demand and Supply of Human Resources-: Once the inventory of talented manpower is
maintained; the next step is to match the demand for the manpower arising in the future with the supply
or available resources with the organization. Here, the required skills of personnel for a particular job are
matched with the job description and specification.

4. Analysing the Manpower Gaps-: After forecasting the demand and supply, the manpower gaps can be
easily evaluated. In case the demand is more than the supply of human resources, that means there is a
deficit, and thus, new candidates are to be hired. Whereas, if the Demand is less than supply, there arises
a surplus in the human resources, and hence, the employees have to be removed either in the form of
termination, retirement, layoff, transfer, etc.

5. Employment Plan/Action Plan-: Once the manpower gaps are evaluated, the action plan is to be
formulated accordingly. In a case of a deficit, the firm may go either for recruitment, training,
interdepartmental transfer plans whereas in the case of a surplus, the voluntary retirement schemes,
redeployment, transfer, layoff, could be followed.

6. Training and Development-: The training is not only for the new joinees but also for the existing
employees who are required to update their skills from time to time. After the employment plan, the
training programmes are conducted to equip the new employees as well as the old ones with the requisite
skills to be performed on a particular job.

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 7. Appraisal of Manpower Planning-: Finally, the effectiveness of the manpower planning process is to
be evaluated. Here the human resource plan is compared with its actual implementation to ensure the
availability of a number of employees for several jobs.

Job Satisfaction

Job satisfaction is defined as the extent to which an employee feels self-motivated, content & satisfied with
his/her job. Job satisfaction happens when an employee feels he or she is having job stability, career growth and
a comfortable work life balance. This implies that the employee is having satisfaction at job as the work meets
the expectations of the individual

Job Satisfaction Factors

Job satisfaction is related to the psychology of an employee. A happy & content employee at a job is always
motivated to contribute more. On the other hand, a dissatisfied employee is lethargic, makes mistakes &
becomes a burden to the company. The elements & factors which contribute to job satisfaction are:

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1. Compensation & Working conditions-: One of the biggest factors of job satisfaction are the
compensation and benefits given to an employee. An employee with a good salary, incentives, bonuses,
healthcare options etc is happier with their job as compared to someone who doesn’t have the same. A
healthy workplace environment also adds value to an employee.

2. Work life balance-: Every individual wants to have a good workplace which allow them time to spend
with their family & friends. Job satisfaction for employees is often due a good work life balance policy,
which ensures that an employee spends quality time with their family along with doing their work. This
improves the employee's quality of work life.

3. Respect & Recognition-: Any individual appreciates and feels motivated if they are respected at their
workplace. Also, if they are awarded for their hard work, it further motivates employees. Hence
recognition is one of the job satisfactions factors.

4. Job security-: If an employee is assured that the company would retain them even if the market is
turbulent, it gives them immense confidence. Job security is one of the main reasons for job satisfaction
for employees.

5. Challenges-: Monotonous work activities can lead to dissatisfied employees. Hence, things like job
rotation, job enrichment etc can help in job satisfaction of employees as well.

6. Career Growth-: Employees always keep their career growth part as a high priority in their life. Hence,
if a company helps groom employees and gives them newer job roles, it enhances the job satisfaction as
they know they would get a boost in their career.

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Training

Dale S. Beach defines training as ‘the organized procedure by which people learn knowledge and/or skill for a
definite purpose’. Training refers to the teaching and learning activities carried on for the primary purpose of
helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a
particular job and organization.

THE TRANING PROCEDURE:

One of the parts of this programme was the job instruction-training course, which was concerned with how to
teach? The training procedure discussed below is essentially an adoption of the job instruction training course,
which has been proved to have a great value.

1. Preparing the instructor:

The instructor must know both the job to be taught and how to teach it. The job must be divided into
logical parts so that each n can be taught at a proper time without the trainee-losing plan.
• Know the job or subject he is attempting to teach.
• Have the appetited and abilities to teach.
• Have willingness towards the profession.
• Have a pleasing personality and capacity for leadership.
• Have the knowledge of teaching principles and methods.

2. Preparing the trainee:

As in interviewing, the first step to training to attempt to place the trainee at case. Most people are
somewhat nervous when approaching an unfamiliar task.

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3. Getting ready to teach:
This stage of the programme is class hour.
• Planning the programme.
• Preparing the instructor’s outline.
• Do not to cover too much material.
• Keep the session moving along logically.
• Discuss each item in depth.
• Repeat, but in different words.
• Take the material from standardised texts when it is available.

4. Presenting the operation:

There are various alternative ways of presenting the operation, viz, explanation, demonstration etc. an
instructor mostly uses these methods of explanation.
• Explain the sequence of the entire job.
• Do the job step-by-step according to the procedure.
• Explain the step that he is performing.
• Have the trainee explain the entire job.

5. Try out the trainee’s performance:

As a Continuation of the presentation sequence given above, the trainee should be asked to start the job
operative procedure.

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Career Development Plan

Career development is one of those rare steps that underscore the needs of both the employee and the employer.
Every organization wants its employees to grow in their professional life so that they can transform themselves
into the challenges of the future.

This is the main reason that organizations organize training sessions and learning curves (learning from their
mistakes) to connect their goals to their individual goals. However, this process seems uninterrupted, but during
the implementation, it offers many challenges. Among the organizations which have the biggest reason for
management and employees is the obstacle in communication

Steps of Career Development Plan-:

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1. Self-Assessment-:
With proper skill, evaluating the work of reviewing personal interests, their priorities, strengths, and
weaknesses are to evaluate themselves. These reviews help in seeing the real picture of their
opportunities in the career development of the staff in the organization. Evaluation will also show a
transparent picture of the skill group required for specific job descriptions and advances.However, this is
a great tool for exploring opportunities for development in its own organization, job seekers can use it to
find opportunities in friends, family and job fairs. This reality investigation will also help in finalizing
the goals and determining the objectives for the future.

2. Find Career Opportunities-:

After self-assessment, the next step is to investigate the reality that the person has the skills and how
they can help him. At this stage, the candidate needs to underline all the steps to reach a specific career.
It involves taking stock of technical knowledge whether this knowledge is sufficient to get a job
opportunity. The next important purpose is networking. The candidate should find that if there is
someone in his contact who can provide opportunities to him or such a person can help. A working
professional can use this step to make a realistic assessment of his goals whether his goals are still worth
achieving and whether all the changes in the workplace affect his attitude. Most organizations make
annual assessments of employees in which there are many self-assessment questionnaires. This is where
the candidates can give themselves a proper point and prove to the management that they have
contributed to the development of the organization.

3. Set Goals in Personal and Professional life-:

In this phase, the candidate examines a series of career opportunities available to him and determines
what kind of knowledge skills will be required in his work of choice. In this sequence, the candidate
researches and collects information from many sources such as friends, colleagues, and tries to find the
best way that can work for him. At this stage, many potential job seekers also post their profiles in job
placement centres, which in turn provide them a list of the desired qualifications, which the employers
search for in the candidate's profile. A similar situation exists within the organization, where a particular
situation is said to refine your skills as a potential substitute

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4. Goal setting-:
In the process of career planning, the third step is to determine the goal, where a person passes during self-
assessment and examines his career opportunities in determining his long-term prospects in any
organization. Checking all the options for success is important for any candidate.It is also important that
the search for opportunities according to his personal interests, abilities, and skills. In essence, his goals
should be specific, thoughtful, determined and worthy, to be able to assess their success while pursuing
them.

5. Work plan-:
Job planning involves steps that are necessary to achieve goals such as additional training or a specific
managerial skill that anyone wants to get for the current or future situation. In this sequence, there are
usually many dialogues with the senior staff working in various roles in the organization. Because these
senior people are those people who can share their information with the rest of the people and inform them
about various mobility in the areas of work.

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Employee engagement

Employee engagement is an important factor behind employee motivation. To ensure that employees do not feel
left out or frustrated companies use employee engagement programs to make them feel valued and included.
The success of Coca Cola also depends on how committed and motivated its employees are. For this purpose the
company has used several programs that keep the employees engaged. In this regard it also holds regular
dialogues with its employees as well as organizes employee surveys and representative groups.

It also measures employee engagement and their satisfaction with their work lives regularly. Coca Cola uses
employee exchange programs. Employees of one nation are sent to another to learn and derive cultural insights.
Such programs can be key to employee satisfaction. However, Coca Cola also employs other methods of
employee engagement and motivation. In Great Britain its employees are provided with discounted gym
memberships, free exercises classes, free coca cola drinks and fruit, a restaurant that serves healthy food
options, flexible working schedule and other health and personal welfare.

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1. Employee relations-:
The lifeblood of any organization is its people. As we’ve written multiple times, engaged employees are
more productive and can make a positive impact on a business’ bottom line. To that end, the HR
department is there as a liaison between the organization and employees, to make sure that employees
are kept abreast of relevant information and that they, in turn, are represented by the HR team in any
decisions that may impact them. A simple way of keeping staff up to date is a regular HR newsletter
which details pertinent news and developments, as well as providing a forum for employees to engage.

2. Equality-:
Equality prohibits favouritism and promotes a fair and uniform working environment. It creates an
atmosphere in which employees feel relaxed and comfortable, knowing that they are commended and
promoted based on their contributed efforts and goal achievements. When employees feel a genuine
sense of equality, they are more likely to be more productive and work harder. Make certain that your
employees are knowledgeable of policies and recognize their limits and boundaries among their co-
workers and management personnel.

3. Effective and open communication-:

Given that your employees are the assets and backbone of your company’s operational success,
improved communication is essential. Encompassing a work environment with an effective
communication approach starts with keeping your door open to all employees and management
personnel. An open-door policy reinforces that you are always there to listen and take on concerns and
questions. This leads to a workplace that is able to empathize with grievances, resolve
misunderstandings and reduce internal conflict in an effective and quick manner. A secretive business
owner can lead employees to mistrust their leadership and reduce employee morale, thereby damaging
communication channels. Successful business owners effectively communicate and engage their
employees in the business’s operation. This entails a positive interaction of management’s developments
and plans as well as employee’s communicating their own feedback and judgments.

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4. Effective employee relationship management requires a Shared vision-:
Policies, goals, and objectives of a company should be clearly articulated and uninformed with all
employees. This allows employees to work towards the same vision and drive the company forward.
Sharing the company’s vision also means that employee’s opinions are taken on board. A collaborated
vision instils an employee’s desire to improve the company’s image, brand, and position in the industry.
A good employee relation culture encourages employees to share their ideas and input. When an
employee feels their input is highly regarded, this enhances an employee’s determination to further excel
in attaining a company’s set goals and objectives. Consider conducting monthly update meetings of the
businesses short-term and future aspirations and goals.

5. Motivate employees-:
Motivating employees is fundamental to enhancing overall productivity and attaining set goals.
However, for this to be effective you must ensure that expectations are clearly defined and feedback is
understood. The absence of this can produce major conflict and be detrimental to your company’s
operation. Therefore, ensure that you are proficient in creating an environment where positive employee
relations are present. Implement programs that encourage health and wellness. Managing your
employees’ stress and improving their sense of well-being allows them to feel appreciated and cared
about. When your employees are happy and well, their motivation to do well takes over. Respect and
value your employees. Provide incentives and rewards, such as Employee of the Month programs,
flexitime and movie vouchers. Also, consider career development opportunities where warranted.
Employee relations help you to understand what motivates and drives your employees to be more
productive.

6. Inspirational leadership is essential for effective employee relationship management-:

Being the boss doesn’t entail telling people what to do and how to do it. Conversely, a successful
employer is one that drives their employees to achieve results, reach targets and demands excellence.
They are not forceful in their demands; however, they are effective in how they communicate and
motivate employee achievement. Being likeable, yet a respected leader should be a must skill to achieve.
This talent facilitates the ability to cooperate, instil trust and effectively coach and mentor your
employees. A positive connection energizes your employees to excel. You don’t want your employees to
feel scared or nervous in their own shoes; productivity decreases and so does your relationship.

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7. Health and safety-:
Promoting a safe workplace also comes under the realm of the HR department. In this role, the HR team
is responsible for ensuring an organization complies with all health and safety legislation, that employee
safety training is kept up to date and that workplace safety records are maintained. Promoting workplace
safety is a necessary task in any organization, but it can often fall to the bottom of the priority list when
employees are busy. HR departments can keep details fresh through regular communication; using video
can be a good idea to capture attention and highlight particular guidelines. Coca-Cola company can
committed to providing a healthy and safe working environment supports the following health and safety
principles:
Provide an environment where work-related health and safety risks are controlled to prevent injuries and
occupational ill health.
Comply with all legal and other applicable OH&S requirements from e.g. The Coca Cola Company in
all Coca Cola HBC territories and conform with relevant international
standards by implementing continuous improvement programmes.
Implement an effective OH&S management programme integral to ongoing business activities, which
will:
1. Identify, assess and control OH&S risks and opportunities from known causes of occupational injuries
and ill health associated with workplace processes and working environments.

2. Ensure that all employees, at every level of the organization, understand and are committed to
implementing Coca Cola HBC’s OH&S policies and practices.

3. Provide a mechanism for the consultation and participation of employees and/or their representatives
related to OH&S activities.

4. Develop employee OH&S competency through effective training and leadership at all levels in the
organization.

5. Subject OH&S systems, procedures and performance to internal and external audits and validation.

6. Investigate the causes of work-related injuries and ill health and take actions to prevent recurrence.

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7. Align the requirements of OH&S with all other business disciplines and ensure that they are subject to
performance measurement and continuous improvement programmes.

8. Include occupational health and safety strategies in the annual business planning process to ensure the
subject remains an integral part of operations.

9. Set annual measurable OH&S objectives for all operations, and at group level, to ensure OH&S culture,
continuous improvement and compliance with requirements.

10. Communicate and share successful practices and lessons learned from incidents, to continually raise
awareness and act preventively.

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Payments and Rewards:

Payments and rewards have become increasingly important to keeping the employees happy. It is crucial to pay
the employees fairly if a company wishes to attract and retain the best workers. Coca Cola offers competitive
pay and motivating benefits to its employees. Its compensation packages and benefits compare with the other
best employers in the world. A number of elements are considered to develop a satisfying package for its
employees. Apart from the financial compensation, pensions, healthcare and holidays are also considered an
important part of the employee compensation. Coca Cola ensures that its reward programs are benchmarked
regularly against a group of peers that include key players in local and global markets.

The seven challenges of Coca-Cola

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You don’t get to be 126 years old and the world’s most-valuable brand without making some major changes
along the way.

Over the years, Coca-Cola faced a number of challenges, including its latest challenge, “sugar.” According to
Advertising Age, sugar is “Public Enemy No.1. It’s blamed for obesity and even termed toxic. A new book
claims it’s addictive. Beware, marketers: Sugar may be the next regulatory target.”

Before commenting on the sugar crisis, let’s take a look at how Coca-Cola dealt with some of its other
challenges.

The new slogan: “Drink Coca-Cola. Delicious and refreshing.”

1. The medicinal challenge-:

The first label for the new Coca-Cola syrup said in part: “This intellectual beverage and temperance
drink contains the valuable tonic and nerve stimulant properties of the Coca plant and Cola nuts a
valuable brain tonic and a cure for all nervous affections: sick head-ache, neuralgia, hysteria,
melancholy, etc. Nine years after its launch, Frank Robinson, the man who came up with the Coca-Cola
name and the Spenserian-script trademark, had a brilliant insight. “We found that we were advertising to
the few when we ought to advertise to the masses.”

2. The fountain challenge-:

Four years later, two Chattanooga lawyers showed up in the office of Asa Candler who had taken control
of the company from founder John Pemberton. They wanted to buy exclusive rights to bottle the
beverage. And Candler sold it to them . . . for the sum of one dollar. A bad bargain? Not necessarily. The
two lawyers divided the country between them and diligently recruited talented individuals to set up
Coca-Cola bottling companies. Twenty-nine years later, there were 1,263 bottlers covering the country,
the year bottled Coca-Cola outsold fountain sales for the first time. Without this bottler network, it’s
possible that Coca-Cola would not have become the powerful brand it is today.

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3. The cocaine challenge-:
Before the arrival of the 20th century, cocaine was touted as the world’s newest wonder drug, a cure for
almost everything. One of its biggest supporters was Sigmund Freud who wrote an article entitled Über
Coca, “a song of praise to this magical substance.” Fortunately, wiser heads at Coca-Cola prevailed and
four years after making the bottler deal, Coca-Coca removed cocaine from the formula, substituting
caffeine instead.

4. The bottle challenge-:

With hundreds of bottlers selling Coca-Cola around the country, there was no uniformity in how the
product looked. There were many different bottle designs. So Coca-Cola held a contest to design a bottle
that could be recognized in the dark. The winner produced the world’s most-famous package designs,
the contour bottle. Even today, its iconic bottle is one of Coke’s best attributes.

5. The Pepsi challenge-:

There was one problem with the contour bottle: It held only 6.5 ounces. But strange as it might seem, it
took Pepsi-Cola 23 years to exploit this weakness. “Pepsi-Cola hits the spot. Twelve full ounces, that’s a
lot. Twice as much for a nickel, too. Pepsi-Cola is the drink for you.” (The 1939 radio jingle that greatly
increased Pepsi’s sales.) As the years rolled by, Coca-Cola’s market shares slowly eroded. But it took 16
years for Coke to respond to the Pepsi challenge by introducing larger-size bottles and another five years
before introducing a 12-oz. can, today’s dominant cola package.

6. The diet challenge-:

Two years later, Diet-Rite cola hit the market. But this time, Coca-Cola reacted quickly. The following
year, the company launched Tab. A year later, Pepsi responded with Diet Pepsi. Tab versus Diet Pepsi.
You might think a line extension of a famous name (Pepsi-Cola) would outsell a new name with little or
no meaning (Tab.) Not so. Eighteen years later, the year Coca-Cola introduced Diet Coke, Tab was
outselling Diet Pepsi by 23 percent. So then why would Coca-Cola introduce Diet Coke when it already
had the leading diet-cola brand? As it turned out, Diet Coke could be one of its best-ever decisions.

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7. The second Pepsi challenge-:
Seven years before the launch of Diet Coke, Pepsi shocked the folks in Atlanta with its “Pepsi
Challenge” advertising campaign. What was even more shocking was that Coca-Cola’s own taste tests
showed consumers preferred the taste of Pepsi 58 to 42 over Coke. A third shock occurred when Pepsi
overtook Coke in supermarket sales.

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CHAPTER NO.4
CONCLUSION

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CONCLUSION:

After reviewing the complete report one thing is clear that is Hindustan Coca-Cola Beverage Pvt
Ltd is workingvery well its strategies are successful towards the whole world and this ismaking progress by the
passage of time. It is definitely clear that HCCB areusing the concept of SHRM instead of Traditional HRM. Th
e main reason whythey are so much developed is due to the people. According to HCCBPL
employees are the assets of their company.

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