HR Policies at Coca

cola

PRESENTED BY,
SARAN CHANDRAN
SHAMEERA.A

COCA COLA
Coca-Cola was founded in May
1886 by Dr. John Pemberton.
Coca-Cola was first sold to the
public in Atlanta at Jacobs
Pharmacy.
Only 9 servings of the soft
drink were sold each day.

COMPANY
CULTURE
Special training is given to employees, New
employees also are placed with old ones to
learn work and the valuesprevalent in the
company.
Two cups tea are free for every employee
daily this represents the hospitable nature of
the company, This factor keeps the
employees motivated as they are taken well
care this fact is clear by the physical actions
took by the company.
The company working environment is really a
good blend of Asian and western values.

MOTIVATION FOR
EMPLOYEES

WAGES
Coca-cola is providing smart wages to its
employees , which are competitive and really
satisfactory .With wages lot of facilities and
amenities are provided according to the
policy.
Structure of wages can be described as:
Blue collar workers are offered wages along
with commission salesman are offered wages
plus commission pursuing certain criteria.
White collar workers who are the officers
and the executives draw a handsome amount

Staffing and training

All over the world they are involved in
innovative programs that give hardworking,
knowledge-hungry
students
books, supplies,places to study and
scholarships..

Annual Leaves

Coca-cola international has different

leaves structures in different regions and
countries ofthe world where they have
their company
Designatio
n
supervisor
Above than
supervisor
Below
supervisor

Allowed leaves
26 leaves per
annum
26 leaves per
annum
24 leaves per
annum

TIME MANAGEMENT

8 a.m. to 4 p.m. (all departments other

then technical departments),
4 p.m. to 12 p.m. (Technical department)

MEDICAL FACILITES

Treatments are provided to

employees as per their designations.

The medical facilities are also

provided to supervisors as well as the
officers in the Company.

MENTORING PROGRAMS
Creating a system of mentoring
programs that include,
One-on-one mentoring
Group mentoring
Mentoring self-study tools.

 Coca-Cola North America and The Minute

Maid Company have one-on-one mentoring
programs designed to foster professional
growth and development.

These
programs
promote
trusting
relationships for networking, coaching, career
counseling and life lessons.

Job analysis and designinG

Job description and job analysis in which they
get the information about
Employees work activities
Humanbehavior
Performance standard
Job context
Human requirements

Planning and Forecasting

Coca cola HR department involves in

company strategic planning and they also
make sufficient planning for hiring new
employees in the future.

They forecast forthe expected employees

needs in the organization. They forecast of
employees on the change technology and
increasing in productivity.

Recruitment process at coca cola.

First of all HR Department give ads in

news
papers,
company
website,
institutions etc. Then application form,
from candidates with required documents
and CV is asked for and then analyzed.
Recruitment is both-Internal recruitment
External recruitment

TRAINING POLICIES OF COCA

COLA
After recruiting the fresh employee ,they
are trained for three months and also pay
them salaries after three months they
become part of a firm.
Coca Cola also give training to existing
employee depending upon the condition
forexample if new technology is introduced
first of all ,full training is given about new
technology then they are allowed to start
their new job.

Performance appraisal

Coca cola performance appraisal is on

the annual basis. Hr manger says we
appraise
our
employee
on
theirperformance.

COMPENSTION BENEFITS

Basic salary
Bonus
Medical facility
Gratuity fund
Social security

EMPLOYEE RELATIONSHIP
Open door policies is the best policy for
the
employees

SAFETY POLICY
Protect the employees and ensure public
safety extending throughout the organization.
Integrated approach of innovation for the
safety of employees at all operation levels.

Establish mechanisms to communicate

effectively with the employees consumers
and government on the safety performance

THANK YOU