Executive Summary......................................................................................................................

Introduction...................................................................................................................................
Invasion of coca-cola in Pakistan:.................................................................................................
Mission statement:........................................................................................................................
Vision statement:...........................................................................................................................
History...........................................................................................................................................
Main products of the company:.....................................................................................................
Brands of coca-cola in Pakistan:...................................................................................................
Different department of the company:..........................................................................................
Recruitment and selection process:...............................................................................................
Staffing and training:.............................................................................................................
Process of training:........................................................................................................................
Compensations management:........................................................................................................
Medical Facilities:.........................................................................................................................
Transportation:..............................................................................................................................

Acknowledgement
In the name of Almighty ALLAH
the merciful, the beneficent, who
has been kind to enable us to
complete this project.
We did our project under the kind
guidance of the country Manager
HR in
THE COCA-COLA COMPANY
Mr. Ameer Faisal Hashmi
So it is our pleasure to express our
great gratitude to him.
We are also very thank full to our
teacher
Miss
2

Who helps us in understanding

the whole subject in a beautiful
way?

Dedicated To
Our Dearest, most respectful
Parents and

Miss
Whose efforts and prayers are great
source of strength to us in every
noble venture? Their love inspired
the higher idea of
life.

Executive Summary
The Coca-Cola Company is the #1 company within the non-alcoholic beverages industry.
They have a 20- year standing of being the leader and investors know that the Coca-Cola
Company has an extraordinary reputation for maximizing shareholder value.
Opportunities that exist for the company in the future is expanding market share in the noncarbonated beverages segment, a restructuring of their business model, and better consistency
of earnings results.
A challenge that the Coca-Cola Company is facing is the struggle with their global bottling
partners in the fact that the bottlers are not earning the kind of returns on capital that the
company needs to grow the business profitably. Their new management team needs to work
on implementing cohesive goals between the two to reach the Coca-Cola Companys longterm growth potential.

Introduction
In May, 1886, Coca cola was invented by Dr, John Pemberton a
pharmacist from Atlanta, Georgia. John Pemberton concocted the Coca
cola formula in a three legged brass kettle in his backyard. The name was
a suggestion given by John Pembertons book keeper Frank Robinson.
The coca-cola company is the worlds leading manufacturer, marketer,
and distributor of nonalcoholic beverage concentrates and syrups. The
companys corporate headquarters are in Atlanta, with local operations in
over 200 countries around the world.
Coca-Cola was first created in the United States; it quickly became popular
wherever it went. Our first international bottling plants opened in 1906 in
Canada, Cuba and Panama, soon followed by many more. Today, we produce
more than 300 brands. More than 70 percent of our income comes from
outside the U.S., but the real reason we are a truly global company is that our
products meet the varied taste preferences of consumers everywhere.
For more than a century, consistently delivering the simple promise of CocaCola has enabled us to sustain a long track record of growth. Amidst all the
years of success, the most pivotal moments in our history have come when we
had to change our business dramatically to meet new challenges of the
evolving world.

Company remained focused on the basic promise of Coca-Cola, which has not
only endured, but also indeed carried us. That promise has been our consistent
theme throughout our 115-year history. Our people kept that basic promise by
working with strong ideals, always striving to behave in ways consistent with
the brand itself. Our leaders had the vision, foresight and the courage to

innovate and adapt the mechanics of our business to allow us to thrive within
the business conditions of each particular day.
By the late 1980S, Coca cola was one of Americas most popular fountain
drinks. So, in the century ahead, the leadership of Coca-Cola will successfully
author the next chapter by making sure we stay focused on the promise and
ideals of Coca-Cola, while continually adapting our ability to deliver on that
promise as business conditions change.

The Coca Cola Company is a soft drink company. This is believed to be the
worlds non alcoholic drink introduced in the market. It is the worlds largest
revenue earning company. This company operates 46 states in the United
States, and in all 10 provinces of Canada, and a part of Europe including
continental France, Great Britain and also Asia.
The company enterprises employees approximately, 67000 people who operate
many facilities, vehicles and millions vending machines, beverages dispensers
and is listed on the New York stock exchange under the s ymbol of CCE.
One of the main offices of this company is in the USA but the main head
office is in Atlanta. In Pakistan the country manager for the project of Coca
cola is Mr. Rafiq Qureshi and Mr.Shahzad Iqbal is the franchise manager.

Invasion of coca-cola in Pakistan:

The Coca-Cola Company began operating in Pakistan in 1953.Benjamin H.
Oehlert Jr., former senior vice president of The Coca-Cola Company, served
as United States Ambassador to Pakistan from 1967 to 1969.

Mission statement:
To benefit and refresh everyone it touches and to create values for our share
owner on a long term basis by building a business that enhances the coca cola
company trade marks.
According to Gujranwala plant :
We exist to have a strong, dominant and profitable business in Pakistan

Vision statement:
All of us in the Coca-Cola family wake up each morning knowing
that every single one of the worlds 5.6 billion people will get thirsty
that day... and that we are the ones with the best opportunity to refresh
them.

Our task is simple: make Coca-Cola and our other products

available, affordable, and acceptable to them, quenching their thirst

and providing them a perfect moment of relaxation. If we do this... if
we make it impossible for these 5.6 billion people to escape CocaCola... then we assure our future success for many years to come.
Doing anything else is not an option.

HISTORY
1886
On May 8, 1886, Atlanta druggist Dr. John Styth Pemberton (former
Confederate officer) invented "Coca-Cola" syrup using melted sugar, water
and other ingredients. It was mixed in a 30-gal. Brass kettle hung over a
backyard fire. It was marketed as a "brain and nerve tonic" in drugstores.
He first "distributes Coca-Cola by carrying it in a jug down the street to
Jacobs Pharmacy. For five cents, consumers can enjoy a glass of Coca-Cola at
the soda fountain. This year, sales of Coca-Cola average nine drinks per day.
Frank M. Robinson, Pemberton's bookkeeper, was the person who suggested
the name "Coca-Cola", which was chosen because both words actually named
two ingredients found in the syrup. They were the coca leaf and the Kola nut.
Robinson spelled Kola with a C to make it look better in advertising.
Coca-Cola was first sold for 5 a glass at a soda fountain in Jacob's Pharmacy
in Atlanta by Willis Venable.The first year's gross sales were $50 and
advertising costs were $73.96.
The original formula included extracts of the African kola nut and coca
leaves, both strong stimulants. "Coca-Cola" was one of thousands of exotic
patent medicines sold in the 1800s that actually contained traces of cocaine.
1888
In 1888, Asa Griggs Candler bought the company from Dr. Pemberton. Later
that same year, Dr. Pemberton died. By 1914, Candler had acquired a fortune
of some $50 million. Baseball hall of famer Cobb, a Georgia native, was
another early investor in the company.

1891
Atlanta entrepreneur Asa Griggs Candler acquires complete ownership of the
Coca-Cola business for $2,300. Within four years, his merchandising flair
helps expand consumption of Coca-Cola to every part of the nation. In this
year Coca-Cola produced its first calendar.
1893
The trademark "Coca-Cola name and script are registered with the U.S.
Patent and Trademark Office. Dr. Pemberton's partner and bookkeeper, Frank
M.

Robinson suggested the name and penned "Coca-Cola" in the unique

flowing script that is famous worldwide today. Mr. Robinson thought, "the
two Cs would look well in advertising."
1894
Coca-Cola began as a fountain product, but candy merchant Joseph A.
Biedenharn of Mississippi was looking for a way to serve this refreshing
beverage at picnics. He begins offering bottled Coca-Cola, using syrup
shipped from Atlanta, during this especially busy summer. Joseph A.
Biedenharn,

owner

of

the

Biedenharn

Candy

Company

in

Vicksburg,

Mississippi, first bottled "Coca-Cola."

1895
"Coca-Cola is now drunk in every state and territory in the U.S." - Asia
Candler.

10

1898
The Company outgrows its facilities and a new building is erected at
Edgewood Avenue and College Streetlater to be called "Coca-Cola Place."
This year, the Company enters the markets of Canada and Mexico.

1899
Large-scale bottling becomes possible when Asa Candler grants exclusive
rights to Joseph B. Whitehead and Benjamin F. Thomas of Chattanooga,
Tennessee, for one dollar. The contract marks the beginning of The Coca-Cola
Companys unique independent bottling system that remains the foundation of
Company soft-drink operations. Within 20 years, the regional bottling s ystem
will grow to include 1,000 bottlers, with operations in Cuba, Puerto Rico,
Panama, the Philippines and Guam.
1903
By 1903, the use of cocaine was controversial and "Coca-Cola" decided to use
only "spent coca leaves." It also stopped advertising "Coca-Cola" as a cure for
headaches and other ills.
1906
Cuba and Panama become the first two countries outside the U.S. to bottle
Coca-Cola.
1915
Around this time, bottles used by companies in the soft-drink industry are
very similar. And Coca-Cola has many imitators, which consumers are unable

11

to identify until they take a sip. The answer is to create a distinct bottle for
Coca-Cola, one that anyone would recognize, even if it were felt in the dark.
As a result, the Root Glass Company of Terre Haute develops the genuine
Coca-Cola bottle with the contour shape now known around the world. It
replaces the straight-sided bottle, giving Coca-Cola a distinct packaging
advantage over the imitations.
1919
The Coca-Cola Company is sold for $25 million to Atlanta banker Ernest
Woodruff and a group of investors. Woodruff was appointed president of
"Coca-Cola" on April 28, 1923 and stayed on the job until 1955.The same
year, the Company's stock is first sold to the public at $40 a share. One of
these original shares was worth about $6.7 million at the end of 1998
(assuming all dividends were Reinvested).
1920
The Coca-Cola Company establishes a manufacturing operation in France.
U.S. Supreme Court Justice Oliver Wendell Holmes rules that Coca-Cola is a
single thing coming from a single source and well known to the community.
1923
Robert W. Woodruff, son of Ernest Woodruff, becomes president of The CocaCola Company. His insistence on quality and more than six decades of
leadership take the business to unrivaled heights of commercial success,
making Coca-Cola an institution the world over. In March 1923, "Coca-Cola"
was sold in a 6-bottle carton for the first time in New Orleans, Louisiana.
Today, products of The Coca-Cola Company are consumed at the rate of more
than one billion drinks per day.

12

1926
The Foreign Department becomes a subsidiary later known as The Coca-Cola
Export Corporation.
1928
Annual bottled Coca-Cola sales exceed fountain sales for the first time. Also
this year, Coca-Cola makes its first Olympic appearance when 1,000 cases of
Coke accompany the U.S. Olympic Team to Amsterdam.
1929
Sixty-four

bottling

operations

are

located

in

28

countries,

spreading

refreshment worldwide. Also this year, the fountain glass is adopted as

standard, and "The Pause that Refreshes" first appears in the Saturday
Evening Post.
1933
The automatic fountain dispenser is introduced at the Chicago World's Fair.
By simply pulling a handle, soda jerks can now serve uniform, properly
refrigerated Coca-Cola.
1936
This year, The Coca-Cola Company observes its 50th anniversary. Three-day
bottlers convention, a motion picture chronicling the Companys early year,
and even a special anniversary logo are part of the celebration.

13

1941
"Every man in uniform gets a bottle of Coca-Cola for 5 cents, wherever he is
and whatever it costs"Robert Woodruff. Also this year, the trademark
"Coke first receives equal prominence in advertising with "Coca-Cola."

1942
"It's the Real Thing" is first used in Coke advertising. On December 25, The
Coca-Cola Company, in cooperation with the War and Navy Departments,
sponsors a special 12-hour radio broadcast to more than 142 stations. Titled
"Uncle Sams Christmas Tree," the program featured 43 popular orchestras
live from 43 widely scattered military bases in the U.S.

1943
On June 29, General Dwight Eisenhower dispatches a cablegram requesting a
shipment of 3 million bottles of Coca-Cola and complete equipment for
bottling, washing, refilling and capping twice monthly.
1950
Edgar Bergen and his sidekick Charlie McCarthy appear on the first live
network television show sponsored by The Coca-Cola Company.

14

1955
The 10-, 12- and 26-ounce king-size and family-size bottles are introduced
with immediate success. And Fanta, an orange-flavored beverage, is launched
in Naples, Italy. It later becomes the trademark name for a line of flavored
drinks sold around the world.
1960
Metal cans like the ones sent to troops during the Korean War are now
available on market shelves everywhere. Also this year, The Coca-Cola
Company purchases The Minute Maid Company.
1961
Sprite, the lemon-lime drink, is introduced to the public.
1969
It's the Real Thing makes a comeback.
1971
Young people from around the world gather on a hilltop in Italy to sing "I'd
like to buy the world a Coke."
1976
"Coke Adds Life" campaign is introduced.

15

1977
The unique contour bottle, familiar to consumers everywhere, is granted
registration as a trademark by the U.S. Patent and
Trademark Office, an honor awarded to only a few other packages.
1979
Coke introduces "Have a Coke and a Smile," a campaign of heartwarming
emotion best captured by the television commercial featuring "Mean" Joe
Greene, a tackle on the Pittsburgh Steelers football team.
1981
Roberto C. Goizueta is elected chairman of the Board of Directors and chief
executive officer of The Coca-Cola Company. He will lead the Company for
16 years.
1982
The Coca-Cola Company introduces diet Coke to U.S.

Consumers, marking

the first extension of the Companys most valuable trademark to another

product. And the "Coke is it!" theme is translated and tailored to reach
consumers everywhere as it is launched worldwide.
1985
In April, after extensive taste testing, the Company introduces a new taste for
Coca-Cola in the United States and Canada"new" Coke. Consumers respond
with an unprecedented outpouring of loyalty and affection for the original
formula, and the Company listens. In July, the Company reintroduces the

16

original formula for Coca-Cola, as Coca-Cola classic. Also this year, Cherry
Coke is introduced.
1986
In the year of the Companys 100th anniversary, two large U.S. bottlers
combine to form Coca-Cola Enterprises. Over time, this new company will
assume responsibility for bottling operations in Great Britain, France, the
Netherlands and Belgium.
1988
An independent worldwide survey confirms that Coca-Cola is the best known,
most admired trademark in the world.
1989
The Coca-Cola Company sells Columbia Pictures to Sony Corporation.
1990
World of Coca-Cola, an attraction featuring a historical and futuristic look at
Coca-Cola as well as a chance to sample The Coca-Cola Company products
from around the world opens in Atlanta.
1994
M. Douglas Ivester is elected president and chief operating officer of The
Coca-Cola Company.

1996
17

Coca-Cola sponsors the Summer Olympics in the hometown of The Coca-Cola

Company: Atlanta, Georgia. And the Cisneros Bottling Company, the largest
soft-drink bottler in Venezuela, switches from Pepsi to Coca-Cola.
1997
World of Coca-Cola Las Vegas opens complete with a hundred-foot-tall CocaCola contour bottle. The Coca-Cola Company sponsors the Winter Olympics
in Nagano, Japan, marking the 70th anniversary of the Company's Olympic
partnership. New products Citra and Surge hit the market. And M. Douglas
Ivester is named chairman of the Board of Directors and chief executive
officer of The Coca-Cola Company. He is the tenth chairman of the board in
the Companys history.

History Of Coca-cola In Pakistan: The Coca-Cola Company began operating in Pakistan in 1953.
Benjamin H. Oehlert Jr., former senior vice president of The Coca-Cola
Company, served as United States Ambassador to Pakistan from 1967 to 1969.

18

Main products of the company:

There are 323 brands of coca cola. Out of which there are 7 brands Available
in Pakistan.
Two brands Lemon and Strawberry are recently introduced products of
Coca cola in Pakistan.

Brands of coca-cola in Pakistan:

COCA-COLA/Coke:
Coca-Cola is the most popular and biggest-selling
soft drink in history, as well as the best-known
product in the world. Created in Atlanta, Georgia
by Dr. John S. Pemberton, Coca-Cola was first
offered as a fountain beverage by mixing CocaCola s yrup with carbonated water.
Coca-Cola was registered as a trademark in 1887
and by 1895 Coca-Cola was being sold in every
state and territory in the United States. In 1899,
the company began franchised bottling operations in the United States.
Today, Coca-Cola can be found virtually in every part of the world.
The Coca-cola Recipe:
1 oz. citrate caffeine
1 oz. vanilla
2 oz. flavoring *
4 oz. fluid extract of coca
3 oz. citric acid
1 qt. lime juice
30 lbs. sugar
2 gal. Water

19

Caramel

Diet Coke/Coca-cola Light:

Looking good and tasting great!
Diet Coke was born in 1982 and quickly became the
No. 1 sugar-free drink in diet-conscious America.
Known as diet Coke in the U.S., Canada, Australia and
Great

Britain,

and

as

Coca-Cola

light

in

other

countries, 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. Ad campaigns around the world for
diet Coke share a playful, sophisticated and sexy attitude. The diet Coke
North American ad campaign celebrates the real and human attributes that
make people alluring in the eyes of others.

Diet Coke
In 1982, Diet coke is introduced at the beginning of
the decade of the fitness craze, Rubik's cube, MTV
and

the

new

wave

of

popular

music.

A gala reception at Radio City Music Hall in N.Y.C.

celebrates the new soft drink's arrival on the scene.
Fanta:
A favorite in Europe since the 1940s, Fanta was
acquired by The Coca-Cola Company in 1960. Fanta
Orange is the core flavor, representing about 70% of

20

sales, but other citrus and fruit flavors have their own solid fan base.
Consumers around the world, particularly teens, fondly associate Fanta with
happiness and special times with friends and family. This positive imagery is
driven by the brand's fun, playful personality, which goes hand in hand with
the bright color (particularly orange), bold fruit taste, and tingly carbonation.
Fanta sells best in Brazil, Germany, Spain, Japan, Italy and Argentina. Fanta
distribution was increased in the U.S. in 2001 with the return of four flavors:
orange, strawberry, pineapple and grape. Orange, the biggest seller, is now
available in most of the country.
Sprite:
Introduced in February 1, 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.
Millions of people enjoy Sprite because of its crisp,
clean taste that really quenches your thirst. But Sprite
also has an honest, straightforward attitude about
things that sets it apart from other soft drinks. Sprite encourages you to be
true to who you are and to obey your thirst.
Maaza:
"Yaari-Dosti Taaza Maaza"
With the real fruit taste kids love, plus added
calcium,

Maaza's

tagline,

"Yaari-Dosti

Taaza

Maaza" means "Friendship moments with fresh

Maaza" in Hindi.

21

Maaza was introduced in India in 1984 as a noncarbonated mango fruit drink.

It was acquired by The Coca-Cola Company in 1993 and is currently available
in three flavors, mango, pineapple and orange -- plus added calcium.
Caff eine Free diet Coke is introduced
People around the world are drinking diet Coke just for the taste of it. Diet
Coke is introduced to Australia, Canada, Costa Rica, Great Britain, Norway,
South Africa and West Germany, in many countries
under the name of Coca-Cola Light.

Diet Coke/Coca-cola Light:

Diet Coke/Coca-Cola Light becomes the #1 lowcalorie beverage in the world, with 60 million drinks
served every day in 61 countries.
Diet cherry Coke:
Diet Cherry Coke launches and a new low-calorie
flavor craze begins

22

Different department of the company:

Following are the departments in Coca-cola company regarding visit to plant:-

23

Human Resource and international relation department.

Research and Development department.

Account department.

Engineering department.

Production department.

Quality Control department.

Marketing department.

Sale department.

Fleet department.

Distribution department.

Departments at plant
Management of coca-cola
Following are the information about the management of plant.
The factory is control by the BOM (Business operational manager) and under
him seven Departments is working. Every Department is lad by a department
Manager. The Departments of account is lead by the manager account and
under him assist manager works. Who control the other employees of the
department under him? Department of production and engineering is lead by
the Prod. & Eng. Manager. Under him work Mechanical Engineers Mechanical
Supervisor and Assistant Production. Quality control department lead by the
manager quality control. Under him working the chief chemist whos
responsibility is to give the quality product to the customer. Sale & marketing
department is playing the important part in the growing market share in the
country. That department led by the Sale & marketing manager that
department is further divided in the sale and marketing section. The marketing
department is lead by the marketing manager and the sale section by sale
manager. Sale men work under the sale manager. Fleet department control the
transport vehicle of the company the head of the department is Fleet manager
and under him work the assistant fleet manager who manages the control over
the transportation of the company. The distribution of the coca-cola around
the region is the responsibility of distribution department, which is lead by
the distribution Manager. Assistant distribution manager work under him to
full fill their duties. Human recourse and international affair department take
control over the external environment of the company and help the in the
growth of the company. That Department is lead by the Manager H.R.I.R.
other executive work under his supervision. The R& D Department plays the
most important role in the development and the growth of the company. This

24

Department is lead by the Manager R&D. and Assistant Manger work under
him.

To be specific the working environment in the company represents the companys culture in
large. The culture is the shared values among the different people so the environment of the
company is widely shared by its employees that conclude to form the companys culture.

Human Resource Management (HRM)

The men and women of human resources are building on infrastructure for
knowledge generation that exploits new information and knowledge for
creativity, innovation and process management (improvement). They translate
requirements from organizational strategy and Business plans to specific
human resource processes and practices. Human resource professionals design
organizational social systems dedicated to employee development maximizing
individuals and team performance, providing compensation and benefit
delivery and promoting strategies for system thinking, work force flexibility,
high performance and customer service.

25

Recruitment and selection process:

Testing

Applicants are invited by different methods as by internal sources,

employees referrals, media, newspaper, and from respective institutions.

26

Score, experience and exposure are checked in case of internal sources.

In case of raw handed application, institution as well as selection

criteria requirements are taken into account.

In primary test basic skills of the applicant such as mathematical skills

and IQ level are checked.

Maximum period from submission of application to the interview is two

weeks.

At the time of interview, only CV is required.

Further

documents

are

required

after

the

interview

as

per

the

requirement of the company.

Validity Test

Test validity is checked by cross the board or neutral persons.

In test validity graduation level, masters, or experience and existing

requirements are checked.

Terms of Appointment:
Having decided on the grade and rank of the staff required, and the timing
concerned, the department should consider what the most appropriate terms
of appointment would be. This should take into account the nature of the
duties to be performed and the overall manpower deployment of the
department. The different terms of appointment that can be offered are

permanent and pension able;

agreement terms;

temporary terms (month-to-month or day-to-day);

part-time;

non-civil service appointment; and

consultancy

Guides to Appointment:
Entry requirements of staff in each rank and grade are agreed between the
Head of Grade/Department concerned and the Civil Service Branch, taking
into account the advice of the Standing Commission on Civil Service

27

Salaries and Conditions of Service or other relevant advisory bodies. These

requirements are periodically reviewed and laid down in Guides to
Appointments.
Selection of Candidates
Advertising:
Vacancies are normally advertised in newspapers and through circulars.
Screening and Selection:
Departments screen applications to see if the applicants meet the specified
qualifications and other requirements of the post. Suitable candidates are
then short listed for subsequent examination and/or interviews. Not all
grades/departments would require candidates to undergo examination, but
candidates would normally be required to be interviewed by a recruitment
board or an officer from the recruitment team.
Roles and Responsibilities:
The Civil Service Branch recruits staff of some General Grades while
Heads of Grades/Departments recruit staff of their own grade/department.
For recruitment to middle and senior ranks, the advice of the Public
Service Commission has to be sought before appointment is offered.
Flexibility:
To minimize recruitment difficulties as well as attract and retain the best
people, there are flexibilities which include recruitment overseas, offer of
agreement terms, lowering entry qualifications and granting incremental
credit for experience.
Interview

Two types of interviews are conducted in the organization one is

preliminary interview and the second is secondary interview.

In preliminary interview HR department, concerned department head

and general manager are involved.

28

In secondary interview a panel interview is used. It is conducted by

department head, functional HR and top management.

Interview is followed by both types of structured and unstructured

questions.

In structured, job related, IQ test, case study, presentation and

personality in checked.

In unstructured puzzle questions, stress questions etc are asked.

If the applicant possesses related job experience, it is checked that the

experience he has got is positive.

It is also checked that the applicant is not involved political activities.

Equal importance is given to male as well as female.

Forms are collected by the company itself.

Staffi ng and training:

The Coca-Cola Company has always believed that education is a powerful

force in improving the quality of life and creating opportunity for people and
their families around the world.
The Coca-Cola Company is committed to helping people make their dreams
come true. All over the world, we are involved in innovative programs that
give hard-working, knowledge-hungry students books, supplies, places to
study and scholarships. From youth in Brazil to first generation scholars,
educational programs in local communities are our priority.

Standards:

29

Different standards have been maintained by the organization as per the

requirement and better working of the job.
Masters degree +1 to 2 years experience is required for the managerial level
post.

Appraisal interview:
Appraisal interview is conducted by the organization and HR is involved in
the appraisal interview. Appraisal interview is conducted on higher level
Information about performance
Any information which is related to performance of any employee is delivered by the
supervisors.

Process of training:
On-the-job training:
Staff should be exposed to the different duties required for their rank. In this
way they can learn the skills expected of them and managers can verify their
long-term suitability.
It is the responsibility of supervisors and managers to utilize available
resources to train, qualify, and develop their employees.
On-the-job training (OJT) is one of the best training methods because it is
planned, organized, and conducted at the employee's worksite. OJT will
generally be the primary method used for broadening employee skills and
increasing

productivity.

It

is

particularly

appropriate

for

developing

proficiency skills unique to an employee's job - especially jobs that are

relatively easy to learn and require locally-owned equipment and facilities.
To have a successful OJT program, supervisors need to assign a coach to each
employee involved in OJT. It is the responsibility of the coach to plan training
carefully and conduct it effectively.
Off-the-job training:

30

Off the job training involves employees taking training courses away from
their place of work. This is often also referred to as "formal training".
Off the job training courses might be run by the business' training department
or by external providers.
Supervision and guidance:
staff should receive close and s ympathetic supervision and guidance to enable
problems and difficulties to be identified early and timely counseling or other
action to be taken. Newly joined staff must be told the length of their
probationary period, which varies with the requirements of each grade. If
there are indications that staffs are not suitable for confirmation, they must be
counseled and then warned in writing if the problem persists. Confirmation is
the step whereby a member of staff on probation is found suitable for the job
and employed on permanent and pension able terms.
Motivation
Motivation is in many ways the key to the success of Human Resource
Management development. Managers should aim to increase performance
through self-motivation, rather than having to use external motivation (i.e. the
imposition of rules and continual improvements to conditions of service) to
bring about higher standards of performance. The civil service has many
formal programmers to enhance motivation, and these are discussed in the
"staff relations" section of this booklet. However, even more important is the
motivational impact that supervisors have on their staff.
Principle:
The basic principle underpinning motivation is that if staffs are managed
effectively, they will seek to give of their best voluntarily without the need
for control through rules and sanctions - they will eventually be selfmanaging.
Procedures:

31

Some of the most effective ways for managers to motivate staff include giving
praise; recognition; and positive feedback; passing on feedback from more
senior managers; and letting other staff know which staff have been
responsible for praiseworthy work and/or effort. Too often staff experience
'management by mistake', where most of the feedback received is corrective or
punitive for mistakes they are perceived to have made.
If staff feels that their decisions are generally supported, and when genuine
mistakes are made they will be guided in the right direction, they will be more
positive, confident and prepared to take on responsibility and decisionmaking.

When staffs are shown clear expectations, valued, trusted, encouraged and
motivated, then they will be more likely to give of their best.
Performance Appraisal
Performance appraisal assesses an individual's performance against previously
agreed work objectives. It serves two functions. First, it enables management
to evaluate an individual's performance in the current job to identify strengths
and

overcome

management

weaknesses.

plan

postings,

Second,

it

transfers

provides
and

information

promotions.

In

to
so

assist
doing,

management is able to compare performance and potential between officers of

the same rank.
Principles: The basic principles governing performance appraisal are

Heads of Department/Heads of Grade have the flexibility to design their

own appraisal system within the framework of these principles;

Performance

appraisal

should

be

regarded

as

multi-purpose

management tool. Outcomes from staff appraisal should guide other

Human Resource Management functions;

32

it is a joint responsibility of the individual and the supervisor;

it is a continuous and ongoing process;

it should relate individual performance to departmental objectives;

checks and balances should be built into the system to ensure fairness
and objectivity; and

Outstanding performance at one rank does not necessarily indicate

suitability for promotion to a higher rank.

Procedure:
Except for officers on probation, performance appraisal is normally carried
out

once

year.

Different

grades/departments

may

have

their

own

performance appraisal form which enshrines the principles set out in the
preceding paragraph.

At the beginning of the reporting cycle, the appraisee should agree with the
appraising officer on the main objectives or responsibilities over the reporting
period. The list of objectives or responsibilities should be reviewed between
the appraisee and the appraising officer during the reporting cycle to see if
changes are necessary. At the end of the reporting cycle, the appraising officer
will write his assessment. He will pass his assessment to the countersigning
officer for the latter's views.
To provide feedback to the appraisee, the appraising officer and the
countersigning officer decide between them who should interview the
appraisee to discuss with him/her the performance during the reporting period.
The interviewing officer should show the entire report to the appraisee before
the interview. A summary of the discussion at the interview and the points
made by the appraisee should be recorded in the appraisal
form. After the interview, the appraisal form is passed to the grade manager
for his assessment.

33

Procedure:
Each instance needs to be handled in the light of circumstances. The normal
sequence of action is as follows

counseling - staff should be told the areas where they need to improve
and how this should be achieved; and

Appraisal - if staff does not respond to counseling their poor

performance will be indicated in their annual appraisal.

If no improvement is shown after counseling and appraisal, there is a formal

process of dealing with non-performance involving written warning, stoppage
of increment and retirement in the public interest.

Compensations management:
In compensation management we deal with the salary, promotion criteria,
transportation of employees, pension, transfer, insurance, education of
children etc.
Salary
Different salary packages are maintained by the company according to the
level and grade of the job.
Job level
Lower,
middle

level

(none

Salary package
managerialBelow Rs. 10000/-

employees)
Top management

Rs.

50000/-

or

above

Salary packages and salary ranges are designed according to the job grades of
the employees. Grade 1 is allocated to none managerial staff and grade 15 is
for the general manager. Annual increment in provided on the bases of
performance of the respective employees.
34

Wages:
Coca-cola is providing smart wages to its employees, which are competitive
and really satisfy its employees. As along with the wages they are provided
with a lot of facilities and amenities. In brief structure of wages can be
described like this blue collar workers are offered wages along with
commission, sales man are offered wages plus commission pursuing certain
criteria, White collar workers who are the officers and the executives draw a
handsome amount of salary which is really competitive.

Medical Facilities:
Medical facilities are of prime importance in any organization as the health of
employees is in the benefit of the company as well as its the social
responsibility of the company to provide nice and healthy work environment
to its employees, These facilities are such facilities which can include first
aid treatments, emergency handling problems, sickness, and other diseases
which are fatal for a person. The Coca-Cola Company is providing Medical
facilities to all its employees. These 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.
Employees our Asset:
The heart and soul of our enterprise have always been our people. Over the
past century, Coca-Cola people have led our successes by living and working
with a consistent set of values. While the world and our business will
continue to change rapidly, respecting these values will continue to be
essential to our long-term success.
As we have expanded over the decades, our company has benefited from the
various cultural insights and perspectives of the societies in which we do
business. Much of our future success will depend on our ability to develop a
worldwide team that is rich in its diversity of thinking, perspectives,
backgrounds and culture.
35

Probation period:
A three months probation period is offered by the company to the selected
employees to check that they will be capable to provide the desired
performance. During the probation period, company provides the salary
equivalent to the actual regular employees. After the completion of probation
period, permanent job is allocated.
During probation staffs are introduced to the mission, objectives and values
of the civil service and their departments. Probation is a serious process
which provides regular feedback on performance and assesses suitability for
employment in the civil service.

Transportation:
For middle level employees pick and drop facility is provided.
Company provides conveyance facility to the management level employees
and top management. Fuel is also provided by the company up to 15 liters
daily to sales department and managerial level 15 liters per week

Pension:
Pension is given by the company to its employees and pension amount is fixed
grade wise. 10% provident fund is also given to the employees of the
organization. Pension is declared as per government allows.

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Executive Summary....................................................................................................................1
Introduction.................................................................................................................................2
Invasion of coca-cola in Pakistan:...............................................................................................3
Mission statement:......................................................................................................................4
Vision statement:.........................................................................................................................4
HISTORY....................................................................................................................................5
Main products of the company:.................................................................................................15
Brands of coca-cola in Pakistan:...............................................................................................15
New products of the company:.................................................................................................19
Different department of the company:......................................................................................27
Departments at gujranwala plant...............................................................................................30
Management of coca-cola in Gujranwala.................................................................................31
Human Resource Management (HRM)....................................................................................33
Recruitment and selection process:...........................................................................................34
Staffi ng and training: ...........................................................................................36
Process of training:....................................................................................................................39
Compensations management:....................................................................................................44
Medical Facilities:.....................................................................................................................45
Probation period:.......................................................................................................................47
Residence facility:.....................................................................................................................47
Transportation:..........................................................................................................................48
Pension:.....................................................................................................................................48
Vacation criteria:.......................................................................................................................49
Designation ....................................................................................................................49
Allowed leaves ............................................................................................................49
Transfer:....................................................................................................................................51
Education of children:...............................................................................................................51
Insurance:..................................................................................................................................52
Health and safety program:.......................................................................................................52
Suggestions & Recommendations.............................................................................................55
Bibliography:.............................................................................................................................57
Table of Contents......................................................................................................................58

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