DECLARATION

RECRUITMENT PROCESS IN COCO-COLA

I understand what plagiarism is and am aware of the Universitys policy in this regard

I declare that the work submitted by me in partial fulfilment of the requirement for the award
of degree B.com (Hons) assessment in RECRUITMENT PROCESS IN COCO-COLA
is my own; it has not previously been presented for another assessment.

I declare that this is my original work. Wherever work form other source has been used, all
debts (for words data, arguments and ideas) have been appropriately acknowledged and
referenced in accordance with the requirements of NTCC Regulations and Guidelines.

(a)

I have not used work previously produced by another student or any other person to
submit it as my own.

(b)

I have not permitted, and will not permit, anybody to copy my work with the purpose
of passing it off as his or her own work.

(c)

The work conforms to the guidelines for layout, content and style as set out in the
Regulations and Guidelines.

Date: ------------

ZOHAIB AHMAD
1

A7004614119
B.COM(HONS.)

FACULTY CERTIFICATE

Forwarded here with a term paper report on WIPRO submitted by ZOHAIB

AHMAD Enrollment NO. A7004614119 student of BCOM (Hons. ) 3RD Sem
(2014-17).

This project work is partial fulfillment of the requirement for the degree of
Bachelor of commerce from Amity University Lucknow Campus, Uttar
Pradesh.

MS.JAYANTI SRIVASTAVA
ASST.PROFESSOR
AMITY UNIVERSITY,
LUCKNOW CAMPUS
UTTAR PRADESH
2

STUDENTS CERTIFICATE
Certified that this report is prepared based on the Company Report undertaken by me on
RECRUITMENT PROCESS IN COCO-COLA from 10th AUG 2015 to 19th OCT. 2015,
under the able guidance of Professor/Asst. Professor JAYANTI SRIVASTAVA in partial
fulfilment of the requirement for award of degree of Master of Business Administration (MBAG/IB/M&S/HR/BBAIII SEM, BBA V SEM, BCOM V SEM) from Amity University, Uttar
Pradesh.

Date.______________

Signature
Zohaib Ahmad
Student

Signature
MS.JAYANTI SRIVASTAVA

Faculty Guide

Signature
PROF. V.P. Sahi
Director (ABS)

Synopsis for----------------------------

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Students Name

ZOHAIB AHMAD

Enrolment No

A700414119

Program

B.COM HONS

Industry / Organizations name

AMITY UNIVERSITY

Address (If applicable)

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MS.JAYANTI SRIVASTAVA

Designation

ASSISTANT PROFESSOR

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EXECUTIVE SUMMARY

EXECUTIVE SUMMARY
The Coca Cola Company is the worlds largest beverage company. In
this project there is a brief description about the recruitment process
in Coca Cola Company. The various steps of recruitment along with
the ways of recruiting people, i.e. Internal and External. In the Coca
Cola Company the main focus is on Internal Recruitment.
The recruitment will be done focusing on the present and
future needs. The major focus areas are qualities and the principles of
recruitment.
The study here gives a brief idea about the company and what
strategies should the company accept that will reduce the time, effort
and cost in recruitment process.

CHAPTER I
INTRODUCTION
INTRODUCTION

THE COCA COLA COMPANY:

The Coca Cola Company is the American multinational Company and
marketer of non-alcoholic beverage concentrate and syrup. It is no. 1
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brand according to the fortune 2009 survey. The Company operates the
franchised distribution system date from 1889. The Coca Cola Company
is the headquartered at Atlanta, Georgia.
The major markets of Coca Cola Company consist of the
U.S.A, Britain, Europe, Middle East, Asia, Russia and North America. It
has many activities in 200 Companies about 3000 branches, 55000
employees crossways the world. Over 200 expatriates are assigned for
the international positions every year, as region managers.
COCA COLA PAKISTAN:
Despite Coca Cola is not the new name for local market, Coca Cola
Beverages Pakistan Limited (CCBPL), beginning its operations on 26
May 1996 in Pakistan. Coca Cola Beverages Private Limited is the joint
venture between Coca Cola International, Fraser and Nerves Singapore
and package limited. CCBPL directly employees higher than 3000
people in Pakistan CCBPL creates indirect employment for more than
50000 people in relation to industries through its vast procurement,
supply and distribution system.

MISSION STATEMENT:
To benefit and refresh all it touches and to create values for our shared
owners on a long term basis by building the business as Coca Cola
Company trademark.

VISION STATEMENT:
Our main focus is to reach each and every person of the worlds
population which is around 5.6 billion who get thirsty and we are the
ones with the best opportunity to refresh them. Our motive is to make
Coca Cola reasonable and acceptable to the people quenching their thirst
and providing them with a perfect moment of relaxation. By doing this
we make it possible for the 5.6 billion people to get away Coca Cola.

COCA COLA NOW:

This Coca Cola Companys goal is to provide magic every moment
someone drinks one of the more than 500 brands. The Coca Cola
Company has fans from Boston to Budapest to Bahrain, drinking brands
such as Ambasa, Vegitabeta and Frescolita. From the very start when
only 9 drinks were served in a day, Coca Cola has grown to the worlds
most famous brand with more than 1.7 billion beverage serving sold per
day. This Coca Cola Company wants the choice to be exciting and
satisfying, every single time when people raise to choose this company.

OBJECTIVE:
The Coca Cola Company aims to attract, develop and retain the
necessary talent for the business to get succeed today and in future to
by8

 Helping

employees

for

developing

professionally

and

personally.
Protecting and promoting their health, safety and well-being
also.
Engaging with the employees openly and honestly.
Respecting human rights.
Recognising and rewarding performance also.

PEOPLE DEVELOPMENT:
Recruiting, developing and gratifying talent is central to the value
Caring For Our People. The future of Coca Cola Company as the
successful and dynamic company is the dependent upon as equipping
our employees to reach their full potential.
EMPLOYEE ENGAGEMENT:
Everything starts with our values only. They are the DNA of the
company what makes men who we are. In 2011 we reinforced the
commitment to being a value-led organisation and then undertook a
project to clearly define these values and build a high performance
team committed for living them everyday, in everything we do.
IMPACT ON COMPANYS PERFORMANCE:
Coca Cola Company in India relies on the recruitment and selection process for its
smooth functioning. The candidates chosen in this process is to be the future
9

employees are analysed and selected and employed by this recruitment and
selection department. It is essential for the profit making in any of the
organisation.
Recruitment plays the very important role in HR department,
because unless the perfect people are hired, even the best plans, organization chart
and control system might not do much good.

CHAPTER II
LITERATURE REVIEW
COMPANY PROFILE:
Coca-Cola was leading soft drink brand in India until 1977, but when
it left rather than disclosed its formula to the Government and reduce
its equity stake as required under Foreign Regulation Act (FERA)
which was governed by the operations of foreign companies in India.
Coca-Cola re-entered in Indian market on 26th October 1993 after a
gap of a complete 16 years, with its launch in Agra. An agreement
with the Parle Group gave the Company direct ownership of the top
soft drink brands of the nation. With access to 53 Parles plants and a
well set bottling network, an excellent base for the rapid introduction
of the Companys International brands was formed. The Coca-Cola
Company acquires soft drink brands like Thumps Up, Goldspot,
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Limca, Maaza, which were floated by the Parle, as these products had
achieved a strong consumer base and formed a strong brand image in
Indian market during the re-entry of Coca-Cola in the year 1993.Thus
these products became the part of range of products of the Coca-Cola
Company.
Coca-Cola is made up of 7000 local employees, 500 managers, over
60 manufacturing locations, 27 Company Owned Bottling Operations
(COBO), 17 Franchisee Owned Bottling Operations (FOBO) and the
network of 29 Contract Packers that facilitate the manufacture process
of the range of products for the company.
Think local, act local, is the mantra which is followed by CocaCola, with punch lines like Life ho to aisi for the Urban India and
ThandaMatlab Coca-Cola for the Rural India. This resulted in a
37% growth rate in the rural part of India visa-vie 24% growth seen
in urban part of India.

MEANING OF HUMAN RESOURCE MANAGEMENTHuman Resource is a management of employees skill, knowledge

abilities, talent, aptitude, creativity etc. They are the labour
management, labour management relationship, employer-employee
relationship, industrial relationship, human capital management etc.
Though these terms are used in a different way widely, the basic
nature of distinction lies in the scope and coverage and evolutionary
stage. In simple word HRM means providing employment to the
people, developing their resource, utilizing, maintaining and
11

compensating their services in adjust with the job and organizational

requirements.

RECRUITMENTRecruitment is defined as the process of discovering the sources

of manpower to meet the requirement of staffing agenda and to
employ effective measures to ease selection of an effective workforce.
Recruitment is hiring of employees externally. It is the
discovering of potential applicants for actual or anticipated
organizational vacancies. Accordingly the purpose of recruitment is to
locate sources of manpower to meet up job specifications.
EDWIN B FLIPPO defines recruitment as the process of searching
for potential employees and stimulating them to apply for the jobs in
the organization. The process begins with new recruits are sought and
ends when their meticulousness are submitted.

OBJECTIVES:
To attract with various multi-dimensional experience and
skills that are in agreement with present as well as future
organisation objectives and strategies.
To find new management personnel with new ideas to lead
the company.
To infuse fresh blood at all levels of organization.

12

 To develop an organizational culture that attracts skilled

people to the company.
To search or head-hunt people whose skill fit the companys
value.
To seek out non-conventional development basis of talent.
To devise methodology for assessing psychological traits.
To search for talent worldwide not just with in the company.
To design entry pay that competes on quality but not on
quantum.
To anticipate and find people for position that doesnt exists
yet.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of
candidates for the company:
1: INTERNAL FACTORS:
These includes- Companys pay package
- Companys product
- Quality of work life
- Managerial culture
- Role of trade unions
- Companys size
- Cost of recruitment
- Growth rate of the company
COST OF RECRUITMENT- Recruitment incur cost to the
employer, therefore organizations try to employ that source
which will bear a low cost to firm for each candidate
.

13

COMPANYS SIZE- The size of the firm is the important factor

for recruitment process. If the organization is planning to
increase its operation and expand the business, it will have to
hire more personnel which will handle its operations.
GROWTH RATE- Organization will employ or think of
employing more personnel if it is going up its operations.
2: EXTERNAL FACTORS:
These include

Supply and demand factors

Employment rate
Labour market condition
Political, legal and government factors
Information system

SUPPLY AND DEMAND- The availability of manpower both

within and outside the organization is an important determinant
in the recruitment process. If the company demands for more
personnel and there is little supply in the market, then the
company have to depend on the internal sources by providing
them special training and development programs.
LABOUR MARKET- Employment conditions in the
community where the firm is located will influence the
recruiting efforts. If there is surplus of manpower at the time of
recruitment, even informal attempts like notice board, display of
the request or announcement in the meeting will attract more
than enough applicants.
POLITICAL, LEGAL FACTORS- Many government
regulations forbid peculiarity in hiring and employment has
direct impact on recruitment practices.
14

For example: Government of India has introduced law for

reservation in employment for schedule castes, schedule tribes,
physically handicapped etc. This confines the management
freedom to select the best performers.
Factors to be undertaken while formulating recruitment
policies
The following factors should be undertaken while formulating
the policies - Government polices
- Recruitment sources
- Recruitment needs
- Recruitment cost
- Organizational and personal policies

THEORIES REGARDING RECRUITMENT:

Recruitment is two way street: it says that the recruiter has the choice
in regard to whom to recruit, same way the prospective employee has
taken the decision whether or not to apply for the given job vacancy.
Usually the individual take decision on three basics 1: The objective factors.
2: The critical contact.
3: The subjective factor.
The objectives theory views the process of organizational
choice as being one of weighing and evaluating set of
measurable characteristic of the employment offers such as pay,
benefits, location, opportunity for advancement, the nature of
job to be performed, and education opportunities.
Whereas, the critical contact theory suggests that the typical
candidate is unable to make a meaningful differentiation of
15

organizations offers in terms of objective or subjective factors,

because of his limited or very short contact with the
organisation. Choice can be made only when applicant can
readily odour the factors such as the behaviour of the recruiters,
the nature of the physical facilities, and such as the efficiency in
processing paper work association with the application.
On the other hand, the subjective theory emphasizes the
congruence. Here the choices are made on highly personal and
emotional basis thereon.

Recruitment cycle
Planning:
Before recruitment, check the duties and responsibilities your
organization needs to have performed further:
Is the current job description really what the organization
needs?
Do they fit with the organizations strategic and business
plans?
What are the governmental requirements?
What recruitment policies and procedures should be
followed?
Recruitment:
Ads in the local newspaper is the only way of hiring; other
options include:
Internal notices such as newsletters or email messages
Notices placed on public notice-boards either within your
organisation or in other places
Existing networks and word of mouth advertising are
cheap as well as effective
Recruitment agencies can help sort out potential
applicants and therefore save you time.
16

Advertising:
What goes in an advertisement?
Title and job description
Job status and salary
Required skills and knowledge
Contact details
Application closing dates
You must not break anti-discrimination rules and job
advertisements must be clear and truthful!
Selecting staff:
You need a good quality selection criteria and an informed
and organised interview panel!
Short listing candidates will be a saviour of time.
Questions you come out at the time of interview must be
consistent for all applicants and the questions must relate to
the position of candidate.
You can ask about existing injuries if it is relevant to the
position, but be careful obviously they have to be able
to do the job however, it is illegal to discriminate on the
grounds of disabilities as it is not legal!

Induction:
This is really a good time to know your personnel personally, so
use it as a time for them and not for the organization. It is vital
17

you give your employee initiation into OH&S policies and

procedures.

Identifying Training Needs:

Use the probation period to identify the strengths of your new
worker as well as the areas in which they will be benefited from
extra training provided.
It is easier to train the right person for the position
than change poor attitude or work habits even if the person is
highly skilled as it is of no use!
Performance Appraisal:
Performance appraisals are mostly done after probation period
and then annually. Discuss both the positive and negative
aspects because it is essential that employees feel supported
during this time period.
Moving On:
No matter how good a boss you might be, there is a need to
move on. At times there is the need to move as the employee is
not able to execute to the required level.

Recruitment Process:
Importance of the recruitment process18

Even after being more than 12 million online job seekers as

online recruiting sites have come up, still the most popular
method of selection i.e. face-to-face interview remains in
demand in terms of decision making especially for higher
positions. The process of recruitment leads to selection.
Promotion of the employees is also a kind of employee
selection. If the process of recruitment is weak it is possible that
the recruited person may not necessarily perform his task well,
though this performance issue can be sorted by giving effective
training to the newly joined employee. But in order for the
individual not to lose his enthusiasm and get demotivated and
also for the organisation to save time, effort and minimize the
cost, effective recruitment is essential. It is very crucial for the
selector to select a candidate who can meet the job criteria and
requirement of the company, in whom the company can see their
future employees.
Therefore, this process of selection is very important otherwise
it may lead to waste of time and money spent on recruitment
process as well as selection process and training of the
employee, loss of valuable resources, accidents, also a chance of
selecting a better employee, etc. This means the recruitment
process is equally important in order for a successful
recruitment process. Otherwise it may bring about heavy loss for
the organisation. The quality and quantity of employees should
not be less than what the organisation requires otherwise human
resource system will not be effective. The basic motive of
selection is to equalise employee with work. Work can be of
different type in environments like physical, social or economic.
It is important to select candidates according to the work load
and time flexibility in todays world as flexibility is the one of
the first major plus point seen/tested in the candidates while
interviewing.
19

The importance of recruitment is that the organisation will

receive many responses from candidates but it is the
responsibility of human resource to search for the right
candidate suitable for a particular position. Also stability in any
organisation is the biggest issue. While interviewing any
candidate, stability criteria must be checked may be through his
profile as in the number of companies changed till date. Always
job analysis is essential to get clarity in the job description. Job
description is used as a base for the human resource to clearly
determine personal attributes and candidate specification for the
job which are written in the person specification. The
advertisement placed for the job vacancy should mention the job
duties as well as the specification of the candidate desires for
that position. Job description basically includes of the following
mentioned information: Title and background
Terms of contract
Compensation package
Duties of the position vacant and advertising for
Pros and cons
Training, promotion and other contract details
Vigilant recruitment is essential for any organisation.
A lot of candidates are expected to apply for the vacant post
advertised for.
There will be difference in the candidates performance.
There is always a predictable average stay of the newly hired
employee.
A number of people can be recruited.
Hazards connected with the appointment
The process of recruitment and selection is costly.

20

It is tough to terminate the employees already hired in the

company.

The organisation should internally supervise the recruitment

agencies hired so that only suitable candidates applications are
shortlisted. Even if there any limitation in the recruitment and
selection process it can be sorted out by giving effective training
to the newly selected employee so that it may enable them in
taking right action, increase productivity and take appropriate
decisions and satisfies legislative requirements. Only if the
recruitment and selection and induction process is effective, the
organisation will have the best talented employees who can
grow within the organisation and fulfil the business objectives of
the organisation. Therefore, key to business success is effective
recruitment. It is important in order to bring the right
individuals forward for any and every job requirement. The
process of selection enables an employer to assign the most
suitable individual for occupation for a particular vacancy.
Selection is the employment of a candidate who has the best
match to the vacancy he applied for.
Recruitment process at Coca Cola:
Coca cola does not prefer external recruitment. Their basic
focus is on internal recruitment.
They maintain a talent stock for meeting internal hiring needs.
They only do external hiring in case of certain recruitment.
They forecast their future needs and collect the data of
applicants in advance.
They have an offer to drop resume for any job at their website.
They collect resumes at their every territory to fulfill their
talent bank, they visit universities and colleges.
21

 Previously the molten territory visit BZU and IUB and collect
the data. They take interviews of 350 candidates and select
only 3 applicants.
Their major focus is on quality and their standards of
recruitment are high. Last time their selection standard was
85% marks in masters.
Their major recruitment source is E-Recruiting.
They are working on such type of advertisements which are
according to the job description and specification.
Their recruitment ads are published by their media department.
Advertisements and vacancies banners are being offered by
every territory is demanded.
In continuation to recruitment, selection is followed along with which
is the next ongoing process. Candidates to be selected needs to forgo
many such steps before passing in the final selection in the company.

CHAPTER III
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
22

Research can be defined as a scientific systematic search for pertinent

information on a specific topic. Research is a careful investigation of enquiry
especially through the search for new facts in any mew branch of knowledge. In
simple terms, research refers to search for knowledge. Research comprises
defining and redefining the problems formulating hypothesis or suggested
solution collecting, organising and evaluating data making deductions and
reaching conclusions and at last carefully testing the conclusion to determine
whether to fit the formulating hypothesis.
In mundane life, human beings have to face many teething troubles i.e. Social,
Economical and Financial. These problems look for acceptable and effective
solutions and for this purpose, research is required and methodology applied for
the solutions can be found out.

RESEARCH PLAN :
Preliminary investigation:-In which data on the situation surrounding the
problems shall be gathered to arrive at The correct definition of the problem.
An understanding of its environment.

Exploratory study:
To determine the approximate area where problem lies.

TYPES OF RESEARCH DESIGN :

Historical Research Design

The purpose is to collect, verify, synthesize evidence to establish facts

that defined or refute hypothesis.
Case and field Research Design

Also called ethnographic research

23

 Descriptive Research Design :It attempts to describe and explain conditions of the present by using
many subjects & questionnaire to fully describe the phenomenon.

COLLECTION OF DATA:
SECONDARY DATAData was collected from books, magazines and web sites, going through the
records of the organisation, etc. It is the data which has been collected by
individual or someone else for the purpose of other than those of our particular
research study. Or in other words it can be said that secondary data is the data
used previously for the analysis and the results are undertaken for the next
process.

LIMITATION OF THE STUDY:

Recruitment process is very lengthy one.
It takes quite long time to recruit a person who will be suitable for the
company or maybe not.
If the decision is wrongly taken at times, and then the company bears loss as
well as wastage of time.
The company should use modern techniques for recruitment.

CHAPTER IV

24

FINDINGS
&
RECOMMENDATIONS
FINDINGS:-

Employees are recruited by paying better pay packages.

Candidates employing in Coca Cola needs to have the masters degree.
The common methods offered by Coca Cola are campus placements,
vacancy publicity, employee referral, private consultants and walk ins.
The way the vacancy is advertised and company profile is mentioned
reflects the reputation of the company.
Most of the employees in Coca Cola Company are rationally satisfied
with their company and their recruitment and selection practices
prevailing in the company.
Approach and philosophies have been used in order to understand the
concept thoroughly and widely.
The hiring practice referred as temp to perm is the form of job try out
i.e. hiring someone through an agency first to see if the individual will
work out.

CHAPTER V
25

CONCLUSIONS
CONCLUSIONS

This research is prepared to understand the significance and mainly

process of recruitment to observe which case study of Coca Cola India
was taken up. The reason because of which employees want to

leave their job, way of attracting more candidates, its impact on

the outside world, how recruitment and selection process are
dependent or get affected by each other etc. All these are
achieved by thoroughly evaluating and analysing these concepts.
The recruitment process gives the first impression of the
organisation to the candidates applying for interview. In order to
find a desirable candidate, recruitment and selection process is
very essential for that and is the key factor for any business
success. Every organisation needs a department to discover the
talents and skills every employee possesses, for this they need
recruiters and selectors who can conference the candidate and
find out whether the candidate is worthy for the desired post or
not. Therefore recruitment and selection process is essential for
the smooth functioning of the organisation.

BIBLIOGRAPHY
Web sites : www.scribd.com
Wikipidea.org/wiki/recruitment
26

BOOKS : K. Aswathappa (1997) Human Resource and Personnel Management

John M. Ivancevich Human Resource Management

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