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Title PageTitle PageManagingManagingdemographicdemographicworkforceworkforce
Introduction of the organizationIntroduction of the organization Founded in 1886, the Coca-colaFounded in 1886, the Coca-colacompany is the world’s leadingcompany is the world’s leadingmanufacturer, marketer, andmanufacturer, marketer, anddistributor of nonalcoholic beverages,distributor of nonalcoholic beverages,concentrates and syrups.concentrates and syrups. The company’s corporateThe company’s corporateheadquarters are in Atlanta, withheadquarters are in Atlanta, withlocal operations in over 200local operations in over 200countries around the world.countries around the world.
History of the organizationHistory of the organization The Coca Cola company is aThe Coca Cola company is aglobal company. In Pakistan theglobal company. In Pakistan thecompany started it’s business incompany started it’s business in1953. Today the company has a1953. Today the company has amajor share in beverage market.major share in beverage market.The company has its productionThe company has its productionunits at Karachi, Multan,units at Karachi, Multan,Faisalabad, Rahimyar Khan,Faisalabad, Rahimyar Khan,Gujranwala, & Lahore.Gujranwala, & Lahore. The company provides a fairThe company provides a fairamount of employment to localamount of employment to localcitizens and deeply involved incitizens and deeply involved inthe life of local communities inthe life of local communities inwhich it operateswhich it operates
Vision mission & valuesVision mission & values VisionVision:: ““To become a market leader in ready to drinkTo become a market leader in ready to drinksegment while adding best-in-class value to allsegment while adding best-in-class value to allstakeholders”.stakeholders”. MissionMission:: ““ CCBPL exists to refresh the consumers, inspireCCBPL exists to refresh the consumers, inspiremoment of optimism through our brands &moment of optimism through our brands &actions as well as benefits all stakeholders, whichactions as well as benefits all stakeholders, whichwe will do with highest social responsibility & withwe will do with highest social responsibility & withuncompromising commitment towards quality ofuncompromising commitment towards quality ofour products & Integrity in our operation.”our products & Integrity in our operation.” Integrity in our operation.”Integrity in our operation.”
Vision mission & valuesVision mission & values Integrity in our operation.”Integrity in our operation.” ValuesValues:: We value & respect our people.We value & respect our people. We communicate openly.We communicate openly. We have integrity.We have integrity. We win as a team.We win as a team. We drive quality & innovation.We drive quality & innovation. We are accountable.We are accountable.
Introduction to the topicIntroduction to the topic Demographics literally means a statisticalDemographics literally means a statisticaldata about any given section of thedata about any given section of thepopulation. Demographics study includespopulation. Demographics study includesdata and information about the genderdata and information about the genderratio, language, color, race, beliefs,ratio, language, color, race, beliefs,education and economic conditions of theeducation and economic conditions of thepopulation. In organizations today it ispopulation. In organizations today it isvery difficult to employee a workforce ofvery difficult to employee a workforce ofthe same origin, same caliber, andthe same origin, same caliber, andcompetence. So there is system beingcompetence. So there is system beingevolvedevolved
Introduction to the topicIntroduction to the topic Managers, especially of the multinationalManagers, especially of the multinationalorganizations are very much in front with theorganizations are very much in front with theissues of the diversed workforce in theirissues of the diversed workforce in theirorganizations. Demographics data of theorganizations. Demographics data of theworkforce in an organization means the data andworkforce in an organization means the data andinformation related to these:information related to these: Total volume of workforce.Total volume of workforce. Age statistics.Age statistics. Gender statisticsGender statistics Qualification statisticsQualification statistics Required volume of future workforceRequired volume of future workforce Prediction of the furure workforcePrediction of the furure workforce Cultural and ethnic diversity in workforceCultural and ethnic diversity in workforce Training & development of employeesTraining & development of employees
Introduction to the topicIntroduction to the topic Immediate challenges are:Immediate challenges are: employ and retain retirement-age workersemploy and retain retirement-age workersthrough flexible work arrangements,through flexible work arrangements,salary/benefit incentives and developmentalsalary/benefit incentives and developmentalopportunities,opportunities, develop practices to assist the transition of staffdevelop practices to assist the transition of staffto retirement, andto retirement, and Replace the skills, knowledge and capabilities thatReplace the skills, knowledge and capabilities thatmay be lost from the workforce.may be lost from the workforce. A number of options are available:A number of options are available: Flexible arrangementsFlexible arrangements Phased retirementPhased retirement Pre-separation contractsPre-separation contracts
Introduction to the TopicIntroduction to the Topic Steps in Workforce PlanningSteps in Workforce Planning There are five fundamental activitiesThere are five fundamental activitiesthat make up a Workforce Plan:that make up a Workforce Plan: Environment ScanEnvironment Scan Current Workforce ProfileCurrent Workforce Profile Future Workforce ViewFuture Workforce View Analysis and Targeted FutureAnalysis and Targeted Future Closing the gapsClosing the gaps
Practical study of the organizationPractical study of the organization DemographicDemographicworkforce and itsworkforce and itsmanagement in CCBPLmanagement in CCBPL At present, CCBPL has 4 mainAt present, CCBPL has 4 maincategories of workforce:categories of workforce: 1- permanent employees1- permanent employees 2- contract employees2- contract employees 3- daily wagers3- daily wagers4- third party hired employees4- third party hired employees CCBPL has a workforce ofCCBPL has a workforce ofapproximately 8000 workersapproximately 8000 workersall over Pakistan.all over Pakistan.
Practical studyPractical study Management of CCBPLManagement of CCBPLis of a centralizedis of a centralizednature. A very briefnature. A very briefdescription of the HRdescription of the HRmanagement in themanagement in theCCBPL is as under:CCBPL is as under: Country HR Manager.Country HR Manager. Directors of HR.Directors of HR. HR Business UnitHR Business UnitLeader.Leader. HR executives.HR executives. HR officers.HR officers.
Practical studyPractical study RECRUITMENT POLICYRECRUITMENT POLICY Previously, like other multinational organizations thePreviously, like other multinational organizations theCOCA COLA BEVERAGES PAKISTAN Ltd were hiringCOCA COLA BEVERAGES PAKISTAN Ltd were hiringand recruiting female personnel only on need andand recruiting female personnel only on need andmerit basis, but now they have revised recruitmentmerit basis, but now they have revised recruitmentpolicy and have fixed 30% quota for females.policy and have fixed 30% quota for females. PRE SALE & SALE STRCTURE POLICYPRE SALE & SALE STRCTURE POLICY In the past certain age was fixed for the workforce inIn the past certain age was fixed for the workforce inall departments, but now the new policy has beenall departments, but now the new policy has beenmodified and changed. People from all segments ofmodified and changed. People from all segments ofsociety, language, race, and color and withoutsociety, language, race, and color and withoutkeeping in view the age factor even retired from otherkeeping in view the age factor even retired from otherorganizations are being recruited in various branchesorganizations are being recruited in various branchesof sale department, whereas young qualified areof sale department, whereas young qualified areessentially added in the systemessentially added in the system
Practical studyPractical study DIVERSTY IN WORKFORCE OF CCBPLDIVERSTY IN WORKFORCE OF CCBPL Diversity is at the heart of our business.Diversity is at the heart of our business.We strive to create a work environmentWe strive to create a work environmentthat provides all our associates equalthat provides all our associates equalaccess to information, development andaccess to information, development andopportunity. By building an inclusiveopportunity. By building an inclusiveworkplace environment, we seek toworkplace environment, we seek toleverage our global team of associates,leverage our global team of associates,which is rich in diverse people, talent andwhich is rich in diverse people, talent andideas. We see diversity as more than justideas. We see diversity as more than justpolicies and practices. It is an integral partpolicies and practices. It is an integral partof who we are as a company, how weof who we are as a company, how weoperate and how we see our future.operate and how we see our future.
Practical studyPractical studyEmployee DevelopmentEmployee Development Career progression at CCBPL is based on yourCareer progression at CCBPL is based on yourpotential. We carefully analyze your abilities throughpotential. We carefully analyze your abilities throughexperience, performance ratings, qualifications andexperience, performance ratings, qualifications andcompetencies and in our strive for excellence, wecompetencies and in our strive for excellence, weensure that your potential is put to its best and mostensure that your potential is put to its best and mostefficient use in our various departmentsefficient use in our various departments CCBPL Capability Development WingCCBPL Capability Development Wing The CCBPL Capability Development Wing would beThe CCBPL Capability Development Wing would befocusing on organizational competencies in order tofocusing on organizational competencies in order tobridge the skill gap leading to superior performancebridge the skill gap leading to superior performanceas well as create focused training & developmentas well as create focused training & developmentplans for our employees. With the introduction of newplans for our employees. With the introduction of newtraining methodologies in the Sales Capabilitytraining methodologies in the Sales CapabilityDevelopment we would be developing a superiorDevelopment we would be developing a superiorSales Force that is Business driven.Sales Force that is Business driven.
StrengthsStrengths Managing workplace diversity canManaging workplace diversity canstrengthen work teamsstrengthen work teams Managing diversity effectively is theManaging diversity effectively is thekey to leveraging the advantages andkey to leveraging the advantages andminimizing the disadvantages ofminimizing the disadvantages ofdiversity in the workplacediversity in the workplace Co-workers with diverse culturalCo-workers with diverse culturalbackgrounds bring uniquebackgrounds bring uniqueexperiences and perceptions to theexperiences and perceptions to thetable in groups and work teamstable in groups and work teams Another advantage of workplaceAnother advantage of workplacediversity is the opportunity fordiversity is the opportunity foremployees personal growthemployees personal growth
WeaknessesWeaknesses Communication IssuesCommunication Issues Diversity impacts workplaceDiversity impacts workplacecommunication in positive and negativecommunication in positive and negativeways. Between co-workers, diversity canways. Between co-workers, diversity canplace impediments in the way of effectiveplace impediments in the way of effectivecommunicationcommunication Integration IssuesIntegration Issues companies can experience informalcompanies can experience informaldivisions in their staff, creating a situationdivisions in their staff, creating a situationwhere culturally diverse employees avoidwhere culturally diverse employees avoidexposure to each other during break timesexposure to each other during break timesand after work.and after work.
opportunityopportunity• Providing reasonable accommodationsProviding reasonable accommodationsfor individuals with disabilitiesfor individuals with disabilities• Promoting a nondiscriminatoryPromoting a nondiscriminatoryworkplace environmentworkplace environment• Top-management commitment andTop-management commitment andrewards for the support of diversity arerewards for the support of diversity arecritical ingredients for the success ofcritical ingredients for the success ofdiversity management initiativesdiversity management initiatives• Distributive JusticeDistributive Justice• Procedural JusticeProcedural Justice
ThreatsThreatsIn coming years, corporations will faceIn coming years, corporations will facetwo categories of demographic risk:two categories of demographic risk:risks having to do with retiringrisks having to do with retiringemployees and risks having to do withemployees and risks having to do withaging employees. Both require creativeaging employees. Both require creativeforethought and active management.forethought and active management. The diversity can cause workplace disThe diversity can cause workplace disharmony.harmony. Management can face difficulties inManagement can face difficulties inresolving issues of language andresolving issues of language andculture.culture.
conclusionconclusion After the very brief discussion of our topic MANGINGAfter the very brief discussion of our topic MANGINGDEMOGRAPHIC WORKFORCE, we conclude it as:DEMOGRAPHIC WORKFORCE, we conclude it as: Workforce is the main part of an organization, if we considerWorkforce is the main part of an organization, if we considermanagement as the brain; workforce is the heart of anmanagement as the brain; workforce is the heart of anorganization. To run the business smoothly in an organization,organization. To run the business smoothly in an organization,the workforce should be efficient and well trained.the workforce should be efficient and well trained. Workforce demographics provide the valuable data to theWorkforce demographics provide the valuable data to themangers and policy makers in an organization for the planning,mangers and policy makers in an organization for the planning,forecasting and improving its human resource and to upgradeforecasting and improving its human resource and to upgradeand enhance the workforce efficiency.and enhance the workforce efficiency. As the world is changing, trends in business and in humanAs the world is changing, trends in business and in humanresource management are also changing. Companies are turningresource management are also changing. Companies are turninginto organizations and into multinational corporations.into organizations and into multinational corporations. So, to keep our place firm in this growing business world weSo, to keep our place firm in this growing business world wehave to utilize the new technologies and must frame our policieshave to utilize the new technologies and must frame our policiesaccording to the new trends in managing human resource andaccording to the new trends in managing human resource andworkforce.workforce.
RecommendationsRecommendations Here are some recommendations forHere are some recommendations forthe improvement of the humanthe improvement of the humanresource management in CCBPL:resource management in CCBPL: A detailed and comprehensive dataA detailed and comprehensive database must be established.base must be established. All information about the currentAll information about the currentworkforce should be included in theworkforce should be included in thedata base.data base. Present state of the workforce and thePresent state of the workforce and thecompany’s human resource profilecompany’s human resource profileshould be kept updatedshould be kept updated Future requirements of the workforceFuture requirements of the workforceaccording to the departments and jobaccording to the departments and jobspecifications must be planned andspecifications must be planned andorganized systematicallyorganized systematically A detailed policy should be developedA detailed policy should be developedto accommodate various parts of theto accommodate various parts of theworkforce.workforce.
RecommendationsRecommendationsEmployee development programmes and training ofEmployee development programmes and training ofthe HR managers and leaders should be conductedthe HR managers and leaders should be conductedon frequent basis.on frequent basis. Females should be encouraged to apply and beFemales should be encouraged to apply and beselected to work with the organization.selected to work with the organization. The management should design policies to utilizeThe management should design policies to utilizethe competencies of their diverse workforce to thethe competencies of their diverse workforce to themaximum possible benefits for the company.maximum possible benefits for the company. Organization must encourage and motivate itsOrganization must encourage and motivate itsworkforce to improve their skills and competenciesworkforce to improve their skills and competenciesby providing them with trainingsby providing them with trainings Organization should discourage any sort ofOrganization should discourage any sort ofdiscrimination practices in regards to its workforce,discrimination practices in regards to its workforce,Gender, Color, Race, Language, Belief, etcGender, Color, Race, Language, Belief, etc The organization should allow its workers toThe organization should allow its workers toexpress their concerns and must consider theirexpress their concerns and must consider theirsuggestions seriouslysuggestions seriously..