1. Sir Hafiz SaadSir Hafiz Saad
Presented to:Presented to:

2. Presented ByPresented By
Asif HussainAsif Hussain

3. Title PageTitle Page
ManagingManaging
demographicdemographic
workforceworkforce

4. Introduction of the organizationIntroduction of the organization
 Founded in 1886, the Coca-colaFounded in 1886, the Coca-cola
company is the world’s leadingcompany is the world’s leading
manufacturer, marketer, andmanufacturer, marketer, and
distributor of nonalcoholic beverages,distributor of nonalcoholic beverages,
concentrates and syrups.concentrates and syrups.
 The company’s corporateThe company’s corporate
headquarters are in Atlanta, withheadquarters are in Atlanta, with
local operations in over 200local operations in over 200
countries around the world.countries around the world.

5. History of the organizationHistory of the organization
 The Coca Cola company is aThe Coca Cola company is a
global company. In Pakistan theglobal company. In Pakistan the
company started it’s business incompany started it’s business in
1953. Today the company has a1953. Today the company has a
major share in beverage market.major share in beverage market.
The company has its productionThe company has its production
units 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 fair
amount of employment to localamount of employment to local
citizens and deeply involved incitizens and deeply involved in
the life of local communities inthe life of local communities in
which it operateswhich it operates

6. Vision mission & valuesVision mission & values
 VisionVision::
 ““To become a market leader in ready to drinkTo become a market leader in ready to drink
segment while adding best-in-class value to allsegment while adding best-in-class value to all
stakeholders”.stakeholders”.
 MissionMission::
 ““ CCBPL exists to refresh the consumers, inspireCCBPL exists to refresh the consumers, inspire
moment 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, which
we will do with highest social responsibility & withwe will do with highest social responsibility & with
uncompromising commitment towards quality ofuncompromising commitment towards quality of
our products & Integrity in our operation.”our products & Integrity in our operation.”
 Integrity in our operation.”Integrity in our operation.”

7. 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.

8. Introduction to the topicIntroduction to the topic
 Demographics literally means a statisticalDemographics literally means a statistical
data about any given section of thedata about any given section of the
population. Demographics study includespopulation. Demographics study includes
data and information about the genderdata and information about the gender
ratio, language, color, race, beliefs,ratio, language, color, race, beliefs,
education and economic conditions of theeducation and economic conditions of the
population. In organizations today it ispopulation. In organizations today it is
very difficult to employee a workforce ofvery difficult to employee a workforce of
the same origin, same caliber, andthe same origin, same caliber, and
competence. So there is system beingcompetence. So there is system being
evolvedevolved

9. Workforce demographicsWorkforce demographics

10. Introduction to the topicIntroduction to the topic
 Managers, especially of the multinationalManagers, especially of the multinational
organizations are very much in front with theorganizations are very much in front with the
issues of the diversed workforce in theirissues of the diversed workforce in their
organizations. Demographics data of theorganizations. Demographics data of the
workforce in an organization means the data andworkforce in an organization means the data and
information 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

11. Introduction to the topicIntroduction to the topic
 Immediate challenges are:Immediate challenges are:
 employ and retain retirement-age workersemploy and retain retirement-age workers
through flexible work arrangements,through flexible work arrangements,
salary/benefit incentives and developmentalsalary/benefit incentives and developmental
opportunities,opportunities,
 develop practices to assist the transition of staffdevelop practices to assist the transition of staff
to retirement, andto retirement, and
 Replace the skills, knowledge and capabilities thatReplace the skills, knowledge and capabilities that
may 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

12. Introduction to the TopicIntroduction to the Topic
 Steps in Workforce PlanningSteps in Workforce Planning
 There are five fundamental activitiesThere are five fundamental activities
that 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

13. Practical study of the organizationPractical study of the organization
 DemographicDemographic
workforce and itsworkforce and its
management in CCBPLmanagement in CCBPL
 At present, CCBPL has 4 mainAt present, CCBPL has 4 main
categories of workforce:categories of workforce:
 1- permanent employees1- permanent employees
 2- contract employees2- contract employees
 3- daily wagers3- daily wagers

4- third party hired employees4- third party hired employees
 CCBPL has a workforce ofCCBPL has a workforce of
approximately 8000 workersapproximately 8000 workers
all over Pakistan.all over Pakistan.

14. Practical studyPractical study
 Management of CCBPLManagement of CCBPL
is of a centralizedis of a centralized
nature. A very briefnature. A very brief
description of the HRdescription of the HR
management in themanagement in the
CCBPL is as under:CCBPL is as under:
 Country HR Manager.Country HR Manager.
 Directors of HR.Directors of HR.
 HR Business UnitHR Business Unit
Leader.Leader.
 HR executives.HR executives.
 HR officers.HR officers.

15. Practical studyPractical study
 RECRUITMENT POLICYRECRUITMENT POLICY
 Previously, like other multinational organizations thePreviously, like other multinational organizations the
COCA COLA BEVERAGES PAKISTAN Ltd were hiringCOCA COLA BEVERAGES PAKISTAN Ltd were hiring
and recruiting female personnel only on need andand recruiting female personnel only on need and
merit basis, but now they have revised recruitmentmerit basis, but now they have revised recruitment
policy 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 in
all departments, but now the new policy has beenall departments, but now the new policy has been
modified and changed. People from all segments ofmodified and changed. People from all segments of
society, language, race, and color and withoutsociety, language, race, and color and without
keeping in view the age factor even retired from otherkeeping in view the age factor even retired from other
organizations are being recruited in various branchesorganizations are being recruited in various branches
of sale department, whereas young qualified areof sale department, whereas young qualified are
essentially added in the systemessentially added in the system

16. 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 environment
that provides all our associates equalthat provides all our associates equal
access to information, development andaccess to information, development and
opportunity. By building an inclusiveopportunity. By building an inclusive
workplace environment, we seek toworkplace environment, we seek to
leverage 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 and
ideas. We see diversity as more than justideas. We see diversity as more than just
policies and practices. It is an integral partpolicies and practices. It is an integral part
of who we are as a company, how weof who we are as a company, how we
operate and how we see our future.operate and how we see our future.

17. Diversity in Coca ColaDiversity in Coca Cola

18. Practical studyPractical study
Employee DevelopmentEmployee Development
 Career progression at CCBPL is based on yourCareer progression at CCBPL is based on your
potential. We carefully analyze your abilities throughpotential. We carefully analyze your abilities through
experience, performance ratings, qualifications andexperience, performance ratings, qualifications and
competencies and in our strive for excellence, wecompetencies and in our strive for excellence, we
ensure that your potential is put to its best and mostensure that your potential is put to its best and most
efficient 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 be
focusing on organizational competencies in order tofocusing on organizational competencies in order to
bridge the skill gap leading to superior performancebridge the skill gap leading to superior performance
as well as create focused training & developmentas well as create focused training & development
plans for our employees. With the introduction of newplans for our employees. With the introduction of new
training methodologies in the Sales Capabilitytraining methodologies in the Sales Capability
Development we would be developing a superiorDevelopment we would be developing a superior
Sales Force that is Business driven.Sales Force that is Business driven.

19. SWOT ANALYSISSWOT ANALYSIS

20. StrengthsStrengths
 Managing workplace diversity canManaging workplace diversity can
strengthen work teamsstrengthen work teams
 Managing diversity effectively is theManaging diversity effectively is the
key to leveraging the advantages andkey to leveraging the advantages and
minimizing the disadvantages ofminimizing the disadvantages of
diversity in the workplacediversity in the workplace
 Co-workers with diverse culturalCo-workers with diverse cultural
backgrounds bring uniquebackgrounds bring unique
experiences and perceptions to theexperiences and perceptions to the
table in groups and work teamstable in groups and work teams
 Another advantage of workplaceAnother advantage of workplace
diversity is the opportunity fordiversity is the opportunity for
employees' personal growthemployees' personal growth

21. WeaknessesWeaknesses
 Communication IssuesCommunication Issues
 Diversity impacts workplaceDiversity impacts workplace
communication in positive and negativecommunication in positive and negative
ways. Between co-workers, diversity canways. Between co-workers, diversity can
place impediments in the way of effectiveplace impediments in the way of effective
communicationcommunication
 Integration IssuesIntegration Issues
 companies can experience informalcompanies can experience informal
divisions in their staff, creating a situationdivisions in their staff, creating a situation
where culturally diverse employees avoidwhere culturally diverse employees avoid
exposure to each other during break timesexposure to each other during break times
and after work.and after work.

22. opportunityopportunity
• Providing reasonable accommodationsProviding reasonable accommodations
for individuals with disabilitiesfor individuals with disabilities
• Promoting a nondiscriminatoryPromoting a nondiscriminatory
workplace environmentworkplace environment
• Top-management commitment andTop-management commitment and
rewards for the support of diversity arerewards for the support of diversity are
critical ingredients for the success ofcritical ingredients for the success of
diversity management initiativesdiversity management initiatives
• Distributive JusticeDistributive Justice
• Procedural JusticeProcedural Justice

23. ThreatsThreats
In coming years, corporations will faceIn coming years, corporations will face
two categories of demographic risk:two categories of demographic risk:
risks having to do with retiringrisks having to do with retiring
employees and risks having to do withemployees and risks having to do with
aging employees. Both require creativeaging employees. Both require creative
forethought and active management.forethought and active management.
 The diversity can cause workplace disThe diversity can cause workplace dis
harmony.harmony.
 Management can face difficulties inManagement can face difficulties in
resolving issues of language andresolving issues of language and
culture.culture.

24. conclusionconclusion
 After the very brief discussion of our topic MANGINGAfter the very brief discussion of our topic MANGING
DEMOGRAPHIC 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 consider
management as the brain; workforce is the heart of anmanagement as the brain; workforce is the heart of an
organization. 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 the
mangers 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 upgrade
and 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 human
resource management are also changing. Companies are turningresource management are also changing. Companies are turning
into 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 we
have to utilize the new technologies and must frame our policieshave to utilize the new technologies and must frame our policies
according to the new trends in managing human resource andaccording to the new trends in managing human resource and
workforce.workforce.

25. RecommendationsRecommendations
 Here are some recommendations forHere are some recommendations for
the improvement of the humanthe improvement of the human
resource management in CCBPL:resource management in CCBPL:
 A detailed and comprehensive dataA detailed and comprehensive data
base must be established.base must be established.
 All information about the currentAll information about the current
workforce should be included in theworkforce should be included in the
data base.data base.
 Present state of the workforce and thePresent state of the workforce and the
company’s human resource profilecompany’s human resource profile
should be kept updatedshould be kept updated
 Future requirements of the workforceFuture requirements of the workforce
according to the departments and jobaccording to the departments and job
specifications must be planned andspecifications must be planned and
organized systematicallyorganized systematically
 A detailed policy should be developedA detailed policy should be developed
to accommodate various parts of theto accommodate various parts of the
workforce.workforce.

26. RecommendationsRecommendations

Employee development programmes and training ofEmployee development programmes and training of
the HR managers and leaders should be conductedthe HR managers and leaders should be conducted
on frequent basis.on frequent basis.
 Females should be encouraged to apply and beFemales should be encouraged to apply and be
selected to work with the organization.selected to work with the organization.
 The management should design policies to utilizeThe management should design policies to utilize
the competencies of their diverse workforce to thethe competencies of their diverse workforce to the
maximum possible benefits for the company.maximum possible benefits for the company.
 Organization must encourage and motivate itsOrganization must encourage and motivate its
workforce to improve their skills and competenciesworkforce to improve their skills and competencies
by providing them with trainingsby providing them with trainings
 Organization should discourage any sort ofOrganization should discourage any sort of
discrimination 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 to
express their concerns and must consider theirexpress their concerns and must consider their
suggestions seriouslysuggestions seriously..

27. Thank youThank you