This document provides details about the human resources practices at Coca-Cola Beverages Pakistan Limited (CCBPL). It begins with an introduction to CCBPL's business model and management structure, which involves dividing Pakistan into two regions. It then describes CCBPL's five departments including human resources, finance, industrial relations, sales and marketing, and production. The document focuses on the human resources management functions at Coca-Cola such as job analysis, planning and forecasting, recruitment, selection, compensation and benefits, performance appraisal, and learning and development. It provides an overview of CCBPL's recruitment sources and processes, as well as their selection tools and processes. In conclusion, it emphasizes Coca-Cola's

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Submitted To Professor:
Mr. Muhammad Aftab Changi
Group Members:
Sandeep Kumar (20395)
Zohaib Tariq (19923)
M. Ahmed (17276)

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Table of Content
Introduction...................................................................................................…...4
Mission, Vision & Core Value...............................................................................6
Our Goals, Slogans…………………………………………...................................................7
HR Objectives.......................................................................................................7
Business Model………………………………………………………………………………..................8
Management Structure……………………………………………………………………………………9
Departmentalization………………………………………………………………………………….....10
Human Resources Management & its Functions…………………………………...........13
Organizing HRat Coca-Cola…………………………………………………………………………...13
Job Analysis & Designing in Coca-Cola……………………………………………………………14
Planning & Forecasting………………………………………………………………………………….14
Recruitment.............……………………………………………………………………………………..15
 Types of Recruitments...............................................................................15
 Recruitment sources atCoca-Cola……………………………………………..………….16
 Recruitment Process………………………………………………………………………………16
Selection...............…………………………………………………………………………………………17
 Selection Tools at Coca-Cola……..……………………………………………………….....17
 Selection Process…………………………............................................................18
 Orientation.................................................................................................18
Compensation & Benefits…………………………………...............................................19
Culture & WorkplaceEnvironment…………………………………………………………….....20
 Communication at Coca-Cola....................................................................20
 Health & Safety Policy...............................................................................21
PerformanceAppraisal......................................................................................21
Learning & Development...................................................................................22
 Learning Initiative.....................................................................................22
 CCBPL Capability Development Wings......................................................22
 Employee Development............................................................................23
TNA Process.......................................................................................................23
Types of Training................................................................................................24
Human Rights Policy..........................................................................................25
Recommendation..............................................................................................26
Conclusion.........................................................................................................26

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To the most High Sovereign, Allah, Who ordained this path for us, we express our sincere
thanks for the strength, wisdom, and every provision we needed to make our efforts a
reality.
Our heartfelt appreciation goes to Mr. Muhammad Aftab Changi for seeing through all the
stages of this project. We wish to express thanks for your time, guidance, critique and
encouragement to press ahead with this work despite so many conflicting pressures,
without which this would not have been possible. Lastly, but not the least, our sincere
gratitude to our beloved families for all the support, encouragement and patience they
exhibited throughout this study period.
Sincerely,
Sandeep Kumar (20395)
Zohaib Tariq (19923)
M. Ahmed (17276)

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 A product which was destined to become the world’s biggest brand, Coca-
Cola was first made in Atlanta, Georgia, on May 8, 1886, when Dr. John
Stith Pemberton, a local pharmacist produced the drink. It was sampled at
the local pharmacy and placed on sale as a soda fountain drink. The Coca-
Cola formula and brand were bought in 1889 by Asa Griggs Candler
(December 30, 1851 March 12, 1929), who incorporated The Coca-Cola
Company in 1892. With an average of nine bottles sold per day in its first
year, the drink soon became popular through advertising it as “Delicious and
Refreshing”, a slogan that still stands today.
 Coca-Cola is one of the largest beverage producing company. It distributes and markets
more than 500 non-alcoholic brands of beverages. The Coca-Cola Company is the
world’s leading manufacturer, marketer and distributor of non-alcoholic beverages,
concentrates and syrups.
 Its primary business runs around sparkling beverage brands like Coca-Cola, Diet
Coke, Sprite and Fanta, but it also produces and licenses a variety of other
beverages like waters, juices and juice drinks, enhanced waters, energy and
sports drinks and ready-to-drink teas and coffees. The beverages being their
trademarks are now currently sold in almost 200 countries worldwide.
 Soon after the country’s independence in 1947, Coca-Cola came to Pakistan in
1953. Like in every other country where it operates, the Coca-Cola business in
Pakistan is a local business. The beverages are produced locally, providing
employment to Pakistani citizens, and the product range and marketing reflects
Pakistani tastes and lifestyle
 After the introduction of Coca-Cola, Fanta was introduced in 1965, Sprite was
introduced in 1972, and after a gap of 30 years, Diet Coke and Fanta Lemon
were introduced in 2001. Currently, Coca-Cola beverages are produced and sold
in Pakistan via the company’s own bottling plants which operate under Coca-
Cola Beverages Pakistan Ltd. (CCBPL). A local service office, Coca-Cola Pakistan,
focuses on marketing the Company’s brands locally.

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With Coca-Cola’s introduction, the following products of the company came along:
By 2013, CCBPL has 6 bottling plants and 13 warehouses operating across Pakistan
thereby serving its 180 million population via its vast distributors and retailers.
1965
Coke
Fanta Lemon
1972
2001
2001
Sprite
Fanta

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 People: Be a great place to work where people are inspired to be the best they can be.
 Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and
satisfy people's desires and needs.
 Partners: Nurture a winning network of customers and suppliers, together we create
mutual, enduring value.
 Planet: Be a responsible citizen that makes a difference by helping build and support
sustainable communities.
 Profit: Maximize long-term return to shareowners while being mindful of our overall
responsibilities.
 Productivity: Be a highly effective, lean and fast-moving organization.

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 People and Organizational Leadership: Build a highly capable organization
and be the employer of choice.
 Commercial Leadership: Profitably deliver superior value to consumers &
customers at the optimal costto serve.
 Supply Chain: To be the best in class consumer demand fulfillment
organization that exceeds customer expectations highest in quality, lowest
in cost, in a sustainable, socially responsiblemanner.
 Operational Excellence: Createa culture of OperationalExcellence to
supportcontinuous improvementof our business process and systems.
 Sustainability: Ensurethelong term viability of our business by being
proactive and innovative in protecting the environmentand be recognized
as one of the most responsiblecorporatecitizens by all stakeholders.
 Develop rules and procedures.
 Provide recruiting services & support.
 Recruitment & Selection
 Training & Development
 Compensation & Benefits
 Employee Relations
 Manages the performance appraisal and
feedback forms.
 Employee loyalty
 Employee satisfaction
 Quality Work
 Productivity
 Good Will

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The Coca-Cola Company entered the Pakistani market in 1953, and since then it has
expanded rapidly to become one of the leading beverage companies in Pakistan. Its
operations support the bottler, distributors, retailers, and in addition 10 vendor industries.
Coca-Cola Pakistan, brands include Coca-Cola, Diet Coke, Sprite, Fanta, Kinley and Minute
Maid.
Our business model, termed as the “The Coca-Cola System” encompasses the production,
marketing, sales and distribution of our beverages.
The Coca-Cola System in Pakistan comprises of:
 The Coca-Cola Export Corporation, Pakistan & Afghanistan Region (TCCEC)
 Coca-Cola Beverages Pakistan Limited (CCBPL) established in 1996 by The Coca-
Cola Company. Currently almost 50% shares, along with management rights of
CCBPL lie with Coca-Cola İçecek (CCI), the sixth largest Coca-Cola bottler in the world.
CCI has a presence in 10 countries including Azerbaijan, Iraq, Jordan, Kazakhstan,
Kyrgyzstan, Pakistan, Tajikistan, Turkey and Turkmenistan.
 Extensive network of distributors, retailers and customers.
TCCEC is responsible for the manufacturing and selling of the concentrates, beverage bases
and syrups to CCBPL. It also owns the brands and heavily partakes in consumer brand
marketing initiatives, besides having a comprehensive public affairs and communications
responsibility.
CCBPL manufactures, packages, merchandises and distributes the produced branded
beverages. As the bottling company, CCBPL is also responsible for developing local
networks, so that the end product reaches the consumer in its best quality. This includes
customer development, market investment, order collection, delivery and lastly cash
collection.
We, at Coca-Cola strongly believe in delivering sustainable growth by investing in a healthier
future for the people and our planet. We are a company committed to making a positive
difference.

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CCBPL has divided the wholePakistan in two regions named as “Southern
business unit”(SBU) and “Central business unit”(CBU). Karachi, Rahim Yar
Khan and Multan plants are monitored by SBU General Manager (GM) while
the other plants Lahore, Faisalabad, Gujranwala, Rawalpindiand Peshawar are
monitored by CBU General Manager (GM). You can better understand from
this organization chart. Itis shown in this diagram that the whole country is
divided in to two parts on the basis of geographical regions. And the whole
country is controlled and monitored by a “Country Manager”

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There are five departments in Coca-Cola Beverages Pakistan Limited.
Departmentalizati
on
Finance &
Accounti
ng
Human
Capital
Sales &
Marketin
g
Industrial
Relations
Productio
n
Production Department is responsible for the overall production of
the CCBPL. There are 8 plants of CCBPL operating throughout the
country. Different areas are distributed the products on the basis of
nearness so as to reduce the transportation cost.
Industrial Relations Department is responsible for dealing with the
problems related to the working environment of the employees and
the issues related to the labor unions.
Sales and Marketing Department is responsible for the making the
product available in the market and to deal with the issues related
to the advertisements of the products.
Human Capital Department is responsible for looking for the
efficient pool of workers, selecting the professionals and makes
them happy so that they should stick to the company. The Human
Capital department deals with management level employees’
grievances.
Finance Department deals with the overall costing and pricing of the
products. This also handles the import related issues of the
company. Accounting department assists the sales department in
making invoices and payroll entries.

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Coca Cola considers human resources as a key department. A responsibility of Human
Resource department is to provide a method of employee recruitment and retention that
produce maximum employee satisfaction and performance on the job. Coca Cola place great
emphasis on people development so that people and organization perform at maximum
capacity in a highly effective manner.
Talent Acquisition
Compensation &
Benefits
Learning and
Development
Talent Management and
OrganizationDevelopment
Employee Relations
Operations
Security
Health, Safety &
Environment
Director
HR

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 Talent Acquisition
Talent acquisition is a person who brings in new talent in company .like Ko tranee and
new employees.
 CompensationAndBenefit
This area deals with payrolls and benefits of employee. This department also deals with
the new accounts of their employees.
 Learning & Development
Learning and development is that department of HR in which we give employee chance to
learn and acquire best knowledge.
 Talent Management
This role is really important if we see in company’s perspective. It is the one who
arranges its best and plays a really important role in organizational Development.
 Health, Safety & Environment
Health Safety and Environment is one of the most important department in plant its that
department which helps in maintaining safety issues in plant. And take steps to stop
damaging environment.
 Employee Relation
It deals with assembly line employees.
 Operations
Operations is that area in CCBPL also comes under HR. it is the area in which we have to
maintain the plant sides.

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Human Resource Management is an essential part for any organization. Moreover,
development of this department is the first step, the ground on which the future of
the company depends. It is essential for every single business unit and especially for
such international company as Coca Cola. It is people, not technology who create the
company.
Coca Cola is one of the leading beverage companies of the industry. It runs its
business campaigns all across the world. It deals with different types of products
such as soft drinks, bottled water, tea, sport juices, etc. Coca-Cola has a franchising
model for the production and distribution purposes.
Coca-Cola have own policies and strategies by which they control all the functions of
their departments. Coca-Cola HR department is also conducting all the practices of
HRM like Job analysis and design of work, recruitment and selection, training and
development, performance appraisals, compensation, employee relationships, staff
welfare and medical policies and some other things like that. These all practices are
conducted by own policies and strategies.
HR department not make decisions related of its own department, they also conduct
in company’s decision.
Management at Coca Cola Company focuses on the acquisition and retention of
highly skilled and knowledgeable employees so that it can maintain its top position in
the market. It treats these resources as an asset. It provides such conditions of
employment and procedures that enables all employees to develop a sense of unity
with the enterprise and to carry out their duties in the most willing and effective
manner.
It also provides for the security of employment to the workers so that they may not
be distracted by the uncertainties of their future. These objectives, strategies,
policies, and programs are pre-specified by the company, which guides the
management and unions in taking decisions. Also they are in accordance with the
organization’s mission, objectives, strategies, policies and its and internal external
environments.

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Job analysis is the procedure for determining the duties and skill requirements of a job and
the kind of a person who should be hired for the job.
Job analysis is divided into 2 processes they are:
1. Job description: A list of job duties, responsibilities, reporting relationship,
working conditions and supervisory responsibilities.
2. Job specification: A list of a job’s human requirement that is requisites education,
skills, personality, and so on-other product of a job analysis.
 Coca cola company’s HR department checks its own job description and job analysis in
which they get the information about the employees work activities, human behavior,
performance standard, job context and human requirements and also other information
related to his conduct.
 HR department of coca cola use this information for recruiting, selection, compensation
performance appraisal, training and employee relationship.
• The process of deciding what all positions should be filled by the firm, and
how to fill them.
Coca Cola HR department involves in company strategic planning and they
also makesufficient planning for hiring new employees in the future.
• Coca cola forecasts for the expected employees needs in the organization.
It’s basically done on the change of technology and increasing in productivity.
• After planning, this reportis sent to the head office for the approval. If the
approvalis given from the head office, the recruitment process is started.

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Internal recruiting: It is recruiting source seeking applicants for positions from among
the ranks of those currently employed. The methods of internal recruitment are Job Posting
& Employee Referrals
Advantages Disadvantages
 Better assessment of
candidates
 Creates vacancies
 Reduces training time  Stifles diversity
 Faster & Cheaper  Insufficient supply of candidates
 Motivates employees
 High Performance Work System
characteristic
• External recruiting: It is recruiting source seeking applicants for positions from
outside the organization. The methods of external recruitment are E-Recruitment, Job Fairs
and Universities.
Advantages Disadvantages
 Increases diversity  expensive
 Facilitates growth  slower
 Shortens training time  less reliable data
 A theory that you get
new/novel problem solving
 stifles upward movement of
personnel

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That sourcewhich help the company in identifying and attracting potential
employees
 The major recruitment sources are following
1) Media Advertisement
2) E- Recruitment
3) Employment agencies
4) Executive search firms
5) Special events recruiting
6) College Recruiting
7) Summer internships
1. They collect resumes at their every territory
To fulfill their talent bank they visituniversities and colleges
2. Their major recruitment sourceis E-Recruiting.
3. They are working on such type of advertisements which are according to
the Job description and specification.
4. Their recruitment adds are published by the their Media department.
5. Ads and vacancies banners are being offered by every territory as
demanded.
Their recruitment process is well established first of all they give ads, company website,
institutions job fair etc. Once they receive an application form, candidates with required
documents and CV.
New Vacancy
Hiring Probation
Period
Short Listing
of CV’s
Position
Advertise
Interview
Conformation
of Services

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The process of choosing individuals who haverelevant qualifications to fill
existing or projected job openings.
1. Selection Considerations:
I. Person-jobfit: Job analysis identifies required individual competencies such
as Knowledge, Skills, Ability and other characteristics (KSAOs) for job
success.
II. Person-organizationfit: Thedegree to which individuals are matched to
the culture and values of the organization.
2. Reliability
The degree to which interviews, tests, and other selection procedures yield
comparable data overtime and alternative measures.
3. Validity
Degree to which a test or selection procedure measures person’s attributes.
The selection process will vary depending on the position the applicant is
applying for, as one process can’tfit all the different roles.
• However, in most cases a combination of any of the following tools will be
used.
1. Interview:
Completion
Of
Application
Initial
Interview
Employment
Testing
Background
Investigation
Preliminary
selection in
HR
department
Interviews
Medical
Exam Drug
testing
Hiring
Decision

18. 18
The interview is designed to reveal more about you and your experiences. They will ask
for examples of how you behaved in different situations, maybe at school, university, a
club, at home or in previous jobs.
2. Group exercises:
They are a very much a team at CCBPL so these will show us how effectively you work
with people. They’re a good opportunity for us to see how you communicate, influence
and involve other people in the workplace.
3. Presentations:
Presentations give the chance to show your ability to communicate to a group of
people on a specific topic. You may be given a topic in advance or on the day.
4. Role Plays/Situational Exercises:
Designed to assess how you react in certain situations, these help to highlight particular
skills and how well you’re suited for a position. They may be given facts and figures to
review, or a report to complete; they may also have an assessor acting as a customer or
employee to simulate a situation that could occur in the workplace.
After hiring the suitable employee informal orientation is given, there is no such kind of
formal orientation program is available at Coca Cola. As there is no such kind of rocket
science in this organization, so they don`t need any formal orientation program. They
verbally tell about the organization and employee duties and responsibilities that he or she
have to perform at the job, Old achievements of Organization, Purpose of Company, Rights
and duties of employees. They also tell the employees about the do`s and don’ts and what
kind of dress code and behavior is required at the job.
Screening
Rejected
Aptitude Test Interview Job Offer

19. 19
HR department manager says that employees are our assets, there for we are careful about
their health and benefits. We give following compensation and benefits:
1. Basic salary
2. Bonus
3. Medical facility
4. Pick and drop
5. Gratuity fund
6. Social security
Following are the benefits providedby the CCBPL.
1. Annual incentives
2. Provident fund & gratuity
3. Health & life insurance
4. Competitive compensation
5. Engaging wok environment
Annual Leaves:
Coca Cola has different leave structures in different region and territories depending upon
the designation.
Designation Allowed Leaves
Official Department 26 leaves per annum
Managerial Department 26 leaves per annum

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Employees 24 leaves per annum
The Top management at coca cola also try to emphasize to follow the prescribed culture of
the organization. CCBPL has formal and documented values that are communicated to all
the employees. To ensure proper application of the rules and behavior of the values, the top
management act as role models, and closely administer and review their employee’s
behavior.
Coca cola divides its workplace into three categories

They use state of art architecture and a beautifully decorated office which is in
compliance with the values they promote in their corporate culture, they also use up
to date technological equipment for their staff so that they can move shoulder to
shoulder with the competition.

how the people at the work place behave have a great impact at coca cola it is how
the employees behave with each other and how the management behave with the
employees, they say at coca cola that there is no place for negativity and for people
who spread negativity should be dealt accordingly.

The management at coca cola believes in multitasking, because the competition is
very tough they always have to be on their toes so basically multitasking is not their
choice but their necessity. So they have to be quick in making decision and applying
them.
There is an open environment in the Coca Cola Company which allows the employees to
communicate with each other and it allows the information to flow inside the company and
discourages the barriers between members to share information.
In CCBPL proper systematic flow of information follows at all levels
Top - Downward Communication:
 In Coca Cola, the flow of information is downward.

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 Top management makes the decisions.
All the necessary information is passes through the head of department to the group
members.
We believe that a safe and healthy workplace is a fundamental right of every person and
also a business imperative. Our Workplace Rights Policy requires that we take responsibility
for maintaining a productive workplace in every part of our Company by doing what we can
to minimize the risk of accidents, injury and exposure to health hazards for all of our
associates and contractors.
Coca cola follows an international health and safety policy for its employee that includes
safety equipment for the production staff, shock proof structures, fire alarms and
prevention equipment, etc.
They also provides safety jackets, hair net and ear plugs to everyone who enters in plant

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 Management by objectives is the method used by coca cola for performance appraisal,
the employees are given goals at the start of the year, and then the goals are re-checked
semiannually and at the end of the year the objectives are evaluated and then
accordingly reward is given. It also stated that the employees are also told about their
short comings and what training they need and what were there good qualities.
There is formal training and development are given to the employees, even they provide
formal couching train their employees that how to handle mistakes and solve problems, they
provided formal induction buddy, formal necessary training and necessary rules and
regulations guidelines to their employees. When the manager points out some mistake of the
employee while performing his or her duties, immediately manager corrects them and guide
his or her employee that how he or she should have to perform the task.
CCBPL owns its own training center for employees. It also owns a university known is
KUODS in it. Employees are given change to diversify their skills in this learning center.
Suppose an employee is masters in Mechanical engineering, but he is goo in marketing so
CCBPL is having capability to diversify and enhance the skills of its employee according
through its learning center in Lahore.
Capability Development is a fundamental strategic objective of CCBPL and an integral part
of one of the main pillars of CCI’s Vision 2020 – People and Organizational Leadership.
The CCBPL Capability Development Wing would be focusing on organizational
competencies in order to bridge the skill gap leading to superior performance as well as
create focused training and development plans for our employees. With the introduction
of new training methodologies in the Sales Capability Development they would be
developing a superior Sales Force that is Business driven.
CCBPL Capability Development Wing is striving to achieve the objective of Living
Positively, Adding Value, Making a Difference…!

23. 23
Career progression at CCBPL is based on potential. They carefully analyze abilities through
experience, performance ratings, qualifications and competencies and in of strive for
excellence, they ensure that your potential is put to its best and most efficient use in our
various department

24. 24
At Coca cola on the job training is given the utmost importance. At first a sales man is given
information about the product, sales environment and company policies and procedures.
Ethical behavior is emphasized most so as not to create any sort of bad habits which can
cause great problems for the company. Normally a new sales man is supposed to work
under another salesman to learn the basics of selling techniques and the overall
environment in which he will be working.
Apart from this on the job training, the company also has some in-house training facilities.
The company has a sales hall in which all the sales personnel are given some tips regarding
the changes in the selling environment and how to improve efficiency and efficacy. These
tips are normally given by the general manager.
3. Seminars, Workshops & Modules:
Coca Cola also arranges some type of seminars, workshops and modules related to the sales
management, Forecasting of the daily sales, merchandising, selling skills, supervisory
techniques and other areas related to the sales.
4. Training Through Videos:
Coca Cola does not have any library and special trainers but they do have the separate space
for the training and they also use some sort of videos to elaborate and show the examples
of effective selling skills and techniques.

25. 25
The Human Rights Policy includes the following components:
1. ChildLabor: We prohibit the hiring of individuals that are under 18 years of age for
positions in which hazardous work is required.
2. Safe and Healthy Workplace: The safety and health of our employees is of
paramount importance. Our policy is to provide a safe and healthy workplace and comply
with applicable safety and health laws and regulations, as well as internal requirements.
We work to provide and maintain a safe, healthy and productive workplace, in
consultation with our employees, by addressing and remediating identified risks of
accidents, injury and health impacts.
3. Work Hours, Wages & Benefits:We compensate employees competitively relative
to the industry and local labor market, and in accordance with terms of applicable
collective bargaining agreements. We work to ensure full compliance with applicable
wage, work hours, overtime and benefits laws.
4. Workplace Security: We are committed to maintaining a workplace that is free
from violence, harassment, intimidation and other unsafe or disruptive conditions due
to internal and external threats. Security safeguards for employees are provided, as
needed, and are maintained with respect for employee privacy and dignity
5. Freedomof AssociationandCollectiveBargaining:We respect our employees’
right to join, form or not to join a labor union without fear of reprisal, intimidation or
harassment. Where employees are represented by a legally recognized union, we are
committed to establishing a constructive dialogue with their freely chosen
representatives. The Company is committed to bargaining in good faith with such
representatives.
6. ForcedLabor: We prohibit the use of all forms of forced labor, including prison labor,
indentured labor, bonded labor, military labor, modern forms of slavery and any form of
human trafficking.
7. Healthy Lifestyles: We are committed to providing transparent nutrition information
and a range of beverage options to enable consumers to make informed choices
consistent with a healthy lifestyle.

26. 26
1. Use external ways of recruitment
External sources may bring new blood to the organization and the new
employees will pool up their energies for the very best of the company. The
new employees will bring new ideas with them and that will increase
productivity more and more.
After reviewing the complete report one thing is clear that is CCBL is working
very well its strategies are successfultowards thewholeworld and this is
making progress by the passageof time. Itis definitely clear that CCBPL are
using the concept of SHRMinstead of Traditional HRM. The main reason why
they are so much developed is due to the people. According to CCBPL
employees are the assets of their company.