Monday, August 15, 2011

hr policy of coca cola company


HUMAN RESOURCE POLICY OF COCA COLA COMPANY


HUMAN RESOURCE MANAGEMENT WITHIN COCA COLA
Human Resource Management at CocaCola Company has many advantages. It isa global company and it is impossible tocreate certain policies or proceduresapplicable in all divisions of thecompany, cultural and politicaldifferences need to be taken into account.

JOB ANALYSIS AND DESIGNING
Coca cola company HR department has itsown job description and job analysis inwhich they get the information aboutemployees work activities, humanbehavior, performance standard, jobcontext and human requirements and alsoother information related to his conduct.

PLANNING AND FORECASTING
Coca cola HR department involves incompany strategic planning and they alsomake sufficient planning for hiring newemployees in the future. They forecast forthe expected employees needs in theorganization. They forecast their employeeson the basis of change in technology andincreasing in productivity

RECRUITMENT POLICY
·                     Coca Colas recruitment process is wellestablished .First of all HR Department give ads innews papers, company website, institutions etc.Then application form, from candidates withrequired documents and CV is asked for and thenanalyzed.
·                     Recruitment is both-Internal recruitmentExternal recruitment

TRAINING POLICY
·                     After recruiting the fresh employee ,they aretrained for three months and also paidsalaries, after three months they become partof the firm.
            Coca Cola also give training to existingemployee, depending upon the condition forexample if new technology is introducedfirst of all ,full training is given about      newtechnology then they are allowed to starttheir job .
WAGES POLICY
·                     Coca-cola is providing smart wages to itsemployees , which are competitive and reallysatisfactory .With wages lot of facilities andamenities are provided according to the policy.
·                     Structure of wages can be described as:

·                     Blue collar workers are offered wages along withcommission ,salesman are offered wages pluscommission pursuing certain criteria.
·                     White collar workers who are the officers and theexecutives draw a handsome amount salary withincentives.

ANNUAL LEAVE POLICY
·                     Coca- Cola international had different leavesstructures in different regions and countries of the world where they have their companies.
·                     / ****************************************************/***********************************************************/
·                     /    DESIGNATION                                       /                                     ALLOWED LEAVES       /
            /  SUPERVISOR                                          /                                  26 LEAVES PER ANNUM  /
            /*****************************************************/***********************************************************/                                                
            /ABOVE THE SUPERVISOR                        /                                 26 LEAVES PER ANNUM   /
            /*****************************************************/***********************************************************/
            /BELOW THE SUPERVISOR                        /                                 24 LEAVESPER ANNUM   /
            *****************************************************/***********************************************************/
 EMPLOYEE FORUM

In the U.S., through employee forums, employees can connectwith colleagues who share similar interests andbackgrounds. In those forums and elsewhere, employeessupport each other's personal and professional growthand enhance their individual and collective ability tocontribute to the company. Forums that are currentlyactive include:
                                 Administrative Professionals
                                African-American
                                Asian/Pacific-American
                                Gay & Lesbian
                                Latin
                                Women

EDUCATION POLICY

‡The Coca-Cola Company had always believed thateducation is a powerful force in improving thequality of life and creating opportunities forpeople and their families around    the world.
‡It is committed to helping people make theirdreams come true. All over the world they areinvolved in innovative programs that give hardworking employees interested in studying books,supplies , places to study and scholarships.

TIME MANAGEMENT POLICY

They are managing the working time in twoshifts. They can include some extra shiftif there is demand but normally there aretwo shifts, which are explained in thefollowing.
8 a.m. to 4 p.m. (all departments other thentechnical departments),
4 p.m. to 12 p.m. (Technical department)

COMPENSATION AND BENEFITS

Basic salary
Bonus
Medical facility
Pick and drop
Gratuity fund
Social security


MENTORING PROGRAMS

Coca-Cola Company is creating a system of mentoringprograms that include, one-on-one mentoring, groupmentoring and mentoring self-study tools.
Currently, Coca-Cola North America and The MinuteMaid Company have one-on-one mentoring programsdesigned to foster professional growth anddevelopment. These programs promote trustingrelationships for networking, coaching, careercounseling and life lessons.


PERFORMANCE APPRAISAL

Coca cola performance appraisal is on theannual basis. Hr manger says Weappraise our employee on theirperformance. We set the goals in thebeginning of year and tell the employeesabout the goal if the employees achievethese goals we appraise the employees.


SAFETY POLICY
Coca Cola has set safety standard at a level that ensurescompliance with governmental and company requirements.
Protect the employees and ensure public safety extendingthroughout the organization. Integrated approach of innovation for the safety of employees at all operationlevels.
Establish mechanisms to communicate effectively with theemployee's consumers and government on the safetyperformance.


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