besa10 coke cola

8/4/2019 BESA10 Coke Cola

1/3

The businessFrom a pharmacists brainwave to a global

phenomenon. That is pretty much the story

of the Coca-Cola Company, which came into

being on 8 May 1886, when a pharmacist by

the name of Dr John Stith Pemberton produced

the syrup for Coca-Cola in Atlanta, Georgia.

While most people who tried the new drink

gave it the thumbs-up, it wasnt an overnight

sensation; during the rst year of trading, sales

averaged a modest nine drinks per day. Even

Dr Pemberton did not cotton onto the fact that

he had invented something truly special, so

much so that he gradually sold portions of his

business to various partners. When he died in

1888, he did not own a single share.

Today, the Coca-Cola Companys products

are consumed in more than 200 countries at a

rate of nearly 1,6 billion servings a day.

Maggie Mojapelo, Human ResourcesDirector at Coca-Cola South Africa, says this

global success sets the organisation apart as an

employer. We all know and love our brands.

Most staff members have always dreamt of

working here. This is an aspirational company

at which to work because we know that the

brands will always be here; they will last a

lifetime and beyond, she notes.

Talent managementand developmentThere are many exciting career opportunities

available at Coca-Cola both in South Africa

and also in the rest of the world. Just one is

that of operational marketing manager in the

franchise operations department. These people

provide leadership and co-ordination across

the supply chain to achieve the geographic

locations volume and share objectives through

leading the development and execution of a

bottler business plan. They are responsible

for the performance of the business, business

planning and consumer penetration, among

other duties, comments Mojapelo.

Considerable emphasis is placed on talent

management and succession planning at Coca-

Cola South Africa. Its all about securing the

right capabilities for the future, she notes.

A new management-development pro-gramme called Kusile (meaning awaken)

has been launched. The candidates for this

development programme are drawn both from

within and outside the company. We bring in

young talent (graduates with one or two years

of experience) and then focus on building the

required capability in terms of leadership. The

24-month programme is designed to offer

IntroductionThe worlds largest beverage company, Coca-Colas product portfolio numbers nearly 50 0 brands.

These include Coca-Cola (the worlds most valuable brand), Diet Coke, Fanta, Sprite, Coca-Cola

Zero, vitaminwater, POWERADE and Minute Maid.

Biggest plusCoca-Cola South Africa has a clear long-term vision, which is the architecture of the way it

operates. This vision is clearly communicated to all stakeholders.

Biggest challengeIts biggest hurdle is the competitive nature of the sector in which it trades. This is a unique and

complex business and new staff members are required to learn the business faster than ever in

order to make an immediate contribution.

Facts and guresTotal number of staff employed (full-time): 277

Annual turnover in Rands for 2009 (RSA only): Nt available

Industry sector: Fd and beverage

Black employees: 63,18%Previously disadvantaged individuals in management: 79%

Women employees: 52%

Women executive (senior) management: 23%

Employee Assistance Programmes: A full range f EAPs is prvided cvering aspects such as

nancial tness, and health and wellness. In cnjunctin with Discvery, the cmpany runs

health and wellness weeks, which ffer HIV/AIDS testing, nutritin guidance, eye testing,

chlesterl testing, and health and tness presentatins. Staff members als receive an annual

nancial wellness grant. Emplyees can spend the mney n anything their heart desires.

Cca-Cla Suth Africa9 Junction Ave, Park town 2193

Telephone: +27 (11) 644 0842

E-mail: [email protected]

Website: www.cocacola.com

NUMBER 4

Ranked

No. 4 BEST 10 Overall Employer

No. 1 BEST Small-sized Employer

No. 1 BEST Empowered Employer

No. 1 in Sector: Fast Moving Consumer Goods

86 BEST EMPLOYERS SOUTH AFRICA 2010/11

CoCA-ColASout

HAFRICA

87www.bestemployers.co.za


2/3

our philsphy is if yu candevelp yur leaders and

managers t effectively nurture

yur talent, half the battle

is wn.

Maggie Mjapel

Human Resurces Directr

an in-depth development and understanding

of our business in South Africa; we want to

develop and nurture future leaders not

only for our business here but for Coca-Cola

operations the world over. Our philosophy is if

you can develop your leaders and managers to

effectively nurture your talent, half the battle is

won, she reports.

When recruiting new staff, Coca-Cola

South Africa does not only consider the local

trading environment. We are global and so we

circulate our talent, explains Mojapelo. When

we appoint, we dont only look at the person as

a local asset but as an international talent.

Salaries, rewards and benefitsThe staff at Coca-Cola South Africa are

extremely well remunerated. I am proud to

say that we pay at the top end of the scale. We

try to lead the market when it comes to how we

pay our talent, says Mojapelo. Furthermore,

staff members are encouraged to perform via

nancial rewards. We pay for performance;

this drives how we reward and differentiate our

talent, she notes.

Especially noteworthy benets are the pro-

vident fund and death cover, which Mojapelo

describes as very generous and incomparable

within the industry. Yet another noteworthy

benet is the opportunity to travel and work

overseas. Plus there is the opportunity to be

involved in what Mojapelo calls lots of fun

stuff. By this, she means activities such as the

FIFA World Cup, for instance. We sponsor

lots of leading sporting and social events and

we make a point of involving staff members.

A full house of conventional benets applies,

including four months of paid maternity leave,

study assistance and medical aid. Club fees

are paid to encourage healthy lifestyles, meals

in the canteen are subsidised (it is open for

breakfast and lunch), cellular telephones are

provided as a tool of trade and 3G cards are

given to staff members who travel. Every

month employees are offered four cases of

beverages free of charge. A R20 000 donation

to the family is made on the death of a staff

member and the family also receives 15 cases

of beverages.

Black economic empowermentBlack economic empowerment (BEE) is a top

agenda item at Coca-Cola South Africa. A

dedicated manager ensures that we are BEE

compliant not just within Coca-Cola South

Africa but also within our bottlers, reveals

Mojapelo. We are investing a lot of time and

money in the development of spaza shops,

taxi ranks and car washes in the townships,

where we are providing training and support.

We have made a huge investment in terms of

economic development. We have a dedicated

team that focuses on this market and develops

sustainable small businesses, says Mojapelo.

Responsible citizenshipCoca-Cola South Africas corporate social

investment (CSI) projects are divided

into ve main areas: health, education,

entrepreneurship, environment (water and

recycling) and employee volunteering.

According to Tuli Mkatshwa, Community

Affairs Manager at Coca-Cola South Africa,

much of the companys health-related CSI

activities revolve around ghting the scourge

of HIV/AIDS. For instance, we have partnered

with the Olive Leaf Foundation in the Men

As Partners programme. The Olive Leaf

Foundation provides a holistic approach to the

challenges of HIV/AIDS and the programme

aims to reduce gender-based violence while

promoting awareness of HIV, she explains.

Coca-Colas partnership with the Olive Leaf

Foundation stems back to 2001, and it has

expanded to target women as well as men.

On an educational front, Coca-Cola launched

its Discovery Channel Global Education

Partnership in 2007. This is a multi-media

educational programme targeted at primary

school children in disadvantaged communities.

A total of eight schools in Gauteng and

Limpopo have beneted from the project,

says Mkatshwa.

Entrepreneurship is encouraged via the

companys Schools Mini-Enterprise Project.

One of the most important variables of success

within companies is when employees are allowed

to develop and their talent is leveraged, resulting

in a high employee retention rate. The Coca-Cola

Company subscribes to this philosophy, hence

the companys investment in its people, which

results in low employee turnover.

William EgbeChief Executive Officer


CoCA-ColASout

HAFRICA



3/3

Staff members are recruitedvia emplyee referrals and

emplyment agencies, and all

new assciates share ne trait:

they are results-driven.

This is an economic empowerment programme

for secondary school learners, run in conjunction

with Junior Achievement South Africa.

Coca-Colas RAIN Water Project is an

interesting environmental initiative. This

project is a partnership with USAID, Mvula

Trust and the Mbashe Local Municipality, and

we aim to build water reservoirs and pipe water

to villages, says Mkatshwa.

In terms of the Staff Volunteering Programme,

associates volunteer their time to community

volunteering twice a year. A total of nine

organisations have beneted from the generosity

of Coca-Cola associates since last year.

International stanceCoca-Cola employs 92 400 people worldwide,

more than 86% of them outside the United

States. Its beverages are produced in more than

800 plants in over 200 countries.

The futureThe companys future goal is simple. We want

to further entrench our brands in the hearts

and minds of South African consumers,

says Mojapelo. We need to continue being

innovative so that our consumers can continue

to enjoy the brands that they love so much.

Mojapelo says the team constantly strives to

up its game. We will continue to put pressure

on ourselves to be better every day. Last years

successes are gone. We are always looking for

new opportunities, she concludes.

The peopleCoca-Cola South Africa is staffed by a team

of high achievers; people who are true profes-

sionals. The company attracts high performers.

We are extremely business focused; there is no

time for politics everyone gets on with doing

the job at hand, says Mojapelo.

Staff members are recruited via employee

referrals and employment agencies, and all

new associates share one trait: they are results-

driven. As a company, we continue to succeed

every year and this motivates us to do even

better, says Mojapelo. All staff members are

brand ambassadors.

While the emphasis is decidedly on hard

work, there is also time for fun. Take the 2010

FIFA World Cup, for instance. One hundred

days prior to kick-off, we took the day off work

and we all had fun. Events like this are excellent

for team building and motivation; every single

staff member will get tickets to go and see the

match. Plus every staff member will get to see

and touch the trophy, Mojapelo reveals.

Company culture and st yleCoca-Cola South Africa is epitomised by

a passion for marketing and sales of the

companys treasured brands. We are all true

brand ambassadors and marketers of the

brands even if we do not work for the market-

ing department per se, notes Mojapelo.

This applies both during working hours and

after employees leave Coca-Colas warm and

attractive head ofce.

Ultimately, people enjoy working for Coca-

Cola South Africa because the company truly

values its people. This is one company that

could be a role model in terms of how you take

HR as a serious business partner. Coca-Cola

South Africa has realised that HR can lead the

business to the next level. We are in changing

times and change calls for a focus on softer

issues, which is precisely where HR comes to

the fore. A business isnt just about rands and

cents; its about people and people are at the

core of this business, Mojapelo concludes.

The breadth of skills and experience gained

at both a local level and exposure to global

workstreams is incomparable to any other

FMCG organisation. The amount of information

and support at ones ngertips is tremendous in

order to facilitate decision making. Working for

the company has been an incredible experience.

Elizabeth MoroldoSenior Brand Manager(Juices and Liquid Concentrates)


CoCA-ColASout

HAFRICA


besa10 coke cola

Documents