• FP15072 – Raghvendra Singh Rao.• FP15073 – Siddharth Singh.• FP15074 – Anikesh Gupta.• FP15075 – Rachit Kumar Somani.• FP15076 – Parichaya Thomare.• FP15077 – Akash Budhadhara.

OBJECTIVES• To know the core HR policies and strategy

management process that includes:1. Job analysis and designing.2. Recruitment policy3. Planning and forecasting.4. Wages policy.5. Performance Appraisal.6. Training Policy.7. Annual leave policy.8. Alcohol/Drug abuse policy.9. Grievance handling.10. Employee relation.11. Feedback policy.12. Time Management policy.13. Compensation policy.14. Insurance policy.15. Termination policy.

Type Soft Drink (Cola)

Manufacturer The Coca- Cola Company

Founder (s) John S. Pemberton

Country of Origin United States

Introduced 1886

Area Served Over 200 countries

Flavors Cola, Cola Green Tea, Cola Lemon, Cola Lemon Lime, Cola Lime, Cola Orange and Cola Raspberry.

Employees 92,400

Servings per Day 1.6 Billion

COMPANY OVERVIEW

Job Analysis and Design• 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

• job description- a list of job duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities.

• Job specification-a list of a job’s human requirement that is education, skills etc.

In coca-cola company• 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 behaviour, 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.

Planning and Forecasting

• 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 make sufficient planning for hiring new employees in the future.

• Coca cola forecasts for the expected employees needs in the organisation. Its basically done on the change of technology and increasing in productivity.

• After planning, this report is sent to the head office for the approval. If the approval is given from the head office, the recruitment process is started

Recruitment Process• Cokes recruitment process is well established 1st of all the company gives ads in

newspapers, company website, institutions etc.

• Once the company receives an application form from the candidate with required document and CV, he will be called for the interview.

• Recruitment process is of two types• Internal recruitment-recruiting source seeking applicants for positions from among the

ranks of those currently employed• Advantages of internal recruitmenta. better assessment of candidates b. Reduces training timec. Fasterd. Cheapere. Motivates employees

External Recruiting◦ External recruiting—recruiting source seeking applicants for

positions from outside the organization.

◦Advantages increases diversity facilitates growth shortens training time

◦Disadvantages expensive slower less reliable data

Recruitment Sources

That source which help the company in identifying and attracting potential employees

The major recruitment sources are following1. Media Advertisement2. E-recruitment3. Employment agencies 4. Executive search firms5. Special events recruiting6. College Recruiting7. Summer internships

Selection Process

• The selection process will vary depending on the position the applicant is applying for, as one process cant fit all the different roles we have here at CCE.

• However, in most cases a combination of any of the following tools will me used.

a. Interviewb. Group exercisesc. Presentationsd. Psychometric tests e. role-play's/situational exercisesf. Group discussion.

Performance Appraisal

• ‘Coca cola’s performance appraisal is annually done’ says HR manager WAQAR MAHMOOD, the further tells that we appraise the employee on their performance on achieving the goals of the organisation.

• we set goals at the beginning of the year and the employees are given goals to achieve, if the employee meets the goals then we appraise him/her.

• Steps in appraising performance• Define the job• Making sure that you and your subordinate agree on his or her duties and job

standard.• Appraise performance• Comparing your subordinates actual performance to the standards that have

been set.• Provide feedback• Means discuss the subordinate’s performance and progress, and make plans for

any development required.

Wages Policy

• Coca-cola is providing smart wages to its employees, which are competitive and really satisfactory .With wages lot of facilities and amenities are provided according to the policy.

• Structure of wages can be described as:

1. Blue collar workers are offered wages along with commission ,salesman are offered wages plus commission pursuing certain criteria.

2. White collar workers who are the officers and the executives draw a handsome amount salary with incentives.

Training Policy• There are many different types of activities that contribute to an

individual’s personal development and staff are encouraged to consider the range of opportunities available to them.

• Some activities are undertaken with the specific aim of enhancing skills and/or imparting information e.g. attending a seminar or training programme, reading, work-shadowing and mentoring.

• Other activities offering the potential for development, may arise in the course of normal work activity e.g. being involved in a secondment or project where the individual acquires new skills or knowledge or discussing how to deal with a particular problem with a colleague.

• The budget for HR training and development is managed within the HR Strategy.

• The cost for HR Training and Development programmes are covered by the HR budget and there is no charge to the individual for programmes offered by HR Training and Development.

• However, a cancellation fee does apply to those who confirm they are attending a programme and then cancel up to 10 days prior to the programme taking place

Training Policy

• Key HR training and development process are:1. Facilitation and Administration.2. Orientation.3. Development pathways.4. Learning and Development programmes.5. Coca Cola skills seminar.6. Job specific training.7. Policy development.8. Leadership development.9. Mentoring.10. Coaching.

Annual Leave Policy• Coca Cola believes that employees should have opportunities to enjoy time away

from work to help balance their professional and personal lives. The Company encourages all employees to spend time with family for leisure, taking care of personal work, or rest due to medical reasons.

• PRIVILLEGED LEAVE • This has been designed to give you vacation periods for rest and relaxation and to

provide time off for your personal needs. You will however be entitled to this leave @ 2 days per month Only on completion of 1 year of your service. This can be carried forward too.

• SICK LEAVE • Sick leave may be used when you-- • *Receive medical, dental, or optical treatment• *Are incapacitated by physical or mental illness, injury, pregnancy, or childbirth; • *Would, because of exposure to a communicable disease, jeopardize the health of

others by your presence on the job etc.• Sick Leave is @ 0.5 days per month

Annual Leave Policy

• HALF-DAY• The half day period should either be the first 4 hours of the day or the last 4

hours of the day & this will be adjusted towards Casual leave or Sick Leave if your permission is due to health reasons.

• CASUAL LEAVE• The period of such leave is limited to 6 days in a• calendar year and is granted in such a manner that the total period of absence

including holidays (prefixed or suffixed) does not ordinarily exceed 8 days. Casual Leave is @ 0.5 days per month

• COMP- OFF’S• Employee can avail for the extra shift they have worked or for having worked

on a declared holiday. Part shifts or working for 2 hours extra does not entitle the employee for a Compensatory Off.

Alcohol/Drug Abuse Policy• All employees are prohibited from consuming, soliciting, possessing, being

affected by or under the influence of alcohol or illegal drugs on company premises or while on company business.

• The sale, possession, transfer, solicitation, or purchase of alcohol or illegal drugs on company business is strictly prohibited. Where evidence warrants, the company will notify the appropriate law enforcement authorities.

• No alcoholic beverage will be brought, possessed, or consumed on company premises other than at an authorized company function where alcohol is served through a food service. Employees who choose to drink alcoholic beverages at such functions are expected to exercise due care and good judgment.

• No prescription drug will be brought, possessed, solicited, or consumed on company premises by any person other than the one for whom it is prescribed. Legal drugs will be used only in the manner, combination, and quantity prescribed.

• Employees are expected to cooperate with requests for medical or other information or examinations, in furtherance of management's responsibility to enforce this policy.

Grievance Handling

• Grievance is formal complaint which demonstrates any kind of dissatisfaction in an employee, arising out of the factors which are related to his job.

• The communication of grievances should be done formally. It can be communicated via:- A written document - E-mail.

• Open door policy – Employees see the top level executive directly with their grievances. Many employees feel uncomfortable to approach directly.

• Step ladder policy – Employee is required to talk to his immediate senior about his grievances, who offers a solution or escalates the same.

• The other ways to discover a grievance are interviews, suggestion boxes and opinion surveys.

Grievance Handling - Benefits• Grievance handling process gives the aggrieved employees an

opportunity to communicate their feelings and problems to the concerned people.

• This provides following benefits to an organisation:a) It develops the trust of employees in the organization, its motives

and policies.b) It helps in addressing the employee’s problems before they

become too big.c) It helps in improving the over all work conditions and atmosphere.d) It helps in developing a committed work force and improving the

productivity.e) It helps in identifying the areas of improvement and taking the

required actions

Grievance Handling – Steps & Causes

• The important steps in grievance handling procedure are:1. Accepting the grievance and acknowledging it.2. Carefully listening the problem.3. Understanding the redefining the problem to ensure that

both the parties are at the same level of understanding.4. Gathering the information – all facts and figures.5. Offering the best solution.6. Follow up.

• Causes:1. Management policies.2. Working conditions.3. Interpersonal factors.

Features of Good Grievance Handling

1. It confirms with existing legislation.2. It is fairly acceptable to all – it provides justice to the

employees, reasonable authority to the manager and allows adequate participation of the union.

3. It is simple and easily understood by all. Employees have sufficient information about the process and the authorities who can be approached in case of a problem.

4. It is not a very long process.5. It is prompt and quick – takes as little time as possible.6. The supervisors and union leaders are well trained to

handle it.

Employee Relations

• Maintaining healthy employee relations in an organization is a pre-requisite for organizational success.

• Strong employee relations are required for high productivity and human satisfaction.

• Healthy employee relations lead to more efficient, motivated and productive employees which further lead to increase in sales level.

Despite the importance of strong and healthy employee relations, there are circumstances in the life of every organization when employee and management relations are hampered. Instances of such circumstances are as follows-• When the employees do not behave as per accepted norms of

behaviour, it is known as employee indiscipline. • Similarly, the employees also expect from the management to

provide them a safe working environment, fair treatment, proper incentives, participation in decisions, and needs satisfaction. The failure on part of management to meet these expectations is termed as employee grievance.

• When the employees fail to meet their own expectations whether in terms of personal goals, career goals, performance, self-respect, etc it is referred to as employee stress.

Improving Employee Relations

• Do not make the employees’ job monotonous. Keep it interesting. Make it more challenging.

• Maintain a continuous interaction with the employees.

• Employees must be rewarded and appreciated for a well-done job or for achieving/over-meeting their targets.

• Encourage employee feedback. • Give the employees competitive salary.

Feedback Policy

360 degree feedback is also known as multi-rater feedback or multi-dimensional feedback or multi-source feedback. It is a very good means of improving an individual’s effectiveness (as a leader and as a manager). It is a system by which an individual gets a comprehensive/collective feedback from his superiors, subordinates, peers/co-workers, customers and various other members with whom he interacts.

The feedback form is in a questionnaire format, which contains questions that are significant to both individual as well as organization from performance aspect. It is filled by anonymous people. The number of people from whom feedback is taken can range from 6 - 20. The individual’s own feedback is also taken, i.e., he self-rates himself and then his rating is compared with other individuals ratings. Self ratings compel the individual to sit down and think about his own strengths and weaknesses.Based on a 360 degree feedback, the individual goals and the group goals can be correlated to the organizational strategy, i.e., the individual and the group can synchronize their goals with the organizational goals.

Time Management Policy

• They are managing the working time in two shifts. They can include some extra shift if there is demand but normally there are two shifts, which are explained in the following:

• 8 a.m. to 4 p.m. (all departments other then technical departments),

• 4 p.m. to 12 p.m. (Technical department)

Compensation Policy

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

Insurance Policy

• Employee health insurance companies typically cover medical benefits for insured (self), spouse, children and dependent parents

• Some health insurance providers cover pre-existing illness and maternity as well

• Employee health insurance offers cashless hospitalization at network hospitals

• Group health insurance can cover ancillary charges such as ambulance costs too.

• Some employee health insurance policies provide fee reimbursements of specialists and other medical practitioners for follow checkups

Termination Policy

• Termination for Poor Performance• More than any other situation, terminations for poor

performance require thorough documentation over a period of time.

• How does the employee’s performance match his/her job description?

• Were there previous warnings?• Were there previous suspensions?• Was there progressive discipline and was the employee

notified of prior examples of poor performance that were documented?

Continued……..

• Is the termination consistent with other situations?

• Were other employees terminated for similar poor performance under similar circumstances?

• Were other employees allowed to continue to work

when their performance was poor? • Documentation on all of these points is crucial.

• Termination due to Misconduct:

• Some misconduct is so egregious that it may not require much prior documentation.

• Some types of misconduct may not appear to be so egregious.

• However, in many situations it may be necessary to have previous documentation regarding such conduct.