Coca Cola

Presentation on CCRM
Presented by: Ayesha Malik (Roll.no.39)

Dur.e.Batool (Roll.no. 11)
Hooria Komal (Roll.no.23)
DUR-E- BATOOL BROHI
Introduction
• The Coca-Cola Company is an American corporation, and manufacturer, retailer, and

marketer of nonalcoholic beverage concentrates and syrups.
• The Coca-Cola formula and brand were bought in 1894 by Asa Griggs Candler
(December 30, 1851 – March 12, 1929), who incorporated The Coca-Cola Company.
• The company—headquartered in Atlanta, Georgia. The Company only produces
syrup concentrate, which is then sold to various bottlers throughout the world who
hold exclusive territories.
• The company owns its anchor bottler in North America, Coca-Cola.
Our Mission
Our Roadmap starts with our mission, which is enduring. It declares our
purpose as a company and serves as the standard against which we weigh our
actions and decisions.
 To refresh the world...
 To inspire moments of optimism and happiness...
 To create value and make a difference.
Our Vision
Our vision serves as the framework for our Roadmap and guides every
aspect of our business by describing what we need to accomplish in order to
continue achieving sustainable, quality growth.
Coca Cola Culture Globally:
• Diversity is an integral part of who we are, how we operate and how we see the
future. its inclusive culture is defined by its seven core values: leadership, passion,
integrity, collaboration, diversity, quality, and accountability.
• The Coca-Cola Company leverages a worldwide team that is rich in diverse
people, talent and ideas. its diversity workplace strategy includes programs to
attract, retain, and develop diverse talent; provide support systems for groups with
diverse backgrounds; and educate all associates so that they master the skills to
achieve sustainable growth.
• Company work hard to ensure an inclusive and fair work environment for its
associates, all of whom undergo diversity training on a regular basis.
Diversity in coca cola company
• its various diversity education programs efforts have moved from minimizing
conflict to strengthen its ability to amplify, respect, value and leverage its
differences to drive sustainable business results.
• its three pillars of diversity education are Diversity Training, a Diversity Speaker
Series and our Diversity Library.
Recruitment Process In America:
 Application
Even if you see the open position on a search engine, go directly to Coca-Cola Company and check if the
position is on their job board. It is always best to apply directly from the Coca-Cola website. Update your
resume and cover letter to match the specific qualifications of the job description.
 Interview
Interviews at Coca-Cola are not simple. Expect to face at least one curve ball question. For example, “Tell
me a funny story,” or “What era would you like to have been born in?” The interviewer is evaluating your
reaction time and the way you formulate your response.
 Online Assessments
During the job interview process, some employers require you to take an assessment test before they make a
formal offer. Tests range from abilities tests (like numerical reasoning) to personality and behavioral tests.
Ayesha Malik
Coca Cola in Pakistan:
• Coca-Cola was introduced in Pakistan in 1953. Coca Cola Pakistan produces, distributes and sells
sparkling and still beverages of The Coca-Cola Company in Pakistan.
• Coca Cola Pakistan serves a consumer base of 208 million with 6 plants Lahore, Karachi, Kanpur,
Faisalabad, Multan and Sialkot.
• CCBPL is a significant player in the growth of Pakistan’s economy.
• And it is one of the major tax paying beverages companies of Pakistan and more than 3000
employees across Pakistan.
Recruitment process In Pakistan:
• Recruitment
Advertisement
Selection
Aptitude test
Interview
• Training
• Leadership
• Motivation
• Communication
• Controlling
Motivation:
• Employee motivation is given a very high consideration at CCBPL.
• At CCBPL they have the policy of promotion. This performance base motivates
employees to work hard and achieve the goals, which are very objective and are
perceived achievable by most of the employees.
• Compensation plan is also a motivating factor at CCBPL
• Managers play a vital role in motivating employees as they give them the timely
feedback about their activities.
• Working environment and a challenging milestone are a major factor in employee

motivation at CCBPL.
Expatriate Selection In Coca Cola Company: (Article)
When looking at global assignments we focus on five basic dimensions of people management:
 recruit/select
 train
 appraise
 reward
 develop
These dimensions build upon one another and develop into a management process.
Expatriates Selection process

Selection process is not defined with rules at Coca Cola. Every international assignment
requires different criteria.
Coca Cola has lately changed their way when selecting expatriates. It used to concern of
sending executives as expatriates, while at the present it has the concern of sending high
potentials younger employee.
Four types of training for international assignments:
• Pre-departure training for expatriates:
• On-site training for expatriates:

• Repatriation:
• Training for (HCNs) and (TCNs):

HOORIA KOMAL BUTT
Hierarchy of HR in Coca Cola
Comparison of America and Pakistan By Hofsted
Model:
Power Individualism Masculinity Uncertainty Long Indulgence

Distance Avoidance term
orient
ation
Pakistan 55% 14% 50% 70% 50% 0
America 40% 91% 62% 46% 26% 68%
Comparison of Pakistan & America by
Hofstede Model
• Power Distance
• Pakistan scores a 55% on the Power dimension. Which means Pakistanis buy Coca Cola as a status
symbol.
• While that America scores 40% on the power dimension which means people usually buy coke merely as
a soda drink but not as a status symbol.
• Individualism Vs Collectivism:
• Pakistan scores 14% which means it is collectivistic behavior of people . This means people of Pakistan
tend to buy Coke as a whole.
• Whereas Americans scores 91% which means they buy coke on individualistic basis i.e. for themselves
not for family.
Masculinity:
• Pakistan scores a 50% in this dimension which implies that the people usually dwell upon
power and success.
• The strong brand strength of Coca Cola might also play its role in this factor.
Uncertainty Avoidance:
• Pakistan scores a 70% on this dimension and hence has low to medium avoidance of
Uncertainty.
• People might be slightly reluctant to change to a new product such as Coca- Cola but with
enough, well placed advertisements, it can be overcome.
Long term Orientation:
• Having a score of 50%, Pakistan has preference for a more long term pragmatic culture which dominates
religious and philosophical thought Coca–Cola must play safe with the religious sentiments of people if it
wants to avoid the hatred that might develop against the brand.
Indulgence:
• Pakistan has a low score of 0% in this dimension, meaning that restraint is followed when buying
products that give a feeling of “indulgence”.
• Hence Coca-Cola must not present its product as a form of Indulgence but in America its indulgence
rate is 68% which means they are satisfied from that product.
SWOT Analysis of Coca Cola
Strength:
• It is a well reputed brand.
• They use world standard bottling system throughout the world.
• The use and implementation of innovative marketing ideas
• There is high global brand recognition.
Weakness:
• Hazardous disposal of Production wastes and health issues.
• There is uncertainty avoidance.
• They are yet to master the marketing for the Pakistani cultured people.
Opportunities:
• The size of the market is huge.
• There is huge development of the society as a whole.
• People are accepting new lifestyles.
• Youngster’s tendency to adapt to the western culture.
Threats:
• Health Consciousness of the Indian Consumers
• The Cultural Habits of the consumers
• The availability of natural fruit drinks.
• Protest by people over the exploitation of the resources.
THANK YOU!!

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Presentation on CCRM

Presented by: Ayesha Malik (Roll.no.39)

• The Coca-Cola Company is an American corporation, and manufacturer, retailer, and

• Working environment and a challenging milestone are a major factor in employee

Expatriates Selection process

• Pre-departure training for expatriates:

• On-site training for expatriates:

• Training for (HCNs) and (TCNs):

Power Individualism Masculinity Uncertainty Long Indulgence

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