Human Resouce at Coca Cola India

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HUMAN RESOURCES ASSIGNMENT

EMPLOYEE DEVELOPMENT AT COCA-COLA INDIA

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TABLE OF CONTENT:
1. Executive Summary…………………………………………………………….3 2. Introduction
• Employee Development……………………………………………….4 • Coca-Cola India……………………………………………………….4 • Human Resources at Coca-Cola India………………………………...4 • Employee Development At Coca-Cola India…………………………6 3. Employee Development Programmes at Coca-Cola India…………………….6 4. Analysis

• Benefits To Employees……………………………………………………10 • Disadvantages To Employees…….……………………………………….11 5. Conclusion……………………………………………………………………..12 6. Recommendations……………………………………………………………...13 7. References……………………………………………………………………...14

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Executive Summary:
People make a company sustainable and successful. Attracting, developing and retaining a talented and diverse workforce are a fundamental part of Strategic Human Resource Management. Coca-Cola India believes that its employees are the key drivers of the Company. It considers its people as its greatest assets and bringing out the best in them requires a dedication to employment. The company provides opportunities to develop the skills of the employees and expand their breadth of experience while having fun in the process. The key development programmes that have been introduced by the company like Coca-Cola University, Mantra, Pegasus, Performance Management System and University Talent Programme. The primary objective of these programmes is to drive a high performance culture. These programmes are also the key enabler for driving meritocracy. The company also believes in self development of employees through providing learning interventions which are focused towards organisation’s current and future business requirements. Coca-Cola India is recommended to design a specific way to define employees’ path, recognition and future goals; it would definitely positively boost the organisation’s performance. To ensure job satisfaction and fairness in appraisal, there should be a proper grievance handling machinery to handle apprehensions and grievances related to appraisals. At the end, the employee development programmes have helped the company to be the largest company in the beverage industry. It won the ‘Best Management Award’ in 2010 which indicates Coca-Cola is a great employer.

INTRODUCTION:
Employee Development:
Employee Development refers to the framework for helping employees develop their personal and organisational skills, knowledge and abilities. It includes opportunities such as employee training, performance management, coaching, mentoring, tuition assistance and organisational development. According to Harrison(1993) employee development must be aligned with the organisation’s mission and goals by enhancing the skills of employees, knowledge, ability to learn and employees’ enthusiasm to work at all levels of the organisation for organisational and individual growth. (Rees G, French R 2011).

Coca-Cola India:
The world’s largest beverage company set up in the year 1886 headquartered at Atlanta, Georgia, was re-launched in India in 1993 as Hindustan Coca-Cola Private Limited (Previously forced out of India in the 1970s) with a strategic alliance with Parle Exports that gave the company instant ownership of the national’s top soft drinks brand. The brand includes Coca-Cola, Fanta, Limca Sprite, Thums up, Maaza, Kinley (Brand of Mineral Water), Minute Maid and Georgia Gold range of teas and Coffee. Coca-Cola India employs 7000 local employees, 500 managers, over 60 manufacturing locations, 27 company-operated bottling locations, 17 franchise bottling locations and a network of 29 contract packers. (Coca-Cola India Website)

Human Resource Management at Coca-Cola India:
Coca-Cola India focuses on highly knowledgeable employees so that it can retain the top position. The people are the most valued...
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