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Coca cola Job Analysis
JOB ANALYSIS OF THE COCA COLA
      COMPANY PAKISTAN
Group members


 TALHA NAZAR
 ABDUL WAQAS
 KHUZAIMA NASIR AWAN
 MOHSIN GILLANI
 FARAZ ISHAQUE
INTRODUCTION

  The focus of this report is basically to
    analyze the different management
    functions at Coca cola beverages
Pakistan limited Karachi. These functions
include planning, organizing, leading and
                controlling.
History
international
Coca-Cola laid the foundation of the beverage industry
when it was formed in May 1886 in Atlanta. However it
was not until 1895 that the idea of selling coke in bottles
was introduced. With the passage of time Coca-Cola
gained popularity and its product began to get
recognized internationally. Thus from its mere beginning
in 1886 Coca-Cola has now been transformed into a
strong multinational with its product being currently
recognized all over the world. Coca-Cola, in fact, has
now become one of the most famous and widely
consumed brands in the world. It has not only
established its footings in the beverage industry but is
currently heading the list of the most financially sound
HISTORY
PAKISTAN
Although Coca-Cola is not a new name for the local
market, Coca-Cola Beverages Pakistan Limited (CCBPL)
began its operations on 26 May 1996 in Pakistan. Coca-Cola
Beverages Private LTD (CCBPL) is a joint venture between
Coca-Cola International, Fraser and Neeves Singapore and
Package Ltd. Initially it acquired National Beverages LTD
Karachi and later acquired International Beverages LTD
Hyderabad .
In May 1996 Fraser and Neeves, a Singapore based bottler of
Coke, bought off the local bottlers in Karachi. Not long after it
went on to acquire the bottling plants in Hyderabad as well.
Since then coke has made an impressive impact on the local
market by increasing it’s availability as well as its volume
share. CCBPL has decided to expand its operations in
Pakistan by buying other bottlers all over Pakistan.
Implementing their plans of acquisitions of other plants they
PRODUCTS
    Coca cola Beverages Pakistan has a very narrow product range.
    It has the following brands in Pakistan.
   Coca Cola
   Sprite
   Fanta
   Sprite 3G
   Coke diet
   Sprite Zero
    These products are sold in the market in different sizes of
    bottles. These sizes are available for all its products
   250ml
   250 ml (Non Returnable)
   300ml
   1 liter
   1.5 liter pet
   2.25 liter
HIERARCHY OF COCA-COLA

                    General
                    manager




Finance   Human     Sales and                 Industrial
          capital               production
manger              marketing                relationship
HUMAN RESOURCE MANAGEMENT
  Human Resource Management (HRM) is the
   function within an organization that focuses on
   recruitment of, management of, and providing
   direction for the people who work in the
   organization. HRM can also be performed by line
   managers.
  HRM is the organizational function that deals with
   issues related to people
  HRM is also a strategic and comprehensive
   approach to managing people and the workplace
   culture and environment.
IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT
 HRM plays a strategic role in managing people and
  the workplace culture and environment. If effective, it
  can contribute greatly to the overall company direction
  and the accomplishment of its goals and objectives.
 The New Role in Human Resource Management
  More and more companies seek the outsourcing
  services of HR recruitment companies.
 The focus on HRM is now moved to the strategic
  utilization of employees and the measurable impact of
  employee programs over business.
 Nowadays successful companies need to be
  adaptive, resilient, quick to change direction and
  customer-centered. Within such an environment the
  effectiveness of HRM is crucial to business success.
ROLE OF HR MANAGER in COCA COLA
ADMINISTRATIVE
  HR administrators function as the first point of
  contact for employee enquiries and requests.
  This course provides a ‘best practice’ approach
  to the key administrative activities.
 Policy Maker
 Advisor Housekeeper:
 Counselor
 Ethical Concerns
 Welfare Officer
 Legal Consultant
ROLE OF HR MANAGER in COCA COLA
OPERATIONAL ROLES
  The operational role of HR management is heavily
  oriented to processing and record keeping.
 Recruiter
 Training
 Motivation
 Communication
 Corporate Culture
ROLE OF HR MANAGER in COCA COLA
STRATEGIC ROLES
  Strategic role of human resource management is
  the process of linking the human resource
  function with the strategic objectives of the
  organization in order to improve performance.
 Change Agent
 Strategic Partner
 Value Added of HR Business Partner
JOB ANALYSIS
 Job analysis is the formal process of identifying the
  content of a job in terms of activities involved and
  attributes needed to perform the work and identifies
  major job requirements.
 Job analysis provide information to organizations
  which helps to determine which employees are best
  fit for specific jobs.
 Industrial/organizational psychologists are often the
  professionals who perform job analysis. These
  professionals use either a task-oriented or worker-
  oriented approach.
 TASK-ORIENTED
PURPOSE OF JOB ANALYSIS
    One of the Main Purposes of Conducting Job Analysis is to
    Prepare Job Descriptions and Job Specifications Which in
    Turn Helps Hire the Right Quality of Workforce into an
    Organization. The General Purpose of Job Analysis is to
    Document The Requirements of a Job And The Work
    Performed.
                  IDEAL JOB ANALYSIS
   Duties and Tasks
   Environment
   Relationships
   Requirements
IMPORTANCE OF JOB ANALYSIS
 Job analysis helps in analyzing the resources and
    establishing the strategies to accomplish the
    business goals and strategic objectives.
   job analysis is to prepare job description and job
    specification which helps to hire right quality of
    workforce.
   Job Analysis can be used in training.
   Job Analysis can be used in compensation to
    identify or determine: skill levels, compensable
    job factors, work environment, responsibilities and
    required level of education.
   Job Analysis can be used in selection procedures
METHODS OF JOB ANALYSIS

  Job Analysis Methods Can Be Categorized into Four
  Basic Types:
(1) Observation Methods
(2) Interview Techniques;
(3) Questionnaires
(4) Headhunting
ANALYSIS OF THE ORGANISATION
STRUCTURE
                   DEPARTMENTALISATION

                   WORK SPECIALISATION

               AUTHORITY AND RESPONSIBILITY

              DELEGATION AND ACCOUNTABILITY

                     SPAN OF CONTROL

                   RESOURCE ALLOCATION

              ORGANISING THE HUMAN RESOURCES

                         TRAINING

                       CONTROLLING

                PERSON’S EVALUATION SYSTEM
JOB ANALYSIS FOR COCA COLA
SALES MANAGER
 Educational Background
 Knowledge
 Experience
 Professional And Personal Skills
 General Responsibilities of a Sales Manager
PEST ANALYSIS


Political factors
 POLITICAL INSTABILITY
 TRADE BARRIERS
ECONOMIC FACTORS
 INFLATION
 RECESSION
PEST ANALYSIS
SOCIAL FACTORS
 HUMILIATING MUSLIM’S RELIGION
 SOCIAL BARRIERS
 MAKING A PLACE IN THE HEARTS OF YOUNG
 GENERATION
TECHNOLOGICAL FACTORS
 IMPORTED FROM USA
 LOCAL CONTENT
 AUTOMATED SYSTEM AND EQUIPPED
SWOT ANALYSIS
STRENGTHS
 AGGRESSIVENESS IN THE MARKET
 AVAILABILITY OF PRODUCTS:
 REGULAR SUPPLY:
 QUALITY OF PRODUCTS :
 EMINENT BRAND NAME
 STRONG MULTINATIONAL:
WEAKNESSES
 WORD OF MOUTH
 LACK OF POPULARITY
 UNAWARENESS
 HEALTH ISSUES
SWOT ANALYSIS

OPPORTUNITIES
 SUCCESSFUL BRANDS TO PERSUE
 ADVERTISEMENT
THREATS
 FAKE PRODUCTS:
 COMPETITOR’S SCHEMES
 THE MANGO SEASON
CONCLUSION

After The Detailed Study On The Job Analysis Of Coca Cola
Company It Is Concluded That The Human Resource
Management Is Delivering Its Competency And Is Prudent In
Acquiring Human Capital To Achieve Its Strategic Goals. All
Aspects While Recruiting, Selecting, Training, Compensation
And Performance Appraisal Of An Individual Are Duly Taken
Into Consideration That She/he Would Prove To Be An
Unexangeable Asset For The Company And Will Work
Competently To Achieve Organizational Aims And Goals In
The Short Run As Well As Long Run.
RECOMMENDATIONS
  Though The Company Has A Strong Profile Of Human
  Resource Management But Yet Coca Cola Is Neglecting
  Certain Areas Which Are Equally Important In Achieving
  Organizational goals i.e. Sales.

 Incentives for sales departments
 Higher advertisements
 High budget for marketing departments
 Become more systematic
Coca cola Job Analysis

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Coca cola Job Analysis

  • 2. JOB ANALYSIS OF THE COCA COLA COMPANY PAKISTAN
  • 3. Group members  TALHA NAZAR  ABDUL WAQAS  KHUZAIMA NASIR AWAN  MOHSIN GILLANI  FARAZ ISHAQUE
  • 4. INTRODUCTION The focus of this report is basically to analyze the different management functions at Coca cola beverages Pakistan limited Karachi. These functions include planning, organizing, leading and controlling.
  • 5. History international Coca-Cola laid the foundation of the beverage industry when it was formed in May 1886 in Atlanta. However it was not until 1895 that the idea of selling coke in bottles was introduced. With the passage of time Coca-Cola gained popularity and its product began to get recognized internationally. Thus from its mere beginning in 1886 Coca-Cola has now been transformed into a strong multinational with its product being currently recognized all over the world. Coca-Cola, in fact, has now become one of the most famous and widely consumed brands in the world. It has not only established its footings in the beverage industry but is currently heading the list of the most financially sound
  • 6. HISTORY PAKISTAN Although Coca-Cola is not a new name for the local market, Coca-Cola Beverages Pakistan Limited (CCBPL) began its operations on 26 May 1996 in Pakistan. Coca-Cola Beverages Private LTD (CCBPL) is a joint venture between Coca-Cola International, Fraser and Neeves Singapore and Package Ltd. Initially it acquired National Beverages LTD Karachi and later acquired International Beverages LTD Hyderabad . In May 1996 Fraser and Neeves, a Singapore based bottler of Coke, bought off the local bottlers in Karachi. Not long after it went on to acquire the bottling plants in Hyderabad as well. Since then coke has made an impressive impact on the local market by increasing it’s availability as well as its volume share. CCBPL has decided to expand its operations in Pakistan by buying other bottlers all over Pakistan. Implementing their plans of acquisitions of other plants they
  • 7. PRODUCTS Coca cola Beverages Pakistan has a very narrow product range. It has the following brands in Pakistan.  Coca Cola  Sprite  Fanta  Sprite 3G  Coke diet  Sprite Zero These products are sold in the market in different sizes of bottles. These sizes are available for all its products  250ml  250 ml (Non Returnable)  300ml  1 liter  1.5 liter pet  2.25 liter
  • 8. HIERARCHY OF COCA-COLA General manager Finance Human Sales and Industrial capital production manger marketing relationship
  • 9. HUMAN RESOURCE MANAGEMENT  Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers.  HRM is the organizational function that deals with issues related to people  HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment.
  • 10. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT  HRM plays a strategic role in managing people and the workplace culture and environment. If effective, it can contribute greatly to the overall company direction and the accomplishment of its goals and objectives.  The New Role in Human Resource Management More and more companies seek the outsourcing services of HR recruitment companies.  The focus on HRM is now moved to the strategic utilization of employees and the measurable impact of employee programs over business.  Nowadays successful companies need to be adaptive, resilient, quick to change direction and customer-centered. Within such an environment the effectiveness of HRM is crucial to business success.
  • 11. ROLE OF HR MANAGER in COCA COLA ADMINISTRATIVE HR administrators function as the first point of contact for employee enquiries and requests. This course provides a ‘best practice’ approach to the key administrative activities.  Policy Maker  Advisor Housekeeper:  Counselor  Ethical Concerns  Welfare Officer  Legal Consultant
  • 12. ROLE OF HR MANAGER in COCA COLA OPERATIONAL ROLES The operational role of HR management is heavily oriented to processing and record keeping.  Recruiter  Training  Motivation  Communication  Corporate Culture
  • 13. ROLE OF HR MANAGER in COCA COLA STRATEGIC ROLES Strategic role of human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.  Change Agent  Strategic Partner  Value Added of HR Business Partner
  • 14. JOB ANALYSIS  Job analysis is the formal process of identifying the content of a job in terms of activities involved and attributes needed to perform the work and identifies major job requirements.  Job analysis provide information to organizations which helps to determine which employees are best fit for specific jobs.  Industrial/organizational psychologists are often the professionals who perform job analysis. These professionals use either a task-oriented or worker- oriented approach.  TASK-ORIENTED
  • 15. PURPOSE OF JOB ANALYSIS One of the Main Purposes of Conducting Job Analysis is to Prepare Job Descriptions and Job Specifications Which in Turn Helps Hire the Right Quality of Workforce into an Organization. The General Purpose of Job Analysis is to Document The Requirements of a Job And The Work Performed. IDEAL JOB ANALYSIS  Duties and Tasks  Environment  Relationships  Requirements
  • 16. IMPORTANCE OF JOB ANALYSIS  Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives.  job analysis is to prepare job description and job specification which helps to hire right quality of workforce.  Job Analysis can be used in training.  Job Analysis can be used in compensation to identify or determine: skill levels, compensable job factors, work environment, responsibilities and required level of education.  Job Analysis can be used in selection procedures
  • 17. METHODS OF JOB ANALYSIS Job Analysis Methods Can Be Categorized into Four Basic Types: (1) Observation Methods (2) Interview Techniques; (3) Questionnaires (4) Headhunting
  • 18. ANALYSIS OF THE ORGANISATION STRUCTURE DEPARTMENTALISATION WORK SPECIALISATION AUTHORITY AND RESPONSIBILITY DELEGATION AND ACCOUNTABILITY SPAN OF CONTROL RESOURCE ALLOCATION ORGANISING THE HUMAN RESOURCES TRAINING CONTROLLING PERSON’S EVALUATION SYSTEM
  • 19. JOB ANALYSIS FOR COCA COLA SALES MANAGER  Educational Background  Knowledge  Experience  Professional And Personal Skills  General Responsibilities of a Sales Manager
  • 20. PEST ANALYSIS Political factors  POLITICAL INSTABILITY  TRADE BARRIERS ECONOMIC FACTORS  INFLATION  RECESSION
  • 21. PEST ANALYSIS SOCIAL FACTORS  HUMILIATING MUSLIM’S RELIGION  SOCIAL BARRIERS  MAKING A PLACE IN THE HEARTS OF YOUNG GENERATION TECHNOLOGICAL FACTORS  IMPORTED FROM USA  LOCAL CONTENT  AUTOMATED SYSTEM AND EQUIPPED
  • 22. SWOT ANALYSIS STRENGTHS  AGGRESSIVENESS IN THE MARKET  AVAILABILITY OF PRODUCTS:  REGULAR SUPPLY:  QUALITY OF PRODUCTS :  EMINENT BRAND NAME  STRONG MULTINATIONAL: WEAKNESSES  WORD OF MOUTH  LACK OF POPULARITY  UNAWARENESS  HEALTH ISSUES
  • 23. SWOT ANALYSIS OPPORTUNITIES  SUCCESSFUL BRANDS TO PERSUE  ADVERTISEMENT THREATS  FAKE PRODUCTS:  COMPETITOR’S SCHEMES  THE MANGO SEASON
  • 24. CONCLUSION After The Detailed Study On The Job Analysis Of Coca Cola Company It Is Concluded That The Human Resource Management Is Delivering Its Competency And Is Prudent In Acquiring Human Capital To Achieve Its Strategic Goals. All Aspects While Recruiting, Selecting, Training, Compensation And Performance Appraisal Of An Individual Are Duly Taken Into Consideration That She/he Would Prove To Be An Unexangeable Asset For The Company And Will Work Competently To Achieve Organizational Aims And Goals In The Short Run As Well As Long Run.
  • 25. RECOMMENDATIONS Though The Company Has A Strong Profile Of Human Resource Management But Yet Coca Cola Is Neglecting Certain Areas Which Are Equally Important In Achieving Organizational goals i.e. Sales.  Incentives for sales departments  Higher advertisements  High budget for marketing departments  Become more systematic