CONTENTS

1. Introduction To Human Resources Management a) Importance Of Human Resources Mgt. b) Features Of Hr c) Function Of Hr 2. History Of Coca Cola 3. History Of Coca Cola Bottles 4. Mission & Culture Of Company 5. Vision & Values Of Company 6. Objective Of The Study 7. Manifesto For Growth 8. Value Chain Of The Company 9. Strategies Of Coca Cola 10. Structures a) World Wide Organisation Structure b) India Organisation Structure c) Indias FBO Organisation Structure d) FBO Footprints In India 11. Products Of Coca Cola With Various Skus 12. Manufacturing Process a) Process & Plant Layout b) Bottle Washer Cycle

12. Quality Assurances A) Inspection Process 13. Introduction Of Recruitment A) Factors Affecting Recruitment B) Process, Sources & Methods Of Recruitment 14. Introduction Of Selection A) Process 15. Recruitment & Selection Practices In Coca Cola 16. Research Methodology 17. Data Analysis 18. Did You Know About Coca Cola 19. Conclusion 20. Questionnaire 21. Bibliography

Human Resource Management

If you want 10 days of happiness, grow grain. If you want 10 years of happiness, grow a tree. If you want 100 years of happiness, grow people. Since our Project is based on human resource management so we must have a brief idea about Human Resource Management. Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR processes that are

concerned with attracting, managing, motivating and developing employees for the benefit of the organization.

IMPORTANCE OF HR
Human Resource emerged in the mid 1980s against the background of the works of famous writers on management, like Pascal and Athos (1981) and Peters and Waterman (1982). Human Resource Management is the most important resource in the organization. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The aim before the management is to effectively use of human resource for the benefit of organizational goal. It seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company.

FEATURES OF HUMAN RESOURCE

1. It is an integral part of management.

2. Pervasive i.e. its practices are applied in all types of organization. 3. It is appreciated with time. 4. It is a continuous process. 5. Concern with people.

FUNCTION OF HR
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. It performs variety of function that influences almost all areas of an organization and aim at: Ensuring that the organization fulfills all of its equal employment opportunities Carrying out job analysis to establish the specific requirement for individuals job within an organization Developing and implementing a plan to meet these requirement Recruiting and selecting personnel to fill specific jobs within an organization Orienting and training employees Assisting employees in developing career plans.

Origin Of Coca Cola

The prototype Coca-Cola recipe was formulated at the Eagle Drug and Chemical Company, a drugstore in Columbus, Georgia by john pemberton, originally as a coca wine called pembertons wine coca cola. He may have been inspired by the formidable success of Vin mariani, a European coca wine.

In 1886,
When Atlanta and Fulton county passed prohibition legislation, Pemberton responded by developing .Coca-Cola, essentially a non-alcoholic version of French Wine Coca .The first sales were at Jacob's Pharmacy in Atlanta, Georgia, on May 8, 1886. It was initially sold as a patent medicine for five cents a glass at soda fountain, which were popular in the United States at the time due to the belief that carbonated water was good for the health. Pemberton claimed Coca-Cola cured many diseases, including morphine addiction, dyspesia neurasthenia, headache, and impotence. Pemberton ran the first advertisement for the beverage on May 29 of the same year in the Atlanta journal.

By 1888
Three versions of Coca-Cola sold by three separate businesses were on the market. Asa griggs candler acquired a stake in Pemberton's company in 1887 and incorporated it as the Coca Cola Company in 1888 .The same year, while suffering from an ongoing addiction to morphine ,Pemberton sold the rights a second time to four more businessmen: J.C. Mayfield , A.O. Murphey, C.O. Mullahy and E.H.

Bloodworth. Meanwhile, Pemberton's alcoholic son Charlie pemberton began selling his own version of the product. John Pemberton declared that the name "Coca-Cola" belonged to Charley, but the other two manufacturers could continue to use the formula. So, in the summer of 1888, Candler sold his beverage under the names Yum Yum and Koke. After both failed to catch on, Candler set out to establish a legal claim to Coca-Cola in late 1888, in order to force his two competitors out of the business. Candler purchased exclusive rights to the formula from John Pemberton, Margaret dozier and Woolfolk walker.

In 1892
Candler incorporated a second company, The Coca Cola Company (the current corporation).

IN 1910
Candler had the earliest records of the company burned, further obscuring its legal origins. By the time of its 50th anniversary, the drink had reached the status of a national icon in the USA.

IN 1914
Dozier came forward to claim her signature on the bill of sale had been forged, and subsequent analysis has indicated John Pemberton's signature was most likely a forgery as well.

On April 23, 1985

Coca-Cola, amid much publicity, attempted to change the Formula of the drink with "New Coke".Follow-up taste tests revealed that most consumers preferred the taste of New Coke to both Coke and Pepsi, but Coca-Cola management was unprepared for the public's nostalgia for the old drink, leading to a backlash. The company gave in to protests and returned to a variation of the old formula, with high-fructose corn syrup replacing cane sugar, under the name Coca-Cola Classic on July 10, 1985.

On February 7, 2005
The Coca-Cola Company announced that in the second quarter of 2005 they planned to launch a Diet Coke product sweetened with the Atrifical sweetner sucralose ("Splenda"), the same sweetener currently used in Pepsi one.

In March 21, 2005

It announced another diet product, Coca-Cola Zero, sweetened partly with a blend of aspartame and acesulfame potassium.

On July 5, 2005
It was revealed that Coca-Cola would resume operations in Iraq for the first time since the Arab League boycotted the company in 1968.

In April 2011
In Canada, the name "Coca-Cola Classic" was changed back to "Coca-Cola." The word "Classic" was truncated because "New Coke" was no longer in production, eliminating the need to differentiate between the two. The formula remained unchanged.

In 2012
In January ,Coca-Cola stopped printing the word "Classic" on the labels of 16-ounce bottles sold in parts of the southeastern United States. The change is part of a larger strategy to rejuvenate the product's image.In November, due to a dispute over wholesale prices of Coca-Cola products, Costco stopped restocking its shelves with Coke and Diet Coke.

History Of Coca Cola Bottles

Coca-Cola was sold in bottles for the first time on March 12, 1894. The first outdoor wall advertisement was painted in the same year as well in Cartesville, Georgia. Cans of Coke first appeared in 1955.The first bottling of Coca-Cola occurred in Vicksburg, Mississippi at the Biedenharn Candy Company in 1891. The original bottles were Biedenharn bottles, very different from the much later hobble-skirt design that is now so familiar. Its proprietor was Joseph A. Biedenharn.

1909 Rapid growth1900

The three pioneer bottlers divided the country into territories and sold bottling rights to local entrepreneurs. Their efforts were boosted by technology, which improved efficiency and product quality. major progress in bottling

By 1909, nearly 400 Coca-Cola bottling plants were operating, most of them familyowned businesses. Some were open only during hot-weather months when demand was high.

1916 Birth of the contour bottle

Bottlers worried that the straight-sided bottle for Coca-Cola was easily confused with imitators. A group representing the Company and bottlers asked glass manufacturers to offer ideas for a distinctive bottle.

A design from the Root Glass Company of Terre Haute, Indiana won enthusiastic approval in 1915 and was introduced in 1916. The contour bottle became one of the few packages ever granted trademark status by the U.S. Patent Office. Today, it's one of the most recognized icons in the world - even in the dark!

1920s Bottling overtakes fountain sales

As the 1920s dawned, more than 1,000 Coca-Cola bottlers were operating in the U.S. Their ideas and zeal fueled steady growth. Six-bottle cartons were a huge hit after their 1923 introduction. By the end of the 1920s, bottle sales of Coca-Cola exceeded fountain sales.

1920s and 30s International expansion

The Company began a major push to establish bottling operations outside the U.S. Plants were opened in France, Guatemala, Honduras, Mexico, Belgium, Italy,

Peru, Spain, Australia and South Africa. By the time World War II began, Coca-Cola was being bottled in 44 countries.

1940s Post-war growth

During the war, 64 bottling plants were set up around the world to the troops. This followed an urgent request for bottling equipment and materials from General Eisenhower's base in North Africa.

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1950s Packaging innovations

for the first time, consumers had choices of Coca-Cola package size and type -- the traditional 6.5-ounce contour bottle, or larger servings including 10-, 12- and 26ounce versions. Cans were also introduced, becoming generally available in 1960.

1960s New brands introduced

Following Fanta in the 1950s, Sprite, Minute Maid, Fresca and Tab joined brand Coca-Cola in the 1960s. The 1980s brought diet Coke and Cherry Coke, followed by POWERADE and DASANI in the 1990s. Today hundreds of other brands are offered to meet consumer preferences in local markets around the worlD

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1970s and 90s Consolidation to serve customers, New and growing markets
As technology led to a global economy, the retailers who sold Coca-Cola merged and evolved into international mega-chains. Such customers required a new approach. In response, many small and medium-size bottlers consolidated to better serve giant international customers. The Company encouraged and invested in a number of bottler consolidations to assure that its largest bottling partners would have capacity to lead the system in working with global retailers. Political and economic changes opened vast markets that were closed or underdeveloped for decades. After the fall of the Berlin Wall, the Company invested heavily to build plants in Eastern Europe. And as the century closed, more than $1.5 billion was committed to new bottling facilities in Africa.

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21st Century
The Coca-Cola bottling system grew up with roots deeply planted in local communities. This heritage serves the Company well today as people seek brands that honor local identity and the distinctiveness of local markets. As was true a century ago, strong locally based relationships between Coca-Cola bottlers, customers and communities are the foundation on

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MISSION & CULTURE OF THE COMPANY

MISSION
The aim of Coca-Cola is very high. And with more than 120 years' experience of extraordinary success, they know how to focus on their efforts and achieve what they set out to do. 1) To refresh the world ...in body, mind and spirit. 2) To inspire moments of optimism through our brands and our actions. 3) To create value and make a difference... everywhere we engage.

CULTURE
So what's behind their success? They believe it's down to the unique culture that they share at Coca-Cola and that nurture in all that they do. For their people, it's based on one thing: passion. But that doesn't mean there's any one single formula required to succeed. they believe there's an infinite number of combinations. Some of them are brilliantly analytical and technically creative. Some shine as leaders and innovators. Others are deeply committed to change and are always on the lookout for more sustainable ways of doing things. The list is long. Yet underlying this variety, there is something that they all share: they can convert their passion into action.

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VISION & VALUES OF THE COMPANY

VISION
Over many years they have focused, reshaped and honed their vision so that today, they have a unique structure, the Coca-Cola System, which helps in work with bottling partners, focusing on the following areas to deliver on their mission 1) People: We are a great place to work where people are inspired to be the best they can be. 2) Planet: We are a responsible global citizen that makes a difference. 3) Partners: We nurture a winning network of partners and build mutual loyalty. 4) Portfolio: We bring to the world a portfolio of beverage brands that anticipate

and satisfy people's desires and needs. 5) Profit: We maximize return to shareowners while being mindful of overall

responsibilities

VALUES
Together with our passion for success, there are a number of other values embedded in our culture, values that we all share:

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1) Leadership: The courage to shape a better future . 2) Integrity: Be real . 3) Accountability: If it is to be, it's up to me. 4) Collaboration: Leverage collective genius 5) Innovation: Seek, imagine, create, delight 6) Quality: What we do, we do well.

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RESEARCH OBJECTIVES
1. To find out Requirement & selection of Coke 2. To study comparative position of Requirement & selection. 3. To measuring satisfaction level of Requirement & selection. 4. Develop interview skills in the selection procedure.

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MANIFESTO FOR GROWTH

The Coca-Cola Company is on a journey. It is a bold journey, inspired by our simple desire for sustainable growth, and fueled by our deep conviction that collectively we can create anything we desire. At its inception, the foundation for this journey has been termed Our Manifesto for Growth. Our Manifesto represents the beginning of a journey which, in fact, will never end. It is a foundation upon which we will build sustainable growth as each and every member of the Coca-Cola system recognizes and invests in our rich long-term opportunities, while also accepting a renewed responsibility for meeting our shortterm commitments.

The goals are simple:

We will reinvigorate growth for our Company, and we will inspire our people. Likewise, our strategy is simple: We will accomplish our goals by building a portfolio of branded beverages, anchored in our icon, Coca-Cola, and by enabling superior market execution globally and locally -- aligning and leveraging the power of our global network. Ultimately, this journey will be propelled by unleashing the collective genius of our organization that will make sustainable growth a reality. We take this journey because it is in our very nature to innovate, create and excel.

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VALUE CHAIN OF COMPANY

The Coca-Cola Company, alone, could never reach and serve all of its consumers. The Company relies on numerous groups to work together to make our brands available to consumers throughout the world. These groups form what we call the Value Chain.

The Bottler:
1. Manufactures finished product. 2. Distributes finished product to the customers (outlets). 3. Works with the customers (outlets) to service the consumers.

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Strategies Of Coca Cola

Coca cola more focus on their strategies, and strategies help in connecting with consumers and creating values with customers through relentless focus on 4As These 4As are more important in fulfilling the strategies and help in obtaining the goals. 1. Availability 2. Affordability 3. Acceptability 4. Activation

1)

AVAILABILITY
Outlets of coca cola are everywhere. The right products always in stock . Strong and professional customer relationships so they want to look after our products more than any others. Full range of brands are visible and accessible..always within An Arms Reach Of Desire Brands of coca cola reach out and grab the shopper by the arm and say Buy Me NOW! Ensure availability of relevant SKUs in the outlet as per standards. Coordinate with Route Salesman & ensure availability of the right SKU range and mix.

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Take pre-sell orders from the outlet and pass on to the Route Salesman/Distributor for delivery.

2)

Affordability
Products are priced in each outlet to be affordable to target consumers and to provide sustainable margins. Our products offer great value to consumers for every occasion. Our sampling campaigns recruit new drinkers while re-enforcing the positioning of our brands

3)

Acceptability
Products meet the highest quality standards in every country . Full product portfolio that meets customer and consumer needs and leverages company strengths. Continuous flow of exceptional innovations and disciplined processes which bring new products and ideas to the market with minimum risk / maximum speed . Powerful communications that truly touch and motivate consumers

4)

Activation
Great point of purchase and displays. The right price, for the right brand, in the right LocationEvery Time The Perfect Drink For The Moment.

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Build Brand Strength On Local Roots In The Community. Sales Equipment Consistently In Place In Every Profitable Location And Positioned And Activated In Exactly The Right Places In Outlet.

We Understand Consumers Intimately, By Store and Time Of Day, And We Communicate With Them In A Way That Makes Sense At That Point In Time In That Location.

NOT ACTIVATE

ACTIVATED

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Coca Cola World Wide Organisation Structure

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Coca Cola India Organisation Structure

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Coca Cola Indias FBO Organisation Structure

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FBO FOOTPRINT IN INDIA

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Amritsa r Ludhiana Gurgaon

Bhutan Chandigarh Delhi Bareill Faizabad y Lucknow

Agra

Bilaspur Nagpur Dankuni Taratal a Rajahmundry Maldives

Products Of Coca Cola With Various Skus

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COLA:

200ml

300ml

500ml+

1.5lt.

2lt.

100ml free

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200ml

300ml

500ml+

1.5lt.

2lt.

100ml free

330ml

500ml

FLAVOURS :

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200ml

300ml

500ml+

1.5lt.

2lt.

100ml free

200ml

300ml

500ml+

1.5lt.

2lt.

100ml free

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200ml

300ml

500ml+

1.5lt. 100ml

2lt.

NCSD:

TRETA PACK (200ML)

RGB (200/250 ML)

PET (11LT.+200ML

PET 500MI+100ML FREE)

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FREE)

Manufacturing Process
In Manufacturing Only high-quality ingredients are used in coca cola

products, and quality checks (from line inspections to lab tests) are a continuous, integral part of the production process. Pune has 1100 cans per minute. How to check the heights. A nuclear ray goes out checks the height and comes out. Explain the process. It is sophisticated because of the quality standards . PLANT LAYOUT:

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Empty bottles

PROCEESS OF MANUFACTURING
Have you heard that water is tasting different in India. That is not true because taste is different in different regions. Water may need to be treated if the PPM is too high. We may need to have a reverse osmosis. Water is an important ingredient when choosing the site. Water is treated to get it to international standards. It is chlorinated to kill the bacteria. It is then filtered through the sand fitter.

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Next it is passed through Carbon which helps absorb odour. It then sweetened in India with sugar granular. Then the syrup is mixed with water, sweetener and concentrate. This syrup has brix ( Strength of sugar IT is the weight of sugar in concentrate. In India it is 11. Brix, Gas Volume, Appearance and Micro Growth are the key factors). If brix is high it has to be made less. A proportioner ensures the taste. Syrup and water are mixed from CO2. Then is passed through the carbonator and enters the filler. Holler is the proportioner,

carbonator and filler. Bottle may be dirty, hence has to be cleaned, It has to be depalletized. It is rinsed and cleaned in a chamber. Inspection is manual in India. Lighted palette shows bottles with dirt. The bottles are also inspected after being filled. We are now introducing Electronic Bottle Inspection Stations. Post mix is for fountains. Alkalinity Reductio n Enhance (If d Needed) Filtration
Raw Wate r Disinfecti on Carbon Purificati on Polishing Filtration To Plan t

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BOTTLE WASHER CYCLE

Every single bottle is washed for 30 Min before it goes for filling

Washing Cycle. Pre wash. Hot Caustic/additive immersion. Hot Caustic/additive Rinsing. Final rinse with Fresh Chlorinated potable water.

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QUALITY ASSURANCE Assures quality at every stage

Water Treatment Incoming Material Syrup preparation Final product

Inspection of every stage of manufacturing process is very necessary to make the product more qualitative. By selling qualitative product a company can makes more goodwill in eyes of customer.

Inspection process :
Pre Inspection Post Wash Inspection Final Inspection

INTRODUCTION OF RECRUITMENT& SELECTION

Organisations are made up of people and function through people. Without people organisation cannot exist. The resources of men, money, materials and machinery are collected, co-ordinated and utilized through people. These resources by themselves cannot fulfill the objectives of an organisation. They need to be united into a team. It is through the combined efforts of the people that material and monetary resources

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are effectively utilised for the attainment of common objectives. Without united human efforts no organisation can achieve its goals. Recruitment is to hire talented manpower. Recruitment is to match the right candidate for right job. It is to locate the gap of manpower and fill it. The recruitment process starts with matching a candidates profile to that of the position available in the company. The company uses multi nodal techniques for recruitment using internal and external sources effectively. As a general practice, the company takes services of print media, placement consultants, employee referrals, jobsites etc. Campus

Recruitment is another way of taking fresh blood in the organization. One of the main objectives of an organization is to obtain the right number and

kinds of people, at the right places and at the right time, who are capable of performing tasks that will help the organization in achieving its objectives. Manpower planning is a strategy for: (A) Procurement; (C) Allocation; (B) Development; (D) Utilization of manpower resource .

Recruitment and selection aim to search and hire suitable candidate to fill manpower gap in coca cola .The resources may be internal or external. Mannpower requirement can be due to resignation, retirement or death or new manpower requirement arises due to new projects. First HR will check its internal

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sources for filling the gap. The intimation to be sent for the replacement or new vacancy is moved by HOD with approval from Management Committee.

RECRUITMENT
ACCORDING TO PHILIPPO: Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.

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Recruitment is a linking activity as it brings together those with jobs(employer) and those seeking jobs (prospective employees).It is a positive function as its seeks to develop a pool of eligible person from which more suitable ones can be selected. The basic purpose of recruitment is to locate the sources of the people required to meet job requirement and attracting such people to offer themselves employment in the organization. Recruitment is an important function as it makes it possible to acquire the numbers and the types of persons necessary for the continued functioning of the organization. Careful recruitment of the employees in India is important because the chances of mismatching the job and the person is greater. Recruitment is a two way process which includes recruiter and recruitee . Just as the recruiter has a choice whom to recruit or not, similarly the prospective employee can choose for which organization to apply for a job.

FACTORS AFFECTING RECRUITMENT:

1. Image of the organization 2. Nature of the job offered 3. Organizational policies 4. Working conditions

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5. Compensation levels in the organizations 6. Rate of growth 7. Post recruitment record 8. Employment conditions in the community 9. Trade union attitudes 10. Labour laws 11. Government policies Most of these factors serve as constraints restricting the freedom of management in recruitment.

PROCESS OF RECRUITMENT: Following significant steps are taken in recruiting the people: 1. Recruitment process generally begins when the human resource department receives requisitions for recruitment from any department of the company. The human requisitions contain details about:a. Position to be filled. b. Number of persons to be recruited. c. The duties to be performed. d. Qualifications to be required from the candidate. e. Conditions of employment f. Appointment time 2. Locating and developing the sources of required number and type of employees.

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3. Identifying the prospective employees with required characteristics. 4. Call the identified candidates to apply for jobs in the organization. RECRUITMENT PROCESS CONSISTS OF FOUR ELEMENTS NAMELY: 1. Recruitment policy. 2. Recruitment organization. 3. Developing sources of recruitment. 4. Techniques use to tap these sources.

SOURCES OF RECRUITMENT:
Generally selection of candidates are done by two sources: 1. INTERNAL 2. EXTERNAL 1. a) INTERNAL SOURCES

TRANSFERS: Transfer may be a tool to fill a position/vacancy lying with the organisation. In this exercise an existing employee shifted to concern position/location of that organisation; which is known as transfer.

b)

PROMOTIONS: This is based on the performance of the candidate. The promotions of candidate depends on the past experience and the performance at the present position which is essential.

c)

EMPLOYEE REFERRALS:

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Employees working in an organization may also be the source of recruitment. People who are known to and recommended by employees may be safely selected for the job in the organization. An advantage of persons selected trough this source is that they will be loyal and dedicated to the organization. For any lapse or indiscipline on their part the employees who recommended their names can be held responsible. But it may lead to favouritism, nepotism and in breeding. ADVANTAGES OF INTERNAL SOURCES: 1) It promotes morale and loyalty on the part of workers since they know they can advance in their careers. 2) It reduces the cost of hiring and training of new employees 3) It ensures stability in the organization due to continuity of employment. 4) The employees who have been promoted or transferred do not need to be familiarized with activities and requirement of the organization.

DISADVANTAGES OF INTERNAL SOURCES:

1) Chances of favoritism in case of referred candidates. 2) It discourages the flow of new talent in the organization. 3) As promotion is based on seniority the danger is that really capable hands may not be chosen.

2.

EXTERNAL SOURCES:

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To meet demands for talent brought about by business growth to seek fresh ideas or replace employee growth to seek fresh ideas or to replace employees who leave organisations periodically turn to the outside labour market. The following methods are adopted to recruit people from outside.

a)

PRESS ADVERTISEMENTS:
Advertisements are placed in both newspapers and journals and three factors influence the choice of this media cost, profile of the leadership and circulation. Some factors affecting the design of advertising are: The image of the Organization. The nature of the job The chosen media. The prediction of the target market.

b)

EMPLOYEE AGENCIES
Employment agencies now provide occupations for almost all Levels in an organisation .They are broadly classified into public or state agencies, private agencies and head hunters.

c)

JOB SITES
Various job sites likenaukari.com, timesjobs.com, shine.com, monster.com etc come in very handy in finding candidates with the desired skills.

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d)

CAMPUS RECRUITMENT
Here the jobs are offered to the students of any institute where the organisation has approached.

e)

CORPORATE WEBSITE
When job seekers are interested in a company they will go directly to that companys web site to conduct research and look for available jobs. Make sure your web sites job section makes it easy to find and apply for jobs.

f)

LABOUR CONTRACTORS
Manual workers can be recruited through a contractor who maintains close links with source of such workers. This source is often used to recruit labour for construction jobs.

ADVANTAGES OF EXTERNAL SOURCES

1. It helps to bring new talent and new ideas into the organization. 2. Expertise and experience from other organization can be brought. 3. It doesnt change the present organizational hierarchy that much. 4. As recruitment is done from a wider market, best selection can be made

DISADVANTAGES OF EXTERNAL SOURCES

1. This source is more costly and time . 2. The orientation and training of new employees is neccesary

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3. If higher level of jobs is filled from external sources, motivation and loyalty of existing staff are effected.

SOURCES OF RECRUITMENT

Internal Sources

External Sources

Transfer

Promotion

Employee Referrals

Advertisement

Walk INS

Jobbers or contractors

Employment agencies

Job Sites

Educational Institutions

Corporate website

METHODS OF RECRUITMENT

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Recruitment methods are the means, by which an organization establishes contact with potential candidates, provide them necessary information and encourage them to apply for jobs. So there are following methods of recruitment.

DIRECT METHOD:
Under direct recruitment, scouting, employee contacts, manned exhibits and waiting lists are used. In scouting, representative of the organization are sent to educational and training institutions. These travelling recruiters exchange information with the students clarify their doubts, stimulate them to apply for jobs, conduct camps

interviews and shortlist candidates for further screening. They act in cooperation with the placement office/head of the institution. Another direct method is to ask employees of the organization to contact the public and tell about the vacancies. Manned exhibits involve sending recruiters to seminars and conventions, setting up exhibits at fairs and using mobile offices to go to the desired centers.Some organizations use waiting lists of candidates who have indicated their interest in jobs in person, through mail or over telephone.

INDIRECT METHOD:
Advertisements in newspapers, journals, on the radio and television are used to publicize vacancies. A well-thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualifications will apply.This method is appropriate when the organization wants to reach out to a large target group scattered geographically whenever necessary, a blind advertisement can be given in which only box number is given without identifying the firm.

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Considerable details about jobs to be filled and qualifications required can be given in the advertisements. But a large number of applicants may be unsuitable.

THIRD PARTY:
Various vacancies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, trade unions, labour contractors are the main agencies. In addition friends and relations of existing staff and deputation method can also be used

INTERNET RECRUITMENT:
E-lixir web solutions recently carried out a survey on the increasing popularity of online recruitment channels in India. Their research indicates that 62% of all the net users in India search for jobs on Internet and this numbers are bound to increase in the years to come. Job street.com, prizedjobs.com, jobs.db.com are some of the new job sites that have come up recently.

SELECTION
Selection is the process of choosing the most suitable persons out of all applicants. It is a process of matching the qualifications of applicants with the job requirements.It is a process of weeding out unsuitable candidates and finally identifies the most suitable candidate. Selection basically divides all the applicants into two categories- Suitable & Unsuitable.

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So selection is the process of rejection because more candidates are turned away than are hired.

DIFFERENCES BETWEEN RECRUITMENT AND SELECTION RECRUITMENT

1. 2. It is the first step. Identifies manpower. 3. It is positive in nature as it It is negative in nature as it converts increases applicants. 4. It involves the searching. the number of the large number of applicants into few. It involves comparison and choice of candidates. Selection is an important function as no organization can achieve its goal without selecting the right people.Faulty selection leads to wastage of time and money and spoils the environment of an organization. Proper selection is helpful in increasing the efficiency and productivity of the enterprise. the sources

SELECTION
It comes after recruitment. of It chooses the best out of it.

THE SELECTION PROCESS CAN BE SUCCESSFUL IF THE FOLLOWING CONDITIONS ARE SATISFIED:

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1. Some one should have the authority to select. This authority comes from the employment requisition as developed through an analysis of the workload and workforce. 2. There must be a sufficient number of applicants form whom required number of employees may be selected 3. There must be some standards of human resource with which applicant can be compared. In other words, a comprehensive job description and job specification should be available 4. Some one should have the authority to select. This authority comes from the employment requisition as developed through an analysis of the workload and workforce. 5. There must be a sufficient number of applicants form whom required number of employees may be selected 6. There must be some standards of human resource with which applicant can be compared. In other words, a comprehensive job description and job specification should be available

STEPS IN SELECTION PROCESS

There are some steps which are to be followed but there is no standard selection procedure to be used in all organization for all jobs. The complexity of selection procedure increases with level and responsibility of the position to be filled. 1. APPLICATION FORM:

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Application form is a traditional and widely used device for collecting information from candidates. Small firms design no application form and ask the candidates to write details about their age, marital status, education, work experience etc. on a plane sheet of paper. But big companies use different types of application forms for different jobs. The application form should provide all the information relevant to selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence of discrimination. Generally an application form contains the following information: i. Identifying information - name, address, telephone no. etc. ii. Personal information - age, sex, place of birth, marital status, dependents etc. iii. Physical Characteristics - height, weight, eyesight etc. iv. Family background. v. Education - academic, technical and profession. vi. Experience- job held employers, duties performed, salary drawn etc. vii. Miscellaneous extra curricular activities, hobbies, games and sports, membership of professional bodies, etc.

2. SELECTION TEST:
Psychological tests are being increasingly used in employee selection. A test is a sample aspect of an individuals attitudes, behavior and performance. It also provides a systematic basis for comparing the behavior, performance and

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attitudes of two more persons. Tests are based on the assumption that individuals differ in the job related traits, which can be measured. Tests help to reduce bias in selection by serving as a supplementary screening device. Tests are helpful in better matching of candidate and the job. Tests may also reveal qualifications, which remain covered in application form and interview. Tests are useful when the number of applicants is large.Further, tests will be useful only when they are properly designed and administered

TESTS:
Tests are aimed at measuring such skills and abilities in a worker which would help in performing his job well. They serve as an important tool in evaluation of an applicant. These are done to know the behavior and traits of the applicants.

Tests are of the following types:-

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Ability test: It is aimed at measuring the existing knowledge, abilities and information possessed by a candidate. For example, for selection of a person for the post of finance advisor, knowledge of the operations performed banks, knowledge about taxes, stock markets, interest payments etc. is necessary. Some examples of ability test are Chicago test and IQ test.

Aptitude test:These are aimed at measuring the applicants potential for future development. They seek to find out if a person has the latent capacity or ability to learn a given job quickly and efficiently.

Personality test: In this the persons behavior, personality traits are evaluated. TATThematic appreciation test, WAT-Word association test, Theo-test (a particular situation is created or given and candidates view on it is evaluated).

Interest tests: To know the persons interest, these tests are conducted. These help in the placements, as suiting environment is tried to be given to the selected candidates. The main aim is find out what kind of work excites the candidate and gives him maximum satisfaction and contributes his best to the enterprise.

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3. INTERVIEW:
An interview is a conversion between two persons. In selection, it involves a personal, observational and face to face appraisal of candidates for employment. Interview is an essential element of selection and no selection procedure is complex without one or more personal interviews. A selection interview serves three purposes: 1) Obtaining information about the background, education, work history and interests of the candidate. 2) Giving information to candidates about the company, the specific job and human resource policies, and 3) Establishing a friendly relationship between the employer and the candidate so as to motivate the successful applicant to work for the organization, in practice, however, interview becomes a one-sided affair serving only the first purpose. training,

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Kinds of interviews: Interviews may be of various kinds, important among which are as follows: Direct interview: This type of interview is a brief but straight-forward, face-toface question-answer session between the interviewer and the interviewee. However, in such an interview, it is not possible to make an in-depth observation of a candidates ability, skills, characteristics or attitudes. Indirect interview: Under such an interview, direct or straight questions are not put to the candidate. He is only encouraged to express his views on any topic of his liking. The purpose is to know which issues are considered by him to be important for discussions and how he rates the enterprise and the job applied for by him. The interviewer in such an interview is a patient listener, neither interrupting the candidate nor expressing any opinion or judgment of his own.

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 Patterned interview: During this method, a number of standard questions to be put to a candidate are framed in advance. Ideal answers to these questions are also determined beforehand. Then, the answers given by the candidates are checked with the ideal answers so as to assess his suitability for the job in question. Stress interview: During stress interview, the interviewer deliberately creates a situation that subjects the candidate to considerable stress and strain. The purpose is to know how the candidate will react to such a situation. For example, while interviewing a candidate for the post of a salesman ,the interviewer may assume a role of a customer and challenge the candidate to convince him to buy it, or the interviewer might not react to the candidates reply or react very strongly creating a stressful environment. Group interview: Under this method, a number of candidates are interviewed simultaneously. A question or a problem situation is posed before them and each candidate is asked to participate in the discussion that follows. It is on the basis of a candidates performance during this group discussion that he is selected or rejected. This method is also called the house party technique of interview. Walk in interview: In this kind of interview anyone is free to come and take the interview. This interview gives opportunity to everyone who thinks himself capable enough for the job to try for it. Date, venue and time are specified for the interview for candidates beforehand.

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4. MEDICAL EXAMINATION:
Applicants who have crossed the above stages are sent for a physical examination either to the companys physician or to a medical officer approved for the purpose. Such examination serves the following purposes: 1) It prevents the employment of people suffering from

contagious diseases. 2) It identifies candidates who are suitable but require specific jobs due to physical handicaps and allergies. 3) It determines whether the candidate is physically fit to perform the job. Those who are physically unfit are rejected.

5. FINAL APPROVAL:
In most of the organization, selection process is carried out by the human resource department. The candidates short listed by the department are finally approved by the executive of the concerned department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. In some organizations, a contract of service on judicial paper is signed by both the candidates and the representatives of the organization. Appointment is generally made on a probabation of one or two years. After satisfactory performance during this period, the candidate is finally confirmed in the job on permanent basis or regularized.

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6. PLACEMENT:
Placement is placing the right person at the right place at the right time. Of the entire selected people one suiting the best to a particular post is placed. Placement is a very crucial part of selection as all the success of the whole procedure depend on this stage, any wrong decision can fail the whole purpose of selection.

7. INTRODUCTION:
The final step of procurement is orientation or socializing or induction. The newly selected personnel are introduced to their environment, working procedure. They are also informed about their seniors i.e. whom they have to report to, whom to give instructions and orders i.e. their subordinates, their peer group or co-workers. He is also made aware of the rules and regulations practiced in the organization. General practices followed general norms followed by existing employees are also told. Induction training can vary in time period as it depend upon the size of the organization, post of the newly selected employee, amount of personnel he is going to work with and many more aspect.

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RECRUITMENT AND SELECTION PRACTICES IN COCA COLA

Recruitment policy of the company is transparent and need based. Since it is the most important work of human resource department. Recruitment policy includes the data bank, human resource planning and the actual requirement. Following steps are taken to recruit the people in COCA COLA. In the present system as soon as there is a vacancy a requisition comes from the relevant department to the human resource department. Human resource department finds out if the vacancy can be fulfilled internally so an internal notification is sent across to all the units. If the vacancy is not fulfilled internally, external sources (advertisement, jobsites, consultants and personal reference) are used. Received resumes are screen and good applicants are called for the test. At entry level, a test is conducted and the short listed candidates are called for interview. Two round of interview are taken then a candidate is short listed for the required pot.

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Reference check 1 done and fitment is decided, and then offer is given to the candidate. If offer is accepted, joining formalities are done. A candidate goes through the induction before final absorption.

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RESEARCH METHODOLOGY

Methodology plays a key role in project work. It consist of two steps: 1. RESEARCH DESIGN : Research design is the basic frame work which provide guidelines for the best of research process. It basically involves 2. SAMPLING PLAN: a) b) Sampling size : 100 Employees COLLECTION OF THE DATA. WHAT SAMPLING PLAN SHOULD BE USED.

Sampling procedure : Random Stratified

3.DATA COLLECTION METHODS: These are the basic tools used for collection of data: a) Questionnaire b) Books c) Personal interviews

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SOURCES OF DATA

PRIMARY SOURCE

SECONDRY SOURCE

L M PRASAD IGNOU BOOKS QUESTIONNAIRE

Coke

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DATA ANALYSIS

RECRUITMENT Question 1:- -Sources used to display the vacancy at bail? Observations:1) Employee Referral 2) Internet 3) Data Bank 4) Campus Placement 65% 5% 25% 5%

Emloyee Referral Internet Data Bank Campus Placement

Findings:
Regarding the vacancies in COCA COLA is shared with employee referral mostly.

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Question 2:-. Which source of recruitment is preferred? Observations:1) Internal 2) External 60% 40%

Internal

External

Findings:

In the recruitment of COCA COLA the major role is being played by the internal sources for short listing the candidates.

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Question 3:- In the external Sources majorly used are:

Observations:-

1) Press Advertisement 2) Consultancy 3) Internet 4) Others

10% 70% 15% 5%

Press Advertisement Consultancy

Internet
Others

Findings: From the analysis it has been found that in case of external sources Consultancy has a major role and after that the other important source is Internet whereas Press advertisement & others has a very little role.

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Question 4:- Most preferred internal source?

Observations:-

1) Promotions 2) Transfers 3) Employee Referrals

25% 25% 50%

Promotions Transfers Employee Referrals

Findings:

The most preferred internal source in this organization is employee referrals and Secondly the transfers are also the source of selecting the candidates.

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Question 5:- How far Reference Checks are necessary for every Candidate?

Observations:1) Yes 2) No 3) Cant Say 70% 20% 10%

Yes

No Cant Say

Findings:

According to the study and analysis it is being judged that the reference checks are majorly necessary for the placement of every selected Candidate.

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Question 6:- Number of vacancies filled in the organization from the sources? Observations:-

1) New vacancy 2) Replacement 3) Transfers 4) Promotions

40% 10% 20 30%

New vacancy Replacement

Transfers Promotions

Findings:

The number of employees joined the organization majorly because of the new vacancy and after that the percentage of the promotions makes it the second reason for the joining of the employees. After that the new transfers are the third common reason for the joining.

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Question 7:- Number of employees left the organization during last three months? Observations:-

1) Termination

20% 60% 20%

2) Resignations 3) Transfer

Termination Resignations Transfer

Findings: Majorly resignations are the reason due to which the employees have left the organization.

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SELECTION
Question 8:- Mostly used pattern of interviews? Observations:1) Structured 2) Non structured 3) Stress Interviews 4) Walk in interview 20% 60% 0% 20%

Strustured Non strustured Stress interviews

Findings:

In CAOCA COLA the structured interviews are not commonly used and also the stress interviews are also not used at all. But the pattern of Interviews in the organization is non structured where the questions are asked on the judgment of the potential of the candidate.

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Question 9:- Commonly used tests during selection process? Observations:1) Medical test 2) Ability test 3) IQ test 96% 2% 2%

Medical test Ability test IQ test

Findings:

Basically the medical tests are used by the COCA COLA COMPANY Whereas the IQ test and ability tests are least used for the selection of candidates.

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Question 10:- Action take against employees who do not work properly? Observations:-

1) 2) 3)

Counseling Transfer Termination

60% 20% 20%

Counseling Transfer Termination

Findings: On the basis of analysis it has been found that if an employee is not working properly then he is given counseling in most of the cases. But sometimes the employees are guided and make them understand their faults.

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 JOINING

Question 11:-There is well defined forces of recruitment and selection of outsource employees in COCA COLA ? Observations:1) Agree 2) Disagree 3) No Comments 65% 20% 15%

Agree Disagree No Comment

Findings:

It can be seen that most of the people found filling up the form an easy task, though some of them did face some problems whereas other thinks the procedure to be easy.

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Question 12:-. Freshers recruit is liked or appreciated by employees? Observations:1) Agree 2) Disagree 3) No comments 75% 20% 5%

Agree Disagree No Comment

Findings: It has been analysed that mostly people think that recruiting a fresher is right because it gives chance to the new talent whereas very v few people thinks that recruiting a fresher is not correct as they have no experience.

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DID YOU KNOW ABOUT COCA COLA

Coca-Cola sells more than 1 billion drinks a day and employs more than 55,000 people all over the world. The Coca-Cola system uses 24% of worlds aluminum cans 17% of worlds PET resin 31% of worlds HFCS 5% of worlds sugar 30% of worlds aspartame. Coca-Cola is worlds No.1 soft drink brand. 4 of top 5 Brands are owned by the Coca-Cola Company Coca-Cola is the longest continuous sponsor of the Olympic Games since 1928. The secret formula to Coca-Cola was written on paper only once the paper is kept in a bank vault at the Trust Company Bank in downtown Atlanta. Coca-Cola is the worlds most diverse company, doing business in close to 200 countries, employing people from 215 nationalities, and communicating in 126 different languages Roberto Goizueta started working at Coke in Cuba as a junior chemist and later became CEO of the Company. John Pembertons (the man who invented the Coca-Cola syrup) son originally wanted to call the drink Yum-Yum!

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CONCLUSION
Recruitments and selection as seen are carried out in the organization and is a very vital part of their human resource (HR) activities. The organizations have their selection procedures, policies and norms which come into play every time when selections are conducted. It is seen that organization prefers big selection boards being cautious enough that the right and the most appropriate candidate is selected for the vacant post with valuable and experienced opinion of various field experts. The board definitely consists of Personnel Heads and CMDs. The pre-requisite of selection procedure is planning of budgets according to which various other aspects are decided. The other common feature in all the organisation is that all use

Advertisements,Walk ins and personnel consultants/agencies for recruitment. In internal sources firms uses Promotion, Transfer for recruitment, it should be noticed that the firm uses Employee referrals as a major source. To know the real caliber of the candidate the organizations follow the practice of taking tests and specially WRITTEN TESTS, ABILITY TESTS etc. This shows the increasing trend of testing not only the knowledge of the candidate but his/her ability to express and spontaneity of the applicant. Induction training is becoming an integral part of the selection procedure with organization paying adequate or large time of selection process on induction.

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In all it can be analyzed that RECRUITMENT and SELECTION are very meticulous processes and require expertise to perform them. Nowadays organizations who are receiving hefty competition have to tap upon the best possible work force available in the market in least cost possible and to perform this task they practice a detailed recruitment and selection process.

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QUESTIONAIRE

Name of the employee Date of joining Designation Department Age Education Qualification: Monthly income: i. ii. iii. iv. Less than 10000 10000-15000 15000-20000 20000 and above.

: : : : :

1. From which source do you come to know about this job? a. Advertisement b. Internet c. Job Consultancy d. Others [ ] [ ] [ ] [ ] 2. In a public you like to talk about this organization: a. Yes [ ]

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b. No

[ ]

3. You take job comfortable while working: a. Yes b. No [ ] [ ] 4. Staff member and colleagues corporate to each other: a. Yes b. No [ ] [ ] 5. You are satisfied by the recruitment process by which you are selected: a. Yes b. No [ ] [ ] 6. Company has a reasonable compensation process: a. Yes b. No [ ] [ ] 7. Your organization is considered as: a. People oriented b. Task oriented c. Combination of both a and b d. None of the above [ ] [ ] [ ] [ ]

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8. Does your organization take any short general test or psychological test while selecting the people? a. Yes b. No c. 9. How long will you like to continue with this organization? [ ] [ ]

a. 5-10 years b. 10-15 years c. 15-20years d. Till retirement

[ ] [ ] [ ] [ ]

10. You are satisfied with your daily schedule: a. Yes b. No [ ] [ ]

11. Does your company have an orientation programme for freshers? If yes, how effective is it?

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 ..

12. Your suggestion for improvement and selection process: .

BIBLIOGRAPHY
HRM BOOKS: Robbinson Stephen : Organizational Behaviour Flippo C.B. Gupta : Human resources management

Information provided by the project guide. Websites

http://www.cocacola.org

http://www.coca cola /Aboutus/vision_statement.asp

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http://wickipedia.com/recruitment

http://www.answers.com/recruitment

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