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 companies in the world.
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 have recently acquired all the plants in Pakistan as they are
inclined to give more attention to increase the market share in Pakistani
market.
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
 WORKER-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