Recruitment & selection by coca cola co.

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Recruitment And Selection

Group Members Salman Haider MB-12-35 Haqnawaz MB-12-17 Rao Inayat Kareem MB-12-24 M. Shamshad MB-12-30 Mohsin Illyas MB-12-36 H M Saleem MB-12-41 Junaid Afzal MB-12-45 Tahir Shah MB-12-64 Muhammad Sarfraz MB-12-65 Jawad Ahmad MB-12-66 Muhammad Khalil MB-12-69

Recruitment

Introduction of Cocacola

Internal And External method

Recruitment Sources

Traditional vs. Realistic Preview

Mind Map

Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees

Represents the first contact between organizations and prospective employees

Organizational activities that influence: The number and types of applicants who apply for a

job Whether the applicants accept jobs that are offered

Recruitment

Rao Inayat Kareem

MB-12-24

The Coca Cola Company is the world's largest beverage company. It is no.1 brand according to fortune 2009 survey. The company operates a franchised distribution system dating from 1889. The Coca Cola Company is headquartered in Atlanta, Georgia.

Its major markets consist of USA, Brittan, Europe, Middle East, Asia, Russia and North America. It has activities in 200 countries, about 3000 branches, and 55,000 employees across the world. Over 200 expatriates are assigned for international positions every year, as region managers. Most of the expatriates are sent from USA and Britain, and most often sent to Middle East, Asia and Russia.

Introduction of Coca cola

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 Nerves Singapore and package ltd. CCBPL directly employs more than 3,000 people in Pakistan CCBPL creates indirect employment for more than 50,000 people in related industries through its vast procurement, supply & distribution system.

Coca Cola Pakistan:

Mission Statement◦ “to benefit and refresh everyone it touches and

to create values for our shared owners on along term bases by building a business the Coca Cola company trademarks.”


Vision◦ All of us in Coca Cola company wake up each

morning knowing that every single one of the world’s 5.6 billion people will get thirsty that day and we are the one’s with the best opportunity to refresh them. Our task is simple: to make coca cola and other products available , affordable and acceptable to them quenching their thirst and providing them with a perfect moment of relaxation. If we do this, if we make it possible for 5.6 billion people to escape coca cola.


Their values serve as a compass for their actions and describe how we behave in the world.◦ Leadership: The courage to shape a better

future◦ Collaboration: Leverage collective genius◦ Integrity: Be real◦ Accountability: If it is to be, it's up to me◦ Passion: Committed in heart and mind◦ Quality: What we do, we do well

Values

In 1886, Coca-Cola® brought refreshment to patrons of a small Atlanta pharmacy. Now well into its second century, the Company's goal is to provide magic every time someone drinks one of its more than 500 brands. Coca-Cola has fans from Boston to Budapest to Bahrain, drinking brands such as Ambasa, Vegitabeta and Frescolita. In the remotest comers of the globe, you can still find Coca-Cola.

Coca Cola Now

From the early beginnings when just nine drinks a day were served, Coca-Cola has grown to the world’s most ubiquitous brand, with more than 1.7 billion beverage servings sold each day. When people choose to reach for one of The Coca-Cola Company brands, the Company wants that choice to be exciting and satisfying, every single time.

Coca Cola Now

Products Of Coca Cola

M.ShamshadMB-12-30

Internal Recruiting◦ Internal recruiting—recruiting source seeking

applicants for positions from among the ranks of those currently employed

◦ advantages better assessment of candidates reduces training time faster cheaper motivates employees High Performance Work System characteristic

Internal And External method OfRecruitment

Internal Recruiting◦ disadvantages

creates vacancies stifles diversity insufficient supply of candidates


External Recruiting◦ External recruiting—recruiting source seeking applicants

for positions from outside the organization.

◦ Advantages increases diversity facilitates growth shortens training time A theory that you get new/novel problem solving

◦ Disadvantages expensive slower less reliable data stifles upward movement of personnel


That source which help the company in identifying and attracting potential employees

The major recruitment sources are following1. Media Advertisement2. E-recruitment3. Employment agencies 4. Executive search firms5. Special events recruiting6. College Recruiting7. Summer internships

Recruitment Sources

Coca Cola does not prefer external recruitmentTheir basic focus is on Internal recruitment

. They maintain a talent bank for meeting internal hiring needs• They only do external hiring in case of sudden

recruitments

They forecast their future needs and collect the data of applicants in advance• They have an offer to drop resume for any job at their

website.

In Coca Cola

They collect resumes at their every territory•To fulfill their talent bank they visit universities and colleges

Previously the Multan territory visit BZU and IUB and collect the data. •They take interviews of 350 candidates and selected only 3 applicants

Their major focus is on quality and their standards of recruitment are high• Last time their selection standard was 85 % marks in

masters.

In Coca Cola

Their major recruitment source is E-Recruiting.They are working on such type of advertisements which are according to the Job description and specification.

Their recruitment adds are published by the their Media department.Adds and vacancies banners are being offered by every territory as demanded.

In Coca Cola

Their Advertisement

Uploading CV Online

HaqnwazMB-12-17

Realistic Preview◦ Provides prospective employee with pertinent

information about the job without distortion or exaggeration

◦ Presents the full job picture (“warts” and all) Telling almost everything about job and just not the

extra-ordinary benefits or challenges

Traditional vs. Realistic Preview

Typical Consequences of Job Preview Procedures: Realistic Preview1. Sets job expectations realistically2. Job may or may not be attractive, depending on

individual’s needs3. Some accept, some reject job offer4. Work experience confirms expectations5. Satisfaction; needs matched to job6. High job survival, satisfaction, infrequent thoughts of

quitting

Realistic Preview

Typical Consequences of Job Preview Procedures: Traditional Preview1. Sets initial job expectations too high2. Job is typically viewed as attractive, stimulating, and

challenging3. High rate of acceptance of job offers4. Work experience disconfirms expectations5. Dissatisfaction and realization that job is not matched to

needs6. Low job survival, dissatisfaction, frequent thoughts of

quitting

Traditional Preview

Muhammad KhalilMB-12-69

Selection

Selection and its Process

Validation Approaches

various sources of information

types of employment tests.

employment interview.

Final Selection

A quick view to Coca cola

Mind Map

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings.

Selection Considerations◦ Person-job fit: job analysis identifies required

individual competencies (KSAOs) for job success.◦ Person-organization fit: the degree to which

individuals are matched to the culture and values of the organization.

Selection

CompletionOf

application

Initial

Interview

Employmenttestin

g

Background

Investigation

Preliminary

selection in HR

department

Interviews

Medical Exam

Drug testing

Hiring

Decision

Selection Process

◦ Reliability The degree to which interviews, tests, and other

selection procedures yield comparable data over time and alternative measures.

◦ Validity Degree to which a test or selection procedure

measures a person’s attributes

Selection Process

In coca cola for Selection there is HR departmentBut only they involve only in major hiring

• Mostly the labor and middle level management is hired by

the plant authorities • They follow the decentralization approach. The country

Manager is responsible for all matters

There is a proper selection process according to the international standards

In Coca Cola

Salman MehdiMB-12-35

Criterion-related Validity◦ The extent to which a selection tool predicts, or

significantly correlates with, important elements of work behavior. A high score indicates high job performance potential;

low score is predictive of low job performance. Concurrent Validity

◦ The extent to which test scores (or other predictor information) match criterion data obtained at about the same time from current employees. High or low test scores for employees match their

respective job performance.


Predictive Validity◦ The extent to which applicants’ test scores match

criterion data obtained from those applicants/ employees after they have been on the job for some indefinite period. A high or low test score at hiring predicts high or low

job performance at a point in time after hiring. Correlation Coefficient

◦ A number ranging from 0.00, denoting a complete absence of relationship, to 1.00 and to -1.00, indicating a perfect positive and perfect negative relationship, respectively


Content validity◦ The extent to which a selection instrument, such

as a test, adequately samples the knowledge and skills needed to perform a particular job. Example: typing tests, driver’s license examinations

Construct validity◦ The extent to which a selection tool measures a

theoretical construct or trait.◦ Are difficult to validate

Example: creative arts tests, honesty tests


Cross-validation◦ Verifying the results obtained from a validation

study by administering a test or test battery to a different sample (drawn from the same population).


Haji M.SaleemMB-12-41

Biographical Information Blanks (BIB)◦ In such source different questions are asked to check personality and

inner abilities of the candidate. For example

◦ At what age did you leave home?

◦ How large was the town/city in which you lived as a child?

◦ Did you ever build a model airplane that flew?

◦ Were sports a big part of your childhood?

◦ Do you play any musical instruments?

Background Investigations◦ This is the verification of the shortlisted candidate. They verify the

References Degrees Crime record Medical record Other submitted info

Various sources of information

Polygraph Tests◦ These are the short tests. Conducted with the help of

medical machines that check the pulse and heart beat rate while answering the questions.

◦ This machine only guess about the true or fall.◦ But there is still the chance of error.

Integrity and Honesty Tests◦ These test are conducted to check the loyalty and

honesty of the selected candidate in short listing


Graphology◦ This is a greater technical test conducted by the

hand writing specialists to guess about the candidate personality and values with the sample of the handwriting of the candidate.

Medical Examinations◦ It is conducted in those firms that requires

physical fitness standard level. For example army.


Coca cola gets data by both manual and online application form.They offers different ways to apply for job at their website

They have a separate department which only deals with that matters.This is called Data bank department. Conducted by HRIS of the Coca cola

They have not yet adopted the polygraph, graphology, Bib and other advance sourcesTheir major focus is on the Background investigation.

In Coca Cola

M.SarfrazMB-12-65

Employment Test◦ An objective and standardized measure of a

sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) in relation to other individuals.

Types of employment tests.

Cognitive Ability Tests◦ Aptitude tests

Measures of a person’s capacity to learn or acquire skills.

◦ Achievement tests Measures of what a person knows or can do right

now. Personality and Interest Inventories

◦ “Big Five” personality factors: Extroversion, agreeableness, conscientiousness,

neuroticism, openness to experience.


Physical Ability Tests◦ Must be related to the essential functions of the

the job. Job Knowledge Tests

◦ An achievement test that measures a person’s level of understanding about a particular job.

Work Sample Tests ◦ Require the applicant to perform tasks that are

actually a part of the work required on the job.



Coca cola conduct various types of tests for different needsFirst of all they conduct a aptitude test to check academic knowledge.

They also conduct the work sample test for technical seatsThe behavioral test comes at end . Conducted only for final candidates

A survey show that they conduct about 5 tests for one recruitment.Tests are conducted on both region and head quarter level

In Coca Cola

Tahir ShahMB-12-64

Interview

Nondirective Interview◦ The applicant determines the course of the

discussion, while the interviewer refrains from influencing the applicant’s remarks.

Structured Interview◦ An interview in which a set of standardized

questions having an established set of answers is used.

Employment interview

Situational Interview◦ An interview in which an applicant is given a

hypothetical incident and asked how he or she would respond to it.

Behavioral Description Interview (BDI)◦ An interview in which an applicant is asked

questions about what he or she actually did in a given situation.

Panel Interview◦ An interview in which a board of interviewers

questions and observes a single candidate.


Computer Interview◦ Using a computer program that requires

candidates to answer a series of questions tailored to the job. Answers are compared either with an ideal profile or with profiles developed on the basis of other candidates’ responses.

Video interviews◦ Using video conference technologies to evaluate

job candidates’ technical abilities, energy level, appearance, and the like before incurring the costs of a face-to-face meeting.


Coca-Cola does not conduct interviews at regional level.

They mostly conduct video interviews which are basically taken by Head office.

However some technical interviews are conducted at regional level.

Mostly labor and technical staff are selected at regional level.

In Coca Cola

Interview Questionsin COCA COLA

Junaid AfzalMB-12-45

Final Selection

Selection Considerations:◦ Are individuals to be hired according to their highest

potential or according to the needs of the organization?

◦ At what grade or wage level to start the individual?

◦ Should selection be for employee- job match, or should advancement potential be considered?

◦ Should those not qualified but qualifiable be considered?

◦ Should overqualified individuals be considered?

◦ What effect will a decision have on meeting affirmative action plans and diversity considerations?

Final Selection

“Can-Do”and “Will-Do”Factors in Selection Decisions

“Can Do”______________________________• Knowledge• Skills• Abilities

“Can Do”______________________________• Knowledge• Skills• Abilities

“Will Do”______________________________

• Personality• Values

• Motivation

“Will Do”______________________________

• Personality• Values

• Motivation

Job Performance

Evaluate final candidates against each other after you have rated them against the criteria to identify the best candidate based on skills, worker characteristics and organizational fit. Review all your notes and write up your decision.

Make your decision and review it

Call the candidate to make an offer. Inform all other final candidates by phone of the outcome of the recruitment process. Offer to give them constructive feedback on the interview

Make the offer

Jawad AhmadMB-12-66

A Quick Visit Of Coca Cola

Msc Statistic from Army college Kohat

1 Year HR specialization from PU 16 years experience as a HR

manager in army. 6 Month experience as a HR

Business Associate Admin in Coca Cola Multan Plant Pakistan

Manager Introduction

Saad KhanHR Business Associate [email protected] Cola Multan.

Mangment

Awards

Growth

This is concluded from the above mentioned studies that the

performance of the company is nice. Company maintains and

manage candidate’s file including maintenance of database to

ensure comprehensive data collection of candidates. Manager said

that the company spends about 20%-30% o fits total expenditure on

recruitment and selection. It is the fact that Coca-Cola follows

recruitment and selection procedure. It basically depends on the

post the candidate is applying for, in most of the cases the company

does compensate the employees for the expenses incurred by them.

It can be concluded that this company is doing very well in the area

of soft drinks if it is compared with the other competitors

Conclusion

Thank You

Recruitment & selection by coca cola co.

Business

cocacola company brands

haqnawaz mb

saleem mb

shamshad mb

internal recruitment

cocacola international

muhammad sarfraz mb

muhammad khalil mb