Siddharth Bhalla Amazon

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DECLARATION

RECRUITMENT PROCESS IN COCO-COLA

I understand what plagiarism is and am aware o the Uni!ersit"#s poli$" in this regard

I de$lare that the wor% su&mitted &" me in partial ulilment o the re'uirement or the award

o degree B.com (Hons) assessment in RECRUITMENT PROCESS IN COCO-COLA

is m" own( it has not pre!iousl" &een presented or another assessment)

I de$lare that this is m" original wor%) *here!er wor% orm other sour$e has &een used+ all

de&ts ,or words data+ arguments and ideas ha!e &een appropriatel" a$%nowledged and

reeren$ed in a$$ordan$e with the re'uirements o NTCC Regulations and .uidelines)

,a I ha!e not used wor% pre!iousl" produ$ed &" another student or an" other person to

su&mit it as m" own)

,& I ha!e not permitted+ and will not permit+ an"&od" to $op" m" wor% with the purpose

o passing it o as his or her own wor%)

,$ The wor% $onorms to the guidelines or la"out+ $ontent and st"le as set out in the

Regulations and .uidelines)

/ate0 ------------ 1O2AI3 A2MA/

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A5667847449

3)COM,2ONS)

FACULTY CERTIFICATE

:orwarded here with a term paper report on *IPRO su&mitted &" 1O2AI3

A2MA/ Enrollment NO) A5667847449 student o 3COM ,2ons) ;R/

Sem,


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TUDENT$ CERTIFICATE

Certiied that this report is prepared &ased on the Compan" Report underta%en &" me on

RECRUITMENT PROCESS IN COCO-COLAB rom %&'h

AU( )&%* 'o %+'h

OCT. )&%*,

under the a&le guidan$e o #rofessor-Ass'. #rofessor !AYANTI RI"ATA"A in partial

ulilment o the re'uirement or award o degree o Master o 3usiness Administration ,M3A-

.I3MDS2R33AIII SEM+ 33A ? SEM+ 3COM ? SEM rom Amit" Uni!ersit"+ Uttar

Pradesh)

/ate)

Signature Signature Signature

1ohai& Ahmad MS)FA>ANTI SRI?ASTA?A PRO:) ?)P) Sahi

Student :a$ult" .uide /ire$tor ,A3S

;


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no/s0s for1111111111111111111111111111

Student is re'uired to pro!ide the ollowing inormation at the time o registration within a

wee% o =oining their $ourse)

Student#s Name 1O2AI3 A2MA/

Enrolment No A566747449

Program 3)COM 2ONS

Industr" OrganiGation#s name AMIT> UNI?ERSIT>

Address ,I appli$a&le ------------------------------------------------------------------------

EHternal .uide#s Name MS)FA>ANTI SRI?ASTA?A

/esignation ASSISTANT PRO:ESSOR

Contra$t /etails Ph ,O0 -------------------------,R -------------------------

Mo&ile0 ------------------------------------------------------

:aH0 ------------------------------------------------------

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Email0 ------------------------------------------------------

E2ECUTI"E UMMARY

E2ECUTI"E UMMARY

The Co$a Cola Compan" is the world#s largest &e!erage $ompan") In

this pro=e$t there is a &rie des$ription a&out the re$ruitment pro$ess

in Co$a Cola Compan") The !arious steps o re$ruitment along with

the wa"s o re$ruiting people+ i)e) Internal and EHternal) In the Co$a

Cola Compan" the main o$us is on Internal Re$ruitment)

The re$ruitment will &e done o$using on the present and

uture needs) The ma=or o$us areas are 'ualities and the prin$iples o re$ruitment)

The stud" here gi!es a &rie idea a&out the $ompan" and what

strategies should the $ompan" a$$ept that will redu$e the time+ eort

and $ost in re$ruitment pro$ess)


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CHA#TER I

INTRODUCTION

INTRODUCTION

THE COCA COLA COM#ANY0

The Co$a Cola Compan" is the Ameri$an multinational Compan" and

mar%eter o non-al$oholi$ &e!erage $on$entrate and s"rup) It is no) 4

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&rand a$$ording to the ortune


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"IION TATEMENT0

Our main o$us is to rea$h ea$h and e!er" person o the world#s

population whi$h is around )8 &illion who get thirst" and we are the

one#s with the &est opportunit" to reresh them) Our moti!e is to ma%e

Co$a Cola reasona&le and a$$epta&le to the people 'uen$hing their thirst

and pro!iding them with a pere$t moment o relaHation) 3" doing this

we ma%e it possi&le or the )8 &illion people to get awa" Co$a Cola)

COCA COLA NO54

This Co$a Cola Compan"#s goal is to pro!ide magi$ e!er" moment

someone drin%s one o the more than 66 &rands) The Co$a Cola

Compan" has ans rom 3oston to 3udapest to 3ahrain+ drin%ing &randssu$h as Am&asa+ ?egita&eta and :res$olita) :rom the !er" start when

onl" 9 drin%s were ser!ed in a da"+ Co$a Cola has grown to the world#s

most amous &rand with more than 4)5 &illion &e!erage ser!ing sold per

da") This Co$a Cola Compan" wants the $hoi$e to &e eH$iting and

satis"ing+ e!er" single time when people raise to $hoose this $ompan")

OB!ECTI"E0

The Co$a Cola Compan" aims to attra$t+ de!elop and retain the

ne$essar" talent or the &usiness to get su$$eed toda" and in uture to

&"-

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• 2elping emplo"ees or de!eloping proessionall" and

personall")

• Prote$ting and promoting their health+ saet" and well-&eing

also)

• Engaging with the emplo"ees openl" and honestl")

• Respe$ting human rights)

• Re$ognising and rewarding perorman$e also)

#EO#LE DE"ELO#MENT4

Re$ruiting+ de!eloping and grati"ing talent is $entral to the !alue

Caring :or Our PeopleB) The uture o Co$a Cola Compan" as the

su$$essul and d"nami$ $ompan" is the dependent upon as e'uipping

our emplo"ees to rea$h their ull potential)

EM#LOYEE EN(A(EMENT4

E!er"thing starts with our !alues onl") The" are the /NA o the

$ompan" what ma%es men who we are) In


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emplo"ees are anal"sed and sele$ted and emplo"ed &" this re$ruitment and

sele$tion department) It is essential or the proit ma%ing in an" o the

organisation)

Re$ruitment pla"s the !er" important role in 2R department+

&e$ause unless the pere$t people are hired+ e!en the &est plans+ organiGation $hart

and $ontrol s"stem might not do mu$h good)

CHA#TER II

LITERATURE RE"IE5

COM#ANY #ROFILE0

Co$a-Cola was leading sot drin% &rand in India until 4955+ &ut when

it let rather than dis$losed its ormula to the .o!ernment and redu$e

its e'uit" sta%e as re'uired under :oreign Regulation A$t ,:ERAwhi$h was go!erned &" the operations o oreign $ompanies in India)

Co$a-Cola re-entered in Indian mar%et on


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Lim$a+ MaaGa+ whi$h were loated &" the Parle+ as these produ$ts had

a$hie!ed a strong $onsumer &ase and ormed a strong &rand image in

Indian mar%et during the re-entr" o Co$a-Cola in the "ear 499;)Thus

these produ$ts &e$ame the part o range o produ$ts o the Co$a-ColaCompan")

Co$a-Cola is made up o 5666 lo$al emplo"ees+ 66 managers+ o!er

86 manua$turing lo$ations+


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$ompensating their ser!i$es in ad=ust with the =o& and organiGational

re'uirements)

RECRUITMENT-

Re$ruitment is deined as the pro$ess o dis$o!ering the sour$es

o manpower to meet the re'uirement o staing agenda and to

emplo" ee$ti!e measures to ease sele$tion o an ee$ti!e wor%or$e)

Re$ruitment is hiring o emplo"ees eHternall") It is the

dis$o!ering o potential appli$ants or a$tual or anti$ipatedorganiGational !a$an$ies) A$$ordingl" the purpose o re$ruitment is to

lo$ate sour$es o manpower to meet up =o& spe$ii$ations)

ED5IN B FLI##O deines re$ruitment as the pro$ess o sear$hing

or potential emplo"ees and stimulating them to appl" or the =o&s in

the organiGation)# The pro$ess &egins with new re$ruits are sought and

ends when their meti$ulousness are su&mitted)

OB!ECTI"E4

• To attra$t with !arious multi-dimensional eHperien$e and

s%ills that are in agreement with present as well as uture

organisation o&=e$ti!es and strategies)

• To ind new management personnel with new ideas to lead

the $ompan")

• To inuse resh &lood at all le!els o organiGation)

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• To de!elop an organiGational $ulture that attra$ts s%illed

people to the $ompan")

• To sear$h or head-hunt people whose s%ill it the $ompan"#s

!alue)• To see% out non-$on!entional de!elopment &asis o talent)

• To de!ise methodolog" or assessing ps"$hologi$al traits)

• To sear$h or talent worldwide not =ust with in the $ompan")

• To design entr" pa" that $ompetes on 'ualit" &ut not on

'uantum)

• To anti$ipate and ind people or position that doesn#t eHists

"et)

Fac'ors affec'0n6 Recr70'men'

There are two t"pes o a$tors that ae$t the Re$ruitment o

$andidates or the $ompan"0

%4 INTERNAL FACTOR0

These in$ludes-

- Compan"#s pa" pa$%age

- Compan"#s produ$t

- ualit" o wor% lie

- Managerial $ulture

- Role o trade unions

- Compan"#s siGe- Cost o re$ruitment

- .rowth rate o the $ompan"

COST O: RECRUITMENT- Re$ruitment in$ur $ost to the

emplo"er+ thereore organiGations tr" to emplo" that sour$e

whi$h will &ear a low $ost to irm or ea$h $andidate

)

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COMPAN>#S SI1E- The siGe o the irm is the important a$tor

or re$ruitment pro$ess) I the organiGation is planning to

in$rease its operation and eHpand the &usiness+ it will ha!e to

hire more personnel whi$h will handle its operations)

.RO*T2 RATE- OrganiGation will emplo" or thin% o

emplo"ing more personnel i it is going up it#s operations)


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For e8am/le0 .o!ernment o India has introdu$ed law or

reser!ation in emplo"ment or s$hedule $astes+ s$hedule tri&es+

ph"si$all" handi$apped et$) This $onines the management

reedom to sele$t the &est perormers)

• :a$tors to &e underta%en while ormulating re$ruitment

poli$ies

The ollowing a$tors should &e underta%en while ormulating

the poli$ies -

- .o!ernment poli$es

- Re$ruitment sour$es

- Re$ruitment needs- Re$ruitment $ost

- OrganiGational and personal poli$ies

THEORIE REARDIN RECRUITMENT4

Re$ruitment is two wa" street0 it sa"s that the re$ruiter has the $hoi$ein regard to whom to re$ruit+ same wa" the prospe$ti!e emplo"ee has

ta%en the de$ision whether or not to appl" or the gi!en =o& !a$an$")

Usuall" the indi!idual ta%e de$ision on three &asi$s -

40 The o&=e$ti!e a$tors)


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organiGation#s oers in terms o o&=e$ti!e or su&=e$ti!e a$tors+

&e$ause o his limited or !er" short $onta$t with the

organisation) Choi$e $an &e made onl" when appli$ant $an

readil" odour the a$tors su$h as the &eha!iour o the re$ruiters+the nature o the ph"si$al a$ilities+ and su$h as the ei$ien$" in

pro$essing paper wor% asso$iation with the appli$ation)

On the other hand+ the s79:ec'0;e 'heor emphasiGes the

$ongruen$e) 2ere the $hoi$es are made on highl" personal and

emotional &asis thereon)

Recr70'men' ccle

#lann0n64

3eore re$ruitment+ $he$% the duties and responsi&ilities "our

organiGation needs to ha!e perormed urther0

• Is the $urrent =o& des$ription reall" what the organiGation

needs

• /o the" it with the organiGation#s strategi$ and &usiness

plans

• *hat are the go!ernmental re'uirements

• *hat re$ruitment poli$ies and pro$edures should &e

ollowed

Recr70'men'4

Ads in the lo$al newspaper is the onl" wa" o hiring( otheroptions in$lude0

Internal noti$es su$h as newsletters or email messages

Noti$es pla$ed on pu&li$ noti$e-&oards either within "our

organisation or in other pla$es

EHisting networ%s and word o mouth ad!ertising are

$heap as well as ee$ti!e

Re$ruitment agen$ies $an help sort out potential

appli$ants and thereore sa!e "ou time)

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Aou must not &rea% anti-dis$rimination rules and =o&

ad!ertisements must &e $lear and truthulQ

elec'0n6 s'aff4

• >ou need a good 'ualit" sele$tion $riteria and an inormed

and organised inter!iew panelQ• Short listing $andidates will &e a sa!iour o time)

• uestions "ou $ome out at the time o inter!iew must &e

$onsistent or all appli$ants and the 'uestions must relate to

the position o $andidate)

• >ou $an as% a&out eHisting in=uries i it is rele!ant to the

position+ &ut &e $areul K o&!iousl" the" ha!e to &e a&le

to do the =o& howe!er+ it is illegal to dis$riminate on thegrounds o disa&ilities as it is not legalQ

In


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"ou gi!e "our emplo"ee initiation into O2DS poli$ies and

pro$edures)

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E!en ater &eing more than 4< million online =o& see%ers as

online re$ruiting sites ha!e $ome up+ still the most popular

method o sele$tion i)e) a$e-to-a$e inter!iew remains in

demand in terms o de$ision ma%ing espe$iall" or higher positions) The pro$ess o re$ruitment leads to sele$tion)

Promotion o the emplo"ees is also a %ind o emplo"ee

sele$tion) I the pro$ess o re$ruitment is wea% it is possi&le that

the re$ruited person ma" not ne$essaril" perorm his tas% well+

though this perorman$e issue $an &e sorted &" gi!ing ee$ti!e

training to the newl" =oined emplo"ee) 3ut in order or the

indi!idual not to lose his enthusiasm and get demoti!ated andalso or the organisation to sa!e time+ eort and minimiGe the

$ost+ ee$ti!e re$ruitment is essential) It is !er" $ru$ial or the

sele$tor to sele$t a $andidate who $an meet the =o& $riteria and

re'uirement o the $ompan"+ in whom the $ompan" $an see their

uture emplo"ees)

Thereore+ this pro$ess o sele$tion is !er" important otherwise

it ma" lead to waste o time and mone" spent on re$ruitment pro$ess as well as sele$tion pro$ess and training o the

emplo"ee+ loss o !alua&le resour$es+ a$$idents+ also a $han$e o

sele$ting a &etter emplo"ee+ et$) This means the re$ruitment

pro$ess is e'uall" important in order or a su$$essul

re$ruitment pro$ess) Otherwise it ma" &ring a&out hea!" loss or

the organisation) The 'ualit" and 'uantit" o emplo"ees should

not &e less than what the organisation re'uires otherwise humanresour$e s"stem will not &e ee$ti!e) The &asi$ moti!e o

sele$tion is to e'ualise emplo"ee with wor%) *or% $an &e o

dierent t"pe in en!ironments li%e ph"si$al+ so$ial or e$onomi$)

It is important to sele$t $andidates a$$ording to the wor% load

and time leHi&ilit" in toda"#s world as leHi&ilit" is the one o

the irst ma=or plus point seentested in the $andidates while

inter!iewing)

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The importan$e o re$ruitment is that the organisation will

re$ei!e man" responses rom $andidates &ut it is the

responsi&ilit" o human resour$e to sear$h or the right

$andidate suita&le or a parti$ular position) Also sta&ilit" in an"organisation is the &iggest issue) *hile inter!iewing an"

$andidate+ sta&ilit" $riteria must &e $he$%ed ma" &e through his

proile as in the num&er o $ompanies $hanged till date) Alwa"s

=o& anal"sis is essential to get $larit" in the =o& des$ription) Fo&

des$ription is used as a &ase or the human resour$e to $learl"

determine personal attri&utes and $andidate spe$ii$ation or the

=o& whi$h are written in the person spe$ii$ation) Thead!ertisement pla$ed or the =o& !a$an$" should mention the =o&

duties as well as the spe$ii$ation o the $andidate desires or

that position) Fo& des$ription &asi$all" in$ludes o the ollowing

mentioned inormation0-

Title and &a$%ground

Terms o $ontra$t

Compensation pa$%age

/uties o the position !a$ant and ad!ertising or

Pros# and $ons#

Training+ promotion and other $ontra$t details

?igilant re$ruitment is essential or an" organisation)

• A lot o $andidates are eHpe$ted to appl" or the !a$ant post

ad!ertised or)

•

There will &e dieren$e in the $andidate#s perorman$e)There is alwa"s a predi$ta&le a!erage sta" o the newl" hired

emplo"ee)

• A num&er o people $an &e re$ruited)

• 2aGards $onne$ted with the appointment

• The pro$ess o re$ruitment and sele$tion is $ostl")


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• It is tough to terminate the emplo"ees alread" hired in the

$ompan")

The organisation should internall" super!ise the re$ruitment

agen$ies hired so that onl" suita&le $andidates# appli$ations are

shortlisted) E!en i there an" limitation in the re$ruitment and

sele$tion pro$ess it $an &e sorted out &" gi!ing ee$ti!e training

to the newl" sele$ted emplo"ee so that it ma" ena&le them in

ta%ing right a$tion+ in$rease produ$ti!it" and ta%e appropriate

de$isions and satisies legislati!e re'uirements) Onl" i the

re$ruitment and sele$tion and indu$tion pro$ess is ee$ti!e+ the

organisation will ha!e the &est talented emplo"ees who $an

grow within the organisation and ulil the &usiness o&=e$ti!es o

the organisation) Thereore+ %e" to &usiness su$$ess is ee$ti!e

re$ruitment) It is important in order to &ring the right

indi!idual#s orward or an" and e!er" =o& re'uirement) The

pro$ess o sele$tion ena&les an emplo"er to assign the most

suita&le indi!idual or o$$upation or a parti$ular !a$an$")

Sele$tion is the emplo"ment o a $andidate who has the &est

mat$h to the !a$an$" he applied or)

Recr70'men' /rocess a' Coca Cola4

• Co$a $ola does not preer eHternal re$ruitment) Their &asi$

o$us is on internal re$ruitment)• The" maintain a talent sto$% or meeting internal hiring needs)

• The" onl" do eHternal hiring in $ase o $ertain re$ruitment)

• The" ore$ast their uture needs and $olle$t the data o

appli$ants in ad!an$e)

• The" ha!e an oer to drop resume or an" =o& at their we&site)

• The" $olle$t resumes at their e!er" territor" to ulill their

talent &an%+ the" !isit uni!ersities and $olleges)


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• Pre!iousl" the molten territor" !isit 31U and IU3 and $olle$t

the data) The" ta%e inter!iews o ;6 $andidates and sele$t

onl" ; appli$ants)

• Their ma=or o$us is on 'ualit" and their standards o re$ruitment are high) Last time their sele$tion standard was

J mar%s in masters)

• Their ma=or re$ruitment sour$e is E-Re$ruiting)

• The" are wor%ing on su$h t"pe o ad!ertisements whi$h are

a$$ording to the =o& des$ription and spe$ii$ation)

• Their re$ruitment ads are pu&lished &" their media department)

•Ad!ertisements and !a$an$ies &anners are &eing oered &"e!er" territor" is demanded)

In $ontinuation to re$ruitment+ sele$tion is ollowed along with whi$h

is the neHt ongoing pro$ess) Candidates to &e sele$ted needs to orgo

man" su$h steps &eore passing in the inal sele$tion in the $ompan")

C2APTER III REEARCH METHODOLOY

RESEARCH METHODOLOGY


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Resear$h $an &e deined as a s$ientii$ s"stemati$ sear$h or pertinent

inormation on a spe$ii$ topi$) Resear$h is a $areul in!estigation o en'uir"

espe$iall" through the sear$h or new a$ts in an" mew &ran$h o %nowledge) Insimple terms+ resear$h reers to sear$h or %nowledge) Resear$h $omprises

deining and redeining the pro&lems ormulating h"pothesis or suggested

solution $olle$ting+ organising and e!aluating data ma%ing dedu$tions and

rea$hing $on$lusions and at last $areull" testing the $on$lusion to determine

whether to it the ormulating h"pothesis)

In mundane lie+ human &eings ha!e to a$e man" teething trou&les i)e) So$ial+

E$onomi$al and :inan$ial) These pro&lems loo% or a$$epta&le and ee$ti!e

solutions and or this purpose+ resear$h is re'uired and methodolog" applied or

the solutions $an &e ound out)

REEARCH #LAN 4

Preliminar" in!estigation0-In whi$h data on the situation surrounding the

pro&lems shall &e gathered to arri!e at-

The $orre$t deinition o the pro&lem)

An understanding o its en!ironment)

E8/lora'or s'7


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/es$ripti!e Resear$h /esign 0-

It attempts to des$ri&e and eHplain $onditions o the present &" using

man" su&=e$ts D 'uestionnaire to ull" des$ri&e the phenomenon)

COLLECTION OF DATA4

SECON/AR> /ATA-

/ata was $olle$ted rom &oo%s+ magaGines and we& sites+ going through the

re$ords o the organisation+ et$) It is the data whi$h has &een $olle$ted &"

indi!idual or someone else or the purpose o other than those o our parti$ular

resear$h stud") Or in other words it $an &e said that se$ondar" data is the dataused pre!iousl" or the anal"sis and the results are underta%en or the neHt

pro$ess)

LIMITATION OF THE TUDY4

Re$ruitment pro$ess is !er" length" one)

It ta%es 'uite long time to re$ruit a person who will &e suita&le or the$ompan" or ma"&e not)

I the de$ision is wrongl" ta%en at times+ and then the $ompan" &ears loss as

well as wastage o time)

The $ompan" should use modern te$hni'ues or re$ruitment)

CHA#TER I"


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FINDIN

=

RECOMMENDATIONFINDIN41

Emplo"ees are re$ruited &" pa"ing &etter pa" pa$%ages)

Candidates emplo"ing in Co$a Cola needs to ha!e the master#s degree)

The $ommon methods oered &" Co$a Cola are $ampus pla$ements+

!a$an$" pu&li$it"+ emplo"ee reerral+ pri!ate $onsultants and wal% ins)

The wa" the !a$an$" is ad!ertised and $ompan" proile is mentioned

rele$ts the reputation o the $ompan")

Most o the emplo"ees in Co$a Cola Compan" are rationall" satisied

with their $ompan" and their re$ruitment and sele$tion pra$ti$es

pre!ailing in the $ompan")

Approa$h and philosophies ha!e &een used in order to understand the

$on$ept thoroughl" and widel")

The hiring pra$ti$e reerred as temp to perm# is the orm o =o& tr" outi)e) hiring someone through an agen$" irst to see i the indi!idual will

wor% out)

CHA#TER "


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CONCLUION

CONCLUION

This resear$h is prepared to understand the signii$an$e and mainl"

pro$ess o re$ruitment to o&ser!e whi$h $ase stud" o Co$a Cola India

was ta%en up) The reason &e$ause o whi$h emplo"ees want tolea!e their =o&+ wa" o attra$ting more $andidates+ its impa$t on

the outside world+ how re$ruitment and sele$tion pro$ess are

dependent or get ae$ted &" ea$h other et$) All these are

a$hie!ed &" thoroughl" e!aluating and anal"sing these $on$epts)

The re$ruitment pro$ess gi!es the irst impression o the

organisation to the $andidates appl"ing or inter!iew) In order to

ind a desira&le $andidate+ re$ruitment and sele$tion pro$ess is!er" essential or that and is the %e" a$tor or an" &usiness

su$$ess) E!er" organisation needs a department to dis$o!er the

talents and s%ills e!er" emplo"ee possesses+ or this the" need

re$ruiters and sele$tors who $an $oneren$e the $andidate and

ind out whether the $andidate is worth" or the desired post or

not) Thereore re$ruitment and sele$tion pro$ess is essential or

the smooth un$tioning o the organisation)

BIBLIORA#HY

5e9 s0'es 41

>>>.scr09


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BOO3 41

3. As>a'ha//a (%++@) H7man Reso7rce an< #ersonnel Mana6emen'

!ohn M. I;ance;0ch H7man Reso7rce Mana6emen'

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Siddharth Bhalla Amazon