Project

Report on
Coca-Cola
Companys
Job
Analysis
BY
HIJAB RIAZ
R#47
HUMAIRA LIAQAT R#47
To:
Miss Qurat ul ain
 CONTENTS
EXECUTIVE SUMMARY
- PAGE 2

INTRODUCTION
- PAGE 3

COMPANY PROFILE
- PAGE 4-6

Job Analysis
- PAGE 7

Job analysis of HR manager

- PAGE 7-15

Job analysis of Marketing manager

- PAGE 16-23

Page 1
 EXECUTIVE
SUMMARY
This report has been prepared with a specific purpose in mind. The report
contains a brief introduction of Coca Cola Company.

The main objective of this project report is to analyse the job of a

MARKETING MANAGER & HR MANAGER in COCA-COLA COMPANY.
The job analysis project was conducted in order to identify the tasks,
knowledge, skills, abilities and other characteristics (KSAOs) that are essential
in successfully performing on these jobs. The information gathered from
interviews and observation was combined to develop relevant task and KSAOs
statements. The KSAO statements that exceeded the designated cut offs were
then linked to the accepted task statements to affirm their validity. This
information was then used to create a job description for the job of marketing
manager & HR manager.

The brief job description and job specifications has been written for both jobs.
For the purpose of recruitment and selection the selection tools are also
mentioned. A behavioural interview questions and situational interview
questions are made to assess the key KSAOs based on the identified statements.
The resulting data was then aggregated to create a combined average score for
each statement.

Page 2
 INTRODUCTION
INTRODUCTION TO COCA-COLA
Coca-Cola, the product that has given the world its best-known taste was born in Atlanta,
Georgia, on May 8, 1886. Coca-Cola Company is the worlds leading manufacturer, marketer
and distributor of non-alcoholic beverage concentrates and syrups, used to produce nearly
400 beverage brands. It sells beverage concentrates and syrups to bottling and canning
operators, distributors, fountain retailers and fountain wholesalers. The Companys beverage
products comprise of bottled and canned soft drinks as well as concentrates, syrups and not-
ready-to-drink powder products. In addition to this, it also produces and markets sports
drinks, tea and coffee. The Coca- Cola Company began building its global network in the
1920s. Now operating in more than 200 countries and producing nearly 400 brands, the Coca-
Cola system has successfully applied a simple formula on a global scale: Provide a moment
of refreshment for a small amount of money- a billion times a day.

The Coca-Cola Company and its network of bottlers comprise the most sophisticated and
pervasive production and distribution system in the world. More than anything, that system is
dedicated to people working long and hard to sell the products manufactured by the
Company. This unique worldwide system has made The Coca-Cola Company the worlds
premier soft-drink enterprise. From Boston to Beijing, from Montreal to Moscow, Coca-Cola,
more than any other consumer product, has brought pleasure to thirsty consumers around the
globe. For more than 115 years, Coca-Cola has created a special moment of pleasure for
hundreds of millions of people every day.
The Company aims at increasing shareowner value over time. It accomplishes this by
working with its business partners to deliver satisfaction and value to consumers through a

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worldwide system of superior brands and services, thus increasing brand equity on a global
basis. They aim at managing their business well with people who are strongly committed to
the Company values and culture and providing an appropriately controlled environment, to
meet business goals and objectives. The associates of this Company jointly take
responsibility to ensure compliance with the framework of policies and protect the
Companys assets and resources whilst limiting business risks.

COMPANY PROFILE

MISSION:

Our Roadmap starts with our mission, which is enduring. It declares our purpose as a
company and serves as the standard against which we weigh our actions and decisions.

To refresh the world...

To inspire moments of optimism and happiness...
To create value and make a difference.

VISION:
Our vision serves as the framework for our Roadmap and guides every aspect of our
business by describing what we need to accomplish in order to continue achieving
sustainable, quality growth.
People: Be a great place to work where people are inspired to be the best they can

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 be.
Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate
and satisfy people's desires and needs.
Partners: Nurture a winning network of customers and suppliers, together we create
mutual, enduring value.
Planet: Be a responsible citizen that makes a difference by helping build and
support sustainable communities.
Profit: Maximize long-term return to shareowners while being mindful of our
overall responsibilities.
Productivity: Be a highly effective, lean and fast-moving organization.
WINNING CULTURE:
Our Winning Culture defines the attitudes and behaviours that will be required of us to
make our 2020 Vision a reality.

LIVE OUR VALUES:

Our values serve as a compass for our 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.
Diversity: As inclusive as our brands.
Quality: What we do, we do well.

BE THE BRAND:

Inspire creativity, passion, optimism and fun.

PRODUCTS OF COCA-COLA:

COCA-COLA.

LIMCA.

THUMS UP:-

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 SPRITE:-

FANTA:-

MINUTE MAID PULPY ORANGE:-

MAAZA:-

KINLEY:-

GEORGIA GOLD COFFEE:-

SWOT ANALYSIS OF COCA-COLA

Page 6
 in 3 segments.
Robust revenue growth
operations. WEAKNESS
Large scale of Negative Publicity.
Decline in cash from
World's leading brand.
STRENGTHES Operating Activities.
SWOTSluggish Performance .
OPPORTUNITIESANALYS in North America.
IS
Acquisitions. Carbonated beverages.
Growing bottled water Sluggish growth of
market. Patners.
Growing Hispanic Dependence on bottling
Population in U.S. Intense Competition.
THREATS

Fig 2.1 SWOT ANALYSIS OF COCA-COLA

Coca Cola is a multinational company that deals with manufacturing and distribution
of carbonated non-alcoholic drinks. The company originates in the US and distributes
its products in over 100 countries around the globe (The Coca Cola Company, 2012).
Coca Cola distributes popular brand of carbonated drinks including; Coke; Fanta and
Sprite. Job analysis is a vital function in Coca Colas HRM functions.

Job Analysis In Coke:

For the purpose of job analysis, we interview the incumbents and supervisors and observe
the workers performing their jobs in the organisation. We also gathered the background
information such as duty statements or classification specifications.

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Job analysis of HR manager:

Job title: HR manager

Job position: management
Summary;
The Human Resources Manager guides and manages the overall provision of Human
Resources services, policies, and programs for a company within a small to mid-sized
company, or a portion of the Human Resources function within a large company. The major
areas the Human Resources

Essential Duties and Responsibilities:

Analyses wage and salary reports and data to determine competitive compensation
plan.
Writes directives advising department managers of Company policy regarding equal
employment opportunities, compensation, and employee benefits.
Consults legal counsel to ensure that policies comply with federal and state law.
Develops and maintains a human resources system that meets top management
information needs.
Oversees the analysis, maintenance, and communication of records required by law
or local governing bodies, or other departments in the organization.
Identifies legal requirements and government reporting regulations affecting human
resources functions and ensures policies, procedures, and reporting are in
compliance. Studies legislation, arbitration decisions, and collective bargaining
contracts to assess industry trends.
Writes and delivers presentations to corporate officers or government officials
regarding human resources policies and practices.
Recruits, interviews, tests, and selects employees to fill vacant positions.
Plans and conducts new employee orientation to foster positive attitude toward
Company goals.
Keeps records of benefits plans participation such as insurance and pension plan,
personnel transactions such as hires, promotions, transfers, performance reviews, and
terminations, and employee statistics for government reporting.
Coordinates management training in interviewing, hiring, terminations, promotions,
performance review, safety, and sexual harassment.
Advises management in appropriate resolution of employee relations issues.
Responds to inquiries regarding policies, procedures, and programs.
Administers performance review program to ensure effectiveness, compliance, and
equity within organization. Administers salary administration program to ensure
compliance and equity within organization.
Administers benefits programs such as life, health, and dental insurance, pension
plans, vacation, sick leave, leave of absence, and employee assistance.
Investigates accidents and prepares reports for insurance carrier. Coordinates Safety

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 Committee meetings and acts as Safety Director.
Conducts wage surveys within labour market to determine competitive wage rate.
Prepares budget of human resources operations.
Prepares employee separation notices and related documentation, and conducts exit
interviews to determine reasons behind separations.
Prepares reports and recommends procedures to reduce absenteeism and turnover.
Represents organization at personnel-related hearings and investigations.
Contracts with outside suppliers to provide employee services, such as temporary
employees, search firms, or relocation services.

Job Specifications

Knowledge:

Knowledge and experience in employment law, compensation, organizational

planning, recruitment, organization development, employee relations,
safety, employee engagement, and employee development.

General knowledge of various employment laws and practices and experience

working with a corporate employment law attorney.

Skills:

Better than average written and spoken communication skills

Outstanding interpersonal relationship building and employee coaching skills.

Excellent computer skills in a Microsoft Windows environment. Must include

knowledge of Excel and skills in Human Resources Information Systems (HRIS).

Excellent organizational management skills.

Ability:

Demonstrated ability to lead and develop HR department staff members.

Demonstrated ability to serve as a knowledgeable resource to the executive

management team that provides overall company leadership and direction.

Evidence of the ability to practice and coach organization managers in the practice
of a high level of confidentiality

Experience:

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 Experience in the administration of benefits and compensation programs and other
Human Resources recognition and engagement programs and processes.

A minimum of seven years of progressive leadership experience in Human

Resources positions.

Specialized training in employment law, compensation, organizational planning,

organization development, employee relations, safety, training, and preventive
labour relations, preferred.

Education:

Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or

Organization Development.

Active affiliation with appropriate Human Resources networks and organizations

and ongoing community involvement, preferred.

Possess ongoing affiliations with leaders in successful companies and organizations

that practice effective Human Resources Management.

Physical Demands of the Human Resources Manager Job:

These physical demands are representative of the physical requirements necessary for an
employee to successfully perform the essential functions of the Human Resources
Manager's job. Reasonable accommodation can be made to enable people with disabilities
to perform the described essential functions of the Human Resources Manager's job.

While performing the responsibilities of the Human Resources Manager's job, the employee
is required to talk and hear.

The employee is often required to sit and use his or her hands and fingers, to handle or feel.
The employee is occasionally required to stand, walk, reach with arms and hands, climb or
balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include
close vision.

Work Environment for the Human Resource Manager:

While performing the responsibilities of the Human Resources Manager's job, these work
environment characteristics are representative of the environment the Human Resources
Manager will encounter. Reasonable accommodations may be made to enable people with
disabilities to perform the essential functions of the Human Resources Manager's job.

While performing the duties of this job, the employee is occasionally exposed to moving

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mechanical parts and vehicles. The noise level in the work environment is usually quiet to
moderate.

Career opportunity

Human Resources Manager

Coca cola Pakistan limited is seeking a Human Resources Manager who can develop
effective relationships with line managers and provide a professional HR service to the
business.

Responsibilities include:

Performance management deliver performance management programs that drive a

high performance culture.

Recruitment and selection direct and manage the recruitment and selection
process, and train line managers in interviewing and assessment procedures.

Learning and development implement and monitor effectiveness of training

programs.

Human resources policy develop, implement and maintain human resources

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 policies across the organisation, including training programs to educate and promote
awareness of regulatory compliance.

Reporting and management of human resources metrics produce reports on key

metrics, including remuneration and benefits, absenteeism and turnover.

Leadership mentor direct reports and provide coaching to help them reach their
potential.

Candidates need:

A tertiary qualification in human resources management or business management

and extensive knowledge of and experience within an HR environment.

A demonstrated track record in developing and implementing strategic business and

HR objectives within a complex, multi-business organisation

Superior interpersonal, coaching, communication, negotiation and consultative skills

at all levels.

Ability to engage with and win the respect of leaders to successfully influence them
on key change initiatives.

Demonstrated commitment to health, safety and environmental policies and

procedures, including development and training of staff in these areas.

To apply for this exciting and rewarding opportunity, please forward your resume to
ABC@ccbl.pk.com

Selection tools

Screening

Preliminary screening of employment applications and resumes is the first selection tool to
determine whether an applicant meets the requisite qualifications for a job. A cursory review
of application materials reveals whether applicants meet the basic criteria or if they've
adhered to the application instructions. For example, if applicants were instructed to include
salary history in a cover letter, applications without the required information would be
eliminated during the first round of screening.

Telephone Interview

After screening conduct telephone interviews as a second-round selection tool. Telephone

interviews are a cost-effective, productive use of a recruiter's time in deciding which
applicants will become viable candidates. This is a two-part selection tool. The first
question a recruiter asks is whether the applicant is still interested in the position. If the

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answer is "no," that's the final selection tool and the recruiter eliminates her from the
applicant pool. The second part of this selection tool is the actual interview wherein the
recruiters asks basic questions about work history and experience.

HR Director Interview:

Applicants who perform well during a telephone interview move to the next selection tool, a
face-to-face interview with the HR director. Technically speaking, the applicant becomes a
candidate at this stage in the process because the recruiter has narrowed the field down to
applicants who possess the job knowledge, experience and qualifications. The point of an
interview with the hiring manager is to determine which candidate is best suited for the job
based on qualifications and how he fits into the workplace culture. Expected questions for
individual for a post of hr manager

Question: What personal characteristics make you a good HR manager?

Question: What have your hiring strategies been? How do you find talented people
for the company?

Question: Why is employee training important to an organization?

Question: What can you tell me about motivation?

Question: How do you collaborate with other company departments in your role as
HR manager and why?

Background Check

Background checks generally are conducted after the HR director selects a final candidate.
When the company extends the initial job offer, the recruiter explains that the offer is
conditioned upon successful results from the background investigation. The depth to which
a background investigation probes a candidate's history depends on the job.

Skills Assessment

The tests could range from computer proficiency in one specific area to a battery of tests to
measure overall administrative skills. Executive employees also may be subject to tests that
gauge their judgment and personality.

Personality tests;

The personality test typically measures individual attitude towards and ability to work with
stakeholders, your project/task management style, your behaviour style towards other
people such as co-workers and managers, your ability to cope with stress in the workplace,
your decision-making style, your level of creative thinking/acceptance of change, and more.

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Personality question example

Lets look at the following example, which assists employers to interpret individuals ability
to work well with others.

I would prefer to spend an evening:

A. at home with a quiet hobby

B. at a party

Numerical reasoning test

The numerical reasoning test is designed to measure not so much your mathematical ability
but more your ability to quickly and accurately analyse numerical data, interpret graphic
data, identify critical issues, and logically draw conclusions from numerical data. The
following are the types of numerical reasoning questions that you are likely to encounter in
the test:

Graphs and tables interpretation

Percentage problems

Financial reports interpretation

Ratio problems

Currency conversion problems

Verbal reasoning test

The verbal reasoning test is designed to measure individual oral and written verbal skills. It
measures individual ability to quickly understand and efficiently convey work-related
concepts and information, quickly sieve through extensive amounts of work-related written
data to identify critical issues, and logically draw conclusions.

The abstract reasoning

This test is designed to measure individual conceptual reasoning skills. Conceptual

reasoning is also referred to as lateral thinking or fluid intelligence. It measures individual
ability to quickly learn new information, identify patterns in data, integrate complex
information, and apply it to solve work-related problems. The tasks in an abstract reasoning
test question can be:

1. Decide which the next shape in the series is.

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 2. Identify the shape that should replace the missing one.

HR manager are senior executives and have a say in the formation of strategic goals. They
establish operations and policies while sitting on the steering wheel of organizational
development.

Usually, HR manager have several years of experience. If your company operates in a

unionized environment, looking for relative experience may be a good idea. During an
interview, they should be able to discuss how they developed complex HR strategies and
programs. They should also demonstrate a thorough understanding of employment laws and
corporate ethics.

HR Directors typically have a supervisory role so dedicate some time to discover their
leaderships skills. Ask about their experiences and assess their decision-making and critical
thinking aptitude. Make a point to ask about how their actions impacted the organizations
they were previously employed in.

Operational and Situational questions

Whats your experience with HR software?

What do you know about EEO laws/FMLA/etc.?

What KPIs do you use to measure the effectiveness of the HR function?

If you have to use three words to describe the role of an HR Director in a

company, what would those be? Why?

How do the companys HR needs influence strategic planning?

What do you do to ensure the HR departments objectives are aligned with

strategic goals?

What is company culture to you? How would you maintain it as the company
grows?

What can HR do to influence the company culture?

What steps would you take to ensure diversity in the organization?

How do you stay current and ensure compliance with employment laws?

What is your role in assisting other departments in improving their people

practices and adhering to policies?

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 Lets assume you encounter a problem but there are no official guidelines for
solving it. What is your course of action?

If one of the managers under your supervision made a serious mistake, what
would you do?

Imagine one of the stakeholders is asking you to implement a policy while you
think it will not benefit the company in the long run. How do you handle this?

Behavioural questions

Describe a time you developed a new policy. What did you do to make it work
successfully?

Tell me about a time when you implemented an HR initiative, policy or program

that didnt stick. What should you have done differently to avoid that?

Tell me about a time you were successful in driving positive change.

Describe a time when a manager came to you with a problem they couldnt
solve. What did you do?

Tell me about a time you had foreseen a problem with employees/union/vendors.

How did you prevent it from escalating?

What actions did you take to shape organizational culture in your past role?

What do you think was your most important contribution to the workplace in
your previous job?

Describe me a situation where you had serious challenges and road-blocks in

doing your job efficiently. What did you do about them?

Tell me about a situation where you had to disagree with your superiors. How
did you approach this and what happened?

Job analysis of Marketing Manager:

The marketing manager manages the day to day marketing activities of the organisation and
long term marketing strategy for the company.

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JOB DESCRIPTION:

Organisation name: coca cola beverages

Job title: marketing manager

Reports to: regional headquarters/ regional manager

Supervises: all the operations of marketing department

Duties of the Marketing Manager include:

Managing all marketing for the company and activities within the marketing
department.

Developing the marketing strategy for the company in line with company objectives.

Co-ordinating marketing campaigns with sales activities.

Overseeing the companys marketing budget.

Creation and publication of all marketing material in line with marketing plans.

Planning and implementing promotional campaigns.

Manage and improve lead generation campaigns, measuring results.

Overall responsibility for brand management and corporate identity

Preparing online and print marketing campaigns.

Monitor and report on effectiveness of marketing communications.

Creating a wide range of different marketing materials.

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 Working closely with design agencies and assisting with new product launches.

Maintain effective internal communications to ensure that all relevant company

functions are kept informed of marketing objectives.

Analysing potential strategic partner relationships for company marketing.

JOB SPECIFICATION:

Education:

Bachelor degree in Marketing.

Qualified chartered marketer.

Skills:

Strong analytical and project management skills.

Confident and dynamic personality.

Strong creative outlook.

Excellent communication skills

Budget-management skills and proficiency

Analytical skills to forecast and identify trends and challenges

Knowledge:

Intimate understanding of traditional and emerging marketing channels.

Professional judgment and discretion that comes from years of experience in the
field

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Abilities:

Ability to think creatively and innovatively

Familiarity with the latest trends, technologies and methodologies in graphic design,
web design, production, etc.

Job Evaluation:

Marketing manager is a very important designation to the organisation. A marketing

manager is a very much skilled and experienced worker who is much aware of the
organisational goals and objectives and coordinates those goals and objectives to the
employees working in his/her supervision. The salary range for a marketnjing manager
should be from 60,000 to 80,000

Marketing Managers working conditions:

Marketing managers will work in corporate environments as part of a larger marketing,

creative, communications or digital team.

As part of an organization, he/she will play a critical role in aligning his/her creative
direction with the companys strategic goals.

Hell be a senior-level marketer at one of the highest rungs of the corporate latter. A lot of
people will be looking up to him his brand managers, copywriters, graphic designers,
creative directors and others. He/she will need to inspire his/her teams in order to inspire
great results. To that end, he/she need to be hands-on, collaborative and prepared to guide
his/her teams to success. At the same time, the sales and operations people in his
organization will hold his accountable for results.

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 Career opportunity

Marketing Manager:

Coca cola Pakistan limited is seeking a Human Resources Manager who can develop
effective relationships with line managers as well as customers and provide a professional
Marketing service to the business.

Requirements:

Were looking for a well-rounded marketer who has experience of developing full
marketing strategies and implementing them.
Who has the ability to provide solutions, not questions and propose these in an
effective way to management.
He/She will be expected to be an expert in the field and provide credible solutions.
Hell need to be as happy with off-line as he is with digital projects, and to be
prepared for lots of content development and social media, at least in the early
stages, and hell be familiar with WordPress based websites.
Ideally hell have had some experience in recruiting and managing a small team, and
events industry experience would be hugely advantageous, but certainly not a pre-
requisite.
Finally, hell need to be happy working in a really fast-paced environment where
things can change at a moments notice.

This is a really rare opportunity to work with an organisation to develop a role which will
suit the business and you, in an incredibly fun filled atmosphere. You will be working with
some really high-profile events, and will have the opportunity to enjoy some of them as well
as marketing them! This is a really social company where staff are regularly rewarded with
treats both internationally and domestically in recognition of the work that they do. Salary is
between 30,000 and 35,000 + pension and profit share (after qualifying period). Dont
miss the opportunity!

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Apply for role:

If you'd like to apply for this job you can apply via Linked In .

You can also email your resume at ABC@ccbl.pk.com.

Recruitment and selection:

Specifically, job analysis in Coca Cola Company is used to inform hiring; training;
compensation; performance appraisal, and promotion decisions (The Coca Cola Company,
2012). In terms of hiring, Coca Cola Company conducts job analysis in order to determine
the amount of the level of education qualification that a person occupying a given position
should have. In terms of training, job analysis helps the firm to identify training needs and
design programs that address these needs.

SELECTION CRITERIA FOR A Marketing MANAGER:

FORMAL EDUCATION:

Earned degree in Marketing (BBA, min)

MANAGERIAL EXPERIENCE:

Previous experience as marketing Manager (2 yrs, min)

TECHNICAL COMPUTER SKILLS:

Knowledge of spreadsheets, web page design, and desk top publishing (Excel,
Dreamweaver, PageMaker)

EVIDENCE OF SUCCESS AS A SALES SUPERVISOR:

Evidence of ability to positively motivate sales representatives (Customer

satisfaction, territorial sales growth, low salesman turnover, etc)

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ON-THE-ROAD WORKING CONDITIONS:

Lots of travel, tolerant of week-long trips, away from home ~200 days/yr)

Selection Tools:

Our selection tools and profiles use science and advanced statistical methods to help us with
our selection, training, and development decisions. We use these tools to accurately predict
performance and retention while dramatically increasing results and candidate flow.

KSA-Based Assessments:

Cognitive ability tests

Job knowledge tests

Personality rests

Biographical data

Integrity tests

Structured interviews

Physical fitness tests

Task-Based Assessments:

Situation judgment test

Work sample tests

Assessment centres

Physical ability tests

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Situational interview questions:

1. How long did you work at your last job?

2. How long have you worked in the industry?

4 What technologies have you used to reach your clients?

5. Have you ever managed employees before?

6. Have you ever been fired from a previous position?

7. What has been your most successful campaign in the past?

8. Tell me about a successful marketing campaign you recently worked on. What was your
contribution?

9.Tell me about a marketing campaign that did not work as well as expected? What went
wrong?

10.Give me an example of a brand strategy/marketing plan that you consider to have been
very successful

11.What marketing strategies do you prefer to use?

12.Why are you interested in marketing our product/service?

Behavioural interview questions:

1. Tell me about how you handled a situation where you had to work with a difficult
colleague.

2. Describe a time where you made a major mistake and had to think on your feet to come

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up with a solution.

3. Tell me about a past situation where you had to juggle multiple projects with competing
deadlines.

4. Tell me about a time you were able to change a customer's mind when they told you "No"

5. Describe a situation at a past job where you had to take initiative.

6. Tell me about a time when you received criticism and how you reacted to it.

7. Share with me a past situation where you had to work with colleagues or team members
who were very different from you.

8. Tell me about the project youre proudest of from your past work history.

9.Give me an example of how you used your creativity and resourcefulness to meet a
difficult marketing challenge

10.Tell me about a recent situation when you had to meet a very tight deadline

11.Why do you want to work in marketing?

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