Hamdard Institute of Management Sciences

Hamdard University
Human Resource Management

Training & Development of Employees

Term Report
Presented To: Sir S.A. Ghayas Presented By: AHMED KHAN BENISH HASSAN MBA DIR. II Dated: 28 November 2008.

ACKNOWLEDGEMENT
It is really pleasure and interesting for me to make this report. Through this report I have learned a lot about the training & development of employees and its impact on productivity and growth. First of all I would like to thank Almighty Allah who gives me the opportunity and Potential to make this report. I should also like to thank our teacher Sir.S.A.Ghayas who encouraged me and supported me to do our work with great zeal. I would like to think the following person.

Capt. Tariq (HR manager) Zahid Mahmood (RSM) Abdul malik (MDO) Sadruddin khan (Distributor)

With out help of these people I am unable to complete this reports T&D.

Coca-Cola Beverages Pakistan Limited (CCBPL) is manufacturing and marketing world's most popular brands in Pakistan. AUTHORISED CAPITAL: 4000000000 PAID UP CAPITAL: 3572986000 PAID UP CAPITAL SHARES: 357298600 Registered Office Address: D-51, ESTATE AVENUE, and S.I.T.E KARACHI. The success of The Coca Cola Company is a direct result of the passion for excellence of the people who work here. Every employee exhibits six core competencies that are essential to personal growth and the overall success of the organization. Driving Innovative Business Improvements Balancing Immediate and Long-Term Priorities Delivering Results Importing and Exporting Good Ideas Developing and Inspiring Others Living the Values Mission, Vision & Values Our mission, vision and values outline who we are, what we seek to achieve, and how we want to achieve it. They provide a clear direction for our Company and help ensure that we are all working toward the same goals. Our enduring Mission inspires everything we do: To Refresh the World...in body, mined, and spirit. To Inspire Moments of Optimism...through our brands and our actions. To achieve sustainable growth, we have established a Vision with clear goals: People: Being a great place to work where people are inspired to be the best they can be. Planet: Being a responsible global citizen that makes a difference. Portfolio: Bringing to the world a portfolio of beverage brands that anticipate and satisfy peoples' desires and needs. Partners: Nurturing a winning network of partners and building mutual loyalty. Profit: Maximizing return to shareowners while being mindful of our overall responsibilities.

We are guided by shared Values that we will live by as a company and as individuals: Leadership: "The courage to shape a better future" Passion: "Committed in heart and mind" Integrity: "Be real" Accountability: "If it is to be, it's up to me" Collaboration: "Leverage collective genius" Innovation: "Seek, imagine, create, delight"

Quality: "What we do, we do well.

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 short-term 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(r), and by enabling superior market execution globally and locally -- aligning and leveraging the power of our global network. Ultimately, unleashing the collective genius of our organization that will make sustainable growth a reality will propel this journey. We take this journey because it is in our very nature to innovate, create and excel. It is who we are. Benefits Statement The Coca-Cola Company values the health and well being of our employees and provides a variety of market-competitive benefits programs to address employees' benefits needs. Our total benefits package is highly regarded and is designed to meet employees' basic and life-changing benefits needs.

PLANING FOR TRAINING AND DEVELOPMENT

Prepare training budget for department (sales, manufacturing, transport, advertisement etc.) Hiring the highly expert instructor. (Posses good communication skills, patience, a desire to be a trainee, a sense of humor, good technical knowledge, having present personality) Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement. Analyze training needs to develop new training programs or modify and improve existing programs. Conduct or arrange for ongoing technical training and personal development classes for staff members. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. Interactive session involving various "presentations" including e-mail, voicemail, live phone conversations, one-on-one and small group/teams. Participants will demonstrate confidence of learning with a final presentation Conduct orientation sessions and arrange on-the-job training for new hires. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors. Train instructors and supervisors in techniques and skills for training and dealing with employees. Develop and organize training manuals, multimedia visual aids, and other educational materials. Develop testing and evaluation procedures. Review of the management of the human side of enterprise. Overview of the essential Federal and State laws, regulations and requirements (e.g., Leaves of Absence, ADA, Wage and Hour, etc.). Interactive experience completing forms, reviewing employee brochures, handling paperwork, file maintenance and procedures.

Stages of training
So where do you start? To develop an effective training program, follow these steps:

Begin with a new employee orientation that outlines expectations Train your staff members according to their job descriptions Find out what the employees dont know, and train to fill those particular gaps in their experience. This saves time and money, and shows you value the specific background of each employee

From there, build skills that exceed the job description:

Give them more responsibility to make decisions Ask them to train junior employees Provide incentives, such as professional training seminars. This will lead to greater motivation and a potential job promotion for your employee

This is the big picture view of how employee training benefits your company. It starts from day one, and becomes successive as your employees grow. Training motivates them to improve and builds self-confidence. Learning and upgrading employee skills makes business sense. Granted, it may take some time to see a return on your investment, but the long-term gains associated with employee training make a difference. The short-term expense of a training program ensures you keep qualified and productive workers who will help your company succeed. Thats an investment you can take to the bank.

Employee Orientation Program

Coca cola conduct a variety means for an effective orientation because an effective orientations means that the new employees is valuable for the company and company will take a great care for the employee's satisfaction and in return the employee will use his skills to bring more business for the company. An orientation for new employees has been developed to facilitate their transition into the organization, and ensure that they have a clear understanding of our Mission, Vision and Values. Three steps, in the Orientation process The orientation process has three stages:

A general orientation A departmental orientation, and A specific job orientation

Different parties conduct them. The General Orientation is usually managed by either the Training Department or the Human Resources Department, with the Departmental Orientation by the Department Head or first Assistant, while an experienced and trained employee can carry out the specific Job Orientation.

Orientation is a procedure for providing new employees with basic background information about the coca cola's business portfolio, company policies.

Other areas of orientation,

Management Company staff Health values Job safety rules Company code of conducts Working hours Working conditions Facilities for employees Medical facilities Meals facilities Sports facilities Clubs facilities. (Karachi club, Marriott club etc.)

The employee's first two days of employment are spent within a formal orientation process, designed to cover key elements of every CCBPL department, and other issues of importance that will assist the employee in their transition into the organization. Day 1 Meet assigned sponsor Overview of the CCBPL customer service philosophy, culture, Mission, Vision and Values; review of organizational structure and introduction to Performance Based budgeting and organizational training opportunities .Telephone and computer systems overview/training Benefits review and completion of new hire paperwork Initial Safety Awareness training Tour facilities and Departments: Human Resources Department Marketing department Building and Neighborhood Services Engineering and Transportation Department Finance and Information Technology Department Advertisement department DPG ( distribution center)

Day 2

Continue departmental tours with sponsor: Maintenance Services Department Community & Recreation Services Department Begin job-specific training at job site with supervisor

Aim of orientation
Employees feel at ease (open circle). Make sure that they had enough time to read the employee manual ahead of orientation time. Spend a good portion of the introduction time towards selfintroductions, spiced with open questions. Get them to know who Management is: have a big chart in the orientation/training room which depicts how the organization is set up, with photos of the management team next to their title. Get them acquainted with the operation: we providing another large chart in the room depicting the flow of work and communications regarding the organization; this flow include customers, suppliers and all parties affecting the organization contact. Encourage friendships among new employees: we are trying to create a team spirit among the existing group of newcomers - by the end of the day or the two days we will have created a group of employees at different levels and from different departments who will cooperate and enhance communications across the organization. Extend respect to them as human beings: we have lunch with them as a group Enable first hand contact with upper management: have different Executives come to welcome the group and assure them of management's commitment to help them succeed. Introduce each of the newcomers; dwell on their position,

Working as a Global Team

Our company is built around two core assets, its brand and its people. That's what makes working here so special. We believe that work is more than a place you go every day. It should be a place of exploration, creativity, professional growth and interpersonal relationships. It's about being inspired and motivated to achieve extraordinary things. We want our people to take pride in their work and in building brands others love. After all, it's the combined talents, skills, knowledge, experience and passion of our people that make us who we are. Our 90,500 associates around the world live and work in the markets we serve -- more than 86 percent of them outside the U.S. In this geographically diverse environment, we learn from each market and share those learning are quickly. As a result, our Company culture is ever more collaborative. From beverage concept and development to merchandising, our associates are sharing ideas across departments and markets in new ways. Consequently, our associates are increasingly enthusiastic about their work and inspired to turn plans into action. CCBPL team is also a part of our global working team and they are providing the best services to its customers. At CCBPL we run a range of training and development programmes. We provide leadership training for managers at all levels in the organisation, functional skill building courses and behavioural training programmes. In addition, many of our training programmes are internationally accepted. This gives people the added opportunity to network and learn from colleagues in other countries. Our training manager, by their actions, they offer a personal example, coaching and guiding all the people in an organization to think "beyond training" and invest efforts in people's:

Professional development Personal development

Types of training There are two types of training that we provide at CCBPL:

Induction training the initial training given to workers when they

commence employment. This training is of a generalised nature and may involve a workplace tour, conditions of employment, administration, organisational structure and function, emergency procedures and workplace amenities; and On-going training the training given to workers throughout their employment. This training should be relevant to the exposure the worker has to hazardous substances used in the workplace.

Leadership skills Our compressed training series - MILLENNIUM: Leadership Capsules for the 21st Century is a series of short training programs that draw a bridge between the skills of management and the language of leadership. Topics include coaching, mentoring, providing performance feedback, beginning and ending employment relationships, and compliance issues. We have top leaders from business world and they polishing their subordinates skills in many fields specially in marketing because the business of Coca-Cola depend on effective marketing For those leading organizations experiencing rapid changes, The New Workplace - Leading the Change is a powerful resource that explores the responsibilities managers and executives face in leading through change. Management skills For the newer manager or supervisor, we offer a comprehensive and creative series A Manager's Guide. Topics include interviewing, terminations, coaching, time management, conflict management, harassment prevention, and much more.

Communication skills
How should we communicate in a world where differences in perspective, experience, job function, culture, gender, age, and a myriad of other factors often lead to distrust, misunderstanding and reduced productivity? We can all benefit from learning the tools of dialogue - how to communicate across differences in a way that is both respectful and effective. Dialogue is how you communicate when you're having trouble communicating. Through a series of short dramatizations the unique Dialogue - Now You're Talking! Series explores the rules and techniques that distinguish a Dialogue from other forms of communication, such as debate or negotiation. The series examines how we can surface the often unspoken assumptions, in ourselves and in others, that can stand in the way of effective organizational communication. In so doing we build mutual trust and respect. The sales of Coca-Cola is highly depend on communication skills so we have a great attention on enhancing the communication skills of our sales team Customer service How do you provide great customer service when you and your customer don't speak the same language? What misunderstandings properly evaluating your customers needs and responding accordingly can avoid? In The 5 Values of GREAT Customer Service & Serving Diverse Populations we offer in-depth training resources for organizations that serve diverse populations. Outhouse training We can also offer out-of-house training, by sending employees to one-day seminars, college courses or workshops. Though they seem costly, these training opportunities can see as an employee perk, something to reward or inspire superb workers. This kind of training provides new skills, stimulates creative ideas and instills employee commitment, which is brought back to the workplace. Your staff members will more likely show initiative, and be motivated.

In house training
Training is not just for new employees. Continue to upgrade the skills of current employees, which will help them adjust to changes in their job requirements. A supervisor best offers such training. Research shows employees respond better to in-house train Periodic in-house training, done in a group setting, can teach communication, customer service, team building, and technical and safety skills. Doing this while employees are on the job reinforces learning, which they can be applied right away to their work.

TRAINING AND DEVELOPMENT IN COCA COLA

Coca cola believes that Recruiting and selecting high potential employees doesn't guarantee they will perform effectively effective performance, Organizations can buy skills through hiring, or they can develop skills through training and development (T&D) activities. Training and development systems that advance and sustain the organization's competitive position in its market. Traditionally, T&D systems were relegated to narrowly defined support roles, where individuals were trained around current job-based deficiencies or predicted knowledge and skill needs. A few exemplary organizations, however, view a workforce with superior skills as a primary source of sustainable competitive advantage and coca cola are one of them which believes that without developing the human skills the success can not be achieved. In coca cola, T&D becomes the critical means for creating readiness and flexibility for change across all organizational levels, and there are strong linkages between all facets of the T&D system and the strategic leadership and planning processes of the business. Readiness and flexibility are achieved largely through supervisory, management, and executive training, as these individuals set the boundaries for modification and continuous improvement of existing organizational practices. Coca cola invest billions of

dollars in the T&D projects, which are, carry out in coca cola across the globe. T&D increase productivity and performance of individual. Training is not expense it is a source of profit. These disproportionate expenditures are made because of the presumed market returns on the investment in employee development and learning. The process of the transfer of training has a great impact on job productivity, effectiveness and satisfaction. Studies focusing specifically on the role of managers in the process have, however, been limited in number. The general aim of this study is to determine the impact of T&D on attitude, productivity, effectiveness and satisfaction in the process of the transfer of knowledge, skill and attitude to be acquired through a training programmed into the workplace. in this report I focused on the coca cola's T&D system, they ways to train the employee, trainer's ability and orientation of new employees. The study involves a group of sales representatives participating in the Basic Sales Training Program for Sales Representatives and their supervisors in the Coca-Cola. Review training program

The overall training program, including induction and ongoing training should be reviewed to ensure the topics and competencies required are applicable to the work being carried out by the person being trained:

At least once a year; or Each time there is a change in: o Information provided on an MSDS; o Any hazard information available; o A work practice; o A control measure; and Each time a worker is assigned to: o A new task; or o A new work area.