INTRODUCTION

Coca-Cola is

a carbonated soft

drink.

It

is

produced

by The

Coca-Cola

Company of Atlanta, Georgia, and is often referred to simply as Coke (a registered trademark
of The Coca-Cola Company in the United States since March 27, 1944). Originally intended
as a patent medicine when it was invented in the late 19th century by John Pemberton, CocaCola was bought out by businessman Asa Griggs Candler, whose marketing tactics led Coke
to its dominance of the world soft-drink market throughout the 20th century. The name refers
to two of its original ingredients: kola nuts, a source of caffeine, and coca leaves. The
current formula of Coca-Cola remains a trade secret, although a variety of reported recipes
and experimental recreations have been published.
The company produces concentrate, which is then sold to licensed Coca-Cola bottlers
throughout the world. The bottlers, who hold territorially exclusive contracts with the
company, produce finished product in cans and bottles from the concentrate in combination
with filtered water and sweeteners. The bottlers then sell, distribute and merchandise CocaCola to retail stores, restaurants and vending machines. The Coca-Cola Company also sells
concentrate for soda fountains to major restaurants and food service distributors.

The Coca-Cola Company has, on occasion, introduced other cola drinks under the Coke
brand name. The most common of these is Diet Coke, with others including Caffeine-Free
Coca-Cola, Diet Coke Caffeine-Free, Coca-Cola Cherry, Coca-Cola Zero, Coca-Cola Vanilla,
and special versions with lemon, lime, or coffee. In 2013, Coke products could be found in
over 200 countries worldwide, with consumers downing more than 1.8 billion company
beverage servings each day.
Based on Interbrand's best global brand study of 2011, Coca-Cola was the world's most
valuable brand. The company's marketing strategies for a high-sugar drink, especially its
targeting of children, remain controversial.

CONCEPTUAL FRAMEWORK

The world is changing all around us. To continue to thrive as a business over the next ten years and
beyond, we must look ahead, understand the trends and forces that will shape our business in the
future and move swiftly to prepare for what's to come. We must get ready for tomorrow today. That's
what our 2020 Vision is all about. It creates a long-term destination for our business and provides us
with a "Roadmap" for winning together with our bottling partners.

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 be.
3

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.

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

BELIEFS:
FOCUS ON THE MARKET

Focus on needs of our consumers, customers and franchise partners

Get out into the market and listen, observe and learn

Possess a world view

Focus on execution in the marketplace every day

Be insatiably curious

WORK SMART

Act with urgency

Remain responsive to change

Have the courage to change course when needed

Remain constructively discontent

Work efficiently

ACT LIKE OWNERS

Be accountable for our actions and inactions

Steward system assets and focus on building value

Reward our people for taking risks and finding better ways to solve problems

Learn from our outcomes -- what worked and what didnt

HISTORY

19th Century Historical Origins

In May, 1886, Coca Cola was invented by Doctor John Pemberton a pharmacist from Atlanta,
Georgia. John Pemberton concocted the Coca Cola formula in a three legged brass kettle in
his backyard. The name was a suggestion given by John Pemberton's bookkeeper Frank
Robinson.
Being a bookkeeper, Frank Robinson also had excellent penmanship. It was he who first
scripted "Coca Cola" into the flowing letters which has become the famous logo of today.
The soft drink was first sold to the public at the soda fountain in Jacob's Pharmacy in Atlanta
on May 8, 1886.
About nine servings of the soft drink were sold each day. Sales for that first year added up to
a total of about $50. The funny thing was that it cost John Pemberton over $70 in expanses,
so the first year of sales were a loss.
In 1887, another Atlanta pharmacist and businessman, Asa Candler bought the formula for
Coca Cola from inventor John Pemberton for $2,300. By the late 1890s, Coca Cola was one
of America's most popular fountain drinks, largely due to Candler's aggressive marketing of
the product. With Asa Candler, now at the helm, the Coca Cola Company increased syrup
sales by over 4000% between 1890 and 1900.
Advertising was an important factor in John Pemberton and Asa Candler's success and by the
turn of the century, the drink was sold across the United States and Canada. Around the same
time, the company began selling syrup to independent bottling companies licensed to sell the
drink.

On September 12, 1919, Coca-Cola Co. was purchased by a group of investors for $25
million and reincorporated. The company publicly offered 500,000 shares of the company for
$40 a share.
In 1986, The Coca-Cola Company merged with two of their bottling operators (owned by
JTL Corporation and BCI Holding Corporation) to form Coca-Cola Enterprises Inc. (CCE).
7

In December 1991, Coca-Cola Enterprises merged with the Johnston Coca-Cola Bottling
Group, Inc

20th Century
The first outdoor wall advertisement that promoted the Coca-Cola drink was painted in 1894
in Cartersville, Georgia. Cola syrup was sold as an over-the-counter dietary supplement for
upset stomach. By the time of its 50th anniversary, the soft drink had reached the status of a
national icon in the USA.
In 1935, it was certified kosher by Atlanta Rabbi Tobias Geffen, after the company made
minor changes in the sourcing of some ingredients. On July 12, 1944, the one-billionth gallon
of Coca-Cola syrup was manufactured by The Coca-Cola Company. Cans of Coke first
appeared in 1955.

21st Century
On July 5, 2005, it was revealed that Coca-Cola would resume operations in Iraq for the first
time since the Arab League boycotted the company in 1968.

In April 2007, in Canada, the name "Coca-Cola Classic" was changed back to "Coca-Cola".
The word "Classic" was removed because "New Coke" was no longer in production,
eliminating the need to differentiate between the two. The formula remained unchanged. In
January 2009, Coca-Cola stopped printing the word "Classic" on the labels of 16-US-fluidounce (470 ml) bottles sold in parts of the South-Eastern United States. The word "Classic"
was removed from all Coca-Cola products by 2011.

Coca-Cola introduced the 7.5-ounce mini-can in 2009, and on September 22, 2011, the
company announced price reductions, asking retailers to sell eight-packs for $2.99. That same
day, Coca-Cola announced the 12.5-ounce bottle, to sell for 89 cents.
In 2012, Coca-Cola resumed business in Myanmar after 60 years of absence due to U.S.imposed investment sanctions against the country. Coca-Cola's bottling plant will be located
in Yangon and is part of the company's five-year plan and $200 million investment
in Myanmar. Coca-Cola with its partners is to invest USD 5 billion in its operations in India
by 2020. In 2013, it was announced that Coca-Cola Life would be introduced
in Argentina that would contain stevia and sugar.
In August 2014 the company announced it was forming a long-term partnership with Monster
Beverage, with the two forging a strategic marketing and distribution alliance, and product
line swap. As part of the deal Coca-Cola was to acquire a 16.7% stake in Monster for $2.15
billion, with an option to increase it to 25%.

Human Resource Management is the process of recruitment, selection of employee,

providing proper orientation and induction, providing proper training and the developing
skills, assessment of employee (performance of appraisal), providing proper compensation
and benefits, motivating, maintaining proper relations with labour and with trade unions,
maintaining employees safety, welfare and health by complying with labour laws of concern
state or country.

Human: refer to the skilled workforce in the organisation.

Resource: refer to limited availability or scarce.
Management: refer to maximise or proper utilisation and make best use of limited and a
scarce resource.

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TRAINING AND DEVELOPMENT

It is a subsystem of an organization. It ensures that randomness is reduced and learning or

behavioural change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT
Traditional Approach Most of the organizations before never used to believe in training.
They were holding the traditional view that managers are born and not made. There were also
some views that training is a very costly affair and not worth. Organizations used to believe
more in executive pinching. But now the scenario seems to be changing.
The modern approach of training and development is that Indian Organizations have
realized the importance of corporate training. Training is now considered as more of retention
tool than a cost. The training system in Indian Industry has been changed to create a smarter
workforce and yield the best result.

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TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability
of a skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.
Individual Objectives help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives assist the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives maintain the departments contribution at a level suitable to the
organizations needs.
Societal Objectives ensure that an organization is ethically and socially responsible to the
needs and challenges of the society.

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TRAINING PROCESS

HRM at Coca-Cola focuses on acquiring and retaining highly skilled employees to maintain
its position in the market. Employees are treated as assets and any condition or procedure that
enhances unity and performance are highly valued. The company invested in ensuring job
security to it workers by providing them with the necessary training.
Coca-Cola Company has established a university (Coca-Cola University) which provides
various courses to company employees. The courses are provided through classroom, field
training and e-learning to develop employees personally and professionally. The learning
curriculum in the university emphasizes on marketing, ethics, leadership, diversity,
compliance, human right, as well as finance, among other competencies. The company
associates are encouraged to seek continuous training annually where they get the opportunity
to gauge their performance against the set goals and objectives.

Training and Development Vision

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The training strategies in Coca Cola focus on bridging the gap between the organization
needs with the consumer needs. The target is to produce quality of labour with various
educational, technical and analytical skills among employees. The perspective of Coca Cola
is to enhance its training and development in way which does not affect the creativity of the
workers,

and

therefore

allows

it

to

create

an

advantage

for

the

company.

Organizational Component

Coca Cola makes sure that the strategic needs of the company are taken into account. The
business training needs are especially arranged to make sure that the company can benefit
from the performance enhancement of the workers.

Operational Component

In the needs evaluation a functional research looks to analyze the objectives of the company
(short-term and long-term), and the styles that are likely to impact these objectives. Coca
Cola makes sure that the potency of the company enhances to be able to improve the
functional

efficiency.

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Social Learning Theory

According to Albert Bandura, the Social learning theory has become the most influential
theory of learning and development. He argues that people can learn new information and
behaviour by watching other people i.e. modelling or observational learning can be used to
analyze the employee's behaviour.

Social learning theory is also the rationale behind using specific training methods for CocaCola. A modelling process is involved in the training program in which employees are able to
learn through the observations. This is done while having the role plays and workshops to
make the social learning successful. Certain requirements and steps are followed which are as
follows:

Attention - The employees need to pay attention to avoid the negative effect of
observational learning.

Retention - They must keep the given information in their mind so that they can use it
later and act accordingly.

Reproduction - This time the employees will have to perform whatever they have
observed.
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Motivation - Experiencing these motivators can be highly effective. For example if a

student comes in the class on time and he has been rewarded by the tutor so you can
get motivation through that and start coming on time.

Management

Training audience: The group includes customer service managers, sales managers,
design managers or line managers.

Training Objective: The objective is to understand the current skills of the managers
and help them learn and understand new set of skills that matches business
requirements.

Training method: A Role play is something like wearing someone else shoes to
understand the depth of the job. This is very much like an actor trying to play a role in
a skit. She/he has to shape according to the requirement of the character.

E- Learning: E-learning technology is like bringing world in front of the eyes. This is
one of solution for organization to reduce the time for trainings and have employees
go through different phases of training by sitting at desk with a computer or in a
conference with co-managers.

Skills

Coca-Cola Company is providing systems training which is aimed to introduce the employees
to the companys operation and basic skills requirement. Skill training involves presentation,
selling and public speaking. Many organizations realize the potential of soft-skill training.
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They spend money to develop in-house soft skills training program. They want their
employees to develop creative thinking skills, communication skills and other skills essential
to the long term survival of the organization. Skill training increases the companys employee
productivity and improves their job satisfaction.

Technical

Coca-Cola Company is providing technical training with the aim to improve their employees
professional skills. Technical training can help the employees to build their self confidence,
save time and prepare for promotions. Technical training takes place in the classroom.
However, most technical training sessions are practical training. The benefits of providing
technical training are to improve on work performance. Many organizations provide in-house
technical training.

Leadership

Leadership training is aimed at training future managers and further developing current as
well as incumbent ones. Leaders within Coca-Cola Company who wish to excel in their fields
of business can definitely benefit from leadership training. When it comes to leadership
training there are many different skills that must be learned and applied to make things really
stick together. Some of the skills that need to be taught and applied are time management,
management assessment, management skill assessment, executive assessment, management
consulting and other related skills. Some of the most common leadership training concepts
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include effective listening. This is vital to help leaders learn how to listen and build trust with
all of the internal employees and all of the external clients that they may have to associate
with on a daily basis.

Guided Discussion and Storytelling

This is more of a practical way of leaning the things rather than just be a theoretical way of
training that takes through various slides or modules. This helps the employees to come out
with the new ideas that can be implemented for business needs.

Trainings are held in a closed environment like a meeting hall or training rooms in the office
premises that accommodates a group of people with latest equipment. Coca colas and
organization have professional training rooms with all infrastructures that can provide
complete assistance in training.

Thereby, training and development is beneficial not just for the company itself but also to the
individual workers. Here, training and development leads to improved success
and more positive behaviour toward profit alignment, enhance the job abilities and
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knowledge at all levels of Coca Cola. On the other hand, this training and development
program benefits personal workers through helping them make better choices, helping in
motivating and achieving self-development and self-confidence, helping an employee to
handle stress, disappointment and moving the individual toward personal objectives.

The greatest aim of this training technique is to create and enhance a lifestyle of company
learning at Coca-Cola. It helps to build a future living in the present and working together
toward the dreams. E-Learning's and job training benefits to build leaders among the coworkers. Additional resources are available for the management and can use them when
required. 50% of the investment cost in training the employee after being assigned to a role
would reduce. This would be most cost effective and efficient methods.

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At Coca-Cola , we make it a priority to treat our people well, help them develop and give
them a rewarding working life. To us, this means creating an environment where employees
can:
Excel in their performance
Develop skills for improvement
Move towards their career goals
By providing training and development programmes, on-the-job learning, coaching and
feedback, we make sure that everyone who works with us has the resources they need to learn
more and build their careers. And also to have some fun along the way - we want CocaCola to be a great place to work where people are inspired and motivated to be the best they
can be.

Employee Engagement
Our success depends on motivated and committed employees. We need them to feel that they
play a real part in helping our business meet its goals and have an understanding of what they
are. We have several different ways of measuring our employees' level of engagement with
the business and satisfaction with their working lives - such as through constructive dialogue
with our employee representative groups and employee surveys.

Great Place To Work

We think it's important for our employees to enjoy their working life and we want to make
sure that working for our business in Great Britain is fulfilling, rewarding and fun. Key areas
that we focus on as part of the Great Place to Work programme include giving employees
discounted gym memberships as well as on-site exercise classes, free Coca-Cola drinks and
fruit, a staff restaurant offering healthy food options, summer hours and flexible working, a
learning allowance and a Cycle to Work scheme.

Training and Development

To attract and retain the best people, we recognise that we need to invest in their
development. We take training and development very seriously. We have continuously
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invested over the years with the aim of strengthening this important area of business
performance, placing emphasis on employee development plans, internal talent management,
leadership development for managers and employee performance management.

Pay and reward

Offering competitive pay and motivating benefits is crucial to both attracting and retaining
the most talented people to drive our business forward. We consider a number of different
elements, such as pension, healthcare and additional holiday, which form a total
compensation and benefits package for our employees. Our rewards programmes are
regularly benchmarked against a select peer group of our major competitors and key players
in the local market.

Open and inclusive

We're committed to providing an inclusive working environment in which everyone is treated
fairly. We believe that having people from different backgrounds, with different life
experiences and talents is a real bonus for our business. That's why respecting and valuing the
diversity of our people is central to our vision and values. It's also why our employment
policies and practices have been developed to protect against discrimination and ensure equal
opportunity and fair treatment for all, regardless of age, sex or ethnic background.

WORKPLACE
CULTURE
With

the

same

spirited

investment

as the world's premier

marketer and

beverage

leader

more than 116 years,

for

21

industry

we are focused on strategic workplace programs that help assure the success of our
commitment to embracing the similarities and differences of people, cultures and ideas.

Cultural Sensations - This employee awareness program takes diversity beyond

representation and provides employees an opportunity to learn about different cultures and
regions of the world in which we do business. Our Cultural Sensations program is designed to
foster dialogue about the similarities and differences of people, cultures and ideas through the
use of art, music, dance, food and special events.

Diversity Advisory Council - The Companys corporate Diversity Advisory Council consists
of a representative group of employees from all levels, functions and business units of the
organization. The Council develops recommendations for senior management on advancing
the company's efforts towards achieving our diversity objectives.

Employee Forums - We believe that a sense of community enhances our ability to attract,
retain, and develop diverse talent and ideas as a source of competitive business advantage. In
the United States, through employee forums, employees can connect with colleagues who
share similar interests and backgrounds. In those forums and elsewhere, employees support
each other's personal and professional growth and enhance their individual and collective
ability to contribute to the company. Forums that are currently active include:

WORKPLACE POLICIES
Within every large organization, there are always governing rules, and our company is no
exception. The Coca-Cola Company and its subsidiaries maintain a long-standing
commitment to equal opportunity, affirmative action and valuing the diversity of our
employees. In order to foster an environment that is productive, healthy, safe, and successful
for all of our employees, our company has policies to help guide the behaviour that shape our
work environment.

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Code of Business Conduct

Our Code of Business Conduct (English Translation) serves to guide the actions of our
employees, officers and directors in ways that are consistent with our core values: honesty;
integrity; diversity; quality; respect; responsibility; and, accountability. The Code helps our
people play by the rules wherever we operate around the world. And, we have well-defined
procedures for times when concerns arise, in The Code of Business Conduct Procedural
Guidelines (English Translation).

Equal Opportunity
The Coca-Cola Company values all employees and the contributions they make. Consistent
with this value, the company reaffirms its long-standing commitment to equal opportunity
and affirmative action in employment, which are integral parts of our corporate environment.
The company strives to create a work environment free of discrimination and physical or
verbal harassment with respect to race, gender, colour, national origin, religion, age,
disability, sexual orientation, or veteran status. We will make reasonable accommodations in
the employment of qualified individuals with disabilities, for religious beliefs, and whenever
else appropriate

The company maintains equal employment opportunity functions to ensure adherence to all
laws and regulations, and to company policy in the areas of equal employment opportunity
and affirmative action. All managers are expected to implement and enforce the company
policy of non-discrimination, equal employment opportunity, and affirmative action, as well
as to prevent acts of harassment within their assigned area of responsibility. Further, it is a
part of every individual's responsibility to maintain a work environment that reflects the spirit
of equal opportunity and prohibits harassment.

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Associate Training
To improve as a company and to help associates realize their full potential, we are
committed to extending education and development programs to our associates at all
levels of our organization.
Coca-Cola University (CCU) is our Company's education curriculum, which provides a wide
range of courses through classroom learning, e-learning and field training to help associates
develop personally and professionally. CCU's learning portfolio focuses on leadership;
marketing; human rights; ethics and compliance; diversity; sustainability; finance; and other
competencies. We offer thousands of courses to associates through CCU. In 2009, more than
27,000 associates participated in 1,720 CCU classroom sessions worldwide, and 39,100
associates participated in e-learning courses.
Associates are encouraged to seek training through our annual performance review system.
The system, which includes mid-year and year-end career discussions between associates and
their managers, gives everyone the opportunity to assess their annual performance against set
goals and objectives. Associates and managers discuss training and development and outline
a plan for training and enrichment. The associate and manager are responsible for ensuring
that the proper training is completed within the calendar year.
The Company also encourages associates to pursue higher education programs, with levels of
reimbursement available for degree-seeking undergraduate and graduate studies at accredited
colleges and universities. We also provide associates the opportunity to take advantage of
many e-learning resources beyond CCU, as well as external conferences and other education
and training opportunities.

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Diversity Education & Training

Ongoing diversity training is critical to the advancement of our ongoing journey.
Our various diversity education programs efforts have moved from minimizing conflict to
strengthen our ability to amplify, respect, value and leverage our differences to drive
sustainable business results.
Our three pillars of diversity education are Diversity Training, a Diversity Speaker Series and
our Diversity Library.
Ongoing diversity training helps drive employee engagement, create a work environment that
visibly values and leverages diversity and accelerates productivity.
We also offer supplier diversity training to help ensure that associates understand how to
leverage the procurement power of the company by creating a pool of suppliers that include
minority- and women-owned businesses.

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26

Development Programs for Employees

We aim to establish long term relationships with our employees. One of the needs identified
by our employees was for opportunities for professional development. With this in mind we
have developed special programs.
First Few Sips: The purpose of this training is to provide CCIPL new hires with a sense of
Vision, Purpose, Direction, Belonging, Pride and Passion. This is the induction program to
train hires on company policies and provide them function overview. It is a 5 day workshop
that includes a plant tour and a sales visit.
Pegasus Program: The Pegasus program seeks to develop all-round top talent to fuel a
pipeline of future roles within CCIPL.
Mantra: Mantra is our university relations program; we have consistently been a preferred
recruiter in leading B-school campuses. Through the Mantra program, students get an
opportunity to work on 2-month summer internship projects with Coca- Cola India. The
program is designed for maximum learning and consists of a robust mix of project work,
coaching and assignments.
Management Trainee Program: The best performing summer interns (from the Mantra
program) are recruited as Management Trainees. The Management Trainee program is of 18
months duration and offers comprehensive, cross-functional experience in different business
verticals and the group's CSR activities.
Women in Leadership program: Globally, The Coca-Cola Company has been striving to
increase the number of women in our talent pool through recruitment and internal
development strategies.EAG Women in Leadership program was kick started in India in
2010. The program aims at grooming women talent in the middle management level to take
up higher responsibilities.
Catalyst: Catalyst is a training program for selected managerial staff, relatively high in the
organizational hierarchy, grooming them for taking up senior management positions. Within
the organization, we recognize the need for performance and development reviews. Our
approach to these reviews is three pronged.
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On the job - Learning gained through current work assignments and special
projects

Coaching and mentoring - Knowledge built through interaction with others

Formal training Courseware designed to develop knowledge and skills

In 2011 we launched 7 Integrated Career, Development & Performance Planning Workshops,
covering 147 associates who are people managers. Across the organization we were able to
have performance plans for 100% of the employees, career plans for 94%, development plans
for 93% and mid-year reviews for 100% of the employees.

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Employee Engagement
More than 700,000 associates create the Coca-Cola system.
Each associate brings his or her unique talents and ideas to work every day to help the CocaCola system achieve the goals outlined in our 2020 Vision. Associates also represent CocaCola in their communities and are ambassadors of our brands to the world. Ensuring our
associates are happy, healthy and treated fairly and with respect is at the core of our business
philosophy and success. We strive to create open work environments as diverse as the
markets we serve, where people are inspired to create superior results. We also aim to create
environments where people are fully engaged and where the Company is viewed both
internally and externally as an employer of choice.
Encouraging Open Communication:
To encourage a work environment of open communication and to effectively solicit and
leverage innovative ideas, we engage in frequent dialogue with our associates around the
world. Such dialogue provides us with valuable information, increases awareness, promotes
business strategies, shares successes and opportunities, and solicits employee opinions. For
example, global associates and bottling partners have contributed ideas to major initiatives,
such as our 2008 Beijing Summer Olympic Games activation. And, employee input was a key
ingredient to our Company's Mission, Vision & Values. Another example of our regular
dialogue with our associates is our global Employee Insights Survey. In 2010, the results of
our global Employee Insights Survey showed improvement across almost all survey
categories, including an 84% associate engagement score -- a 2 point increase over 2008.
Rewarding and Developing Employees:
Our compensation and benefits packages are among the best in the world, benchmarked
against other global, high-performing employers. We also offer a variety of developmental
opportunities for our associates, including Coca-Cola University, a learning program for high
performers. Using the Peak Performance System, our performance management and
development system, in tandem with more than 100 global people development forums,
associates and their managers regularly discuss development, movement and succession plans
around the world.

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CONCLUSION
This training technique is designed with organizational objectives and perspective of CocaCola and also the present difficulties they are experiencing. At Coca Cola, we create it a
concern to cure their individuals well, help them create and provide them a fulfilling
operating life. By offering training and development program, role plays, coaching and
feedback, we make sure that everyone who performs in Coca Cola has the sources they need
to understand more and develop their professions. And also to have some fun along the way we want CocaCola to be a good place to work where individuals are motivated to be the best
they can be.
The 'Coca-Cola' promise is simple, solid and timeless: The Coca-Cola TCompany exists to
benefit and refresh everyone who is touched by its business. Part of this promise is to
continually operate as a model business citizen, consistently shaping business decisions to
improve the quality of life in the communities in which it does business.
The Company is committed to monitoring performance in the area of social responsibility
against benchmarks to make sure that it is, and continues to be, a good citizen as well as the
benchmark global brand.

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BIBLIOGRAPHY:

http://www.ukessays.com/essays/commerce/training-and-developmentprogramme-for-coca-cola-commerce-essay.php

http://www.coca-colaindia.com/sustainability/we/development-programs-foremployees/

http://www.authorstream.com/Presentation/nipunaplus-1007279-training-anddevelopment-coca-cola/

http://www.coca-colaindia.com/sustainability/we/development-programs-foremployees/

http://www.coca-colacompany.com/stories/associate-training/

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