Case Study On Coca Cola

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, Coca-
Cola 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 Coca-
Cola 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.
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
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 .this changing
and globalization environment organization have to upgrade their work methods, works
norms, technical and managerial skills, and employees motivation to face the challenges due
to which an employee training is most important in the changing environment because a need
for highly specialized workmen is felt in the global way. Organisation and individual should
develop and progress simultaneously for their survival and retainment of mutual goals. So
every modern management has to develop the organisation through human resource
development. Employee training is the important sub-system of human resource
development.
On-The: Job Training Methods:
This type of training, also known as job instruction training, is the most commonly used
method. Under this method, the individual is placed on a regular job and taught the skills
necessary to perform that job. The trainee learns under the supervision and guidance of a
qualified worker or instructor. On the job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. On-the-job training method
include job rotation, coaching, job instruction or training through step-by-step and committee
assignments.
Job Rotation-
This type of training involves the movement of the Trainee from one job to another. The
trainee receives job knowledge and gains experience from hissu pervisor or trainer in each of
the different job assignments. Though this method of training is common in training
managers for general management positions, trainee scan also be rotated from job workshop
jobs. This method gives an opportunity to the trainee to understand the problems of
employees on other jobs and respect them.
Coaching-
The trainee is placed under a particular supervisor functions as a coach in training the
individual. The supervisor provides who feedback to the trainee on this performance and
offers him some suggestions for improvement. Trainee shares some of the duties and
responsibilities of the coach and relieves him of this burden. Al imitation of this method of t
training is that the trainee may not have the freedom or opportunity to express his own ideas
CONCLUSION
This training technique is designed with organizational objectives and perspective of Coca-
Cola 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 Coca Cola to be a good place to work where individuals are motivated to be the best
they can .
The 'Coca-Cola' promise is simple, solid and timeless: The Coca-Cola Company 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.

Case Study On Coca Cola

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INTRODUCTION

Coca-Cola is a carbonated soft drink. It is produced by The Coca-Cola

Training and Development

On-The: Job Training Methods:

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