Recruitment and Selection Process - Coca Cola

Managing people in
organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
1 Recruitment and selection process......................................................................................1
TASK...............................................................................................................................................3
2 Importance of induction training.........................................................................................3
TASK...............................................................................................................................................5
3. motivation theory of Coca Cola.........................................................................................5
TASK...............................................................................................................................................7
4 Factor affecting individual behaviour.................................................................................7
Path goal theory...............................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCE.................................................................................................................................10

INTRODUCTION
Human capital is the most dynamic element which an organisation has to carefully
manage otherwise all activities get effected. Human management of organisation starts
from recruitment ends with exist interview. This study describes recurrent and selection
process followed by Coco Cola, induction training activities of company. Advantages
and challenges in induction programme coca cola faced and also provide the solution to
coco cola to manage these issue. This study also comprises study of factor that affect
individual behaviour and method can be use my coco cola to manage it. Coca Cola is
well known brand in beverage industry . Coca Cola has 59% per share earning currently
and $9.07 billion revenue per year. It has the best corporate social responsibility.
Company also best in water stewardship efforts in industry.
TASK
1 Recruitment and selection process.
An organisation use recruitment and selection process to make the best talent
work with them. Recruitment efforts are make for attract and inform people about job
vacancy and job requirement. Where selection process starts after recruitment process. In
selection stage various test, interview, health check up are conduct to full examine
candidate. Candidate who pass in selection process, only get chance to work in
organisation.(Timming, 2015)
Coca cola use both internal and external recruitment sources in hiring. It uses
internal recruitment sources when coca cola have urgency to fill the vacant job that it can
not perform long process like advertisement and all. It also uses internal recruitment
when coca cola need experience person who have best understanding of internal process
and work, internal recruitment for promotion, demotion and appraisal for employees.
Coca-cola internally hire a person to avoid bad hiring for important job position. If coca
cola hire wrong person on this position than it will caused huge financial and operational
loss. Coco cola use external recruitment by advertisement, social media, when it need
large pool so that it can choose the best material for organisation, to avail fresh talent,
attract more experience in industry, number of vacant position are large, to bring
competition spirit in existing employees. (Babu. and Rao, 2018)

Coca Cola selection process starts with short-listing, in this activity of screening,
Coca Cola qualified candidate who ddo have minimum qualification and experience
regarding job. After it coco cola conduct various test like technical test, cognitive ability
test to measure logic skill of candidate, integrity test in which experience also checked,
computer knowledge test etc. if a candidate pass in these test he has to face interview,
Coca Cola's use traditional panel interview as well as it also adopt new method of
interview like group interview, online interview, phone interview, lunch interview. It also
takes stress and behavioural interview. In stress interview interviewee try to give stress to
candidate with asking technical question and complex situation question etc., they check
how can stress a candidate can tolerate.
In behavioural interview, question are asked according to job role. When
candidate successfully meet with interviewer expectation, he now has to pas medical test
set by Coca Cola which check weather candidate is able do job with machine or not.
When Coco Cola have managerial vacancy it also checks brain health of employee, to
check candidate can handle the stress on brain or not. After medical check up Coca-Cola
check background and degree, then candidate become employee of organisation(Miles.
and Sadler-Smith, 2014)
job description
Company Coco Cola
location England and Scotland
Post Human resources executive
Main duties Planned and develop training and development
programme, make strategically HR policy,
dismissal process and administering HR
department
Occasional duties Event management to make environment
stress free for employees.
Responsible to Manage human capital of coco cola effectively
salary £39,000/yr

Person specification
Job title Human resources executive
Detail of job Human resource responsible to handling grievances and other HR issue,
develop hR policy also make implementation programmes, insure
efficiency of selection and recruitment process.
education Post graduate from human resources
experience 3 to 5 years
Physical fitness Need to be fit physically as well as mentally
Personal
characteristics
Communication skill, leadership skill, problem solver, best in dealing
with interpersonal relation, conflict handling skills etc.
TASK
2 Importance of induction training
Induction training is the first training an employee gets from his organisation after
getting entry. This training programme employee get to know about vision, mission of
organisation in deep, organisation structure, policies and information about his job role.
Coca Cola use some fun and interesting activity as well, apart from traditional
introduction to enhance belongingness and comfort level among new entrées like photo
booth, mystery box, make art, two truth game, launch etc. induction programme help in
put positive impression about company in front of new employees. As coca cola is
already a well established brand and it does not need any expression and introduction so
Coca Cola use its induction programme for make feel new joninees valued so that they
can make emotional attachment and give their best in the future. (Karade, Gankar. and
Sam, 2015)
Importance of induction training to Coco Cola
 It helps coca cola in minimise mistakes, wastages and also save time as new
employee can start his work quickly after getting knowledge about his job role
and responsibility which lead to greater output.

 Coca- Cola tries to maintain its organisation culture and decline by inform new
employees about their prime concerns and prohibited activities . For instance coca
cola put special emphasise on production quality and innovation to increase
customer satisfaction. So that employee know about coca is so serious for
customer relation and they will maintain their performance accordingly. On the
other hand coco cola show zero tolerance for unethical activities in organisation
which eventually can be seen as better output.
 Coca -Cola make base for strong team building in its induction training level. For
instance coco cola use fun activities to make informal relation and friendship
among new employee which further can be turned as a “good team”.
 Employee get to all information about job role and in less time with is able to
integrated with old people. Induction training also help in reduce anxiety and
confusion about job which help an employee to quick adoption, Which help in
employee retention.
 There is a proverb in human resource practice that provide no training, will
enhance the cost of training. An employee know about what to do than he need
less training eventually.(Piotrowski and et.al., 2016)
Challenges are given below
 Bombarding of information on employee make him frustrated. Large number of
information leads to more confusion, after spending few hours in induction
programme employee feel lost in detail.
 Lack of two way communication and less use of visuals makes employee bore.
 Coco Cola Hire new employee from different geographical places ,so conduct
different induction training leads to hug cost.
 Coco Cola has little information about behavioural skill and requirement so coco
cola fail to provide customise training preprogramme., it can be seen as
absenteeism .
Coca Cola must not things induction training as one time process, it must implement
the induction programme on periodic basic so that employee and organisation are able to
communicate with each other. Coco Cola also get to know employee's behaviour so that
accordingly training can be manage. Coca Cola can use online induction programme

which cost effective as well as can be done globally. To make induction training more
interesting and effective real life experience , meeting with existing employees, use
picture instead of text can be done.(Dhaunya, 2015)
TASK
3. motivation theory of Coca Cola
there are so many motivational theory which has huge impact on employee and
his behaviour. There two major theory that best suited for Coca Cola that is aldermen's
ERG theory and maslow need hierarchy theory.
Aldermen's ERG theory
aldermen ERG theory consist three type of need which provide satisfaction to
individual if he able to full fill it. First one is existence need, existing need give
psychological satisfaction to employee with in organisation for which coco cola use try
to provide sense of stability, give information to employee about potential growth. Coco
cola provide attractive incentives, other physical well being options.,. Coca Cola Second
one is relatedness need, these need are individual's requirement for social relation and
belongingness and third need is growth need. Coca Cola use practice for enhance
interpersonal relation among employees and between organisation and employee. Coca
Cola conduct one to one meeting of employee and leader so that employee can share its
professional and personal problem with leader which enhance harmony in relation.
Growth need are relation with individual's aspiration to move forward in carrier,. Coca
Cola is also has concern to employee's growth, coco cola conduct training and
development programme so that learning need can be fulfilled within organisation. Coca
Cola also try to increase morale and awareness of employee and provide training
opportunity outside the organisation. Coca Cola motivative its employee to take part in
employee forums so that he can know what is carrier opportunity and advancement need
is there for its employee. Employee also feel caring and valued(Lazaroiu, G., 2015).
Advantage
 it allows taking an individual to chose need fulfilment need option according to
him. For instance a highly qualified person may have need for growth where an
new employee want to first complete existing need satisfaction (6 Ways To
Improve Employee Induction Training, 2018).

 Employee can give feedback and knowledge about whether he is satisfied or not
with talking to his leader. It increases effective of motivation programme.
 Coca Cola get to know individual behaviour and need by making effort of
organisation and employee relation better so that these need can be address on
time.
 The important advantage of this motivation theory is it allow employee and
organisation to move forward even when an need is partially full filled because
this a human nature that an individual can not have full satisfaction sense in
whole life. When one need is get complete ,nother s is born.(Kuranchie-Mensah.
and Amponsah-Tawiah, 2016.)
Disadvantage-
 it becomes costly process for coco cola in conduction cross functional activities
Frequent change employees need. it is a time taken process in knowing the
employees need.
 Different background and qualification problem in making one training
programme and choosing motivation sources for employee.
Two factor theory
Coca Cola can implement two factor theory in organisation because it deals with
both factor which are causing dissatisfaction in employees and what factor can be use to
motivate employee. Hygiene factor are those factor which are basic and essential at
workplace , they do not give motivation, but if they are absent from work place it can
lead as frustration in employees. These factor only maintain workplace basic satisfaction
like companies policies, pay, bonus, status, interpersonal relation etc. where motivating
factor actually help in boost morale and motivation in employee like reconnection,
additional responsibility, complex work , growth and promotional opportunists.
Advantage
- it helps Coca Cola to at least maintain the hygiene factors of workplace so that it
can not become threat to company.
Limitation

Disadvantage of this theory is employee can take advantages of this like if they feel
dissatisfied because of interpersonal relation conflict they can put blame on lack of
motivation factor like less growth opportunity present in organisation
TASK
4 Factor affecting individual behaviour
Employee's behaviour in any organisation is affected by personal and professional
factor. When it comes to corporation and team work it becomes more sensitive to
identifies the factor which cause effective team.
 Individual's own capacity and skills have major impact on cooperation and team
working. For instance coca cola's project team have bad record of deadline meet
because some employee are excellent in technical knowledge and more
experience where some are very weak or new employees, it hampers the speed
and cooperation in team.
 Organisation work culture also affect and individual behaviour. They are
leadership style, policies regarding promotion and monetary benefits,
organisational structure, training and development policies, vision, mission and
work environment of coco cola. For instance if an employee get uncustomised
training programme which is not matched with his learning objective he feels
demotivated instead of motivation.
 Personal life- employee personal life can bring frustration and positiveness in
him. If he has problem in his personal life and interpersonal relation with
colleagues, he will withdraw himself that affect lack of coordination.
 Job role and responsibility- a confused employee who do not know what role and
responsibility is given to him, even low knowledge regarding vision and mission
of coco cola hamper overall contribution of individual in team.
 Leadership style- leadership style musty be matched with behaviour of employee.
For instance an employee who have law tolerance of control will not tolerate
autocratic leadership style . Whereas weak and new employee want supportive
leadership style. High experience employee prefer laize free leadership
l

 Nature of work – complexity of given work change individual behaviour for short
period. For instance production manager of coco cola sometimes gets frustrate
because of working on tough machine and models.
 If an employee get fair remuneration , high workplace environment,
remuneration. and unbiased growth opportunity than he tries to give his best to
grow fast. But it do not necessary that every employees' motivation need is same.
For instance coco cola first ask to leader about individual employees' motivation
need .than only coco cola give motivation what is need in that employees.
 Improper team size, communication gap, unclear accountability, also change the
behaviour of employee.(McIlwraith, 2016)
Path goal theory
To address the problem of Coca Cola company in lack of co ordination and relation
because of individual behaviour can be perfectly address by path goal theory of
leadership. In path gaol theory leadership style chose after knowing the individual
characteristic ,like his experience, ability and tolerance of control. Path goal theory also
focus on environmental factor that affecting the team and individual like nature of work,
authority system and structure, work group etc. Coca Cola's leader can tackle all the
problem with this most suit model for Coca Cola, when leader have all the information
about characteristic and work related environment, Coca Cola decide which leadership
style is best for him like supportive, autocratic and participative . Leader also use
customised motivation plan like monetary and non monetary which improve the
individual behaviour . Supportive leadership also help employee to resolve its personal
and relation with collogues(Yang. and Lim, 2016.)
CONCLUSION
From the above study it has been concluded that an organisation must use suitable
recruitment method I.e. external and internal recruitment as according to its need so that
bad hiring decision can be avoid. Induction training now play a major role it helps
organisation can get quick benefit from new employee as less management and quick
decision making. Motivation theory must be according to need of the individual
otherwise it can give adverse effect to organisational individual behaviour can be correct
by using suited guidance and support to employee. Behavioural issue can cause confit,

productivity and destructive conflict which eventually hurt organisation growth and
market share.

REFERENCE
Books and journals
Babu, N.V. and Rao, A.V., 2018. RECRUITMENT STRATEGIES IN
MANAGING/EFFECTING THE RECRUITMENT PROCESS. PARIPEX-
INDIAN JOURNAL OF RESEARCH. 7(5).
Dhaunya, R., 2015. CHALLANGES OF MANAGING WORKFORCE: Posti Group Oyj.
Karade, M., Gankar, S. and Sam, S., 2015. Impact of Induction Training on New Joiners:
A Perception Analysis with respect to Age and Gender. KHOJ: Journal of Indian
Management Research and Practices. pp.196-201.
Kuranchie-Mensah, E. B. and Amponsah-Tawiah, K., 2016. Employee motivation and
work performance: A comparative study of mining companies in Ghana. Journal
of industrial Engineering and Management. 9(2). pp.255-309.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and
Philosophical Investigations. 14. pp.97.
McIlwraith, A., 2016. Information security and employee behaviour: how to reduce risk
through employee education, training and awareness. Routledge.
Miles, A. and Sadler-Smith, E., 2014. “With recruitment I always feel I need to listen to
my gut”: the role of intuition in employee selection. Personnel Review.43(4).
pp.606-627.
Piotrowski and et.al., 2016. On the importance of training methods and ensemble
aggregation for runoff prediction by means of artificial neural networks.
Hydrological Sciences Journal. 61(10). pp.1903-1925.
Timming, A. R., 2015. Visible tattoos in the service sector: a new challenge to
recruitment and selection. Work, Employment and Society.29(1). pp.60-78.
Yang, L. C. and Lim, V., 2016. Empirical Investigation into the Path-Goal Leadership
Theory in the Central Bank Fraternity: Leadership Styles and Job Satisfaction
(No. wp14).
Online

6 Ways To Improve Employee Induction Training. 2018.[Online]. Available through
<https://elearningindustry.com/ways-improve-employee-induction-training>