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