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Coca Cola POLC Functions

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Ahsan Nrl

on 7 December 2013

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Transcript of Coca Cola POLC Functions

The Beginning
Coca-Cola was founded in May 1886 by Dr. John Pemberton in Atlanta, Georgia.

John Pemberton,was a Confederate veteran and an Atlanta pharmacist, he made fragrant, caramel-colored liquid and, he take it to the Jacobs' Pharmacy, And the mixture was combined with carbonated water.
Although Coca-Cola is not a new name for the local market, Coca-Cola Beverages Pakistan Limited (CCBPL) began its operations on 26 May 1996 in Pakistan. Coca-Cola Beverages Private LTD (CCBPL) is a joint venture between Coca-Cola International, Fraser and Neeves Singapore and Package Ltd. Initially it acquired National Beverages LTD Karachi and later acquired International Beverages LTD Hyderabad
Ahsan Ahmed
Hassan Hashmi
Fahad Ali Baqri
Muhammad Shehzad
Muhammad Faraz

1886
1886
1886
1996
Recommendations
Various incentives must be provided on exceptional performance by the employees.
Steps must be taken to ensure peaceful working environment.
Appreciations and awards must be distributed on yearly basis to encourage good work.
Coca cola Beverages Pakistan has a very narrow product range. It has the following brands in Pakistan.
These products are sold in the market in different sizes of bottles. These sizes are available for all its products.
Planning
CEO turnaround plan
Coca-Cola CEO Muhtar Kent has a vision for the future.
A renewed focus on soda.
2020 vision.
Boost performance by new innovation and always remain discontent.
Coca-Cola wants to become even more global icon, expanding its business.
Smart investments.
The Secret Formula
Mission
Our mission is to refresh the world, to inspire moments of optimism and happiness and to create value and make a difference.
Vision
Products
Leading
The secret formula
INTERNATIONAL
PAK
STRATEGIC GOALS:
 To continue to be an organization providing the quality
products to the valuable customers.
 To select and retain the professional people for the organization.
 To project an outstanding corporate image.
 To satisfy the customer through extra ordinary service and an excellent service along with the complete tactical and operational support.

Planning
 To increase the revenues by 20% as compared to last year.
 To increase the total retail customers by around 10%.
 To increase the market share by 5%.

TACTICAL GOALS:
OPERATIONAL GOALS:
• To find new customers,
• To retain existing ones,
• To bring back the discontinued accounts.

DECISION-MAKING
The decision-making process in CCBPL is centralized
Programmed decisions are made only by the top management
Decisions, which are normally taken at the top management, are related to
 The package positioning
 Trade discounts
 Advertisements
 Price reductions
 Distribution

WORK SPECIALISATION:

DELEGATION AND ACCOUNTABILITY:

RESOURCE ALLOCATION:


Organizing the Human Resources:

There is a high percentage of work specialization in the Coca Cola Company because every manager is appointed in the function in which he is expert so there is no boredom or monotony.
There is a high percentage of delegation in the company. The work is done with proper authority and responsibility.
When the issue of resource allocation comes into action the Coca Cola Company has given the authority to managers to use the resources of the company where ever and whenever they are needed.
LEADERSHIP STYLE
Top Managers responsible for taking major administrative decisions
Departmental managers are responsible for leading and directing their subordinates
MOTIVATION
Employee motivation is given a very high consideration at CCBPL
Motivate the people toward the work by promotions, Bonus, Compensations Plans ,Salaries Packages
different campaigns and competitions between the employees itself are also used to motivate the employees.
COMMUNICATION
There is open environment in CCBPL, which discourages barriers among the members sharing information
All Employees easily approach the Managers in any problems

CORPORATE CULTURE

The Top management at coca cola also try to emphasise to follow the prescribed culture of the organization.
CCBPL has formal and documented values that are communicated to all the employees.
To ensure proper application of the rules and behaviour of the values, the top management act as role models, and closely administer and review their employee’s behaviour.
Controlling
Control is done through the evaluation, which is based on the very objective basis.
Make different criteria and different reporting and controlling systems.
Sales Person’s Reporting system:
Every sales person directly reports to market developer of his area
Sales Person’s Evaluation System:
Every salesperson’s evaluation is done on quarterly basis.
This evaluation also motivates salespeople to work hard and get the promotion
Weakness
DISSATISFACTION AMONG STAFF
MOTIVATIONAL FACTORS
CENTRALIZED DECISION MAKING
LESS AVAILIBITY
LACK OF COORDINATION

Opportunities
New Market

Mineral Water Products

Juices Products

Minutes Maids Production
THREATS
FAKE PRODUCTS

COMPETITOR’S SCHEMES

THE MANGO SEASON

In areas such as Liaqatabad, New Karachi, Glimmeretc. Fake beverages by the name of coke are being supplied by unknown people
For the purpose of promoting its product, Coca-Cola’s competitors have been doing much more than Coke itself is doing. For example Pepsi’s signage
The mango season is a great threat to Coca-Cola’s operations and also its sales. According to statistics during the mango season Coca-Cola’s sales are reduced by about 25-30%.
Organizing
Organization Structure
Organization Structure
94,800 employees are currently working in the Coca Cola Company. According to the organizational chart there are five hierarchical levels at the corporate level.

Managing Director (MD)
Human Resource Managers
Marketing Manager
Finance Manager
Production Manager
Quality Manager
Administrator Manager

Organizational Structure
Organizing is the second management function. The following steps are taken by the Coca Cola Company in organizing their goals and objectives:
Departmentalization

Work Specialization
Delegation and Accountability
Resource Allocation
Organizing the Human Resources

On the basis of functional approach the Coca Cola Company is divided into different departments.
Production Department
Industrial Relations Department
Sales and Marketing Department
Human Capital Department
Finance Department

ORGANIZING
The company does the recruitment process when there is a position empty and the recruitment is always done on permanent basis in Coca Cola Company.
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.

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 shareholders while being mindful of our overall responsibilities.

Productivity:
Be a highly effective, lean and fast-moving organization.

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