A PROJECT REPORT

ON

“A Study On Training For Employee Skills and

Development at Hindustan Coca-cola Beverages
Pvt. Ltd."

Submitted by

MR. Ashish Manojkumar Yadav

Roll No : HF14-406113

In Partial Fulfillment For the Award Of the Degree

Of

MASTER OF COMMERCE

(Specialization In Human Resource Management )

Under the Guidance of

Prof. Dr Vilas Z. Chauhan

Department of Commerce and business Management Faculty Of Commerce

The Maharaja Sayajirao University

Vadodara
 CHAPTERIZATION

 CH.1 Introduction

 CH.2 Overview Of Coca–Cola Beverages Pvt. Ltd.

 CH.3 Literature Review

 CH.4 Research Methodology

 CH.5 Data Analysis & Interpretation

 CH.6 Findings, Suggestions

Recommendations and Conclusions

 TABLE OF CONTENTS
Sr. No. Particulars
 Bonafide certificate
 Acknowledgment
 Certificate of originality
 Abstract
 List of tables
 Students interaction guide report

1) Introduction

2) Objectives

3) Scope & coverage

4) Overview of Beverages sector
5) Hypothesis
6) Questionnaire
7) Data analysis & interpretations
8) Finding & discussions
9) Significance of research study
10) Recommendations & conclusions

BONAFIDE CERTIFICATE
 DATE:29/03/16

This is to certify that this project report entitled “ A study

on employees Skills And Development at Coca Cola
Beverages Pvt. Ltd.” which is to be submitted to the office
of the registrar(Examination),The Maharaja Sayajirao
University of Baroda,
Has been prepared by Mr. Ashish M. Yadav (Exam Seat
No-HF-14-406113) as a partial fulfillment of the award the
Master of Commerce Degree with specialization in human
resource management for the academic year 2015-16 for
the evaluation in lieu of the annual examination to be held
in April 2016.
He has carried out this work in my supervision and
personal guidance.

(Signature of Guide)
Mr. Vilas Z. Chauhan
Associate professor
Department of commerce and Business Management
The Maharaja Sayajirao University
Vadodara.
Acknowledgment
There are few words of gratitude for individuals without this study would
not have been possible.

My first and foremost knee down gratitude goes to the almighty for his
divine help throughout this project work.

I take opportunity to express my sincere gratitude towards head of

department Professor Umesh R. Dangarwala , department of commerce
and business management, The Maharaja Sayajirao University of Baroda,
for giving me an opportunity to gain practical knowledge about corporate
through this project.

Not forgetting the guidance given by Mr. Vilas Z. Chauhan Regarding

project working which helped me during making of my project. All the
guidelines so helpful which motivated me to complete in a good manner
which I thank him.

I would like to express my sincere thanks to Coca Cola Bevereages Pvt. Ltd.
and its staff for their full support and co-operation in my project work
would like to my greatest thanks to Smit Dave (HR Manager) who has
permitted for this training and thanks to Shankar Jadhav(General manager)
for this help and guidance during my training period with after.

Also my gratitude to all non teaching staff members for their support and
help that they extended to me. I would like to thank all the respondents
who gave me their precious time and views in filling the questionnaire. I am
also grateful to all the people who helped me in every way to take up the
study. I also appreciate my close friends and colleagues in motivating me to
complete my research
Ashish Yadav
M.COM (FINAL) (HR) 2015-16

CERTIFICATE OF ORIGINALITY
 Date: 29/03/16
I, Mr. Ashish M. Yadav (Exam Seat No-HF-14-406113), the
undersign hereby declare that the project report entitled “ A
study on employees Skills And Development At Coca Cola
Beverages Pvt. Ltd.” Submitted in partial fulfillment of the award
of the Master of Commerce Degree with specialization in Human
Resources Management for the academic year 2015-16 for the
valuation in lieu of the Annual Examination to be held in
april,2016 is my own work and has been carried under guidance
of mr Vilas Z. Chauhan.

The work is original one and has not submitted earlier to this
university or to any other institute/organization for fulfillment of
the requirement of a course or for award of any
degree/diploma/certificate. All the source of information used in
this project report has been duly acknowledgement in it.

(Signature of student)
Mr. Ashish M. Yadav
Exam Seat No. HF 14-406113

Master of commerce (specialization in Human Resource Management)

Department of commerce and Business management Faculty of commerce

The Maharaja Sayajirao University Baroda

Vadodara

Abstract
  Present project is a study on Training for Employees Skills And
Development at Coca-Cola Beverages pvt.ltd.

 There are many companies in our country. some of them are private limited
or some of them are Government sectors. Private limited In beverages
like….
 Coca-cola, pepsico, Bengal beverages ltd., Beat box beverages ltd. ,
 National Beverage Corp. American Beverages Association etc.

 The first objective of Present paper is to study existing status of training

and development programmes of Coca-Cola beverages Pvt. Ltd. For their
employees.

 The Second objective is to examine the Effectiveness of training and

development programmes for employees in fulfillment of their duties.

 Present research paper is of descriptive type and based on primary data

collected through questionnaire filled by the coca-cola employees. The
present paper explained some suggestions to enhance training and
development strategies, and cope up with the existing challenges in the
wake up of severe competition in the training and development. the
findings of the study suggest that training and development is inevitable
and unavoidable in any sector.

“A Study On Training For Employee Skills And Development At

Hindustan Coca-Cola Beverages Pvt. Ltd."
 Brief Conceptual introduction of the project work

INTRODUCTION:

 Training For Employee Skills and Development

 The term training refers to the acquisition of knowledge, skills,

and competencies as a result of the teaching of vocational or
practical Skills and knowledge that relate to specific useful
competencies.
 It forms the core of apprenticeships and provided the backbone of
content at technical colleges and polytechnics.
 In addition to the basic training and development programmes
required for trade, occupation or profession, observe of the labor
market today the need to continue training beyond initial
qualification: to maintain, upgrade and update skills throughout
working life.
 People within many professions and occupations especially
Beverages sectors may refer to this sort of training and
development as professional development.
 The results from the training feedback are used by the person
receiving them to plan their next level of training and
development.
 These results are also used by the different compnies for making
promotional decisions too.
NEED OF THE STUDY:

 There are many beverages companies in the our country. some of

they are Huge or some of they are medium or small.

 All these beverages companies doing very good business all over
the countries and they have acquired good market share In the
countries.
 They are offering good services and Products.

 Employee training and development in Beverages sector is not

only activity that is desirable but also an activity that an
organization must commit resources to if it has to maintain viable
and a knowledgeable workforce.

 Training is an attempt to improve the employees performance on

the current job or prepare them for an intended job. In other
words training improves, changes, and moulds the employees
knowledge, skill, behavior, aptitude, and attitude towards the
requirement of job and organization. Thus training bridges the
gap between the job requirements employee’s present
specifications.

BASIC TERMS OF THE PROPOSED RESEARCH STUDY:

  Training:

 This activity is both focused upon, and evaluated against, the job
that an individual’s currently holds.

 Training is teaching, or developing in oneself or others, any skills

and knowledge that relate to specific useful competencies.

 Training has Specific goals of improving one’s capability, capacity,

productivity, and performance.

 Education:
 This activity focuses upon the jobs that an individuals may
potentially hold in the future , and is evaluated against those jobs.

 Development:
 This activity upon the activities that the organization employing
the individual, or that the individual is part of, may partake in the
future and is almost impossible to evaluate.
 According to the American Management Association, the cost of
hiring and training a new employee can vary from 25 to 200% of
annual compensation.

TRAINING AND DEVELOMENT:

TRAINING:

 Training at Hindustan Coca-Cola beverages Pvt.ltd. refers to the

process of imparting specific skills. An employee undergoing
training is presumed to have had some formal education.
observation of coca-cola No training program is complete without
an element of education. Hence we can say that Training is offered
to operatives.

DEVELOPMENT:

 Development means those learning opportunities designed to help

employees to grow. Development is not primarily skills oriented.
Coca-Cola provides the general knowledge and attitudes, which
will be helpful to employers in higher positions. Efforts towards
development often depend on personal drive and ambition.
Development activities related with employees growth and better
organizational relationship.

Area Training Development

Content Technical Skills and Managerial Behavioral skills

knowledge and knowledge
Purpose Specific and Job Related Conceptual and general
knowledge
Duration Short term Long term

For Whom Technical and non-managerial Managerial personnel

personnel
 IMPORTANCE OF TRAINING AND DEVELPOPMENT:

The process of training will benefit an organization in the

following ways:

 Helps remove performance deficiencies in employees

 Greater stability, flexibility and capacity for growth in an

organization

 Accidents, scraps and damages to machinery can be avoided

 Serves as effective source of recruitment

 It is an investment in HR with a promise of better returns in future

 Reduces dissatisfaction, absenteeism, complaints and turnover of

employees

 Helps in addressing employee weaknesses

 Improvement in workers performance

OBJECTIVES:

 To study existing status of training and development programmes

in Coca-Cola For their employees.

 To examine the effectiveness of training and development

programmes for employees in fulfillment of their duties.

 To know the opinion of the respondents on training and

development measures.

 The Main objective of training is to measure knowledge, skills ,

ability , performance , understanding ect.

 To provide job related knowledge to the workers.

 To impart skills among the workers systematically so that they

may learn quickly.

 To bring about change in the attitudes of the workers towards

fellow workers, supervisor and the organization.

 To improve the productivity of

 OBJECTIVES OF THE RESEARCHED STUDY:

 PRIMARY OBJECTIVES:
 To Examine whether Employees grasped Basic knowledge and
Skills.

 SECONDARY OBJECTIVES:
 To check whether effectiveness increased due to this training and
development of skills.

 To suggest any improvisation in training and development skills.

 To Determine the Satisfaction level of the employee after training

and development Courses.

 The Project work is attempted to Training of Employees skills and

Development in Coca- Cola Beverages Pvt. Ltd.

 The Study would explore the views of employees in performance

Management and Skill Management system.
 TO STUDY THE EFFECT OF BELOW HR INITIAITVES AT

COCA-COLA:

 Grooming and etiquettes Programmes:

 Grooming and etiquettes programmes are being conducted for
front-line employees and also for employee selected for overseas
posting in order to improve their service levels and qualitative
interaction with customers and various stakeholders better. SEED
(Self Efficiency and Effectiveness Development) programme being
run for front line staff for Coca-cola Employees.

 Streamlined induction Schedule for all new joinees:

 Coca-Cola has put a well defined and properly structured
induction program , phase wise for different batches of directly
recruited officers campus recruited ,which is imparted through a
mix of classroom and on-the-job training.

 Employees performance management system:

 A new Performance Management system has been formulated
and implemented for all officers W.E.F.2009-10 onwards.
STATEMENT OF THE PROBLEM:

 The Success of orientation or any other type of training for Coca-

Cola employees can be gauged by the amount of learning that
occurs and is transferred to the job.
 Too, often unplanned, uncoordinated and haphazard training
efforts significantly reduce the learning that could have occurred.
 Training and learning will take place, especially through informal
work groups, whether an organization has a coordinated effort or
not because employees learn from other employees. But without
a well-designed, systematic approach to training, what is learned
may not be what is best for the organization.
 Training is useful in a business environment. when this method of
training used, participants asked to sort through data provided in
the case to identify the principal issues and propose solution to
these issues.
 The Learning objectives of the trainees must know the concepts
and principles and discover new ones.
 Moreover , it was shown that entity self theory beliefs perceived
development support and supervisor avoidance orientation
beliefs, perceived development support avoidance orientation
beliefs were related to the training and development
REVIEW OF LITERATURE:

 Prakash R. Pillai (2008) attempted to analyze the influence of

the human resource development climate existing in Coca-
Cola on the learning orientation of the firm employees.
 Capable employees are the greatest assets of all
organization.
 Talent management, employees engagement and employee
retention have become the key concerns of HRD
professionals.
 This is of greater relevance in the beverages Organizations,
being highly HR intensive sector.in order to maintain and
develop their competencies the employees should have an
open mind for learning and change.
 The proposed moderation effects were found. Moreover , it
was shown that entity self theory beliefs perceived
development support and supervisor avoidance orientation
beliefs, perceived development support, and supervision
avoidance orientation beliefs were related to the training
and development willingness of older subordinates.
TRAINING INPUTS:

 Skills

 Education

 Development

 Ethics

 Problem Solving Skills

 Decision Making

 Attitudinal Changes
Need of Training:

Individual level:

 Diagnosis of present problems and future challenges

 Improve individual performance or fix up performance deficiency

 Improve skills or knowledge or any other problem

 To anticipate future skill-needs and prepare employee to handle

 more challenging tasks

 To prepare for possible job transfers

Group level:

 To face any change in organization strategy at group levels

 When new products and services are launched To avoid scraps and
accident rates
 To avoid scraps and accident rates

SCOPE OF THE STUDY:

 Management Commitment

 Training & Business Strategies Integration

 Comprehensive and Systematic Approach

 Continuous and Ongoing approach

 Promoting Learning as Fundamental Value

 Creations of effective training evaluation system

 Training & Development Of employees in Coca-cola is the

subject of this study.

 The Examination of Existing literature does not throw

sufficient light in to this area. No research studies are
conducted in this area either in Baroda or neighboring cities.
 RESEARCH DESIGN OF THE STUDY

RESEARCH METHODOLOGY

Present research paper is of descriptive type and on primary data

collected through questionnaire filled by the Coca-Cola employees.

The secondary data includes reference books, journals, research papers

and internet.

Random sampling of 200 respondents from employees from different

beverages.

Design of the study

The study was conducted on 200 Coca-Cola employees.

The perception of understudy respondents were gauged by asking them

to show their response on 5-point likert scale ranging from.

1=strongly disagree to 5=strongly agree.

The study model includes one independent variables viz., training and
one dependent variable employee performance.

Descriptive statistics were used to measure the level the perception

across all the understudy variables.

Further, correlation and regression analysis ere carried to assess the

relationship and relative influence of independent variables (training) on
the dependent variable i.e. employee performance.
The Variables examined in this study are:
1. Independent Variable : Training

2. Dependent Variable : Employees Performance

The Validity of any research depends on the systematic method of

collecting the data and analyzing the same in a sequential order.

In the present study, extensive uses of both primary and secondary data
were made. For collecting the primary data, field survey technique was
employed in the study.

First hand information was collected from 200 respondents of Coca-Cola

plant at Kheda district.

Stratified random sampling method was employee for selecting the

respondents.
The Methodology used in the present research is explained
below:

Sampling Design:
1. SAMPLING UNIT
Select different Beverages industry in India constitutes sampling unit.
2. SOURCE LIST/FRAME
Source list includes Coca-Cola manager, employees, trainees , and
Faculty member of the training centers ex-trainees.
3. SAMPLING PROCEDURE
Multi stage sampling method was used in the present research in the
selection stage.
4. SIZE OF SAMPLE
Zemke and Kramlinger’s Sample size table 1 has been used to determine
the number to sample to be selected. The Sample size used in the study
is 200 which provides accurate results regarding the population under
study.
5. SAMPLING AREA

The sampling Area is the Hindustan Coca-Cola beverages Pvt.ltd.

Kheda. Employees at the middle level and senior level management in
the manufacturing and information technology industries working in
capacity of managers, assistant managers, deputy managers and
officers were interviewed along with the training managers.
6. TARGET RESPONDENTS

The target respondents are the executives of Hindustan Coca-Cola

beverages Pvt.ltd. Kheda.

7. PILOT SURVEY

Pilot study was conducted on 15 respondents, which is a 10% of the

sample was done to check the reliability of the questionnaire.

8. PERIOD OF STUDY

This research was conducted for a period of 3 months from January

2016 to March 2016.

9. SOURCE OF DATA

The Primary data is collected by using structured questionnaire from

various executives working is Hindustan Coca-Cola beverages Pvt.ltd.

The Secondary data for the study is collected through articles, journals
and project reports online from various websites. The Responses of the
employees at the middle level and senior level management of the
manufacturing and information technology industries is collected.
HYPOTHESIS STUDY:
“Hypothesis is a formal statement that presents the expected
relationship between an independent and dependent variable.”

“A research question is essentially a hypothesis asked in the form of a

question.”

Training programmes have a greater impact on middle level and senior

level managers in the information technology industry than in the
manufacturing industry.

In this study following hypothesis are developed:

1.There is no Significant difference regarding the reaction of coca-cola
staff relating to the effectiveness of training context.
2.There is no significant differences regarding the reaction of coca-cola
staff relating the achievement of training outcome.
3.Traning program gives positive impact on the growth of the coca-cola
employees.
4.There ids significant difference between the perception of male and
female employees.
5.The difference between the perception of employees at different level.
REFERENCES:

1. Trainingand Development: Enhancing Communication and

Leadership Skills, by Steven A. Beebe, Timothy P. Mottet and K.
David Roach, 2012, pp. 128-39.

2. The Six Disciplines of Breakthrough Learning: How to Turn

Training and Development into Business Results, by Calhoun
W. Wick, Roy V. H. Pollock and Andy Jefferson, 2010.

3. Employee Training & Development, by Raymond Noe, 2006

Vol.32, No.3, pp.306-322.

WEBSITES REFERRED:

http://blog.readytomanage.com/top-books-on-training-and-
development/

http://www.yourarticlelibrary.com/employee-management/training-of-
employees-meaning- objectives-need-and-importance-employee-
management/27909/

http://shodhganga.inflibnet.ac.in/bitstream/10603/15090/3/chapter
%20%20objectives,%20hypothesis%20and%20research
%20methodology.pdf

http://www.slideshare.net/ProfSaghirJaved/research-paper-on-
supermarket

http://www.google.com/
TRAINING STRATEGIES USED IN COCA-COLA:

Training program should be repeated at regular intervals for

individuals to provide reinforcement of learning.

 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.

Learn about work-life balance at The Coca-Cola Company.

Each year, Coca-Cola Scholarship recipients are welcomed into a

vibrant and growing family that fosters lasting connections. Coca-
Cola Scholar alumni stay in touch through regional
councils, special events, and though their local Coca-Cola bottling
facilities. Alumni often unite to organize and implement
community service projects that enable them to make an even
greater impact together.
Training for coca-cola employees most define three different
strategy. (Diversity Training, Diversity Speaker series, Diversity
Library) which most involve each and every employees
Attitudes, behaviors, Commitment, Culture, Communication and
consumption.
OVERVIEW OF COCA-COLA Co. :
Overview of coca-cola company most involve this different
things:
1.Company Overview - History of coca-cola, Mission, Vision
statement, New Mission and Vision statement.

2.External Audit - Industry Analysis, Current opportunities and

Threats , CPM, EFE Matrix.

3.Internal Assessment - Organizational Structure, Financial

Condition.

4.Strategy Formation -SWOT matrix, space matrix, BCG

matrix, Grand Strategy matrix, QSPM matrix.

5.Strategic plan for future- Strategies

6.Implementation- EPS/EBIT, Projected financial

7.Evaluation- Balanced score card

8.Coca-Cola update-
Soft drinks industry most includes:
Trends of Taste and technology which is most important for
their development.
Soft drinks companies most require strong loyalty against their
competitors. there is more competition in the different market
between different industries.
HISTORY OF COCA-COLA:
The Coca Cola beverage invented by pharmacist John Stith
Pemberton in 1886. The formula and brand was bought in 1889
by Asa Candler who incorporated the Coca Cola company in
1892. In 1916, the company began manufacturing its famous
bottle, which remains signature shape of Coca Cola today. In
1928, Robert Woodruff, whom were the company's president
at that time, led the expansion of Coca Cola overseas when
introduced the Coca Cola to the Olympic games for the first
time. In the 1960s the company decided to expand with
new flavors- Fanta, Sprite and Fresca, In addition it acquired
the Minute Maid company, adding an entirely new line of
business juices to the company.
The 1980s, a time of much change and innovation at the
company. The introduction of  Diet Coke, which become the top
law- calorie drint in the world. The company's presence
worldwide was growing rapidly and year after year Coca Cola
found a home in more and more places in the world.  As for
today, Coca Cola has grown to be the world's most ubiquitous
brand, with more than 1.4 billion beverage servings sold each
day.
An Evaluation Plan for a Training Event at
Coca Cola Company

Evaluating a training event:

Assessments of the activities that are aimed at performing a

certain task over a specified period are outlined in an evaluation
plan. Usually, this evaluation entails techniques, success
identification criteria as well as measurement of the objectives
of the organization (Lichfield 127).

-Effective plan for the evaluation assists in the improvement of

the organizational speed in the achievement of goal. Coca Cola
is a global company that specializes in the manufacture and
distribution of soft drinks or beverages.
The managers in the human resource department in this
company intend to have an event for training all staff members
as well as evaluating the training results.

This evaluation is informative because it is intended to provide

support to the development of the labor force since staff training
ought to match the corporate goals.

Aims of the Evaluation Plan:

According to a description by Lichfield, evaluation plan’s main

purpose is to establish comprehension of organizational goals,
policies and the environment of the company (128). For
example, the mission statement of the company states that this
firm creates value while inspiring people and making a
difference globally. For value to be created by this company out
of its people globally, this initiative should start with the
company’s employees.

As such, training the people will enable the company’s

workforce to comprehend the values of the organization and
their importance in the production of the company. It is
significant for the employees to clearly know the policies on
which this organization is run and also goals that the company
aims at achieving.
 Training is mainly aimed at identifying the performance
requirements, skills, abilities and knowledge that is required by
the labor force of the company in order to achieve the set goals
(Ridge 16).
It is whole Structure or View of Coca-Cola.

It’s , mainly involve various activities from Raw material to

Distribution. How water and other different things which is most
useful for making soft-drinks will added in it.
Depalletizer - Inspection - Washer - Inspection- Filter crown-
Date Coder- Palletizer – Distribution, take place.
Operations:

 Coke manages seven main operating segments (most of

them geographically-based), including: Eurasia and Africa;
Europe; Latin America; North America; Asia Pacific;
Bottling Investments; and Corporate. The North America
operating segment generates the majority of its revenue
from the sale of finished beverages, while the other
geographic regions get most of their business from the
manufacture and sale of beverage concentrates and syrups.  

The Bottling Investments division focuses on the

beverage company's owned bottling operations outside
of North America. This segment helps to maximize the
efficiency of its production, distribution, and marketing
efforts. They include a 29% stake in Mexico's
bottler Coca-Cola FEMSA (now the largest independent
Coke bottler), 23% of European bottler Coca-Cola
Hellenic Bottling, and 29% of Coca-Cola Amatil, a
bottler and distributor of Coke products in Australia, New
Zealand, and surrounding countries. Other major
independent bottling partners include Arca
Continental, New Coca-Cola Enterprises, and wire
Beverages.
Designs of Coca-Cola labels:

 Market realistic of coca-cola company. Which is changed

over time to time.
Geographic Reach:

 The world's largest beverage company rings up more than

55% of its sales outside the US, in some 200 countries
worldwide across Eurasia, Africa, Europe, North America,
and the Pacific Region. Important international markets
include Asia, Latin America, and Europe, which make up
30% of revenue, combined.
Financial Performance:

 Sales fell for a second straight year in 2014, with revenue

dipping by 2% to $46 billion. The Coca-Cola Company's
revenues declined by due to the unfavorable impact of its
geographic mix as it sold more lower-margin products in
emerging and developing markets and fewer higher-
margin products in developed markets. Europe, which
increased sales by 4%, was the only geographic region that
enjoyed growth.

The company's net income dropped by 17% to $7.1

billion, mostly from a combination of lower revenue and
the unfavorable impact of foreign currency fluctuations
that decreased consolidated net operating income by 6%.

Despite lower earnings, cash from operations inched up

by 1% to $10.62 billion, mostly because in 2013 it had
used more cash toward irregular, incremental pension
contributions.
STRATEGY:

 The popularity of soft drinks, especially in mature

markets, has been on the decline since about 2005 as
negative publicity about obesity and other health risks
continues to  threaten sales. As a result, The Coca-Cola
Company and other top soft drink makers are turning
toward other parts of their noncarbonated product
portfolio for growth, such as fruit juices, sports and
energy drinks, and  bottled water and tea beverages. 

 A part of the plan to rely less on the old way of doing

business, and compensate for falling sales amidst
changing tastes, the company is selling many of its low-
margin bottling operations to concentrate on higher
margin operations like selling concentrates and syrups to
bottlers.

 The Coca-Cola Company is also looking to relatively

undeveloped markets with a growing middle class and
money to spend on soft drinks and juices. To that end, it
announced it will invest $5 billion with its bottling
partners in Africa by 2020, raising its investment in the
region to $17 billion from 2010 to 2020. Coke plans to
build new manufacturing capacity, develop sustainability
initiatives and create jobs.
 In a move that supports expanding its fruit-based drinks
portfolio and investing in Africa, in late 2014 The Coca-
Cola Company announced a partnership with alcoholic
beverage company SABMiller and South Africa's Gutsche
Family Investments to create Coca-Cola Beverages
Africa, the continent's largest bottler.

 The new company will serve about a dozen high-

growth markets, where disposable incomes and the
population are growing, and handle about 40% of the
beverage company's African volume. In exchange for its
$260 million investment, The Coca-Cola Company will
receive an 11% interest in the bottler and SABMiller's
global Appletiser brand of carbonated juices as well as
about 20 other African and Latin American non-alcoholic
beverage brands.

 Gutsche Family Investments already controls Coca-Cola

Sabco, a Coke bottler since 1940 with operations in
seven African countries. Coca-Cola Beverages Africa
will absorb most of SABMiller's non-alcoholic
operations on the continent as well as Coca-Cola Sabco's
plants.
 Also in 2014, the company teamed up with  Keurig
Green Mountain, entering into a 10-year global strategic
agreement to collaborate on the development and
introduction of The Coca-Cola Company global brand
portfolio for use in Keurig Green Mountain's Keurig
Kold at-home beverage system.

 It purchased a 16% stake in Monster Beverage

Corporation  in a long-term strategy to accelerate growth
for both companies in the fast-growing, global energy
drink industry.

 In 2013 Coca-Cola opened a new bottling plant in

Myanmar as part of a planned $200 million investment
during the next five years there which also includes
adding more than 22,000 jobs during that time period.
Mergers and Acquisitions:

 Diversifying its portfolio, in 2014 the company acquired

a 16.7% equity stake in  Monster Beverage Corp., a
leading maker of energy drinks. Under the terms of the
deal, The Coca-Cola Company will transfer ownership
of its worldwide energy business, including NOS, Full
Throttle, Burn, Mother, Play and Power Play, and
Relentless, to Monster; and Monster will transfer its non-
energy business, including Hansen's Natural Sodas, Peace
Tea, Hubert's Lemonade and Hansen's Juice Products, to
The Coca-Cola Company.

 In 2013 it bought ZICO Beverages, a maker of ZICO

Pure Premium Coconut Water.

 Growing its distribution network, in 2013 The Coca-Cola

Company bought Sacramento Coca-Cola Bottling
Company, the sixth-largest independent Coca-Cola
bottler in the nation that serves nine northern California
counties.
INTERNAL AUDITS:
COMPETITORS:

POD OF COC-COLA :
It’s mainly focuses on every Joy,
family moments, happiness ,
Cheerfulness.

POD OF PEPSICO:
It’s mainly focuses on Fun , Adventure,
Young target, Sweeter taste.
 Coca-Cola  and  Pepsi  are the two most popular
and widely recognized beverage brands in the world. Within
their lineup of beverages, Pepsi-Cola and Coca-Cola Classic
are the predominant carbonated cola beverages.
Both Coca-Cola and Pepsi try to market as part of a life-style.
Coca-Cola uses phrases such as "Coke side of life" in their
website,  www.coca-cola.com, while Pepsi uses phrases such
as "Hot stuff" in their website,  www.pepsi.com, to promote
the idea that Pepsi is "in sync" with the cool side of life.
Coca-Cola is more popular but Pepsi has a bigger company.
Pepsi tries to reach out to the younger generation by appealing
to pop culture. If you visit their website you will be greeted
with flashy pages containing pop music, cars, and fashion.
Coca-Cola's website also has links for music and sports, two
arenas in which soda-pop is often consumed; however, Coca-
Cola's is less flashy and uses a classical appeal, most likely
because of Coca-Cola's long history as the standard for cola
beverages.
This statistic highlights the market share of leading
carbonated beverage companies worldwide as of 2015. The
carbonated soft drink market was dominated by the Coca-
Cola Company, which held a market share of 48.6 percent.

The global market was estimated at 341.6 billion U.S.

dollars.
This timeline shows the market share of leading carbonated
soft drink companies in the United States from 2004 to 2014.
Throughout this entire period, the Coca-Cola Company was
the leading soft drink company. In 2011, Coca-Cola's soft
drink market share amounted to 41.9 percent.
This company is compared to stocks in the same industry. It is
sorted by largest to the smallest  market value. Feel free to
change the stock symbol and select the compare button.
VARIEUS BRANDS COMPARISION:
SWOT ANALYSIS:
STRENGHTS:
 Brand recognition
 Customer loyalty
 Worldwide network of
bottlers/distributors
 Geographic diversity
 Market leader

WEAKNESSES:
 Relatively Established in the markets it
operates in
 Growing Health – Conscious
Consumers
 Not many sub-industries in the
beverages market that coca-cola does
not operate in
OPPORTUNITIES:
 2020 vision
 Expansion in New & Existing
Markets
 Potential for Acquisition

THREATS:
 PEPSICO
 Strong competition in all
geographic
 Regions
 Higher Commodity prices
 Battle against obesity
QUESTIONNAIRE:
Dear Sir/Madam,

I am doing a research work on Employees Training & Development. I

would request you to kindly spare some time to fill up this
questionnaire.

Thank you very much for your cooperation.

Name --------------------------------------------------

Designation-------------------------------------------

Department-------------------------------------------

Section I

Q1. Please mention your age

€ 20-25

€ 25-30

€ Above 30

Q2. Sex:

€ Male

€ Female
Q3. Marital Status:

€ Single

€ Married

€ Divorced

Q4. No. of years of experience:

€ Less than 3 years

€ 3 to 5 years

€ More than 5 years

Q5. Is this your first organization?

€ Yes

€ No
 Section II

NOTE: Please tick mark the option you feel is most appropriate
as per the following:

( Rate on a scale of 1-6 to indicate your option, 1 being strongly

disagree and 6 being strongly agree)

Q1. You know what is expected of you at work.

1 2 3 4 5 6

Q2. You have the materials and Equipment that you need to do your
everyday work.

1 2 3 4 5 6

Q3. The work you do has appropriate task variety.

1 2 3 4 5 6

Q4.You are performing a job that matches your skills.

1 2 3 4 5 6
Q5.You are given ample flexibility to perform your job.

1 2 3 4 5 6

Q6.The organization clarifies how its culture is evident through

employee behavior.

1 2 3 4 5 6

Q7.The organization rewards or recognizes such employee behavior

1 2 3 4 5 6

Q8.You feel comfortable working with your team members.

1 2 3 4 5 6

Q9.Your organization has created a professional, attractive work area

that is functional and promotes productivity

1 2 3 4 5 6

Q10.The company provides you a safe work environment by accident

prevention & safety programs.

1 2 3 4 5 6
Q11.Your work interferes with your personal relationships & family
responsibilities.

1 2 3 4 5 6

Q12.Your salary is fair, equitable and competitive.

1 2 3 4 5 6

Q13.You are offered economically feasible employee benefit programs

tailored to individual needs.

1 2 3 4 5 6

Q14.Rewards in your organization are immediate and appropriate.

1 2 3 4 5 6

Q15.Performance goals are behavioral, result-oriented and achievable.

1 2 3 4 5 6
Q16.Performance is regularly tracked and measured.

1 2 3 4 5 6

Q17.Performance measures are mutually agreed on & discussed by

both the employee & supervisor.

1 2 3 4 5 6

Q18.Performance is appropriately rewarded with raises, incentives,

rewards and recognition.

1 2 3 4 5 6

Q19.Performance measurement is used as criteria for promotions.

1 2 3 4 5 6

Q20.You are a part of a supportive and productive team.

1 2 3 4 5 6
Q21.A variety of training & development programs are offered to
improve skills

1 2 3 4 5 6

Q22.You feel attached with your company,

1 2 3 4 5 6
DATA ANALYSIS AND INTERPRETATION:
Interpretation:

60% of the employees feel that they have given such meditation
program no. of times depending on their work, while 40% have not
attended such program yet; the 40% are the younger employees.
DATA Analysis & Interpretation for Training:
Analysis and Interpretation.:
The process by which sense and meaning are made of
the data gathered in qualitative research, and by which the emergent
knowledge is applied to clients' problems. This data often takes the
form of records of group discussions and interviews, but is not limited
to this.
LIMITATIONS:
In case you didn't know, coke and Pepsi are example of soda
drinks. And here are their numerous disadvantages. Get
informed.

Consuming soda yields many disadvantages, including

dehydration, high-sugar intake, weight gain and calcium
depletion. 

Calcium Depletion 
Calcium is an essential mineral for strong bones and teeth.
Consuming high amounts of phosphoric acid, a common
ingredient in sodas, can deplete the calcium from your
bones and decrease calcium absorption. Among women, this
may lead to poor bone development or osteoporosis, a
condition characterized by brittle and weak bones.

High Sugar Content

Many soft drinks contain significant quantities of sugar. One
12-ounce serving of
coke, for example, includes 39 grams, or 3.3 tablespoons, of
sugar. Consuming such large quantities of sugar elevates
your blood glucose levels and may increase your risk for
cardiovascular disease. Additionally, many sodas contain
high fructose corn syrup or HFCS as their primary sugar
ingredient. HFCS may stress the pancreas and lead to
fluctuating blood sugar levels. Consuming sugary sodas day
after day can contribute to the onset of non-insulin dependent
diabetes, or type 2 diabetes.

Weight Gain
Weight gain results when you consume more calories than
your body burns. A 12-ounce serving of coke contains 140
calories, often called "empty calories" because they provide
no nutritional value. Drinking one can of coke a day for
four weeks is equivalent to ingesting 3,920 extra calories, or a
gain of 1.1 pounds if the calories are not burned. A 160-
pound person must walk for 27 minutes at 3.5 miles per
hour to burn off the calories in one can of coke. If these
calories are not burned, you may gain more than 12
pounds in one year. Additionally, sweet-flavored sodas may
disrupt appetite signals and promote cravings for other
sugary foods.

Dehydration
Sixty percent of your body weight is comprised of water.
You lose water when you sweat, urinate and breathe. For
the body to continue functioning properly, you must
replace the lost water with ingested fluids. Sodas are often
consumed in the place of water or other hydrating fluids.
Many sodas contain caffeine, which acts as a diuretic,
increasing urination and leaving the body with less available
water to carry out important functions. Additionally, some
diet sodas contain significant amounts of sodium, which may
draw water from the cells and promote dehydration

 Followers can utilize newer technologies that become

available, while first movers may be heavily invested in
older technologies.
 First movers sometimes rigidly adhere to their original
path, even when it isn't working, which opens the door
for followers to move in with a revised version of the
product that better serves the market's needs.
 The employee of the coca-cola are so faithful to their
organizations that they do not want to say negatives of
their organizations.
 They may have affected the efficacy of the data collected of
coca-cola.
FINDINGS AND DISCUSSION:

FINDINGS :

 Management take care of their problems only 6o% of

employee said that but the restore not satisfied with
management
35% employees feel that the evaluation is only for profit
not for actual evaluation of employee on the other hand
65% feels opposite.

 Organization don’t involved field employees in

discussion regarding changing scenario and upcoming
problems.
Management helps only few middle management
employees in finding job at lay off.

 Company has a system of pay for performance 75%

employees feel that but rest are opposite to it.

 Provides reward for forwarding any new suggestion and

idea regarding any problem only feel by 60% of the
employees.
  Not so much recognition for the field employees for
their records in 25-30 years of   job only a few
employees are aware.

 Only 35% employees feels that feedback is provided by

them regarding compensation, benefits and employees
attitude but rest feel it is based on management and the
special criteria based on which it has been calculated.

 Almost all of the employees are satisfied with the

Pension Plans Company is providing only 2-3
employees are opposite to it. Regarding the environment
for work half of the employees feel good but the other  half
are confused.

 
 No proper complaint solution program is there in the
organization only 10%employees feel that organization
provide solution for their problems.60% of employees feel
that organization arrange meditation program no. of times.

 It also describe that there is no significant differences

between the perception of male and female employees in
terms of observance of training practice.
RECOMMENDATION:

 In the above study I felt that there are lots of policies

in the written form but the application part is missing,
so I would suggest applying what has been written.

 In my study the % of field employee’s involvement is

40% only. But the field employees are the back bone of
the organization so I feel that, the field employees can
also be included during various discussions along with
R&D department.

 The lying off worker does not have much security

regarding the job prospective in the industry feel 80%
employees. Although this type of situation has not been
arrived yet but I suggest that company must have such
type of policies in their  system for future security.

 In the organization 40% employees feel that there is no

recognition to the old field employees. I suggest to the
organization that they can have regular half yearly 
programs in which all the employees can be introduced to
the new staff and informal meetings can be there.
 90% employees feel that they don’t have complain
resolution programs so I suggest that complain handling
department can be created for such types of resolution.

 35% feel that there is no formal feedback involved during

time of compensation  planning; I suggest that company
can prepare a form in which they can have regular feedback
from the employees.
CONCLUSIONS:

 Training is necessary in the changing environment, planned

and systematic training should be made compulsory in all
Sectors.

 It brings Changes in behavior, attitude at any age and helps

in increasing the organization performance.

 The Organization should encourage more facilities during

training and also off the job training , because it is one kind
of encouragement to improve the interest towards the
training and development program.

 By Providing training, employees support the skills

development of their employees.

 If the training is good then the employees will contribute

their maximum for the achievement of the organizational
objectives.
 Researcher found that the training and effectiveness
programs have a positive impact on the performance of
both male and female employees but the results shown that
it has a greater impact on the performance of male
employees group.

 This can be due to the reason that mostly female employees

bear additional responsibilities towards their families.

 The Overall about training conducted by Coca-Cola among

the employees is very good and effective, it is very much
helpful to improve the individual career and organization
growth.