Organisation Study Training At

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CONTENTS

1. HISTORY OF THE ORGANISATION

2. PROFILE OF THE PRODUCTS

3. MISSION & OBJECTIVES

4. ORGANISATION DESIGN & STRUCTURE

5. FUNCTIONS OF VARIOUS DEPARTMENTS

6. SWOT ANALYSIS

7. KEY RESULT AREAS

8. SIGNIFICANT FACTORS FOR SUCCESS

9. ACCOUNTING

10.PRODUCT PROMOTIONAL MEASURES

11.PROMOTION POLICY OF EMPLOYEES

12.TRAINING MEASURES

13.PURCHASE OF MATERIALS

14.MANPOWER PLANNING

15.PERFORMANCE APPRAISAL SYSTEM

16.VIEWS OF THE MANAGERS

17.ADVANTAGES AND DISADVANTAGES

18.DISCOUNTING POLICY

19.OBSERVATION AND FINDINGS

20.LIMITATIONS

21.LEARNINGS

22.BIBLIOGRAPHY


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ACKNOWLEDGEMENT

Mr. Banoj Patra,Plant Manager, liasioning their cognitive learning to me. As aproject guide he helped me throughout the project. I would like to give specialthanks to him for his valuable technical insights and professional wisdom.

Mr.Sanjay Dhobhal,HR Manager and other administrative members withoutwhom it would not have been possible to complete my project. I also am gratefulfor the knowledge and input given by all other members of the unit.

Their way of grilling besides their encouraging remarks from time to time helped

us in horning our skills. Their sincere advice helped me to bring up the final shapeof the present work.

Again I accolade him for showing their belief to me and providing me all sterlingresources necessary for one to groom as a business professionals.

Its being my privilege for working under both the personalities and inculcatingvaluable experiences to me.

I am also sincerely thanks to Prof. Jeevananda our mentor andfaculty of Christ University for mentoring and guidance in the

process our study.


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HISTORY OF THE COMPANY

Coca-cola Company is the worlds largest manufacturer and distributor of Soft

drink syrup and concentrate in history, as well as best-known product in theworld created inAtlanta, Georgia, by Dr. John S. Pemberton. Coca-cola was

1st offered as a fountain beverage by mixing coca-cola syrup with carbonated

water. Coca-cola was introduced in 1886, patented in 1887, registered as a

trademark in 1893.

Company profile

Coca-Colais the worlds most recognized trademark and one of the largestnon-alcoholic beverages company with the most extensive distribution system

in the world. According to Business Week magazine Coca-cola (NYSE: KO)is the worlds Best Brand with a value of US $67000 millionin terms total

band equity and brand recognition where is the major rival Pepsi has a value ofjust US$12390 million.

It operates in more than 200 countriesand offers more than 400 brandsworldwide. Coca-Cola India is among the countrys top international investors,having invested more than $1.5 billion in India within a decade of its presence.The Coca-Cola Company exists to benefit and refresh everyone it touches. It is

its mission to provide branded beverages that refresh people around the world,anywhere, anytime and every day. The co. has shaken up the Indian carbonateddrinks market, and given consumer the pleasure of the world-class drinks tofill-up their hydration, refreshment needs.

Coca-cola India serves the best brands of the world to Indian

population which includes names such as Diet Coke, Coca-Cola, Sprite,and Thumps UP, Limca, Maaza etc. The co. has Kinley mineral waterlaunched in 2000 and now in the National Capital Region they havelaunched BON AQUA a new range of mineral water.

The co. has ranking up first in the introduction of canned and PET soft drinks,vending machines and backpack dispensers for crowds of cricket supporters. Inthe recent scenario of IPL (Indian Premier League), it is with the DELHIDAREDEVILS team fromDelhi. Coca-Cola has been severally applauded by


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the GOI(Govt. of India) for its eco-friendly programs such as Waterharvesting Plants and water treatment plants.

Brands of Coca-Cola:

(1). Energy Drinks

Coca Colas brands of Energy Drinks contain ingredients such as ginseng extract,guarana extract, caffeine and B vitamins.

(2). Juices/Juice Drinks

Coca Colas more than 20 juice, offering both adults and children nutritious,

refreshing and flavorful beverages.

(3). Soft Drinks

Soft drinks from The Coca-Cola Company are both icons and innovators in thebeverage industry.


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(4).Sports Drinks

Carbohydrates, fluids, and electrolytes team together in Coca Colas Sports Drinks,providing rapid hydration and terrific taste for fitness-seekers at any level.

(5).Tea and Coffee

Bottled and canned teas and coffees are satisfying both traditional tea drinkers andtoday's growing coffee culture

(6). Water

Smooth and essential, our Waters and Water Beverages offer hydration in its purestform.


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Portfolio of Products by Coca-Cola India


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Brindavan bottlers limited

Brindavan Bottlers Limited is the part of Coca-cola family. All the operations ofcoca cola are handled by the Brindavan Bottlers Ltd. It manufactures three lines of

products. They are:-

Line 1- Carbonated soft drinks. Product in which CO2is mixed and they are inglass bottles.

Line 2Fruit juice Maaza in glass bottles.

Line 3Carbonated soft drinks in PET bottles which include the manufacturing inplastic bottles.


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MISSION AND OBJECTIVES

To socially and economically empower communities around our operations, bycreating enabling environment around our plants, for the betterment of

communities through sustainable projects. To contribute time, resources andexpertise to help communities in partnership with local leaders.

Coca Cola dedicated five new rain water harvesting projects to the

community in Lucknow. Coca Cola sat an example in the area of public

private partnership in water conservation. These five projects have the

potential to recharge 30, 000, 00 liters of ground water annually in

normal monsoon. The rain water harvesting projects were

commissioned under the aegis of Brindavan Bottlers Ltd. the authorizedbottler of Coca cola.


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FUNCTION OF VARIOUS DEPARTMENT

AND THEIR MANAGERS

Brindavan Bottlers Ltd. is headed by Managing Director Mr. M.D.Ladhani.

The M.D. has all the control over all the departments. He is assisted by the

managers of different departments. Under the managers of different

departments executives work to assist the managers of different departments.

HUMAN RESOURCES (HR):

The HR department functions are as follows

Contract labour management ( production & shipping)

Employ recruitment

Performance management system

Training & development:

Training involves the initial idea given an employee while introducing

anything new, other than the usual activities.

Development means to improve the existing knowledge of the employee &

to enhance the skills so as to improve the performance to meet the

growing demands of the organization.

Exit & separation (resignation & final settlement)

Employ engagement activities- Conducting events & parties for the

refreshment of the employees

Employ welfare

Corporate social responsibility (ex: conducting of campaigns)

HRIS- Human Resource Information System (maintenance of

employee database)


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Performance appraisal

Man power planning:

The HR department will recruit depending upon the activities of the

company. Generally, the intake number will depend upon the companys

assets & the various departments involved in it.

Orientation & Induction:

Orientation includes the initial training given to any fresher who is new to

the company. Here, the fresher will be given a detailed picture of the

organization and its policies.

Induction means to make the employee understand the role and activitiesassigned to him/her and to whom he/she has to report about that.

The HR department is headed by a HR manager. The team leader assists

him. Under him, there will be a team of 2 HR Executives & 1 Welfare

Officer. The welfare officer looks after the security department and is

responsible for maintaining the security within the organization. Issues

concerned with the wage structure, sanction of leaves, etc are under the

control of the department heads. Special training programs are conductedfor the employees in order to equip them well with the changing standards

of the organization.

MANUFACTURING:

The function of this department is to control & co-ordinate the manufacturing

process of the soft drinks within the plant. It also accounts for the design and

launching of any new product, but the final decision on any such issue has to be

made by the CCI only.

This department is further divided into 3 sub-categories

(a)Quality Assurance :

A plant manager heads this dept. in addition to him there are seven

chemists. The deputy manager reports to the plant manager. Its main


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function is to test and control the quality of waters, caustic solution and the

final beverages. Samples are taken for every half an hour. Any deviation

from the specific standards are reported and rectified immediately. In the

micro testing lab, the water and beverage is tested for contamination. If

any indication of contamination is found out, the QA department has the

right to stop production immediately.

(b)Production :

The production department is headed by a factory manager who reports

directly to the area general manager (AGM). One engineer is for the inside

battery limit i.e. plant equipments and Maintenance and the second

engineer is for outside battery limits; for the utilities like generator room,

boiler, water treatment plant. All of them report to the plant manager.

(c)

Maintenance :

It accounts for the maintenance of the machinery & production equipment

within the manufacturing department.

FINANCE:

A finance manager heads this department. This department can be broadly

segmented into two, the accounting section and the payables/receivables i.e.,

working capital. In addition to these, sections like shipping stores, purchase,

administration and taxes report to the FM. The annual budgets are prepared in

unit level Regional Office.

There will be 3 Team Leaders under the control of the Finance Manager. Their

duties will be discharged as follows:

Team Leader-APrepare taxation details of the organization.

Team Leader-B Controls and co-ordinates the distributor works (3

executives for assistance)

Team Leader-CFor preparing the bills (2 executives for assistance)


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SUPPLY CHAIN MANAGEMENT:

The function of this department is to supply the raw materials required for the

manufacturing & production of the soft drinks.

This is done by first identifying the requirements of the company and thensourcing its goods and assets. Then it searches for the vendors who engage in

such activities & then acquires the quotations from the vendors as per the

requirements of the company. Then it raises the order to the company which suits

the requirements and then ensures that the materials are supplied to meet the

requirement in proper time.

ROUTE TO MARKET:

This department deals with the transportation of the finished goods to the market

through proper and suitable vehicles as per the demand in the specified route.

INFORMATION SYSTEMS (IS):

This department maintains the employee individual database right from the date

of joining to the date of termination. This includes the employee attendance and

other information regarding his/her performance & targets, salaries, etc.

COOL DRINK EQUIPMENT (CDE):

This department engages with the maintenance of the quality and quantity of the

bottles and PETs in which the cool drink is being filled.

SALES & MARKETING:

The sales department has a general sales manager and three associate sales

managers. Of the three, one is in charge of city sales while the others look after

district and Orissa sales. Sales executives and Market Developers (MDs) assist the

Sales Managers. All of them report to the AGM directly who interacts with the

Sales department on a daily basis and virtually leads the team. The role of an MD

is to enhance and improve the market share of the product within his area limit.

This is done by identifying the low-demand areas and thereby devising methods

to improve the demand in those areas.


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FLEET:

The function of this department is to control and maintain the vehicles used for

the transportation of materials into the unit and filled-in bottles to the market.

SHIPPING:This functions under the Shipping In-charge who notes the full position in

godown. These units report to the Finance Manager.

PURCHASE:

This section functions with two people including the Purchase In-charge who

reports to the Finance Manager. The plant informs the store of the requirements

that in turn make a purchase matter whether concerning the plant request to the

Purchase Department.

PERSONNEL DEPARTMENT:

Matters like recruitment, selection, wage structure, etc., is decided at Lucknow.

The respective department heads sanctions leaves for the staff.

CUSTOMER SERVICE SUPPORT SYSTEM:

There is a CSSS which functions for entire A.P; it locally reports to the AGM. In the

soft drinks industry, the customer and consumer id defined separately. The

customer is one who re-sells for profit. This includes the retailer and the

distributor. By consumer, they mean the end user of the products.

STORES:

There is a stores In-charge and four other people to assist him. All material used

for production are under the stores In-charge, once they enter the company

premises. The stores department directly reports to the Finance Manager and

daily reports are sent to him.


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SWOT ANALYSIS

1) STRENGTH

Distribution Network: the company a strong distribution network

consisting of efficient salesman, 7,00,000 retail outlets and 8000

distributors. The distribution fleet includes different modes of distribution

from 10-tonne truck to open-bay three wheelers that can navigate through

narrow alleyways of Indian cities and trademarked tricycles.

Strong Brands :the Coca-Cola has been named the worlds top brand for afourth consecutive year in a survey by consultancy Interbrand. It was

estimated that Coca-Cola brand was worth $70.45 billion. People all over

the world enjoy Coca-Cola products more than 1.3 billion times per day.

Cost Of Operation: the production, marketing and distribution system are

very efficient due to forward planning and maintenance of consistency of

operations, which minimizes wastage of both time & resources, leads to

lowering of costs.

2) WEAKNESS

Low Export Levels: The brands produced by the company are brands

produced worldwide thereby making export levels very low. In India there

exist a major controversy concerning pesticides and other harmful

chemicals in bottled product including Coca-Cola. Therefore people abroad

are apprehensive about Coca-Cola products from India.

Small Scale Sector Reservation Limit Availability To Invest And Achieve

Economies Of Scale: the companys operation are carried out on a small

scale and due to government restrictions and red-tapism. The company


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finds it very difficult to invest in technologies advancement and achieve

economies of scale.

3)

OPPURTUNITIES

Large Domestic Market: Coca-Cola India claims a 60.1% share of the soft

drinks market; this indicates a 42% share of the Cola Market share, chiefly

led by Limca.

Export Potential: the company can come up with new products, which are

not manufactured abroad like Maaza etc &export them to foreign nations.

It can come up with strategies to eliminate apprehension from the minds of

the people toward the coke product produced in India

Higher Income Among People: development of India as a whole had lead to

an increase in the per capita income thereby causing on increase in

disposable income.

4) THREATS

Imports: As India is developing at a fast pace, the per capita income hasincreased over the years. If consumers shift into imported beverages rather

than have beverages manufactured within the country, it could pose threat

to the Indian beverage industry a whole in turn affecting the sales of the

company.

Tax And Regulatory Sector: the tax system in India is accompanied by a variety of

regulations at each stage on the consequence from production to consumption.

Therefore, this can limit the growth of the company and pose problems.

Slowdown In Rural Sector: Low per capita income disposable income, large

number of daily wage earners, poor roads; power problems; and inaccessibility to

conventional advertising media. This entire problem might lead to a slowdown in

the demand for the companys products.


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KEY RESULT AREAS OF THE ORGANISATION

1. Financial performance: In todays global marketplace, where growth via

acquisition is prominent, the key to sustained positive financial performance is

the ability to understand and respond to consumer demands and competitive

pressures while reducing cost of production.

2. Sustainability: Manufacturers want to have a positive impact on the

society and the environment. In addition, they want to turn sustainability

challenges into business advantages. At the heart of a well-planned

sustainability program is the belief that corporate investment in environment

and social responsibility must strengthen business performance to be

successful. It must reduce environment impact, achieve genuine economy in

the use of the resources, deliver a return on investment, and enhance the

equity of the company. Through automation, three major sustainability objects

can be addressed:

Energy conservation and efficiency

Environmental responsibility and resource management

Safety for workers, machinery, process and products

3.Brand equity: Customer loyalty is the key to success of any business, and

maintaining customer loyalty is achieved through consistent manufacturing

high-quality products, batch after batch. In doing so companies add value to

their brand, therefore protecting brand equity is the core to financial

strength, whether one provides local product, a high-value import, or a global

megabrand.

Business plan achievement:The targets for the employees will be

allotted at the beginning of the year about the business plan& what are the

goals to be achieved by them. The weight age given for this KRA is 60%, and

this KRA is used to measure the performance of the individual employees

and appraisal of performance.


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SIGNIFICANT FACTORS FOR SUCCESS

There are 4 Ps which drives the organization in the success path. They are:

PRODUCT: - The product aspects of marketing deal with the specifications

of the product, and how it relates to the end-users needs & wants.

PRICE: - The process of setting a price for a product, including discounts.

The price need not be monetary it can be simply be what exchanged for the

product or services.

PROMOTION:- This includes advertisements, sales promotion, publicity &

personal selling, branding & refers to the various methods of promotion theproducts, brand or company.

PLACE(OR DISTRIBUTION):- Refers to how the product gets to the

customer; for example-point of sale placement or retailing.

SYSTEM OF ACCOUNTING FOLLOWED

The system of accounting followed is the double entry system of book-

keeping.

The organization has the one of the efficient and reliable computer system

to accomplish this task. The software used by the company is calledJaguar,

which is used and followed all over the branches in India.

This system is fast and automatic, the results are interpreted automatically

also these systems are synchronized the all over the system in India though

internet thus information are exchanged and results are obtained instantly.

The organization maintains reports and sends reports across branches

through these systems. Also one department is assigned maintenance and

consistency of these systems i.e. INFORMATION SYSTEMSdepartment.


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Product Promotional Measures

ADVERTISING:

Advertising is a non-promotion of goods and services by sponsor who can be

identified and who has paid for his communication. Their purpose of advertising is

to sell something, goods or services, idea, person or place.

Brand ambassador & TV commercials.

Promotion by the company

PROMOTIONAL STRATEGY DURING IPL MATCHES:

Jis bottle mein brrrr dikhega woh coke free milega

Sprite Tension mat le KKR in IPL SEASON 4:

Riding on the passion of T20 Cricket amongst consumers, Brand Sprite, official

partner of KOLKATA KNIGHT RIDERS(KKR) had announced the launch of a

special edition SPRITE KKR bottle. The latest initiative was a part of brand

Spites larger consumer engagement programs to leverage the 4th season of

DLF IPL, 2011.

Independent research reports have shown, out of the 230 million mobile

phone users in the country, the youth continues to be largest users of mobile

phones. Combining this key insight with the passion of T20 Cricket, the

company had launched a special edition SPRITE KKR bottle with insignia of

the key players.

Complementing the innovation, Sprite was also rolling out a special Tension

mat le KKR, digital initiative inin association with KKR & NOKIA.


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In the offer, consumers just need to drink Sprite & look out for a unique 9 digit

code under the crown and SMS the code. Lucky customers get once in a life

time opportunity to meet SHAH RUKH KHAN and members of KKR team, in

addition, customers also get a chance to win a NOKIA mobile phone every

hour. The entire initiative was applicable to RGB & also on all PET packs of

SPRITE.

To create awareness about Tension mat le KKR digital initiative, the company

has launched a mass media campaign featuring SHAH RUKH KHAN, owner KKR,

to be telecasted on all the leading TV channels across India.

CAREER PLANNING AND PROMOTION OF EMPLOYEES

The career planning of the employees is done by the human resource

department. This is done through the constant and vigilant check on his

work. This also includes the performance and behaviour of the

employee in office and in work area. The HR department also sends

reports to the higher authorities for his work and upon this report the

department maps his career for the growth of the employee. Thepromotion of the employees is mainly done upon the experience that

he persists in the company or in the corporate world, but the main

criteria for the promotion of an employee is his performance and the

contribution by him towards the benefit of the company. The company

has also got the policy that no employee can receive promotion before

2 yrs of service in the company.


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TRAINING MEASURES

The Brindavan Bottlers Limited Human Resource department prepares a training

calendar in the beginning of the year. Mostly the Training & Development

programs are conducted to the employee skill gap analysis.

Training is done on 3 types:

1) On the job training

2) Class room training

3) External training

After training, they evaluate the employees by placing them on the job, and observing

them.

Training and development programs:

The training and development programs are conducted in 2 types.

1)

Individual development programs

2)

Group development programs

Only 1% of the programs are done for individual development program, other

99% is conducted to the group wise.


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SYSTEM FOLLOWED FOR PURCHASE OF

MATERIALS

There are 2 types of procedures followed for purchase of materials:-

1. Purchase Indenting System:- It is the system in which we write item

description , quantity required, present stock position and their valuation. After

analysis we identify the actual requirement and accordingly compare the rates

and place the order.

2. Material Requirement Planning:- It is based on daily stock position andrespective consumption considering safety buffer stock and place the order to our

registered vendors along with dispatched schedules so that we can maintain

inventory at optimum level minimum reorder level. We register our vendors

based on their market reputation, capital investment capacity and product quality

to ensure arrival of right material at right time and at right place.

Currently, indenting systemis in use. Whatever material is to be purchased it

goes for indenting. The purchase material goes for indent in the requireddepartment. Then it goes for sanction to the plant manager and afterwards goes

for purchase. The material purchased is then shown in the gate and the gate entry

is made and then the material goes to the required department.


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HRD MEASURES (INCLUDING WELFARE MEASURES)

The Coca-Cola Company promises an environment that is productive, healthy,safe and successful to all its employees. The company has policies to help and

guide the behaviours that shape the work environment. The HR department is

responsible for advising all its managers, from managing directors to the lowest

level supervisor, on all areas relating to the personnel management and industrial

relations.

The HR department mainly concentrates on two types of functions:

1. Managerial functions

2. Operative functions

The Managerial functions are as follows:

1. Planning: Deciding what needs to happen in the future (today, next week,

next month, next year, over the next 5 years, etc.) and generating plans for

action.

2. Organizing: (Implementation) making optimum use of the resources

required to enable the successful carrying out of plans.

3. Staffing: Job analyzing, recruitment, and hiring individuals for appropriate

jobs.

4. Leading/directing: Determining what needs to be done in a situation and

getting people to do it.

5. Controlling/Monitoring: checking progress against plans, which may needmodification based on feedback.

The Operative functions are as follows:


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1. Procurement: Job analysis, Job evaluation & Job grading. They recruit the

employees and are also involved with the appointments, promotions and

terminations.

2. Development: They undertake training programs for the existingemployees, trainees & apprentices. They measure and evaluate their

performance levels on a grading basis.

3. Integration: It respects employees emotions and feelings. It takes their

interests and ideas into considerations and implements them, if necessary and

noteworthy, by modifying them in accordance with the requirements of the

company.

4. Maintenance: It takes care of the requirements of the employees such as dresscode, working equipments, policies, safety programs, social security measures,

rules and regulations, shifts management & so on.

Welfare measures:

This is also an important task that has to be handled by the HR department. It is

their duty to look after the safety and security of the employees of their

organization. For this, they have to implement some measures in order to ensure

them of their security. Also, some refreshment campaigns need to be conducted

for the employees, some of them may also include their families participation. In

Brindavan Bottlers Limited many of such kind are being conducted, for example,

Family Day, National Security Day, Blood Donation Campaign, Womens Day, etc.

this indirectly enhances the efficiency of the employees by refreshing them from

their daily routines.


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MANPOWER PLANNINGGiving the employee, a good future they access the skill of the employee and

find whether he/she is suitable for the role which he is assigned. Thus the

employee is initially evaluated on his performance & then the role is assigned

on a long-run, as to how the company benefits from the employee.

Internal Job Posting (IJP):

This refers to the vacancies in the company which will be filled in with the

employees already working within it. Hence, in this case, every eligible

employee will be informed of the posting and is allowed to apply for the

same. Here, eligibility refers to whether the employee is skilled enough to

meet the requirements of the vacant position.

Competency Mapping:

This is performed by knowing the employee present skill and where he/she

is lacking. After accessing, they contribute for the growth of the employeesby teaching them where and how to improve.

Promotion Policy:

In this they follow PAP (Performance Appraisal Process), this was done

yearly. In this PAP they track the employee in three different aspects

o Skills

o Attitude

o

Behavior in the premises

PMS (Performance Management system):

This is a day to day process. This system is done to rectify performance

appraisal. In this an employee is tracked daily on each and every activity of


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him (achievements & failures in a day). In total the report of a particular

employee which was tracked on daily basis is prepared at the end of the

year and ratings were given according to his performance.

PERFORMANCE APPRAISAL SYSTEM

In Brindavan bottlers limited Performance Appraisal is conducted annually for

each employee. The performance appraisal is done only for the staff and not for

workmen.

The Performance Appraisal for staff will be measured for a year depending upon

the target achieved b each individual employee. The targets will be allocated to

the employees at the beginning of the year, so that they should reach their

targets at the end of the year.

The performance analysis is done under four categories

1.

Exceptional Appraisal: Exceptional performance is the highest level of theemployee to be achieved for performance appraisal. This is the first level of

performance calculation. In this exceptional performance, the achievement

will be between 6-10 points, so if he achieves those points, he will fall

under exceptional performance.

2.

Successful performance: It is the second highest level of employees to be

achieved for performance appraisal. This is the next level of exceptional

performance. In this successful performance, the achievement exists

between 4 to 5 points.

3.

Developing performance: This is the third level of performance

management system in this organization. This performance level is

achieved by the fresh employees. If the target achievement of an individual


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employee lies between 3-4 points, then the employee is said to be under

this developing performance and is said to be the final stage of assessment.

4. Do not meet performance: If the target achievement is less than 3 points at

the end of the year, then the employee is said to fall under this.

KEY RESULT AREAS FOR PERFORMANCE APPRAISAL:

There are some key result areas in which performance appraisal is conducted.

There are 3 types of KRAs used for performance appraisal system.

BUSINESS PLAN ACHIEVEMENT:

In this organization, the performance appraisal is conducted depending upon the

KRAs of the individual employees. The targets for the employees will be allottedat the beginning of the year about the business plan and what are the goals to be

achieved by them. At the end of the year, the performance will be measured

through this business plan achievement. The weightage given for this KRA is 60%.

This is the key result area used to measure the performance of individual

employees and appraise the performance.

PEOPLE DEVELOPMENT:

It is the second KRA in measuring the performance. This is the very tough task to

be performed.

There are 2 types of people development:

(1)The development of sub-ordinates.

(2)

Self development.


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VIEWS OF THE MANAGERS AT VARIOUS

LEVELS AND NON-MANAGERIAL STAFF

BY DETAILED INTERACTION.The organization maintains a good communication with each of their

employees and also takes care that each gap is filled between the

managerial staff and non-managerial staff.

The views about the managers have been very positive and there exists

a good relationship and understanding between them.

As the managers have a big responsibility about running the

organization with the human resources they try to fill the gap between

employee and boss relationship to maintain a healthy environment and

try to avoid any differences that could be possible.

This is done through good communication, various activities and

functions organized within the organization.

These activities and functions involve blood donation camp, employee

of the month, small parties etc.


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ADVANTAGES AND DRAWBACKS OF THE

ORGANISATION STRUCTURE

Advantages:

1. Organization structure is well designed and the structure is very

effective.

2. The structure has much scope for people to grow and learn.

Communication is effectively carried out with no flaws in the channels.

Disadvantages:

1. There is very less scope for the plant to grow because limit of

space.

2. The targeted customers are big in number thus growth and profit

could not be predicted.


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OBSERVATIONS AND FINDINGS

The electronic machine which is called Handle Machine is used bythe salesman

(AMCs) for issuing bills to the retailers. All the schemes that are to be given to theoutlets are uploaded daily in that machine.

The machine provides all the information regarding the stock of different packsizes of different brands and total stock loaded in the truck, stock sold, balancestock, glass reconciliation sheet and various other options.

Whenever a salesman issues a bill to any retailer, he also has to enter the schemegiven to them. The scheme which is given to the retailers these days is that on

purchase of a case of 600ml or a case of 2l, 2 free bottles of 600ml will be given to

the retailers. Then while issuing a bill, he will have to enter the no. of free bottlesgiven to that outlet.

The information regarding the discount is already stored in that machine andwhenever the salesmen issue bill in the name of a particular discounted HVO, themachine automatically calculates the amount of discount and the net paymentwhich is to be made by the HVO.

When the salesmen issue bill to any outlet that can be any retailer or any HVO, the

information is stored in the server at the depot. The person sitting at the depot getto know each and every information about the products sold with the name of the

outlet, whenever a bill is issued to the outlets.

The company keeps on making improvement in the system to prevent anyfraudulent activity. Therefore it replaced the bill book system of drafting bill to theretailers by electronic billing machine.

The company also started following card incentive system in which initially theretailers pay for the full price and after a month they get an incentive card whichdepicts the total incentive earned by the outlet in that particular period. On the

basis of that incentive card they get the products of that total incentive value. Byadapting this system the company has reduced the probability of unfair practices toa greater extent which is done by the salesmen by selling the products to the outletsat the full price in the name of HVOs which get a cash discount and filling up theirown pocket with the amount of discount.


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As per the present strategy of Coke, the salesmen cannot sell the products of the

company against the empty cases of Pepsi but the Pepsi is still selling the products

against the empty cases of coke. This strategy has shown a great impact on the

sales volume of the company. There has been decrease in the sales level of theproducts of different pack sizes as compared to earlier stages because Pepsi takes

away the empty bottles of coke and sells their products to the retailers which has

shown the shortage of the bottles of coke in the market and if the retailers want to

purchase the products of Coke theyll have to provide them the empty bottles of

Coke only but if Pepsi will take away the empty bottles of coke, then the retailers

cannot purchase the products of coke until and unless they have the empty bottles

of coca-cola to make an empty case of 24 bottles.


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Limitations of the study

There are few limits to my work area and the job is confined to a specificproject only.

My project area is too vast to work. Authority part is also less as a trainee of thecompany.

All the information was not provided as most of the information were

confidential.

Account Closing time in the company put some constraints to the involvementof the employees.

It is also possible that the respondents may answer according to what theythink.

Some of the respondents are unwilling to answer because they feel that such

Project is of no use.


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LEARNINGS.

. In nut shell its been great experience in coca cola as trainee. I have learnt so

many things like working of the various departments viz. finance, marketing,

human resource, sales. The working of coca cola gave great exposure and thus

helps in enhancing my knowledge about the organisation working. Visiting to

distributors provided public dealing skills to me and solving their daily problems

related to supply. Feel amazed to see the manufacturing process of coke.


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BIBLIOGRAPHY

Internal database (Brindavan bottlers limited)

www.coca-colaindia.com

www.wikepedia.com
http://www.coca-colaindia.com/http://www.wikepedia.com/http://www.wikepedia.com/http://www.coca-colaindia.com/

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