coca cola training and development

7/18/2019 Coca Cola Training And Development

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Training And DevelopmentProgram For Coca Cola

The purpose of this task is to analyze the main Training and Development issues experienced by

Coca Cola and to give them possible solutions and best methods to resolve those issues.

Furthermore is how Training and Development is used to identify the reliability of the workers to

perform more effectively which enhances the business's performance. Coco Cola has hired almax

Consultancy which is a permanent and temporary agreement recruiting consultancy which provides

recruiting solutions! seeking and offering "uality team and offering the workers training to perform in

a company.

Current Strategy and Organization's GoalThe company has been in continuous efforts to be one of best from the day it started. The company

would never want to settle anything less than #o$ position! the vision as per Coca Cola is to be the

best in the class! %ust not to fulfill but to exceed the demands of consumers. They are moving with

&& plan where they look to become world leaders.

(nternal contextCoca Cola is a famous product that has been regarded as a )living symbol of *oy! +outh and

,rosperity). -ince its beginning in $/ Coca Cola has obtained momentum making it a worldwide

identified product with a profile of more than 0 beverages. Coca Cola has led the beverages

industry growing to other marketplaces accomplishing an oligopoly position with an enormous

business creating them the world innovator for carbonate drinks.

1xternal contextCoca Cola has been working on the saying 'slow and steady wins the race'! side by side retailing to

every more of its competitors. 2ith the evolution of being one of the top brands! it is always difficultto sustain with the competitors. arious brands that give tough competition to Coca Cola like ,epsi

Co!inc. #estle -.3 etc.! manufacturing soft drinks and also various other products that makes the

competition tough. & countries and more than 4 products do have a huge competition to face.



Training and Development VisionThe training strategies in Coca Cola focus on bridging the gap between the organization needs with

the consumer needs. The target is to produce "uality of labor with various educational! technical and

analytical skills among employees. The perspective of Coca Cola is to enhance its training and

development in way which does not affect the creativity of the workers! and therefore allows it to

create an advantage for the company.

Training Need AnalysisTraining need analysis is about identifying the training gap between your actual or current

performance and your re"uired standards. For 1xample 5 (f you need to go to 3 to 6 you must know

what is 3 and what is 6. almax Consultancy has identified the re"uired performance standards of

Coca Cola i.e. what skills! knowledge and behaviors are needed to do the %ob effectively for theworkers through which employees can do their work differently and in a better way to fulfill the

ob%ectives of the company.

3nalysis 7f Training #eeds

• 1mployees are better prepared to help the organization achieve its goals

• -taff are more productive

• 1mployees are more motivated

• 2ell trained staff re"uire less supervision

• 3 pool of employees are ready to replace others who leave

• -taff that engage in continuous learning are better able to meet the challenges of changes in

the organization

• -taff are able to manage8work on new programs

•+our organization will be more successful at attracting and retaining employees

7rganizational component



Coca Cola needs to make sure that the strategic needs of the company are taken into account. The

business training needs are especially arranged to make sure that the company can benefit from the

performance enhancement of the workers.

7perational component(n the needs evaluation a functional research looks to analyze the ob%ectives of the company 9short5

term and long5term:! and the styles that are likely to impact these ob%ectives. Coca Cola needs to

make sure that the potency of the company can enhance to be able to improve the functional

efficiency.

,ersonal componentThis analysis obliviously targets individual workers. 3 very critical fact of individual research is to

decide which necessary ;-3s have already been discovered by the potential trainees so that

valuable training time is not lost repeating what has already been obtained.

6est ,ractice Training <ethodology 3mong the various methods! the company uses techni"ues like )Training on wheels) an initiative

that provided relevant sales managers or staff for retail chain.

Training and Learning Theories

-ocial =earning Theory 3ccording to 3lbert 6andura! the -ocial learning theory has become the most influential theory of

learning and development. >e argues that people can learn new information and behavior by

watching other people i.e. modeling or observational learning can be used to analyze the employee's

behavior.

-ocial learning theory is also the rationale behind using specific training methods for Coca5Cola. 3

modeling process will be involved in the training program in which employees will be able to learn

through the observations. This will be done while having the role plays and workshops to make the

social learning successful. Certain re"uirements and steps will be followed which are as follows?

Attention 5 The employees need to pay attention to avoid the negative effect of observational

learning.



Retention 5 They must keep the given information in their mind so that they can use it later and act

accordingly.

Reprodution 5 This time the employees will have to perform whatever they have observed.

!otivation 5 1xperiencing these motivators can be highly effective. For example if a student comes

in the class on time and he has been rewarded by the tutor so you can get motivation through that

and start coming on time.

Trends in Training2hen the Coca Cola started the %ourney towards being one the best manufacturers for soft drinks!

the company did not need much of training to be conducted as the %obs were assigned with respect

to the labor available 91merald! &$$:. =ater the competition and the business needs did create a

re"uirement where the employees need to be trained in technical skills! business skills andleadership skills.

Training "rogram struture and DesignThe basic structure would be like senior level management team! then the business managers!

supervisors and then ground level employees. The hierarchy would mostly remain the same

however@ it might change with the re"uirement with the business needs.

=eadershipTraining audiene# -enior level <anagers! Top level 1xecutives

Training O$%etive# <anagement will be able to evaluate modifying company surroundings and its

corresponding results on company. <anagement will also be able to implement the new possibilities

and to find alternatives for possible risks.

Training method# The business leaders have different role play to do when compared. =eaders

mainly interact with clients directly or indirectly! understand the re"uirements of the clients and what

resources they can provide for fulfillment of the contract or the business.

CoachingCoaching to the business leaders have to be done with a person who have vast experience in the

field and probably have seen many companies shaping up on his career. This is %ust to polish the

skills and then provide guidance in decision making and ob%ection handling when making and

business decision or a deal.



Conference=ike the business schools meets! every big organization have their own conferences arranged at

various business locations. This helps in business leaders interact with other leaders across the

globe.

Strategi Training

<anagementTraining audiene# The group will have customer service managers! sales managers! design

managers or line managers.

Training O$%etive# The ob%ective would be to understand the current skills of the managers and

help them learn and understand new set of skills that matches business re"uirements.

Training method# Aole play is something like wearing someone else shoes to understand the depth

of the %ob. This is very much like an actor trying to play a role in a skit. -he8he has to shape

according to the re"uirement of the character.

& Learning# 15learning technology is like bringing world in front of our eyes. This is one of solution

for organization to reduce the time for trainings and have employees go through different phases of

training by sitting at desk with a computer or in a conference with co5managers.

TechnicalTraining audiene# The target crowd would be like assistant managers! middle level supervisors

and co5workers

Training O$%etive# 7b%ective behind this would be to train the employees to be more efficient in

technical skills and with the latest technology. The global leaders would want new innovations to

come through that would improve the business strength.



(ene)its o) Training and DevelopmentThereby! training and development is beneficial not %ust for the company itself but also to the

individual workers. >ere! training and development leads to improved success and more positive

behavior toward profit alignment! enhance the %ob abilities and knowledge at all levels of Coca Cola.

7n the other hand! this training and development program benefits personal workers through helping

them make better choices! helping in motivating and achieving self5development and self5

confidence! helping an employee to handle stress! disappointment and moving the individual toward

personal ob%ectives.

=earning 7utcomesThe greatest aim of this training techni"ue is to create and enhance a lifestyle of company learning

at Coca5Cola. (t helps to build a future living in the present and working together toward the dreams.15=earning's and %ob training benefits to build leaders among the co5workers. 3dditional resources

are available for the management and can use them when re"uired. 4B of the investment cost in

training the employee after being assigned to a role would reduce. This would be most cost effective

and efficient methods.

Ris* !anagementAisk management is one of the aspects which cannot be prevented in training strategy. 3 number of

threats are associated with creating this training strategy for Coca Cola. 7ne of the key threats is the

workers level of ability to resist change. This can cause level of resistance from employees! as well

as the growth of anger among employees.The way to decrease this particular danger is to make

sure that an employee participation approach is used! which can decrease the concerns of the

employees! while also helping the advancement within the worker.

The Green "rospetive

Today! Corporate -ocial Aesponsibility 9C-A: has become an integral part of companies. C-Aactivities are various initiatives taken up by the companies to give back to the society that helpedthem reach the stage they are in. There are myriad C-A activities conducted by corporate. >ere aresome of the suggested actions.+, Adopt a shool in a village# Due to the inherent lack of "uality primary education in the ruralareas! the company could adopt a school in a village and employ "ualified teachers with highbackgrounds in their sub%ects. They can also provide for good sanitation! uniforms for the students!sufficient stationary and opportunities for extra5curricular activities.



-, "rovide omputers and )ree training )or students in rural areas# The company can donatecomputers to schools in rural areas and also provide free of cost computer training to the students!so that they can learn and enhance their (T skills.

., Get a))iliated /ith an NGO# *oin hands with an #7 and help them out by providing monetaryfunds and the likes. The employees of the company can also %oin the #7 on various activities it

conducts for the area it is targeting.

0, 1ree medial amps )or the $a*/ard regions# The company can tie5up with a prolific hospitaland provide free health check5ups in rural areas. -ometimes it could be for specific medicalpurposes! like polio vaccination in children! cervical cancer vaccinations in women! testing formalaria8dengue8swine flu! etc.

2, (lood Donation Camps# 6lood donation camps are one of the best ways to give back to thesociety! and the company can organize one and invite the general public to donate blood alongsidethe employees.

3, Donation o) Sports &4uipment in Shools? 2ith the increasing awareness of fitness andathletics! and the ever growing adoration for sports in (ndia! donating "uality fitness and sportse"uipment would not only persuade the students to adopt a more healthy lifestyle! but also advocatethe company as a health and fitness promoting institution.

5, Adult Literay "rogrammes# This is an activity used by Tata Consultancy -ervices. (ndia has somany able adults who are unemployed because they are illiterate and haven't received propereducation! so this is an initiative that can increase the employment rate of the country and bringdown the poverty levels.

6, 7nternational Sholarships )or students )rom $a*/ard regions# For students of brilliantacademic caliber but no means to fulfill their potential abroad! the company can provide to fund for

the student's tuition fee! accommodation fee and day to day living expenses! thereby providingdeserving people with an opportunity they would have otherwise been devoid of.

8, 1ood Camp# The Company can invite the general public to donate as much as food as they wantto! in a food camp! which will later be given to! says an orphanage or distributed in a village.

+9, Donation to Orphanage# The employees can donate handsome amount of money! new clothes!toys etc to an orphanage. They can also be re"uired to visit the orphanages and spend "uality timewith the children there periodically! like say once a month.

Legal 7ssues )or &mployee Training

2hatever the reason! should you decide to implement your own employee training program! here



are some legal tips for >A to do so.

1. Trainees need to be paid. >owever! trainees only need to be paid the re"uired

minimum wage for your state.

2. Trainees are entitled to overtime pay.

1ven if the program is a stepping stoneto an exempt position! in almost all cases! trainees are going to be entitled to overtime wages if they

work over hours in one workweek 9counting any time spent in a course5room or seminar5type

setting:. For this reason! ensure that trainees are keeping track of all time spent in the training

program.

3. Defne outside study requirements i! any. 6e sure to define any outside

study or research re"uired! or clearly specify when it is not. 2hile trainees may use their own time to

study their field if they want to do so on their own without compensation! any re"uired outside study

as part of the training program may be determined to be Eworking time that counts towards their 5

hours per week. 1mployers could consider! however! having a 05hour8week training program! with

five hours for trainee research and study as they see fit. #ot everyone will take advantage of theopportunity and those who do are demonstrating initiative and drive 9as well as enhancing their

training education: that might make the five hours of wages worth it in the long run. (n this case! be

sure to tell the trainees how you will confirm that the five hours was indeed spent on %ob5related5

study! and follow up.

". Trainees are your employees and are entitled to state#mandated

benefts. 2hile you can likely carve trainees out of other company provided benefits! trainees

need to be covered on your workersG compensation and unemployment insurance policies. 1nsure

that your employee handbook defines trainees and specifies the benefits to which they are entitled.

$. Trainee recruiting s%ould be similar to your employee recruiting

&it% similar requirements ta'ing into consideration t%e training

being o(ered. Trainees can be 9and should be: sub%ected to background checks! reference

checks and other similar re"uirements as your other employees. 3fter all! the point of the training

program is to develop individuals who will eventually work for you. (f anything is an absolute

screening5out factor! be sure to check it before admitting applicants to the training program.

>owever! keep in mind that this is a training program and you may want to relax any skills! abilities!

or experience5related re"uirements.

). Trainees s%ould receive your employee %andboo' and related

policies.

Trainees are employees. ,rovide them with copies of your handbook! your harassment

policies! your computer use policies and any other policies provided to your Eregular employees.

*. Trainees are employed at &ill. -ince trainees are employees! you need to ensure

they know they are employed at will 9especially in states where such declarations need to be made

affirmatively:. Hse offer letters that spell out the terms and conditions of employment for trainees! as

you would for other employees. (f a %ob is only guaranteed if certain criteria are met 9or if the

employer may refuse a %ob based on performance in the training program or other factors:! you



should say so! giving the employer discretion to account for changing times! needs and economics.

+. ,denti!y entitlement to commissions-bonuses. (f regular employees in the

positions for which the trainees are being trained are entitled to commissions and8or bonuses! clearly

define 9in writing: any entitlement to commissions or bonuses for the trainees. ;now that most states

permit employers to define such entitlement as they wish! however! the trainee should be advised ofthe arrangement before he or she starts the training program.

. /ave trainees sign confdentiality-restrictive covenant

agreements. (f the trainees have access to company confidential information! company client

information! company clients! technical data! etc.! ensure that they sign any applicable

confidentiality! non5solicitation! and8or non5competition agreements. Consider how you will treat

trainees who refuse %ob offers at the end of the training program! but who accept a %ob with a

competitor of yours that does not offer a similar program.

10. estrict trainee blogging and T&eeting about t%e training

program.

1nsure that you have policies in place that will prevent trainees from blogging or

tweeting about the training program! or from entering the program for some other purpose other than

%ob skill development and %ob ac"uisition.

6y following these and similar provisions that treat your trainees like your employees! employers can

attempt to create their own educated and knowledgeable workforce! trained in their company culture

and taught to handle situations in the ways preferred by the company. 6y remembering that they are

trainees! however! you can also ensure to implement other necessary protections.

Training Delivery !ethodsGuided disussion and storytelling# This would be more a practical way of leaning the things

rather than %ust be a theoretical way of training that takes through various slides or modules. This

helps the employees to come out with the new ideas that can be implemented for business needs.

Trainings can be held in a closed environment like a meeting hall or we can build training rooms in

the office premises that could accommodate a group of people with latest e"uipment. Coca colas

and organization have professional training rooms with all infrastructures that can provide complete

assistance in training.

&valuation o) the Training1valuation is the last level of the training process which helps the company to evaluate the

effectiveness of the training program. ;irkpatrick's model of evaluation includes four levels of

evaluation which can be used to evaluate the potency of the training of Coca Cola.



Aeaction will be determined as what the members thought of the system! such as material! trainers!

features! techni"ue! content! etc. Aesponses on reaction set of "uestions will help to ensure against

choices based on content of unhappy participant's

=earning assessment involves calculating the level to which concepts! information! techni"ues! and

abilities have been obtained. There are many different actions of learning! such as paper5and5pencilassessments! expertise methods! and %ob models.

6ehavioral change will be calculated to determine the level to which abilities and knowledge

discovered in the system have converted into enhanced behavior on the %ob.

1valuation of results includes tracking business enhancement such as cost benefits! work outcome

and "uality changes.

coca cola training and development

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