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Edit Comment Close Premium member Presentation Transcript Slide 1: Group Members Nipuna Weerakoon (105649)Contents: Contents Background of Coca Cola Coca-Cola’s History, Vision & Mission What makes Coca-Cola Success Training and Development T&D Processes Life cycle model of T&D Employee and Coca-Cola’s Expectations in T&DCoca-Cola : Coca-Cola The Coca-Cola Company is the largest manufacturer, distributor and marketer of non-alcoholic beverage concentrates and syrups in the world. The company sells over six million beverages every day (Coca-Cola, 2005 ). World's largest beverage distribution system.Slide 4: Type Soft Drink (cola) Manufacturer The Coca – Cola Company Founder(s) Johan.s.pemberton Country of origin United States Introduced 1886 Area served Over 200 countries Colour Caramel E-150d Company History Coca Cola: Coca Cola Vision Profit: Maximize the return of shareholder. People: Establish a great place to work where people are inspired to the best they can do Planet: Being a responsible global citizen that makes a difference Mission Their Roadmap starts with their mission, which is enduring. It declares their purpose as a company and serves as the standard against which they weigh their actions and decisions. To refresh the world... To inspire moments of optimism and happiness... To create value and make a difference.Working as a Global Team : Working as a Global Team Coca Cola is built around two core assets; its brands and its people. That's what makes working in Coca Cola so special. They believe that work is more than a place you go every day. It should be a place of exploration, creativity, professional growth and interpersonal relationships. It's about being inspired and motivated to achieve extraordinary things. What makes this success?? Training & Development = Standard Performance – Actual Performance : Training & Development = Standard Performance – Actual Performance ‘ Training is expensive. Without training it is more expensive’ Training and Development ‘Training & Development refers to the imparting of specific skills, abilities and knowledge to an employee’.Slide 9: Why Training & Development? helps employees to do their current jobs help the individual handle future responsibilitySlide 10: Training in Coca Cola ‘ Training is the process of altering employee behaviour and attitudes in a way that increase the probability of goal attainment.’ Coca Cola’s main objective in training is to help the organization to achieve its purpose by adding value to its key resource – the people it employs. Develop the competences of employees and improve their performance; Help people to grow within the organization in order that, as far as possible, its future needs for human resource can be met from within; Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible.Slide 11: Training Process Development in Coca Cola : Development in Coca Cola ‘Management Development activities attempt to instil sound reasoning processes to enhance one’s ability to understand and interpret knowledge.’ The Coca-Cola University (CCU) provides excellent learning opportunities to help you develop both personally and in business. You can take advantage of a variety of flexible, tailored and diverse resources including: Instructor led training classes in a range of areas including People Leadership, Franchise Leadership, Consumer Marketing and Customer/Commercial Leadership; E-learning to share core knowledge; Workshops to help generate new ideas and apply them practically; Just-in-time training and development for critical skills;: Development ProcessTraining & DEVELOPMENT : Training & DEVELOPMENT Development It shapes attitude overall growth Long term perspective Career Centered Internally motivated for self development Training Increases job skills-specific skills Short term perspective Job centered The role of a trainer is very importantThe Life Cycle Model of Coca Cola’s T&D: The Life Cycle Model of Coca Cola’s T&D HR Function Introduction Growth Maturity Decline Training and Development Define skill required and begin establishing career ladders. Implement re-training and continuous development The authority, responsibility is allocated Maintain flexibility and decides what is need to be done to aging workforceEmployee and Coca Cola’s expectations in T&D: Employee and Coca Cola’s expectations in T&D Skills development Knowledge Motivation J ob satisfaction and morale among employees Increased employee motivationAny Questions?: Any Questions? You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.