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Re-Defining Direction The Story of the Manifesto for Growth In The Coca-Cola Company May 2007
PEOPLE 32% of world population DIVERSITY all religions COUNTRIES 43 countries Vlad Bog Talent & Development Director-Eurasia Coca-Cola University Director-Eurasia
From Richard’s Class ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Lessons Learned in the Process ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Trigger Lesson: Look at your problems before your stock gets the hit
The Trigger - Lesson ,[object Object],[object Object]
The Questioning ,[object Object]
The Questioning - Lessons ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Direction ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Our Manifesto for Growth ,[object Object],[object Object],[object Object],PEOPLE PORTFOLIO PLANET PROFIT PARTNERS
Does it Work ? From 39 to 58 in less than 3 years…
Where does this leave HR ? PEOPLE A great place to work where all are inspired to be the best that they can be
HR Assumptions ,[object Object],[object Object],[object Object],[object Object]
Brand HR First ,[object Object],[object Object],[object Object],[object Object]
Findings ,[object Object],[object Object],[object Object],[object Object],[object Object]
Overview of linkage analysis ,[object Object],Employee opinions and programs Employee behavior Consumer attitudes & behavior Financial performance ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Research context ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Note: Analyses shown throughout are regression analyses, where .xx is R 2 value; all values significant, p < .05
Employee opinions & programs Employee behavior Consumer attitudes & behavior Financial perform-ance Empowerment and Innovation Employee Engagement Employee Opinions & Programs Employee Behavior Factors driving Engagement Image Development and Training Leadership Employee Retention .46 ,[object Object],Note: .xx is R 2 value; all values significant, p < .05 Strategic Direction
Strategic Direction Employee Engagement Employee Opinions & Programs Employee Behavior Employee opinions and behaviors relate to consumer opinions and purchases Image Development and Training Leadership Empowerment and Innovation Employee Retention Employee opinions & programs Employee behavior Consumer attitudes & behavior Financial perform-ance Global Reputation Tracker Share .32 .25 .59 .26 .46 ,[object Object],[object Object],[object Object],Note: .xx is R 2 value; all values significant, p < .05 Consumer Behavior & Attitudes
Divisions with more favorable employee opinions have a higher share Share Employee Opinion: High Favorability Employee Opinion: Low Favorability Share is higher in divisions where employees are more favorable, as indicated by the difference in the red and green bars
Divisions with lower people turnover have a higher share of category sales 28.4% 14.4% 30.9% 20.0% 6.0% 2.4% Share of Category Sales 0% 5% 10% 15% 20% 25% 30% 35% Low Turnover High Turnover Categ1 Categ2 Categ3
Strategic Direction Employee Engagement Employee Opinions & Programs Employee Behavior Image Development and Training Leadership Empowerment and Innovation Employee Retention .46 Employee opinions & programs Employee behavior Consumer attitudes & behavior Financial perform-ance Global Reputation Tracker Share of Category Sales .32 .40 .59 .25 Financial Performance Financial Performance Net Revenue Ratio Brand Contribution Ratio Operating Income Ratio Administrative Expenses Actual vs. Plan .18 Operating Effectiveness Net Revenue Per Employee .39 .34 ,[object Object],[object Object],[object Object],[object Object],The following slides illustrate these relationships Unit Case Growth 2005-2006 .20 .15 Consumer Behavior & Attitudes

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Employer Branding Presentation Coca Cola

  • 1. Re-Defining Direction The Story of the Manifesto for Growth In The Coca-Cola Company May 2007
  • 2. PEOPLE 32% of world population DIVERSITY all religions COUNTRIES 43 countries Vlad Bog Talent & Development Director-Eurasia Coca-Cola University Director-Eurasia
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  • 5. The Trigger Lesson: Look at your problems before your stock gets the hit
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  • 11. Does it Work ? From 39 to 58 in less than 3 years…
  • 12. Where does this leave HR ? PEOPLE A great place to work where all are inspired to be the best that they can be
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  • 20. Divisions with more favorable employee opinions have a higher share Share Employee Opinion: High Favorability Employee Opinion: Low Favorability Share is higher in divisions where employees are more favorable, as indicated by the difference in the red and green bars
  • 21. Divisions with lower people turnover have a higher share of category sales 28.4% 14.4% 30.9% 20.0% 6.0% 2.4% Share of Category Sales 0% 5% 10% 15% 20% 25% 30% 35% Low Turnover High Turnover Categ1 Categ2 Categ3
  • 22.