We aim to establish long term relationships with our employees. One of the needs identified by our employees was for opportunities for professional development. With this in mind we have developed special programs.
First Few Sips: The purpose of this training is to provide CCIPL new hires with a sense of Vision, Purpose, Direction, Belonging, Pride and Passion. This is the induction program to train hires on company policies and provide them function overview. It is a 5 day workshop that includes a plant tour and a sales visit.
Pegasus Program: The Pegasus program seeks to develop all-round top talent to fuel a pipeline of future roles within CCIPL.
Mantra: Mantra is our university relations program; we have consistently been a preferred recruiter in leading B-school campuses. Through the Mantra program, students get an opportunity to work on 2-month summer internship projects with Coca- Cola India. The program is designed for maximum learning and consists of a robust mix of project work, coaching and assignments.
Management Trainee Program: The best performing summer interns (from the Mantra program) are recruited as Management Trainees. The Management Trainee program is of 18 months duration and offers comprehensive, cross-functional experience in different business verticals and the group's CSR activities.
Women in Leadership program: Globally, The
Catalyst: Catalyst is a training program for selected managerial staff, relatively high in the organizational hierarchy, grooming them for taking up senior management positions. Within the organization, we recognize the need for performance and development reviews. Our approach to these reviews is three pronged.
- On the job - Learning gained through current work assignments and special projects
- Coaching and mentoring - Knowledge built through interaction with others
- Formal training – Courseware designed to develop knowledge and skills
In 2011 we launched 7 Integrated Career, Development & Performance Planning Workshops, covering 147 associates who are people managers. Across the organization we were able to have performance plans for 100% of the employees, career plans for 94%, development plans for 93% and mid-year reviews for 100% of the employees.