Minas Agelidis


Coca-Cola HBC Magyarország Kft.

We believe in our staff and provide them with opportunities for continuous development and the development of their talents. Coca-Cola Hellenic Fast Forward training provides opportunities for those who are gifted, open to development and learning and would like to build their careers. Participants undergo professional development that can not only be used in their future positions and careers, but also in everyday life.

Fast Forward 2 Others to Managers (O2M)

Industry: FMGC

Date: From 2014


Solutions of the macro-sustainability challenges

Encourage life-long learning and adult education and training, especially for developing the ability to adapt and build resilience in a rapidly-changing environment, and promote leadership skills

Further targets:

What´s the solution?

At Coca-Cola HBC Hungary, the internal training of our employees is managed within the Fast Forward program. The program has three different levels that prepare participants for three different management levels. All three types of program commence every year. Applicants are nominated by their managers during the annual PDF (Performance Developing Forum). This is followed by a one-day-long selection process (Assessment Center, and personal interview) which forms the basis of the selection process for participants. Participants work on projects and take part in training during the one-year-long program, finishing the session with a presentation.

The program has several advantages for the company (e.g., fostering recruitment from inside the company). We are working in a market that requires special skills, and it is hard to find employees with adequate knowledge. It is getting harder to attract talented people and it usually takes a very long time to find suitable employees from outside. Training new workforce is time-consuming and expensive, too. Our aim is to supply 70% of managers from internal sources, and 30% from external.

Business connection

With this program, we can improve the extent of commitment, prepare the majority of new managers, provide opportunities for development and support the career paths of talented people, and all of these goals can be measured using concrete data, contributing to our profitability. Therefore, the program has an impact on our financial indicators as internally sourced employees make a profit earlier for the company (through saving on recruitment and coaching costs).


The success and effectiveness of the programs as well as the enthusiasm and commitment of the participants are the best forms of motivation. The initiative also states that continuous development and learning are the keys to success and to the ability to move ahead. The program will be improved by following up on international synergies: this year each regions’ FF2 members will participate together in the program. Peer Learning Sessions (involving the mutual learning of employees who work in the same field and at the same level) will be a new component, as well as Fireplace talks (informal talks with corporate executives with a focus on selected issues).