Table of Contents

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CONTENTS

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DEDICATION
ACKNOWLEDGEMENT
EXECTIVE SUMMARY
HISTORY OF PEPSICO COLA
PEPSICO COLA IN PAKISTAN
THE VISION STATEMENT
HR INTRODUCTION
HR OBJECTIVES

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HR POLICIES
HIRS
HR PLANNING
FUNCTIONS
JOB DESCRIPTION
JOB SUMMARY , DUTIES
WORKING CONDITIONS
PERFORMANCE STANDARDS & JS
EMPLOYEE EMPOWERMENT
LABOUR RELATION
RECRUITMENT
METHODS OF RECRUITMENT
STRATEGIES OF RECRUITMENT
SELECTION
SELECTION PROCESS
SELECTION PROCESS
TRAINING AND DEVELOPMENT
ON JOB TRAINING , EXTERNAL SOURCES
PERFORMANCE APPRAISAL
COMPENSATION & BENEFIT
RECOMMENDATIONS
CONCLUSION

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DEDICATION

THIS REPORT IS DEDICATED TO ALL BUSINESS STUDENTS AND MY RESPECTED TEACHER

We like to dedicate this report to all business students who want to become great
business professionals and want to be on the height of the BUSINESS WORLD . We hope that
they would be satisfied from our task and that would help them in their future life.

We at this point shall not forget the fruitful efforts of our teacherProf. Tafzil Hussain
without whom we would have been unable to accomplish this.

AC K NO W L E DG EM EN T

We are very thankful to Allah Almighty who has given us the power and ability to think and judge the
maters and then to make use of the blessed abilities. Our most respectable teacher Prof. Tafzil Hussain
is the only source who directed us to apply our abilities in the required direction.

Executive Summary

First of all we went to the company and gathered the information from there and then we started
analyzing about the current situation ofPEPSICO. During this process of analyzing the HR Department
we came across some problems and some advantages prevailing in the company.

Our project ofPEPSICO covers the following HR Areas

MISSION AND VISION STATEMENT OF THE COMPANY

HR FUNCTIONS
JOB ANALYSIS

 SWOT ANALYSIS

HISTORY OF PEPSICO COLA

In 1893, Caleb Bradham, a young pharmacist from New Bern, North Carolina, begins experimenting with
many different soft drink concoctions. Like many pharmacists at the turn of the century he had a soda
fountain in his drugstore, where he served his customers refreshing drinks, that he created himself. His
most popular beverage was something he called " Brad's Drink " made of carbonated water, sugar,
vanilla, rare oils, PepsiCoand cola nuts.

One of Caleb's formulations, known as " Brad's Drink ", created in the summer of 1893, was later
renamed PepsiCoCola after the PepsiCon and cola nuts used in the recipe. In 1898, Caleb Bradham
wisely bought the trade name "Pep Cola" for $100 from a competitor from New York, New Jersey that had
gone broke. The new name was trademarked on June 16th, 1903. Bradham's neighbor, an artist
designed the first PepsiCo logo and ninety-seven shares of stock for Bradham's new company were
issued.

1898 - One of Caleb's formulations, known as " Brad's Drink " a combination of carbonated water, sugar,
vanilla, rare oils and cola nuts, is renamed "PepsiCo-Cola" on August 28, 1898. Pepsi Cola receives its
first logo.

1902 - The instant popularity of this new drink leads Bradham to devote all of his energy to developing
Pepsi Cola into a full-fledged business. He applies for a trademark with the U.S. Patent Office,
Washington D.C., and forms the first Pepsi Cola Company.

PEPSICO COLA IN PAKISTAN

PepsiCo, one of the worlds largest food and beverage companies, has offered its products through
independent bottlers in Pakistan for more than 40 years.

PepsiCo. Is offering lots of its brands in Pakistan now.

Bottled water of AquaFena is one the names which has started in Pakistan along with the PepsiCo Cola,
They have also launched ready snacks namedKurKure,

THE VISION STATEMENT

To be a leading house of FMCG products with local dominance, global prominence, the strongest
financial fundamentals and maximum efficiency

HR Introduction:

HR department follows the policies by the HR department ofPEPSICO. At PEPSICO, their belief is that
"their people are their greatest asset. They take great pride in acknowledging the contribution each one of
them makes". they focus on People Development and for that they ensure:

Staff PEPSICO with world class Professionals and ensure that the right systems are in place to
encourage them to develop to their full potential.
Create a collaborative and mutually supportive work environment that encourages people to
grow.
Build a team of professionals who deliver expertise by participating in business decisions.
Develop Performance Management and reward systems underlying our Business strategy.

HR Objectives:

To look out for the well being of all employees of the company.

Provide leadership and direction to employees of the company.

Career Development planning for all employees of the company.

Ensure thorough training of nationwide employees.

To provide individual employees with orientation on the company at the time of joining.

To provide employees with solutions to their problems.

Maintaining data records of all employees of PEPSICO (Human Resources information System).

To evaluate and retain those employees who are assets to the company.

HR Policies:

Friendly, conversant, flexible and congruent with business environment.

Policies are legally compliant with clearly expressed processes for timely revisions and a framework in
place to foster employee adherence.

HRIS

Development of interactive web-site aligned with all HR sub-functions to facilitate communication

between employee and organization through dialogue boxes and speedy availability of information.
Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction
and heading towards Relationship Building, in this all the links are being recreated and employees are
given much more weight as compared to past.

HR PLANNING

HR plannings purpose is to determine what HRM requirements exist for current & future supplies &
demands of workers. The organization ensures that they have the right number and kinds of people at the
right place; this task is accomplished by regular recruitment and selection, performance evaluation,
Promotions, Regular Training and development programs.

HR Functions of PEPSICO:
STRENGTHS
1- The people in the HR department of PEPSICO are extremely qualified personnel so no flaws in
decision making are prominent
2- They have sufficient resources of getting knowledge from outside sources.

3- They prefer new entrants of the market to increase their efficiency.

WEEKNESS

1- the ethical issues in the PEPSICO prevail the most

2- the employees in the PEPSICO dont participate equally so there are chances of misspalnning.

JOB DESCRIPTION

Company Name: PEPSICO

Job Title:

Salary:

Assistant HR Manager Job Code:310-4

Rs.35000

Reporting Relationships:
Assistant HR manager reports to HR Manager, and then he
reports to the HR Secretary. Then all other HR people get information from the HR secretary.

Job Summary:

Manage the HR activities of the department. plans and develops the systems and procedures for
recruiting.
Supervises staff in accordance with companys policies and procedures. Responsible for coaching and
training.

Job Duties:

HR managers major duties include assisting the HR activities, for instance if any recruiting procedure
needs to be implemented then the HR manager is responsible for it. HR manager in PEPSICO has to
make some plans for a assigning duties to the employees

WORKING CONDTIONS:

Working conditions are normal for an office environment. Work may require occasional weekend and/or
evening work.

Performance Standards:

PEPSICO expects from its employees specific performance expectations for each major duty and also
expects certain behaviors like friendliness, helpfulness, courtesy, and punctuality.

Job Specifications:

In PEPSICO the minimum job requirement for a HR Manager is Master degree in HRM with relevant work
experience,

EMPLOYEE EMPOWERMENT
The company is giving more stress on employee empowerment by giving them right to participate in
decision making speacially those decision which directly affect the employee themselves.
Also the company gives the subordinates the right to work on the behalf of its supervisor in absence of
him.

LABOUR RELATIONS
The company is paying more attention to strengthen the relationship among employees by giving them
equal opportunities to take advantage of the firms incentives, because no biasness among employees is
practiced in the firm which affects the good relations among employees.

RECRUITMENT
PEPSICO employs through both formal and informal ways of recruitment. Departments tell their need to
HR department. And then recruitment is done on the requirement by the project. All candidates send their
CVs by post; they are then short listed and called. So those candidates then report at the PEPSICO from
where they are sent to the Human Resource Department for further interviews. But recently PEPSICO
has devised a new way of recruitment i.e. Online Applications. They give Ads in leading newspaper and
use some other mass media communication channels and then receive applications and CVs online. In
this way huge paper work is reduced

and recruitment process is improved in terms of efficiency and convenience with the use of technology.

Sources of Recruitment
PEPSICO uses both Internal and External Recruitment. But the priority is given to the internal if the
employee has the capabilities, required by the management for working on that post. In Internal
recruitment they ask for employee referrals. Any employee can refer any competent and potential person
and if the referred person comes up to their expectations and hired, then the one who referred is
rewarded with a bonus. In External environment the companys corporate Image matters a lot in a way
that not only new candidates are attracted but also people who became a part of it in past.

Internal Methods

PEPSICO usually prefers Job Posting in which employees from with in the organization are preferred
but if the organization feels that the employee is not competent enough then they go for external
methods. Such announcements are made through bulletin boards, memos and other internal sources.

External Methods
PEPSICO usually prefers advertising through newspapers and their official website for their recruitment
purposes. They give an open invitation to everyone to apply, so people who are interested come and if
they are capable enough they are hired. They dont prefer any specific universities or colleges to get the
applicants, what matters are the potential talent and caliber of the person and his commitment to work.
Last year a scheme is started in which a

team of HR professionals visit different colleges and universities to recruit fresh and passionate
candidates.

Strategies for Recruitment

The recruitment process is likewise the same but minutely varies in the organization depending upon the
ranks. In recruitment PEPSICO keeps certain things in front e.g.

What the person was getting (in terms of salary) prior to PEPSICOs Job.

Whether the person is polished enough to adjust in their environment.

Whether he or she has the required technical skills or the required qualification for that specific job.

In PEPSICO they surely see qualifications but they prefer a person with required skills, aptitudes,
experience and capabilities.

STRENGTHS

1- The factor of succession planning is prevailing

2- They use the right techniques in recruiting.

WEEKNESS
1- At the time of the recruitment the most suitable and appropriate employee may not be available.

SELECTION

In PEPSICO, selection Criteria is based on numerous factors such as education, health, background and
previous experience.

Selection process

1. The Application

The employment application is candidates first chance to present his qualifications to the Organization.
As such, it is extremely critical for his/her continued participation in the examination process. Before
beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to

qualify for the position. Candidate must meet these criteria to be considered for the position; ensure that,
otherwise candidate will be wasting his effort in completing the application. Most entries on the form are
self-explanatory, but a few pointers on filling it out may help
2. Written Exams:
Written exams are usually obtained from one of several test construction firms available to them. These
tests are designed to determine level of technical and/or analytical abilities associated with the particular
position for which candidate had applied. The test which is conducted in PEPSICO selection purpose is
TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people
are selected on the basis of experience.

3. Performance Exams:
Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to
actually perform them. These tests are scheduled through the Human Resources Department office, with
notification in writing of the date, time, location and duration of the test. Instructions will be given on the
tasks to be completed and then asked to complete them. Individuals with considerable relevant
experience will conduct the evaluations. Safety, quality of work, adaptability, performance under stress,
etc. are evaluated.

4. Specialized Testing
Some positions will require specialized testing, such as technical skills, agility and communication skills
etc. These tests are scheduled just as like other tests.
5. The Panel Interview
The results of this component of the exam process will be used to determine if candidate should be
included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a
departmental Selection Interview.
This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement).
Typically, previous test results are used only to qualify you for participation in the Panel Interview.
The Panel is comprised of qualified individuals, which may or may not be employees of the City.
Normally, the panel will consist of three evaluators. These individuals will evaluate responses to a variety
of job-related questions over the scheduled time period.

6. The Selection Interview

Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a
current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may
interview anyone on the list, since all persons referred to the department are qualified. The Department

Head will be looking for the candidate with the best qualifications for their particular position. The
candidate selected to fill the vacancy will undergo a medical examination, drug screen, background
investigation, and a probationary period before attaining permanent employment status.

STRENGTHS
1- They implement a crucial testing system which affects the selection process.
2- They have a separate selection criteria for each job.

WEEKNESS
1- They take group interview which causes many confusion.

TRAINING & DEVELOPMENT

PEPSICO has trained and developed many of its senior and fast track managers and supervisors. For
lower and technical staff the organization have a complete training calendar for the year, if organization
thinks and feel that an employee requires training to update his knowledge about the field, he just have to
report the HR department and he will be listed for the next training program.
On-the-job Training:
As compared to other competitive organizations the training program of
PEPSICO is quite different. It provides full opportunity to its employee to develop themselves and also
train them according to the requirements of their job. In return they will be greatest asset for their
organization. The employee is being trained in many ways while they are on job.
External sources

These are formal training opportunities that PEPSICO offers to employees either internally or externally.
A trainer, facilitator and/or subject matter expert are brought into the organization to provide the training
session or an employee are be sent to one of these learning opportunities during work time. These
training opportunities are provided in the form of seminars, classroom training courses and workshops.

STRENGTHS

1- They hire foreign instructor for the training of the employees

2- The employees after getting trained perform well and become able to maximize their potential.

WEEKNESS

1- The factor of favoritism effect the performance of certain employees.

PERFORMANCE APPRAISAL

The jobs are evaluated on yearly basis under 360 method; the competent employees are rewarded in
shape of promotions, bonus, increments and annual holidays and promotion. The results of an appraisal
can be used to identify areas for further development of the employee.
The organization also uses different questionnaires, which consist of numerous questions about the
behavior of the employee, and then on the basis of these answers personality of the employee is judged.
When evaluation is made the unsatisfactory performers are given warning. The employee after warning is
put under observation, for some period of time and if the employees performance is still unsatisfied then
are demoted or fired.

COMPENSATION & BENEFITS

Promotion

Promotion is direct shift only to the next level from the current grade, the employees performance is
evaluated and if his performance is above average he is given promotion. PEPSICO promotes only those
candidates who are experienced and eligible for that particular vacancy.

Increments

The company decides at the end of the financial year, according to its financial condition, whether
increments should be given or not.

Free transport

PEPSICO provide free transport to local employee.

Medical facility

PEPSICO provide free medical facility to workers depending upon the position/rank of the employee.

House loans:

They give the facility of house loan only to deserving individual. The loan approval depends upon the post
of the employee.

Overtime payment:

Overtime payment is pay for only those workers who are working more than their working hours mostly
overtime payment is given to low level staff.

RECOMMENDATIONS

1- They should develop such system in their HR department that no ethical issues can be raised.
2- The employees should participate in all the activities of the department.
3- They should choose plan in such a way that when there is a need of recruitment the proper
candidate must be available.
4- The factor of favoritism must be eliminated from the department of HR.
5- They should hold meetings of the HR employees more frequently for eliminating any
misunderstanding.

CONCLUSION
PepsiCoa name of standard and quality product. PepsiCois stressing more on its short term planning
strategies to make its image good enough in the world community.And is stressing more on the customer
services and health and nutrition factors. It has a strong management to keep the PepsiCoon the height
of professionalism and commitment to quality.
Management functions have a strong impact in the PepsiCo.
The management of the PepsiCodoes not compromise on the quality and the values to be followed. This
way the company is prospering by accelerating its functions in a well mannered way.