Final Project on HRM PepsiCo

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Final Project on HRM PepsiCo

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Final Project on HRM HRM PepsiCo P epsiCo Share | We are providing Projects for your business business growth and to meet new challenges. challenges. Here are some projects prepared prepa red by our team of "Developing "De veloping New Projects" for the Guarantee Guarantee of your your business growth

Table of Contents

No.

CONTENTS

P a ge #

1

DEDICATION

2

2

ACKNOW LEDGEMENT

2

3

EXECTIVE SUMMARY

3

4

HISTORY OF PEPSICO COLA

4

5

PEPSICO COLA IN PAKISTAN

5

6

THE VISION STATEMENT

5

7

HR INTRODUCTION

6

HR OBJECTIVES

6

9

HR POLICIES

7

10

HIRS

8

11

HR PLANNING

9

12

FUNCTIONS

9

13

JOB DESCRIPTION

9

14

JOB SUMMARY , DUTIES

10

15

W ORKING CONDITIONS

10

16

PERFORMANCE STANDARDS & JS

10

17

EMPLOYEE EMPOW ERMENT

11

888 8

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18

LABOUR RELATION

11

19

RECRUITMENT

11

20

METHODS OF RECRUITMENT

12

21

STRATEGIES OF RECRUITMENT

13

22

SELECTION

14

23

SELECTION PROCESS

14

24

SELECTION PROCESS

15

25

TRAINING AND DEVELOPMENT

16

26

ON JOB TRAINING , EXTERNAL SOURCES

17

27

PERFORMANCE APPRAISAL

18

28

COMPENSATION & BENEFIT

18

29

RECOMMENDATIONS

19

30

CONCLUSION

20

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 teacher Prof. Tafzil Hussain without whom we would have been unable to accompli sh this.

ACKNOWLEDGEMENT

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


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

Our project of PEPSICO 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 concoc tions. Like many pharmacist s 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, PepsiCo and cola nuts.

One of Caleb's formulations, known as " Brad's Drink ", created in the summer of 1893, was later renamed PepsiCo Cola 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 ninetyseven 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


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PepsiCo, one of the worlds 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 named KurKure ,

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 of PEPSICO. 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 Objective s:

•

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.


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. •

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 plannings 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 


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- e peop e n are prominent

e

epar men o

are ex remey qua e personne so no aws n ec s on ma ng

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 dont participate equally so there are chances of misspalnning.

JOB DESCRIPTION

PEPSICO

Company Name :

Job Title:

Salary:

Assis tant 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 companys policies and procedures. Responsible for coaching and training.

Job Duties:

HR managers 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: www.amc5.com/projects/hrm/amc74.htm

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

Performance Standards:

PEPSICO expects from its employees 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 firms 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 s end their CVs 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 CVs 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 companys 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 Me thods

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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 Me thods 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 dont 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 PEPSICOs 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


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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 c andidates 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 t o accomplish s pecific job-related tasks by providing the opportunity t o 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 under o a medical examination dru screen back round investi ation and a robationar eriod before attainin www.amc5.com/projects/hrm/amc74.htm

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,

,


,

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.


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PERFORMANCE APPRAISAL

The jobs are evaluated on yearly basis under 360 o 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 employees 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: www.amc5.com/projects/hrm/amc74.htm

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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 PepsiCo a name of standard and quality product. PepsiCo is s tressing more on its s hort t erm 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 PepsiCo on the height of professionalism and commitment to quality. Management functions have a strong impact in the PepsiCo. The management of the PepsiCo does 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.

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