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EXECUTIVE SUMMARY

The outdoor Projects in BBA (Hons) program are very beneficial to have practical exposure of how things really go in organizations. Being a student who wants to observe how Human resource actually functions in an organization, the best practical understanding for him is to have a functional analysis of human resource management. Our group was assigned the project to determine HR functionalities of any organization. Human resource management refers to the process of assisting various types of businesses to assess the current status of internal procedures and strategies, and enhance the overall operation of the company. For this analysis our group chose PepsiCo which stand as a unique service provider name in beverages and food industry. Our group felt proud to analyze human resource functions of PepsiCo and this experience will surely help us in our future assignments as a management student. While doing HR analysis we gone through different functions. Initially we have gone through the introduction in which we try to shortly describe the working of HR department of PepsiCo. In next step we have explained HR objectives, planning, and human resource information system (HRIS). Further we have done analysis regarding five major HR functions going on in PepsiCo which are: 1) Recruitment and Selection 2) Training and Development 3) Performance management 4) Compensation management 5) Employee Relations

Through this project we are able to have coordination with the staff members and able to observe the work lively in the organizations and all the knowledge and valuable experience got by meeting to the higher officials will surely help us in future.

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Table of content
INTRODUCTION Companys History---------------------------------------------------------------1 Vision & Mission Statement---------------------------------------------------2 Products-----------------------------------------------------------------------------2 HUMAN RESOURSE MANAGEMENT HR Introduction ------------------------------------------------------------------3 HR Objectives----------------------------------------------------------------------3 Human Resource Planning Process------------------------------------------4 Human Resource Information System--------------------------------------4 Job Analysis------------------------------------------------------------------------5 HUMAN RESOURCE FUNCTIONS Recruitment and Selection-----------------------------------------------------7 Training and Development----------------------------------------------------11 Performance Management----------------------------------------------------12 Compensation and Benefits---------------------------------------------------13 Employee Relations--------------------------------------------------------------14 CONCLUSION-----------------------------------------------------------------------16

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Companys History

Pepsi Cola International is world renowned soft drinks brand. It is a very well organized multinational company, which operates in almost all over the world. They produce, one of best carbonated drinks in the world. Pepsi is a symbol of hygiene, quality and service, all over the world. Pepsi is producing Cola for more than 100 years, and it has dominated the world market for a long time. Its head office is in New York. Pepsi-Cola is a carbonated beverage that is produced and manufactured by PepsiCo. It is sold in stores, restaurants and from vending machines. The drink was first made in the 1890s by pharmacist Caleb Bradham in New Bern, North Carolina. The brand was trademarked on June 16, 1903. There have been many Pepsi variants produced over the years since 1903, including Diet Pepsi, Crystal Pepsi, Pepsi Twist, Pepsi Max, Pepsi Samba, Pepsi Blue, Pepsi Gold, Pepsi Holiday Spice, Pepsi Jazz, Pepsi X (available in Finland and Brazil), Pepsi Next (available in Japan and South Korea), Pepsi Raw, Pepsi Retro in Mexico, Pepsi One, Pepsi Ice Cucumber and Pepsi White in Japan.

PEPSI IN PAKISTAN
The market in Pakistan is surely dominated by Pepsi. It has proved itself to be the No.1 soft drink in Pakistan. Now a days Pepsi is recognized as Pakistanis National drink. In 1971, first plant of Pepsi was constructed in Multan, and from there after Pepsi is going higher and higher.

PEPSI OPERATIONS IN PAKISTAN

Pepsi with its aggressive marketing planning and quick diversification in creating and promoting new ideas and product packaging, is successfully maintaining is No.1 position in Pakistan. In coming future Pepsi is also planning to enter into the field of fruit drinks. For this it has test marketed its mango juice in Karachi for the first time.

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MISSION STATEMENT To be the world's premier consumer Products Company focused on convenience foods and beverages. We seek to produce healthy financial rewards to investors as we provide opportunities for growth and enrichment to our employees, our business partners and the communities in which we operate. And in everything we do, we strive for honesty, fairness and integrity.

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

Products

Beverages

Snack Foods

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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 Objectives:

Ensure thorough training of nationwide employees. To provide employees with solutions to their problems. To look out for the well being of all employees of the company. Provide leadership and direction to employees of the company. Maintaining data records of all employees of PEPSICO (HRIS).

Career Development planning for all employees of the company. To evaluate and retain those employees who are assets to the company. To provide individual employees with orientation on the company at the time of joining

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Human Resource Planning Process in Pepsi

In Pepsi managerial estimates are used to determine the total future need of Human Resources in the organization. Than human resource department take actions to fulfill these needs. The employees hired both on permanent basis and temporary basis. After the season the temporary employees are layoffs. Normally the temporary employees are hired in production department.

Tools and Techniques of Human Resource Planning

Many tools are available to assist in human resource planning. In Pepsi the most commonly used tools are 1) Succession Planning. (Managerial employees) 2) HRIS (Non managerial employees)

HUMAN RESOURCE INFORMATION SYSTEM

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.

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JOB ANALYSIS

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

TECHNIQUES OF JOB ANALYSIS

Different techniques are used in PepsiCo to determine job elements, competencies, and the essential knowledge, skills, and abilities to call for or to be searched in a candidate. Employee log Observation Individual interview Group interview

JOB SPECIFICATION

The job specification includes education, experience, characteristics, skills, knowledge, and an overview of the job requirements. In PepsiCo general requirements to perform job is characterized in terms of: Education Experience Communication

E.g. in PepsiCo the minimum job requirement for a HR Manager is Master degree in HRM with relevant work experience.

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JOB DESCRIPTION Company Name: Job Title: Salary: PEPSICO Assistant HR Manager Rs.35000 Job Code: 310-4

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 assigning duties to the employees. Working Conditions Working conditions are normal for an office environment. Work may require occasional weekend and/or evening work.

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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.

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. 1) Internal Methods PEPSICO usually prefers Job Posting in which employees from within 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. 2) 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.

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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 required technical skills or the required qualification for specific job.

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

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.

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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 abilities. 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.

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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.

ORIENTATION IN PEPSI

Orientation is the process of introducing of new employees to the organization, their work units, and jobs. In Pepsi there are two types of orientation: 1) Official orientation provided by the organization. 2) Unofficial orientation provided by the co-workers. Official orientation is for the managerial employees and unofficial orientations are for the non managerial employees.

Length and Time of Orientation In Pepsi, the length and timing period of the orientation program is very short usually from 1 to 2 hours.

Orientation Kit There is no concept of orientation kit in Pepsi. They are not providing their employees orientation Kit.

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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: On the job training includes different methods and techniques under which an employee learns new ways of getting job done and learns new values of the organization. In PepsiCo on job training is done through: Job rotation Attachment with some senior

These two methods are highly effective and productive not only for PEPSICO but also for the employee in terms of his working conditions are changed and he learns new things to do and meets new seniors and in this way this training process proves to be very fruitful for the employee and the organization. Off-the-job Training 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. PepsiCo prefer LUMS to improve its employees managerial skills. Who Train the Employees?

In case of non managerial employees training the immediate manager train the employees. This is for 3 days to 1 Month. For managerial employees Pepsi hire professional trainer. This training is held Hotels. This training is for 3 days to 15 days.

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 Training Evaluation Training Evaluation is very necessary because there are a lot of benefits of training Evaluation. We come to know our strengths and weaknesses through training evaluation. But in Pepsi, currently there is no existence of proper training evaluation system.

CAREER DEVELOPMENT
Career Development in Pepsi

Career development is necessary in every organization. Because it something that makes employees satisfied and increase their performances level ultimately this increase organization productivity. This is also helpful in achieving organization objectives. Career Planning In Pepsi

Pepsi provide career development opportunity only for managerial employee. Organization secures the managerial employee future and gives them best opportunity to improve their knowledge by helping them in studying different courses related to their job. In Pepsi there is no concept of career development for the non-managerial employees because of this there is a very high employee turnover rate in Pepsi.

PERFORMANCE MANAGEMENT
Performance management system is the important components of human resource management. Through this the organization identifies the strong and weak points of their employees and tries to rectify them. Performance management system in Pepsi The jobs are evaluated on yearly basis under 360o 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.

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Who Evaluate The Employees Performance? Employee immediate manager evaluate their performance on regularly basis. On the basis of the evaluation the manager discuss with employee his strong and weak points and guide him how to overcome their weakness. The performance of the Managerial employee is measured by the manager of the department. COMPENSATION & BENEFITS Compensation and Benefits motivates the employees and these must be offer by the organization. In Pepsi there is no concept of compensation and benefits for the non-managerial employees but Pepsi offer benefits and incentives to the managerial employees. These includes 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. 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. Increments

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

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

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

PEPSICO provide free transport to local employee.

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EMPLOYEE RELATIONS

Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations. In support of this, the PepsiCo employee relations offer a variety of services.

Consulting with individuals and departments to foster a positive and productive work environment at PEPSI.

Providing coaching and training regarding the company performance management system.

Advising and training departments on corrective actions and administering the PEPSI CO.

Advising individuals and departments on matters and policies related to employee relations and employee rights.

Advice is provided to supervisors on how to correct poor performance and employee misconduct. In such instances, progressive discipline and regulatory and other requirements must be considered in effecting disciplinary actions and in resolving employee grievances and appeals. Information is provided to employees to promote a better understanding of management's goals and policies. Information is also provided to employees to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace. Employees are advised about applicable regulations, legislation, and bargaining agreements. Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections.

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In PEPSI co, Employee Relations involves

The body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale.

Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations.

Advice is provided to supervisors on how to correct poor performance and employee misconduct.

In such instances, progressive discipline and regulatory and other requirements must be considered in effecting disciplinary actions and in resolving employee grievances and appeals.

Information is provided to employees to promote a better understanding of management's goals and policies.

Information is also provided to employees to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace.

Employees are advised about applicable regulations, legislation and agreements.

Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections.

Exit interviews are conducted to determine the reasons why a departing employee has decided to leave an organization.

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Responsibility:

Be responsible for employee relation management including union relationships Deal with such authority office such as labor inspector , Labor Relations Committee Organize and implement employee relation activities to promote employees engagement as well as be able to retain an efficient employee.

Manage disciplinary actions by providing guidance to all related parties in addition to handling any issue may occur to achieve the best ER

Handle the HR internal communication to ensure company s policies and messages reach all employees by using proper and effective channels

Support the Collective Bargaining Agreement (CBA) process, employee grievance issues, union relationships and internal communications in order to attract and maintain a best-in-class workforce, and meet our organization objectives

Provide and support effectiveness company activities for the employees.

CONCLUSION
PepsiCo is a name of standard and quality product. Management functions have a strong impact in the PepsiCo. The management of the PepsiCo has very strict procedures to evaluate performance and 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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