PROJECT OF HUMAN

RESOURCE MANAGEMENT

Submitted To:

Ms. Toima Raza

Submitted By:

Jadoon
Waqar Usman
Arsalan Ahsan
Salahuddin

Roll No:
070846 - 003
070846 – 008
070846 – 002
070846 - 041

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 In the name of
Allah,
The Most
Beneficent,
the Most Merciful

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PEPSI COLA’S
HUMAN RESOURCE MANAGEMENT

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 In the Name of “ALLAH”
The Most Beneficent,
The Most Merciful

Read: In the Name of your Lord

Who created: Created Man form

A Clot

Read: And your lord is the

Most Bounteous.

Who taught by the pen

Taught man that which
He did not know

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 Dedicati
on

DEDICATED TO GOD
WHO IS THE MOST
MERCIFUL
AND WHO GAVE US
MORE THAN WE DESERVE!

&
TO OUR PARENTS
WHO ALWAYS WISHED
AND PRAYED FOR OUR
HEALTH AND SUCCESS.

&
TO OUR RESPECTED TEACHER
WHO ALWAYS TRY HARD
TO MAKE US SUCCESSFUL.

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 ACKNOWLEDGEMENT

One of the most pleasant parts of writing a report or any

presentation is the opportunity to thank those who have
contributed to your efforts.

We are grateful to Almighty ALLAH the most beneficial,

merciful and gracious.

We would like to communicate our profound gratitude to

our most respected teacher “Ms. Toima Raza” for keen
interest, expert and inspiring guidance, encouraging
attitude, valuable comments and suggestions during the
entire study period.
We also acknowledge the staff of “PEPSI COLA” for
the contribution, encouragement, patience, cooperation and
providing us the information with great honesty.

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 TABLE OF CONTENTS

• HISTORY
• MISSION
• VISION
• VALUES
• COMMITMENT
• COMPETITIVE ADVANTAGES
• HRM OF PEPSI COLA
• LONG TERM OBJECTIVES
• HIGHLIGHTES
• CONCLUSION
• QUESTIONNAIRE

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 History

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 History
PEPSICO, the largest drinks & beverages company in
Pakistan, was established in 1962 as a private limited
company. The idea behind the incorporation of PEPSICO
was to process and sell drinks & beverages products..

Today PEPSICO is a fast growing drinks & beverages

products company. Having doubled its turnover in the last
four years, the company has a turnover of more than Rs.25
billion presently..

PEPSICO is the first drinks & beverages company and

so far the only drinks & beverages company in Pakistan to
get ISO 9002 Certification - a Quality Management System.
While adhering to this Quality Management System, the
company is committed to strict quality standards in all its
operations. The company follows the philosophy of
"delighting the customers". The company treats them as
partners and keep channel of communication open with
them. The company has succeeded in this by continuously
improving the quality of its products and by satisfying the
needs of its customers. The company believes in creating
and sustaining an environment, which encourages learning
and empowerment and these in turn help strengthen the
quality culture across the business.

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Advertising as Weapon

Pepsi has marked more than the Hundred Years War

with no decisive victory in sight. But then, perhaps victory
would spoil all the fun -- not to mention the price wars that
frequently let thirsty consumers load up at grocery chains for
less than 17 cents a can. If it were just a matter of stuffing
cola into an endless procession of cans.

Slogan Wizardry

For decades Pepsi has defined itself through the

wizardry of the slogan, the jingle and the storyboard and all
that a succession of four ad agencies has spun from them.

Selling In Bottles

The demand, it turned out, was already there. The race

was how to make enough Pepsi without going broke in the
process. Spritzing it out of fountain dispensers didn't begin
to do the job. So Mr. Bradham turned to selling it in bottles.
Unfortunately, this required bottles, which were only
beginning their evolution from hand-blown delicacies to
mass-produced containers.

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A Stylish Image

``More Bounce to the Ounce'' became the Pepsi mantra

as Mr. Steele took over, a line that complemented his taste
for glamour, not to mention his TV sponsorship of Faye
Emerson, whose plunging necklines and décolletage were
the talk of the industry. The old

``John Peel'' jingle was phased out, and a stylish Polly

Bergen personified Pepsi's modern image as she talked
about a ``the light refreshment that refreshed without filling.
An Angry Breakup
Eight million dollars was an account worth fighting for in
1975. Two weeks later, Pepsi fired BBT. What had apparently
piqued Pepsi for several months was the appearance in July
of BBT's high-fashion Philip Morris campaign, whose art and
type style were too close to

Closing the Gap

``Say Pepsi Please'' became the slogan de jour going
into 1977, as the Coke-Pepsi sales gap closed from 5 to 1 in
1980 to 2 to 1. A quiet revolution was taking place in Pepsi
advertising. In trying to tell a quality story, the advertising
emphasis had drifted from product qualities to an
association with a quality-conscious lifestyle.

The principle was good, and more basic than anyone

may have sensed. There was only one problem: For a soft
drink, the lifestyle lacked any sense of reality. New Office,
New Logo . There would be Pepsi in new pop-top cans,
whose pull rings, buyers soon discovered, not only made the
old ``church key'' obsolete but made excellent slugs in
parking meters

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Zeroing In On the Young

Seeing a young stampede barreling toward the

marketplace, Pepsi zeroed in on a population that saw itself
as distinct and separate from its parents in a way earlier
generations hadn't.. The intensity of the campaign
symbolized a fierce new overall aggressiveness against
Coke.

The phrase ``Pepsi Generation'' soon became

interchangeable with baby boomer, although it didn't
materialize until four years later when BBDO launched the
``Come Alive.

Varying the Message

A sanitized counter-culture sensibility pervaded even

the most traditional Main Street visuals of swimming holes
and farm life, as lines such as ``you be you, I'll be me''
blended a non-judgmental open-mindedness with red, white
and blue patriotism.

Company-Agency Synergy
Under a succession of smart company men a client-
agency relationship of considerable dimension has
developed. Each has complemented the other's weaknesses
with a countervailing strength. They have much to celebrate.

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 Our Mission &
Our Sustainability
Vision

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 Our Mission
We aspire to make PepsiCo the world’s premier
consumer products company, Focused on convenient foods
and beverages. and in everything we do, we strive to act
with honesty, openness, fairness and integrity.

Our Sustainability
Vision
PepsiCo’s responsibility is to continually improve
All aspects of the world in which we operate
Environment, social, economic
Creating a better tomorrow them today

Tomorrow > Today

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 OUR VALUES &
OUR COMMITMENT

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 PEPSI COLA’S VALUES
GUIDING PRINCIPLES

Care for customers, consumers and the world we live in

Sell only products we can be proud of
Speak with truth and condor
Balance short term and long term
Win with diversity and inclusion
Respect others and succeed together

OUR COMMITMENT
to deliver
SUSTAINED GROWTH
through
EMPOWERED PEOPLE
acting with
R E S P O N S I B I L I T Y and building T R U S T

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 Our Competitive Advantages
Strong brands
World-class innovation
Powerful Go-to-Market system

Our Distribution System

Direct – Store – Delivery

Broker – Warehouse
Food Service & Vending

Focus Areas

Water
Values
Packaging
Health and Wellness
Diversity and inclusion

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 HRM OF
PEPSI COLA

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 HUMAN RESOURCE
DEPARTMENT OF
PEPSI COLA
PEPSICO is big organization maintaining a full-fledged
human resource department. PEPSICO is dynamic, modern
and advanced organization which offers its employees a
long-term challenging career with wonderful rewards.
Human resource department of PEPSICO encourages its
employees to excel in the responsibilities they have in the
organization. It is an open truth, which is practiced at
PEPSICO that creativity and innovation comes from talent,
knowledge and experience and it’s their endeavor to provide
and maintain an environment which not only nourishes these
strengths but also provides opportunities for the staff to
have a career which has multidimensional growth
opportunity. To do so many steps have been taken by the
HRM of PEPSICO. e.g. more professional approach towards
new recruitment and many dynamic changes in tests,
interviews and training programs..

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HUMAN RESOURCE MANAGEMENT

Human resource management is the process of

coordinating an organization's human resources, or
employees, to meet organizational goals. Human resource
professionals deal with such areas as employee recruitment
and selection, performance evaluation, compensation and
benefits, professional development, safety and health,
forecasting, and labor relations. Some of the challenges
today in human resource management are maintaining a
diverse workforce, dealing with major technological changes,
keeping up with governmental regulations, and handling
corporate restructuring and downsizing and sometimes firing
the people who do not work.

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PURPOSE OF HR AT PEPSICO

The purpose of HRM for PEPSICO is to improve the

productive contribution of people, to the organization in an
ethical and socially responsible way. Human resource is
important because without gains in employee productivity
the organizations eventually stagnate and fail. And to
provide the best people for the job the organization and its
deportments have to plan their best and have to perform
their best and hence to provide PEPSICO with best of the
men and give them the safest and most comfortable
environment is the purpose of the HR department.

WHY HRM IS IMPORTANT?

It is important because Proper management of

personnel enhances their dignity by satisfying their social
needs. Providing healthy working environment it promotes
teamwork in employees resulting in professional
significance. It helps the company in accomplishing its goals.
Thus it can be said that it also has significance for individual
enterprise.

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 TOPICS UNDER DISCUSSION OF HUMAN
RESOURCE MANAGEMENT

We have been assigned the term report on the areas of

human resource management, which laid the foundations of
a modern organization. These factors are necessary for
efficient and effective working of an organization. The
important areas are;

 Job analysis

 Recruitment

 Training and development

 Employee’s safety and welfare

 Performance Appraisal

 Salary administration

 Communication Systems

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 JOB ANALYSIS

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 JOB ANALYSIS
Job analysis seeks to gain a general understanding of
the organization and the work it performs. It tells personnel
specialists what duties and responsibilities are associated
with each 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
USE OF JOB ANALYSIS
The information and data pooled from job analysis is
used for three main purposes and those are
a) Job description
b) Job specification
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 c) Job evaluation

JOB DISCRIPTION

A job description is a written statement of what the

worker actually does, how he or she does it, and what the
job conditions are. The job description covers the
a) Job identification
b) Job summary
c) Standard of performance
d) Working conditions
e) Job specification
JOB SPECIFICATIONS
Job specification means “what human traits and
experience are required to do this job well (K.S.A.)”, It
contains
 Education
 Experience
 Communication
 Physical demands
JOB EVALUATION

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 Job evaluation means to describe the compensation for
the duties and responsibilities, which an employee is
expected to perform.

RECRUITMENT

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 RECRUITMENT
Recruitment of staff is preceded by:

An analysis of the job to be done (i.e. An analytical study

of the tasks to be performed to determine their essential
factors) written into a job description so that the selectors
know what physical and mental characteristics applicants
must possess, what qualities and attitudes are desirable and
what characteristics are a decided disadvantage;

• In the case of replacement staff a critical

questioning of the need to recruit at all (replacement
should rarely be an automatic process).
• Effectively, selection is 'buying' an employee (the
price being the wage or salary multiplied by probable
years of service) hence bad buys can be very
expensive. For that reason some firms (and some
firms for particular jobs) use external expert

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 consultants for recruitment and selection. Equally
some small organizations exist to 'head hunt', i.e. to
attract staff with high reputations from existing
employers to

the recruiting employer. However, the 'cost' of poor

selection
is such that, even for the mundane day-to-day jobs,
those who recruit and select should be well trained to
judge the suitability of applicants.
Recruitment means seeking and attracting a pool of
candidates from which qualified candidates for job vacancies
can be chosen. At PEPSICO recruitment is carried out in two
cases when Are needed.

 More staffing
 Replacements

PURPOSE OF RECRUITING

First purpose of recruitment at PEPSICO is to gather

the most eligible candidates for the job and the

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advertisement should be in a way that the eligible
candidates should feel attracted towards the organization.
There are two types of recruitments

 Internal Recruitment
 External Recruitment

Internal Recruitment

It is carried out on purely on merit and performance

basis. Every employee has his own performance files and
this is done in the form of promotion, as the person to be
hired for the new post is already an employee. And
whenever there is a chance of promotion or to fill up a
vacant post first of all internally search is conducted to see
whether is there any eligible person for the job. And without
any hesitation the current employee is given chance and he
is evaluated on the following basis.

 Education
 Experience
 Achievements
 Seniors opinion
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  Desire to move ahead
 Mental ability
 Ability to solve problems
 Decision making power
 Ability to motivate employees
 Attitude towards job and PEPSICO

External Recruitment

It is quite a comprehensive procedure, which consists of

following steps

 Realization for a need for an employee in any dept

 Dept sends application to HR dept for new employee
 HR dept sends bill to finance dept
 Acceptance of from the finance department
 Advertisement in different newspapers
 Filtering the candidates
 Written test
 First merit list of candidates with highest marks
 HR dept hands over the list concerned departments
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  First interview

TRAINING

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 TRAINING
Training is a learning process that involves the
acquisition of skills, concepts, rules and attitudes to enhance
the performance of employees and development helps the
individual handle future responsibilities, with less emphasis
on present job duties.

WHY TRAINING IS IMPORTANT?

Training and development can be initiated for a variety

of reasons for an employee or group of employees, e.g.,
• When a performance appraisal indicates performance
improvement is needed
• To "benchmark" the status of improvement so far in a
performance improvement effort
• As part of an overall professional development program
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 • As part of succession planning to help an employee be
eligible for a planned change in role in the organization
• To "pilot", or test, the operation of a new performance
management system

Typical Topics of Employee Training

Communications: The increasing diversity of today's

workforce brings a wide variety of languages and customs.
Computer skills: Computer skills are becoming a necessity
for conducting administrative and office tasks.
Customer service: Increased competition in today's global
marketplace makes it critical that employees understand
and meet the needs of customers.
Diversity: Diversity training usually includes explanation
about how people have different perspectives
Ethics: Today's society has increasing vest and views, and
includes techniques to value diversity expectations about
corporate social responsibility. Also, today's diverse
workforce brings a wide variety of values and morals to the
workplace.
Human relations: The increased stresses of today's
workplace can include misunderstandings and conflict.
Training can people to get along in the workplace.
Quality initiatives: Initiatives such as Total Quality
Management, Quality Circles, benchmarking, etc., require
basic training about quality concepts, guidelines and
standards for quality, etc.
Safety: Safety training is critical where working with heavy
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equipment, hazardous chemicals, repetitive activities, etc.,
but can also be useful with practical advice for avoiding
assaults, etc.

Training is a necessary part at PEPSICO after the

selection for a new employee. The following points will make
it clear that why training is important.

 To increase productivity
 To improve quality
 To help company to fulfill its future needs
 To improve performance standards
 To improve safety

BASIC NEED FOR TRAINING AT PEPSICO

As we know that PEPSICO is a manufacturing company. It

is the basic need for the organization because of

 Increased use of technology

 Voluntary termination, promotion within the
organization and job rotation
 Need for additional hands

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  Old employees need refresher training to keep them
updated
 Need for enabling employees to do work more
efficiently, to reduce supervision time and reduce
wastage of time on work
 Need fro maintaining the validity of the organization as
a whole and raising the morale of its employees.

HOW TRAINING PAYS OFF TO THE PEPSICO

Training really pays off in any organization if it is relevant

to the future needs and fulfils the current requirements of
the company. Any good training program would have its
great impact on the organization as we see that PEPSICO
gets many benefits out of training and a few have been
written below

 Improves job knowledge and skills at all levels of the

organization.
 Improves the morale of employees
 Helps employees identify organizational needs
 Helps create better corporate image
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 HOW TRAINING AFFACTS THE EMPLOYEE

Training not only benefits the organization but it also

helps the employees in many ways in a great manner like
 Helps individual in making better decisions and
effective problem solving

 Through training and development, motivational

variables of recognition, achievement, growth,
responsibility and advancement in career
 Encourages to achieve self development and self
confidence
 Provides information for improving leadership
knowledge, communication skills and attitudes
 Increases job satisfaction
 Provides trainee an avenue for growth and a say in
his/her own future
 Develops speaking, listening skills and writing skills
when required
 Eliminates fear in attempting new tasks

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TYPES OF TRAINING AT PEPSICO

There are two types of training

a. On the job training

b. Training programs

On the Job Training

On the job training includes different methods and

techniques under which an employee is learns new ways of
getting job done and learns new values of the organization.
This includes mostly
 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.
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Training Programs
Different employees are selected on the basis of their
performance and on the recommendation of theirs seniors
for advanced training programs. For the management people
they
are sent to LUMS improve their managerial skills.

EMPLOYEES SAFETY &

HEALTH

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 EMPLOYEE SAFETY &
HEALTH

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Employees are the most precious assets of PEPSICO and
their safety and welfare is the biggest concern of the
organization.

FOR THE TECHNICAL STAFF

Technical staff is provided full safety equipment while

they work. They are always wearing a uniform, which is
specially made for their working purpose. Those uniforms are
not only comfortable but also protect the body and skins of
the employees from any expected accidents..
All of the staff is totally insured and there is full
insurance and compensation if any employee gets injured in
any type of incident or accident during the performing of his
duties. Company is liable if any kind of incident happens.
The affected person is fully compensated and as I was told
that medical facility is free to all employees, which will be
discussed later when we will study the benefits provided by
the PEPSICO.

There are two types of insurances

 Group life insurance

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  Health insurance
Group life insurance
Group life insurance compensates the employees in the
incidents like any type of accidents and if some employee
dies during the job or under the period in which they are
serving PEPSICO.

Health insurance
Health insurance is only for management people and
for the higher post employees and as the name tells about
that it is about the insurance of the health of employees as
these higher level executives are the most precious asset
the organization and millions are spent monthly in shape of
their salaries, different allowances and other benefits.

FREE HEALTH FACILITIES

Free health facilities are provided to every employee at
PEPSICO and that is not all for the employee but also medical
facilities are free for the whole family of the employee.

There are different systems prevailing in PEPSICO for

the different levels of employees. For the operatives or

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workers, different hospitals are assigned where the workers
and their families can go and they can fill up a simple form
and get the required medical assistance.

Leaves

All employees are restricted to observe punctuality in the

organization discipline with respect to absence from duty for
short or long periods on account of sickness or unforeseen
circumstances.

Employees are allowed to have different kinds of leaves;

a. Casual leave

b. Sick leave

c. Annual leave

d. Privilege leave

Casual Leave

It is intended to met only sudden and unforeseen

circumstances connected with domestic or other matters
where ones absence in

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 Unavoidable, every employee is entitled to 20 days
casual leave with pay in each calendar year. Such leaves are
not carried forward to the following year and will lapse if not
availed during the year. Casual leaves are not granted for
more than 15 days at a time. Casual leaves are also not
combined with any other leave. However, it is adjusted
towards sickness, at the sole discretion of the competent
authority if the employee has utilized all sick leaves. Casual
leave may be pre-fixed or suffixed to a close holiday. If a
holiday falls between two days of casual leaves it is counted
as casual leave.

Sick Leave

Sick leaves are meant to cover the absence of

employees due to sickness only. Every employee is entitled
to fifteen days of sick leave in a calendar year. Sick leave will
lapse if not availed during the year. Sick leave for more than
three days is sanctioned on submission of a medical
certificate from a registered medical practitioner.

Annual Leave

Annual leave is meant for rest and recreation or long

confinement of an individual on medical grounds either due
to

sickness or accident. Every employee is entitled to

annual leave of thirty days.
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 Privilege leave

Employees are allowed to have leave of 15 days on full

pay an employee cannot claim leave as a matter of right.
Leave May also is applied on half pay. An extraordinary
leave is also granted to the employees up to maximum
period of 5 years on any grounds. This leave is allowed only
to those employees who have completed of not less than 10
years of their service. This leave can be granted in
continuation with other leaves on full or half pay.

LOANS

Employees have facilities to have loans. There are many

types of loans available to the employees at PEPSICO. These
consist of

 House Building Loans

 Car Loans

There are fixed limits for each post up to every employee

can take the loan according to his designation.

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PROVIDENT FUND

It’s a fund opened for employees’ welfare. In this

context a provident fund is opened and fixed amount from
the basic pay of the employee is deducted and the same
amount is given by the employer and is invested some
where or it is put in some profit account and the amount of
profit earned on the fund is given to the employee yearly
and at the retirement time the employee is given all of the
money collected in the provident fund. Its % is 10% of the
basic for the executives and 7% of the basic pay for the
other staff.
Another feature of this facility is that an employee can have
a loan against its provident fund. Employees are promoted
according to their performance and PEPSICO has its full
performance appraisal program.

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PERFORMANCE APPRAISAL

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 PERFORMANCE APPRAISAL
 To enable the organization to maintain an inventory of
the number and quality of all managers and to identify
and meet their training needs and aspirations.
 To determine increments and provide a reliable index
for promotions and transfer to positions of greater
responsibilities.
 To maintain individual and group development by
informing the employee of his performance standard.
 To suggest ways of improving the employee’s
performance when he is not found to be up to the mark
the review period.
While considering an employee for promotion following
factors are considered.

 Goal achievements

 Communication skills

 Interpersonal relations

 Initiatives

 Behavior

 Job knowledge

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HOW MUCH PERFORMANCE APPRAISAL IS USEFUL FOR
PEPSICO

PEPSICO believes that performance appraisal is useful for

the company in a number of ways. e.g.
 It improves performance
 Helps in compensation adjustment
 Helps to placement decisions
 Helps in identifying training and development needs
 Finds routes of career planning and development needs
 Helps in making decisions regarding staffing
 Diagnoses job design errors, if they exit
 Provides equal employment opportunity
 Provides feedback to HR Department

Description

The process (es) by which the required staff resources

are determined, and future staff shortages or surpluses or
skill categories are estimated and plans formulated.

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CORE PURPOSE OF MANPOWEPLANNING

The core purpose of manpower planning is to balance

the number of employees to the number of required
employees and assign every employee a task to perform
rather than keeping him idle
and on the other hand its second process goes the way that
it has to provide required staff to the organization’s different
departments when needed. Its other purpose is to estimate
for the future needs and requirements of the employees but
its always an estimate and estimates can be operate well
when they estimate about the job being vacant on future
dates when any employee is near to retire.
Advantages
• Better matching of staffing levels to requirements, so
ensuring better provision of services
• Cost benefits in the long term

Disadvantage
Manpower planning is a difficult task, as it requires
juggling many factors in order to arrive at a balanced view of
manpower estimates.

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 SALARY
ADMINISTRATION

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 SALARY ADMINISTRATION
“Salary is the amount paid to employees in return of their
services”.

It is on monthly basis.

The package is prepared by keeping in mind following

factors.

 The company’s ability to pay.

 The prevailing market rate.
 Supply and demand of employees.
 The cost of living.
 Job requirements.
 Managerial attitudes.
 Sociological factors.
 Psychological factors.

However, employees are given offer to draw one month

advance on sound reasons by the permissions of Manger and

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Pay roll administrator. The salary cheque is given to each
employee on the first or second of the month.

COMPONENTS OF PAY SLIP

The pay slip of an executive contains following components

COMPLETE INTRODUCTION

1. Name

2. Designation

3. Employee Number

4. Area

5. Bank name & Branch

6. Month

7. P.V fund number

8. Bank A/C number

SALARY AND ALLOWANCES

1. Basic Pay

2. Entertainment Allowance

3. House Rent Allowance

4. Conveyance Allowance

5. Provident Contribution
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 6. Add. Conveyance Allowance

COMMUNICATION SYSTEM

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 COMMUNICATION SYSTEM

WITHIN THE COMPANY

As told earlier that there is a headquarter and other two

regional branches of PEPSICO Limited. So there has to be a
communication network between all three of them. The
company communicated as under:
In between all the regional branches there is obviously
a LAN network held to communicate between the employees
but as far as the communication between the branches is
concerned the company uses a WAN network. It is a very
sophisticated system, which keeps up different employees of
different regions with each other. The company also uses the
video conferencing facilities to communicate during the
meetings if needed. By this we mean that on any important
point if the regions have to discuss they just have a
videoconference and they discuss it there.

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WITH DEALERS AND SUPPLIERS
Firstly, when the company thinks that it is going out of
stock it has to communicate with its suppliers and for that it
has two systems. In the company everything dealing the
inventory is automated that
is they have set a maximum and minimum level for all
inventories i-e when a stock item reaches a certain level the
system automatically prepares a new order according to the
forecasted inputs of needs, which is done by the forecasting
team. How they give the orders is other thing it has two
methods. Company is not totally dealing online with its
Vendors but only with some. The vendors who have this
facility are given orders for stock online but those who don’t
have this facility are ordered through the normal
communication networks that is telephone, courier services
and faxes.
Secondly when the company has to communicate with
its dealers it just uses the old ways that were discussed
above. This is what we thought is a short coming in the
company’s system that it uses the old ways to communicate
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with the employees. But we were told that company is
moving towards total online system and is making sure in
time to come that all its vendors and dealers are connected
to the company 24 hours.

Process Involved in Communicating for a New

Policy

As told earlier PEPSICO owns the largest network of

dealers all around the country. So as a new policy is made in
the company or any new technology arrives, the company
has to inform its dealers and service people about that. What
are the processes that are involved in all this are as follows?
First of all a company’s employees meeting of the
concerned department is held to discuss the consequences
of the new policy or the new technology and when all things
are discussed then a reminder is sent to all the dealers for a
general meeting and then are the things are briefed to them
and then the decision is taken to act on the policy or not.

USE OF INTERNET AND INTRANET

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 Now a days as we all know Internet and intranet have
become the most used technology all over the world for
businesses. PEPSICO is one of the most advanced companies
in Pakistan and they also sell their products not only in
Pakistan but they also export their prime products

So to be competitive not only in the local market as well

as in the global market the company has to be very efficient
in technology
and has to use the Internet technology to make
communication as brisk as a click. Some use of Internet and
intranet is as follows:

As we all know that intranet is the technology, which is

used to communicate within the organization mostly.
PEPSICO has a vast and a very sophisticated system, which
helps to communicate within the company. PEPSICO uses
the WAN technology to communicate with regional
headquarters and the LAN technology to communicate
within the regional headquarters. All the regions are fully
equipped with all the needed hardware and software to do
the work.

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 PEPSICO is also exporting its products to most parts of
the sub-continent and to some parts of the Middle East so to
remain competitive in those areas PEPSICO totally relies on
the Internet technology for the sale of its products in all
those parts of the world. Orders are taken electronically and
as the company persists they are delivered with full quality
assurance and in time that is given before.

NETWORKING
Telecommunication technologies and networks like the
Internet, intranets and extranets have become essential to
the successful electronic business and commerce. There are
different types of networking communication resources.

Communication Media
Include twisted pair wire, coaxial cable, and fiber optic
cable, and microwave, cellular and satellite wireless
technologies.

Network Support

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 That includes the people and all of the hardware,
software, and data technology that directly support the
operation and use of communication networks.

These two resources jointly perform IS activities for the

processing of data from one place to another, in outside the
organization or within the organization.

In PEPSICO they are using these all networking essentials

to transfer their data easily from one pc.

Also they have remote offices at different locations so

they are using radio link for it, to transfer data from one
office to the other one .For that they have routers of
specified series attached with microwave radio link receiver
and transmitter.

DATA RESOURCES

Data resources require proper management as it acts as

lifeblood for an organization. There are three major
components in data resource management.

 Database Administration

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  Data Administration
 Data Planning

Honda gives utmost importance to data handling and

therefore has a very efficient data resource management
system.In PEPSICO data is really considered as an
organizational resource and therefore it is strategically
planned that how it would be managed.As we told earlier
that Karachi is the main headquarter of the company so the
main database sever is in Karachi. Lahore has the regional
database server

SOFTWARE RESOURCES

Software resources include all sets of information

processing instructions. These include not only programs but
procedures as well.

Mainly there are three types of software resources.

SYSTEM SOFTWARE
Programs that control and support operations of a
computer system. System software includes a variety of

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programs, such as operating systems, database
management systems, communications control programs,
service and utility programs, and programming language
translators.

APPLICATION SOFTWARE

Programs that specify the information processing

activities required for the completion of particular tasks of
computer users. Examples are electronic spreadsheet and
word processing programs or inventory or payroll programs.

PROCEDURES
Procedures are operating instructions for the people
who will use an information system. Examples are
Instructions for filing out a paper form or using a software
package.

Within the category of applications soft wares there is a

concept of cross functional enterprise systems that further
disintegrates into following

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 Enterprise resource planning (ERP) is a cross functional
enterprise system that serves as a frame work to integrate
and automate many of the business processes that must be
accomplished within the manufacturing, logistics,
distribution, accounting, finance and human resources
functions of a business.

As we told earlier that to manage the data oracle is

being used, so the ERP works along with Oracle for every
purpose that can be done in the company’s processes. It is a
tailored but a very comprehensive program, which helps the
computer people do all of their work very easily. It gives a lot
more control of the system and also it provides accuracy in
the work.

SYSTEMS OF COMMUNICATION AT PEPSICO

As PEPSICO is a complete established organization and it

has normal office process and procedures take place like any
other modern firm so it uses all kind of other conventional
communication tools, which other organizations use. E.g.

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  Telephones

 Faxes

 E-mails

 Couriers

 Tele conferencing

And most of all open door system in which every

employee can address to any other employee whenever
needed face to face.

Long-term objectives

 To become a market leader in beverages

 To ensure the diversification in beverages
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  Used the modern technology to enhance
operational efficiency
 Continuous growth to meet the market demand
 Become a multinational company
 Contribute to build the economy of country
 To promote innovative human resources
strategies polices and procedures
 To become a quality symbol in region
 Well contribution towards social and
environmental factors

HIGHLIGHTS

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  The Company’s management is forward looking as well

Policies and Procedures ere prepared and annualized in

the year 1971.
 The policies cover the following areas, which ensure the
existence of internal controls procedures.
 The policies are dynamic and ensure updation at
regular intervals as the Policies state “These policies
are subject to change at regular intervals.”
 The Accounting and admin department staff are
facilitated to minutest details to perform their duties.
 Standardized Forms are also designed to facilitate the
checking.
 Step towards standardization since the inception of the
Company.
 The manuals facilitate the smooth work of internal audit
department
 The Policies ensures the risk of theft, frauds, mis-
appropriation

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 Conclusion
Our HR management is
working
Well for the betterment of
Company & employees
As
On any day, around the
world, at any moment and
in many places, millions
of consumers enjoy our
brands, Here’s how we keep
the momentum going.

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 QUESTIONNAIRE
RECRUITMENT

Q: which source you would prefer for recruiting.

Ans: Internal source

Q: What is the minimum and maximum age limit for different

kinds of employees?
Ans: 25 to 55

Q: what method you are using for internal search

Ans: Through job posting.

Q: In which season, you usually recruit employees?

Ans: Whenever required.

Q: Do you use new technology (computer, artificial

intelligence) to predict personal requirement?
Ans: Yes.

Q: Do you consult any employment agency for recruitment?

Ans: It depends on the type of recruitment.

Q: Do you recruit people on Internet?

Ans: No.

Q: If you are getting help for recruiting from agencies, then

from what type of agencies, you are getting help?
Ans: Private agencies

Q: Do you have any quota system?

Ans: No.
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Q: do you recruit for part time jobs?
Ans: No.

Q: Do you give equal opportunity to all applicants or you

have some preference based on relationship
reference or any other?
Ans:No.

Q: Are you recruiting from college, schools and universities

for fresh professionals?
Ans: Yes.

Q: Do you allow internship for on study students?

Ans: Yes.

Q: Many companies give less to old employees and more

pay to new employees at some posts .Is it in practice in
your company?
Ans: No.

Q: How much you pay to overtime in percentage?

Ans: 25%

Q: what are your standard working hours?

Ans: 9:00 to 5:00 Plus Overtime.

Q: Do you follow place work plans or hourly plans?

Ans: Hourly plans.

Q: Do you offer any team or group incentive program?

Ans: Yes.

Q: Do you have any employees stock ownership plan and it

is how much percentage of shares is reserve for employees?
Ans: No.
Q: Is there any type of periodic recruitment?
Ans: There is no periodic recruitment.
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Q: What is the recruitment procedure?
Ans: It’s a long procedure, which includes different tests and
interviews and some training programs as well.

Selection
Q: Do you use application forms or just consider CVs?
Ans: At first we collect CVs and there are also different
application forms for different jobs and posts.

Q: Does the company checks the applicant’s background?

Ans: We usually don’t unless there is a risk of fraud or there
is some mystery present in the personality of the applicant.

Q: Do you count past experience while evaluating a

candidate?
Ans: Yes in case of managerial posts we do consider
experience.

Training & Development

Q: Have you any orientation program for the employees and

what kind of instruction you give to your employees in this
orientation?
Ans: Yes.

Q: Do you have any training program for your employees?

Ans: Yes.

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Q: Do you have your own training instructors?
Ans: No.

Q: Do you have any training program for your current

employees?
Ans: Yes.

Q: Do you use audio and video aid for training?

Ans: Yes.

Q: Do you follow traditional and informal methods of

training?
Ans: Yes.

Q: Do you give any diploma to the people who complete

their training?
Ans: Yes.

Q: Do you have any program to increase skills of your

employees?
Ans: Yes.

Q: Do you train employees your self or you send employees

abroad or some other institution for training purposes?
Ans: Both the techniques are used but at initial stages we
train the new employees our self.

Q: What are the training areas on which you most

emphasize?
Ans: Training is about making the new employee introduce
to the organizational culture and different job related fields.

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Employees Service Safety & Health

Q: How do you provide employees protection (first aid, safe

tools, protective gloves, glasses, cloths etc.)

Ans: No, as it is in technical training.

Q: do you have your own medical facility?

Ans: No.

Q: Is smoking prohibited in or allowed in your organization?

Ans: Yes.

Q: Do you give any recess or break to your employees during

working hours and what is its time duration?
Ans: Yes.

Q: What are the safety measures you have installed in your

company?
Ans: Fire alarms, CCTV

Q: Is there any difference in the provision of medical services

to the workers and the managers?
Ans: Yes.

Q: Are your employees are insured?

Ans: Yes, employees are fully insured.

Q: Are the employees given free medical facilities?

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Ans: Yes, there is free medical facility for the employees and
their families.

Ans: There are many types of leaves and most of the leaves
are paid leaves but certainly there is a limit to leaves.

BENEFITS AND SERVICES

Q: Do you offer any hajj or umra scheme to your employees?

Ans: No.

Q: Do you have any fair price shop within your organization

and at what rates?
Ans: Yes.

Q: What is your policy towards employee’s vacations such as

holidays and sick leaves or unemployment issuance?
Ans: Twenty annual leaves.

Q: Is there any reward for the persons who do some extra

ordinary?
Ans: Yes.

Q: Do you food service to your employees and at what rates?

Ans: Free rates.

Q: What is the post retirement program in your organization?

Is there any pension program in this regard?
Ans: No.

Q: Do you provide any life insurance to your employees of

your company?
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Ans: Yes.

Q: What kind of benefits you give to your employees in case

of death and serious injury during their service?
Ans: Cash benefits.

Q: Do you give annual bonus to employees? And what is the

eligibility or base of annual bonus?
Ans: Yes.

HUMAN RESOUCE PLANNING

Q: Do you follow strict merit policy or give preference to

personnel relations or references?
Ans: Every department does give its own requirement.

Q: Have you made any personnel replacement chart?

Ans: Yes.

Q: How do you forecast personnel requirement?

Ans: It is done by the marketing department.

LABOUR RELATIONSHIP

Q: Is there any labors union in your organization?

Ans: Yes.

Q: When this union establish in this organization?

Ans: 1982.

Q: How many members are there in the union?

Ans: All factory employees.

Q: How many unions in your organization?

Ans: One.

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Q: Is union powerful enough to have an effect on your
policies and planning?
Ans: Yes.

Q: Do you use any third party to assist in the bargaining

process?
Ans: No.

Q: Is this bargaining a good faith bargaining or something

(surface bargaining, inadequate concession, imposing
conditions?
Ans: Yes.

Q: How are your relationships with union leader?

Ans: Good relationships.

Q: After how much time union election held?

Ans: After one year.

COMMUNICATION

Q: what kind of communication system you use?

Ans: e-mails, Mobiles, Conferences, Calls.

Q: Do you have Internet technology in your organization like

intranet, extranet etc?
Ans: Yes.

Q: have you any communication system with other industries

of your kind?
Ans: No.

Q: To what extent you have relations with other industries?

Ans: Very Good.

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 EXECUTIVE SUMMARY

INTRODUCTION

PESICO, the largest drinks & beverages company in Pakistan,

was established in 1972 as a private limited company. The idea behind
the incorporation of PEPSICO was to process and sell drinks &
beverages products. Today PEPSICO is a fast growing drinks &
beverages products company. Having doubled its turnover in the last
four years, the company has a turnover of more than Rs.25 billion
presently.

HRM Process in PEPSICO is based on following:

 JOB ANALYSIS
 RECRUITMENT & SELECTION
 TRAINING & DEVELOPMENT
 SALARY ADMINISTRATION
 EMPLOYEES SAFETY,HEALTH & SERVICES
 SYSTEM OF COMMUNICATION
 COMPENSATION & BENEFITS

Conclusion
Our HR management is working well for the betterment of company
and employees.
AS
On any day, around the
world, at any moment and
in many places, millions
of consumers enjoy our
brands, Here’s how we
keep the momentum going

University Of Management and Technology

University Of Management and Technology