PROJECT REPORT ON RECRUITMENT AND SELECTION OF PEPSICO (HYDERABAD)
Project report submitted in partial fulfillment of the requirement For the award of the degree of MASTERS OF BUSINESS ADMINISTRATION
BY Name: N.ARCHANA Register no: 08S11E0004
Project report guide Name: RADHA KRISHNA Assistant professor MBA Department MRITS
MALLAREDDY INSTITUTE OF TECHNOLOGY AND SCIENCE
(AFFILIATED TO JNTU) MAISAMMAGUDA, DHULAPALLY, SEC’BAD –014.
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CERTIFICATE
This Th is is to cert certif ify y that that the the prod produc uctt repor reportt enti entitl tled ed RECRUITMENT RECRUITMENT AND SELECTION PROCESS, of PEPSICO Pvt. Ltd is a bonafide work and submitted
by Ms.N.Archana with registration number O8S11EOOO4 in partial fulfillment of the requir requireme ement nt for the degree degree of MASTER OF BUSINESS BUSINESS ADMINISTRAT ADMINISTRATION ION in MALLAREDDY MALLAREDDY INSTITUTE OF TECHNOLOG TECHNOLOGY Y AND SCIENCE SCIENCE (affiliated to
JNTUH). Certify further that to the best of our knowledge the work presented in this report has not been submitted to any other university or institute for the award of any degree.
Mr.RADHA KRISHNA, EXAMINER
EXTERNAL
Assistant professor Internal guide
Mr. C.H.NARSIMHA REDDY HOD, DEPT.OF MBA MRITS
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DECLARATION I here by declare that this project report of PEPSICO Pvt ltd, submitted by me to the department of MASTER OF BUSINESS ADMINISTRATION (M.B.A) is a bonafied work under taken by me for the award of M.B.A degree. I have conducted work under the guidance of CH.NARSIMHA REDDY, H.O.D, M.B.A dept MRITS, Maisammaguda.
I also declare that this project report has not been previously formed the basis for the award to the candidate of any degree, diploma/certificate or published any time before
PLACE: DATE:
(SIGNATURE) N.ARCHANA
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ACKNOWLEDGEMENT
I would like to express my gratitude to my guide MR.RADHA KRISHNA (Assistant professor) faculty in MBA department of MALLA REDDY INSTITUTE OF TECHNOLOGYAND SCIENCE for his cooperation and valuable suggestions during
the study processed for his exquisite and exemplary Guidance high priced interpose and proposition untiring Effort and personal interest shown through the exe cution of the Investigation I am equally grateful to Mr. J MAYANK, HR Manager, PepsiCo pvt ltd., Hyderabad, for guiding me from time to time in making this project despite of his busy schedules; he gave me several ideas in making this project unique.
I would like to express my immense gratitude to Mr. GURU KIRAN, Asst HR Manager PepsiCo pvt. Ltd, Hyderabad constant support and motivation that has encouraged me to
come up with this project. This attempt at any level cannot be satisfactorily completed without these learned people support and guidance.
(Signature) N.ARCHANA
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CONTENTS CHAPTER-1 1-8 Introduction………………………………………………………………………… 1 Objective of the study………………………………… …………………………… 3 Importance for the study………………………………...………………………….. 4 Methodology…………………………………………….………………………….. 5 Limitations………………………………………………..………………………….7 CHAPTER-2 ORIGIN 8-11 The PepsiCo Origin ………………………………..……………………..……..…. 8 Brand factors……………………………………………………………………......10 Values and philosophy ……………………………………….………….….…...…11 Company history……………………………………………………………….…...11 CHAPTER-3 PROFILE 14-21 Human sustainability ……………………………………………….………….….14 R&D Drives Our Human Sustainability Work …………………………….……16 Responsible Marketing…………………………………………………….……....16 Talent Sustainability……………………………………………………….……....19 Company information……………………………………………………………...21 CHAPTER-4 PEPSICO IN INDIA 23-26 Establishment………………………………………………………………………23 Core values and principles………………………………………………………....24 Performance with purpose………………………………………………….……...25 Mission vision…………………………………………………………….….…….26 CHAPTER-5 RECRUITMENT ANDA SLECTION 27-43 Introduction………………………………………………………… ………….….27 Methods…………………………………………………………… ……..…….….29 Recruitment needs………………………………………………………..………...30 Types of jobs………………………………………………………………..……...30 On roll jobs…………………………………………………………………….…...31 Process for on roll jobs…………………………………………..………….……...34 Off roll jobs………………………………………………………………………...35 Eight steps of the call……………………………………………………………...35 Importance of PSR………………………………………………………………....40 Ideal profile………………………………………………………………………...41 Process for off roll jobs…………………………………………..………………...42 Important questions………………………………………………………………...43 CHAPTER 6- ANALYSIS 45-58 Source of applicant…………………………………………………….……...…...45 Criteria for filtering the candidates………………………………….…….… …....46 Interview techniques………………………………………………………… …....47 Attraction towards the organization………………………….……………… …....48
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Reference checks…………………………………………………………….…….49 Induction program…………………………………………………………….…...50 Reason for quitting the job………………………………………………………...51 Work experience…………………………………………………………………..52 Supervisor guidance………………………………………………………..……...53 Flexibility of work hours……………………………………………..…………....54 Job satisfaction……………………………………………………………….…....55 Growth opportunity………………………………………………………..……....56 Job stress……………………………………………………………………….…..57 Qualification………………………………………………………………..……...58 FINDINGS SUGGESTION AND RECOMMENDATIONS CONCLUSION BIBLIOGRAPHY
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59 60 61 62
1. INTRODUCTION
I have done my project on recruitment and selection process in PepsiCo Company. The reason I have chosen recruitment and selection process to enable the knowledge how the company recruit the candidates and on what basis they choose the candidate. This study is helpful for my career as well as to the company. The chapter-1 contains the report regarding INTRODUCTION part of the company. This chapter starts with the introduction- an abstract and over view of the study. Then a brief note on the objectives of the study, importance of the study, the methodology- the primary data and secondary data and the last is limitation of the study. In this part I discussed about the aims, research techniques and methodology of the study. The chapter-2 is the origin of the PEPSICO Company. This holds information regarding the company history, milestones, and the important dates of the company. This is an overview of the company which shows the entire information regarding the management details.
The chapter -3 is the profile of the company involving details regarding human sustainability, R & D Drives, responsibilities and company information
The chapter- 4 gives information regarding PepsiCo India. Holding details like company values and principles, mission and vision of the company
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The chapter-5 enables the main objective of the project i.e Recruitment and Selection process. This contains the objective, need and importance of the topic and the current process held up by the PepsiCo. The detailed study of the topic is given under this chapter.
The chapter-6 is the actual analysis part that I carried out. The whole analysis part is carried out on the basis of the observation method and direct interview for the data collection. The data is tabulated and illustrated with the help of pie charts and various other graphs. In this part I have analyzed the each and every question that I asked the PSR’s.
The chapters-7 of this report is about major findings I came to know during the problem. Last but not the least, at the end of this report I have given the suggestions and recommendations, conclusion and details of the books and online portals that I have used to carry out the report.
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1.1 OBJECTIVES: Recruitment and selection plays a vital role in any organization. Since employees are the valuable assets of the company, they have to be placed in right position at right time. The main objective of my study is to know the key stones of recruitment and selection process and the next is to analyze the process and make the necessary changes if required.
To study the recruitment process of the PEPSICO.
To study hierarchy level of the process
To know the various sources of recruitment and selection adopted by PEPSICO.
To know the loop holes of the process
To suggest the suitable ways aimed at improving the recruitment process
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1.2 NEED AND IMPORTANCE: Generally after finishing of the studies the next step of candidates is to get into the job or business. So in order to get a clear cut idea how organization recruit the candidates and what they prefer the most in a candidate, I have done my project on recruitment and selection. This helps me for further steps.
When it relates to me I can get the complete picture how the process is being taking place and helps for my career when I go for an interview. This is even useful for organization for viewing their present situation whether they are processing properly or not and helpful to make the required changes for the future purpose.
The preview of the recruitment and selection process
Acts as guidelines
Enables types of process is being used
Enables the required changes
Maintains the complete overview of the process
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1.3 METHODOLOGY:
The methodology adopted aimed at a detailed study and scrutiny of the current recruitment and selection practices including retention ship. The study is completely based on observation process by maintaining relevant questionnaire.
1.3 SAMPLING METHOD AND SAMPLE SIZE
I used both the primary as well secondary data to gather the data from the market. 1.3.1
Secondary data: -
Secondary data consist of information that already exists somewhere, having been collected for another purpose. I have gathered secondary data from website of different operators, newspapers and libraries.
1.3.2
Primary data: -
I have collected the data directly from the employees, since I followed the observation method I have noted down all related information; even I took personal interview of employees.
1.3.3
Sample size: -
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I have taken sample size of 50 respondents. I have visited two depots of the company one depot is located at Dilsuknagar and the other one is at nampally. I met 28 employees (PSR’s) at dilsuknagar depot and 22 employees (PSR’s) at nampally depot.
1.4 . SAMPLING METHODOLOGY Since I have done my project on basis of observation method, I directly visited the places and noted down the required information, even I took personal interview of the employees for some requirements.
1.4.1 Research tool The primary data collected by using the observation method. Before starting the work I have prepared questionnaire depending up on my requirements, while going to employees I carried down this questionnaire and started ticking the proper answers from the employees. Some answers obtain by observation of the employees.
1.4.2
Statistical terms used
The responses of all the questions were summed up from all the answered questionnaires. These summed up responses were calculated to derive the percentages-to make the interpretations more elucidated, being represented in the form of tables, piediagrams and other graphical tools.
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1.5 LIMITATION OF THE STUDY:
The current study is based up on the information provided by the company. So the scope of the study fall within limitations of the current period of the company
The study is mainly concerned with the PepsiCo Hyderabad unit
The scope and period of study is restricted to the following:
The scope is limited to the operations of PEPSICO CO information obtained from Primary and Secondary sources
The key performance indications were taken from the period of duration, April 26th 2010 - June 10th 2010
The study is conducted under particular territories only, so the results cannot be generalize for entire division.
So the data which I collected is limited to the specified period only.
The sample size of 50 might not represent the perception of whole population
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2. ORIGIN 2.1 PEPSICO It was first introduced as "Brad's Drink" in New Bern, North Carolina in 1898 by Caleb Brad ham, which made it at his pharmacy where the drink was sold. It was later named Pepsi Cola, possibly due to the digestive enzyme pepsin and kola nuts used in the recipe. Brad ham sought to create a fountain drink that was delicious and would aid in digestion and boost energy. In 1903, Brad ham moved the bottling of Pepsi-Cola from his drugstore to a rented warehouse. That year, Brad ham sold 7,968 gallons of syrup. The next year, Pepsi was sold in six-ounce bottles, and sales increased to 19,848 gallons. In 1909, automobile race pioneer Barney Old-field was the first celebrity to endorse Pepsi-Cola, describing it as "A bully drink...refreshing, invigorating, a fine bracer before a race". The advertising theme "Delicious and Healthful" was then used over the next two decades. In 1926, Pepsi received its first logo redesign since the original design of 1905. In 1929, the logo was changed again.
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In 1931, at the depth of the Great Depression, the Pepsi-Cola Company entered bankruptcy - in large part due to financial losses incurred by speculating on wildly fluctuating sugar prices as a result of World War Assets were sold and Roy C. Megargel bought the Pepsi trademark. Eight years later, the company went bankrupt again. Pepsi's assets were then purchased by Charles Guth, the President of Loft Inc. Loft was a candy manufacturer with retail stores that contained soda fountains. He sought to replace Coca-Cola at his stores' fountains after Coke refused to give him a discount on syrup. Guth then had Loft's chemists reformulate the PepsiCola syrup formula. On three separate occasions between 1922 and 1933, the Coca-Cola Company was offered the opportunity to purchase the Pepsi-Cola company and it declined on each occasion.
Pepsi Logo
Pepsi is one of the world's most famous brands much like its rival Coca Cola Pepsi Cola was originally called Brad's Drink after its creator, Caleb Brad ham, a pharmacist from North Carolina. Pepsi was a carbonated soft drink he created to serve his drugstore's customers. The new name, Pepsi-Cola, was first used on August 28. The Pepsi logo is a simple globe with the Pepsi colors in the background and the word Pepsi in the foreground. Pepsi has changed its logo and its slogans a number of times since its introduction in 1898. The Pepsi slogans through the years are listed below
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1909-1939: Delicious and Healthful
1939-1950: Twice As Much For A Nickel Too
1950-1963: The Light Refreshment
1953-1961: Be Sociable
1961-1963: Now It's Pepsi For Those Who Think Young
1963-1967: Come Alive! You're In The Pepsi Generation
1967-1969: Taste That Beats The Others Cold
1969-1973: You've Got A Lot To Live, Pepsi's Got A Lot To Give
1973-1975: Join The Pepsi People Feelin' Free
1975-1978: Have A Pepsi Day
1978-1981: Catch That Pepsi Spirit
1981-1982: Pepsi's Got Your Taste For Life!
1983-1983: Pepsi Now!
1984-now: Pepsi, The Choice Of A New Generation
2.2 BRAND FACTORS PepsiCo nourishes consumers with a range of products from tasty treats to healthy eats that deliver enjoyment, nutrition, convenience as well as affordability The group has built an expansive beverage and foods business. To support its operations, PepsiCo has 42 bottling plants in India, of which 13 are company owned and 29 are franchisee owned. In addition to this, PepsiCo’s Frito Lay division has 3 state-of-the-art plants. PepsiCo’s business is based on its sustainability vision of making tomorrow better than today. PepsiCo’s commitment to living by this vision every day is visible in its contribution to the country, consumers and farmers.
Beverages
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PepsiCo India’s expansive portfolio includes iconic refreshment beverages Pepsi, 7 UP, Nimbus, Miranda and Mountain Dew, in addition to low calorie options such as Diet Pepsi, hydrating and nutritional beverages such as Aquafina drinking water, isotonic sports drinks - Gatorade, Tropicana100% fruit juices, and juice based drinks – Tropicana Nectars, Tropicana Twister and Slice. Local brands – Lehar Evervess Soda, Dukes Lemonade and Mangola add to the diverse range of brands.
Foods
PepsiCo’s food division, Frito-Lay, is the leader in the branded salty snack market and all Frito Lay products are free of trans-fat and MSG. It manufactures Lay’s Potato Chips, Cheetos extruded snacks, Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. The company’s high fibre breakfast cereal, Quaker Oats, and low fat and roasted snack options enhance the healthful choices available to consumers. Frito Lay’s core products, Lay’s, Kurkure, Uncle Chipps and Cheetos are cooked in Rice Bran Oil to significantly reduce saturated fats and all of its products contain voluntary nutritional labeling on their packets.
2.3 PEPSICO VALUES & PHILOSOPHY
Our Values & Philosophy are a reflection of the socially and environmentally responsible company we aspire to be. They are the foundation for every business decision we make.
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PepsiCo is a world leader in convenient snacks, foods and beverages with revenues of more than $43 billion and over 198,000 employees. Take a journey through our past and see the key milestones that define PepsiCo
2.4 COMPANY HISTORY: PepsiCo, Inc. is one of the world's top consumer product companies with many of the world's most important and valuable trademarks. Its Pepsi-Cola Company division is the second largest soft drink business in the world, with a 21 percent share of the carbonated soft drink market worldwide and 29 percent in the United States. Three of its brands-Pepsi-Cola, Mountain Dew, and Diet Pepsi&mdashe among the top ten soft drinks in the U.S. market. The Frito-Lay Company division is by far the world leader in salty snacks, holding a 40 percent market share and an even more staggering 56 percent share of the U.S. U.S. mark market et.. In the the Unit United ed Stat States es,, Frit Frito-L o-Lay ay is nine nine time timess the the size size of its its near neares estt competitor and sells nine of the top ten snack chip brands in the supermarket channel, including including Lay's, Lay's, Doritos, Doritos, Tostitos, Tostitos, Ruffles, Fritos, Fritos, and Chee-tos. Chee-tos. Frito-Lay Frito-Lay generates more than 60 percent of PepsiCo's net sales and more than two-thirds of the parent company's operating profits. The company's third division, Tropicana Products, Inc., is the world leader in juice sales and holds a dominant 41 percent of the U.S. chilled orange juice market. On a worldwide basis, PepsiCo's product portfolio includes 16 brands that generate more than $500 million in sales each year, ten of which generate more than $1 billion annually. Overall, PepsiCo garners about 35 percent of its retail sales outside the United States, with Pepsi-Cola brands marketed in about a bout 160 countries, Frito-Lay in more than 40, and Tropicana in approximately 50. As 2001 began, PepsiCo was on the verge of adding to its food and drink empire the brands of the Quaker Oats Company, which include Gatorade sports drink, Quaker oatmeal, and Cap'n Crunch, Life, and other readyto-eat cereals. SOME RECENT ACHIVEMENTS OF PEPSICO:
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Covalence published its Ethical Ranking for 2006, ranking PepsiCo 6th for Best Reported Performance
The Hay Group and Chief Executive magazine rank PepsiCo as #3 in the 2006 Top 20 Best Companies for Leaders
PepsiCo has been named to the 100 Best Corporate Citizens list for 2007 by Business Ethics Magazine
Divers Diversity ity Business Business names names PepsiCo PepsiCo as one of Americ America's a's Top Organi Organizat zation ionss for Multicultural Business Opportunities
Catalyst honors PepsiCo with the 2007 Catalyst Award for its strategic business initiatives in the advancement of women in business
PepsiCo PepsiCo named named among among "Most "Most Influe Influenti ntial al Multin Multinati ational onalss in China" China" for the third third consecutive year
Human Rights Campaign names PepsiCo as one of the Best Places to Work for GLBT Equality
PepsiCo China was awarded a 2006 Best Corporate Public Image Award for its brand image of vitality and youthfulness
PepsiCo recognized among the 2007 100 Best Corporate Citizens in the US by CRO magazine
PepsiCo PepsiCo named named to List List of Americ America’s a’s Top Corpor Corporati ations ons for Women’ Women’ss Busine Business ss Enterprises
Sam’s Club Aquafina Return the Warmth program has won the very top environmental honor from the Cause marketing Forum
Fortune Magazine ranks PepsiCo once again to the Top 10 of America’s Most Admired Companies in the World
Institutional Investor magazine has identified PepsiCo as one of America’s Most Shareholder-Friendly Companies
PepsiCo PepsiCo makes #10 in the LOHAS Index for the its corporate corporate social responsibili responsibility ty program and communications
PepsiCo is named EPA’s Energy Star Partner of the Year
Business Week names PepsiCo in its 2007 Best Performers List
PepsiCo receives 2007 Catalyst Award
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PepsiCo in Top 10 of Diversity Inc’s Top 50 Companies for Diversity list
Indra Nooyi receives India Abroad award
3. PROFILE OF THE COMPANY 3.1 HUMAN SUSTAINABILITY We will continue to build a portfolio of enjoyable and wholesome foods and beverages and invest invest in commun communit ities ies where where we operate operate by partne partneri ring ng with with local local farmer farmerss and community groups and creating products for local tastes.
Our Product Portfolio
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Our products deliver great taste, nutritional value, convenience, affordability and enjoyment. We continue to make great strides in transforming our portfolio to meet consumers' evolving needs. Our Goals and Commitments •
Increase the amount of whole grains, fruits, vegetables, nuts, seeds and low-fat dairy in our global product portfolio.
•
Reduce the average amount of sodium per serving in key global food brands, in key countries, by 25 percent by 2015 with a 2006 baseline.
•
Reduce the average amount of saturated fat per serving in key global food brands, in key countries, by 15 percent by 2020 with a 2006 baseline.
•
Reduce the average amount of added sugar per serving in key global beverage brands, in key countries, by 25 percent by 2020 with a 2006 baseline.
Our Role in the Marketplace We care about the health of the consumers who enjoy our products and want to make it easier for them to make smart choices. We are doing this by providing a wide variety of healthful food and beverage products that are clearly labeled, appropriately marketed and available in a variety of portion sizes. Our Goals and Commitments •
Display calorie count and key nutrients on our food and beverage packaging by 2012.
•
Advertise to children under 12 only products that meet our global science-based nutrition standards.
•
Eliminate the direct sale of full-sugar soft drinks to primary and secondary schools around the globe by 2012.
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Increase the range of foods and beverages that offer solutions for managing calories, like portion sizes.
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Our Role in the Community We actively lead and engage in private-public partnerships with key external experts and stakeholders in the global health policy and science/nutrition communities to help address global nutrition challenges. We believe that by joining forces with partners across many sectors, we can make a far greater impact than by working alone. Our Goals and Commitments •
Invest in our business and research and development to expand our offerings of more affordable, nutritionally relevant products for underserved and lowerincome communities.
•
Expand PepsiCo Foundation and PepsiCo corporate contribution initiatives to promote healthier communities, including enhancing diet and physical activity programs.
•
Integrate our policies and actions on human health, agriculture and the environment to make sure that they support each other.
3.2 R&D Drives Our Human Sustainability Work To support our human sustainability work and progress on our global goals we are changing the way we innovate at PepsiCo. We are expanding our global research and development capability under the leadership of one of the world's leading endocrinologists and experts in nutrition, technology, food science and safety, epidemiology, product development, behavioral medicine and public health policy. Our team is focused on science-based nutrition standards and developing food and beverage products that positively impact health. This increased research capability and investment brings a new level of expertise and focus to our efforts to develop products that address consumer cultural tastes and food preferences with the right nutrition and functional benefits.
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That's why we're developing products and distribution solutions directly aimed at addressing undernourishment, particularly in Nigeria, India and South Africa. We are also linking nutrition and agriculture by sharing our expert knowledge with small-scale farmers to improve the productivity and enrich their crops.
3.3 RESPONSIBLE MARKETING Teaching children sensible eating habits at an early age is a critical part of their upbringing. As a major advertiser we need to do our part to help parents succeed in this task.
Teaching children sensible eating habits at an early age is a critical part of their upbringing. As a major advertiser we need to do our part to help parents succeed in this task. Our approach has been to join a leading set of other food and beverage companies in agreeing to change what younger children are seeing advertised on TV and in other media, such as magazines and the Internet. Importantly, we are doing this in countries around the world where we do business today. Naturally, we cannot prevent children from seeing all of our advertising, but we can ensure that those media channels, which are most targeted at children, only carry advertisements for certain products. From PepsiCo's perspective, these are products that meet specific nutrition criteria intended to encourage the consumption of healthier foods and beverages. The policy covers our entire product portfolio and is subject to independent compliance monitoring by Accenture. Further details on our policy are outlined below.
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PepsiCo's Policy on Responsible Advertising & Marketing to Children
PepsiCo has long been a promoter of responsible advertising to all consumers, shown for example through our adherence to the Consolidated ICC Code of Advertising and Marketing Communication Practice. We further acknowledge that children, as a potentially vulnerable group of consumers, deserve greater attention. PepsiCo has therefore joined a group of top global food and beverage manufacturers, in adopting a worldwide voluntary commitment to restrict our advertising and marketing to children only to those products which meet PepsiCo's Nutrition Criteria for Advertising to Children intended to encourage the consumption of healthier food and beverage products. PepsiCo's Nutrition Criteria for Advertising to Children This policy is currently being rolled out and will be fully implemented, at the latest, by the end of 2010. We will work with other industry players to ensure that monitoring and reporting processes are put in place to ensure and demonstrate continued compliance with this policy. Including Coca-Cola, General Mills, Grupo Bimbo, Kellogg's, Kraft, Mars, Nestle and Unilever 2
This commitment establishes a minimum standard for all PepsiCo product and brand
advertising and marketing around the world. It is not intended to replace existing commitments
and/or
regulatory
obligations.
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Any paid third-party advertising or marketing channels which may be widely assumed to
have an audience (print, TV, cinema, internet site, etc) which is comprised of a majority of under 12s. PepsiCo Policy on Responsible Advertising & Marketing to Children
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PepsiCo Global Policy on the Sale of Beverages to Schools
PepsiCo is launching a new sales and distribution policy aimed to help schools outside the United States offer a wider range of low calorie and nutritious beverages to their students. This policy is generally consistent with Pepsi-Cola North America's U.S. School Policy which will remain unchanged. While it is the schools which must ultimately decide which beverages should be available to students, and where and when they should be sold, we hope we can play a role in shaping an environment in schools which facilitates the healthy choices of school-age children everywhere. PepsiCo Global Policy on the Sale of Beverages to Schools
Children's Food and Beverage Advertising Initiative Pledge of PepsiCo, Inc. Children's Food and Beverage Advertising Initiative Pledge of PepsiCo, Inc. PepsiCo, Inc. is proud to be one of the first companies to commit as a participant in the Children's Food and Beverage Advertising Initiative (CFBAI). As an industry leader in the discussions of children's marketing, PepsiCo believes children are a special audience and takes particular care developing advertisements and evaluating programming that carries messages to children. The PepsiCo Pledge
Pepsi-Cola North American School Policy: Through our bottling partners and third-party distributors in the Unites States, Pepsi-Cola North America (PCNA) is committed to offering schools a portfolio of low-calorie and nutritious beverage choices. This wide variety of products includes bottled waters, juices, sports drinks and no- or low-calorie carbonated soft drinks, juice-flavored drinks and iced teas. Schools decide which beverages are available, and where and when they are sold.
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3.4 TALENT SUSTAINABILITY Our commitment to talent sustainability means investing in our associates to help them succeed and develop the skills needed to drive the company's growth, while creating employment opportunities in the communities we serve.
Culture We are committed to enabling our people to thrive by providing a supportive and empowering workplace.
Our Goals and Commitments •
Ensure high levels of associate engagement and satisfaction compared with other Fortune 500 companies.
•
Foster diversity and inclusion by developing a workforce that reflects local communities.
•
Encourage our associates to lead healthier lives by offering workplace wellness programs globally.
•
Ensure a safe workplace by continuing to reduce lost time injury rates, while striving to improve other occupational health and safety metrics through best practices.
•
Support ethical and legal compliance through annual training in our code of conduct, which outlines PepsiCo's unwavering commitment to its human rights policy, including treating every associate with dignity and respect.
Career We are committed to providing our associates with opportunities and experiences that strengthen their skills and capabilities to enable them to succeed in a world of new
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workforce requirements. By developing our talent, we create career paths for our associates and drive sustainable growth for PepsiCo.
Our Goals and Commitments •
Become universally recognized through top rankings as one of the best companies in the world for leadership development.
•
Create a work environment in which associates know that their skills, talents and interests can fully develop.
•
Conduct training for associates from the frontline to senior management to ensure that associates have the knowledge and skills required to achieve performance goals.
3.5 COMPANY INFORMATION
Board of Directors and Committees
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Shona L. Brown Senior Vice President, Business Operations, Google Inc.
Ian M. Cook President and Chief Executive Officer, Colgate-Palmolive Company
Dina Dublon Consultant Former Executive Vice President and Chief Financial Officer, JP Morgan Chase & Co.
Victor J. Dzau, M.D. Chancellor for Health Affairs, Duke University and President & CEO, Duke University Health Systems
Cooperate officers
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Indra K. Nooyi Chairman of the Board and Chief Executive Officer PepsiCo
Zein Abdalla Chief Executive Officer PepsiCo Europe
Saad Abdul-Latif Chief Executive Officer PepsiCo Asia, Middle East, Africa
Peter A. Bridgman Senior Vice President and Controller PepsiCo
4. PEPSICO IN INDIA
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“In
everything we do, we strive for honesty, fairness and integrity”
PepsiCo India is striding ahead rapidly towards enabling the global vision to be the world's premier consumer products company focused on convenience foods and beverages. PepsiCo India seeks to produce healthy financial rewards for investors as it provide opportunities of growth and enrichment to its employees, business partners and the communities in which it operates. 4.1 Establishment
PepsiCo established its business operations in India in 1989 and has grown to become one of the country’s leading food and beverage companies. One of the largest multinational investors in the country, PepsiCo has established a business which aims to serve the long term dynamic needs of consumers in India. PepsiCo India and its partners have invested more than USD1 billion since the company was establish Employment PepsiCo India provides direct and indirect employment to 150,000 people including suppliers and distributors in the country. It is now the 4th largest consumer products company in India and has 41 bottling plants in India, of which 13 are company owned and 28 are franchisee owned It has 3 state-of-the-art food plants in Punjab, Maharashtra and West Bengal. PepsiCo has a diverse range of products from Tasty Treats to Healthy eats
4.2 CORE VALUES & PRINCIPLES
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Organizational Values Our commitment is to deliver sustained growth, through empow ered people, acting with responsibility and building trust.
Commitment
Our values reflect our aspirations - the kind of company we want PepsiCo to be. We express our values in the form of a commitment. Sustained Growth is fundamental to motivating and measuring our success. Our quest
for sustained growth stimulates innovation, places a value on results, and helps us understand whether today's actions will contribute to our future. It is about growth of people and company performance. It prioritizes making a difference and getting things done. Empowered People means we have the freedom to act and think in ways that we feel
will get the job done, while being consistent with the processes that ensure proper governance and being mindful of the rest of the company's needs. Responsibility and Trust form the foundation for healthy growth. It's about earning the
confidence that other people place in us as individuals and as a company. Our responsibility means we take personal and corporate ownership for all we do, to be good stewards of the resources entrusted to us. We build trust between ourselves and others by walking the talk and being committed to succeeding together
4.3 PERFORMANCE WITH PURPOSE
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At PepsiCo, Performance with Purpose means delivering sustainable growth by investing in a healthier future for people and our planet. As a global food and beverage company with brands that stand for quality and are respected household names—Quaker Oats, Tropicana, Gatorade, Lay's and Pepsi-Cola, to name a few—we will continue to build a portfolio of enjoyable and wholesome foods and beverages, find innovative ways to reduce the use of energy, water and packaging, and provide a great workplace for our associates. Additionally, we will respect, support and invest in the local communities where we operate, by hiring local people, creating products designed for local tastes and partnering with local farmers, governments and community groups.
PepsiCo –Commitments As one of the world’s leading food and beverage companies we believe it is our responsibility to provide affordable, accessible and nutritionally sound food and beverages to our consumers in developing countries. As part of a coordinated, global private sector coalition, our five key global commitments over the next five years will Innovate product composition and availability to provide healthier product options that address both excess and deficient consumption of specific nutrients and calories. Clearly, micronutrient deficiencies are a pressing need in developing nations and could be addressed in part through functional foods.Provide clear nutrition information to consumers, including consumers in regions where nutrition information is not required. Globalize individual company and regional measures to ensure responsible marketing and advertising of foods and non-alcoholic beverages to children, bringing increasing proportions of the industry into the fold. .
4.4 MISSION Our mission is to be the world's premier consumer Products Company focused on convenient foods and beverages. We seek to produce financial rewards to investors as we
32
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 "PepsiCo's responsibility is to continually improve all aspects of the world in which we operate - environment, social, economic - creating a better tomorrow than today." Our vision is put into action through programs and a focus on environmental stewardship, activities to benefit society, and a commitment to build shareholder value by making PepsiCo a truly sustainable company
PEPSICO 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 than today" Tomorrow better than Today
5. RECRUITMENT & SELECTION 5.1 INTRODUCTION
33
Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection.
Macro Human Resources Management Strategy The HR department charts out the macro or long-term human resources development strategy of an organization. Keys to this strategy are the processes and initiatives related to recruitment and selection of new employees; these are carefully intertwined with the long-term corporate objectives and goals of the organization. Top management also gives valuable input and makes suggestions about expectations for the skills and qualities new employees need to have.
Defining Job Openings and Available Positions The first process of any recruitment and selection program is defining the needs and requirements for new workers and professionals for outlined job positions and openings. Carefully devised and developed roles, responsibilities, skill sets and qualifications are defined and the job postings placed in recruitment ads in various media. Large workforce organizations also work with staffing agencies, HR contractors and online job portals to outsource certain employee requirements.
Evaluation Period A rigorous process of evaluation follows the recruitment ads placement phase. Curriculum vitas (CVs) and resumes of various candidates applying for the jobs are screened, classified and filtered. Interviews are scheduled with the earmarked candidates. As per specific organizational policies, written tests may be conducted. Face-to-face interviews are conducted and job seekers and candidates evaluated on various parameters and organizational metrics. 34
Selection Process Reference checks and detailed background checks are carried out to verify facts and matters presented in resumes and CVs. Follow-ups are done with certain selected candidates to firm up the hiring process. A thorough evaluation of the defined skill sets and qualifications of short listed candidates, their written materials and work samples is done again in a transparent and objective manner. Additional interviews or final interviews are conducted during this last stage of recruitment and the hiring decision is finalized.
Induction Process Once the chosen candidates have been informed of their selection for the job postings, they are granted offer letters and apprised briefly about their roles and responsibilities. During this process, the chosen candidates are encouraged to ask questions about organization philosophies, work culture and employee practices. They are the informed about start dates, induction programs, compensation packages and other details about their jobs. It is the process to discover sources of manpower to
meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers
to
facilitate
effective
selection
of
an
efficient
working
force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment
process
is
to
expedite
the
selection
process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
35
Recruitment refers to the process of searching and appointing prospective candidates in an organization. An organisation must undertake the recruitment procedure if it wants to
appoint
the
right
people
under
its
employment.
5.2 Methods 1. Internal Recruitment: vacancies are filled with people from within the organization. 2. Direct Recruitment: candidates are screened and short listed directly from the Institutes, also called Campus Recruitment. 3. Indirect Recruitment: vacancies are advertised in Newspapers and other media such as Television, Internet etc. 4. Placement Consultants: Companies place give their manpower requirements to Placement & Recruitment Consultants who undertake the job of identifying suitable candidates for the Company. It may include notification to employment exchanges etc. 5. Present Employees: may suggest their friends or acquaintances to fill a particular position.
Selection refers to the task of choosing or picking the suitable candidates by first asking
for
and
gaining
access
to
useful
information
about
the
candidate.
The Indian Private sector Companies may undertake the selection process themselves or outsource the job to a third party. The Government and public sector may select through such bodies as Union Public Service Commission, Banking Service Recruitment Boards, etc.
In order to get selected for a position, job seekers have to go through and clear a number of procedures including written tests, screening, group discussions, interviews, reference check, etc.
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5.3 Recruitment Needs Planned
The needs arising from changes in organization and retirement policy. Anticipated
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.
5.4 TYPES OF JOBS On roll Off roll
5.5 ON ROLL JOBS Positions in the organization Already existing position New approval position
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In the organization generally the positions will occur at time of resignation of the employee, retirement, expire of the employee, transfer or promotion of the employee New approval position is the annual operation plan. Introducing new positions into the organization IJP is the Internal Job Posting used for only the existing employee in the organization and not for the new approval position
Sources of recruitment The generated gaps will be filled by using any of these sources Consultancy Employee referrals IJP
Consultancy:
This source is being used by the company to fill the vacancy; the desire
job description of the position will be given to the consultancy. Depending up on the JD they work out and gather suitable profiles of the candidates
The obtained profiles will be mailed to the company , ones it get the approval from the company , those candidates will be sent to the interview on given schedule time.
Employee Referral :
Recruitment method in which the current employees are
encouraged and rewarded for introducing suitable recruits from among the people they know.
The employee of the company has the chance of referring the candidates for the positions. In the next step they will be sent to the direct interview
IJP (Internal Job Positioning):
This is an internal process for the existing employees, to apply for higher position with in the company
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Eligibilities
Employees should have min of 18 months experience of related work
Have chance of applying for next 2 level positions
Employees should get min of 2-2 rating in the PDR(Performance Development Rating)
Contacts of consultants Talent Pro
Dedastagiri Reddy (Account Manager) Suite 102, 1st floor, 1-8-61, Airport plaza, Prakas nagar, Begumpet Sec’bad 500016 Email –id:
[email protected] Web site: www.talentproindia.com Contact numbers: 040-40119944 9866511860 Bhavishya Consultancy Services
Abhijit.G. (BDM) Opp HDFC bank, Lane beside galaxy café, Above Sai Clinic , Himayatnagar Hyd 500021 Email –id:
[email protected] Contact number: 9248335042
Elite
Ashok (Resource Manger) #49, 2nd floor, G.PH.S colony, Padmarao Nagar Sec’bad Email-id:
[email protected]
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Contact number: 9908608311 Youjob.in
Elaiyaperumal (Director) Swami Consultancy Services, 8-2-231/23/1, 3rd floor, Nagarjuna Hills, Panjagutta, Hyd 500082 Email-id:
[email protected] Web site: www.youjob.in Contact numbers: 040-40218125 9000107733 Finedge
Sadha Basangar (BDM) Finedge India pvt ltd Maruti Corporation Paint, 217,Swapnalok Complex, S.D.Road Sec’bad 500003 Email-id:
[email protected] Web site: www.Finedgeindia.com Contact numbers: 9851554689 Cheval noir
Murali Krishna Raju (Director) Tech Pvt ltd, 8-2-672, 3rd floor, G.S.Plaza, Road no 1, Banjara hills Hyderabad 500034 Email id:
[email protected] Web site: www.chevalnoirtech.com Contact numbers: 040-66023333
5.5.1 Recruitment and selection process (On roll jobs) Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers
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The recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization The recruitment and selection process of CE positions .It includes a series of steps, as mentioned below Line manager HR manager Psychometric test Unit manager Line Manager: An employee's immediate superior, who oversees and has responsibility
for the employee's work. A line manager at the lowest level of a large organization is a supervisor, but a manager at any level with direct responsibility for employees' work can be described as a line manager. The line managers for the CE’s are the TDM’s(Territory Development Manager’s) will take the interviews to the interviewees, the candidates who get selected in the round will be short listed and will be moved to the next step HR Manager: The HR manager responsible for personnel sourcing and hiring, applicant
tracking, skills development and tracking, benefits administration and compliance with associated government regulations In this the candidates will be interviewed by the HR manager. The Hr manager will filters the candidates depending up on the job requirements and priorities and then short listed candidates will be sent to the online test Psychometric Test: It is the field of study concerned with the theory and technique of
educational and psychological measurement, which includes the measurement of knowledge, abilities, attitudes, and personality traits. The field is primarily concerned with the construction and validation of measurement instruments, such as questionnaires, tests, and personality assessments.
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In this round the candidates will face an online test. This test will be handled by third party and candidates need to get passing marks. If they are not up to the mark will be rejected and the rest of them will be moved to the final interview Unit Manager: Potions within this job family are assigned responsibilities which involve
serving as the administrator and supervisor of a multi disciplinary team of staff members who are assigned to work within a specific offender unit or multiple community work centers; directs the operations of a semi-autonomous unit within a minimum or maximum-sized institution or separate community work centers. This is the final stage of the interview conducted by the unit manger who is responsible for every aspect that takes place in the organization. The candidates who get selected in this round are ultimately selected in the interview
5.6 OFF ROLL JOBS PSR – Job Description PSR jobs are off rolled jobs, fall under distribution role. JD: The primary work is to get orders from the outlets and need to reach the specified
target. Secondary work is to create new accounts i.e. getting orders from new outlets. They are supposed report directly to their concern CE (Customer Executive)
5.6.1 The Eight Steps of the Call 1. Preparation:
Purpose : To understand your customer’s needs, identify key opportunities, present
your ideas in a clear, compelling way, and be professional
Process:
1. Monthly Planning
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2. Daily Planning 3. Pre-Call Planning
Tips: o
Review marketing initiative requirements
o
Review solution sheets on a regular basis
o
Review CDA performance requirements to look for execution opportunities
o
Review deal sheets for pricing
o
Set a standard time in your day to conduct your daily planning and do it regularly
2. Greet the customer Purpose: To show the customer you’re friendly, set the tone for the interaction and
set expectations for the call Process:
1. Identify the decision maker 2. Make the introduction 3. Pre-empt urgent issues 4. Clarify expectations for the call 5. Determine when to present your ideas
Tips: o
Use the customer’s name to build rapport
o
Greet all store personnel in a friendly manner
o
If you have another person with you, introduce him or her to the decision maker
o
and/or contact
If your usual contacts is unavailable ask permission to begin from whomever is in charge
o
Be respectful of your customer’s customers
3. Store Check:
43
Purpose: To re- evaluate what you had planned to present, if necessary and to
garner critical information about your customers for the future Process:
1. Walk the store 2. Growth map 3. Re –evaluate your call objectives
Tips: o
Look for display opportunities and check competitive displays
o
Check product rotation
o
Check outlets compliance with CDAs
o
Monitor our retail price vs. the competitions
o
Look for distribution opportunities
o
Consider what improvements will increase volume
o
Consider what improvements are easiest to attain
o
Consider what improvements will most satisfy the customer
4. Merchandising Purpose: To show your customers that you are willing to work for their business to
generate trust and build rapport and to demonstrate the value of doing business with Pepsi Process:
1. Replenish coolers 2. Remove out of code or damaged product 3. Ensure all stock is rotated 4. Remove foreign/ competitive products 5. Merchandise 6. Clean
Tips:
44
o
Try to minimize disruption to store operations
o
Clean shelves prior to merchandising
o
Set up POP material after you merchandise a section
5. Determine the order
Purpose: To formulate an order and gain agreement to it, help the customer grow his or
her business and profitability sand build trust so the customer relies on you to maintain stock levels appropriately Process:
1. Determine your current stock 2. Determine your sales 3. Consider out of stocks and promotional product needed 4. Determine on your suggested order 5. Record order on route card
Tips: o
Present your order in such a way as to gain quick approval
o
Look for opportunities to demonstrate the highest level of integrity
6. Presentation
Purpose: To use your knowledge of the customers situation to present ideas that address
his or her specific needs, and to presents the opportunity for sales growth before you begin to sell in your ideas Process:
1. Review what you planned to present 2. Ensure you have all materials needed
Tips:
45
o
Use skill techniques(listen, probe, tackle objectives)
7. Curbside Debrief
Purpose: To identify what you did well (things you should keep doing) and what you
will do differently next time (things you’d like to start or stop doing in the future) Process:
1. Review the curbside debrief checklist 2. Take notes 3. Discuss your performance with your TDM
Tips: o
Share your experience with your TDM
o
Ask your TDM for coaching on self identified development needs
o
Discuss your experience with your ADR or with
salesperson more
experienced than yourself
8. Administration
Purpose: To ensure that you follow through with the commitments you make to your
customers and to help you track results and prepare for future sales calls Process:
1. Call administration 2. Daily territory administrative
5.7 IMPORTANCE OF PSR 46
A PSR are the sale persons, they involved in selling products of our company in return for money. It is an act of completion of a commercial activity. It’s almost impossible for an entrepreneur to run a business without a sales strategy. This in turn requires somebody, not necessarily the entrepreneur, to have a talent for selling products and services to businesses or the general public. A sale is completed by the seller or the provider of the goods or services to an acquisition or appropriation or request followed by the passing of title (property or ownership) in the item and the application and due settlement of a price, the obligation for which arises due to the seller's requirement to pass ownership, being a price he is happy to part with ownership of or any claim upon the item. The purchaser, though a party to the sale, does not execute the sale, only the seller does that. To be precise the sale completes prior to the payment and gives rise to the obligation of payment. If the seller completes the first two above stages (consent and passing ownership) of the sale prior to settlement of the price, the sale is still valid and gives rise to an obligation to pay. Without such a person or team, a business will struggle to remain profitable. In fact, the success of a business plan is likely to depend on the expertise of sales staff Increasing sales and market share - it's perhaps the simplest reason for hiring a salesperson, but one of the most sensible. Once you have established there's a need for your product or service you need to maximize your possible revenue. A professional salesperson can help you do this A salesperson is therefore critical to a business. As well as improving sales revenue and increasing market share, the best salespeople take advantage of opportunities, and suggest new areas into which a business might successfully move.
5.8 IDEAL PROFILE
47
The PSR’s are the frontline people who will directly contact the customers. The minimum qualification they have to maintain is intermediate and he should be needy person. The young people will suit more to this profile rather than the older one. They will be energetic, with fresh blood and can work harder.
PSR’s should be familiar with both national and local languages i.e., for an hyderabadi candidate it is Hindi and Telugu. Since hyderabad is the place where we find many different cultured people, hence national language helps them to maintain the communication with the customer.
This profile emphasis mostly on Hindi and Telugu rather than English and the candidates should be as tough handed since they have to work under sun and even late nights in the season time specially, unless they are hard workers they can’t stick to the job. So they have to work hard at all times.
If the candidate is an experienced person it will be easy to both candidate and CE to handle the things. Since an experienced person holds more knowledge compared to a fresher which saves time and money in turn. It even makes the job easy to perform.
5.9 Recruitment and selection (off role jobs )
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Consultancies Employee referrals HR Manager
Consultant
It is an individual who possesses special knowledge or skills and provides that expertise to a client for a fee. Consultants help all sorts of businesses find and implement solutions to a wide variety of problems, including those related to business startup marketing, manufacturing, strategy, organization structure, environmental compliance, health and safety, technology, and communications. Some consultants are self-employed, independent contractors who offer specialized skills in a certain field; other consultants work for large consulting firms, such as Anderson Consulting or Gemini Consulting, that offer expertise in a wide range of business areas; and still other consultants hail from academia.
Company directly contact the consultancies and specifies how many candidates are required to fill the gap. Then after the consultancy will work on it and send the profiles of candidates to the company. Ones after getting the approval by the company they specifies the interview schedule for these candidates who are supposed to come for the interview.
Employee referral
It is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most
49
cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increases the volumes they recruit through this channel. HR Manager
A human resources (HR) officer develops, advises on and implements policies relating to the effective use of personnel within an organization. The candidates will be directly interviewed by the HR manager. Depending up on the priorities candidates will get selected.
5.9.1 The importance questions in the interview Generally the interview questions depends up on the resume of the candidates
Regarding experience
If they having any experience, questions will be about the previous job like as job profile and more
Family background
Quires from resume
Like as hobbies, and educational details
Why did he leave the previous organization
Own a bike or not
In turn the HR Manager will analyze the candidate in the followings sectors too
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Ability to Prospect – Do they know how to go about finding qualified potential
buyers for the product? Product Knowledge – Do they have some industry, or related industry, experience or
education? Negotiating/Securing the Order – Do they possess the strength to ask for the money
and are they willing to work with the client to establish the needs of the client and make those fit the corporate structure? We don’t want hard closers. We want people that help their clients buy. Problem Solving – Are they defensive or do they listen to a problem fully before
trying to achieve resolution? Reporting – Will they communicate information back to you in a timely manner?
Will they follow your company’s processes and procedures? Time Management /Flexibility – Are they capable of managing their time in order
to get more sales-time out of every day? Are they willing to be flexible in their scheduling to accommodate client needs?
6. ANALYSIS 51
6.1 Sources of Applicant Graph 1: According to you what is the best source for the procurement of the candidates?
30 25 20 15 10 5 0 job portals
newspapers
employee refferals
sources of applicant
Interpretation: Among the 50 respondents 28 of them felt that employee referrals is the best resource for the procurement of the candidates,8 of them felt that job portals is the best resource procurement of the candidates,14 of them felt that news papers is the best resource for the procurement of the candidates
6.2 Criteria for filtering the candidate
52
Graph 2: What are general criteria underlying the filtering of the ca ndidate pool that the company requires?
35 30 25 20 15
no.of emp
10 5 0 qualification
work experience
personal skills
criteria for filtering the candidate
Interpretation: Among 50 respondents 30 of them felt that work experience should be the major criteria , 14 of them felt that personal skills should be the major criteria,6 of them felt that qualification should be the major criteria.
6.3 Interview techniques
53
Graph 3 According to you which of the following interviewing technique is most suitable for the recruitment of candidates in PEPSI?
35 30 25 20
no.of employees
15 10 5 0 behavioral interviews
stress interview depth interview interview techniques
Interpretation: Among 50 respondents 30 of them felt that behavioural interviews are best suitable for their requirement,10 of them felt stress interviews are best suitable for their requirement and 10 of them felt that depth interviews are best suitable for their requirement.
6.4 What attracts candidates towards the organization
54
Graph 4: According to you what attracts candidates towards pearl beverages limited (PEPSI), in recruitment perspective?
What attracts candidates towards the organization 25 20 15 10 5 0
p m co
io at s en
no.of employ
n
b j o
tis sa
n tio c fa c
th ow r g er e ar
Interpretation Among 50 respondents 20 of them felt that job satisfaction attracts candidates towards the organization, 20 of them felt that career growth attracts candidates towards the organization, 10 respondents felt that compensation and perks attracts the candidate towards the organization.
6.5 Reference Check
55
Graph 5:
Do you feel that conducting a reference check before employing the candidate will make recruitment process effective?
reference check 50 40 30 no.of emp 20 10 0 yes
no
InterpretationAmong 50 respondents 46 of the respondents felt that reference check will add value to the recruitment process and 4 respondents felt that it doesn’t add value to the recruitment process of the Pearl Beverages Ltd.
6.6 Necessity of formal induction program Graph 6:
56
Do you think that a formal induction program add value to the performance of inductees?
Necessity of formal induction program 60 50 40 30
no.of emp
20 10 0 yes
no
InterpretationAmong 50 respondents 48 of the respondents felt that the orientation program will add value to the performance of inductees and 2 of them felt that it doesn’t add value to the performance of inductees.
6.7 Reasons for quitting the job Graph 7
57
Do you feel that conducting a reference check before employing the candidate will make recruitment process effective?
Reasons for quitting the job 35 30 25 20 15 10 5 0
slo
w
no.of emp
th ow r g
pa
y y an
r he ot
m co un
fo
e bl rta
th wi
InterpretationAmong 50 respondents 30 respondents told that pay is the reason, 10 of them told slow growth 5 of them told that the employees are uncomfortable with shift system, and 5 of them told that the employees are leaving the org because of their personal reasons.
6.8 Work Environment:
Table 1:
58
You are satisfied with the work environment you are put into.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
14
7
20
6
3
Graph 1:
20 18
no of employees
16 14 12 10 8 6 4 2 0
Strongly Agree
Agree
Neutral Disagree Strongly Disagree
level of agreement
Interpretation:
From the above Graph it can be inferred that, out of 50 respondents 14 members are strongly agree, 7 members are agree, 20 members are neutral, 6 members are disagree and 3 members are strongly disagree.
6.9 Supervisor Guidance:
Table 2:
59
You are given all the necessary inputs required to perform your job well by your supervisor.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
28
15
7
0
28
Graph 2: t n Strongly Disagree e m Disagree e e r g Neutral a f o Agree l e v Strongly Agree e l
0
10
20
30
no.of employees
Interpretation:
From the above graph it can be inferred that out of 50 respondents 28 members of them are strongly agree, 15 members of them are agree, 7 members of them are neutral and none of them are disagree or strongly disagree.
6.10 Flexibility of Work Hours:
Table 3:
60
Do you think your working hours are flexible enough to offer services to your organization?
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
10
12
10
18
0
GrapGraph 3:
no.of employees
18 16 14 12 10 8 6 4 2 0 Strongly Agree
Neutral
Strongly Disagree
level ofagreement
Interpretation:
From the above graph it can be inferred that among 50 respondents 10 members of them are strongly agree, 12 members of them are agree, 10 members of them are neutral, 18 members of them are disagree and none of them are strongly disagree.
6.11 Job Satisfaction:
Table 4:
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The org gives you job satisfaction:
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
8
12
20
10
0
Graph 4:
StronglyAgree , Disagree 10
Strongly , Disagree Strongly 0 Agree , 8
Agree Neutral
Agree Neutral
, 12
, 20
Disagree Strongly Disagree
Interpretation:
From the above graph it can be inferred that out of 50 respondents 12 members i.e. 24% of them are strongly agree, 32% of them are agree, 44% of them are neutral and none of them are disagree or strongly disagree.
6.12 Opportunity for Advancement/Growth:
Table 5:
62
You feel that there is opportunity for advancement in your organization which may help you to reach your career goal.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
5
6
6
17
16
Graph 5:
17 5
6
16
6 S1
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
level of agreement
Interpretation:
From the above graph it can be inferred that out of 50 respondents 5 members of them are strongly agree, 11 members of them are agree, 6 members of them are neutral, 14 members of them are disagree and the remaining 14 members are strongly disagree
63
6.13 Job Stress: Table 7: The amount of work you are expected to do on your job is not reasonable and it is harder to perform.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
0
6
10
20
14
Graph 7:
20 15 no. of employees
10 5 0
Strongly Agree NeutralDisagree Strongly Agree Disagree level of agreement
Interpretation:
From the above graph out of 50 employees 0% of the respondents are strongly agree, 5 respondents i.e. 10% of them are agree, 20% of the respondents are neutral, 40% of them are Disagree and 30% of the respondents are strongly disagree.
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6.14 Qualifications: Table 8: You feel that the qualification you possess is necessary & relevant to the job.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
0
10
0
10
30
Graph 8: Qualification Strongly Agree, 0 Agree, 10 Neutral, 0 Strongly Disagree, 30
Disagree, 10
Strongly Agree Agree Neutral Disagree Strongly Disagree
Interpretation:
From the above graph it can be inferred that among 50 respondents none of them are strongly agree, 10 respondents i.e. 20% of the respondents are agree, none of them are neutral, 10 respondents i.e. 20% of them are disagree, 30 members i.e. 60% of the respondents are strongly disagree.
So employees feel that “Experience teaches everything”
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7. FINDINGS:
This project provides fresh insights on what makes employees valuable to the organization and how companies can keep productive employees on the job.
I understand how to increase our personal marketability by developing specific skills, knowledge, and attitudes
Among the respondents majority of them posses the qualification up to Graduation.
During the project it was the study that the process of recruitment in organization includes to get the right person to the right job.
Majority of the companies recruit candidates by their own.
Most of the companies are opting for experienced candidates
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8. SUGGESTIONS/RECOMMENDATIONS:
Recruitment agencies can still find it difficult to obtain specialist salespeople. Consequently, an entrepreneur may opt to place advertisements in trade magazines, newspapers, and on the Internet.
The drawback to such ads is the possibility of receiving a pile of timeconsuming and unsuitable applications. To help avoid this, an entrepreneur should word an ad carefully, and use a specific description of the sales vacancy. A copywriter or an ad agency can assist.
In order to control the attrition rate the company should provide Training & Development sessions at regular intervals
Motivational programs should be conducted in order to extract the maximum output from the employees.
The compensation plan should be adequate for the employees as it is the most motivating factor for the employees to perform better.
An effective performance appraisal system is necessary to assess the employee performance for a particular period of time.
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9. CONCLUSION:
As per my knowledge I have put my best effort in the process to get the accurate and required data for my project. The obtained data is completely fresh hand and it is not been manipulated or depleted. My visit to the depots was been hectic and gave me much information which helped in doing my project successfully. The complete study helps the company for their future assistance. I hope the company view my findings and considers my suggestion and recommendations
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10. BIBLIOGRAPHY
Human Resource Management - P.Subba Rao
Strategic Management, concepts and case - Tata McGraw-Hill
Strategic Management: Strategic formulation and implementation - John A.PearceII
Strategic Management Theory - Charles W.L.Hill and Gareth R.Jones
Websites:
www.pepsico.com
www.google.com
www.humanresource.com
www.pepsiindia.com
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