PROJECT REPORT ON RECRUITMENT AND SELECTION OF PEPSICO (HYDERABAD) Project report submitted in partial fulfillment of the requirement For


BY Name: N.ARCHANA Register no: 08S11E0004





This is to certify that the product report entitled 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 requirement for the degree of MASTER OF BUSINESS ADMINISTRATION in MALLAREDDY INSTITUTE OF TECHNOLOGY AND 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 Assistant professor Internal guide




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




ACKNOWLEDGEMENT I would like to express my gratitude to my guide MR. J MAYANK. PepsiCo pvt ltd. HR Manager. Hyderabad. (Signature) N. Asst HR Manager PepsiCo pvt. Hyderabad constant support and motivation that has encouraged me to come up with this project. Ltd. 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.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 execution of the Investigation I am equally grateful to Mr.. This attempt at any level cannot be satisfactorily completed without these learned people support and guidance.ARCHANA 4 .

……16 Responsible Marketing……………………………………………………..……......24 Performance with purpose………………………………………………….…….…...41 Process for off roll jobs………………………………………….30 On roll jobs…………………………………………………………………….40 Ideal profile………………………………………………………………………...11 CHAPTER-3 PROFILE 14-21 Human sustainability ……………………………………………….…….………………………….… …... 5 Limitations……………………………………………….30 Types of jobs……………………………………………………………….…...………..35 Importance of PSR………………………………………………………………....7 CHAPTER-2 ORIGIN 8-11 The PepsiCo Origin ……………………………….……………… ….46 Interview techniques………………………………………………………… …....ANALYSIS 45-58 Source of applicant…………………………………………………….. 4 Methodology……………………………………………..……..31 Process for on roll jobs…………………………………………. 8 Brand factors…………………………………………………………………….…….………….29 Recruitment needs………………………………………………………..……………………..……..…………...….…….……........27 Methods…………………………………………………………… ……..25 Mission vision……………………………………………………………..43 CHAPTER 6...…..…………..….35 Eight steps of the call…………………………………………………………….….......…11 Company history……………………………………………………………….10 Values and philosophy ………………………………………..….......34 Off roll jobs……………………………………………………………………….47 Attraction towards the organization………………………….48 5 .14 R&D Drives Our Human Sustainability Work …………………………….…….CONTENTS CHAPTER-1 1-8 Introduction………………………………………………………………………… 1 Objective of the study………………………………… …………………………… 3 Importance for the study……………………………….42 Important questions……………………………………………………………….………………....…………………………..16 Talent Sustainability………………………………………………………..26 CHAPTER-5 RECRUITMENT ANDA SLECTION 27-43 Introduction………………………………………………………… …………....45 Criteria for filtering the candidates………………………………….…….....21 CHAPTER-4 PEPSICO IN INDIA 23-26 Establishment………………………………………………………………………23 Core values and principles……………………………………………………….….…..….19 Company information…………………………………………………………….…………………………..

58 FINDINGS SUGGESTION AND RECOMMENDATIONS CONCLUSION BIBLIOGRAPHY 59 60 61 62 6 ....49 Induction program…………………………………………………………….50 Reason for quitting the job……………………………………………………….…….....………….……..Reference checks……………………………………………………………..56 Job stress………………………………………………………………………..53 Flexibility of work hours……………………………………………....……..…...51 Work experience…………………………………………………………………..57 Qualification……………………………………………………………….55 Growth opportunity……………………………………………………….54 Job satisfaction……………………………………………………………….…...52 Supervisor guidance……………………………………………………….……....…..

R & D Drives. In this part I discussed about the aims. importance of the study. milestones. research techniques and methodology of the abstract and over view of the study. responsibilities and company information The chapter. The chapter-1 contains the report regarding INTRODUCTION part of the company. Then a brief note on the objectives of the study. INTRODUCTION I have done my project on recruitment and selection process in PepsiCo Company.4 gives information regarding PepsiCo India. Holding details like company values and principles. This chapter starts with the introduction. The chapter -3 is the profile of the company involving details regarding human sustainability. This is an overview of the company which shows the entire information regarding the management details. mission and vision of the company 7 .1. and the important dates of the company. This holds information regarding the company history. The chapter-2 is the origin of the PEPSICO Company. This study is helpful for my career as well as to the 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.the primary data and secondary data and the last is limitation of the study. the methodology.

The chapters-7 of this report is about major findings I came to know during the problem. The data is tabulated and illustrated with the help of pie charts and various other graphs. need and importance of the topic and the current process held up by the PepsiCo.The chapter-5 enables the main objective of the project i. The chapter-6 is the actual analysis part that I carried out. conclusion and details of the books and online portals that I have used to carry out the report. This contains the objective. The whole analysis part is carried out on the basis of the observation method and direct interview for the data collection.e Recruitment and Selection process. Last but not the least. The detailed study of the topic is given under this chapter. at the end of this report I have given the suggestions and recommendations. In this part I have analyzed the each and every question that I asked the PSR’s. 8 .

they have to be placed in right position at right time.1 OBJECTIVES: Recruitment and selection plays a vital role in any organization. Since employees are the valuable assets of the company.  To study hierarchy level of the process  To know the various sources of recruitment and selection adopted by PEPSICO. 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.1.  To study the recruitment process of the PEPSICO.  To know the loop holes of the process  To suggest the suitable ways aimed at improving the recruitment process 9 .

 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 10 . So in order to get a clear cut idea how organization recruit the candidates and what they prefer the most in a candidate.1. 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 helps me for further steps.2 NEED AND IMPORTANCE: Generally after finishing of the studies the next step of candidates is to get into the job or business. 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. I have done my project on recruitment and selection.

1. even I took personal interview of employees.3 Sample size: - 11 . having been collected for another purpose. I have gathered secondary data from website of different operators.1. 1. The study is completely based on observation process by maintaining relevant questionnaire. newspapers and libraries.3.2 Primary data: - I have collected the data directly from the employees.3. 1.3.1 Secondary data: Secondary data consist of information that already exists somewhere.3 SAMPLING METHOD AND SAMPLE SIZE I used both the primary as well secondary data to gather the data from the market. since I followed the observation method I have noted down all related information.3 METHODOLOGY: The methodology adopted aimed at a detailed study and scrutiny of the current recruitment and selection practices including retention ship. 1.

4 . being represented in the form of tables.2 Statistical terms used The responses of all the questions were summed up from all the answered questionnaires. I have visited two depots of the company one depot is located at Dilsuknagar and the other one is at nampally. Before starting the work I have prepared questionnaire depending up on my requirements. 1.4. piediagrams and other graphical tools. 12 . while going to employees I carried down this questionnaire and started ticking the proper answers from the employees. I met 28 employees (PSR’s) at dilsuknagar depot and 22 employees (PSR’s) at nampally depot.4.I have taken sample size of 50 respondents. 1. even I took personal interview of the employees for some requirements.1 Research tool The primary data collected by using the observation method. 1. These summed up responses were calculated to derive the percentages-to make the interpretations more elucidated. Some answers obtain by observation of the employees. SAMPLING METHODOLOGY Since I have done my project on basis of observation method. I directly visited the places and noted down the required information.

April 26th 2010 .June 10th 2010  The study is conducted under particular territories only.1.  So the data which I collected is limited to the specified period only. so the results cannot be generalize for entire division. 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.  The sample size of 50 might not represent the perception of whole population 13 .5 LIMITATION OF THE STUDY:  The current study is based up on the information provided by the company.

2. possibly due to the digestive enzyme pepsin and kola nuts used in the recipe. the logo was changed again. North Carolina in 1898 by Caleb Brad ham. In 1909. In 1929. and sales increased to 19. The next year. 14 . Pepsi was sold in six-ounce bottles. Brad ham moved the bottling of Pepsi-Cola from his drugstore to a rented warehouse. Brad ham sought to create a fountain drink that was delicious and would aid in digestion and boost energy. automobile race pioneer Barney Old-field was the first celebrity to endorse Pepsi-Cola.refreshing. In 1926.. Pepsi received its first logo redesign since the original design of 1905. That year. a fine bracer before a race". In 1903.848 gallons.. ORIGIN 2. invigorating. Brad ham sold 7. The advertising theme "Delicious and Healthful" was then used over the next two decades.1 PEPSICO It was first introduced as "Brad's Drink" in New Bern. which made it at his pharmacy where the drink was sold. It was later named Pepsi Cola. describing it as "A bully drink.968 gallons of syrup.

the Pepsi-Cola Company entered bankruptcy . Pepsi's assets were then purchased by Charles Guth. Guth then had Loft's chemists reformulate the PepsiCola syrup formula. The new name. 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 15 . Pepsi-Cola. a pharmacist from North 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. Pepsi was a carbonated soft drink he created to serve his drugstore's customers. On three separate occasions between 1922 and 1933. the President of Loft Inc. the company went bankrupt again. was first used on August 28. the Coca-Cola Company was offered the opportunity to purchase the Pepsi-Cola company and it declined on each occasion. Caleb Brad ham. Loft was a candy manufacturer with retail stores that contained soda fountains. Eight years later. 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.In 1931. Megargel bought the Pepsi trademark. at the depth of the Great Depression. He sought to replace Coca-Cola at his stores' fountains after Coke refused to give him a discount on syrup.

PepsiCo has 42 bottling plants in India. nutrition. In addition to this.2 BRAND FACTORS PepsiCo nourishes consumers with a range of products from tasty treats to healthy eats that deliver enjoyment. convenience as well as affordability The group has built an expansive beverage and foods business. consumers and farmers. PepsiCo’s business is based on its sustainability vision of making tomorrow better than today. 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. PepsiCo’s commitment to living by this vision every day is visible in its contribution to the country. To support its operations. PepsiCo’s Frito Lay division has 3 state-of-the-art plants. 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. Beverages 16 . of which 13 are company owned and 29 are franchisee owned. The Choice Of A New Generation 2.

Foods PepsiCo’s food division. hydrating and nutritional beverages such as Aquafina drinking water. It manufactures Lay’s Potato Chips. isotonic sports drinks . and low fat and roasted snack options enhance the healthful choices available to consumers. and juice based drinks – Tropicana Nectars. 2.3 PEPSICO VALUES & PHILOSOPHY Our Values & Philosophy are a reflection of the socially and environmentally responsible company we aspire to be. The company’s high fibre breakfast cereal. 17 . They are the foundation for every business decision we make. Lay’s. Tropicana100% fruit juices. Nimbus. 7 UP. Frito Lay’s core products. Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. Dukes Lemonade and Mangola add to the diverse range of brands. in addition to low calorie options such as Diet Pepsi.PepsiCo India’s expansive portfolio includes iconic refreshment beverages Pepsi. Miranda and Mountain Dew.Gatorade. Quaker Oats. is the leader in the branded salty snack market and all Frito Lay products are free of trans-fat and MSG. Tropicana Twister and Slice. 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. Kurkure. Local brands – Lehar Evervess Soda. Frito-Lay. Cheetos extruded snacks.

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

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. market. In the United States, Frito-Lay is nine times the size of its nearest competitor and sells nine of the top ten snack chip brands in the supermarket channel, including Lay's, Doritos, Tostitos, Ruffles, Fritos, and Chee-tos. 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 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:


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 Diversity Business names PepsiCo as one of America's Top Organizations 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 named among "Most Influential Multinationals in China" for the 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 named to List of America’s Top Corporations for Women’s Business 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 makes #10 in the LOHAS Index for the its corporate social responsibility 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

We will continue to build a portfolio of enjoyable and wholesome foods and beverages and invest in communities where we operate by partnering with local farmers and community groups and creating products for local tastes.

Our Product Portfolio


vegetables. by 25 percent by 2015 with a 2006 baseline. in key countries. Our Goals and Commitments • Display calorie count and key nutrients on our food and beverage packaging by 2012. by 15 percent by 2020 with a 2006 baseline. Reduce the average amount of saturated fat per serving in key global food brands. appropriately marketed and available in a variety of portion sizes. seeds and low-fat dairy in our global product portfolio. Advertise to children under 12 only products that meet our global science-based nutrition standards. Our Goals and Commitments • Increase the amount of whole grains. nuts. in key countries. Reduce the average amount of sodium per serving in key global food brands. affordability and enjoyment. fruits. nutritional value. by 25 percent by 2020 with a 2006 baseline. • • • 21 . Increase the range of foods and beverages that offer solutions for managing calories. • • • 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. Reduce the average amount of added sugar per serving in key global beverage brands. in key countries.Our products deliver great taste. We are doing this by providing a wide variety of healthful food and beverage products that are clearly labeled. like portion sizes. Eliminate the direct sale of full-sugar soft drinks to primary and secondary schools around the globe by 2012. We continue to make great strides in transforming our portfolio to meet consumers' evolving needs. convenience.

product development. • Integrate our policies and actions on human health. • Expand PepsiCo Foundation and PepsiCo corporate contribution initiatives to promote healthier communities. epidemiology. 3. 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. nutritionally relevant products for underserved and lowerincome communities. food science and safety. Our team is focused on science-based nutrition standards and developing food and beverage products that positively impact health. agriculture and the environment to make sure that they support each other. Our Goals and Commitments • Invest in our business and research and development to expand our offerings of more affordable. We believe that by joining forces with partners across many sectors. we can make a far greater impact than by working alone. behavioral medicine and public health policy. We are expanding our global research and development capability under the leadership of one of the world's leading endocrinologists and experts in nutrition. including enhancing diet and physical activity programs. 22 .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. technology.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.

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. India and South Africa. Further details on our policy are outlined below. particularly in Nigeria. 3. such as magazines and the Internet.That's why we're developing products and distribution solutions directly aimed at addressing undernourishment. 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. we are doing this in countries around the world where we do business today. only carry advertisements for certain products. 23 .3 RESPONSIBLE MARKETING Teaching children sensible eating habits at an early age is a critical part of their upbringing. Importantly. We are also linking nutrition and agriculture by sharing our expert knowledge with small-scale farmers to improve the productivity and enrich their crops. Teaching children sensible eating habits at an early age is a critical part of their upbringing. but we can ensure that those media channels. Naturally. which are most targeted at children. we cannot prevent children from seeing all of our advertising. As a major advertiser we need to do our part to help parents succeed in this task.

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. TV. at the latest. PepsiCo has therefore joined a group of top global food and beverage manufacturers. deserve greater attention. Kellogg's. Kraft. Nestle and Unilever 2 This commitment establishes a minimum standard for all PepsiCo product and brand and/or regulatory obligations. PepsiCo Policy on Responsible Advertising & Marketing to Children 24 . etc) which is comprised of a majority of under 12s. cinema. We further acknowledge that children. as a potentially vulnerable group of consumers. shown for example through our adherence to the Consolidated ICC Code of Advertising and Marketing Communication Practice. It is not intended to replace existing commitments 3 Any paid third-party advertising or marketing channels which may be widely assumed to have an audience (print. General Mills. 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. internet site. Including Coca-Cola. advertising and marketing around the world.PepsiCo's Policy on Responsible Advertising & Marketing to Children PepsiCo has long been a promoter of responsible advertising to all consumers. PepsiCo's Nutrition Criteria for Advertising to Children This policy is currently being rolled out and will be fully implemented. Mars. Grupo Bimbo.

Inc. Schools decide which beverages are available. juices. School Policy which will remain unchanged. we hope we can play a role in shaping an environment in schools which facilitates the healthy choices of school-age children everywhere. is proud to be one of the first companies to commit as a participant in the Children's Food and Beverage Advertising Initiative (CFBAI).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. juice-flavored drinks and iced teas. PepsiCo. This wide variety of products includes bottled waters. PepsiCo believes children are a special audience and takes particular care developing advertisements and evaluating programming that carries messages to children. and where and when they are sold. The PepsiCo Pledge Pepsi-Cola North American School Policy: Through our bottling partners and third-party distributors in the Unites States. As an industry leader in the discussions of children's marketing. Pepsi-Cola North America (PCNA) is committed to offering schools a portfolio of low-calorie and nutritious beverage choices. PepsiCo Global Policy on the Sale of Beverages to Schools Children's Food and Beverage Advertising Initiative Pledge of PepsiCo. and where and when they should be sold. While it is the schools which must ultimately decide which beverages should be available to students. Inc. sports drinks and no. 25 .S. This policy is generally consistent with Pepsi-Cola North America's U.or low-calorie carbonated soft drinks. Children's Food and Beverage Advertising Initiative Pledge of PepsiCo. Inc.

• • • • Support ethical and legal compliance through annual training in our code of conduct. Ensure a safe workplace by continuing to reduce lost time injury rates. Foster diversity and inclusion by developing a workforce that reflects local communities. 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 26 .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 striving to improve other occupational health and safety metrics through best practices. including treating every associate with dignity and respect. Culture We are committed to enabling our people to thrive by providing a supportive and empowering workplace. which outlines PepsiCo's unwavering commitment to its human rights policy. Encourage our associates to lead healthier lives by offering workplace wellness programs globally. Our Goals and Commitments • Ensure high levels of associate engagement and satisfaction compared with other Fortune 500 companies. while creating employment opportunities in the communities we serve.3.

Conduct training for associates from the frontline to senior management to ensure that associates have the knowledge and skills required to achieve performance goals.5 COMPANY INFORMATION Board of Directors and Committees 27 .workforce requirements. Our Goals and Commitments • Become universally recognized through top rankings as one of the best companies in the world for leadership development. talents and interests can fully develop. By developing our talent. we create career paths for our associates and drive sustainable growth for PepsiCo. • • 3. Create a work environment in which associates know that their skills.

Shona L. Victor J. Dzau.D. JP Morgan Chase & Co. Duke University Health Systems Cooperate officers 28 . Brown Senior Vice President. Chancellor for Health Affairs. Cook President and Chief Executive Officer. Duke University and President & CEO. Google Inc. Colgate-Palmolive Company Dina Dublon Consultant Former Executive Vice President and Chief Financial Officer. M. Business Operations. Ian M.

Bridgman Senior Vice President and Controller PepsiCo 4. 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. Africa Peter A.Indra K. Middle East. PEPSICO IN INDIA 29 .

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 150.2 CORE VALUES & PRINCIPLES 30 . One of the largest multinational investors in the country. It is now the 4th largest consumer products company in India and has 41 bottling plants in India.“In everything we do. 4. PepsiCo India seeks to produce healthy financial rewards for investors as it provide opportunities of growth and enrichment to its employees. PepsiCo has established a business which aims to serve the long term dynamic needs of consumers in India. 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 has a diverse range of products from Tasty Treats to Healthy eats 4. Maharashtra and West Bengal.000 people including suppliers and distributors in the country.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. business partners and the communities in which it operates. of which 13 are company owned and 28 are franchisee owned It has 3 state-of-the-art food plants in Punjab.

acting with responsibility and building trust. It's about earning the confidence that other people place in us as individuals and as a company. Empowered People means we have the freedom to act and think in ways that we feel will get the job done.Organizational Values Our commitment is to deliver sustained growth. and helps us understand whether today's actions will contribute to our future. It is about growth of people and company performance. Responsibility and Trust form the foundation for healthy growth. Our quest for sustained growth stimulates innovation. Commitment Our values reflect our aspirations . It prioritizes making a difference and getting things done. Sustained Growth is fundamental to motivating and measuring our success.3 PERFORMANCE WITH PURPOSE 31 . We build trust between ourselves and others by walking the talk and being committed to succeeding together 4. We express our values in the form of a commitment. through empowered people. while being consistent with the processes that ensure proper governance and being mindful of the rest of the company's needs.the kind of company we want PepsiCo to be. Our responsibility means we take personal and corporate ownership for all we do. places a value on results. to be good stewards of the resources entrusted to us.

4 MISSION Our mission is to be the world's premier consumer Products Company focused on convenient foods and beverages. 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. Performance with Purpose means delivering sustainable growth by investing in a healthier future for people and our planet. and provide a great workplace for our associates. . Additionally.At PepsiCo. Gatorade.Provide clear nutrition information to consumers. 4. Clearly. bringing increasing proportions of the industry into the fold. Lay's and Pepsi-Cola. As part of a coordinated. global private sector coalition. accessible and nutritionally sound food and beverages to our consumers in developing countries. by hiring local people. governments and community groups. water and packaging. find innovative ways to reduce the use of energy. Globalize individual company and regional measures to ensure responsible marketing and advertising of foods and non-alcoholic beverages to children. PepsiCo –Commitments As one of the world’s leading food and beverage companies we believe it is our responsibility to provide affordable. to name a few—we will continue to build a portfolio of enjoyable and wholesome foods and beverages. support and invest in the local communities where we operate. creating products designed for local tastes and partnering with local farmers. micronutrient deficiencies are a pressing need in developing nations and could be addressed in part through functional foods. we will respect. Tropicana. including consumers in regions where nutrition information is not required. We seek to produce financial rewards to investors as we 32 . As a global food and beverage company with brands that stand for quality and are respected household names—Quaker Oats.

environment. 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.creating a better tomorrow than today.1 INTRODUCTION 33 . And in everything we do. fairness and integrity. RECRUITMENT & SELECTION 5.provide opportunities for growth and enrichment to our employees. economic . VISION "PepsiCo's responsibility is to continually improve all aspects of the world in which we operate . we strive for honesty. our business partners and the communities in which we operate. economic – creating a better tomorrow than today" Tomorrow better than Today 5." Our vision is put into action through programs and a focus on environmental stewardship. activities to benefit society. social. social.

Top management also gives valuable input and makes suggestions about expectations for the skills and qualities new employees need to have. Carefully devised and developed roles. businesses. skill sets and qualifications are defined and the job postings placed in recruitment ads in various media. Keys to this strategy are the processes and initiatives related to recruitment and selection of new employees. 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. written tests may be conducted. Interviews are scheduled with the earmarked candidates. Macro Human Resources Management Strategy The HR department charts out the macro or long-term human resources development strategy of an organization. responsibilities. Face-to-face interviews are conducted and job seekers and candidates evaluated on various parameters and organizational metrics. HR contractors and online job portals to outsource certain employee requirements.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. business. government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection. start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. these are carefully intertwined with the long-term corporate objectives and goals of the organization. Evaluation Period A rigorous process of evaluation follows the recruitment ads placement phase. Large workforce organizations also work with staffing agencies. The human resources department of large organizations. As per specific organizational policies. Every enterprise. classified and filtered. 34 . Curriculum vitas (CVs) and resumes of various candidates applying for the jobs are screened.

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.Selection Process Reference checks and detailed background checks are carried out to verify facts and matters presented in resumes and CVs. They are the informed about start dates. schedule and to employ effective measures for attracting that manpower in adequate Recruitment of candidates is the function preceding the selection. A thorough evaluation of the defined skill sets and qualifications of short listed candidates. Usually. 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. induction programs. compensation packages and other details about their jobs. During this process. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Follow-ups are done with certain selected candidates to firm up the hiring process. the chosen candidates are encouraged to ask questions about organization philosophies. 35 . It is the process to discover sources of manpower to numbers to facilitate effective selection of meet the requirement of staffing an efficient working force. 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. their written materials and work samples is done again in a transparent and objective manner. they are granted offer letters and apprised briefly about their roles and responsibilities. work culture and employee practices. The main objective of the recruitment process is to expedite the selection process.

also called Campus Recruitment. Internet etc. Internal Recruitment: vacancies are filled with people from within the organization. The Indian Private sector Companies may undertake the selection process themselves or outsource the job to a third party. Present Employees: may suggest their friends or acquaintances to fill a particular position. job seekers have to go through and clear a number of procedures including written tests. etc. In order to get selected for a position. 36 . It may include notification to employment exchanges etc. interviews. Banking Service Recruitment Boards. 3. 5. An organisation must undertake the recruitment procedure if it wants to appoint the right people under its employment. 4.Recruitment refers to the process of searching and appointing prospective candidates in an organization. 5. Placement Consultants: Companies place give their manpower requirements to Placement & Recruitment Consultants who undertake the job of identifying suitable candidates for the Company. Direct Recruitment: candidates are screened and short listed directly from the Institutes. 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. screening. reference check. The Government and public sector may select through such bodies as Union Public Service Commission. etc.2 Methods 1. 2. group discussions. Indirect Recruitment: vacancies are advertised in Newspapers and other media such as Television.

 Unexpected Resignation.5 ON ROLL JOBS Positions in the organization Already existing position New approval position 37 .5. 5.3 Recruitment Needs  Planned The needs arising from changes in organization and retirement policy.4 TYPES OF JOBS On roll Off roll 5. illness give rise to unexpected needs. which an organization can predict by studying trends in internal and external environment. deaths.  Anticipated Anticipated needs are those movements in personnel. accidents.

those candidates will be sent to the interview on given schedule time. to apply for higher position with in the company 38 . expire of the employee. In the next step they will be sent to the direct interview Recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among the people they IJP (Internal Job Positioning): This is an internal process for the existing employees.In the organization generally the positions will occur at time of resignation of the employee. 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. ones it get the approval from the company . The employee of the company has the chance of referring the candidates for the positions. transfer or promotion of the employee New approval position is the annual operation plan. Employee Referral: know. retirement. Depending up on the JD they work out and gather suitable profiles of the candidates The obtained profiles will be mailed to the company . the desire job description of the position will be given to the consultancy.

talentproindia.PH. Padmarao Nagar Sec’bad Email-id: elite. 1st floor.G. Begumpet Sec’bad 500016 Email –id: Dastagiri_R. 2nd floor. Himayatnagar Hyd 500021 Email –id: Contact numbers: 040-40119944 9866511860 Bhavishya Consultancy Services Abhijit.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. G. Above Sai Clinic . (BDM) Opp HDFC bank. 1-8-61. Prakas nagar. Airport 39 .S Web site: Contact number: 9248335042 Elite Ashok (Resource Manger) #49. Lane beside galaxy café.

youjob. Web site: Web site: www.Swapnalok Complex.D.S. Web site: www. Road no 1. 8-2-672.chevalnoirtech. Recruitment is the activity that links the employers and the job seekers 40 . Contact numbers: 040-66023333 5.Contact number: 9908608311 Youjob. 3rd Elaiyaperumal (Director) Swami Consultancy Services. Banjara hills Hyderabad 500034 Email id: murali@chevalnoirtech.5. 8-2-231/23/1.1 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 Contact numbers: 040-40218125 9000107733 Finedge Sadha Basangar (BDM) Finedge India pvt ltd Maruti Corporation Contact numbers: 9851554689 Cheval noir Murali Krishna Raju (Director) Tech Pvt ltd.Road Sec’bad 500003 Email-id: sadhna@finedgeindia. Nagarjuna Hills. G. 3rd floor.Finedgeindia.Plaza. Hyd 500082 Email-id: ep@youjob.

benefits administration and compliance with associated government regulations In this the candidates will be interviewed by the HR manager. abilities. and personality assessments. The field is primarily concerned with the construction and validation of measurement instruments. but a manager at any level with direct responsibility for employees' work can be described as a line manager. who oversees and has responsibility for the employee's work. 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. 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.It includes a series of steps.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 . skills development and tracking. such as questionnaires. tests. applicant tracking. as mentioned below Line manager HR manager Psychometric test Unit manager Line Manager: An employee's immediate superior. A line manager at the lowest level of a large organization is a supervisor. which includes the measurement of knowledge. 41 . and personality traits. The line managers for the CE’s are the TDM’s(Territory Development Manager’s) will take the interviews to the interviewees. attitudes.

Secondary work is to create new accounts i.6 OFF ROLL JOBS PSR – Job Description PSR jobs are off rolled jobs. 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. JD: The primary work is to get orders from the outlets and need to reach the specified target. and be professional Process: 1.6. Preparation: Purpose: To understand your customer’s needs. present your ideas in a clear. compelling way. identify key opportunities. This test will be handled by third party and candidates need to get passing marks.In this round the candidates will face an online test. getting orders from new outlets. fall under distribution role. Monthly Planning 42 . They are supposed report directly to their concern CE (Customer Executive) 5. 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.e.1 The Eight Steps of the Call 1. The candidates who get selected in this round are ultimately selected in the interview 5. directs the operations of a semi-autonomous unit within a minimum or maximum-sized institution or separate community work centers.

Pre-empt urgent issues 4. Greet the customer Purpose: To show the customer you’re friendly. 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 2.2. 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. set the tone for the interaction and set expectations for the call Process: 1. Clarify expectations for the call 5. Store Check: 43 . Daily Planning 3. Make the introduction 3. Identify the decision maker 2. introduce him or her to the decision maker and/or contact o If your usual contacts is unavailable ask permission to begin from whomever is in charge o Be respectful of your customer’s customers 3.

Merchandise 6. Remove out of code or damaged product 3. 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. Walk the store 2. Ensure all stock is rotated 4. if necessary and to garner critical information about your customers for the future Process: 1.evaluate what you had planned to present. 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. Growth map 3. Replenish coolers 2. Clean Tips: 44 .Purpose: To re. Remove foreign/ competitive products 5. 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.

Determine your current stock 2. Review what you planned to present 2. Determine your sales 3. Determine on your suggested order 5. Consider out of stocks and promotional product needed 4. 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.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. Ensure you have all materials needed Tips: 45 . 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. 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.

Take notes 3. Review the curbside debrief checklist 2.7 IMPORTANCE OF PSR 46 . 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 experienced than yourself 8. probe. 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. Daily territory administrative salesperson more 5. tackle objectives) 7. 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.o Use skill techniques(listen.

In fact. If the seller completes the first two above stages (consent and passing ownership) of the sale prior to settlement of the price. to have a talent for selling products and services to businesses or the general public. 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. though a party to the's perhaps the simplest reason for hiring a salesperson. 5. This in turn requires somebody. It’s almost impossible for an entrepreneur to run a business without a sales strategy. the obligation for which arises due to the seller's requirement to pass ownership. a business will struggle to remain profitable. The purchaser. being a price he is happy to part with ownership of or any claim upon the item. they involved in selling products of our company in return for money. not necessarily the entrepreneur. To be precise the sale completes prior to the payment and gives rise to the obligation of payment. As well as improving sales revenue and increasing market share. only the seller does that.A PSR are the sale persons. Without such a person or team. and suggest new areas into which a business might successfully move.8 IDEAL PROFILE 47 . the sale is still valid and gives rise to an obligation to pay. the success of a business plan is likely to depend on the expertise of sales staff Increasing sales and market share . 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. but one of the most sensible. It is an act of completion of a commercial activity. does not execute the sale. the best salespeople take advantage of opportunities.

So they have to work hard at all times.The PSR’s are the frontline people who will directly contact the customers. 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. 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.9 Recruitment and selection (off role jobs) 48 . for an hyderabadi candidate it is Hindi and Telugu.. Since hyderabad is the place where we find many different cultured people. PSR’s should be familiar with both national and local languages i. If the candidate is an experienced person it will be easy to both candidate and CE to handle the things. The minimum qualification they have to maintain is intermediate and he should be needy person. 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. hence national language helps them to maintain the communication with the customer.e. unless they are hard workers they can’t stick to the job. 5.

Some consultants are self-employed. organization structure. 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. such as Anderson Consulting or Gemini Consulting. environmental compliance. Company directly contact the consultancies and specifies how many candidates are required to fill the gap. that offer expertise in a wide range of business areas. As a reward. Then after the consultancy will work on it and send the profiles of candidates to the company. manufacturing. technology. and communications. including those related to business startup marketing. strategy. Recruiting candidates using employee referral is widely acknowledged as being the most 49 . and still other consultants hail from academia. the employer typically pays the referring employee a referral bonus. independent contractors who offer specialized skills in a certain field. Consultants help all sorts of businesses find and implement solutions to a wide variety of problems. other consultants work for large consulting firms. 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. Ones after getting the approval by the company they specifies the interview schedule for these candidates who are supposed to come for the interview. health and safety.

advises on and implements policies relating to the effective use of personnel within an organization. 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 50 . Depending up on the priorities candidates will get selected.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. questions will be about the previous job like as job profile and more  Family background  Quires from resume  Like as hobbies.9. The candidates will be directly interviewed by the HR manager. 5.1 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. HR Manager A human resources (HR) officer develops.

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. or related industry. 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.Ability to Prospect – Do they know how to go about finding qualified potential buyers for the product? Product Knowledge – Do they have some industry. ANALYSIS 51 .

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 employ ee refferals sou rces of app lican t 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.2 Criteria for filtering the candidate 52 .6.14 of them felt that news papers is the best resource for the procurement of the candidates 6.

6 of them felt that qualification should be the major criteria.of em p 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.3 Interview techniques 53 . 6.Graph 2: What are general criteria underlying the filtering of the candidate pool that the company requires? 35 30 25 20 15 10 5 0 qualification w ork experience personal skills no.

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 15 10 5 0 behavioral interviews stress interview depth interview interview techniques no. 6.4 What attracts candidates towards the organization 54 .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.of employees Interpretation: Among 50 respondents 30 of them felt that behavioural interviews are best suitable for their requirement.

Graph 4: According to you what attracts candidates towards pearl beverages limited (PEPSI). 6.of employ ees 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.5 Reference Check 55 . in recruitment perspective? What attracts candidates towards the organization 25 20 15 10 5 0 co m pe ns at io n jo b sa tis fa ct io n ca re er gr ow th no.

of emp 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 Necessity of formal induction program Graph 6: 56 . 6.Graph 5: Do you feel that conducting a reference check before employing the candidate will make recruitment process effective? reference check 50 40 30 20 10 0 yes no no.

6.of emp 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.Do you think that a formal induction program add value to the performance of inductees? Necessity of formal induction program 60 50 40 30 20 10 0 yes no no.7 Reasons for quitting the job Graph 7 57 .

of emp sl o an y un c om w InterpretationAmong 50 respondents 30 respondents told that pay is the reason. 6.8 Work Environment: Table 1: 58 fo .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 gr ow pa y ot h rta bl e w ith th er no. and 5 of them told that the employees are leaving the org because of their personal reasons. 10 of them told slow growth 5 of them told that the employees are uncomfortable with shift system.

9 Supervisor Guidance: Table 2: 59 . 20 members are neutral. 6. Strongly Agree 14 Graph 1: 20 18 16 14 12 10 8 6 4 2 0 Agree 7 Neutral 20 Disagree 6 Strongly Disagree 3 no of em ployees Strongly Agree Agree N eutral Disagree Strongly Disagree level of agreem ent Interpretation: From the above Graph it can be inferred that. out of 50 respondents 14 members are strongly agree. 7 members are agree.You are satisfied with the work environment you are put into. 6 members are disagree and 3 members are strongly disagree.

Strongly Agree 28 Agree 15 Neutral 7 Disagree 0 Strongly Disagree 28 Graph 2: level of agreement Strongly Disagree Disagree Neutral Agree Strongly Agree 0 10 20 30 no. 7 members of them are neutral and none of them are disagree or strongly disagree. 15 members of them are agree.You are given all the necessary inputs required to perform your job well by your supervisor. 6.10 Flexibility of Work Hours: Table 3: 60 .of employees Interpretation: From the above graph it can be inferred that out of 50 respondents 28 members of them are strongly agree.

6.Do you think your working hours are flexible enough to offer services to your organization? Strongly Agree 10 Agree 12 Neutral 10 Disagree 18 Strongly Disagree 0 GrapGraph 3: n . 10 members of them are neutral.o o f e p ye m lo e s 1 8 1 6 1 4 1 2 1 0 8 6 4 2 0 S n ly tro g A re g e Nu l e tra lev l o a ree e t e f g mn S n ly tro g D a re is g e 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. 18 members of them are disagree and none of them are strongly disagree.11 Job Satisfaction: Table 4: 61 .

2 0 . 32% of them are agree. 24% of them are strongly agree. 6.1 2 D g e isa re S n ly tro g D g e isa re A re g e Nu l e tra Interpretation: From the above graph it can be inferred that out of 50 respondents 12 members i.e. D a re is g e 1 0 S n ly tro g .The org gives you job satisfaction: Strongly Agree 8 Agree 12 Neutral 20 Disagree 10 Strongly Disagree 0 Graph 4: S n lyA re tro g g e . D a re is g e S n ly tro g 0 A re g e . 44% of them are neutral and none of them are disagree or strongly disagree.8 A re g e Nu l e tra .12 Opportunity for Advancement/Growth: Table 5: 62 .

14 members of them are disagree and the remaining 14 members are strongly disagree 63 . 11 members of them are agree. Strongly Agree 5 Graph 5: Agree 6 Neutral 6 Disagree 17 Strongly Disagree 16 17 5 6 6 16 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. 6 members of them are neutral.You feel that there is opportunity for advancement in your organization which may help you to reach your career goal.

e.6. 64 . 20% of the respondents are neutral. Strongly Agree 0 Graph 7: Agree 6 Neutral 10 Disagree 20 Strongly Disagree 14 20 15 no. of employees 10 5 0 StronglyAgree Neutral Disagree trongly S Agree Disagree level of agreement Interpretation: From the above graph out of 50 employees 0% of the respondents are strongly agree. 40% of them are Disagree and 30% of the respondents are strongly disagree. 5 respondents i.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. 10% of them are agree.

Strongly Agree 0 Graph 8: Q ualification Strongly Agree.6. 30 members i. 10 N tral. 0 eu Stron gly Disagree. 10 Strongly Agree Agree N eutral Disagree Strongly Disagree Agree 10 Neutral 0 Disagree 10 Strongly Disagree 30 Interpretation: From the above graph it can be inferred that among 50 respondents none of them are strongly agree. 0 Agree.e. 20% of them are disagree. So employees feel that “Experience teaches everything” 65 .14 Qualifications: Table 8: You feel that the qualification you possess is necessary & relevant to the job. 60% of the respondents are strongly disagree. 30 Disagree. none of them are neutral. 20% of the respondents are agree.e. 10 respondents i.e. 10 respondents i.

 I understand how to increase our personal marketability by developing specific skills. FINDINGS:  This project provides fresh insights on what makes employees valuable to the organization and how companies can keep productive employees on the job.7. Most of the companies are opting for experienced candidates 66 . and attitudes   Among the respondents majority of them posses the qualification up to Graduation.   Majority of the companies recruit candidates by their own. knowledge. During the project it was the study that the process of recruitment in organization includes to get the right person to the right job.

an entrepreneur may opt to place advertisements in trade magazines. To help avoid this. an entrepreneur should word an ad carefully. and use a specific description of the sales vacancy. newspapers. and on the Internet.  The compensation plan should be adequate for the employees as it is the most motivating factor for the employees to perform better.  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. SUGGESTIONS/RECOMMENDATIONS:  Recruitment agencies can still find it difficult to obtain specialist salespeople.  An effective performance appraisal system is necessary to assess the employee performance for a particular period of time. Consequently. A copywriter or an ad agency can assist.8.  The drawback to such ads is the possibility of receiving a pile of timeconsuming and unsuitable applications. 67 .

9. The complete study helps the company for their future assistance. I hope the company view my findings and considers my suggestion and recommendations 68 . The obtained data is completely fresh hand and it is not been manipulated or depleted. CONCLUSION: As per my knowledge I have put my best effort in the process to get the accurate and required data for my project. My visit to the depots was been hectic and gave me much information which helped in doing my project successfully.

google.pepsiindia. BIBLIOGRAPHY  Human Resource Management .humanresource.L.pepsico.Jones Websites:  69 .10. concepts and case .Charles W.PearceII  Strategic Management Theory .John  www.Hill and Gareth   www.P.Tata McGraw-Hill  Strategic Management: Strategic formulation and implementation .Subba Rao  Strategic Management.

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