Summer Training Project

B.B.A. (Semester 5th)

TRAINING & DEVELOPMENT
FOR

PEPSI GURGAUN

Department of Management Studies Amrapali Institute Haldwani, Nainital (Uttaranchal)

Under the Supervision of:
MRS RITU TEWARI Faculty, Deptt. Of Mgt. Studies

Submitted by:
(DEENAKSHI PANDEY) Roll No. 51384

Enrollment …………. 2007

No.

Ku

I

STUDENT DECLEARATION

This project has been undertaken as a partial fulfillment of the requirements for the award of the degree of Bachelor in Business Administration of Kumaun University, Nainital. Further, I declare that this project is my original work and the analysis and findings are for academic purpose only. This project has not been presented in any seminar or submitted else where for the award of any degree or diploma.

(Name & full signature of the student) DEENAKSHI PANDEY B.B.A. V th sem.

II

ACKNOWLEDGMENT

My vocational training in PEPSI Gurgaun for duration of six week has been quite successful. I had received full cooperation from officers & staff of PEPSI Gurgaun I am indebted to Mrs.Gayatri (H.R Manager) in efficient way. In order to acquire to myself to the task of the organization and to analyze them. I met my officers who helped by their kind cooperation and guidance.

DEENAKSHI PANDEY B.B.A. V th sem.

CONTENTS Page No. Chapter – 1 Introduction Objectives of study Sample size
III

Period of study Methology Limitation of study Scope of study Chapter arrangement Operational definitions of the concepts. Chapter – 2 About the Industry Profile of the company Chapter – 3 Data analysis Chapter – 4 Summary of conclusion Recommendations Bibliography Bibliography Appendices Appendices IV .

the company needs well trained and skilled workers. Time to time training and development programmed are held to evaluate the employee performance.INTRODUCTION In the so highly competitive and rapidly changing environment. to survive. has not perfectly learnt how to develop its man power and tap its human resources for the betterment of its citizenry and business goal. weather natural or technical and scientific. till now. For my summer training. but it is very sad to state that India. I choose the PEPSI because it is the biggest company in the India. V . it is well established and renowned in its field and is serious about training its workers and intent to make it understood that they really care for them. India is a very rich country in the terms of resources.

perception regarding the effectiveness of training & development programmes.e. VI .DEENAKSHI PANDEY TITLE Training and development in Pepsi (GURGAUN) OBJECTIVE • To understand the training & development activities of Pepsi • To find out if the training & development activities help the employee in his performing his duties/responsibilities/role. • SAMPLE SIZE The sample size is 50 Employees. Take the response of employees towards the training & development activities carried on upon them i. who were considered and provided the questionnaire. so as to know the responses.

LIMITATION 1. Thus sample size taken of 50 employees. 1. Lack of expertise trainer handed in the prosecution of training and development programme. Primary data collection 2. Secondary data collection includes: • Internet • Company report • Brochures etc. Secondary data collection In primary data collection the questionnaire was made for the employees. VII .RESEARCH METHODOLOGY For this survey I had used two type of research method for data collection.

2. The programme 0would help the organization in meeting it future personal need.2. 1. Lack of feeling in people of against the awareness for the training and Search for the exact training was also difficult to define. To increase the productivity by increasing the level of performance. how long it should continue. SCOPE OF STUDY The topic chosen training and development was aimed for the betterment of the organization in terms of quality as well as quantity keeping in this view in mind the researcher had tried to bring out the scope of the study the under mentioned points depicts the same. LITERATURE SURVEY Operational Definitions- VIII . The programme will help the employee in their personal group by improving their knowledge as well as skill. Assessment of the training period was also a tuff work to decide for development programme. 3. 4. 3.

Training for promotion/transfer 4. Type of training 1. social skills. administrative skills. supervisory staff and managers training raises their skills and creates confidence and ability to perform the job efficiently. Expenditure on training is an investment for manpower development and gives rich dividend in the long run. it also facilitates self-development of employees. Refresher training 5.Training plays an important role in human resource development. Corrective training IX . In fact the main purpose of training is to develop the human resources present with in the employees. Job training 3. It relates to knowledge information technical skills. It is necessary and useful in the case of all categories of operative employee’s. and finally attitude building. Induction training 2. It comes next to recruitment and selection.

METHODS OF TRAINING 1. Lemon at 13%. This is dominated hugely by the Cola segment with about 48% share. Orange follows at 16%. One-on the job training (OJT) 2. is worth 15 billion cases in volume annually. Vestibule training 5. Training by supervisor 3. X . Diet Cola at 4% & other flavors at about 16%. Apprenticeship training 4. Moreover the BSD industry which is a near perfect duopoly with the two globe giants – Coca Cola and Pepsi. Training courses and job rotation Industry profile Soft drink share the largest segments of the beverage industry with a 54% share in the overall beverage sale around the globe $49 billion in terms of revenue.

soft drinks have emerged as America's favorite refreshment: more popular than coffee. XI . Earlier soft drink consumption was restricted only to the upper class while their poor counterparts were happy drinking homemade thirst like nimboo paani. In fact. This is where the concept of soft drinks brought about whole new revolution in the way people quench their thirst. From those experimental beginnings. Growing Up Together: The Soft Drink Industry and America: When the pioneers of America's soft drink industry began experimenting with "soda water" in the 1700's. jalgeera & lassi but with the advent of media and other channels of communication soft drinks become popular in all parts of India and among all class of people. they had no idea what they were starting. tea and juice combined. so do people. No more was the man who walked into the 20th century satisfied with drinking water & sugar to quench his thirst.SOFT DRINK INDUSTRY Time changes.

XII . Supporting America's interests is a tradition that continues for the soft drink industry. And during World War II and all subsequent conflicts. averaging out to over 56 gallons of soft drinks per year for every man. The industry set an example for the nation in conserving precious resources by drastically changing delivery methods to save millions of gallons of crucial fuel supplies. Soft drink companies give back to their communities in peacetime. It is an industry that strongly believes in preserving the ideals and principles that helped it prosper from the early days to the present. More than 175. woman and child. manpower and equipment to support the war effort. too. they have contributed to the growth and prosperity of America. Their work resulted in the collection of more than 50 million pounds of scrap metal for manufacturing into armaments.000 Americans now earn a living directly or indirectly from the soft drink industry.1 billion in payroll dollars spread over most towns and cities in every state across America. the soft drink industry donated its products to American troops serving on the front lines. that adds up to more than $4.one of every four beverages consumed in America today is a soft drink. As soft drinks have grown in popularity they have become much more than the country's favorite beverage. During World War II. The industry is a world leader in actively promoting recycling and conservation. But the soft drink industry is more than liquid refreshment and jobs and dollars. bottlers throughout the nation donated time.

1835 .S. 1851 . They are a good part of America. The soft drink industry recognizes its responsibilities to America and welcomes the opportunity to meet them. and organizing events to protect and improve the lives of all Americans.The term "soda water" is first introduced.Manual hand-foot filling. 1815 . supporting anti-drunk driving efforts.S.fostering teenage drug awareness programs. corking device is first used for bottling soda water.Bottled soda water first produced in U.Ginger ale is introduced in Ireland. Important Events In The Development Of Soft Drinks 1798 . 1809 .The first soda "fountain" is patented. XIII . 1850 . providing safe water to people in natural disaster areas through use of their water treatment systems. funding school programs. patent issued for the manufacture of imitation mineral waters. Soft drinks are much more than America's favorite refreshment.First U.

These at present.1861 . The Indian economy was not liberalized and proved to be another barrier. XIV .Soft drinks referred to as "pop". At this time parley had 70% of the total soft drinks market. snacks & agribusiness. by setting operation in beverage. Indian soft drinks market have two major players in the market. technology of India.  Offering to transfer the food processing. Initially it faced some trouble in entering the market due to strong resistance from most of the domestic soft drinks industry and the advocate of the Swadeshi. Pepsi removed these barriers by: Promising the government to focus considerable selling efforts in the rural area to help economic development. packaging and water treatment  The number of employees working with Pepsi in 1989 were 4. which gone up to 200 by 1994 and up to 2400 in 1996. Company profile Pepsi-cola entered India in April 1989.  Promising to help boost the export of agricultural product.

India (pci) Coca-cola India (cci) Pepsi co. The cola major is expansion its focus and portfolio to emerge as a complete beverage co. coffee. which is an arm of New York. points out that the co. “We have invited a drive to emerge as a complete commercial beverage co. The bottling plants of Coca-cola and Pepsi respectively are 62 and 42. XV . milk & 100% pure juice brand minute maid.These are: Pepsi co. Coca – cola kicks off repositioning drive – “source optimism of India” Coca – cola India has kicked off its repositioning drive. Its rank was 4 & 5 respectively in 20002001.55 billion. based $ 31. Second Pepsi is expanding the home consumption market-the range of packs from 1 to 2 liter. Expects home consumption to account for over 27% of the volumes for Pepsi this year compared to 22% last year as a result of the renewed thrust. The investment of foods and agro processing is 74% of total investment and manufacturing of soft drinks is limited 25%. Vibha Risi. a step ahead from its present status of carbonated soft drinks (csd) major. India.” the new products are ready to drink tea. SANJEEV GUPTA COCA-COLA INDIA’S DEPUTY PRESIDENT told.35 billion. whereas Coca-Cola India on the country is a fully based $ 18.

SLICE. Lemon 3. water. Cola 2. “We want to concentrate on carbonated drinks. These are:1. MIRINDA ORANGE.Spokes person of Pepsi says. PEPSI SODA. The first aid training for the employees of PEPSI India is conducted is Gurgaun. XVI . PRODUCT LINE OF PEPSI India soft drinks industry has been divided in four major segments. Orange 4. Cloudy Lemon PRODUCT LINE OF PEPSI – PEPSI COLA. AQUAFINA etc. PEPSI AHA. TRAINING & DEVELOPMENT ACTIVITY OF PEPSI There are different training methods used in PEPSI both at the executive and the operator level a maximum period of 1 year is fixed for training both at the management the operator’s level. juices and juices based drinks. 7-UP. which include: a) House keeping b) Quality maintenance c) Purchasing and selling of chemical. The most important training at operator level is the module training. These are the three areas of our growth”. Further to this any machine installed at the plant is followed by a immediate training to the operators another important area where both the executives and the operators are trained is the first aid training. MIRINDA LEMON.

A well trained executive manpower is very essential for the sound productivity in every organization looking forward to this PEPSI has developed various team building exercises for its executives. Beside this every employees of PEPSI have to undergo the fire fighting training. The line management of the company or the executive also has to undergo the computer awareness where MS-Office packages are taught. which is conducted by the mean of demonstration. In the year 2005 up till now 30 employees have completed the first aid training progamme. XVII . • • In the year 2004. The success of training program at the PEPSI is revealed by the fact that the company has gained maximum profit by the use of minimum manpower requirement. 60 employees of PEPSI have completed the first aid training programme. The team building exercise of the company uses the techniques of the total quality management and kaizan and it’s applied to the executive as a part of their specialize training programme known as small group activity or the (SGA). 25 employees of PEPSI have completed the first aid training programme.• In the year 2003.

a) 5-10 years b) 10-15 years c) More than 15 years Question Sample Size Employees 5-10 Years 50 18 10-15 Years More Than 15 Years 19 13 XVIII .DATA ANALYSIS Question: no 1: Number of year of service in this organization.

1.26% 36% 5-10 10-15 More than 15 38% Fig.1 Finding The response collected was based on the period of their service in the organization the more the period of service will be the more the experience would be the percentage of 10-15 years of service was more which is considered. Question no 2: Have you been sent for any training progamme up till Now ? a) Yes XIX .

Question no 3: How many training programme have you attended totally in your term here? a) b) c) 2-5 More than 5 None XX .2 Finding 90 % the employees had responded in favor of that they have been sent for the training programme.b) No Question Sample Size 50 Employees Yes 45 No 5 10% Yes No 90% Fig. 1.

3 Finding Near about 70 % of the employees had attended more than 5 training programmes. Question no 4: How are you selected for the training? a) Is every one sent? b) You have to opportunity. 1.Question Sample Employees Size A 50 5 B 35 C 10 20% 10% 2-5 More Than 5 None 70% Fig. Question Sample Employees Size A 50 10 B 15 C 25 XXI . c) Decided by the management.

20% A B C 30% 50% Fig.4 Finding Maximum response shows that the employees who go for training and development programme are decided by the management. Question no 5: Are you given any special increment after you attend Training programmes? a) Yes b) No Question Sample Employees Size Yes 50 32 No 18 XXII . 1.

Question no 6: Does attending in training make you better eligible for Promotion ? a) Yes b) No Question Sample Employees Size Yes 50 37 No 13 XXIII . 1.36% Yes No 64% Fig.5 Finding More than 64% of the employees say that after training and development programme there is an increment in this pay as well as in this job position.

Question Sample Employees Size A 50 20 B 30 XXIV .6 Finding 75% of the responses show that training and development programmes help a lot in the promotional activities. 1. Question no 7: what extra skills have learnt in the training activity? 1. 2. Have become more competent. Have understood the job profile more clearly.26% Yes No 74% Fig.

40% A B 60% Fig.7 Finding 60% of the respondents are satisfied by the training and development programme as it helps then to understand the job profile. Question no 8: Has the training and development programme helped to perform better? a) Yes b) No Question Sample Employees Size Yes 50 32 No 18 XXV . 1.

8 Finding 64% of the respondents show that training and development programmes have helped them in performing better. Question No 9: Has the training activity helped you to handle difficulties situations better? a) Yes b) No Question Sample Employees Size Yes 50 37 No 13 XXVI .36% Yes No 64% Fig. 1.

9 Finding Near about 75%of the respondents say that training and development programme has helped them is raising their potentiality. 1.26% Yes No 74% Fig. Question no 10: Do you think training is useful or just a waste of time it useful in what way? a) Useful it make useful refreshed b) Not of great use but it helped us feel more confident c) Learnt new skills& things Question Sample Employees Size A 50 20 B 11 C 19 XXVII .

XXVIII .38% 40% A B C 22% Fig. 1.10 Findings: There is a close response from the respondents on training and development where on one hand (near about 40%)say that it makes feel refreshed there on the other some say that it has helped them in improving their skills.

Summary of findings: 1. XXIX .

2. The response collected from the respondents shows the maturity of the research successful as they are experienced enough to give correct picture of your research. The response shows that training and development programme has helped them for deciding their promotion too as most of them have responded in favor for this. 4. The criteria for selecting the candidate for the training is quite logical and analytical based so a well-upgraded response can be expected there from. 6.RECOMMENDATION 1. It is clear that much of the respondents have undergone training and development progamme so they can respond much exactly. CONCLUSION XXX . 3. The training and development programme has helped them in performing better it shows the success of the programme. which is a strong motivating factor. The response from the employees shows that the training and development programme helps them in their increment of income. 5.

BIBLIOGRAPHY  Phillip Kotler. The employees (Respondent) have not come out with any problem or complaint. Marketing Management. New Gurgaun.The training and development procedure at PEPSI is very systematic and organized. APPENDICES QUESTIONNAIRE: Name ……………………………… Age ………………………………. They are happy & satisfied and find the T & D activity useful. 2003. 1997. Wishwa Prakashan. Kothari C.. The researcher does suspect an element of doubt in the truly positive response of employees but they have not raised any voice it seems to be all in place. Research Methodology. Use some book on training & development to understand the topic.R. Designation ……………………… XXXI .  Company Profile by PEPSI.

1. Have you been sent for any training programme up till now? a) Yes b) No 3. a) 5-10 years b) 10-15 years c) More then 15 years 2. How many training programmes have you attended totally in your term here? a) 2-5 b) More then 5 c) None 4 How are you selected for the training? a) Is everyone sent b) You have to opportunity c) Decided by the management 5 Are you given any special increment after you attend training a) b) 6 Yes No programmes? Dose attending in training make you better eligible for promotions? a) Yes b) No XXXII . Number of years of service in this organization.

c) Learnt new skills & thing.7 What extra skill have you learnt in the training activity? a) Have become more competent. XXXIII . 8 Has the training and development programme helped to perform a) Yes b) No better? 9 Has the training activity helped you to handle difficulties situations a) Yes b) No better? 10 Do you think training is useful or just a waste of time it useful in what way? a) Useful it make useful refreshed. b) Not of great use but it helped us feel more confident. b) Have understood the job profile more clearly.

. XXXIV .. . 2) Near about 70 % of the employees had attended more than 5 training programmes. 4) More than 64% of the employees say that after training and development programme there is an increment in this pay as well as in this job position.11 What are the problems / difficulties you face in the training? Comments ………………………………………………………………………………… …………………………………………………………… ……………………………………………… 12 Any other comments or suggestion? ……………………………………………………………………. 3) Maximum response shows that the employees who go for taining and development programme are decided by the management... …………………………………………………………………….…………………………………………… Findings 1) The response collected was based on the period of their service in the organization the more the period of service will more the experience would be the percentage of 10-15 years of service was more which is considered.

5) 75% of the responses show that training and development programmes help a lot in the promotional activities. XXXV . 6) 60% of the respondents are satisfied by the training and development programme as it helps then to understand the job profile. 9) There is a close response from the respondents on training and development where on one hand (near about 40%) say that it makes feel refreshed there on the other some say that it has helped them in improving their skills. 8) Near about 75%of the respondents say that training and development programme has helped them is raising their potentiality. 7) 64% of the respondents show that training and development programmes have helped them in performing better.

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