Recruitment and selection planning:

The Pepsi bottling group hires about 9500 employees every year for its operations and
manufacturing these, selling and distributed its drinks. The huge number of these hires, close to
4000, is made to gear up for what Pepsi bottling group refers to as the "one hundred days of
summer" by far the busiest time of the year of the company(Ed Rodriguez 2007)

Recruitment:
The organization conducts its recruitment and selection planning by following two sources:
Internal sources of recruitment.
External sources of recruitment.

Internal sources of recruitment:

PepsiCo prefers "Job Posting" in which employees from organization are preferred but in a case
the organization feels that the employees are not as much competent enough then they go for other
external methods. So such announcements are made through different bulletin boards, memos and
other then these internal sources.
Organizations that collect data by sources of hire regularly find that employee referral programs
produce a high volume of high-performing hires with more longer retention rates, and in most, at
relatively low cost (Dr. John Sullivan 2010)
There should be proper planning by judging current human resource stands & generating human
resources inventory. Any referral programs should be bespoke to the business that is Pepsi. It's best
to initiate any referral process if only when the vacancy actually arises. Moreover monetary rewards
should not be the primary driver for referrals.
In the PepsiCo 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
promotions and transfers is the Internal Job Posting used for only the existing employee in the
organization and not for the new approval position.
After assessing current capabilities of future needs promotions and transfers should be developed to
have right person for the right job & at right time. Promotions and transfers must be after assessing
future human resources needs by organization's strategies & future programs.

External sources of recruitment:

PepsiCo usually used to advertising by newspapers and its official website for their recruitment
purposes. They give a chance to an open invitation to everyone to apply for post, so people who are
interested join and if they are capable to that post they are hired. They have not preferred any
specific universities or colleges to get the applicants for them, what matters are the potential talent
and caliber of the person and his commitment to work. Last year a scheme is started in which a
team of HR professionals visit different colleges and universities to recruit fresh and passionate
candidates.
External sources are far outnumbering the internal methods. Especially sources external to an
organization are professional and trade association, advertisements, and
college/universities/institute placement services, walk INS and write INS, displaced persons,
acquisition and mergers.
The most common and least expensive approach for candidates is direct applications from external
sources, in which applicants submit application letters or resume. Direct application also provides a
pool of potential employees to meet future needs.

Selection:
First of all initial screening of all applications and resumes against the program's requirements
make. After that Candidates screened are asked to complete the online personality questionnaire
specifically designed in order to select candidates for the next stage. Candidates complete online
tests and a comprehensive personality questionnaire. Candidates asked to complete a similar followup test for them. The follow-up test will be in short form and will be completed under the supervision
of a PepsiCo HR Manager in order to verify performance between the two test results. The final
stage is participation in an assessment centre for assessment, comprising of a case study exercise,
group discussion and a important structured interview (accelerate your career, 2011)
After obtaining information through the preceding steps, selection decision the most critical of all the
steps must be made. The other stages in the selection process have been used to narrow the
number of candidates. The final decision has to be made from the pool of individuals who pass the
tests, interviews and reference checks. The views of the line manager will be generally considered in
the final selection because it is he who is responsible for the performance of the employee. The HR
manager plays a critical role in the final selection.

Training and development planning:

Pepsi believes in training and development and for that PepsiCo plans. Pepsi Conduct training for
associates from the frontline to senior management, to ensure that associates has the skills required
to gain performance goals. Encourage associates to lead healthier lives by offering workplace
wellness programs in globally. (PepsiCo, 2009). As PepsiCo continues its journey of sustainable
growth, we continue to hire, retain and develop leadership and a highly skilled workforce. After all,

our associates are greatest strength. That's why we're committed to providing teams with
opportunities and experiences that strengthen their skills and capabilities (PepsiCo, 2011).
Pepsi always believes that we are committed to providing our associates with opportunities and
experiences that strengthen their skills and capabilities. Our approach to training drives career
development in a world of new workforce requirements (Training and development, 2011). PepsiCo
believes that "We definitely do not offer one job for life. New ideas and fresh thinking are critical, but
it is a mistake to equate long tenure with stale thinking. Some of the most innovative minds happen
to be the most tenured minds. We don't believe that longevity breeds success. Retain talent, but
never lose sight of developing talent."(Pepsi's Eric Foss on Leadership Development, 2008)
PepsiCo provide learning and development environment by following ways:
PepsiCo University
Robust program for helping associates manage their careers.
360-degree feedback process
In 2007, introduced a Concept "One Simple Thing, "- strives to help associates better balance work
and home.
All employees receive regular performance and career development reviews annually.
According to Seldman, marty(Elevating aspirations at PepsiCo, 2008) besides providing training and
development to employees PepsiCo always keep in mink employees competence, enjoyment,
interest and meaning towards their existing work:
Competence: what you are good at
Enjoyment: what you like to do
interest: what you are deeply curious about
Meaning: what fits your values and can serve a higher purpose.
Following are plan for professional development and training of the employees of PepsiCo
organization (Training and development manager, 2009)
Analyze training needs in order to develop new training programs or modify and improve existing
programs.
Plan, development, and provide training and staff development programs, using knowledge of the
effectiveness of methods such as a classroom training, demonstrations, on-the-job training,
conferences, and workshops through training by the internal or external resources.
Develop and organize training manuals, multimedia visual aids, and especially other educational
materials, testing and evaluation procedures.

Maintain succession planning or benchmark strength for a group to ensure that the organization is
effectively resourced for the future in line with management development and career planning
objectives as well as future demands of the business.
Train the instructors and supervisors in techniques and skills for training and dealing with all
employees.
Conduct an orientation sessions and arrange on-the-job training for new hires.
Prepare training budget for all department or organization.

Employee motivation and staff appraisal:

Employees always need motivation in order to do better work for organization so that PepsiCo
motivate employees.

Employee's motivation:
Employees need motivation to stay, to work and to be efficient. Without that much extra motivation,
organizations lies in such a position where they are placed so well in the market but may lost their
resources to drive them forward or to maintain their market share (employee motivation, 2009).
PepsiCo use following strategies in order to motivate their employees:
Recognition
Incentives and Rewards

Recognition:
PepsiCo offers its employees a comprehensive pay packages that meet international standards at
their individual level. The main motivation strategy is that PepsiCo focusing in giving empowerment
to employees and allows them to make their own decisions at their own will and allow them to speak
their ideas. By doing this strategy PepsiCo motivating their employees very much to make them able
to responsible for their respective actions. At PepsiCo all individuals are provided training tools to
make them succeeded. In PepsiCo preference is given to recognize the achievement of each and
every employee in order to make them motivated.
PepsiCo always encourage employees to act and think as if they own the company. The HR
department responded to Calloway's challenge by creating 'Share Power,' a stock-option program
intended to develop the ownership mindset among the conglomerate's hundreds of thousands of
employees. PepsiCo is the first major corporation to offer such a broad-based stock-option program
in the US. The program is a success, motivating PepsiCo employees to 'go the extra mile' and
stimulating their interest in the company's financial performance (Anfuso, Dawn, 1995).

PepsiCo by giving recognition to employees follows three need theories that consist of three needs
of employees that are:
Need for achievement
Need for power
Need for affiliation
Because employees always need of achievement, personal responsibility, feed back and make
moderate risk by taking their own decisions. Moreover employees require power in order to compete
and influence to others and need cooperative environment that is important for their career growth.

Incentives and rewards:

PepsiCo give different type of incentives and rewards in order to motivate its employees that shows
to be precious for new employees as well as existing employees. More then salary package PepsiCo
also offers benefit packages that include retirement packages, tuition payment and even legal aid
also provided. PepsiCo also offers stock options to its employees and more over incentives that are
cash base and non cash base also.
Incentives may be cash or non-cash. Cash incentives are those given to employees, which involve
monetary compensation or rewards for the important work done to the company's cause. Non-cash
incentives are other non-monetary forms of recognition of the staffs' contributions towards
organizational effectiveness and make them perform better towards enhancing the bottom-line.
Employee Recognition Schemes form a vital part of the non-cash incentive programs. Employee
Recognition Schemes go by past performances to decide on eligibility for the incentive. This offer
may not specifically shows at the target level of performance or the incentive that would be awarded
for performance. This is scheme is more informal and selection may be subjective wise. Moreover,
schemes like "Employee of the Month" or "Rising Star of the year" can be announced at the start of
the year, but in case of awards, awards may be decided based on actual and true performance of
the staff employees (employee motivation, 2009).Non-cash incentives involves awarding of points to
employees that are based on performance, travel allowances, retail vouchers and coupons that can
be exchanged for other activities like trips and events.
PepsiCo through providing main incentives and rewards to employees follows expectancy theory
because an individual will act in a certain way that must be based on the expectation that the act will
be followed by a certain outcome and attractiveness of that reward because and individual always
conscious about what is reward that is offered to him, what type of work he has to be done in order
to achieve that reward and how much attractive is that reward to employee so PepsiCo always
consider employees need by following expectancy theory.
I suggest PepsiCo must follow equity theory because in PepsiCo employees are real and actual
asset for the company so in order to retain them not only motivation is acceptable but also equity is
necessary so must follow equity theory because when the employee find inequity in their jobs then

results in lower productivity level, reduce quality in work, increase absenteeism and voluntary
resignation by them.

Staff appraisal:
Performance appraisal is generally accepted as very important element of human resource
management, a means not only of evaluating performance but also, ideally, of achieving
performance improvement (David N Ammons, 1986)
In PepsiCo staff appraisal system consists of following steps that consist first of all made
performance standards objectives and targets that must be meeting after that that targets
communicate to employees and agreed them. After that by periodic review that performances
observed and measured and at the end feed back is delivered and appropriate actions are taken for
the PepsiCo.
Staff performance appraisal is a very good technique to rate employees because Performance
appraisal rates the staff members in accordance to their performance. Performance appraisal is a
very good technique that considers the past performance of the employees and emphases on the
improvement of the future performance of the employees in order to increase productivity.
The performance appraisal system should fulfill following purposes:
Staff appraisal team must help each employee in order to understand more
and more about his role in organization and become clear about his role and
functions.
Appraisal system should be instruments in helping each employee to understand.
Appraisal system should increase on going and two sided mutuality between each employee and his
supervising officer.

Management style:
Diagram: Different forms of management
styles
In PepsiCo used democratic management style and give employees empowerment. Leader allows
subordinates to take active role in decision making and also gives them a considerable degree of
empowerment in completing routine work activities. Combining these categories with democratic
(subordinates are allowed to participate in decision making) and directive when subordinates are told
exactly how to do their jobs (Carter McNamara). It tends to be adopted by PepsiCo managers
working in industries. Democratic managers are therefore usually found in 'clusters' within similar
companies. Democratic management is fulfilling employee consultation and feedback. A democratic

manager will not succeeded if major changes were made without taking feedback. Democratic
management styles do not say that employees get whatever they want, but they focuses that
managers know exactly what their employees needs before making important decisions about them
(Robert Tannenbaum and Warren Schmidt)

Conclusion:
HR planning is to determine what HRM requirements that are exist for existing & upcoming supplies
& demands of workers. In human resource planning organization ensures that they have the right
number and kinds of people at the exact place; so this task is held by ongoing recruitment and
selection, performance appraisal, employees Promotions, ongoing Training and development
programs. PepsiCo is a name of brand and standard and good quality product. PepsiCo is
focusing more and more on its planning strategies to make its reputation better in the world
surroundings community. Management of the PepsiCo does not compromise on quality of its
products and the values. Doing that the company is going higher by accelerating its functions in a
good way.

Suggestions and recommendations:

Human resource planning is important issues so care must be taken especially in referral case
because referral system only is taken when actual need occur in case of vacancy.
After accessing the current capabilities make promotion and new hiring so that there exist right
person on the right job.
Promotions occur if there is future need of it.
As we know that direct application is a very fair rule so it should be encouraged in order to make fair
decisions.
HR manager should be responsible because selection of candidates depends of him so training
should be provided to him.
In HR planning training needs should be analyzed so that training provided to employees.
The role of Instructor is very important so evaluate internal and external instructor performance and
the efficiency of training programs so that provide recommendations for improvement.

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uman Resource Management of PepsiCo - January 27th, 2011
PepsiCo, Incorporated (NYSE: PEP) is a Fortune 500, American global corporation headquartered in
Purchase, New York, with interests in the manufacturing, marketing and distribution of grain-based snack
foods, beverages, and other products. PepsiCo was formed in 1965 with the merger of the Pepsi-Cola
Company and Frito-Lay, Inc. PepsiCo has since expanded from its namesake product Pepsi to a broader
range of food and beverage brands, the largest of which include an acquisition of Tropicana in 1998 and a
merger with Quaker Oats in 2001 - which added the Gatorade brand to its portfolio as well.[5]
As of 2009, 19 of PepsiCos product lines generated retail sales of more than $1 billion each,[6] and the
companys products were distributed across more than 200 countries, resulting in annual net revenues of
$43.3 billion. Based on net revenue, PepsiCo is the second largest food & beverage business in the world,[7]
Within North America, PepsiCo is ranked (by net revenue) as the largest food and beverage business.[7]
Indra Krishnamurthy Nooyi has been the chief executive of PepsiCo since 2006, and the company employed
approximately 285,000 people worldwide as of 2010.[4] The companys beverage distribution and bottling is
conducted by PepsiCo as well as by licensed bottlers in certain regions.[8] PepsiCo is a SIC 2080 (beverage)
company.
HR Introduction:
HR department follows the policies by the HR department of PEPSICO. At PEPSICO, their belief is that "their
people are their greatest asset. They take great pride in acknowledging the contribution each one of them
makes". they focus on People Development and for that they ensure:
Staff PEPSICO with world class Professionals and ensure that the right systems are in place to encourage
them to develop to their full potential.
Create a collaborative and mutually supportive work environment that encourages people to grow.
Build a team of professionals who deliver expertise by participating in business decisions.
Develop Performance Management and reward systems underlying our Business strategy.

HR Objectives:

To look out for the well being of all employees of the company.
Provide leadership and direction to employees of the company.
Career Development planning for all employees of the company.
Ensure thorough training of nationwide employees.
To provide individual employees with orientation on the company at the time of joining.
To provide employees with solutions to their problems.

Maintaining data records of all employees of PEPSICO (Human Resources information System).
To evaluate and retain those employees who are assets to the company.

HR Policies:
Friendly, conversant, flexible and congruent with business environment.
Policies are legally compliant with clearly expressed processes for timely revisions and a framework in place
to foster employee adherence.

HRIS
Development of interactive web-site aligned with all HR sub-functions to facilitate communication between
employee and organization through dialogue boxes and speedy availability of information.
Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction and
heading towards Relationship Building, in this all the links are being recreated and employees are given
much more weight as compared to past.

HR PLANNING
HR plannings purpose is to determine what HRM requirements exist for current & future supplies & demands
of workers. The organization ensures that they have the right number and kinds of people at the right place;
this task is accomplished by regular recruitment and selection, performance evaluation, Promotions, Regular
Training and development programs.
HR Functions of PEPSICO:

STRENGTHS
1- The people in the HR department of PEPSICO are extremely qualified personnel so no flaws in decision
making are prominent
2- They have sufficient resources of getting knowledge from outside sources.
3- They prefer new entrants of the market to increase their efficiency.
WEEKNESS
1- the ethical issues in the PEPSICO prevail the most
2- the employees in the PEPSICO dont participate equally so there are chances of misspalnning.

JOB DESCRIPTION
Company Name: PEPSICO
Job Title: Assistant HR Manager Job Code:310-4
Salary: Rs.35000
Reporting Relationships:
Assistant HR manager reports to HR Manager, and then he reports to the HR Secretary. Then all other HR
people get information from the HR secretary.

Job Summary:
Manage the HR activities of the department. plans and develops the systems and procedures for recruiting.
Supervises staff in accordance with companys policies and procedures. Responsible for coaching and
training.
Job Duties:
HR managers major duties include assisting the HR activities, for instance if any recruiting procedure needs
to be implemented then the HR manager is responsible for it. HR manager in PEPSICO has to make some

plans for a assigning duties to the employees

WORKING CONDTIONS:
Working conditions are normal for an office environment. Work may require occasional weekend and/or
evening work.
Performance Standards:
PEPSICO expects from its employees specific performance expectations for each major duty and also
expects certain behaviors like friendliness, helpfulness, courtesy, and punctuality.
Job Specifications:
In PEPSICO the minimum job requirement for a HR Manager is Master degree in HRM with relevant work
experience,

EMPLOYEE EMPOWERMENT
The company is giving more stress on employee empowerment by giving them right to participate in
decision making speacially those decision which directly affect the employee themselves.
Also the company gives the subordinates the right to work on the behalf of its supervisor in absence of him.
LABOUR RELATIONS
The company is paying more attention to strengthen the relationship among employees by giving them
equal opportunities to take advantage of the firms incentives, because no biasness among employees is
practiced in the firm which affects the good relations among employees.
RECRUITMENT
PEPSICO employs through both formal and informal ways of recruitment. Departments tell their need to HR
department. And then recruitment is done on the requirement by the project. All candidates send their CVs
by post; they are then short listed and called. So those candidates then report at the PEPSICO from where
they are sent to the Human Resource Department for further interviews. But recently PEPSICO has devised
a new way of recruitment i.e. Online Applications. They give Ads in leading newspaper and use some other
mass media communication channels and then receive applications and CVs online. In this way huge paper
work is reduced
and recruitment process is improved in terms of efficiency and convenience with the use of technology.
Sources of Recruitment
PEPSICO uses both Internal and External Recruitment. But the priority is given to the internal if the
employee has the capabilities, required by the management for working on that post. In Internal
recruitment they ask for employee referrals. Any employee can refer any competent and potential person
and if the referred person comes up to their expectations and hired, then the one who referred is rewarded
with a bonus. In External environment the companys corporate Image matters a lot in a way that not only
new candidates are attracted but also people who became a part of it in past.
Internal Methods
PEPSICO usually prefers Job Posting in which employees from with in the organization are preferred but if
the organization feels that the employee is not competent enough then they go for external methods. Such
announcements are made through bulletin boards, memos and other internal sources.
External Methods
PEPSICO usually prefers advertising through newspapers and their official website for their recruitment
purposes. They give an open invitation to everyone to apply, so people who are interested come and if they
are capable enough they are hired. They dont prefer any specific universities or colleges to get the
applicants, what matters are the potential talent and caliber of the person and his commitment to work. Last
year a scheme is started in which a

team of HR professionals visit different colleges and universities to recruit fresh and passionate candidates.
Strategies for Recruitment
The recruitment process is likewise the same but minutely varies in the organization depending upon the
ranks. In recruitment PEPSICO keeps certain things in front e.g.
What the person was getting (in terms of salary) prior to PEPSICOs Job.
Whether the person is polished enough to adjust in their environment.
Whether he or she has the required technical skills or the required qualification for that specific job.
In PEPSICO they surely see qualifications but they prefer a person with required skills, aptitudes, experience
and capabilities.
STRENGTHS
1- The factor of succession planning is prevailing
2- They use the right techniques in recruiting.
WEEKNESS
1- At the time of the recruitment the most suitable and appropriate employee may not be available.

SELECTION
In PEPSICO, selection Criteria is based on numerous factors such as education, health, background and
previous experience.

Selection process
1. The Application
The employment application is candidates first chance to present his qualifications to the Organization. As
such, it is extremely critical for his/her continued participation in the examination process. Before beginning,
one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the
position. Candidate must meet these criteria to be considered for the position; ensure that, otherwise
candidate will be wasting his effort in completing the application. Most entries on the form are selfexplanatory, but a few pointers on filling it out may help
2. Written Exams:
Written exams are usually obtained from one of several test construction firms available to them. These
tests are designed to determine level of technical and/or analytical abilities associated with the particular
position for which candidate had applied. The test which is conducted in PEPSICO selection purpose is TEST
OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people are
selected on the basis of experience.
3. Performance Exams:
Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to
actually perform them. These tests are scheduled through the Human Resources Department office, with
notification in writing of the date, time, location and duration of the test. Instructions will be given on the
tasks to be completed and then asked to complete them. Individuals with considerable relevant experience

will conduct the evaluations. Safety, quality of work, adaptability, performance under stress, etc. are
evaluated.
4. Specialized Testing
Some positions will require specialized testing, such as technical skills, agility and communication skills etc.
These tests are scheduled just as like other tests.
5. The Panel Interview
The results of this component of the exam process will be used to determine if candidate should be included
on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental
Selection Interview.
This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement).
Typically, previous test results are used only to qualify you for participation in the Panel Interview.
The Panel is comprised of qualified individuals, which may or may not be employees of the City. Normally,
the panel will consist of three evaluators. These individuals will evaluate responses to a variety of job-related
questions over the scheduled time period.
6. The Selection Interview
Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a
current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may
interview anyone on the list, since all persons referred to the department are qualified. The Department
Head will be looking for the candidate with the best qualifications for their particular position. The candidate
selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and
a probationary period before attaining permanent employment status.
STRENGTHS
1- They implement a crucial testing system which affects the selection process.
2- They have a separate selection criteria for each job.
WEEKNESS
1- They take group interview which causes many confusion.

TRAINING & DEVELOPMENT

PEPSICO has trained and developed many of its senior and fast track managers and supervisors. For lower
and technical staff the organization have a complete training calendar for the year, if organization thinks and
feel that an employee requires training to update his knowledge about the field, he just have to report the
HR department and he will be listed for the next training program.
On-the-job Training:
As compared to other competitive organizations the training program of PEPSICO is quite different. It
provides full opportunity to its employee to develop themselves and also train them according to the
requirements of their job. In return they will be greatest asset for their organization. The employee is being
trained in many ways while they are on job.
External sources
These are formal training opportunities that PEPSICO offers to employees either internally or externally. A
trainer, facilitator and/or subject matter expert are brought into the organization to provide the training
session or an employee are be sent to one of these learning opportunities during work time. These training
opportunities are provided in the form of seminars, classroom training courses and workshops.
STRENGTHS
1- They hire foreign instructor for the training of the employees
2- The employees after getting trained perform well and become able to maximize their potential.

WEEKNESS
1- The factor of favoritism effect the performance of certain employees.
PERFORMANCE APPRAISAL
The jobs are evaluated on yearly basis under 360o method; the competent employees are rewarded in
shape of promotions, bonus, increments and annual holidays and promotion. The results of an appraisal can
be used to identify areas for further development of the employee.
The organization also uses different questionnaires, which consist of numerous questions about the behavior
of the employee, and then on the basis of these answers personality of the employee is judged.
When evaluation is made the unsatisfactory performers are given warning. The employee after warning is
put under observation, for some period of time and if the employees performance is still unsatisfied then
are demoted or fired.

COMPENSATION & BENEFITS

Promotion
Promotion is direct shift only to the next level from the current grade, the employees performance is
evaluated and if his performance is above average he is given promotion. PEPSICO promotes only those
candidates who are experienced and eligible for that particular vacancy.
Increments
The company decides at the end of the financial year, according to its financial condition, whether
increments should be given or not.
Free transport
PEPSICO provide free transport to local employee.

Medical facility
PEPSICO provide free medical facility to workers depending upon the position/rank of the employee.
House loans:
They give the facility of house loan only to deserving individual. The loan approval depends upon the post of
the employee.
Overtime payment:
Overtime payment is pay for only those workers who are working more than their working hours mostly
overtime payment is given to low level staff.

RECOMMENDATIONS
1- They should develop such system in their HR department that no ethical issues can be raised.
2- The employees should participate in all the activities of the department.

3- They should choose plan in such a way that when there is a need of recruitment the proper candidate
must be available.
4- The factor of favoritism must be eliminated from the department of HR.
5- They should hold meetings of the HR employees more frequently for eliminating any misunderstanding.

About HR at PepsiCo
Functional expertise involves the
development of business teams,
administration of HR management systems
and the identification of staffing needs.
Execution of processes and the handling of
daily HR-based transactions provide direct
and technical support to the business.
Business partnership allows HR professionals
to actively participate in the business and
learn our ongoing challenges. This allows our
HR team to match the right solutions, ideas,
skills, people and processes to the specific
needs of their business units. You will be able
to leverage your functional knowledge and
skills with the needs of the business in ways
that create measurable results. Creating
valuable change in line with the business
agenda defines our overall contribution to
the results of the business unit. At PepsiCo,
we reserve a spot for you at the leadership
table, but its up to you to earn your voice
and make an impact.

8. TABLE OF CONTENTS NAME------------------------------------------------PAGE

NO.Abstract.Executive
Summary..History of pepsi
colaWhat is
pepsi........................................................................................Pepsi Co.
.Board of Directors and
Committees.Pepsi cola in Pakistan
..Mission
statementVision
statementPromise of
PepsiCo..Facts about the
companyProduct in spot light:
PEPSI..Profit
table.Coke VS.
Pepsi.PepsiCo Asia, Middle East &
Africa.Advertising strategies of Pepsi Vs Beverage
Industry.Genre wide advertising for pepsi and coke
..Advertising of Pepsi WITH
STARS.Pepsi make a program for
society.Pepsi
Heiracy.HR
introductionHR
objectives..HR
Policies..HRIS
.HR
planningHR Functions of
PEPSICO.JOB descriptionReporting
Relationships.Job
Summary..
9. Working condition.Job
Specifications..Employee
empowermentLabour
relations
Recruitment.Internal
MethodsExternal

MethodsStrategies for
Recruitment.Selections
Selection
process.Training and
development.Performance
appraisalCompensation
&benefitsIn PepsiCo following compensation&
benefits
apply..Recommendation.Conclusi
on..
10. ABSTRACT Pepsi-Cola is a carbonated beverage that is produced and manufactured by
PepsiCo. It is sold in stores, restaurants and from vending machines. The drink was first
made in the 1890s by pharmacist Caleb Bradham in New Bern, North Carolina. The brand
was trademarked on June 16, 1903. There have been many Pepsi variants produced over
the years since 1903, including Diet Pepsi, Crystal Pepsi, Pepsi Twist, Pepsi Max, Pepsi
Samba, Pepsi Blue, Pepsi Gold, Pepsi Holiday Spice, Pepsi Jazz, Pepsi X (available in
Finland and Brazil), Pepsi Next (available in Japan and South Korea), Pepsi Raw, Pepsi
Retro in Mexico, Pepsi One, and Pepsi Ice Cucumber in Japan. Pepsi cola is situated is an
Industry thatis dominator by two Competitors Coca Cola and of course themselves. Although
Pepsi and Coke basically go after all consumers who purchase soft drink beverage Coca
Cola targets it product atthe head of household. According to the beverage digest the
customer base for soft drinks is whopping 95% of regular user in United States.This
represents the large number if potential customers for Pepsi Cola.The Pepsis advertising the
campaigns are referring to the markets that marketers refer to as Generation X. The
Generation X consumer isprofiled to be between the age of 18 to 29.They have high
expectations in life and very active. They adopt a lifestyle of living for today and not worry
about long term goal. They also have a focus on the 12 to 18 year old market.
11. Executive SummaryFirst of all we gathered the information from internet and then we
startedanalyzing about the current situation of PEPSICO. During this process ofanalyzing the
HR Department we came across some problems and someadvantages prevailing in the
company. Our project of PEPSICO covers the following HR Areas MISSION AND VISION
STATEMENT OF THE COMPANY HR FUNCTIONS JOB ANALYSIS SWOT ANALYSIS
12. HISTORY OF PEPSICO COLAIn 1893, Caleb Bradham, a young pharmacist from New
Bern, NorthCarolina, begins experimenting with many different soft drinkconcoctions. Like
many pharmacists at the turn of the century he hada soda fountain in his drugstore, where he
served his customersrefreshing drinks, that he created himself. His most popular
beveragewas something he called Brads Drink " made of carbonated water,sugar, vanilla,
rare oils, PepsiCo and cola nuts. One of Calebsformulations, known as Brads Drink ";
created in the summer of1893, was later renamed PepsiCo Cola after the PepsiCo and
colanuts used in the recipe. In 1898, Caleb Bradham wisely bought thetrade name "Pep
Cola" for $100 from a competitor from New York,New Jersey that had gone broke. The new
name was trademarked onJune 16th, 1903. Bradhams neighbor, an artist designed the
firstPepsiCo logo and ninety-seven shares of stock for Bradhams newcompany were

issued.1898 - One of Calebs formulations, known as " Brads Drink " acombination of
carbonated water, sugar, vanilla, rare oils and colanuts, is renamed "PepsiCo-Cola" on
August 28, 1898. Pepsi Colareceives its first logo.1902 - The instant popularity of this new
drink leads Bradham todevote all of his energy to developing Pepsi Cola into a fullfledgedbusiness. He applies for a trademark with the U.S. Patent Office,Washington D.C.,
and forms the first Pepsi Cola Company.
13. WHAT IS PEPSI?Pepsi (stylized in lowercase as pepsi, formerly stylized in uppercase as
PEPSI) isa carbonated soft drink that is produced and manufactured by PepsiCo.
Createdand developed in 1898 and introduced as "Brads Drink", it was later renamed as
Pepsi-Cola on June 16, 1903, then to Pepsi in 1961.PEPSI CO.PepsiCo Inc. is an American
multinational corporation headquartered inPurchase, Harrison, New York, United States, with
interests in themanufacturing, marketing and distribution of grain-based snack
foods,beverages, and other products. PepsiCo was formed in 1965 with themerger of the
Pepsi-Cola Company and Frito-Lay, Inc. PepsiCo has sinceexpanded from its namesake
product Pepsi to a broader range of food and
14. beverage brands, the largest of which include an acquisition of Tropicana in1998 and a
merger with Quaker Oats in 2001 which added the Gatoradebrand to its portfolio as well.As
of 2009, 19 of PepsiCos product lines generated retail sales of morethan $1 billion each, and
the companys products were distributed acrossmore than 200 countries, resulting in annual
net revenues of $43.3 billion.Based on net revenue, PepsiCo is the second largest food &
beveragebusiness in the world. Within North America, PepsiCo is ranked (by netrevenue) as
the largest food and beverage business.Indra Krishnamurthy Nooyi has been the chief
executive of PepsiCo since2006 and the company employed approximately 285,000 people
worldwideas of 2010. The companys beverage distribution and bottling is conductedby
PepsiCo as well as by licensed bottlers in certain regions. PepsiCo is a SIC2080 (beverage)
company.
15. Board of Directors and Committees PepsiCos business strategy and affairs are overseen
by our Board of Directors, which is comprised of one executive director and eleven
independent outside directors. Only independent outside directors make up our three
standing Board Committees, 1) Nominating and Corporate Governance, 2) Audit, and 3)
Compensation.1. Shona L. Brown Senior Vice President, google.org 2. 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 Ray L. Hunt Chairman of the Board, President and Chief
Executive Officer of Hunt Consolidated, Inc. Alberto Ibargen President & Chief Executive
Officer, John S. and James L. Knight Foundation Arthur C. Martinez Former Chairman of the
Board, President & Chief Executive Officer, Sears, Roebuck and co. 3. Indra K. Nooyi
16. Chairman and Chief Executive Officer, PepsiCo4. Sharon Percy Rockefeller President &
Chief Executive Officer, WETA Public Stations James J. Schiro Former Chief Executive
Officer, Zurich Financial Services5. Lloyd Trotter Managing Partner, GenNx360 Capital
Partners Daniel Vasella Chairman of the Board, Novartis AG Alberto Weisser Chairman &
Chief Executive Officer, Bunge Limited

17. PEPSICO COLA IN PAKISTANThe market in Pakistan is surely dominated by Pepsi. It

has proves itself tobe the No.1 soft drink in Pakistan. Now days Pepsi is recognized
asPakistanis National drink. In 1971, first plant of Pepsi was constructed inMultan, and from
their after Pepsi is going higher and higher. Pepsi is thechoice soft drink of every one. It is
consumed by all age groups because ofits distinctive taste. Compared with other Cola in the
market, it is a bitsweeter and it contributes greatly to its liking by all. Consumers
surveyresults explain the same outcome and Pepsi has been declared as the mostwanted
soft drink of Pakistan.Pepsis greatest rival is Coca Cola. Coca Cola has an
internationalrecognized brand. Cokes basic strength is its brand name. But Pepsi with
itsaggressive marketing planning and quick diversification in creating andpromoting new
ideas and product packaging, is successfully maintaining isNo.1 position in Pakistan. In
coming future Pepsi is also planning to enterinto the field of fruit drinks. For this purpose it
has test marketed its mangojuice in Karachi for the first time.When Pepsi was introduced in
Pakistan, it faced fierce competition with 7up,lemon and lime drinks, which was established
during 1968, in Multan. Pepsiintroduced its lemon and lime, "Teem" to compete with 7up. It
successfully,after some years, took over 7up, and this enhanced Pepsis profits andmarket
share. In Pakistan, Pepsi with 7up enjoys 70% of the market sharewhere as the coke just has
20% markets share.Pepsi is operating in Pakistan, through its 12 bottlers all over
Pakistan.These bottlers are Pepsis strength. Pepsi has given franchise to thesebottlers.
Bottlers, produce, distribute and help in promoting the brand. Pepsialso launched its fast food
chain KFC i.e. "Kentucky Fried Chicken.
18. MISSION STATEMENTTo be the worlds premier consumer ProductsCompany focused
on convenient foods andbeverages. We seek to produce healthy financialrewards to
investors as we provide opportunitiesfor growth and enrichment to our employees,our
business partners and the communities inwhich we operate. And in everything we do,
westrive for honesty, fairness and integrity.
19. THE VISION STATEMENTTo be a leading house of FMCG products with local
dominance, globalprominence, the strongest financial fundamentals and maximum
efficiencyPromise Of PepsiCo.
20. FACTS ABOUT THE COMPANY 1.Pepsi is a USA based public company whose stocks
are available in New York. 2.Mountain Dew, acquired by Pepsi-Cola in 1964, switches its
advertising and package graphics room hillbillies to action-oriented scenes. 3.The third
Mountain Dew slogan appeared in 1973 "Put A Little Yahoo in Your Life." 4.PepsiCo acquired
Pizza Hut, Inc. Pizza Hut was founded in 1958 by Dan and Frank Carney. 5.Taco Bell is was
acquired by Pepsi. Taco Bell was established in the mid 1960s by Glen Bell. 6.PepsiCo
purchased Kentucky Fried Chicken, the leader in the quick service chicken market. KFC was
founded by Colonel Harland Sanders. Colonel Sanders began franchising the company in
1952. KFC was spun off along with Pizza Hut and Taco Bell businesses as Tricon Global
Restaurants, Inc. in 1997. 7.PepsiCo purchases Seven-Up International, the third largest
franchise soft drink operation outside the United States
21. PRODUCT IN SPOTLIGHT: PEPSI Type: Pepsi Cola Manufacturer: PepsiCo Country of
origin: USA Introduced: 1902Ingredients: Amount per 100mL Energy 196.5 kJ Fat 0 g
Sodium 0.98 mg Carbohydrates 11.74 g Sugar 11.04 g Protein 0 g Caffeine 10 mg

22. Profit table:MARKET SHARE

23. COKE VS. PEPSICompetitionThe Coca-Cola Company has historically been considered
PepsiCos primarycompetitor in the beverage market,[25] and in December 2005, PepsiCo
surpassedThe Coca-Cola Company in market value for the first time in 112 years since
bothcompanies began to compete. In 2009, the Coca-Cola Company held a highermarket
share in carbonated soft drink sales within the U.S. [26] In the same year,PepsiCo
maintained a higher share of the U.S. refreshment beverage market,however, reflecting the
differences in product lines between the two companies.[26] As a result of mergers,
acquisitions and partnerships pursued by PepsiCo inthe 1990s and 2000s, its business has
shifted to include a broader product base,including foods, snacks and beverages. The
majority of PepsiCos revenues nolonger come from the production and sale of carbonated
soft drinks.[27] Beveragesaccounted for less than 50 percent of its total revenue in 2009. In
the same year,slightly more than 60 percent of PepsiCos beverage sales came from its
primarynon-carbonated brands, namely Gatorade and Tropicana. [26]PepsiCos Frito-Lay and
Quaker Oats brands hold a significant share of the U.S.snack food market, accounting for
approximately 39 percent of U.S. snack foodsales in 2009.[26] One of PepsiCos primary
competitors in the snack food marketoverall is Kraft Foods, which in the same year held 11
percent of the U.S. snackmarket share.PepsiCo Asia, Middle East &Africa
24. The most recently created operating division of PepsiCo covers Asia, the MiddleEast and
Africa. In addition to the production and sales of several worldwide Pepsi-Cola, Quaker
Foods and Frito-Lay beverage and food product lines (includingPepsi and Doritos), this
segment of PepsiCos business markets regional brandssuch as Mirinda, Kurkure and Red
Rock Deli, among others.[1] While PepsiCoowns its own manufacturing and distribution
facilities in certain parts of theseregions, more of this production is conducted via alternate
means such aslicensing (which it does with Aquafina), contract manufacturing, joint ventures
andaffiliate operations. PepsiCos businesses in these regions, as of 2009, contributed13
percent to the companys net revenue worldwide.Advertising strategies of PepsiVs Beverage
IndustryEven today Pepsi is the one of leader of beverage industry but it still follow theCocaCola so it has to do every way to gain more market share and keep itsposition in the top of
cola beverage. As we know the main customer target isteenagers and young adults and they
have similarly interested around the worldthere are sport and music. In fact, the company is
recognized worldwide as aleader in advertising, marketing, sales and promotional initiatives.
Advertisingmake fun that is a purpose of Pepsi other point that Pepsi has to think about it
ishow it can extend its repeat consumer. Pepsi and other Pepsi Cola productsincluding: Diet
Pepsi, Caffeine Free Pepsi, Caffeine Free Diet Pepsi, Pepsi Max,Mountain Dew, Slice, Diet
Slice, Gatorade, Sobe and Mug brands. a cool and up-to-date so nobody can say they do not
know what Pepsi is.
25. GENRE WIDE ADVERTISING FORPEPSI AND COKEThis clearly helps to establish a
very interesting fact that Coke is advertised moreon genres such music, soaps, news bulletin
and Pepsi is advertised more onsports such as cricket, soccer and wrestling
26. Advertising of Pepsi WITH STARSPepsi co. started advertising with different stars of
different countries toenhance their consumptionsPEPSI made the Program is aimed at
identifying the Cricket Talent in the PakistaniYouth and would help in developing skilled

cricketers at the grassroots level whichcan then be groomed to become super stars of the
future.
27. PEPSI MAKE A PROGRAMFOR SOCIETYPEPSI made the Program is aimed at
identifying the Cricket Talent in the PakistaniYouth and would help in developing skilled
cricketers at the grassroots level whichcan then be groomed to become super stars of the
future.PEPSI HEIRCAY:
28. HR INTRODUCTION:HR department follows the policies by the HR department of
PEPSICO. AtPEPSICO, their belief that "their people are their greatest assets. They
takegreat pride in acknowledging the contribution each one of them makes. They focuson
People Development and for that they ensure:Staff PEPSICO with world class Professionals
and ensure that the right systemsare in place to encourage them to develop to their full
potential. Create a collaborative and mutually supportive work environment that encourages
people to grow. Build a team of professionals who deliver expertise by participating in
business decisions. Develop Performance Management and reward systems underlying our
Business strategy.
29. HR OBJECTIVES: To look out for the well being of all employees of the company.
Provide leadership and direction to employees of the company. Career Development
planning for all employees of the company. Ensure thorough training of nationwide
employees. To provide individual employees with orientation on the company at the time of
joining. To provide employees with solutions to their problems. Maintaining data records of
all employees of PEPSICO (Human Resources information System). To evaluate and retain
those employees who are assets to the company.HR Policies:Friendly, conversant, flexible
and congruent with business environment. Policiesare legally compliant with clearly
expressed processes for timely revisions and aframework in place to foster employee
adherence.
30. HRIS: Development of interactive web-site aligned with all HR sub-functions to facilitate
communication between employee and organization through dialogue boxes and speedy
availability of information. Enhancing overall perception of HR, as with the help of HRIS the
function of HR is changing direction and heading towards Relationship Building, in this all the
links are being recreated and employees are given much more weight as compared to
past.HR PLANNING:HR plannings purpose is to determine what HRM requirements exist for
current &future supplies & demands of workers. The organization ensures that they havethe
right number and kinds of people at the right place; this task is accomplishedby regular
recruitment and selection, performance evaluation, Promotions, RegularTraining and
development programs.
31. HR Functions of PEPSICO:STRENGTHS: 1. The people in the HR department of
PEPSICO are extremely qualified personnel so no flaws in decision making are prominent. 2.
They have sufficient resources of getting knowledge from outside sources. 3. They prefer
new entrants of the market to increase their efficiencyWEEKNESS: 1. The ethical issues in
the PEPSICO prevail the most. 2. The employees in the PEPSICO dont participate equally
so there are chances of misspalnning.
32. JOB DESCRIPTION Company Name: PEPSICO Job Title: Assistant HR Manager Job
Code: 310-4 Salary: Rs.35000 Reporting Relationships : Assistant HR manager reports to

HR Manager, and then he reports to the HR Secretary. Then all other HR people get
information from the HR secretary.
33. Job Summary: Manage the HR activities of the department. plans and develops the
systems and procedures for recruiting Supervises staff in accordance with companys
policies and procedures. Responsible for coaching and training. Job Duties HR managers
major duties include assisting the HR activities, for instance if any recruiting procedure needs
to be implemented then the HR manager is responsible for it. HR manager in PEPSICO has
to make some plans for a assigning duties to the employeeWORKING CONDTIONS:
Working conditions are normal for an office environment. Work may require occasional
weekend and/or evening work. Performance Standards: PEPSICO expects from its
employees specific performance expectations for each major duty and also expects certain
behaviors like friendliness, helpfulness, courtesy, and punctuality.Job Specifications:In
PEPSICO the minimum job requirement for a HR Manager is Master degree inHRM with
relevant work experience.
34. EMPLOYEE EMPOWERMENT :The company is giving more stress on employee
empowerment by giving themright to participate in decision making specially those decision
which directly affectthe employee themselves. Also the company gives the subordinates the
right towork on the behalf of its supervisor in absence of him.The company is paying more
attention to strengthen the relationship amongemployees by giving them equal opportunities
to take advantage of the firmsincentives, because no biasness among employees is
practiced in the firm whichaffects the good relations among employees.LABOUR
RELATIONS :The company is paying more attention to strengthen the relationship
amongemployees by giving them equal opportunities to take advantage of the
firmsincentives, because no biasness among employees is practiced in the firm whichaffects
the good relations among employees.
35. RECRUITMENT :PEPSICO employs through both formal and informal ways of
recruitment.Departments tell their need to HR department. And then recruitment is done on
therequirement by the project. All candidates send their CVs by post; they are thenshort
listed and called. So those candidates then report at the PEPSICO fromwhere they are sent
to the Human Resource Department for further interviews. Butrecently PEPSICO has
devised a new way of recruitment i.e. online Applications.They give Ads in leading
newspaper and use some other mass mediacommunication channels and then receive
applications and CVs online. In thisway huge paper work is reduced and recruitment process
is improved in terms ofefficiency and convenience with the use of
technology.RECRUITMENT :PEPSICO uses both Internal and External Recruitment. But the
priority is given tothe internal if the employee has the capabilities, required by the
management forworking on that post. In Internal recruitment they ask for employee referrals.
Anyemployee can refer any competent and potential person and if the referred personcomes
up to their expectations and hired, then the one who referred is rewardedwith a bonus. In
External environment the companys corporate Image matters alot in a way that not only new
candidates are attracted but also people whobecame a part of it in past.InternalMethods
:PEPSICO usually prefers Job Posting in whichemployees from with in the organization

arepreferred but if the organization feels that theemployee is not competent enough then they
go
36. for external methods. Such announcements are made through bulletin boards,memos
and other internal sources.External Methods :PEPSICO usually prefers advertising through
newspapers and their official websitefor their recruitment purposes. They give an open
invitation to everyone to apply,so people who are interested come and if they are capable
enough they are hired.They dont prefer any specific universities or colleges to get the
applicants, whatmatters are the potential talent and caliber of the person and his
commitment towork. Last year a scheme is started in which team of HR professionals
visitsdifferent colleges and universities to recruit fresh and passionate candidates.Strategies
for Recruitment The recruitment process is likewise the same but minutely varies in the
organization depending upon the ranks. In recruitment PEPSICO keeps certain things in
front e.g. What the person was getting (in terms of salary) prior to PepsiCos Job.
37. Whether the person is polished enough to adjust in their environment. Whether
He/she has the required technical skills, the required qualification for the specific job. In
PEPSICO they surely see qualifications but they prefer a person with required skills,
aptitudes, experience and capabilities.STRENGTHS: 1. The factor of succession planning is
prevailing 2. They use the right techniques in recruiting.WEEKNESS: 1. At the time of the
recruitment the most suitable and appropriate employee may not be available.SELECTION:In
PEPSICO, selection Criteria is based on numerous factors such aseducation, health,
background and previous experience.
38. SELECTION PROCESS1.The Application :The employment application is candidates
first chance to present hisqualifications to the Organization. As such, it is extremely critical
for his/hercontinued participation in the examination process. Before beginning, one has
toreview thoroughly what the Job Announcement specifies as the requirements toqualify for
the position. Candidate must meet these criteria to be considered forthe position; ensure
that, otherwise candidate will be wasting his effort incompleting the application. Most entries
on the form are self-explanatory, but afew pointers on filling it out may help.2.Written
Exams:Written exams are usually obtained from one of several test construction
firmsavailable to them. These tests are designed to determine level of technical
and/oranalytical abilities associated with the particular position for which candidate
hadapplied. The test which is conducted in PEPSICO selection purpose is TEST
OFCOGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas,some
people are selected on the basis of experience.
39. 3.Performance Exams:Performance exams test ability to accomplish specific job-related
tasks byproviding the opportunity to actually perform them. These tests are
scheduledthrough the Human Resources Department office, with notification in writing of
thedate, time, location and duration of the test. Instructions will be given on the tasksto be
completed and then asked to complete them. Individuals with considerablerelevant
experience will conduct the evaluations. Safety, quality of work,adaptability, performance
under stress, etc. are evaluated.4.Specialized Testing :Some positions will require
specialized testing, such as technicalskills, agility and communication skills etc. These tests
are scheduledjust as like other tests.5.The Panel Interview :The results of this component of

the exam process will be used to determine ifcandidate should be included on theList of
Eligible Candidates forwarded tothe hiring authority for consideration fora departmental
Selection Interview.This portion of the examination isnormally weighted 100% (or asindicated
on the Job Announcement.The Panel is comprised of qualifiedindividuals, which may or may
not be employees of the City. Normally, the panelwill consist of three evaluators. These
individuals will evaluate responses to avariety of job-related questions over the scheduled
time period.
40. 6.The Selection Interview :Once the List of Eligible Candidates is established it is sent to
the Department(s)that is hiring to fill a current vacancy. The Department Head is responsible
forsetting up Selection Interviews. He/she may interview anyone on the list, since allpersons
referred to the department are qualified. The Department Head will belooking for the
candidate with the best qualifications for their particular position.The candidate selected to fill
the vacancy will undergo a medical examination,drug screen, background investigation, and
a probationary period before attainingpermanent employment status.STRENGTHS They
implement a crucial testing system which affects the selection process. They have a
separate selection criteria for each job.WEEKNESS: They take group interview which
causes much confusion.TRAINING &DEVELOPMENT:PEPSICO has trained and developed
many of itssenior and fast track managers and supervisors. Forlower and technical staff the
organization have acomplete training calendar for the year, iforganization thinks and feel that
an employeerequires training to update his knowledge about the
41. field, he just have to report the HR department and he will be listed for the nexttraining
program.On-the-job Training:As compared to other competitive organizations the training
program ofPEPSICO is quite different. It providesfull opportunity to its employee todevelop
themselves and also trainthem according to the requirements oftheir job. In return they will
be greatestasset for their organization. Theemployee is being trained in manyways while they
are on job.External sources:These are formal training opportunities that PEPSICO offers
toemployees either internally or externally. A trainer, facilitator and/orsubject matter expert
are brought into the organization to provide thetraining session or an employee are besent to
one of these learning opportunitiesduring work time. These trainingopportunities are
provided in the form ofseminars, classroom training courses andworkshops.STRENGTHS:
They hire foreign instructor for the training of the employees The employees after getting
trained perform well and become able to maximize their potential.
42. WEEKNESS: The factor of favoritism effect the performance of certain
employees.PERFORMANCEAPPRAISAL:The jobs are evaluated on yearly basis under 360o
method; the competentemployees are rewarded in shape of promotions, bonus, increments
and annualholidays and promotion. The results of an appraisal can be used to identify
areasfor further development of the employee. The organization also uses
differentquestionnaires, which consist of numerous questions about the behavior of
theemployee, and then on the basis of these answers personality of the employee isjudged.
When evaluation is made the unsatisfactory performers are given warning.The employee
after warning is put under observation, for some period of time andif the employees
performance is still unsatisfied then are demoted or fired.COMPENSATION &BENEFITS

43. Human Resource Management (HRM) has never been as significant as it is

today.Companies want to attract, retain and motivate brains to meet objectives.
TodayHumans are regarded as one of every companys assets so they need to beefficiently
and effectively managed. One of the tools companies use to attract,retain and motivate its
people is Compensation Management. In this hub, I shalldefine compensation and benefits
along with their advantages for a company andits workers.COMPENSATION:Would the three
salespersons and the receptionist work for free? No. They would,like us all, expect
something in return. You must have heard a common phrase:Give and Take. You always
have to give things topeople in return to what you take from them.Compensation refers to this
exchange, but inmonetary terms. Compensation is the employersfeedback for an employees
work. It simply is themonetary value you would give to your fouremployees in return of their
services.Gary Dessler in his book Human ResourceManagement defines compensation in
these words"Employee compensation refers to all forms of paygoing to employees and
arising from theiremployment."BENEFITS:Employees today are not willing to work only for
the cash alone, they expect extra.This extra is known as employee benefits. Also known as
fringe benefits,Employee benefits are non-financial form of compensation offered in addition
tocash salary to enrich workers lives.Employee benefits are not performance-based, they
are membership-based.Workers receive benefits regardless of their performances. Employee
benefits as awhole have no direct affect on employee performance, however,
inadequatebenefits do contribute to low satisfaction level and increase absenteeism
andturnover in employees. So you would have to carefully design your benefitpackage. Your
package may include a cell phone to each worker, taking them to atraining workshop or
seminar, giving them a day or two off every month and so on.While deciding on the benefits
package, do consider the associated costs.
44. IN PEPSICO FOLLOWINGCOMPENSATION &BENEFITS APPLY:Promotion:Promotion
is direct shift only to the next level from the current grade, theemployees performance is
evaluated and if his performance is above average heis given promotion. PEPSICO
promotes only those candidates who areexperienced and eligible for that particular
vacancy.Increments:The company decides at the end ofthe financial year, according to
itsfinancial condition, whether increments should be given or not.
45. Free transport:PEPSICO provide free transport to local employee. Medical
facility:PEPSICO provide free medical facilityto workers depending upon theposition/rank of
the employee.House loans:They give the facility of house loan only to deserving individual.
The loan approvaldepends upon the post of the employee.
46. Overtime payment:Overtime payment is pay for only those workers who are working
more than theirworking hours mostly overtime payment is given to low level staff.
47. They should hold meetings of the HR employees more frequently for eliminating any
misunderstanding. The factor of favoritism must be eliminated from the department of HR.
They should choose plan in such a way that when there is a need of recruitment the proper
candidate must be available. The employees should participate in all the activities of the
department. They should develop such system in their HR department that no ethical
issues can be raised.RECOMMENDATIONS

48. CONCLUSIONPepsiCo a name of standard and quality product. PepsiCo is stressing

moreon its short term planning strategies to make its image good enough in theworld
community. And is stressing more on the customer services and healthand nutrition factors. It
has a strong management to keep the PepsiCo on theheight of professionalism and
commitment to quality. Managementfunctions have a strong impact in thePepsiCo. The
management of the PepsiCodoes not compromise on the quality andthe values to be
followed. This way thecompany is prospering by accelerating itsfunctions in a well mannered
Way.
49. BIBLIOGRAPHYMaterial Provided by JBPL (PEPSICO)Websites:www.google.comwww.jaibeverages.comwww.pepsico.com