Summer Internship Project Report

A STUDY ON
RECRUITMENT & SELECTION PROCESS – PEPSI DELHI

A Report Submitted To
Asian Business School, Noida
As a partial fulfillment of Full time
Post Graduate Diploma in Management (PGDM)
(Approved by AICTE, Ministry of HRD)

Submitted to: Submitted by:

Dr. Sandhya Aggarwal Mohana Prasanth.S
Asian Business School Reg:No:ABS/PGDM/JULY16/079
Noida Batch: 2016-18

Asian Business School (ABS)

A2, Sec-125, Noida
Website:www.abs.edu.in

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 CERTIFICATE

This is to certify that the dissertation entitled “A STUDY ON RECRUITMENT &

SELECTION PROCESS IN PEPSICO - DELHI” is a Bonfide record of independent

research work done by Mohana Prasanth.S (Reg.No... ABS/PGDM/JULY16/079) under

my supervision and submitted to Asian Business School in partial fulfillment for the

award of the Degree of Post Graduate Diploma in Management.

(Mohana Prasanth)

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 PROJECT GUIDE CERTIFICATE

Guide Name:
Dr. Sandhya Aggarwal Asian Business School,
Department Of Management Sec-125, Noida 201303

CERTIFICATE

This is to certify that the dissertation entitled “A STUDY ON RECRUITMENT &

SELECTION PROCESS IN PEPSICO -DELHI” is submitted to Asian Business

School, in partial fulfillment for the award of the Degree of Post Graduate Diploma in

Management. The record work has been done by Mohana Prasanth.S (Reg.No…

ABS/PGDM/JULY16/079). The Project has been done under my supervision & guidance

and the project has not formed the basis for the award of any degree or other similar title

to any candidate.

SIGNATURE SIGNATURE

(Internal Examiner) (External Examiner)

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 ACKNOWLEDGEMENT

On successfully completing Two Months Summer Internship Training/ Project on “A

STUDY ON RECRUITMENT & SELECTION IN PEPSICO - DELHI”

I am thankful to our HR Manager “Ms. Ramneet Kaur” due to whose kindliness; I was

given the opportunity for the Summer Internship program.

I have completed this project under the guidance of “Dr. Sandhya Aggarwal”.

I would like to express my special thanks of gratitude to our CRC Department and

Director of Asian Business School.

I am especially thankful to all other members for their excellent support and co-operation.

(MOHANA PRASANTH)

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 DECLARATION

I, hereby declare that the report entitled “A STUDY ON RECRUITMENT &

SELECTION IN PEPSICO - DELHI”.

I further declare that this project report is submitted as per requirement of PGDM

curriculum, is my original work and based on the findings during the project.

This project report would not be submitted in any other institute for any award of any

other degree, diploma, fellowship or other similar title or prices.

This project report would not be submitted in any other degree in future and no other

person will be allowed to copy from this project in any other form.

If I am found to be guilty of not fulfilling the above promises, my submission can be

declared invalid and college has the right to reject this project.

Mohana Prasanth
PGDM (2016-18)

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 CONTENTS

CHAPTER-1 9-14
1.1 Introduction….…………………………………………………………9
1.2 Objective of the study………………………………….………………11
1.3 Needs & Importance for the study...………………………………...…12
1.4 Methodology………………………………….……………….……….13

CHAPTER-2- ORIGIN 15-24

2.1 The PepsiCo Origin ...……………………………..…………....….……15
2.2 Brand factors………...………………………………………..……........19
2.3 Values and Philosophy.…………………………….……….….….….…21
2.4 Company history…………………………………………………….….22

CHAPTER-3- PROFILE 25-35

3.1 Human sustainability ….…………………………………………….….25
3.2 R&D Drives Our Human Sustainability Work…………………….……28
3.3 Responsible Marketing………………………………………….……....29
3.4 Talent Sustainability…………………………………………….……....32
3.5 Company information…………………………………………………...34

CHAPTER-4 -PEPSICO IN INDIA 36-39

4.1 Establishment……………………………………………………….……36
4.2 Core values and Principles……………………………………….……....37
4.3 Performance with purpose……………………………….……….……...38
4.4 Mission and Vision…………………………………………….….……..39

CHAPTER-5 RECRUITMENT AND SELECTION 40-59

5.1 Introduction…………………….……………………………………..….40
5.2 Methods………………………….……………………………..……..….43
5.3 Recruitment needs…………………………………………..…..………...42

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 5.4 Types of jobs……………………………………………………..……...45
5.5 On roll jobs………………………………………………………….…...45
5.6 Process for on roll jobs………………………………..………….……...47
5.7 Off roll jobs……………………….……………………………………...48
5.8 Eight steps of the call…………….……………………………………...48
5.9 Importance of PSR…………………………………………………….....54
5.10 Ideal profile……..……………………………………………………......55
5.11 Process for off roll jobs…………….…………………..………………...56
5.12 Important questions………………….…………………………………...58

CHAPTER 6- ANALYSIS 60-71

6.1 Source of applicant……………………………………….….………...…..60
6.2 Criteria for filtering the candidates………………………..…….….…......61
6.3 Interview techniques……………………….….....……….……….…..…..62
6.4 Attraction towards the organization……….……...……….………...….....63
6.5 Reference checks………………………….…………..…….……....……..64
6.6 Induction program……………………….……….…..……….…....….…..65
6.7 Reason for quitting the job…………….……….……..……….....………..66
6.8 Work experience……………………….…….………..………..………….67
6.9 Supervisor guidance………………….……….……….…....…..…..……..68
6.10 Flexibility of work hours………….……….….……….…....…..………...69
6.11 Job satisfaction…………………….……….…....…….…….….………...70
6.12 Growth opportunity………………………….………….…....…....……...71
6.13 Job stress……………………………………….………….……..…….….72
6.14 Qualification……………………………………..………………....……..73
FINDINGS 74
SUGGESTION AND RECOMMENDATIONS 75
LIMITATIONS 76
CONCLUSION 77
BIBLIOGRAPHY 78
Appendix/ Annexure 79

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 EXECUTIVE SUMMARY

Success of every business enterprise depends on its human resource. Finding the
right man for the job and developing him into a valuable resource is an indispensable
requirement of every organization. Proper recruitment helps the line managers to work
most effectively in accomplishing the primary objective of the enterprise. In order to
harness the human energies in the service or organizational goals, every HR manager is
expected to pay proper attention to recruitment and selection activities in an organization.

Thus, personnel functions, recruitment and selection, when carried out properly,
would enable the organization to hire and retain the services of the best brains in the
market. The world's best companies have established their strength
with their people. The employees identify themselves with the company they are working
for. This also helps in building up their spirit, morale and spirit-de-cops which becomes
strength of the company.

There are certain ways that are to be followed by every organization, which
ensures that it has right number and kind of people, at the right place and right time, so
that organization can achieve its planned objective. The project covers introduction of
Recruitment and Selection, Purpose and Importance of Recruitment, Sources of
Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make the
Recruitment Process more effective. It also includes the challenges faced by HR in
recruitment process and the recent trends in recruitment process.

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 CHAPTER 1

1.1 INTRODUCTION

I have done my project on recruitment and selection process in PepsiCo Company,

Delhi NCR. The reason I have chosen recruitment and selection process to enable the
knowledge how the company recruit the candidates and on what basis they choose the
candidate. This study is helpful for my career as well as to the company.

OVERVIEW
The chapter-1 contains the report regarding INTRODUCTION part of the
company. This chapter starts with the introduction- an abstract and over view of the
study. Then a brief note on the objectives of the study, importance of the study, the
methodology- the primary data and secondary data and the last is limitation of the study.
In this part I discussed about the aims, research techniques and methodology of the study.

The chapter-2 is the origin of the PEPSICO Company. This holds information
regarding the company history, milestones, and the important dates of the company. This
is an overview of the company which shows the entire information regarding the
management details.

The chapter -3 is the profile of the company involving details regarding human
sustainability, R & D Drives, responsibilities and company information

The chapter- 4 gives information regarding PepsiCo India. Holding details like
company values and principles, mission and vision of the company

The chapter-5 enables the main objective of the project i.e Recruitment and
Selection process. This contains the objective, need and importance of the topic and the
current process held up by the PepsiCo. The detailed study of the topic is given under this
chapter.

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 The chapter-6 is the actual analysis part that I carried out. The whole analysis part
is carried out on the basis of the observation method and direct interview for the data
collection. The data is tabulated and illustrated with the help of pie charts and various
other graphs.

The chapters-7 of this report is about major findings I came to know during the
problem. Last but not the least, at the end of this report I have given the suggestions and
recommendations, conclusion and details of the books and online portals that I have used
to carry out the report.

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1.2 OBJECTIVES:
Recruitment and selection plays a vital role in any organization. Since
employees are the valuable assets of the company, they have to be placed in right position
at right time. The main objective of my study is to know the key stones of recruitment
and selection process and the next is to analyze the process and make the necessary
changes if required.

 To study the recruitment process of the PEPSICO.

 To study hierarchy level of the process
 To know the various sources of recruitment and selection adopted by PEPSICO.
 To know the loop holes of the process
 To suggest the suitable ways aimed at improving the recruitment process

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1.3 NEED AND IMPORTANCE:

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

When it relates to me I can get the complete picture how the process is being
taking place and helps for my career when I go for an interview. This is even useful for
organization for viewing their present situation whether they are processing properly or
not and helpful to make the required changes for the future purpose.

 The preview of the recruitment and selection process

 Acts as guidelines
 Enables types of process is being used
 Enables the required changes
 Maintains the complete overview of the process

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1.4 METHODOLOGY:

The methodology adopted aimed at a detailed study and scrutiny of the current
recruitment and selection practices including retention ship. The study is completely
based on observation process by maintaining relevant questionnaire.

1.4SAMPLING METHOD AND SAMPLE SIZE

I used both the primary as well secondary data to gather the data from the market.
1.4.1 Secondary data: -

Secondary data consist of information that already exists somewhere, having been
collected for another purpose. I have gathered secondary data from website of different
operators, newspapers and libraries.

1.4.2 Primary data: -

I have collected the data directly from the candidates, since I followed the
observation method I have noted down all related information; even I took personal
interview of candidates.

1.4.3 Sample size: -

I have taken sample size of 50 respondents from the candidates who have
appeared for interview and some of employees by orally.

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1.5.SAMPLING METHODOLOGY

Since I have done my project on basis of observation method, I directly visited the
places and noted down the required information, even I took personal interview of the
candidates for some requirements.

1.5.1 Research tool

The primary data collected by using the observation method. Before starting the
work I have prepared questionnaire depending up on my requirements, while going to
candidates I carried down this questionnaire and started ticking the proper answers. Some
answers obtain by observation of the candidates.

1.5.2 Statistical terms used

The responses of all the questions were summed up from all the answered
questionnaires. These summed up responses were calculated to derive the percentages-to
make the interpretations more elucidated, being represented in the form of tables, pie-
diagrams and other graphical tools.

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 CHAPTER 2

2.1 PEPSICO
It was first introduced as "Brad's Drink" in New Bern, North Carolina in 1898 by
Caleb Brad ham, which made it at his pharmacy where the drink was sold. It was later
named Pepsi Cola, possibly due to the digestive enzyme pepsin and kola nuts used in the
recipe. Brad ham sought to create a fountain drink that was delicious and would aid in
digestion and boost energy.
In 1903, Brad ham moved the bottling of Pepsi-Cola from his drugstore to a
rented warehouse. That year, Brad ham sold 7,968 gallons of syrup. The next year, Pepsi
was sold in six-ounce bottles, and sales increased to 19,848 gallons. In 1909, automobile
race pioneer Barney Old-field was the first celebrity to endorse Pepsi-Cola, describing it
as "A bully drink...refreshing, invigorating, a fine bracer before a race". The advertising
theme "Delicious and Healthful" was then used over the next two decades. In 1926, Pepsi
received its first logo redesign since the original design of 1905. In 1929, the logo was
changed again.

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 In 1931, at the depth of the Great Depression, the Pepsi-Cola Company entered
bankruptcy - in large part due to financial losses incurred by speculating on wildly
fluctuating sugar prices as a result of World War Assets were sold and Roy C. Megargel
bought the Pepsi trademark. Eight years later, the company went bankrupt again. Pepsi's
assets were then purchased by Charles Guth, the President of Loft Inc. Loft was a candy
manufacturer with retail stores that contained soda fountains. He sought to replace Coca-
Cola at his stores' fountains after Coke refused to give him a discount on syrup. Guth then
had Loft's chemists reformulate the Pepsi-Cola syrup formula.
On three separate occasions between 1922 and 1933, the Coca-Cola Company
was offered the opportunity to purchase the Pepsi-Cola company and it declined on each
occasion.
Pepsi Logo

Pepsi is one of the world's most famous brands much like its rival Coca Cola
Pepsi Cola was originally called Brad's Drink after its creator, Caleb Brad ham, a
pharmacist from North Carolina. Pepsi was a carbonated soft drink he created to serve his
drugstore's customers. The new name, Pepsi-Cola, was first used on August 28. The
Pepsi logo is a simple globe with the Pepsi colors in the background and the word Pepsi
in the foreground. Pepsi has changed its logo and its slogans a number of times since its
introduction in 1898.

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The Pepsi slogans through the years are listed below:

1903 – Exhilarating, Invigorating, Aids Digestion

1907 – Original Pure Food Drink
1908 – Delicious and Healthful
1913 – Drink Pepsi-Cola. It Will Satisfy You
1915 – For All Thirsts – Pepsi-Cola
1919 – Pepsi-Cola – It Makes You Scintillate
1920 – Drink Pepsi-Cola – It Will Satisfy You
1928 – Peps You Up!
1929 – Here’s Health!
1932 – Sparkling, Delicious
1933 – It’s the Best Cola Drink
1934 – Twice as Much for a Nickel (Slogan)
1934 – Double Size
1934 – Refreshing and Healthful
1938 – Join the Swing to Pepsi-Cola
1939 – Twice as Much for a Nickel (Jingle)
1943 – Bigger Drink, Better Taste
1947 – It’s a Great American Custom
1949 – Why Take Less When Pepsi’s Best
1950 – More Bounce to the Ounce
1954 – The Light Refreshment
1955 – Refreshing Without Filling
1958 – Be Sociable, Have a Pepsi
1961 – Now It’s Pepsi for Those Who Think Young
1963 – Come Alive! You’re in the Pepsi Generation
1967 – Taste that Beats the Others Cold. Pepsi Pours It On
1969 – You’ve Got a Lot to Live. Pepsi’s Got a Lot to Give
1973 – Join the Pepsi People Feelin’ Free
1974 – Lipsmackin thirst quenchin

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1976 – Have a Pepsi Day
1979 – Catch that Pepsi Spirit
1981 – Pepsi’s Got Your Taste for Life
1983 – Pepsi Now!
1984 – The Choice of a New Generation
1992 – Gotta Have It
1993 – Be Young, Have Fun, Drink Pepsi
1995 – Nothing Else is a Pepsi
1996 – Drink Pepsi. Get Stuff / Change The Script
1997 – Generation Next
1999 – Ask for More
1999 – For Those Who Think Young / The Joy of Pepsi-Cola
2001 – The Joy of Pepsi
2002 – Think Young Drink Young
2003 – It’s the Cola / Dare for More
2006 – Why You Doggin’ Me / Taste The One That’s Forever Young
2007 – More Happy / Taste The One That’s Forever Young
2008 – Pepsi Stuff / Pepsi Is # 1 / Something for Everyone
2009 – Refresh Everything / Every Generation Refreshes the World
2010 – Every Pepsi Refreshes The World
2011 – Summer Time is Pepsi Time / Born in the Carolinas

2012 – Where there’s Pepsi, There’s Music / Change The Game / The Best Drink Created
Worldwide

2013 – Live for Now

2015 till present – Out of the Blue / The Joy of Pepsi-Cola

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2.2 BRAND FACTORS

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

Beverages

PepsiCo India’s expansive portfolio includes iconic refreshment beverages Pepsi,

7 UP, Nimbus, Miranda and Mountain Dew, in addition to low calorie options such as
Diet Pepsi, hydrating and nutritional beverages such as Aquafina drinking water, isotonic
sports drinks - Gatorade, Tropicana100% fruit juices, and juice based drinks – Tropicana
Nectars, Tropicana Twister and Slice. Local brands – Lehar Evervess Soda, Dukes
Lemonade and Mangola add to the diverse range of brands.

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Foods

PepsiCo’s food division, Frito-Lay, is the leader in the branded salty snack market
and all Frito Lay products are free of trans-fat and MSG. It manufactures Lay’s Potato
Chips, Cheetos extruded snacks, Uncle Chipps and traditional snacks under the Kurkure
and Lehar brands. The company’s high fibre breakfast cereal, Quaker Oats, and low fat
and roasted snack options enhance the healthful choices available to consumers. Frito
Lay’s core products, Lay’s, Kurkure, Uncle Chipps and Cheetos are cooked in Rice Bran
Oil to significantly reduce saturated fats and all of its products contain voluntary
nutritional labeling on their packets.

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2.3 PEPSICO VALUES & PHILOSOPHY

Our Values & Philosophy are a reflection of the socially and environmentally
responsible company we aspire to be. They are the foundation for every business decision
we make.

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

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2.4 COMPANY HISTORY:

PepsiCo, Inc. is one of the world's top consumer product companies with many of
the world's most important and valuable trademarks. Its Pepsi-Cola Company division is
the second largest soft drink business in the world, with a 21 percent share of the
carbonated soft drink market worldwide and 29 percent in the United States. Three of its
brands--Pepsi-Cola, Mountain Dew, and Diet Pepsi&mdashe among the top ten soft
drinks in the U.S. market. The Frito-Lay Company division is by far the world leader in
salty snacks, holding a 40 percent market share and an even more staggering 56 percent
share of the U.S. 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 ready-to-eat cereals.

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 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

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 PepsiCo receives 2007 Catalyst Award
 PepsiCo in Top 10 of Diversity Inc’s Top 50 Companies for Diversity list
 Indra Nooyi receives India Abroad award

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3. PROFILE OF THE COMPANY

3.1 HUMAN SUSTAINABILITY

We will continue to build a portfolio of enjoyable and wholesome foods and

beverages and invest in communities where we operate by partnering with local farmers
and community groups and creating products for local tastes.

Our Product Portfolio

Our products deliver great taste, nutritional value, convenience, affordability and
enjoyment. We continue to make great strides in transforming our portfolio to meet
consumers' evolving needs.

Our Goals and Commitments

 Increase the amount of whole grains, fruits, vegetables, nuts, seeds and low-fat
dairy in our global product portfolio.
 Reduce the average amount of sodium per serving in key global food brands, in
key countries, by 25 percent by 2015 with a 2006 baseline.
 Reduce the average amount of saturated fat per serving in key global food brands,
in key countries, by 15 percent by 2020 with a 2006 baseline.
 Reduce the average amount of added sugar per serving in key global beverage
brands, in key countries, by 25 percent by 2020 with a 2006 baseline.

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Role in the Marketplace

We care about the health of the consumers who enjoy our products and want to
make it easier for them to make smart choices. We are doing this by providing a wide
variety of healthful food and beverage products that are clearly labeled, appropriately
marketed and available in a variety of portion sizes.

Our Goals and Commitments

 Display calorie count and key nutrients on our food and beverage packaging by
2012.
 Advertise to children under 12 only products that meet our global science-based
nutrition standards.
 Eliminate the direct sale of full-sugar soft drinks to primary and secondary
schools around the globe by 2012.
 Increase the range of foods and beverages that offer solutions for managing
calories, like portion sizes.

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Role in the Community

We actively lead and engage in private-public partnerships with key external

experts and stakeholders in the global health policy and science/nutrition communities to
help address global nutrition challenges. We believe that by joining forces with partners
across many sectors, we can make a far greater impact than by working alone.

Goals and Commitments

 Invest in our business and research and development to expand our offerings of
more affordable, nutritionally relevant products for underserved and lower-
income communities.
 Expand PepsiCo Foundation and PepsiCo corporate contribution initiatives to
promote healthier communities, including enhancing diet and physical activity
programs.
 Integrate our policies and actions on human health, agriculture and the
environment to make sure that they support each other.

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3.2 R&D Drives Our Human Sustainability Work

To support our human sustainability work and progress on our global goals we are
changing the way we innovate at PepsiCo. We are expanding our global research and
development capability under the leadership of one of the world's leading
endocrinologists and experts in nutrition, technology, food science and safety,
epidemiology, product development, behavioral medicine and public health policy. Our
team is focused on science-based nutrition standards and developing food and beverage
products that positively impact health. This increased research capability and investment
brings a new level of expertise and focus to our efforts to develop products that address
consumer cultural tastes and food preferences with the right nutrition and functional
benefits.

That's why we're developing products and distribution solutions directly aimed at
addressing undernourishment, particularly in Nigeria, India and South Africa. We are
also linking nutrition and agriculture by sharing our expert knowledge with small-scale
farmers to improve the productivity and enrich their crops.

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3.3 RESPONSIBLE MARKETING

Teaching children sensible eating habits at an early age is a critical part of their
up-bringing. As a major advertiser we need to do our part to help parents succeed in this
task.

Teaching children sensible eating habits at an early age is a critical part of their
up-bringing. As a major advertiser we need to do our part to help parents succeed in this
task. Our approach has been to join a leading set of other food and beverage companies in
agreeing to change what younger children are seeing advertised on TV and in other
media, such as magazines and the Internet. Importantly, we are doing this in countries
around the world where we do business today. Naturally, we cannot prevent children
from seeing all of our advertising, but we can ensure that those media channels, which
are most targeted at children, only carry advertisements for certain products. From
PepsiCo's perspective, these are products that meet specific nutrition criteria intended to
encourage the consumption of healthier foods and beverages. The policy covers our
entire product portfolio and is subject to independent compliance monitoring by
Accenture. Further details on our policy are outlined below.

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PepsiCo's Policy on Responsible Advertising & Marketing to Children

PepsiCo has long been a promoter of responsible advertising to all consumers,

shown for example through our adherence to the Consolidated ICC Code of Advertising
and Marketing Communication Practice.

We further acknowledge that children, as a potentially vulnerable group of

consumers, deserve greater attention.

PepsiCo has therefore joined a group of top global food and beverage
manufacturers, in adopting a worldwide voluntary commitment to restrict our advertising
and marketing to children only to those products which meet PepsiCo's Nutrition Criteria
for Advertising to Children intended to encourage the consumption of healthier food and
beverage products.

PepsiCo's Nutrition Criteria for Advertising to Children

This policy is currently being rolled out and will be fully implemented, at the
latest, by the end of 2010. We will work with other industry players to ensure that
monitoring and reporting processes are put in place to ensure and demonstrate continued
compliance with this policy.

Including Coca-Cola, General Mills, Grupo Bimbo, Kellogg's, Kraft, Mars, Nestle
and Unilever. This commitment establishes a minimum standard for all PepsiCo product
and brand advertising and marketing around the world. It is not intended to replace
existing commitments and/or regulatory obligations.
3
Any paid third-party advertising or marketing channels which may be widely assumed to
have an audience (print, TV, cinema, internet site, etc) which is comprised of a majority
of fewer than 12s.

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PepsiCo Policy on Responsible Advertising & Marketing to Children

PepsiCo Global Policy on the Sale of Beverages to Schools

PepsiCo is launching a new sales and distribution policy aimed to help schools
outside the United States offer a wider range of low calorie and nutritious beverages to
their students. This policy is generally consistent with Pepsi-Cola North America's U.S.
School Policy which will remain unchanged. While it is the schools which must
ultimately decide which beverages should be available to students, and where and when
they should be sold, we hope we can play a role in shaping an environment in schools
which facilitates the healthy choices of school-age children everywhere.

PepsiCo Global Policy on the Sale of Beverages to Schools

Children's Food and Beverage Advertising Initiative Pledge of PepsiCo, Inc.

Children's Food and Beverage Advertising Initiative Pledge of PepsiCo, Inc.

PepsiCo, Inc. is proud to be one of the first companies to commit as a participant in the
Children's Food and Beverage Advertising Initiative (CFBAI). As an industry leader in
the discussions of children's marketing, PepsiCo believes children are a special audience
and takes particular care developing advertisements and evaluating programming that
carries messages to children.

The PepsiCo Pledge

Pepsi-ColaNorthAmericanSchool Policy:

Through our bottling partners and third-party distributors in the Unites States,
Pepsi-Cola North America (PCNA) is committed to offering schools a portfolio of low-
calorie and nutritious beverage choices. This wide variety of products includes bottled
waters, juices, sports drinks and no- or low-calorie carbonated soft drinks, juice-flavored
drinks and iced teas. Schools decide which beverages are available, and where and when
they are sold.

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3.4 TALENT SUSTAINABILITY

Our commitment to talent sustainability means investing in our associates to help

them succeed and develop the skills needed to drive the company's growth, while
creating employment opportunities in the communities we serve.

Culture

We are committed to enabling our people to thrive by providing a supportive and

empowering workplace.

Goals and Commitments

 Ensure high levels of associate engagement and satisfaction compared with other
Fortune 500 companies.
 Foster diversity and inclusion by developing a workforce that reflects local
communities.
 Encourage our associates to lead healthier lives by offering workplace wellness
programs globally.
 Ensure a safe workplace by continuing to reduce lost time injury rates, while
striving to improve other occupational health and safety metrics through best
practices.
 Support ethical and legal compliance through annual training in our code of
conduct, which outlines PepsiCo's unwavering commitment to its human rights
policy, including treating every associate with dignity and respect.

- 32 -
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
workforce requirements. By developing our talent, we create career paths for our
associates and drive sustainable growth for PepsiCo.

Our Goals and Commitments

 Become universally recognized through top rankings as one of the best companies
in the world for leadership development.
 Create a work environment in which associates know that their skills, talents and
interests can fully develop.
 Conduct training for associates from the frontline to senior management to ensure
that associates have the knowledge and skills required to achieve performance
goals.

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3.5 COMPANY INFORMATION

Board of Directors and Committees

Shona L. Brown

Senior Vice President, Business Operations, Google Inc.

Ian M. Cook

President and Chief Executive Officer, Colgate-Palmolive Company

Dina Dublon

Consultant
Former Executive Vice President and Chief Financial Officer, JP Morgan Chase & Co.

Victor J. Dzau, M.D.

Chancellor for Health Affairs, DukeUniversity

and President & CEO, Duke University Health Systems

- 34 -
Cooperate officers

Indra K. Nooyi

Chairman of the Board and Chief Executive Officer

PepsiCo

Zein Abdalla

Chief Executive Officer

PepsiCo Europe

Saad Abdul-Latif

Chief Executive Officer

PepsiCo Asia, Middle East, Africa

Peter A. Bridgman

Senior Vice President and Controller

PepsiCo

- 35 -
4. PEPSICO IN INDIA
“In everything we do, we strive for honesty, fairness and integrity”

PepsiCo India is striding ahead rapidly towards enabling the global vision to be
the world's premier consumer products company focused on convenience foods and
beverages. PepsiCo India seeks to produce healthy financial rewards for investors as it
provide opportunities of growth and enrichment to its employees, business partners and
the communities in which it operates.

4.1 Establishment
PepsiCo established its business operations in India in 1989 and has grown to
become one of the country’s leading food and beverage companies. One of the largest
multinational investors in the country, PepsiCo has established a business which aims to
serve the long term dynamic needs of consumers in India.
PepsiCo India and its partners have invested more than USD1 billion since the company
was establish Employment

PepsiCo India provides direct and indirect employment to 150,000 people

including suppliers and distributors in the country. It is now the 4th largest consumer
products company in India and has 41 bottling plants in India, of which 13 are company
owned and 28 are franchisee owned It has 3 state-of-the-art food plants in Punjab,
Maharashtra and West Bengal. PepsiCo has a diverse range of products from Tasty Treats
to Healthy eats

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4.2 CORE VALUES & PRINCIPLES

Organizational Values

Our commitment is to deliver sustained growth, through empowered people, acting with
responsibility and building trust.

Commitment

Our values reflect our aspirations - the kind of company we want PepsiCo to be.
We express our values in the form of a commitment.

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

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4.3 PERFORMANCE WITH PURPOSE

At PepsiCo, Performance with Purpose means delivering sustainable growth by

investing in a healthier future for people and our planet. As a global food and beverage
company with brands that stand for quality and are respected household names—Quaker
Oats, Tropicana, Gatorade, Lay's and Pepsi-Cola, to name a few—we will continue to
build a portfolio of enjoyable and wholesome foods and beverages, find innovative ways
to reduce the use of energy, water and packaging, and provide a great workplace for our
associates. Additionally, we will respect, support and invest in the local communities
where we operate, by hiring local people, creating products designed for local tastes and
partnering with local farmers, governments and community groups.

PepsiCo –Commitments
As one of the world’s leading food and beverage companies we believe it is our
responsibility to provide affordable, accessible and nutritionally sound food and
beverages to our consumers in developing countries. As part of a coordinated, global
private sector coalition, our five key global commitments over the next five years will
Innovate product composition and availability to provide healthier product options that
address both excess and deficient consumption of specific nutrients and calories. Clearly,
micronutrient deficiencies are a pressing need in developing nations and could be
addressed in part through functional foods. Provide clear nutrition information to
consumers, including consumers in regions where nutrition information is not required.
Globalize individual company and regional measures to ensure responsible marketing and
advertising of foods and non-alcoholic beverages to children, bringing increasing
proportions of the industry into the fold.
.

- 38 -
4.4 MISSION

Our mission is to be the world's premier consumer Products Company focused on

convenient foods and beverages. We seek to produce financial rewards to investors as we
provide opportunities for growth and enrichment to our employees, our business partners
and the communities in which we operate. And in everything we do, we strive for
honesty, fairness and integrity.

VISION

"PepsiCo's responsibility is to continually improve all aspects of the world in

which we operate - environment, social, economic - creating a better tomorrow than
today."

Our vision is put into action through programs and a focus on environmental
stewardship, activities to benefit society, and a commitment to build shareholder value by
making PepsiCo a truly sustainable company

PEPSICO SUSTAINABILITY VISION

"PepsiCo’s responsibility is to continually improve all aspects of the world in

which we operate – environment, social, economic – creating a better tomorrow than
today"

Tomorrow better than Today

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 5. RECRUITMENT & SELECTION

5.1 INTRODUCTION

Recruitment and selection refers to the chain and sequence of activities

pertaining to recruitment and selection of employable candidates and job seekers for an
organization. Every enterprise, business, start-up and entrepreneurial firm has some well-
defined employment and recruitment policies and hiring procedures. The human
resources department of large organizations, businesses, government offices and
multilateral organizations are generally vested with the responsibilities of employee
recruitment and selection.

Macro Human Resources Management Strategy

The HR department charts out the macro or long-term human resources

development strategy of an organization. Keys to this strategy are the processes and
initiatives related to recruitment and selection of new employees; these are carefully
intertwined with the long-term corporate objectives and goals of the organization. Top
management also gives valuable input and makes suggestions about expectations for the
skills and qualities new employees need to have.

Defining Job Openings and Available Positions

The first process of any recruitment and selection program is defining the needs
and requirements for new workers and professionals for outlined job positions and
openings. Carefully devised and developed roles, responsibilities, skill sets and
qualifications are defined and the job postings placed in recruitment ads in various media.
Large workforce organizations also work with staffing agencies, HR contractors and
online job portals to outsource certain employee requirements.

- 40 -
Evaluation Period

A rigorous process of evaluation follows the recruitment ads placement phase.

Curriculum vitas (CVs) and resumes of various candidates applying for the jobs are
screened, classified and filtered. Interviews are scheduled with the earmarked candidates.
As per specific organizational policies, written tests may be conducted. Face-to-face
interviews are conducted and job seekers and candidates evaluated on various parameters
and organizational metrics.

Selection Process

Reference checks and detailed background checks are carried out to verify facts
and matters presented in resumes and CVs. Follow-ups are done with certain selected
candidates to firm up the hiring process. A thorough evaluation of the defined skill sets
and qualifications of short listed candidates, their written materials and work samples is
done again in a transparent and objective manner. Additional interviews or final
interviews are conducted during this last stage of recruitment and the hiring decision is
finalized.

Induction Process
Once the chosen candidates have been informed of their selection for the job
postings, they are granted offer letters and apprised briefly about their roles and
responsibilities. During this process, the chosen candidates are encouraged to ask
questions about organization philosophies, work culture and employee practices. They
are the informed about start dates, induction programs, compensation packages and other
details about their jobs.

It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effectivemeasures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.

- 41 -
 Recruitment of candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool

of qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment refers to the process of searching and appointing prospective

candidates in an organization. An organisation must undertake the recruitment
procedure if it wants to appoint the right people under its employment.

- 42 -
 5.2 Methods

1. Internal Recruitment: vacancies are filled with people from within the organization.

2. Direct Recruitment: candidates are screened and short listed directly from the
Institutes, also called Campus Recruitment.

3. Indirect Recruitment: vacancies are advertised in Newspapers and other media such
as Television, Internet etc.

4. Placement Consultants: Companies place give their manpower requirements to

Placement & Recruitment Consultants who undertake the job of identifying suitable
candidates for the Company. It may include notification to employment exchanges etc.

5. Present Employees: May suggest their friends or acquaintances to fill a particular

position.

Selection refers to the task of choosing or picking the suitable candidates by first
asking for and gaining access to useful information about the candidate.

The Indian Private sector Companies may undertake the selection process themselves or
outsource the job to a third party. The Government and public sector may select through
such bodies as Union Public Service Commission, Banking Service Recruitment Boards,
etc.

In order to get selected for a position, job seekers have to go through and clear a
number of procedures including written tests, screening, group discussions, interviews,
reference check, etc.

- 43 -
5.3 Recruitment Needs

 Planned
The needs arising from changes in organization and retirement policy.

 Anticipated
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.

 Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.

- 44 -
5.4 TYPES OF JOBS
On roll

Off roll

5.5 ON ROLL JOBS

Positions in the organization

Already existing position

New approval position

In the organization generally the positions will occur at time of resignation of the
employee, retirement, expire of the employee, transfer or promotion of the employee
New approval position is the annual operation plan. Introducing new positions into the
organization
IJP is the Internal Job Posting used for only the existing employee in the
organization and not for the new approval position

Sources of recruitment
The generated gaps will be filled by using any of these sources

 Consultancy
 Employee referrals
 IJP

Consultancy: This source is being used by the company to fill the vacancy; the
desire job description of the position will be given to the consultancy. Depending up on
the JD they work out and gather suitable profiles of the candidates

The obtained profiles will be mailed to the company , ones it get the approval
from the company , those candidates will be sent to the interview on given schedule time.

- 45 -
Employee Referral: Recruitmentmethod in which the currentemployees are
encouraged and rewarded for introducing suitable recruits from among the people they
know.

The employee of the company has the chance of referring the candidates for the
positions. In the next step they will be sent to the direct interview

IJP (Internal Job Positioning):

This is an internal process for the existing employees, to apply for higher position within
the company.

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)

- 46 -
5.5.1 Recruitment and selection process (On roll jobs)
Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization. Recruitment is the activity that
links the employers and the job seekers

The recruitment is the process of searching for prospective employees and

stimulating them to apply for the jobs in the organization

The recruitment and selection process of CE positions .It includes a series of

steps, as mentioned below

Line manager
HR manager
Psychometric test
Unit manager

Line Manager: An employee's immediate superior, who oversees and has responsibility
for the employee's work. A line manager at the lowest level of a large organization is a
supervisor, but a manager at any level with direct responsibility for employees' work can
be described as a line manager.
The line managers for the CE’s are the TDM’s(Territory Development
Manager’s) will take the interviews to the interviewees, the candidates who get selected
in the round will be short listed and will be moved to the next step

HR Manager: The HR manager responsible for personnel sourcing and hiring, applicant
tracking, skills development and tracking, benefits administration and compliance with
associated government regulations

In this the candidates will be interviewed by the HR manager. The Hr manager

will filters the candidates depending up on the job requirements and priorities
and then short listed candidates will be sent to the online test

- 47 -
Psychometric Test: It is the field of study concerned with the theory and technique of
educational and psychological measurement, which includes the measurement of
knowledge, abilities, attitudes, and personality traits. The field is primarily concerned
with the construction and validation of measurement instruments, such as questionnaires,
tests, and personality assessments.

In this round the candidates will face an online test. This test will be handled by
third party and candidates need to get passing marks. If they are not up to the mark will
be rejected and the rest of them will be moved to the final interview.

Unit Manager: Potions within this job family are assigned responsibilities which involve
serving as the administrator and supervisor of a multi disciplinary team of staff members
who are assigned to work within a specific offender unit or multiple community work
centers; directs the operations of a semi-autonomous unit within a minimum or
maximum-sized institution or separate community work centers.
This is the final stage of the interview conducted by the unit manger who is
responsible for every aspect that takes place in the organization. The candidates who get
selected in this round are ultimately selected in the interview

- 48 -
5.6 OFF ROLL JOBS

PSR – Job Description

PSR jobs are off rolled jobs, fall under distribution role.
JD: The primary work is to get orders from the outlets and need to reach the specified
target.
Secondary work is to create new accounts i.e. getting orders from new outlets.
They are supposed report directly to their concern CE (Customer Executive)

5.6.1 The Eight Steps of the Call

1. Preparation:

Purpose: To understand your customer’s needs, identify key opportunities, present

your ideas in a clear, compelling way, and be professional

Process:
1. Monthly Planning

2. Daily Planning

3. Pre-Call Planning

Tips:
o Review marketing initiative requirements
o Review solution sheets on a regular basis
o Review CDA performance requirements to look for execution opportunities
o Review deal sheets for pricing
o Set a standard time in your day to conduct your daily planning and do it regularly

- 49 -
2. Greet the customer
Purpose: To show the customer you’re friendly, set the tone for the interaction and
set expectations for the call
Process:
1. Identify the decision maker
2. Make the introduction
3. Pre-empt urgent issues
4. Clarify expectations for the call
5. Determine when to present your ideas

Tips:
o Use the customer’s name to build rapport
o Greet all store personnel in a friendly manner
o If you have another person with you, introduce him or her to the decision
maker and/or contact
o If your usual contacts are unavailable ask permission to begin from
whomever is in charge
o Be respectful of your customer’s customers

3. Store Check:
Purpose: To re- evaluate what you had planned to present, if necessary and to
garner critical information about your customers for the future

Process:
1. Walk the store
2. Growth map
3. Re –evaluate your call objectives

- 50 -
Tips:
o Look for display opportunities and check competitive displays
o Check product rotation
o Check outlets compliance with CDAs
o Monitor our retail price vs. the competitions
o Look for distribution opportunities
o Consider what improvements will increase volume
o Consider what improvements are easiest to attain
o Consider what improvements will most satisfy the customer

4. Merchandising
Purpose: To show your customers that you are willing to work for their business to
generate trust and build rapport and to demonstrate the value of doing business with
Pepsi
Process:
1. Replenish coolers
2. Remove out of code or damaged product
3. Ensure all stock is rotated
4. Remove foreign/ competitive products
5. Merchandise
6. Clean

Tips:
o Try to minimize disruption to store operations
o Clean shelves prior to merchandising
o Set up POP material after you merchandise a section

- 51 -
5. Determine the order

Purpose: To formulate an order and gain agreement to it, help the customer grow his or
her business and profitability sand build trust so the customer relies on you to maintain
stock levels appropriately
Process:
1. Determine your current stock
2. Determine your sales
3. Consider out of stocks and promotional product needed
4. Determine on your suggested order
5. Record order on route card

Tips:
o Present your order in such a way as to gain quick approval
o Look for opportunities to demonstrate the highest level of integrity

6. Presentation

Purpose: To use your knowledge of the customers situation to present ideas that address
his or her specific needs, and to presents the opportunity for sales growth before you
begin to sell in your ideas
Process:
1. Review what you planned to present
2. Ensure you have all materials needed

Tips:
o Use skill techniques(listen, probe, tackle objectives)

- 52 -
7. Curbside Debrief

Purpose: To identify what you did well (things you should keep doing) and what you
will do differently next time (things you’d like to start or stop doing in the future)
Process:
1. Review the curbside debrief checklist
2. Take notes
3. Discuss your performance with your TDM

Tips:
o Share your experience with your TDM
o Ask your TDM for coaching on self identified development needs
o Discuss your experience with your ADR or with salesperson more
experienced than yourself

8. Administration

Purpose: To ensure that you follow through with the commitments you make to your
customers and to help you track results and prepare for future sales calls
Process:
1. Call administration
2. Daily territory administrative

- 53 -
5.7 IMPORTANCE OF PSR

A PSR are the sale persons, they involved in selling products of our company in
return for money. It is an act of completion of a commercial activity.

It’s almost impossible for an entrepreneur to run a business without a sales

strategy. This in turn requires somebody, not necessarily the entrepreneur, to have a talent
for selling products and services to businesses or the general public.

A sale is completed by the seller or the provider of the goods or services to an

acquisition or appropriation or request followed by the passing of title (property or
ownership) in the item and the application and due settlement of a price, the obligation
for which arises due to the seller's requirement to pass ownership, being a price he is
happy to part with ownership of or any claim upon the item. The purchaser, though a
party to the sale, does not execute the sale, only the seller does that. To be precise the sale
completes prior to the payment and gives rise to the obligation of payment. If the seller
completes the first two above stages (consent and passing ownership) of the sale prior to
settlement of the price, the sale is still valid and gives rise to an obligation to pay.

Without such a person or team, a business will struggle to remain profitable. In

fact, the success of a business plan is likely to depend on the expertise of sales staff

Increasing sales and market share - it's perhaps the simplest reason for hiring a
salesperson, but one of the most sensible. Once you have established there's a need for
your product or service you need to maximize your possible revenue. A professional
salesperson can help you do this

A salesperson is therefore critical to a business. As well as improving sales

revenue and increasing market share, the best salespeople take advantage of
opportunities, and suggest new areas into which a business might successfully move.

- 54 -
5.8 IDEAL PROFILE

The PSR’s are the frontline people who will directly contact the customers. The
minimum qualification they have to maintain is intermediate and he should be needy
person. The young people will suit more to this profile rather than the older one. They will
be energetic, with fresh blood and can work harder.

PSR’s should be familiar with both national and local languages i.e., for Delhi
candidate it is Hindi and Telugu. Because Telugu isthe second largest speaking language in
India. SinceDelhi is the place where we find many different cultured people, hence national
language helps them to maintain the communication with the customer.

This profile emphasis mostly on Hindi and Telugu rather than English and the
candidates should be as tough handed since they have to work under sun and even late
nights in the season time specially, unless they are hard workers they can’t stick to the job.
So they have to work hard at all times.

If the candidate is an experienced person it will be easy to both candidate and CE

to handle the things. Since an experienced person holds more knowledge compared to a
fresher where in saves time and money in same. It even makes the job easy to perform.

- 55 -
5.9 Recruitment and selection (off role jobs)

 Consultancies
 Employee referrals
 HR Manager

Consultant

It is an individual who possesses special knowledge or skills and provides that

expertise to a client for a fee. Consultants help all sorts of businesses find and implement
solutions to a wide variety of problems, including those related to business startup
marketing, manufacturing, strategy, organization structure, environmental compliance,
health and safety, technology, and communications.

Some consultants are self-employed, independent contractors who offer

specialized skills in a certain field; other consultants work for large consulting firms, such
as Anderson Consulting or Gemini Consulting, that offer expertise in a wide range of
business areas; and still other consultants hail from academia.

Company directly contact the consultancies and specifies how many candidates
are required to fill the gap. Then after the consultancy will work on it and send the
profiles of candidates to the company. Ones after getting the approval by the company
they specifies the interview schedule for these candidates who are supposed to come for
the interview.

- 56 -
Employee referral

It is an internal recruitment method employed by organizations to identify

potential candidates from their existing employees' social networks An employee referral
scheme encourages a company's existing employees to select and recruit the suitable
candidates from their social networks.
As a reward, the employer typically pays the referring employee a referral bonus.
Recruiting candidates using employee referral is widely acknowledged as being the most
cost effective and efficient recruitment method to recruit candidates and as such,
employers of all sizes, across all industries are trying to increases the volumes they
recruit through this channel.

HR Manager

A human resources (HR) officer develops, advises on and implements policies

relating to the effective use of personnel within an organization.

The candidates will be directly interviewed by the HR manager. Depending up on

the priorities candidates will get selected.

- 57 -
5.9.1 The importance questions in the interview

Generally the interview questions depends up on the resume of the candidates

 Regarding experience
 If they having any experience, questions will be about the previous job like as job
profile and more

 Family background
 Quires from resume
 Like as hobbies, and educational details

 Why did he leave the previous organization

 Own a bike or not

- 58 -
In turn the HR Manager will analyze the candidate in the followings sectors too

Ability to Prospect – Do they know how to go about finding qualified potential

buyers for the product?

Product Knowledge – Do they have some industry, or related industry, experience or

education?

Negotiating/Securing the Order – Do they possess the strength to ask for the money
and are they willing to work with the client to establish the needs of the client and
make those fit the corporate structure? We don’t want hard closers. We want
people that help their clients buy.

Problem Solving – Are they defensive or do they listen to a problem fully before
trying to achieve resolution?

Reporting – Will they communicate information back to you in a timely manner?

Will they follow your company’s processes and procedures?

Time Management /Flexibility – Are they capable of managing their time in order
to get more sales-time out of every day? Are they willing to be flexible in their
scheduling to accommodate client needs?

- 59 -
 6. ANALYSIS

6.1 Sources of Applicant

Graph 1:

According to you what is the best source for the procurement of the candidates?

30
25
20
15
10
5
0
job portals news papers em ployee
refferals
sources of applicant

Interpretation:
Among the 50 respondents 28 of them felt that employee referrals is the best
resource for the procurement of the candidates,8 of them felt that job portals is the best
resource procurement of the candidates,14 of them felt that news papers is the best
resource for the procurement of the candidates

- 60 -
6.2 Criteria for filtering the candidate

Graph 2:
What are general criteria underlying the filtering of the candidate pool that the company
requires?

35
30
25
20
no.of emp
15
10
5
0
qualification work personal
experience skills
crite ria for filte ring the candidate

Interpretation:
Among 50 respondents 30 of them felt that work experience should be the major
criteria, 14 of them felt that personal skills should be the major criteria, 6 of them felt that
qualification should be the major criteria.

- 61 -
6.3 Interview techniques

Graph 3
According to you which of the following interviewing technique is most suitable for the
recruitment of candidates in PEPSI?

35
30
25
20
no.of
15
employees
10
5
0
behavioral stress interview depth interview
interviews
interview techniques

Interpretation:
Among 50 respondents 30 of them felt that behavioural interviews are best
suitable for their requirement,10 of them felt stress interviews are best suitable for their
requirement and 10 of them felt that depth interviews are best suitable for their
requirement.

- 62 -
6.4 What attracts candidates towards the organization

Graph 4:

According to you what attracts candidates towards pearl beverages limited (PEPSI), in
recruitment perspective?

What attracts candidates

30

25

20

15
What attracts candidates

10

0
Compensation Job Satisfaction Career Growth Brand

Interpretation
Among 50 respondents 6 of them felt that Compensation attracts candidates
towards the organization, 5 of them felt that Job Satisfaction attracts candidates towards
the organization, 14 respondents felt that Career Growth and 25 of them feel that Brand
attracts the candidate towards the organization.

- 63 -
6.5 Reference Check

Graph 5:

Do you feel that conducting a reference check before employing the candidate will make
recruitment process effective?

reference check

50

40

30
no.of emp
20

10

0
yes no

Interpretation-
Among 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.

- 64 -
6.6 Necessity of formal induction program

Graph 6:
Do you think that a formal induction program add value to the performance of
inductees?

Necessity of formal induction program

60
50
40
30 no.of emp
20
10
0
yes no

Interpretation-
Among 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.

- 65 -
6.7 Reasons for quitting the job

Graph 7
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 no.of emp
10
5
0
th y er th
row pa ot
h wi
e
g y bl
w an ta
slo f or
om
u nc

Interpretation-
Among 50 respondents 30 respondents told that pay is the reason, 10 of them told
slow growth 5 of them told that the employees are uncomfortable with shift system, and 5
of them told that the employees are leaving the org because of their personal reasons.

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6.8 Work Environment:

Table 1:

You are satisfied with the work environment where you are put into?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
14 7 20 6 3

Graph 1:

20
18
16
14
12
no of 10
employees 8
6
4
2
0
Strongly Agree NeutralDisagreeStrongly
Agree Disagree
level of agreement

Interpretation:

From the above Graph it can be inferred that, out of 50 respondents 14 members
are strongly agree, 7 members are agree, 20 members are neutral, 6 members are disagree
and 3 members are strongly disagree.

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6.9 Supervisor Guidance:

Table 2:

You are given all the necessary inputs required to perform your job well by your
supervisor?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
28 15 7 0 28

Graph 2:
level of agreement

Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

0 10 20 30
no.of employees

Interpretation:
From the above graph it can be inferred that out of 50 respondents 28 members of
them are strongly agree, 15 members of them are agree, 7 members of them are neutral
and none of them are disagree or strongly disagree.

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6.10 Flexibility of Work Hours:

Table 3:

Do you think your working hours are flexible enough to offer services to your
organization?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
10 12 10 18 0

Graph 3:

18
16
14
12
no.of 10
employees 8
6
4
2
0
Strongly Neutral Strongly
Agree Disagree
level of agreement

Interpretation:
From the above graph it can be inferred that among 50 respondents 10 members
of them are strongly agree, 12 members of them are agree, 10 members of them are
neutral, 18 members of them are disagree and none of them are strongly disagree.

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6.11 Job Satisfaction:

Table 4:

The organization will give you job satisfaction?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
8 12 20 10 0

Graph 4:

Strongly Agree
Strongly
,Disagree,DisagreeStrongly Agree
10 0 Agree, 8
Neutral
Agree, 12
Neutral, 20 Dis agree

Strongly
Dis agree

Interpretation:

From the above graph it can be inferred that out of 50 respondents 12 members
i.e. 24% of them are strongly agree, 32% of them are agree, 44% of them are neutral and
none of them are disagree or strongly disagree.

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6.12 Opportunity for Advancement/Growth:

Table 5:

You feel that there is opportunity for advancement in your organization which may help
you to reach your career goal?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
16 17 6 6 5

Graph 5:

Growth

Strongly Agree
Agree
NEUtral
Disagree
Strongly Disagree

Interpretation:

From the above graph it can be inferred that out of 50 respondents 16 members of
them are strongly agree, 17 members of them are agree, 6 members of them are neutral,
6 members of them are disagree and the remaining 5 members are strongly disagree

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6.13 Job Stress:

Table 7:

The amount of work you are expected to do on your job is not reasonable and it is harder
to perform?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
0 6 10 20 14

Graph 7:

20
15

no. of 10
employees 5
0
StronglyAgreeNeutral
Disagree
Strongly
Agree Disagree
level of agreement

Interpretation:
From the above graph out of 50 employees 0% of the respondents are strongly
agree, 5 respondents i.e. 10% of them are agree, 20% of the respondents are neutral, 40%
of them are Disagree and 30% of the respondents are strongly disagree.

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6.14 Qualifications:

Table 8:

You feel that the qualification you possess is necessary & relevant to the job?

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
0 0 10 15 25

Graph 8:

30

25

20

15
Qualification

10

0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Interpretation:
From the above graph it can be inferred that among 50 respondents none of them
are strongly agree, 10 respondents are neutral, 15 respondents are disagree, 25 members
i.e. 60% of the respondents are strongly disagree.

So employees feel that “Experience teaches everything”

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7. FINDINGS:

 This project provides fresh insights on what makes employees valuable to the
organization and how companies can keep productive employees on the job.

 I understand how to increase our personal marketability by developing specific

skills, knowledge, and attitudes.

 Among the employees majority of them posses the qualification up to Graduation.

 During the project it was the study that the process of recruitment in organization
includes to get the right person to the right job.

 Majority of the companies recruit candidates by their own.

 Most of the companies are opting for experienced candidates

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8. SUGGESTIONS/RECOMMENDATIONS:

 Recruitment agencies can still find it difficult to obtain specialist salespeople.

Consequently, an entrepreneur may opt to place advertisements in trade
magazines, newspapers, and on the Internet.

 The drawback to such ads is the possibility of receiving a pile of time-

consuming and unsuitable applications. To help avoid this, an entrepreneur
should word an ad carefully, and use a specific description of the sales vacancy.
A copywriter or an ad agency can assist.

 In order to control the attrition rate the company should provide Training &
Development sessions at regular intervals.

 Motivational programs should be conducted in order to extract the maximum

output from the employees.

 The compensation plan should be adequate for the employees as it is the most
motivating factor for the employees to perform better.

 An effective performance appraisal system is necessary to assess the employee

performance for a particular period of time.

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9. LIMITATION OF THE STUDY:

1. The current study is based up on the information provided by the company. So the
scope of the study fall within limitations of the current period of the company
2. The study is mainly concerned with the PepsiCo Delhi unit

The scope and period of study is restricted to the following:

3. The scope is limited to the operations of PEPSICO CO information obtained from

Primary and Secondary sources

4. The study is conducted under particular territories only, so the results cannot be
generalize for entire division.

5. So the data which I collected is limited to the specified period only.

6. The sample size of 50 might not represent the perception of whole population

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10. CONCLUSION:

As per my knowledge I have put my best effort in the process to get the accurate and
required data for my project. The obtained data is completely fresh hand and it is not been
manipulated or depleted.
I hope the complete study helps the company for their future assistance. I feel happy
if the company view my findings and considers my suggestion and recommendations.

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11. BIBLIOGRAPHY

1. Human Resource Management - P.Subba Rao

2. Strategic Management, concepts and case - Tata McGraw-Hill

3. Strategic Management: Strategic formulation and implementation - John A.PearceII

4. Strategic Management Theory - Charles W.L.Hill and Gareth R.Jones

Websites:

1. www.pepsico.com

2. www.google.com

3. www.humanresource.com

4. www.pepsiindia.com

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12. Appendix/ Annexure

Following are the questionnaires

1. According to you what is the best source for the procurement of the candidates?

2. What are general criteria underlying the filtering of the candidate pool that the

company requires?

3. According to you which of the following interviewing technique is most suitable

for the recruitment of candidates in PEPSI?

4. According to you what attracts candidates towards pearl beverages limited

(PEPSI), in recruitment perspective?

5. Do you feel that conducting a reference check before employing the candidate

will make recruitment process effective?

6. Do you think that a formal induction program add value to the performance of

inductees?

7. Do you feel that conducting a reference check before employing the candidate

will make recruitment process effective?

8. You are satisfied with the work environment where you are put into?

9. You are given all the necessary inputs required to perform your job well by your

supervisor?

10. Do you think your working hours are flexible enough to offer services to your

organization?

11. The organization will give you job satisfaction?

12. You feel that there is opportunity for advancement in your organization which

may help you to reach your career goal?

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13. The amount of work you are expected to do on your job is not reasonable and it is

harder to perform?

14. You feel that the qualification you possess is necessary & relevant to the job?

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