Human Resource Management Report

Submitted to: Miss Mahrukh Nadeem

Organization:

Report By:
IsmatMateen
Komail Ali Abbas
Manzar Hussain
Muhammad Zain Ali
Shah

Dedication
THIS REPORT IS DEDICATED TO ALL BUSINESS
STUDENTS AND SPECIALLY MY RESPECTED TEACHER

We like to dedicate this report to all business students who want to

become great business professionals and want to be on the height of the
BUSINESS WORLD . We hope that they would be satisfied from
our task and that would help them in their future life. We at this point
shall not forget the fruitful efforts of our teacher Miss Mahrukh
Nadeem without whom we would have been unable to accomplish this
REPORT.

Acknowledgment:

Firstly, we are thankful to our ALLAH almighty for giving

us courage at each and every step of our lives and
especially in making this report.
We would like to thanks our teacher Miss Mahrukh
Nadeem for clarifying our marketing concepts and
guiding us in each and every step for making this report.
We would like to express our deepest appreciation to all
those who provide us the possibility to complete this
report.
I would like to this the authority of COMMECS Institute of
Business and Emerging Sciences (CIBES) for providing us
the good environment and facilities to complete this
report.
We are also thankful to our parents who help us a lot in
finalizing this report within the limited time.

Executive Summary

First of all we conduct interview with Mr. Sultan Mughal (General Manager HR)
and gathered the information from internet and then we started analyzing about
the current situation of PEPSICO. During this process of analyzing the HR
Department we came across that how HR Department works and what are the
processes of recruiting. Our project of PEPSICO covers the following HR Areas

MISSION AND VISION STATEMENT OF THE COMPANY

HR FUNCTIONS
Recruitment
Selection
Appraisal
Benefits & Compensation

TABLE OF CONTENT
Pg No.

Dedication

02

Acknowledgement

03

Executive summary
History of Pepsi Co
Pepsi Pakistan
Founders of company
Various product in Pakistani market
Mission statement
Vision statement
Hierarchy of Pepsi Co
Hierarchy of HR department
Human resource introduction
Human resource objective
Human
resource
information
system
(HRIS)
Human resource planning
Recruitment
Internal methods
External methods
Strategies for recruitment
Selection process
Training and development
On the job
Off the job
Performance appraisal

04
06
07
07
07
08
08
09
09
10
10
10

Compensation and benefits

Case study
Recommendation
Task sheet

11
11
11
11
11
12-13
14
14
14
15
15
16
17
17

History of Pepsi Co
In 1893, Caleb Bradham, a young pharmacist from New Bern, North Carolina,
begins experimenting with many different soft drink concoctions. Like many
pharmacists at the turn of the century he had a soda fountain in his drugstore,
where he served his customers refreshing drinks, that he created himself. His
most popular beverage was something he called Brads Drink " made of
carbonated water, sugar, vanilla, rare oils, PepsiCo and cola nuts. One of Caleb's
formulations, known as Brads Drink "; created in the summer of 1893, was
later renamed PepsiCo Cola after the PepsiCo and cola nuts used in the recipe. In
1898, Caleb Bradham wisely bought the trade name "Pep Cola" for $100 from a
competitor from New York, New Jersey that had gone broke. The new name was
trademarked on June
16th, 1903. Bradham's
neighbor, an artist
designed the first
PepsiCo logo and
ninety-seven shares of
stock for Bradham's
new company were
issued.
1898 - One of Caleb's
formulations, known
as " Brad's Drink " a
combination of carbonated water, sugar, vanilla, rare oils and cola nuts, is
renamed "PepsiCo-Cola" on August 28, 1898. Pepsi Cola receives its first logo.
1902 - The instant popularity of this new drink leads Bradham to devote all of his
energy to developing Pepsi Cola into a full-fledged business. He applies for a
trademark with the U.S. Patent Office, Washington D.C., and forms the first
Pepsi Cola Company.

Pepsi Pakistan
The market in Pakistan is surely dominated by Pepsi. It has proven itself to be the No.1 soft drink in
Pakistan. Now days Pepsi is recognized as Pakistanis National drink. In 1971, first plant of Pepsi was
constructed in Multan, and from their after Pepsi is going higher and higher. Pepsi is the choice soft drink of
every one. It is consumed by all age groups because of its distinctive taste. Compared with other Cola in the
market, it is a bit sweeter and it contributes greatly to its liking by all. Consumer's survey results explain the
same outcome and Pepsi has been declared as the most wanted soft drink of Pakistan.
Pepsi's greatest rival is Coca Cola. Coca Cola has an international recognized brand. Coke's basic strength is
its brand name. But Pepsi with its aggressive marketing planning and quick diversification in creating and
promoting new ideas and product packaging, is successfully maintaining is No.1 position in Pakistan. In
coming future Pepsi is also planning to enter into the field of fruit drinks. For this purpose it has test
marketed its mango juice 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. Pepsi introduced its lemon and lime, "Teem" to compete with 7up.
It successfully, after some years, took over 7up, and this enhanced Pepsi's profits and market share. In
Pakistan, Pepsi with 7up enjoys 70% of the market share where as the coke just has 20% markets share.
Pepsi is operating in Pakistan, through its 12 bottlers all over Pakistan. These bottlers are Pepsi's
strength.Pepsi has given franchise to these bottlers. Bottlers, produce, distribute and help in promoting the
brand. Pepsi also launched its fast food chain KFC i.e. "Kentucky Fried Chicken."

Founders of the Company

The company was initially owned by late NawabSaddiq Hussain Qureshi& family till 1989. The Pepsi
International franchise declared the management incompetent, thus, the company was handed over to a new
set of personnel. The factory set up was reorganized & reestablished with expansion in various sectors. The
Pepsi International did this by offering it to Mr. JehangirTareen, who formed up his new team. Mr.
JehangirTareen is Nephew of General (late) AkhtarAbdurRehman.

Various Products in Pakistani Market

Pepsi Cola,
Mirinda,
7up
Mountain Dew
Diet 7up
Diet Pepsi
Lays
Kurkure
Aquafina
Pepsi Twist
Slice Juices.

MISSION STATEMENT
"To be the world's premier consumer Products Company focused
on convenient foods and beverages. We seek to produce healthy
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 STATEMENT
"To be the world's best beverage company". Being the best
means providing outstanding quality, service, cleanliness and
value, so that their every
customer is contented and
happy with their products."
"To increase the value of their
shareholder's investment
through sales growth, cost
control and wise investment of
resources."

Hierarchy Of Pepsico
Managing Director
Head of Departments
General Managers
Executives
Officers

Hierarchy of Human Resource Department

General Manager HR
HR Development
HR Executive
HR Officers

HR Introduction:
HR department follows the policies by the HR department of PEPSICO. At PEPSICO, their belief that
"their people are their greatest assets. 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 Businessstrategy.

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 thecompany.

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.

Human Resource Information System (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.

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 within 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, social media, LinkedIn,
agencies 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 team of HR
professionals visits different colleges and universities to recruit fresh and passionate
candidates.

Strategies for Recruitment

In PEPSICO they surely see qualifications but they prefer a person with required
skills, aptitudes, experience and capabilities.
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/she has the required technical skills, the required qualification for
the specific job.

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 self-explanatory, 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. 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.

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.

Off-the-Job Training:
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.

PERFORMANCE APPRAISAL:
The jobs are evaluated on yearly basis by the HOD; 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.

In Pepsi Co Following Compensation & Benefits Apply:

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.

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.

Case Study
We ask him about the case that if there is a situation in your production house that a
labor have an accident while working and he lost his hand or any loss of other body
part or if he died so what would your companys action?
Mr. Mughal said that this situation is fully overlook and handled by HR Dept.
The HR will arrange the meeting in which HR. Manager, Production Manager and Union
Head will be called. They make the full case study which include all the scenario,
reason, and companys responsibility and submit this case to the Managing Director
(MD) and Than MD will give the final decision and approval.
As Mr. Mughal said that as it is government legislation so the company have to tell the
government about the accident.

Situation 01 (If labor lost his body part)

The company has to give full aid to labor which includes:

Full hospital cost

Paid leaves

Situation 02 (If labor died)

Mr. Mughal tells us that if labor died in that accident so:

Company is having insurance of all employees

Someone from his family will get job

RECOMMENDATIONS:
They should develop such system in their HR department that no ethical issues
can be raised.
The employees should participate in all the activities of the department.
The factor of favoritism must be eliminated from the department of HR.
They should hold meetings of the HR employees more frequently for eliminating
any misunderstanding.

Task Sheet
Tasks
Selecting an organization
Getting an appointment
Taking interview
Collecting information about
organization
Gathering all material about
report
Making report
Typing report
Formatting report
Finalizing report
Making presentation
Finalizing presentation
Printing report

Completed by
Manzar Hussain, Zain Ali, Ismat Mateen,
Komail Ali
Manzar Hussain
Zain Ali, Manzar Hussain, Ismat Mateen
Komail Ali
Zain Ali, Manzar Hussain
Zain Ali, Manzar Hussain, Ismat Mateen
Komail Ali
Zain Ali
Ismat Mateen
Manzar Hussain
Zain Ali
Zain Ali