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CERTIFICATE This is to certify that the product report entitled RECRUITMENT AND SELECTION PROCESS, of PEPSICO Pvt. Ltd is a bonafide work and submitted by Ms.N.Archana with registration number O8S11EOOO4 in partial fulfillment of the requirement for the degree of MASTER OF BUSINESS ADMINISTRATION in MALLAREDDY INSTITUTE OF TECHNOLOGY AND SCIENCE (affiliated to JNTUH). Certify further that to the best of our knowledge the work presented in this report has not been submitted to any other university or institute for the award of any degree. Mr.RADHA KRISHNA, EXTERNAL EXAMINER Assistant professor Internal guide Mr. C.H.NARSIMHA REDDY HOD, DEPT.OF MBA MRITS 2 DECLARATION I here by declare that this project report of PEPSICO Pvt ltd , submitted by me to the department of MASTER OF BUSINESS ADMINISTRATION (M.B.A) is a bonafied work under taken by me for the award of M.B.A degree. I have conducted work under the guidance of

CH.NARSIMHA REDDY, H.O.D, M.B.A dept MRITS, Maisammaguda. I also declare that this project report has not been previously formed the basis for the award to the candidate of any degree, diploma/certificate or published any time before PLACE: DATE: (SIGNATURE) N.ARCHANA 3 ACKNOWLEDGEMENT I would like to express my gratitude to my guide MR.RADHA KRISHNA (Assistant professor) faculty in MBA department of MALLA REDDY INSTITUTE OF TECHNOLOGYAND SCIENCE for his cooperation and valuable suggestions during the study processed for his exquisite and exemplary Guidance high priced interpose and proposition untiring Effort and personal interest shown through the execution of the Investigation I am equally grateful to Mr. J MAYANK, HR Manager, PepsiCo pvt ltd., Hyderabad, for guiding me from time to time in making this project despite of his busy schedules; he gave me several ideas in making this project unique. I would like to express my immense gratitude to Mr. GURU KIRAN, Asst HR Manager PepsiCo pvt. Ltd, Hyderabad constant support and motivation that has encouraged me to come up with this project. This attempt at any level cannot be satisfactorily completed without these learned people support and guidance. (Signature) N.ARCHANA 4 CONTENTS CHAPTER-1 1-8 Introduction 1 Objective of the study 3 Importance for the study..... 4 Methodology... 5 Limitations...7

CHAPTER-2 ORIGIN 8-11 The PepsiCo Origin ....... 8 Brand factors......10 Values and philosophy ......11 Company history....11 CHAPTER-3 PROFILE 14-21 Human sustainability ...14 R&D Drives Our Human Sustainability Work .16 Responsible Marketing.....16 Talent Sustainability.....19 Company information...21 CHAPTER-4 PEPSICO IN INDIA 23-26 Establishment23 Core values and principles....24 Performance with purpose....25 Mission vision...26 CHAPTER-5 RECRUITMENT ANDA SLECTION 27-43 Introduction ..27 Methods ....29 Recruitment needs.....30 Types of jobs.....30 On roll jobs....31 Process for on roll jobs......34 Off roll jobs...35 Eight steps of the call...35 Importance of PSR....40 Ideal profile...41 Process for off roll jobs.....42 Important questions...43 CHAPTER 6- ANALYSIS 45-58 Source of applicant.......45 Criteria for filtering the candidates.. ....46 Interview techniques ....47 Attraction towards the organization. ....48 5 Reference checks..49 Induction program....50 Reason for quitting the job...51 Work experience..52 Supervisor guidance.....53 Flexibility of work hours......54 Job satisfaction.....55 Growth opportunity......56 Job stress...57 Qualification.....58 FINDINGS 59

SUGGESTION AND RECOMMENDATIONS 60 CONCLUSION 61 BIBLIOGRAPHY 62 6 1. INTRODUCTION I have done my project on recruitment and selection process in PepsiCo Company. The reason I have chosen recruitment and selection process to enable the knowledge how the company recruit the candidates and on what basis they choose the candidate. This study is helpful for my career as well as to the company. 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 7 CERTIFICATE This is to certify that the product report entitled RECRUITMENT AND SELECTION PROCESS, of PEPSICO Pvt. Ltd is a bonafide work and submitted by Ms.N.Archana with registration number O8S11EOOO4 in partial fulfillment of the requirement for the degree of MASTER OF BUSINESS ADMINISTRATION in MALLAREDDY INSTITUTE OF TECHNOLOGY AND SCIENCE (affiliated to JNTUH). Certify further that to the best of our knowledge the work presented in this report

has not been submitted to any other university or institute for the award of any degree. Mr.RADHA KRISHNA, EXTERNAL EXAMINER Assistant professor Internal guide Mr. C.H.NARSIMHA REDDY HOD, DEPT.OF MBA MRITS 2 DECLARATION I here by declare that this project report of PEPSICO Pvt ltd , submitted by me to the department of MASTER OF BUSINESS ADMINISTRATION (M.B.A) is a bonafied work under taken by me for the award of M.B.A degree. I have conducted work under the guidance of CH.NARSIMHA REDDY, H.O.D, M.B.A dept MRITS, Maisammaguda. I also declare that this project report has not been previously formed the basis for the award to the candidate of any degree, diploma/certificate or published any time before PLACE: DATE: (SIGNATURE) N.ARCHANA 3 ACKNOWLEDGEMENT I would like to express my gratitude to my guide MR.RADHA KRISHNA (Assistant professor) faculty in MBA department of MALLA REDDY INSTITUTE OF TECHNOLOGYAND SCIENCE for his cooperation and valuable suggestions during the study processed for his exquisite and exemplary Guidance high priced interpose and proposition untiring Effort and personal interest shown through the execution of the Investigation I am equally grateful to Mr. J MAYANK, HR Manager, PepsiCo pvt ltd., Hyderabad,

for guiding me from time to time in making this project despite of his busy schedules; he gave me several ideas in making this project unique. I would like to express my immense gratitude to Mr. GURU KIRAN, Asst HR Manager PepsiCo pvt. Ltd, Hyderabad constant support and motivation that has encouraged me to come up with this project. This attempt at any level cannot be satisfactorily completed without these learned people support and guidance. (Signature) N.ARCHANA 4 CONTENTS CHAPTER-1 1-8 Introduction 1 Objective of the study 3 Importance for the study..... 4 Methodology... 5 Limitations...7 CHAPTER-2 ORIGIN 8-11 The PepsiCo Origin ....... 8 Brand factors......10 Values and philosophy ......11 Company history....11 CHAPTER-3 PROFILE 14-21 Human sustainability ...14 R&D Drives Our Human Sustainability Work .16 Responsible Marketing.....16 Talent Sustainability.....19 Company information...21 CHAPTER-4 PEPSICO IN INDIA 23-26 Establishment23 Core values and principles....24 Performance with purpose....25 Mission vision...26 CHAPTER-5 RECRUITMENT ANDA SLECTION 27-43 Introduction ..27 Methods ....29 Recruitment needs.....30 Types of jobs.....30 On roll jobs....31 Process for on roll jobs......34 Off roll jobs...35 Eight steps of the call...35 Importance of PSR....40 Ideal profile...41 Process for off roll jobs.....42

Important questions...43 CHAPTER 6- ANALYSIS 45-58 Source of applicant.......45 Criteria for filtering the candidates.. ....46 Interview techniques ....47 Attraction towards the organization. ....48 5 Reference checks..49 Induction program....50 Reason for quitting the job...51 Work experience..52 Supervisor guidance.....53 Flexibility of work hours......54 Job satisfaction.....55 Growth opportunity......56 Job stress...57 Qualification.....58 FINDINGS 59 SUGGESTION AND RECOMMENDATIONS 60 CONCLUSION 61 BIBLIOGRAPHY 62 6 1. INTRODUCTION I have done my project on recruitment and selection process in PepsiCo Company. The reason I have chosen recruitment and selection process to enable the knowledge how the company recruit the candidates and on what basis they choose the candidate. This study is helpful for my career as well as to the company. 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

7 PepsiCo Prj-Recruitment Selection Download this Document for Free Print Mobile Collections Report Document Info and Rating narsimhamusunuri

Sections show all prev | next 1.1 OBJECTIVES: 1.2 NEED AND IMPORTANCE: 1.3.1 Secondary data: 1.3.2 Primary data: 1.3.3 Sample size: 1.4.1 Research tool 1.4.2 Statistical terms used 1.5 LIMITATION OF THE STUDY: 2.1 PEPSICO Share & Embed Related Documents Previous

1.1 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

1.2 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

1.5 LIMITATION OF THE STUDY: 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 The study is mainly concerned with the PepsiCo Hyderabad unit The scope and period of study is restricted to the following: The scope is limited to the operations of PEPSICO CO information obtained from Primary and Secondary sources The key performance indications were taken from the period of duration, April 26 th 2010 - June 10 th 2010 The study is conducted under particular territories only, so the results cannot be generalize for entire division.

So the data which I collected is limited to the specified period only. The sample size of 50 might not represent the perception of whole population

2. ORIGIN 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 n 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 PepsiCola 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 Log

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. The Pepsi slogans through the years are listed below 15

1909-1939: Delicious and Healthful

1939-1950: Twice As Much For A Nickel Too 1950-1963: The Light Refreshment 1953-1961: Be Sociable 1961-1963: Now It's Pepsi For Those Who Think Young 1963-1967: Come Alive! You're In The Pepsi Generation 1967-1969: Taste That Beats The Others Cold 1969-1973: You've Got A Lot To Live, Pepsi's Got A Lot To Give 1973-1975: Join The Pepsi People Feelin' Free 1975-1978: Have A Pepsi Day 1978-1981: Catch That Pepsi Spirit 1981-1982: Pepsi's Got Your Taste For Life! 1983-1983: Pepsi Now! 1984-now: Pepsi, The Choice Of A New Generation

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, PepsiCos Frito Lay division has 3 state-of-the-art plants. PepsiCos business is based on its sustainability vision of making tomorrow better than today. PepsiCos commitment to living by this vision every day is visible in its contribution to the country, consumers and farmers.

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, PepsiCos Frito Lay division has 3 state-of-the-art plants. PepsiCos business is based on its sustainability vision of making tomorrow better than today. PepsiCos commitment to living by this vision every day is visible in its

contribution to the country, consumers and farmers. Beverages 16 PepsiCo Indias 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. Foods PepsiCos 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 Lays Potato Chips, Cheetos extruded snacks, Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. The companys high fibre breakfast cereal, Quaker Oats, and low fat and roasted snack options enhance the healthful choices available to consumers. Frito Lays core products, Lays, 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. 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. 17 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 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 readyto-eat cereals.

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.

ur 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

Our Role in the Community We actively lead and engage in private-public partnerships with key external experts and stakeholders in the global health policy and science/nutrition communities to help address global nutrition challenges. We believe that by joining forces with partners across many sectors, we can make a far greater impact than by working alone. Our Goals and Commitments Invest in our business and research and development to expand our offerings of more affordable, nutritionally relevant products for underserved and lowerincome 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.

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. 22 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.

5. RECRUITMENT & SELECTION 5.1 INTRODUCTION 33 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. 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 effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. 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. 35 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. 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.

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. 5.4 TYPES OF JOBS On roll Off roll 5.5 ON ROLL JOBS Positions in the organization Already existing position New approval position 37 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. Employee Referral : Recruitment method in which the current employees 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 with in the company 38 Eligibilities Employees should have min of 18 months experience of related work Have chance of applying for next 2 level positions Employees should get min of 2-2 rating in the PDR(Performance Development Rating) Contacts of consultants Talent Pro Dedastagiri Reddy (Account Manager) Suite 102, 1 st floor, 1-8-61, Airport plaza, Prakas nagar, Begumpet Secbad 500016 Email id: Dastagiri_R.DUBBAA@Talentproindia.com Web site: www.talentproindia.com

Contact numbers: 040-40119944 9866511860 Bhavishya Consultancy Services Abhijit.G. (BDM) Opp HDFC bank, Lane beside galaxy caf, Above Sai Clinic , Himayatnagar Hyd 500021 Email id: hr@bhavishyaconsulting.com Contact number: 9248335042 Elite Ashok (Resource Manger) #49, 2 nd floor, G.PH.S colony, Padmarao Nagar Secbad Email-id: elite.hr99@yahoo.com 39 PepsiCo Prj-Recruitment Selection Download this Document for Free Print Mobile Collections Report Document Info and Rating narsimhamusunuri

Sections show all prev | next 1.1 OBJECTIVES: 1.2 NEED AND IMPORTANCE: 1.3.1 Secondary data: 1.3.2 Primary data: 1.3.3 Sample size: 1.4.1 Research tool 1.4.2 Statistical terms used 1.5 LIMITATION OF THE STUDY: 2.1 PEPSICO Share & Embed Related Documents Previous Next p. p. p. p. p.