135395497 recruitment selection pepsico

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PROJECT REPORT ON RECRUITMENT AND SELECTION

OF

PEPSICO

(HYDERABAD)

Project report submitted in partial fulfillment of the requirement

For the award of the degree of

MASTERS OF BUSINESS ADMINISTRATION

BY

Name: N.ARCHANA

Register no: 08S11E0004

Project report guide

Name: RADHA KRISHNA

Assistant professor MBA Department

MRITS

MALLAREDDY INSTITUTE OF TECHNOLOGY AND SCIENCE

(AFFILIATED TO JNTU)

MAISAMMAGUDA,

DHULAPALLY,

SECBAD 014.

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CERTIFICATE

This is to certify that the product report entitled RECRUITMENT AND

SELECTION PROCESS, ofPEPSICO Pvt. Ltd is a bonafide work and submitted

by Ms.N.Archana with registration numberO8S11EOOO4 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, EXTERNALEXAMINER

Assistant professor

Internal guide

Mr. C.H.NARSIMHA REDDY

HOD, DEPT.OF MBA

MRITS

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DECLARATION

I here by declare that this project report ofPEPSICO

Pvt ltd, submitted by me to the department ofMASTER 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

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ACKNOWLEDGEMENT

I would like to express my gratitude to my guide MR.RADHA KRISHNA

(Assistant professor) faculty in MBA department ofMALLA 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 tocome up with this project. This attempt at any level cannot be satisfactorily completed

without these learned people support and guidance.

(Signature)

N.ARCHANA

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CONTENTS

CHAPTER-1 1-8

Introduction 1Objective of the study 3Importance for the study..... 4Methodology... 5Limitations...7

CHAPTER-2 ORIGIN 8-11

The PepsiCo Origin ....... 8Brand factors......10Values and philosophy ......11Company history....11

CHAPTER-3 PROFILE 14-21

Human sustainability ...14R&D Drives Our Human Sustainability Work .16Responsible Marketing.....16Talent Sustainability.....19Company information...21

CHAPTER-4 PEPSICO IN INDIA 23-26

Establishment23Core values and principles....24Performance with purpose....25Mission vision...26

CHAPTER-5 RECRUITMENT ANDA SLECTION 27-43

Introduction ..27Methods ....29Recruitment needs.....30Types of jobs.....30On roll jobs....31Process for on roll jobs......34Off roll jobs...35Eight steps of the call...35Importance of PSR....40Ideal profile...41Process for off roll jobs.....42Important questions...43

CHAPTER 6- ANALYSIS 45-58

Source of applicant.......45Criteria for filtering the candidates.. ....46Interview techniques ....47Attraction towards the organization. ....48

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Reference checks..49Induction program....50Reason for quitting the job...51Work experience..52Supervisor guidance.....53

Flexibility of work hours......54Job satisfaction.....55Growth opportunity......56Job stress...57Qualification.....58

FINDINGS 59SUGGESTION AND RECOMMENDATIONS 60CONCLUSION 61BIBLIOGRAPHY 62

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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. Thischapter 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

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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.

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. In this part I have analyzed the each and every question that I asked the

PSRs.

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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1.1 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. Themain 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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1.2 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

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1.3 METHODOLOGY:

The methodology adopted aimed at a detailed study and scrutiny of the currentrecruitment and selection practices including retention ship. The study is completely

based on observation process by maintaining relevant questionnaire.

1.3 SAMPLING METHOD AND SAMPLE SIZE

I used both the primary as well secondary data to gather the data from the market.

1.3.1 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.

1.3.2 Primary data: -

I have collected the data directly from the employees, since I followed the observation

method I have noted down all related information; even I took personal interview ofemployees.

1.3.3 Sample size: -

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I have taken sample size of 50 respondents. I have visited two depots of the

company one depot is located at Dilsuknagar and the other one is at nampally.

I met 28 employees (PSRs) at dilsuknagar depot and 22 employees (PSRs) at nampally

depot.

1.4 . SAMPLING METHODOLOGY

Since I have done my project on basis of observation method, I directly visited theplaces and noted down the required information, even I took personal interview of the

employees for some requirements.

1.4.1 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

employees I carried down this questionnaire and started ticking the proper answers from

the employees. Some answers obtain by observation of the employees.

1.4.2 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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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

26th 2010 - June 10th 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

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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.

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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, thePresident 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. The Pepsi slogans through the years are listed below

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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.

Beverages

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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.

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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., isthe 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.

SOME RECENT ACHIVEMENTS OF PEPSICO:

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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 Americas Top Corporations for Womens Business

Enterprises

Sams 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 Americas Most

Admired Companies in the World

Institutional Investor magazine has identified PepsiCo as one of Americas Most

Shareholder-Friendly Companies

PepsiCo makes #10 in the LOHAS Index for the its corporate social responsibility

program and communications

PepsiCo is named EPAs Energy Star Partner of the Year

Business Week names PepsiCo in its 2007 Best Performers List

PepsiCo receives 2007 Catalyst Award

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PepsiCo in Top 10 of Diversity Incs Top 50 Companies for Diversity list

Indra Nooyi receives India Abroad award

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

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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.

Our 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.


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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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.


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.

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.

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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.

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 thistask. 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

2This 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.

3Any 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 under 12s.

PepsiCo Policy on Responsible Advertising & Marketing to Children

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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-Cola North American School 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.


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.

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

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workforce requirements. By developing our talent, we create career paths for our

associates and drive sustainable growth for PepsiCo.


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.

3.5 COMPANY INFORMATION

Board of Directors and Committees

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Shona L. Brown

Senior Vice President, Business Operations, Google Inc.

Ian M. Cook

President and Chief Executive Officer, Colgate-Palmolive Company

Dina Dublon

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

Victor J. Dzau, M.D.

Chancellor for Health Affairs, Duke University

and President & CEO, Duke University Health Systems

Cooperate officers

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Indra K. Nooyi

Chairman of the Board and Chief Executive OfficerPepsiCo

Zein Abdalla

Chief Executive OfficerPepsiCo Europe

Saad Abdul-Latif

Chief Executive OfficerPepsiCo Asia, Middle East, Africa

Peter A. Bridgman

Senior Vice President and ControllerPepsiCo

4. PEPSICO IN INDIA

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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 itprovide 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 countrys 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

4.2 CORE VALUES & PRINCIPLES

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Organizational Values

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

Commitment

Our values reflect our aspirations - the kind of company we want PepsiCo to be. Weexpress 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

4.3 PERFORMANCE WITH PURPOSE

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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 namesQuaker Oats,

Tropicana, Gatorade, Lay's and Pepsi-Cola, to name a fewwe 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 worlds 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.

.

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

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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

"PepsiCos 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

5. RECRUITMENT & SELECTION

5.1 INTRODUCTION

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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.

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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 skillsets 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.

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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.

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5.3 Recruitment Needs

PlannedThe 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

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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

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http://www.businessdictionary.com/definition/recruitment.htmlhttp://www.businessdictionary.com/definition/method.htmlhttp://www.businessdictionary.com/definition/current.htmlhttp://www.businessdictionary.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/recruitment.htmlhttp://www.businessdictionary.com/definition/method.htmlhttp://www.businessdictionary.com/definition/current.htmlhttp://www.businessdictionary.com/definition/employee.html


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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, 1st floor, 1-8-61,Airport plaza, Prakas nagar, BegumpetSecbad 500016Email id: [email protected] site: www.talentproindia.comContact numbers: 040-40119944

9866511860

Bhavishya Consultancy Services

Abhijit.G. (BDM)Opp HDFC bank,Lane beside galaxy caf, Above Sai Clinic , HimayatnagarHyd 500021Email id: [email protected] number: 9248335042

Elite

Ashok (Resource Manger)#49, 2nd floor, G.PH.S colony, Padmarao NagarSecbadEmail-id: [email protected]

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Contact number: 9908608311

Youjob.in

Elaiyaperumal (Director)

Swami Consultancy Services,8-2-231/23/1, 3rd floor,Nagarjuna Hills, Panjagutta,Hyd 500082Email-id: [email protected] site: www.youjob.inContact numbers: 040-40218125

9000107733

Finedge

Sadha Basangar (BDM)

Finedge India pvt ltdMaruti Corporation Paint,217,Swapnalok Complex,S.D.RoadSecbad 500003Email-id: [email protected] site: www.Finedgeindia.comContact numbers: 9851554689

Cheval noir

Murali Krishna Raju (Director)Tech Pvt ltd,8-2-672, 3rd floor,G.S.Plaza, Road no 1,Banjara hills Hyderabad 500034Email id: [email protected] site: www.chevalnoirtech.comContact numbers: 040-66023333

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

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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 CEs are the TDMs(Territory Development Managers) 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

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.

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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

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 customers needs, identify key opportunities, present

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

Process:

1. Monthly Planning

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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

2. Greet the customer

Purpose: To show the customer youre 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 customers 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 contacto If your usual contacts is unavailable ask permission to begin from

whomever is in charge

o Be respectful of your customers customers

3. Store Check:

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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

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 products5. Merchandise

6. Clean

Tips:

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o Try to minimize disruption to store operations

o Clean shelves prior to merchandising

o Set up POP material after you merchandise a section

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:

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

7. Curbside Debrief

Purpose: To identify what you did well (things you should keep doing) and what you

will do differently next time (things youd 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

5.7 IMPORTANCE OF PSR

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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.

Its 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.

5.8 IDEAL PROFILE

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The PSRs 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.

PSRs should be familiar with both national and local languages i.e., for an hyderabadi

candidate it is Hindi and Telugu. Since hyderabad 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 cant 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

which saves time and money in turn. It even makes the job easy to perform.

5.9 Recruitment and selection (off role jobs)

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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.

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

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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.

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

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

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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 dont 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 companys 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?

6. ANALYSIS

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6.1 Sources of Applicant

Graph 1:

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

0

5

10

15

20

25

30

job portals newspapers employee

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

6.2 Criteria for filtering the candidate

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Graph 2:

What are general criteria underlying the filtering of the candidate pool that the company

requires?

0

5

10

15

20

25

30

35

qualification work

experience

personal

skills

criteria for filtering the candidate

no.of emp

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.

6.3 Interview techniques

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Graph 3

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

recruitment of candidates in PEPSI?

0

5

10

15

20

25

30

35

behavioralinterviews

stress interview depth interview

interview techniques

no.of

employees

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 requirementand 10 of them felt that depth interviews are best suitable for their requirement.

6.4 What attracts candidates towards the organization

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Graph 4:

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

recruitment perspective?

What attracts candidates towards the

organization

05

10

15

20

25

compe

nsatio

n

job

satis

factio

n

career

growth

no.ofemploy

InterpretationAmong 50 respondents 20 of them felt that job satisfaction attracts candidates towards

the organization, 20 of them felt that career growth attracts candidates towards the

organization, 10 respondents felt that compensation and perks attracts the candidate

towards the organization.

6.5 Reference Check

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Graph 5:

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

make recruitment process effective?

reference check

0

10

20

30

40

50

yes no

no.of emp

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 doesnt add value to the recruitment

process of the Pearl Beverages Ltd.

6.6 Necessity of formal induction program

Graph 6:

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

inductees?

Necessity of formal induction program

0

1020

30

40

50

60

yes no

no.of emp

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 doesnt add value to the

performance of inductees.

6.7 Reasons for quitting the job

Graph 7

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Do you feel that conducting a reference check before employing the candidate will make

recruitment process effective?

Reasons for quitting the job

05

101520253035

slow

grow

thpa

y

anyothe

r

unco

mfo

rtabl

ewith

no.of emp

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.

6.8 Work Environment:

Table 1:

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You are satisfied with the work environment you are put into.

Strongly Agree Agree Neutral DisagreeStrongly

Disagree

14 7 20 6 3

Graph 1:

0

2

4

6

810

12

14

16

18

20

no of

employees

Strongly

Agree

Agree NeutralDisagreeStrongly

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.

6.9 Supervisor Guidance:

Table 2:

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

supervisor.


Disagree

28 15 7 0 28

Graph 2:

0 10 20 30

Strongly Agree

Agree

Neutral

DisagreeStrongly Disagree

levelofagreeme

nt

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.

6.10 Flexibility of Work Hours:

Table 3:

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

organization?

GrapGraph 3:

024

68

101214

1618

no.of

employees

Strongly

Agree

Neutral Strongly

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.

6.11 Job Satisfaction:

Table 4:

61

Strongly Agree Agree Neutral Disagree

Strongly

Disagree

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The org gives you job satisfaction:


Disagree

8 12 20 10 0

Graph 4:

Strongly

Agree, 8

Agree, 12

Neutral, 20

,Disagree

10

Strongly

,Disagree

0

Strongly Agree

Agree

Neutral

Disagree

Strongly

Disagree

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.

6.12 Opportunity for Advancement/Growth:

Table 5:

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You feel that there is opportunity for advancement in your organization which may help

you to reach your career goal.

Strongly Agree Agree Neutral Disagree

Strongly

Disagree

5 6 6 17 16

Graph 5:

Strongly

Agree

Agree Neutral Disagree Strongly

Disagree

S1

5 6 6

17 16

level of agreement

Interpretation:

From the above graph it can be inferred that out of 50 respondents 5 members of them are

strongly agree, 11 members of them are agree, 6 members of them are neutral, 14

members of them are disagree and the remaining 14 members are strongly disagree

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6.13Job Stress:

Table 7:

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


Disagree

0 6 10 20 14

Graph 7:

05

10

15

20

no. of

employees

Strongly

Agree

AgreeNeutralDisagreeStrongly

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.


Disagree

0 10 0 10 30

Graph 8:

Qualification

Strongly

Agree, 0

Agree, 10

Neutral, 0

Disagree,

10

Strongly

Disagree,

30

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 i.e. 20% of the respondents are agree, none of them are

neutral, 10 respondents i.e. 20% of them are disagree, 30 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 theorganization 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 respondents 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. 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 beenmanipulated or depleted.

My visit to the depots was been hectic and gave me much information which helped in doing

my project successfully. The complete study helps the company for their future assistance. I

hope the company view my findings and considers my suggestion and recommendations

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10. BIBLIOGRAPHY

Human Resource Management - P.Subba Rao

Strategic Management, concepts and case - Tata McGraw-Hill

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

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

Websites:

www.pepsico.com

www.google.com

www.humanresource.com

www.pepsiindia.com

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135395497 recruitment selection pepsico

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