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,
SEC’BAD –014.

1
 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

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 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

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 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

Establishment………………………………………………………………………23
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

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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

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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. 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
 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
PSR’s.

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. The
main objective of my study is to know the key stones of recruitment and selection process
and the next is to analyze the process and make the necessary changes if required.

 To study the recruitment process of the PEPSICO.

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

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1.2 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 current
recruitment 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 of
employees.

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 (PSR’s) at dilsuknagar depot and 22 employees (PSR’s) at nampally
depot.

1.4 . SAMPLING METHODOLOGY

Since I have done my project on basis of observation method, I directly visited the
places and noted down the required information, even I took personal interview of the
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, the
President of Loft Inc. Loft was a candy manufacturer with retail stores that contained
soda fountains. He sought to replace Coca-Cola at his stores' fountains after Coke refused
to give him a discount on syrup. Guth then had Loft's chemists reformulate the Pepsi-
Cola syrup formula.
On three separate occasions between 1922 and 1933, the Coca-Cola Company was
offered the opportunity to purchase the Pepsi-Cola company and it declined on each
occasion.
Pepsi Logo

Pepsi is one of the world's most famous brands much like its rival Coca Cola Pepsi Cola
was originally called Brad's Drink after its creator, Caleb Brad ham, a pharmacist from
North Carolina. Pepsi was a carbonated soft drink he created to serve his drugstore's
customers. The new name, Pepsi-Cola, was first used on August 28. The Pepsi logo is a
simple globe with the Pepsi colors in the background and the word Pepsi in the
foreground. Pepsi has changed its logo and its slogans a number of times since its
introduction in 1898. 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, PepsiCo’s Frito Lay division has 3 state-of-the-art
plants. PepsiCo’s business is based on its sustainability vision of making tomorrow better
than today. PepsiCo’s commitment to living by this vision every day is visible in its
contribution to the country, consumers and farmers.

Beverages

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

Foods

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

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., is
the world leader in juice sales and holds a dominant 41 percent of the U.S. chilled orange
juice market. On a worldwide basis, PepsiCo's product portfolio includes 16 brands that
generate more than $500 million in sales each year, ten of which generate more than $1
billion annually. Overall, PepsiCo garners about 35 percent of its retail sales outside the
United States, with Pepsi-Cola brands marketed in about 160 countries, Frito-Lay in more
than 40, and Tropicana in approximately 50. As 2001 began, PepsiCo was on the verge of
adding to its food and drink empire the brands of the Quaker Oats Company, which
include Gatorade sports drink, Quaker oatmeal, and Cap'n Crunch, Life, and other ready-
to-eat cereals.

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 America’s Top Corporations for Women’s Business
Enterprises
 Sam’s Club Aquafina Return the Warmth program has won the very top
environmental honor from the Cause marketing Forum
 Fortune Magazine ranks PepsiCo once again to the Top 10 of America’s Most
Admired Companies in the World
 Institutional Investor magazine has identified PepsiCo as one of America’s Most
Shareholder-Friendly Companies
 PepsiCo makes #10 in the LOHAS Index for the its corporate social responsibility
program and communications
 PepsiCo is named EPA’s Energy Star Partner of the Year
 Business Week names PepsiCo in its 2007 Best Performers List
 PepsiCo receives 2007 Catalyst Award

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 PepsiCo in Top 10 of Diversity Inc’s 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.

Our Goals and Commitments

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

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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 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.

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.

3.3 RESPONSIBLE MARKETING

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

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

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PepsiCo's Policy on Responsible Advertising & Marketing to Children

PepsiCo has long been a promoter of responsible advertising to all consumers, shown for
example through our adherence to the Consolidated ICC Code of Advertising and
Marketing Communication Practice.

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

deserve greater attention.

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

PepsiCo's Nutrition Criteria for Advertising to Children

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

Including Coca-Cola, General Mills, Grupo Bimbo, Kellogg's, Kraft, Mars, Nestle and
Unilever
2
This commitment establishes a minimum standard for all PepsiCo product and brand
advertising and marketing around the world. It is not intended to replace existing
commitments and/or regulatory obligations.
3
Any paid third-party advertising or marketing channels which may be widely assumed to
have an audience (print, TV, cinema, internet site, etc) which is comprised of a majority
of under 12s.

PepsiCo Policy on Responsible Advertising & Marketing to Children

24
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.

25
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.

Our Goals and Commitments

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

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

26
workforce requirements. By developing our talent, we create career paths for our
associates and drive sustainable growth for PepsiCo.

Our Goals and Commitments

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

3.5 COMPANY INFORMATION

Board of Directors and Committees

27
Shona L. Brown

Senior Vice President, Business Operations, Google Inc.

Ian M. Cook

President and Chief Executive Officer, Colgate-Palmolive Company

Dina Dublon

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

Victor J. Dzau, M.D.

Chancellor for Health Affairs, Duke University

and President & CEO, Duke University Health Systems

Cooperate officers

28
Indra K. Nooyi

Chairman of the Board and Chief Executive Officer

PepsiCo

Zein Abdalla

Chief Executive Officer

PepsiCo Europe

Saad Abdul-Latif

Chief Executive Officer

PepsiCo Asia, Middle East, Africa

Peter A. Bridgman

Senior Vice President and Controller

PepsiCo

4. PEPSICO IN INDIA

29
“In everything we do, we strive for honesty, fairness and integrity”

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

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

PepsiCo India provides direct and indirect employment to 150,000 people including
suppliers and distributors in the country. It is now the 4th largest consumer products
company in India and has 41 bottling plants in India, of which 13 are company owned
and 28 are franchisee owned It has 3 state-of-the-art food plants in Punjab, Maharashtra
and West Bengal. PepsiCo has a diverse range of products from Tasty Treats to Healthy
eats

4.2 CORE VALUES & PRINCIPLES

30
Organizational Values

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

Commitment

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

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

4.3 PERFORMANCE WITH PURPOSE

31
At PepsiCo, Performance with Purpose means delivering sustainable growth by investing
in a healthier future for people and our planet. As a global food and beverage company
with brands that stand for quality and are respected household names—Quaker Oats,
Tropicana, Gatorade, Lay's and Pepsi-Cola, to name a few—we will continue to build a
portfolio of enjoyable and wholesome foods and beverages, find innovative ways to
reduce the use of energy, water and packaging, and provide a great workplace for our
associates. Additionally, we will respect, support and invest in the local communities
where we operate, by hiring local people, creating products designed for local tastes and
partnering with local farmers, governments and community groups.

PepsiCo –Commitments

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

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

32
provide opportunities for growth and enrichment to our employees, our business partners
and the communities in which we operate. And in everything we do, we strive for
honesty, fairness and integrity.

VISION

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

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

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

PEPSICO SUSTAINABILITY VISION

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

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

Tomorrow better than Today

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.

34
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.

36
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, 1st floor, 1-8-61,
Airport plaza, Prakas nagar, Begumpet
Sec’bad 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 café, Above Sai Clinic , Himayatnagar
Hyd 500021
Email –id: hr@bhavishyaconsulting.com
Contact number: 9248335042

Elite

Ashok (Resource Manger)

#49, 2nd floor, G.PH.S colony, Padmarao Nagar
Sec’bad
Email-id: elite.hr99@yahoo.com

39
Contact number: 9908608311

Youjob.in

Elaiyaperumal (Director)
Swami Consultancy Services,
8-2-231/23/1, 3rd floor,
Nagarjuna Hills, Panjagutta,
Hyd 500082
Email-id: ep@youjob.in
Web site: www.youjob.in
Contact numbers: 040-40218125
9000107733
Finedge

Sadha Basangar (BDM)

Finedge India pvt ltd
Maruti Corporation Paint,
217,Swapnalok Complex,
S.D.Road
Sec’bad 500003
Email-id: sadhna@finedgeindia.com
Web site: www.Finedgeindia.com
Contact 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 500034
Email id: murali@chevalnoirtech.com
Web site: www.chevalnoirtech.com
Contact 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

40
The recruitment is the process of searching for prospective employees and stimulating
them to apply for the jobs in the organization

The recruitment and selection process of CE positions .It includes a series of steps, as
mentioned below

Line manager
HR manager
Psychometric test
Unit manager

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

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

In this the candidates will be interviewed by the HR manager. The Hr manager will filters
the candidates depending up on the job requirements and priorities
and then short listed candidates will be sent to the online test

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.

41
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 customer’s needs, identify key opportunities, present

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

Process:
1. Monthly Planning

42
 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 you’re friendly, set the tone for the interaction and
set expectations for the call
Process:
1. Identify the decision maker
2. Make the introduction
3. Pre-empt urgent issues
4. Clarify expectations for the call
5. Determine when to present your ideas

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

43
 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 products
5. Merchandise
6. Clean

Tips:

44
 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:

45
 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 you’d like to start or stop doing in the future)
Process:
1. Review the curbside debrief checklist
2. Take notes
3. Discuss your performance with your TDM

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

8. Administration

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

5.7 IMPORTANCE OF PSR

46
 A PSR are the sale persons, they involved in selling products of our company in return
for money. It is an act of completion of a commercial activity.

It’s almost impossible for an entrepreneur to run a business without a sales strategy. This
in turn requires somebody, not necessarily the entrepreneur, to have a talent for selling
products and services to businesses or the general public.

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

Without such a person or team, a business will struggle to remain profitable. In fact, the
success of a business plan is likely to depend on the expertise of sales staff

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

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

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

5.8 IDEAL PROFILE

47
The PSR’s are the frontline people who will directly contact the customers. The minimum
qualification they have to maintain is intermediate and he should be needy person. The
young people will suit more to this profile rather than the older one. They will be energetic,
with fresh blood and can work harder.

PSR’s should be familiar with both national and local languages i.e., for 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 can’t stick to the job. So they have
to work hard at all times.

If the candidate is an experienced person it will be easy to both candidate and CE to handle
the things. Since an experienced person holds more knowledge compared to a fresher
which saves time and money in turn. It even makes the job easy to perform.

5.9 Recruitment and selection (off role jobs)

48
  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

49
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

50
 Ability to Prospect – Do they know how to go about finding qualified potential
buyers for the product?

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

education?

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

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

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

Will they follow your company’s processes and procedures?

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

6. ANALYSIS

51
6.1 Sources of Applicant

Graph 1:

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

30
25
20
15
10
5
0
job portals 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

52
Graph 2:
What are general criteria underlying the filtering of the candidate pool that the company
requires?

35
30
25
20
no.of emp
15
10
5
0
qualification work personal
experience skills
criteria for filtering the candidate

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

6.3 Interview techniques

53
Graph 3
According to you which of the following interviewing technique is most suitable for the
recruitment of candidates in PEPSI?

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

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

6.4 What attracts candidates towards the organization

54
Graph 4:

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

What attracts candidates towards the

organization
25
20
15 no.of
10 employ
5 ees
0
n

th
io

io

ow
ct
at

gr
fa
ns

tis
pe

er
sa

re
m

ca
co

b
jo

Interpretation
Among 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

55
Graph 5:

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

reference check

50

40

30
no.of emp
20

10

0
yes no

Interpretation-
Among 50 respondents 46 of the respondents felt that reference check will add value to
the recruitment process and 4 respondents felt that it doesn’t add value to the recruitment
process of the Pearl Beverages Ltd.

6.6 Necessity of formal induction program

Graph 6:

56
Do you think that a formal induction program add value to the performance of
inductees?

Necessity of formal induction program

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

Interpretation-
Among 50 respondents 48 of the respondents felt that the orientation program will add
value to the performance of inductees and 2 of them felt that it doesn’t add value to the
performance of inductees.

6.7 Reasons for quitting the job

Graph 7

57
Do you feel that conducting a reference check before employing the candidate will make
recruitment process effective?

Reasons for quitting the job

35
30
25
20
15 no.of emp
10
5
0
ith
th

er
y
pa
ow

w
h
ot

e
gr

bl
y
w

an

rta
o

fo
sl

c om
un

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:

58
You are satisfied with the work environment you are put into.

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

Graph 1:

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

Interpretation:

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

6.9 Supervisor Guidance:

Table 2:

59
You are given all the necessary inputs required to perform your job well by your
supervisor.

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

Graph 2:
level of agreement

Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

0 10 20 30
no.of employees

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

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?

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

GrapGraph 3:

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

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

6.11 Job Satisfaction:

Table 4:

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The org gives you job satisfaction:

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

Graph 4:

StronglyAgree
Strongly
, Disagree , Disagree Strongly Agree
10 0 Agree , 8
Neutral
Agree , 12
Neutral , 20 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
Strongly Agree Agree Neutral Disagree
Disagree
5 6 6 17 16

Graph 5:

17 16

5 6 6
S1

Strongly Agree Neutral Disagree Strongly

Agree Disagree
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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6.13 Job Stress:

Table 7:

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

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

Graph 7:

20
15

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

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

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6.14 Qualifications:

Table 8:

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

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
0 10 0 10 30

Graph 8:
Qualification
Strongly Strongly Agree
Agree, 0
Agree, 10 Agree
Neutral, 0
Neutral
Strongly Disagree,
Disagree, 10
30 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 the
organization and how companies can keep productive employees on the job.

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

skills, knowledge, and attitudes

 Among the 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 been
manipulated 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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