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Acknowledgment
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Executive summary
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DEDICATION
Whose,
&
Spiritual Inspiration
Give us Encouragement,
Sake of Freedom
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Forgotten....
Table of Content
• Mission statement
• Vision
• Pepsi introduction and future planning
• Pepsi slogan and logo
• Organizational structure
• Delivery system
Direct delivery
In direct delivery
• Departments
Operating department
Production department
Planning
Forecasting
External supply
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Internal supply
• Job description
Job description process
Job identification
Job summary
Standard of performance
Working condition
• Job specification
Specification for trained personnel
Types
Candidates
Newly hired
GAP
Structure need
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• Application process
• Model of result oriented needs assessment
• Compensation management
Compensation
Reward system
Salary
Probation period
Rent
Medical care
Transportation
Transfer
Demotion
• Separation
Lay off
Retirement
Resignation
• Leave system
Casual leave
Medical leave
Annual leave
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• Recommendations
• Glossary
MISSION STATEMENT
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VISION STATEMENT
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PEPSI
IN PAKISTAN
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(NBC)
Pvt. Ltd. Gujranwala
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Gujranwala
Gujrat
Hafizabad
Mandibghaud
Jehlum
Sialkot
Narowal
Sheikhupura
Chakwal
The basic difference between the direct and the indirect delivery system is
that in a direct distribution system, the company spends its own resources
while in an indirect distribution; the dealer spends his own resources on all
the factors which increases the sales volume:
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1905 A new logo appears, the first change from the original
created in 1898
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1982 With all the evidence showing that Pepsi's taste is superior,
the only question remaining is how to add that message to Pepsi
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1990 Teen stars Fred Savage and Kirk Cameron join the "New
Generation" campaign, and football legend Joe Montana returns in
a spot challenging other celebrities to taste test their colas
against Pepsi. Music legend Ray Charles stars in a new Diet Pepsi
campaign, "You got the right one baby."
1991 "You got the Right one Baby" is modified to "You got the
Right one Baby, Uh-Huh!" The "Uh-Huh Girls" join Ray Charles as
back-up singers and a campaign soon to become the most
popular advertising in America is on its way. Supermodel Cindy
Crawford stars in an award-winning commercial made to
introduce Pepsi's updated logo and package graphics.
In 2000 PepsiCo sales are $20 billion and the company has
125,000 employees at year
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Double Size
1934
Refreshing and Healthful
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Organizational structure
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Managing Director
Director
General
Manager
Plant Manger
Marketing &
Services Manager
Producti QC
on
Manager Manager
Purchas
Purchas
e Shippin
HR Audit MIS Store
e Finance g
Manage Manage Manage Manage Manag
Manage Manager Manage
r r r r er
r r
Assistant Manager
S&D Publicity
Marketing &
Mangers Manager
Services
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Diet Pepsi Vanilla Fresh new Vanilla taste with only one calorie
Wild Cherry Pepsi Adds the flavor of cherry to the great Pepsi taste.
DEPARTMENTS
• Procurement store
• Raw material purchase
• General purchases
• Purchase process
• Domestic and foreign purchase
• Quality control
• Water treatment
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STRUCTURE OF HR DEPARTMENT
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H.R Helper
Major Functions
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face?
iii. What are the implications for staffing, compensations
practices, training and development, and Management
succession?
iv. What can be done in the short run (tactically) to prepare for
long term (strategic) needs?
They include:
A talent inventory:
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Action Plans:
Issues Analysis
Business needs
External Factors
Internal supply
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Forecasting
Requirements
Staffing levels
Staffing mix
(Qualitative)
Action Plans
Staffing authorizations
Recruitment
Organizational changes
Labor relations
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JOB DESCRIPTION
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Job description will serve as and anchor for the pay professional
.They will provide a comprehensive understanding of the
organization and will serve as the initial basis for job evaluation.
Job identification
Job summary
Authority of incumbent
Standards of performance
Working condition
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Job specification
JOB IDIENTIFICATION;
• Job title
• FLSA status section
• Preparation date
• Prepared by
JOB SUMMARY;
Classifies all workers into one of 23 major groups of jobs which are
subdivided into further 96 minor groups of job and detailed occupations.
Lists the standard the employees expected to achieve under each of the
job description’s main duties and responsibilities.
New position
For promotion
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Recruitment
Transfers
Performance Management
Career Planning
Staff Planning
Training and Development
Identify the
Appropriate
incumbent
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Obtain Approval of
Incumbent and supervisor
JOB SPECIFICATION
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Job analysis
Specification of people/task
Requirements of jobs
Human
Resource Specification of human resources
Planning
Requirements
Recruitment
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Initial
Screening A smaller pool of
qualified candidates
Selection
New Employees
Orientation
Understanding of Company /
And benefits
Placement
Optimal match of employee
talents
Training
Competence to perform
present or
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Future Job
requirements
Performance
Feedback regarding past and
Appraisal
RECRUITMENT PROCEDURE IN
Newspaper Adds
Internal Search Advertisement
Employees Referrals (Permanent Employees of NBC)
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Types of Recruitment
Interview by HR Manager
Interview by Factory Manager
Interview by Concerned Department Head
Final Interview by MD/Director
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A. Basic Model
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Organizational performance
Competence
APPLICATION PROCESS
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Transfer in
Attendance
& Application
Leave Form
Register
Application
Process
Submitted Check by
in time office
availability
Time Office of leaves
Fill up and
Signature of
Department
Head
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Spotting organizational
problems
Tracing problems to
their main causes and
areas
Recognizing individual
(group) performance
problem
Job analysis
Performance appraisal
Determining
performance
improvement needs
Separating Training
from non training
solutions
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COMPENSATION MANAGEMENT
Compensation
REWARD SYSTEM
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4. Accommodation
5. Utilities bills
6. Vehicles
SALARY
Salary of all the workers permanent and temporary (Daily Wages) is
prepared in time office with the help of attendance register. Salary of
permanent employee is prepared at the last of month and the salary of daily
wages workers twice a month. The increment is made when a worker
complete one year in service. Following deductions are made for preparation
of salary. The increment is made when a worker complete one year in
service. Following deductions are made for preparation of salary.
Salary Preparation
CLA- 1 Rs. 4
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CLA- ii Rs. 2
Convene
Allowance Rs.3oo/-
EOBI& ESSI 6%
(Company)
Total Rs.
116
PROBATION PERIOD:
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During the probation period the salary will be given to the selected
candidate the salary will be start from the first month.
MEDICAL CARE:
Social Security
Card
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ID card of Employee
Detail of depended
persons
ID Cars of
Dependents Persons
TRANSPORTATION:
Promotion
Transfer
Demotion
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1. Promotion
Promotion in NBC
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2. Demotion
SEPRATION
1) Layoffs
2) Retirements(PENSION)
3) Resignations
1. Layoffs
How safe is my job? For many people that is the issue of the late
1990s. It is becoming clear that corporate cutbacks were not oddity of the
1980s and 1990s, but rather are likely to persist.
2. Retirements(PENSION)
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In NBC no early retirement is not possible pension are paid after retirement
to those employees who are more than 60 years of age.
3. Resignations
In NBC early resignation is possible who will resign from the company; he
must deprive from the benefits of the company.
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Causal Leaves
When a permanent employee completes his probation period of three month
(Extendable if required) he has awarded ten (10) causal leaves which one can avail
in any cause of emergency with full pay. A worker can not avail all the leaves
(Expect Special causes) at once he can maximum four (4) leaves can avail at once.
Medical Leaves
Sixteen (16) Medical leaves are given to the permanent employee for the
period of one year. A Permanent employee can avail these leaves with half pay. If
the employee goes on leave for more then 4 leaves then he would have to present
the Medical certificate in which his disease and rest mentioned.
ANNUAL LEAVES
When a permanent employee complete his one year in this company, He is eligible to
avail the fourteen (14) annual leaves for any visit purpose with his family with full pay. Mostly
these holidays are allotted to the workers in off season. If a worker did not avail these leave
Then it transfers it into his account. But only two year vacations are recorded and
two year it did not transfer to the previous balance.
In Naubahar Bottling Company (NBC) at officer & supervision level did not
pay against over time. He can change his overtime to a leave. Every body
can not do over time. Only those persons those who are permitted by the
department head.
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Types of
Leaves
INTIMATION FORM
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WEAKNESSES IN HR DEPARTMENT
1. Policies have been developed but not implement.
2. The employees did not promote soon that’s why employees
leave the factory.
3. New employee’s salary is more than old employees.
4. Lose the key employees because of the reference.
5. One person handles all the recruitment procedure of the
N.B.C which may be burden for him.
6. HRM department in NBC is not working professionally .Only
two to three persons are handling all the work.
H.R.M functions are more but employees working in H.R.M
Department are less.
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resources inventory.
Assessing future human resources needs by organization’s strategies &
future programs.
After assessing current capabilities of future needs a program should
be developed to have right person for the right job & at right time.
At the moment, HR department is itself facing staffing problem & it
seems to be non existent.
The selection process through which candidates pass is very slow &
time consuming pass is very slow and time consuming. Candidate have
to sit day long waiting for management approval to start test & then.
There is service of interviews which have no time table. It is generally
three four days patience test & trouble some for candidates from other
cities or already doing jobs.
For the medical bills and small loan employees need to get managing
director’s approvals and then pass through a long procedure. It
should be simplified. Department heads should be authorized to
approved loans and medical bills up to a certain amount.
Computer & job related aptitude test should also be made part of
selection tests to have better job personality fit.
Formal training is conducted but that is due to ISO department not with
the planning/efforts of HR department.
Performance appraisal has only once but it was a useless exercise
because its results were not used in future planning or changes.
Performance appraisal should be conducted:
To know development & training needs of employees.
To get performance feed back.
Anticipate direction for future performance
To change/ compensation system.
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Employees in NBC are performing well but they have low level of
motivation. Absenteeism is controlled because total forty annual leaves are
allowed but more important reason it that employees feel self responsibility.
However the alarming indicators are turnover and job satisfaction. The
organization is facing high turnover rate and employees are dissatisfied with
their jobs and pay scales. Experienced staff is leaving the organization or
searching for opportunities. With the kind attention and efforts of general
manager & deputy general manager, the situation is improving. Qualified &
young people are joining the organization. The pay scales of metric,
intermediate & graduate employees are revised. However much more is
needed to do in this regard.
RECOMANDATIONS
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GOLSSARY
ESSI: Employ Social Security Institute
TIME OFFICE: Establishment department is under the human resource manager. Time
office of NBC is the part of establishment department. This office is lead by an office in
charge under the guidance of factory manager (Head of Establishment Department). The
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main purpose of this department (Time Office) is to keep record of the entire employee