HR Introduction: HR department follows the policies by the HR department of PEPSICO.

At PEPSICO, their belief is that "their people are their greatest asset. They take great pri de in acknowledging the contribution each one of them makes". they focus on Peop le Development and for that they ensure: Staff PEPSICO with world class Professionals and ensure that the right systems a re in place to encourage them to develop to their full potential. Create a collaborative and mutually supportive work environment that encourages people to grow. Build a team of professionals who deliver expertise by participating in business decisions. Develop Performance Management and reward systems underlying our Business strate gy. HR Objectives: To look out for the well being of all employees of the company. Provide leadership and direction to employees of the company. Career Development planning for all employees of the company. Ensure thorough training of nationwide employees. To provide individual employees with orientation on the company at the time of j oining. To provide employees with solutions to their problems. Maintaining data records of all employees of PEPSICO (Human Resources informatio n System). To evaluate and retain those employees who are assets to the company.

HR Policies: Friendly, conversant, flexible and congruent with business environment. Policies are legally compliant with clearly expressed processes for timely revis ions and a framework in place to foster employee adherence.

HRIS Development of interactive web-site aligned with all HR sub-functions to facilit ate communication between employee and organization through dialogue boxes and s peedy availability of information. Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction and heading towards Relationship Building, in this all the links are being recreated and employees are given much more weight as compared to past.

HR PLANNING HR plannings purpose is to determine what HRM requirements exist for current & fu

ture supplies & demands of workers. The organization ensures that they have the right number and kinds of people at the right place; this task is accomplished b y regular recruitment and selection, performance evaluation, Promotions, Regular Training and development programs. HR Functions of PEPSICO:

STRENGTHS 1- The people in the HR department of PEPSICO are extremely qualified personnel so no flaws in decision making are prominent 2- They have sufficient resources of getting knowledge from outside sources. 3- They prefer new entrants of the market to increase their efficiency. WEEKNESS 1- the ethical issues in the PEPSICO prevail the most 2- the employees in the PEPSICO dont participate equally so there are chances of misspalnning.

JOB DESCRIPTION Company Name: PEPSICO Job Title: Assistant HR Manager Job Code:310-4 Salary: Rs.35000 Reporting Relationships: Assistant HR manager reports to HR Manager, and then he reports to the HR Secret ary. Then all other HR people get information from the HR secretary.

Job Summary: Manage the HR activities of the department. plans and develops the systems and p rocedures for recruiting. Supervises staff in accordance with companys policies and procedures. Responsible for coaching and training. Job Duties: HR managers major duties include assisting the HR activities, for instance if any recruiting procedure needs to be implemented then the HR manager is responsible for it. HR manager in PEPSICO has to make some plans for a assigning duties to the employees WORKING CONDTIONS: Working conditions are normal for an office environment. Work may require occasi onal weekend and/or evening work.

Performance Standards: PEPSICO expects from its employees specific performance expectations for each maj or duty and also expects certain behaviors like friendliness, helpfulness, court esy, and punctuality. Job Specifications: In PEPSICO the minimum job requirement for a HR Manager is Master degree in HRM with relevant work experience,

EMPLOYEE EMPOWERMENT The company is giving more stress on employee empowerment by giving them right t o participate in decision making speacially those decision which directly affect the employee themselves. Also the company gives the subordinates the right to work on the behalf of its s upervisor in absence of him. LABOUR RELATIONS The company is paying more attention to strengthen the relationship among employ ees by giving them equal opportunities to take advantage of the firms incentives, because no biasness among employees is practiced in the firm which affects the good relations among employees. RECRUITMENT PEPSICO employs through both formal and informal ways of recruitment. Department s tell their need to HR department. And then recruitment is done on the requirem ent by the project. All candidates send their CVs by post; they are then short li sted and called. So those candidates then report at the PEPSICO from where they are sent to the Human Resource Department for further interviews. But recently P EPSICO has devised a new way of recruitment i.e. Online Applications. They give Ads in leading newspaper and use some other mass media communication channels an d then receive applications and CVs online. In this way huge paper work is reduce d and recruitment process is improved in terms of efficiency and convenience with the use of technology. Sources of Recruitment PEPSICO uses both Internal and External Recruitment. But the priority is given t o the internal if the employee has the capabilities, required by the management for working on that post. In Internal recruitment they ask for employee referral s. Any employee can refer any competent and potential person and if the referred person comes up to their expectations and hired, then the one who referred is r ewarded with a bonus. In External environment the companys corporate Image matter s a lot in a way that not only new candidates are attracted but also people who became a part of it in past. Internal Methods PEPSICO usually prefers Job Posting in which employees from with in the organizati on are preferred but if the organization feels that the employee is not competen t enough then they go for external methods. Such announcements are made through bulletin boards, memos and other internal sources. External Methods

PEPSICO usually prefers advertising through newspapers and their official websit e for their recruitment purposes. They give an open invitation to everyone to ap ply, so people who are interested come and if they are capable enough they are h ired. They dont prefer any specific universities or colleges to get the applicant s, what matters are the potential talent and caliber of the person and his commi tment to work. Last year a scheme is started in which a team of HR professionals visit different colleges and universities to recruit fr esh and passionate candidates. Strategies for Recruitment The recruitment process is likewise the same but minutely varies in the organiza tion depending upon the ranks. In recruitment PEPSICO keeps certain things in fr ont e.g. What the person was getting (in terms of salary) prior to PEPSICOs Job. Whether the person is polished enough to adjust in their environment. Whether he or she has the required technical skills or the required qualificatio n for that specific job. In PEPSICO they surely see qualifications but they prefer a person with required skills, aptitudes, experience and capabilities. STRENGTHS 1- The factor of succession planning is prevailing 2- They use the right techniques in recruiting. WEEKNESS 1- At the time of the recruitment the most suitable and appropriate employee may not be available.

SELECTION In PEPSICO, selection Criteria is based on numerous factors such as education, h ealth, background and previous experience.

Selection process 1. The Application The employment application is candidates first chance to present his qualificatio ns to the Organization. As such, it is extremely critical for his/her continued participation in the examination process. Before beginning, one has to review th oroughly what the Job Announcement specifies as the requirements to qualify for the position. Candidate must meet these criteria to be considered for the positi on; ensure that, otherwise candidate will be wasting his effort in completing th

e application. Most entries on the form are self-explanatory, but a few pointers on filling it out may help 2. Written Exams: Written exams are usually obtained from one of several test construction firms a vailable to them. These tests are designed to determine level of technical and/o r analytical abilities associated with the particular position for which candida te had applied. The test which is conducted in PEPSICO selection purpose is TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people are selected on the basis of experience. 3. Performance Exams: Performance exams test ability to accomplish specific job-related tasks by provi ding the opportunity to actually perform them. These tests are scheduled through the Human Resources Department office, with notification in writing of the date , time, location and duration of the test. Instructions will be given on the tas ks to be completed and then asked to complete them. Individuals with considerabl e relevant experience will conduct the evaluations. Safety, quality of work, ada ptability, performance under stress, etc. are evaluated. 4. Specialized Testing Some positions will require specialized testing, such as technical skills, agili ty and communication skills etc. These tests are scheduled just as like other te sts. 5. The Panel Interview The results of this component of the exam process will be used to determine if c andidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview. This portion of the examination is normally weighted 100% (or as indicated on th e Job Announcement). Typically, previous test results are used only to qualify y ou for participation in the Panel Interview. The Panel is comprised of qualified individuals, which may or may not be employe es of the City. Normally, the panel will consist of three evaluators. These indi viduals will evaluate responses to a variety of job-related questions over the s cheduled time period. 6. The Selection Interview Once the List of Eligible Candidates is established it is sent to the Department (s) that is hiring to fill a current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the list, s ince all persons referred to the department are qualified. The Department Head w ill be looking for the candidate with the best qualifications for their particul ar position. The candidate selected to fill the vacancy will undergo a medical e xamination, drug screen, background investigation, and a probationary period bef ore attaining permanent employment status. STRENGTHS 1- They implement a crucial testing system which affects the selection process. 2- They have a separate selection criteria for each job. WEEKNESS 1- They take group interview which causes many confusion.

TRAINING & DEVELOPMENT PEPSICO has trained and developed many of its senior and fast track managers and supervisors. For lower and technical staff the organization have a complete tra ining calendar for the year, if organization thinks and feel that an employee re quires training to update his knowledge about the field, he just have to report the HR department and he will be listed for the next training program. On-the-job Training: As compared to other competitive organizations the training program of PEPSICO i s quite different. It provides full opportunity to its employee to develop thems elves and also train them according to the requirements of their job. In return they will be greatest asset for their organization. The employee is being traine d in many ways while they are on job. External sources These are formal training opportunities that PEPSICO offers to employees either internally or externally. A trainer, facilitator and/or subject matter expert ar e brought into the organization to provide the training session or an employee a re be sent to one of these learning opportunities during work time. These traini ng opportunities are provided in the form of seminars, classroom training course s and workshops. STRENGTHS 1- They hire foreign instructor for the training of the employees 2- The employees after getting trained perform well and become able to maximize their potential.

WEEKNESS 1- The factor of favoritism effect the performance of certain employees. PERFORMANCE APPRAISAL The jobs are evaluated on yearly basis under 360o method; the competent employee s are rewarded in shape of promotions, bonus, increments and annual holidays and promotion. The results of an appraisal can be used to identify areas for furthe r development of the employee. The organization also uses different questionnaires, which consist of numerous q uestions about the behavior of the employee, and then on the basis of these answ ers personality of the employee is judged. When evaluation is made the unsatisfactory performers are given warning. The emp loyee after warning is put under observation, for some period of time and if the employees performance is still unsatisfied then are demoted or fired.

COMPENSATION & BENEFITS

Promotion Promotion is direct shift only to the next level from the current grade, the emp loyees performance is evaluated and if his performance is above average he is giv

en promotion. PEPSICO promotes only those candidates who are experienced and eli gible for that particular vacancy. Increments

The company decides at the end of the financial year, according to its financial condition, whether increments should be given or not. Free transport PEPSICO provide free transport to local employee.

Medical facility PEPSICO provide free medical facility to workers depending upon the position/ran k of the employee. House loans: They give the facility of house loan only to deserving individual. The loan appr oval depends upon the post of the employee. Overtime payment: Overtime payment is pay for only those workers who are working more than their w orking hours mostly overtime payment is given to low level staff.

RECOMMENDATIONS 1- They should develop such system in their HR department that no ethical issues can be raised. 2- The employees should participate in all the activities of the department. 3- They should choose plan in such a way that when there is a need of recruitmen t the proper candidate must be available. 4- The factor of favoritism must be eliminated from the department of HR. 5- They should hold meetings of the HR employees more frequently for eliminating any misunderstanding.