finalreport-150526194926-lva1-app6892

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D e d i c a t i o n

“THIS REPORT IS DEDICATED TO ALL BUSINESS

STUDENTS AND SPECIALLY MY RESPECTED TEACHER”

We like to dedicate this report to all business students who want to become great business professionals and want to be on the height of the“BUSINESS WORLD “. We hope that they would be satisfied fromour task and that would help them in their future life. We at this pointshall not forget the fruitful efforts of our teacher “ Miss Ma !"#Nadee$” without whom we would have been unable to accomplish thisREPORT.



ckno"ledgment:

Firstly, we are thankful to our ALLAH almighty for givingus courage at each and every step of our lives andespecially in making this report.

We would like to thanks our teacher Miss Mahrukh

Nadeem for clarifying our marketing concepts andguiding us in each and every step for making this report.

We would like to e press our deepest appreciation to allthose who provide us the possi!ility to complete thisreport.

" would like to this the authority of #$MM%#& "nstitute of 'usiness and %merging &ciences (#"'%&) for providing usthe good environment and facilities to complete thisreport.

We are also thankful to our parents who help us a lot in*nali+ing this report within the limited time.



#$ecuti%e Summary

irst of all we conduct interview with !r. "ultan !ughal #$eneral !anager %R&

and gathered the information from internet and then we started analy'ing about

the current situation of PEP"()O. *uring this process of analy'ing the %R

*epartment we came across that how %R *epartment works and what are the

processes of recruiting. Our pro+ect of PEP"()O covers the following %R ,reas

MISSION AND %ISION STATEMENT O& THE COMPANY

HR &UNCTIONS

Rec!"it$ent

Se'ection

A((!aisa'

Bene)its * Co$(ensation



& B'# O( )ON&#N& *g No+

,edication -.

ckno"ledgement -/

#$ecuti%e summary -0History o1 *epsi )o -2*epsi *akistan

• (ounders o1 company• 3arious product in *akistani market

-4-4-4

Mission statement -5

3ision statement -5Hierarchy o1 *epsi )o -6Hierarchy o1 HR department -6Human resource introduction 7-Human resource ob8ecti%e 7-Human resource in1ormation system9HRIS

7-

Human resource planning 77

Recruitment• Internal methods• #$ternal methods

777777

Strategies 1or recruitment 77Selection process 7.;7/&raining and de%elopment

• On the 8ob• O< the 8ob

707070

*er1ormance appraisal 7=)ompensation and bene>ts 7=)ase study 72Recommendation 74

ask sheet 74



History o1 *epsi )o(n +,- - )aleb radham- a young pharmacist from /ew ern- /orth )arolina-

begins e0perimenting with many different soft drink concoctions. 1ike many pharmacists at the turn of the century he had a soda fountain in his drugstore-where he served his customers refreshing drinks- that he created himself. %ismost popular beverage was something he called “ rad2s *rink 3 made of carbonated water- sugar- vanilla- rare oils- Pepsi)o and cola nuts. One of )aleb4sformulations- known as “B!ad/s D!in# 01 created in the summer of 5678- waslater renamed Pepsi)o )ola after the Pepsi)o and cola nuts used in the recipe. (n5676- )aleb radham wisely bought the trade name 3Pep )ola3 for 95:: from acompetitor from /ew ;ork- /ew <ersey that had gone broke. The new name wastrademarked on <une5=th- 57:8. radham4sneighbor- an artistdesigned the firstPepsi)o logo andninety>seven shares of stock for radham4snew company wereissued.

+,-, > One of )aleb4sformulations- knownas 3 rad4s *rink 3 acombination of carbonated water- sugar- vanilla- rare oils and cola nuts- is

renamed 3Pepsi)o>)ola3 on ,ugust ?6- 5676. Pepsi )ola receives its first logo.+-23 > The instant popularity of this new drink leads radham to devote all of hisenergy to developing Pepsi )ola into a full>fledged business. %e applies for atrademark with the @.". Patent Office- Washington *.).- and forms the firstPepsi )ola )ompany.



Pe(si Pa#istanThe market in Pakistan is surely dominated by Pepsi. (t has proven itself to be the /o.5 soft drink inPakistan. /ow days Pepsi is recogni'ed as Pakistanis /ational drink. (n 57A5- first plant of Pepsi wasconstructed in !ultan- and from their after Pepsi is going higher and higher. Pepsi is the choice soft drink ofevery one. (t is consumed by all age groups because of its distinctive taste. )ompared with other )ola in themarket- it is a bit sweeter and it contributes greatly to its liking by all. )onsumer4s survey results e0plain the

same outcome and Pepsi has been declared as the most wanted soft drink of Pakistan.

Pepsi4s greatest rival is )oca )ola. )oca )ola has an international recogni'ed brand. )oke4s basic strength isits brand name. ut Pepsi with its aggressive marketing planning and Buick diversification in creating and

promoting new ideas and product packaging- is successfully maintaining is /o.5 position in Pakistan. (ncoming future Pepsi is also planning to enter into the field of fruit drinks. or this purpose it has testmarketed its mango +uice in Carachi for the first time.

When Pepsi was introduced in Pakistan- it faced fierce competition with Aup- lemon and lime drinks- whichwas established during 57=6- in !ultan. Pepsi introduced its lemon and lime- 3Teem3 to compete with Aup.(t successfully- after some years- took over Aup- and this enhanced Pepsi4s profits and market share. (nPakistan- Pepsi with Aup en+oys A:D of the market share where as the coke +ust has ?:D markets share.

Pepsi is operating in Pakistan- through its 5? bottlers all over Pakistan. These bottlers are Pepsi4sstrength.Pepsi has given franchise to these bottlers. ottlers- produce- distribute and help in promoting the

brand. Pepsi also launched its fast food chain C ) i.e. 3Centucky ried )hicken.3

&o"nde!s o) t e Co$(an4The company was initially owned by late /awab"addiB %ussain ureshiF family till 5767. The Pepsi(nternational franchise declared the management incompetent- thus- the company was handed over to a newset of personnel. The factory set up was reorgani'ed F reestablished with e0pansion in various sectors. ThePepsi (nternational did this by offering it to !r. <ehangirTareen- who formed up his new team. !r.<ehangirTareen is /ephew of $eneral #late& ,khtar,bdurRehman.

%a!io"s P!od"cts in Pa#istani Ma!#etPepsi )ola-!irinda-Aup!ountain *ew*iet Aup*iet Pepsi1aysCurkure,BuafinaPepsi Twist"lice <uices.

http://www.pepsico.com/






























MISSION STATEMENT3To be the world4s premier consumer Products )ompany focusedon convenient foods and beverages. We seek to produce healthyfinancial rewards to investors as

we provide opportunities for growth and enrichment to our employees- our business partnersand the communities in whichwe operate. ,nd in everythingwe do- we strive for honesty-fairness and integrity.3

%ISION STATEMENT0To 5e t e 6o!'d7s 5est 5e8e!a9e co$(an40. eing the bestmeans providing outstanding Buality- service- cleanliness and

value- so that their everycustomer is contented andhappy with their products.33To increase the value of theirshareholder4s investmentthrough sales growth- costcontrol and wise investment ofresources.3



Managing -irector

Head of -epartments

eneral Managers

% ecutives

$/cers

eneral Manager H0

H0 -evelopment

H0 % ecutive

H0 $/cers

Hie!a!c 4 O) Pe(sico

Hie!a!c 4 o) H"$an Reso"!ce De(a!t$ent





HR Introduction:%R department follows the policies by the %R department of PEP"()O. ,t PEP"()O- their belief that3their people are their greatest assets” . They take great pride in acknowledging the contribution each one of them makes. They focus on People *evelopment and for that they ensureG

"taff PEP"()O with world class Professionals and ensure that the right systems are in place to encourage

them to develop to their full potential.

1 )reate a collaborative and mutually supportive work environment that encourages people to grow.

1 uild a team of professionals who deliver e0pertise by participating in business decisions.

1 *evelop Performance !anagement and reward systems underlying our usinessstrategy.

HR Ob8ecti%es:1 To look out for the well being of all employees of the company.

1 Provide leadership and direction to employees of the company.

1 )areer *evelopment planning for all employees of thecompany.

1 Ensure thorough training of nationwide employees.

1 To provide individual employees with orientation on the company at the time of +oining.

1 To provide employees with solutions to their problems.

1 !aintaining data records of all employees of PEP"()O #%uman Resources information "ystem&.

1 To evaluate and retain those employees who are assets to the company.

Human Resource In1ormation System 9HRIS :*evelopment of interactive web>site aligned with all %R sub>functions to facilitate communication

between employee and organi'ation through dialogue bo0es and speedy availability of information.Enhancing overall perception of %R- as with the help of %R(" the function of %R is changing directionand heading towards Relationship uilding- in this all the links are being recreated and employees aregiven much more weight as compared to past.



HR *lanning:H0 planning2s purpose is to determine what H0M re3uirements e ist for current 4future supplies 4 demands of workers. he organi+ation ensures that they have theright num!er and kinds of people at the right place5 this task is accomplished !yregular recruitment and selection, performance evaluation, 6romotions, 0egular

raining and development programs.

Recruitment:*#*SI)O uses !oth "nternal and % ternal 0ecruitment. 'ut the priority is given to theinternal if the employee has the capa!ilities, re3uired !y the management for workingon that post. "n "nternal recruitment they ask for employee referrals. Any employeecan refer any competent and potential person and if the referred person comes up totheir e pectations and hired, then the one who referred is rewarded with a !onus. "n% ternal environment the company2s corporate "mage matters a lot in a way that not

only new candidates are attracted !ut also people who !ecame a part of it in past.

Internal Methods:

6%6&"#$ usually prefers 78o! 6osting9 in which employees from within the organi+ationare preferred !ut if the organi+ation feels that the employee is not competent enoughthen they go for e ternal methods. &uch announcements are made through !ulletin!oards, memos and other internal sources.

#$ternal Methods:

6%6&"#$ usually prefers advertising through newspapers, social media, Linked"n,agencies and their o/cial we!site for their recruitment purposes. hey give an openinvitation to everyone to apply, so people who are interested come and if they arecapa!le enough they are hired. hey don2t prefer any speci*c universities or collegesto get the applicants, what matters are the potential talent and cali!er of the personand his commitment to work. Last year a scheme is started in which team of H0professionals visits di:erent colleges and universities to recruit fresh and passionatecandidates .

Strategies 1or Recruitment "n 6%6&"#$ they surely see 3uali*cations !ut they prefer a person with re3uired

skills, aptitudes, e perience and capa!ilities +• he recruitment process is likewise the same !ut minutely varies in the

organi+ation depending upon the ranks. "n recruitment 6%6&"#$ keeps certainthings in front e.g.

• What the person was getting (in terms of salary) prior to 6epsi#o2s 8o!.• Whether the person is polished enough to ad;ust in their environment.• Whether He<she has the re3uired technical skills, the re3uired 3uali*cation for

the speci*c ;o!.





Selection:"n 6%6&"#$, selection #riteria is !ased on numerous factors such as education, health,!ackground and previous e perience .

Selection process:

7+&he pplication :

he employment application is candidate2s *rst chance to present his 3uali*cationsto the $rgani+ation. As such, it is e tremely critical for his<her continued participationin the e amination process. 'efore !eginning, one has to review thoroughly what the

8o! Announcement speci*es as the re3uirements to 3ualify for the position.#andidate must meet these criteria to !e considered for the position5 ensure that,otherwise candidate will !e wasting his e:ort in completing the application. Mostentries on the form are self=e planatory, !ut a few pointers on *lling it out may help.

.+?ritten #$ams:

Written e ams are usually o!tained from one of several test construction *rmsavaila!le to them. hese tests are designed to determine level of technical and<oranalytical a!ilities associated with the particular position for which candidate hadapplied. he test which is conducted in 6%6&"#$ selection purpose is %& $F#$ N" ">% A'L" "%&. his test is mostly taken from fresh graduates. Whereas, somepeople are selected on the !asis of e perience.

/+*er1ormance #$ams:

6erformance e ams test a!ility to accomplish speci*c ;o!=related tasks !y providingthe opportunity to actually perform them. hese tests are scheduled through theHuman 0esources -epartment o/ce, with noti*cation in writing of the date, time,location and duration of the test. "nstructions will !e given on the tasks to !ecompleted and then asked to complete them. "ndividuals with considera!le relevante perience will conduct the evaluations. &afety, 3uality of work, adapta!ility,performance under stress, etc. are evaluated.

0+Specialized &esting :

&ome positions will re3uire speciali+ed testing, such as technical skills, agility andcommunication skills etc. hese tests are scheduled ;ust as like other tests.

=+&he *anel Inter%ie" :

he results of this component of the e am process will !e used to determine ifcandidate should !e included on the List of %ligi!le #andidates forwarded to the

hiring authority for consideration for a departmental &election "nterview. his portionof the e amination is normally weighted ?@@ (or as indicated on the 8o!Announcement. he 6anel is comprised of 3uali*ed individuals, which may or maynot !e employees of the #ity. Normally, the panel will consist of three evaluators.



hese individuals will evaluate responses to a variety of ;o!=related 3uestions overthe scheduled time period.

2+&he Selection Inter%ie" :

$nce the List of %ligi!le #andidates is esta!lished it is sent to the -epartment(s) thatis hiring to *ll a current vacancy. he -epartment Head is responsi!le for setting up&election "nterviews. He<she may interview anyone on the list, since all personsreferred to the department are 3uali*ed. he -epartment Head will !e looking for thecandidate with the !est 3uali*cations for their particular position. he candidateselected to *ll the vacancy will undergo a medical e amination, drug screen,!ackground investigation, and a pro!ationary period !efore attaining permanentemployment status.





*#R(ORM N)# **R IS ': he ;o!s are evaluated on yearly !asis !y the H$-5 thecompetent employees are rewarded in shape of promotions,!onus, increments and annual holidays and promotion. heresults of an appraisal can !e used to identify areas for furtherdevelopment of the employee. he organi+ation also usesdi:erent 3uestionnaires, which consist of numerous 3uestionsa!out the !ehavior of the employee, and then on the !asis of these answers personality of the employee is ;udged. Whenevaluation is made the unsatisfactory performers are givenwarning. he employee after warning is put under o!servation, forsome period of time and if the employees2 performance is stillunsatis*ed then are demoted or *red.

In *epsi )o (ollo"ing )ompensation A Bene>ts pply:

*romotion:

6romotion is direct shift only to the ne t levelfrom the current grade, the employee2sperformance is evaluated and if his performanceis a!ove average he is given promotion. 6%6&"#$

promotes only those candidates who aree perienced and eligi!le for that particular vacancy.

Increments:

he company decides at the end of the *nancial year, according to its *nancialcondition, whether increments should !e given or not.

(ree transport:

6%6&"#$ provide free transport to local employee.

Medical 1acility:

6%6&"#$ provide free medical facility to workers depending upon the position<rank ofthe employee.

O%ertime payment:

$vertime payment is pay for only those workers who are working more than theirworking hours mostly overtime payment is given to low level sta:.





)ase StudyWe ask him a!out the case that if there is a situation in your production house that ala!or have an accident while working and he lost his hand or any loss of other !odypart or if he died so what would your company2s actionB

Mr. Mughal said that this situation is fully overlook and handled !y H0 -ept.

he H0 will arrange the meeting in which H0. Manager, 6roduction Manager and CnionHead will !e called. hey make the full case study which include all the scenario,reason, and company2s responsi!ility and su!mit this case to the Managing -irector(M-) and han M- will give the *nal decision and approval.

As Mr. Mughal said that as it is government legislation so the company have to tell thegovernment a!out the accident.

Situation -7 9I1 labor lost his body part

he company has to give full aid to la!or which includesD

• Full hospital cost• 6aid leaves

Situation -. 9I1 labor died

Mr. Mughal tells us that if la!or died in that accident soD

• #ompany is having insurance of all employees• &omeone from his family will get ;o!



R#)OMM#N, &IONS: hey should develop such system in their H0 department that no ethical issuescan !e raised.

he employees should participate in all the activities of the department.

he factor of favoritism must !e eliminated from the department of H0.

hey should hold meetings of the H0 employees more fre3uently for eliminatingany misunderstanding.

&ask Sheet&asks )ompleted bySelecting an organization Man+ar Hussain, Eain Ali, "smat Mateen,

omail Ali@etting an appointment Man+ar Hussain&aking inter%ie" Eain Ali, Man+ar Hussain, "smat Mateen)ollecting in1ormation aboutorganization

omail Ali

@athering all material aboutreport

Eain Ali, Man+ar Hussain

Making report Eain Ali, Man+ar Hussain, "smat Mateen

&yping report omail Ali(ormatting report Eain Ali(inalizing report "smat MateenMaking presentation Man+ar Hussain(inalizing presentation Eain Ali*rinting report Eain Ali

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finalreport-150526194926-lva1-app6892