it include Pepsi Co Pakistan information, and Human Resource Department process and the main focus is on Recruiting, Selection Process and Performance Appraisal

3. Executive Summary
First of all we conduct interview with Mr. Sultan Mughal (General
Manager HR) and gathered the information from internet and then we
started analyzing about the current situation of PEPSICO. During this
process of analyzing the HR Department we came across that how HR
Department works and what are the processes of recruiting. Our project
of PEPSICO covers the following HR Areas
MISSION AND VISION STATEMENT
HR FUNCTIONS
•Recruitment
•Selection
•Appraisal
•Benefits & Compensation

4. The market in Pakistan is surely dominated by Pepsi. It has proven itself to be the No.1
soft drink in Pakistan. Now days Pepsi is recognized as Pakistanis National drink. In
1971, first plant of Pepsi was constructed in Multan, and from their after Pepsi is going
higher and higher.
•Pepsi cola,
•Mirinda
•7up
•Mountain dew
•Diet 7up
•Diet Pepsi
•Lays,
•Kurkure
•Aquafina
•Pepsi twist
•Slice juice
Pepsi Pakistan(introduction)
Products

5. MISSION STATEMENT:
"To be the world's premier consumer
Products Company focused on
convenient foods and beverages. We
seek to produce healthy financial
rewards to investors as we 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."

6. VISION STATEMENT:
"To be the world's best beverage
company". Being the best means
providing outstanding quality, service,
cleanliness and value, so that their
every customer is contented and
happy with their products."
"To increase the value of their
shareholder's investment through
sales growth, cost control and wise
investment of resources."

7. Hierarchy Of PepsiCo:
Managing Director
Head of Departments
General Managers
Executives
Officers

8. Hierarchy of Human Resource Department:
General Manager HR
HR Development
HR Executive
HR Officers

9. •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 thecompany.
•Ensure thorough training of nationwide employees.
•To provide individual employees with orientation on the company at the
time of joining.
•To provide employees with solutions to their problems.
•Maintaining data records of all employees of PEPSICO (Human
Resources information System).
•To evaluate and retain those employees who are assets to the company.
HR Objectives:

10. Development of interactive web-site aligned with all HR
sub-functions to facilitate communication between
employee and organization through dialogue boxes and
speedy 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.
Human Resource Information
System (HRIS):

11. PEPSICO uses both Internal and External Recruitment. But the priority
is given to the internal if the employee has the capabilities, required by
the management for working on that post. In Internal recruitment they
ask for employee referrals. 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 rewarded with a bonus. In
External environment the company’s corporate Image matters a lot in a
way that not only new candidates are attracted but also people who
became a part of it in past.
Recruitment:

12. •Internal Methods:
PEPSICO usually prefers “Job Posting” in which employees from with
in the organization are preferred but if the organization feels that the
employee is not competent 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, social
media, LinkedIn, agencies and their official website for their
recruitment purposes. They give an open invitation to everyone to
apply, so people who are interested come and if they are capable
enough they are hired. They don’t prefer any specific universities or
colleges to get the applicants, what matters are the potential talent and
caliber of the person and his commitment to work. Last year a scheme
is started in which team of HR professionals visits different colleges
and universities to recruit fresh and passionate candidates.

13. •In PEPSICO they surely see qualifications but the prefer a person
with required skills, aptitudes, experience and capabilities.
•The recruitment process is likewise the same but minutely varies
in the organization depending upon the ranks. In recruitment
PEPSICO keeps certain things in front e.g.
•What the person was getting (in terms of salary) prior to PepsiCo’s
Job.
•Whether the person is polished enough to adjust in their
environment.
•Whether He/she has the required technical skills, the required
qualification for the specific job.
Strategies for Recruitment:

15. TRAINING & DEVELOPMENT:
On-the-job Training:
As compared to other competitive organizations
the training program of PEPSICO is quite
different. It provides full opportunity to its
employee to develop themselves 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 trained in
many ways while they are on job.
•Off-the-Job Training:
These are formal training opportunities that
PEPSICO offers to employees either internally or
externally. A trainer, facilitator and/or subject
matter expert are brought into the organization to
provide the training session or an employee are be
sent to one of these learning opportunities during
work time. These training opportunities are
provided in the form of seminars, classroom
training courses and workshops.

16. PERFORMANCE APPRAISAL:
The jobs are evaluated on yearly basis by the HOD; the competent
employees 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 further development of the employee.
The organization also uses different questionnaires, which consist of
numerous questions about the behavior of the employee, and then on
the basis of these answers personality of the employee is judged.
When evaluation is made the unsatisfactory performers are given
warning. The employee after warning is put under observation, for
some period of time and if the employees’ performance is still
unsatisfied then are demoted or fired.
In Pepsi Co Following Compensation & Benefits Apply:
• Promotion:
• Increments:
• Free transport:
• Medical facility:
• Overtime payment:

17. Case Study
We ask him about the case that if there is a situation in your
production house that a labor have an accident while working
and he lost his hand or any loss of other body part or if he died
so what would your company’s action?
Mr. Mughal said that this situation is fully overlook and handled by HR
Dept.
The HR will arrange the meeting in which HR. Manager, Production
Manager and Union Head will be called. They make the full case study
which include all the scenario, reason, and company’s responsibility and
submit this case to the Managing Director (MD) and Than MD will give
the final decision and approval.
As Mr. Mughal said that as it is government legislation so the company
have to tell the government about the accident.

18. Situation 01 (if labor lost
his body part)
The company has to give full
aid to labor which includes.
•Full hospital cost
•Paid leaves
Situation 02 (if labor died)
Mr. Mughal tells us that if labor died in that accident
so:
•Company is having insurance of all employees
•Someone from his family will get job

19. RECOMMENDATIONS:
•They should develop such system in their HR
department that no ethical issues can be raised.
•The employees should participate in all the activities
of the department.
•The factor of favoritism must be eliminated from the
department of HR.
•They should hold meetings of the HR employees
more frequently for eliminating any misunderstanding.