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2014

H.R Report Sukkur


Beverage (PEPSICO)

GROUP MEMBERS:
SHAIKH ASAD
SIKANDAR ALI
MEMONA WARAICH
RABAIL AIESHA
SAAD ARAIN
ABDUL RAUF
SUMBITTED TO: | SIR. ALI RAZA

Contents
DECLARATION ............................................................................................................................................... 2
EXECUTIVE SUMMARY .................................................................................................................................. 3
INTRODUCTION: ............................................................................................................................................ 4
Purpose of selecting this company ............................................................................................................... 4
QUESTIONS AND ANSWERS .......................................................................................................................... 5
CONCLUSION:................................................................................................................................................ 8
Reflection Essay ............................................................................................................................................ 9
REFRENCES: ................................................................................................................................................. 10

DECLARATION:
It is hereby stated that this report has been made by selfless hard work of the group members
(Sikander Ali, Saad, Shaikh Asad, Memona, Rabail Ayesha, Abdul Rauf), who were assigned this
assignment. This report was assigned by the subject teacher Sir.ALI RAZA and it will be
submitted to him and it will not be submitted to anyone else and will not be published
anywhere else.

EXECUTIVE SUMMARY:
This report is all about the HR department of the sukkur beverages (PEPSICO) that when HR
department has been started and how this department is to work for the betterment of the
company as we will describe in our report that this HR department of Sukkur beverages
(PEPSICO) is supposed to perform the function like recruitment, job rotation, compensation,
appraisal report, training, orientation and to conduct interviews of job performance and exit
interview.

INTRODUCTION:
Pepsi International is a world renowned brand. It is a very well organized multinational
company, which operates almost all over the world. They produce, one of best carbonated
drinks in the world. Pepsi is a symbol of hygiene, quality and service, all over the world. Pepsi is
producing Cola for more than 100 years and it has dominated the world market for a long time.
Its head office is in New York.

Purpose of selecting this company


The main reason to select this company for this interview is that its headquarter was very near
to us and the interviewee was also from our own institute SUKKUR IBA.

QUESTIONS AND ANSWERS:

a.

Existence of HR department? Yes or NO?

ANS: YES, There is a HRM department in the company.

b.

If yes? When it was established? Which functions they do?

ANS: In the early days it was not separate but since one year the company has made a separate
HR department. The main functions performed by the department are:
1)
2)
3)
4)
5)
6)

To recruit the new employees


To select the new employees
To train the new employees
Orientation of the new employees
To check the job performance
Bonus and compensation (on the basis of the performance of each employee each week)
and the employee of the month is selected on the bases of per week performance.
7) To make the appraisal forms of the employees

c.

How Recruitment & Selection can take place? Ask full detail.

ANS: In early the company used to go for the referrals which mostly given by the existing
employees working in the company. Recently they have changed their process of the
recruitment. There are mainly three type of employees they are mostly needed to the company
1) Top level: top level recruitment is done internally as it save time and energy as they already
know the norms of the company, they also use Headhunting strategy and for this purpose they
basically consult with agencies. The main criteria on which these people are hired are on the
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bases of the experience, more the experience more are the chances for the selection of that
person.
2) Middle employees: basically these employees attracted through advertisement, hiring of the
employees is done from LINKEDIN and they have recently started campus drive for the
recruitment process.
3) Labor hiring: the main population which is targeted for this job is local people of the area.
PROBLEMS: the main problems faced by the company during the selection of the company is
that sometime people give their CV only on optional bases there is actually no intention to join
the company. This causes only wastage of time. If the person is selected for the job then they
start to think either want to join or not as they are already working somewhere else.
Sometimes people send two CVs for the two separate jobs which is also problematic for the
company.

d.

Do they have Job descriptions? Were they well communicated? Is the


work is well defined according to JD(s).

ANS: there was no specific response, but the main thing was that it totally depended on the
nature of the job and.

e.

What about the trainings? Do you company invest in trainings? How Training need being
analyzed? How many employees get training in past one year? What is the benefit of
training they got? And promotions or reward in monetary or non-monetary terms?

ANS: the main process through which employees are trained is on the job training. The duration
of the job depends upon the nature of the job

f.

Who will analyze the employees performance? Which performance tool


used here? Does your company use any technology in managing performance?

ANS: previously they did not have any appraisal performance system but recently they are
working on a new program called DATABASE that will be used in storing all the employment
record of the person, for the job rotation purpose, for the appraisal.
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g.

What is reward and punishment for high and low performance? Respectively?

ANS: Bonus and compensation (on the basis of the performance of each employee each week)
and the employee of the month is selected on the bases of per week performance. They charge
penalty to those who go against the companys policy and commit such a mistake which is
problematic for the company.

h.

What changes you think, that must be done on priority basis for development of system.

ANS : the main developments which have taken place in the company are creation of the HR
department and the formation of a new DATABASE , the latter is still in the process and the
main purpose to create this program is to make appraisal reports of the employees , make
compensations for the employees , do job rotation.

CONCLUSION:
Key findings: the company established in 1890s named Pepsi beverage. This is one of the
biggest company in the world to introduce various products to the market Pepsi, Sting,
Mountain Dew, Marinda, Sprite. Its HR department is one year old at Sukkur Beverages
(PEPSICO) and there are various procedures through which it passes recruitment (early referral
based and now proper recruitment process is followed for the recruitment purpose, employees
for the middle jobs are recruited through campus drive, LinkedIn is also used for the
recruitment purpose) then its the selection of the employees (done on experience based for
hire positions, labor force is captured from the local area). Training is mostly done according to
the nature of the job and the main process followed is ON THE JOB TRAINING. Bonuses and the
compensation are also dependent upon job that what is the nature of the job. For the appraisal
purpose it has started to make a new system named as DATABASE (to keep record of
employees, compensations, appraisals, job rotation).retaining depends on the importance of
the person to the company (specialty and skills). At the time of the resign of the person there is
an exit interview which is done to identify mistakes and for pointing out flaws in the company.
They fire employees only on the bases of the severity of the mistake and how much harmful
that was to the company but at first they are given warning and on repetition actions are taken
accordingly. The main recent development made by the company for its benefit are HR
department , one year has passed to this department and the second prominent program still
in the process is the DATABASE it is supposed to perform following these duties (job rotation,
appraisal report, compensation plans).

Reflection Essay
The experience of accomplishing this project went very well. We learned how HR
functions is being practiced in organizations. How they recruit, select, compensate the
employees.
We make group with mutual consensus because we are being classmates since last 2
years and have enough understanding to work with each other.
We got appointment from the Mr. Rashid (G.M) to meet with Ms Sadaf (HR Officer,
Alumni Sukkur IBA) Pepsi. Then we take confidential letter from CDC department as
per the requirement of Pepsi. Then we went by car on 26th November, 2014 at 3:00 PM.
We feel good about the whole process of visiting Pepsi. HR officer cooperated with us
in interview. She responded us in a good way as we can understand the HR concepts
and theories practically.
At sometimes we feel that HR officer was talking too much generic and was quoting
examples of different organizations which was somehow confusing to us but even than
we coped with this, we were interrupting her by counter questions and then she return
back to the point again.
The real success will be proved by our marks but even then we feel that our success is to
accomplish this project smoothly with cooperative team work.

REFRENCES:
http://www.pepsico.com/
Sukkur Beverage HR Officer Ms. SADAF

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