Professional Documents
Culture Documents
With Reference To
Submitted by
V.SANTOSHI DEEPTI
Asst. professor
(2009-2011)
K. Kotturu, Tekkali-532201
(2009-2011)
CERTIFICATE
This is to certify that the project entitled “A Study On CAREER MANAGEMENT
fulfillment of the requirement for the award of the degree of MBA, in AITAM SCHOOL OF
University is a record of confide work carried out by her under my guidance and
supervision.
The results embodied in this project work have not been submitted to any other
Saumendra Das
PRINCIPAL
PROJECT SUPERVISOR
ACKNOWLEDGEMENT
Rao, Director of ASCAM, Tekkali for giving me this opportunity to do this project.
I also thank my company guides to, Manager in HR and Training and Mrs.K.Satya
Guide and also I extend my thanks to MR.K.Sitaram, personal assistant (HR) for his
human resources department for their sincere cooperation and help without which this
(V.Santoshi Deepti)
DECLARATION
Administration is of my own and it is not submitted to any other university or has been
Place: TEKKALI
(V.Santoshi Deepti)
Date:
CONTENTS
1. CHAPTER-1: INTRODUCTION
PAGE NO
1.1 Introduction
1.4 Methodology
1.5 Limitations
2.4 H R Department
5.1 Summary
5.2 Findings
5.3 Suggestions
ANNEXURE: QUESTIONNARE
BIBILOGRAPHY
CHAPTER – 1
Introduction
for example human skills, location, climate, etc. “A career may be thought of as a long-
term project for an individual life. One’s career may be “in” business, law, teaching,
According to Care (1984) career is a way of life one lives. Maanen (1977) give
definition of career as a series of related experiences that makes an individual’s life. Olson
and prince (1979) suggest career as a series of steps upward in the organization and see
career as a life time commitment to a specific field or organization.
through life (or a distinct portion of life)" Nosow and Form (1962) provides the following
definitions:
"Sociologically the career refers to any pattern of occupational change (vertical and/or
Consistent with this concept of career, Hall’s (2002) define career as different
attitudes and behaviors that linked with individuals and their work-
related experiences and
actions over the life period. Here, career is a work related experience over a person’s life
Sims (1983) says: “To match the job and person, a commensurate frame work
for
Schein (1978) relates career to the career “anchors” an inner feeling of motivation
or a power of inspiration for an individual. He has mentioned that there are a number of
stages in the career cycle including growth, fantasy and exploration. An individual can
reach a realistic career choice by performing a number of jobs and by utilizing his abilities,
interests, thoughts, feelings and skills. “Other perceived important career anchors for
Career choice is a name of process that starts during early age. In an age when
students start thinking about making some career choice and continues till the time when
the individual is employed in any organization. Career choice is also influenced by health
role when we talk about or it comes to selecting the right job for an individual. It's become
necessary for all persons to find appropriate careers today not merely for finan
cial
reasons, but also for the satisfaction or excellence of life. By choosing a career
that
matches your needs, your personality, you are more likely to perform a job happily.
For any organization, having considerable size of human resource segment, managing
human relations assumes equal importance with other areas. Career management is also
and dissatisfaction in employees if suppressed, even if surfaced and not addressed results
Pearl bottling Pvt. Ltd. Has developed very good size of manpower and to reduce
the dissatisfaction arising from time to time in the career growth; it has evolved a career
Policies in operation.
growth.
1.3 Significance of the Study:
This study contributes toward our understanding of career choice that every
individual makes in the long span of his/her life. And after making a career choice what
kind of relationship creates with their performance. Given this, the results of this study
1. This study provides baseline information to improve our understanding of factors that
influence every one while making decision about the career he/she wants to adopt.
2. The result provides information about the relationship between career choice
and
Employees performance.
3. The results also take into account the relationship between the satisfaction of employees
with their career and it’s out come on their performance. If employees are not satisfied
with their career choice or they don’t like present field of work what type of effects it has
on their performance.
To find out the factors and situations that influence individuals to choose a
career
What kind of impact their career choice has on their performance at work.
To identify and satisfy individual and group need in improving their career
growth.
organizational goals.
subject matter of the study from the units under investigation the method of collection of
data depends mainly upon the nature, objective and scope of the inquiry on one hand and
available of resources and time on the other hand. Data may be classified into primary
and secondary data, depending upon the nature and mode of collection.
Primary data
Secondary data
1) PRIMARY DATA: primary data is collected from the office staff, workersand
•
QUESTIONNAIRE: a structure of questionnaire was prepared an distributed
among the employees actually to known the real feeling About training
from the employees by PBPL the questionnaire was prepared on the basis
done by me with the permission of HRM guide with employees and labors.
books, recorded of PBPL journals, annual reports, company records, company files,
Every study has its limitation because of some particular reasons in the
My study is limited only for 8 weeks which not sufficient enough to know about the
My sample size is only limited to100 no. of employees out of 170 employees in
the organization.
•
Most of the information has been kept confidential and as such was not passed on
It is also not possible to compare the career development system as the other
There is no chance to know the pressure from peer, superiors and trade unions on
CHAPTER II
Non-alcoholic soft drink beverage market can be divided into fruit drinks and soft
drinks. Soft drinks can be further divided into carbonated and non-carbonated drinks.
Colas, lemon and oranges are carbonated drinks while mango drinks come under non-
carbonated category. The soft drinks market till early 1990’s was in hands of domestic
players like Campa, thumps up, limca etc but with the opening up of economy and coming
of MNC players Pepsi and coke the market has come totally under their control.
Worldwide, coke is the leader in carbonated drinks market. In India it is Pepsi, which
scores over coke hut this difference is fast decreasing. Pepsi entered Indian market in
1991. Coke re-entered (after they were thrown out in 1977, by the then central
government) in 1993.
Pepsi has been targeting the youth and the sales have been doing well by sticking
to this youth segment. Coke on the other hand struggled initially in establishing itself in
the market, in a span of 7 years of its operations in the country it has changed its CEO
four times but finally they seem to have started understanding the pulse of Indian
consumers.
Soft drinks are available in glass bottles, aluminum cans and PET bottles for home
Segmentation:
The soft drinks market can be segmented on the basis of place of consumption and
on the basis of type of products. The soft drinks market can be segmented on the basis of
At home the rest 20% of the market compromises of the soft drink purchased
The soft drinks market can be segmented on the basis of types of products into
Cola products account for nearly 62% of the total soft drinks market.
The brands that fall in this category are Pepsi, coca cola, and thumps up, diet
•
Non-cola segment, which constitutes 36%, can be divided into four categories
Orange
Cloudy lime
Clear Lime
Mango
i.
Orange flavor based soft drinks constitute around 17% of the market. The segment
is largely dominated by national brands like fanta of coca cola and Miranda orange
of Pepsi co. rest of the market is in hands of smaller brands like crush (earlier of
ii.
Cloudy lime flavor constitutes 14% of the market and is largely dominated by limca
iii.
Clear lime this segment of the market witnessed good growth initially with all the
players launching their brands in the segment. But now the growth in the segment
has slowed down, the brands available in this segment are 7up, mountain dew of
Pepsi, sprite of coca cola and Canada thy (earlier of Cadbury Schweppes and now
of coca cola). The segment constitutes 3% of the total soft drinks market.
iv.
Mango flavor segment constitutes 2% of the total soft drinks market and it directly
competes with mango based fruit drinks like frooti. The leading brands in this
There is very thin line of difference between the clear and cloudy lime. The most
obvious feature is that clear lime has to be bottled in green bottles as sunlight
harms the drink and changes the taste. There are some small local brands at city
or regional levels. Most of these are either merging with the two big players (coca
The two global majors Pepsi and coca-cola dominate the soft drink market in India.
Coca-cola, which had wound up its India operation during the introduction of the FERA
regime, re-entered India 16 years later in 1993. coca-cola, acquired a major chunk of the
soft drink market by buying out local brands Thumps up, Limca, Maaza and Gold spot
from Pearle Beverages, coca cola has also acquired Cadbury Schweppes soft drink brand
crush, Canada Dry and sport cola in early 1999 and now recently in October it acquired
distribution rights of these brands from IFB Agro limited. Pepsi started a couple of years
before coca cola in 1991. It bought over Mumbai based Duke’s range of soft drink brands.
Both the cola manufacturers come up with their own market share figures and claimed to
A survey was conducted to study the retailer’s views of the present market, future
trend and the consumer behavior patterns. The findings of the survey are as follows:
•
Retailers started that the consumers are loyal to the particular segment of the soft
drink i.e. cola, orange or lemon. But as far the loyalty for the brands in each
43% of the retailers surveyed told that in the soft drinks advertising is the
component in driving sales. While 32% started promotional schemes 20% brand
As consumers are not very brand loyal where the purchase of soft drinks is
concerned, the retailer push becomes a critical issue. They usually sell the product
in which they get the maximum benefit. For this, the companies try to offer them
higher margins.
While distributors get margin of Rs. 8-9 per crate (1 crate = 24 bottles) at 3-4% of
MRP, retailers are given a margin of 10-12% of MRP. The retailers are not happy with this,
as the cost refrigeration is very high for soft drinks, To overcome this proble
m the
India having a hot climate has always been a place of variety of drinks to cool, off
from the hot sunny days. Perhaps this aspect has served as a boom to soft drinks market
that made a simple appearance to the middle of hostile people but soon gained as access
that has carried over the past five decades which has also seen the ups and downs of this
started business ventures in India. The first attempt to enter India market in the soft
drinks market was made by Cock Pure Drinks Pvt. Ltd. Delhi was the first franchise bottles
of Coca-
Cola. Export Corporation in 1950 with Swadeshi Movement started by Janata
party CCEC was asked to reduce its foreign capital holding 40% and delivers the know
how to Indian company. This refused forced CCEC to leave the country in 1977.
With the leaning of Coca-Cola the domestic soft drinks market got a lift and is raise
to capture the Indian market with Parle as the main leader, Gold spot, Thumps-up, Maaza
and Kismat became a house hold name. Its market share grew to 60% in 1991 and it
emerged as the market leader, The first challenge to the supremacy of Pane brands came
from Pepsi cola in May 1990. Pepsi that was in India from 1956-61 had left the country, as
company incorporation of New York, USA which has a turnover of $28 billons and an
average sales volume of $10billion in the world. Prior o0fliberalization in 1990, corporatio
n
entered into a joint venture with TATA group company Volta’s with 24% equity under the
Punjab agro industry corporation with 36% equity and with an investment of %95 million.
After LIBERLISATION of our economy, Volta’s share was acquired by leaving only 8% to
the Punjab agro industries and later on it bought all the equity shares and converted food
Pepsi foods India limited is head quartered in New Delhi. It has 11 companies
owned bottling plants and 15 franchisees throughout the country. Company earlier used
Lehar as a prefix to each of its brand names. Later it was asked by the government to
drop the prefix to each of its brand name. later it was asked by the government to drop
the prefix another challenge is that parley has come from coca cola.
Thus parley and coke dominated the Indian soft drink market in the ensuing days.
Coca cola purchased parley’s brand such as thumps up, lima etc., along with it
s
distribution network in 1993, at present has a market share of 18.5% and ranks number
one in total sales of soft drinks, where as Pepsi has a market share of 47.8% and rank
next.
has started commercial production of company cola products. It produced cola, orange
and lemon flavors under the brand names of thrill rush and sprint. It also produces Mc-
Dowell-
bagpiper soda. It produced these drinks under franchise agreement, but the
company could not exist in the market due to the stiff competition from parley products.
In February 199, the company singed to manufacture and market the products under
franchise agreements. Franchise is a contract, which gives the company the right to do
the business under the name and image of principal’s according to this agreement, PBPL
To sell the soft drinks and prices faced by advertises and market within specified
areas for the products of from April 23rd, PBPL started distributing the stocks received
from Cuttack plant. Commercial production started in PBPL from June 1992 on wor
ds
Initially four brands viz., seven-up, Miranda and Lehar soda were bottled and distributed
where as slice were supplied by Cuttack plant. In May 1993, a cloudy lemon flavor called
“TEEM” was introduced which was not very well received by may consumers because of
In April 1988 a new cloudy lemon flavor, namely Miranda lemon was introduced
BAGPIPER SODA. In February 1992, PBPL signed a memorandum with foods. The product
was launched in 1992. From April 1992, PBPL signed a memorandum with foods. The
product was launched in 1992. From April 23rd it started its distribution on receiving stock
s
form Cuttack. However commercial production started at Visakhapatam form June 1992
onwards, in the beginning four drinks were bottled namely. PEPSI, Miranda, LEHAR SODA
SEVEN-
UP were bottled and distributed were as SLICE continues to be supplied form
Guntur plant.
VISAKHAPATNAM
SRIKAKULAM
VIZIANAGARAM
EAST GODAVARI
WEST GODAVARI
Pepsi Company in corporation, the 22 billion worth soft drinks, snacks and past
foods company has finally entered the Indian market. The Punjab Agro Industry
Corporation with 36 % equity and Tata Group Company Voltas with 24% equity were the
promoters of Pepsi which itself had 40% equity. Pepsi leaning only 8% to Punjab Agro
The Pepsi Company has been using “Lehar” as prefix to each of its brand names.
Later it was allowed by the government to drop the prefix. Another challenge to Pane
came from Coca-Cola. Thus Pepsi, Pane and Coke dominated the Indian soft drink market
in the ensuing days. Coca-Cola merged with Pane in the year 1993.
HISTORY:
Pepsi has one of the most intriguing histories of any product on the market. From
its humble beginnings the people of Pepsi make the story what it is -
including its
spokes-persons and including some of the biggest names in entertainment history. There
have been good times and bad times - plus lots and lots of changes over the years. If you
enjoy Pepsi, you’ll enjoy the stories of the people who have made it possible.
PEPSI PHRASES:
The Pepsi marketing phrase has also changed many times. The marketing folks at
the company felt free to invent new phrases whenever they thought the public would be
1909-1939
-
Delicious and Healthful
1939-1950
1950-1963
1953-1961
Be Sociable
196 1-1963
1963-1967
1967-1969
1969-1973
1973-1975
1978-1981
198 1-1982
1983-1983
Pepsi now!
1984-1986
1986-1987
1987-1990
Pepsi’s Cool
1990-199 1
1991-1992
-
Gotta Have It
1992-1993
1993-1994
“Right Now
1994-1995
1995-1996
1996-1997
1997-1998
Generation Next
1998-1999
1999-2005
-
Yeh dill mange more
2005-2006
2006-2007
2007-2008
2008-2009
2009- Now
My Pepsi My Way.
MILESTONES OF PEPSI:
2007 Milestone:
The Fuddruckers restaurant chain signed a 7-year,l 5,6millon gallon agreement with Pepsi-
Pepsi-cola North America adds to its portfolio of Dole 100% juices-ruby Red Grapefruit –as
Pepsi-cola north America announce4d it will add splendid @ brand sweetener to a Pepsi co
2006 Milestones:
PepsiCo’s new “smart Spot” program is featured as an example of the food industry’s
Professional’s (IOPP) Integrity award, one of the industry’s top a2wards, at this year’s
2005 Milestones:
Quaker chewy introduces Quaker Chewy Wholesome Favorites and Quaker Chewy Trail
Mix.
Pepsi announces plans to launch Mt. Dew live Wire, an orange drink, and this summer.
Pepsi cola signs an exclusive four year sponsorship deal with the Canadian Hoc
key
Pepsi announces four year sponsorship agreement with the UK football Association
Frito Lay announces new line of snacks made with organic ingredients called “nat
ural
Snacks”
Pepsi unveils a new tagline: “Pepsi. It’s the Cola. “it is the brand’s first major campaign
shift since 1999 and highlights how Pepsi goes with everything from food to fun
ACHIEVEMENTS/ AWARDS:
In March 2007, Pepsi co china won the Pepsi co Innovation award and the 3D
Pepsi co has been named to the 100 best corporate citizens list for 2007 by
The word organization has two common meaning. The first meaning signifies
institution or functional group, and the second one refers to the process of organizing the
away of work, which is arranged and allocated among member of the organization, so that
the goal of the organization can be achieved efficiently, the organizing process involves
balancing the company’s need; both for stability on one hand and change on the other
hand. Organizations structure give stability and reliability of its goals while altering an
organization structure can be a means of adopting and bringing in about a change, which
organizational objectives group on them into various individuals and delegation them with
appropriate authority so that they can carry on their work properly. Organization structure
can be defined the position of company. An organization structure specifies the division on
o
Specialization of activities
Standardization of activities
Co ordination of activities
The managing director, Mr. Haranath Reddy, is the head of the organization, which is ably
Pepsi Co. Inc. is among the most successful consumer products companies in the
World, with 1998 revenues of over $22 billion and 1,51,000 employee. The company Frito-
lay company, the World largest manufacturer and distributor of snack chips and Tropicana
products, Inc., the World’s largest marketer and producer of branded juices. Pep
si
company brand names are among the best known and most respected in the World. Some
of the Pepsi Company’s brand names are 100 years old, but the corporation is relatively
young. Pepsi company, INC., was founded in the year 1965 through the merger of Pepsi-
Cola and Frito lay. Tropicana was acquired in 1998.Pepsi Company’s success is the result
high indignity of its works force. Pepsi Co. Inc., a World Head quarter is located in New
OR
GANIZATION CHART OF P
Managing director
CEO
Executive CEO
Head Finance
Head AVP
Managing
Head
Head
Head
Sales
Marketing
Operations
Human
Transport &
Resource
Shipping
Manager
Manager
Manager
Manager
Finance
TDM
Modern
Production
Trade
Manager
Executives
TPT
Shipping
Asst.
Asst.
Manager
Manager
Marketing
ADC
Executive
Manager
Quality
Control
Manager
Sales
Executives
Maintenance
2.3
sst . F
Ain
cc a
ts ncial Depa
Exe r
c tm
utiv en
es t
Financial structure:
Any company, which has to start and operate its business, has to invest its capital I
fixed assets and floating assets and it also has to meet the daily requirements of the
company. However, depending on the nature of the business and the product b
eing
offered by the company, the ratio of investment of capital in fixed and floating assets
differs.
The following shows the financial structure of the pearl bottling limited
TYPES OF CAPITAL
Funds employed
60
Working capital
15
Institution finance
40
PLANT LAYOUT:
The layout of the bottling plant of PBPL confines or all the products based on the line
layout, the machines and equipment have been imported from Germany. Which produces
the best capital equipment in the world. The machinery and all the equipment are
arranged as per the sequence of operations. The machines and workers are specialized in
operations such s the preparations of syrup., cleaning the bottles, filling the bottles,
aerating and sealing the bottles with crowns. All these operations are carried on a
continuous movement the reasons for choosing the product layout are:
utilization of equipment.
Due to the above reasons, the product layout offers certain advantages, the product cycle
is speeded up since the company follows a continuous operation movement; the cost of
material handling goes low. The total floor space is required by the machine is less than
PLANT CAPACITY:
The company installed latest up to date automatic plant confirming to plant layout,
the capacity of plant is 24000 bottles per hour i.e., at the speed of 400 bottles per minute.
The months from March to June, the plant is used to its full capacity by running three
shirts every day. Each shift consists of eight hrs of so, during the summer season, the
plant is run round the clock. This is because the demand reaches its peak in
these
summer months hence the company has to produce enough bottles o soft drinks at a
speed to keep in pace with the disappearance of soft drinks from the shelves
of the
retailers.
HEAD FINANCE
SENIOR
ASSISTANCE
MANAGER
ASSISTANCE
EXECUTIVE
EXECUTIVE
FINANCE
MANAGER
ACCOUNT
STORES
Executive
Accounts
Sr. Executives
Accountant
Assistant
Asst. General
Manager HR (AGM)
Executive
HR(Compensation &
& Personnel
MIS)
activities)
MANUFACTURING PROCESS:-
carbonation forms a critical part of the process. In carbonation carbon dioxide is dissolved
in the water, which is used in manufacturing the drink, Normally the ingredients in soft
drinks are as follows — acidulate (crifnic, malice or phosphoric acid), sweetener, flavor
and preservative.
MODERN MANUFACTURES
The Delhi based public sector under taking launched cola drink under brand name
of “77’ (Double Seven) in 1977. It has launched Orange and Lemon flavors. Pepsi Foods
(P) Ltd.
Pepsi, which was in India from 1 956-6 1, had left this country, as its products
were not acceptable to the Indian Public. But in 1 990 it entered the Indian market in
Collaboration with Punjab Agro Industries Corporation (PAIC) and Volta’s Pepsi produces
Cola, Mango, Orange, Clear Lemon and Cloudy Lemon flavours under the brand names of
Lehar Pepsi. Slice, Mirinda, Lehar 7-up and teem respectively. Recently, Pepsi Company
PRODUCTION SCHEDULE:
The production schedule is fixed by taking into consideration the present or current
market demand. It also caters to the availability of empty bottles and also the inventory
position of filled up bottles of varying flavor any defects are noticed the production is
suspended and the corrective measures are taken so as to set right the bottling, process
irregularities. ours. The production schedule for each brand fixed daily-i.e. filling up of the
bottles of each brand and flavor. This has an advantage wherein the branded products can
be manufactured one at a time. The glass bottles used for filling the soft drink are of the
There are also bottle of 200ml, 500 ml 1.5 liter and 2 liter capacities to fill by soft
drinks.
QUALITY CONTROL:
PBPL takes great care to maintain the quality by controlling the products in their
factory. The bottles are usually examined for impurities continuously as the bottles move
out. Samples are checked after every 10 minutes of the production time by the chemist
for its quality and hygienic condition. The chemical analysis is also make for flavors and
the gas content is also checked. Further samples from each batch are dispatched to the
affiliated parent agency company in each week for quality checkup, moreover, the agency
of the company also lifts samples from the market at random for quality check up at
anytime to make sure that the quality is maintained to the exact standard of the parent
company.
At the end of the production schedule, daily all the equipment plant floor and wet
patches are cleared with bleaching powder or some other solution. The standard o hygiene
Cola
46.65%
Orange
19.45%
Cloudy lemon
12.44%
Mango
9.22%
For manufacturing a soft drink the following raw materials are required
1. Water
2. Sugar
4. Hyflousuper cell
5. Filter paper
6. Essence
7. Hydrated line
8. Ferrous sulphate
9. Bleaching powder
Operations Department:
Senior General
Manager
Asst. manager
Manager
Manager Quality
product availability
(Production)
manager
Senior Executive
Executive (shipping)
(plant shipping)
MARKETING DEPARTMENT:
At the time release of the marketing strategy is the director, a very well
experienced and well groomed personality with over 15 year of experience in bottling
units. He is very good strategist and his decisions are always the best assets t
o the
marketing department.
manager ably steers the wheels of soft drink sin the entire territory. Before the onset of
summer two capable hands are given as assistants to the sales manager, and in addition
to the eight other sales executives are recruited to hammer out the volatile market.
The success of any enterprise directly depends upon the success of its marketing
function. Until 1990, a unit that was considered as sick is now slowly transformed into a
successful enterprise. The people behind the success are the marketing personnel M/s
PBLLPL is only assisted by one senior director in the area of marketing. As explained
programs paves the wary for success. The executive director marketing is assisted by the
sales managers. M/s PBPL is catering to north coastal Andhra Pradesh covering thr
ee
districts such as, VIZANAGARAM and SRIKAKULAM, each district is put directly under the
control of the area sales manager. While four assists the area manager of Visakhapatnam
only two sales supervisors each. The management of the unit is putting extra emphasis on
Visakhapatnam district. One reason for this is that Visakhapatnam is now a day maintains
the fastest growth rate in the entire Asian continents. Hence, the management determined
Today’s sales executives are professional; they plan, build, and maintain effective
selecting equipping assigning routing, supervision, paying and motivating as these tasks
Prior to the industrial revolution there is not problem with selling because the
industries use to produce less quantity of goods, but after the industrial revolution newly
built machinery were truing out the quantities then the problem of sales marketing raised.
SEGMENTATION:-
The soft drink market can be segmented as the basis of place of consumption or on
the basis of type of products. The segmentation as the basis of place of consumption
At home the rest 20% of the market compromises of the soft drink purchased for
consumption at home. The market channels can be segmented on the basis of types
Cola products account for nearly 6 1-62% of the total soft drinks market. The brands
that fall in this category are Pepsi, Coca-Cola, Thumps-up, Diet Coke, Diet Pepsi etc
Non-Cola segment which constitutes 36% can be divided into 4 categories based on
Orange: flavor based soft drinks constitute around 17% of the market. The
segment is largely dominated by national brands like Fanta of Coca-Cola and Miranda
Orange of Pepsi co, which collectively form 15% of the market rest of the market is
in hands of smaller brands like ‘Crush’ (earlier of Cadbury Schweppes and now of
Cloudy Lime: flavor constitutes 14% of the market and is largely dominated
by
Limca of Coca-Cola and Miranda Lemon of Pepsi Co. Limca is the market leader with
around 70-75% of the market followed by Mirinda Lemon
Clear Lime: This segment of the market witnessed good growth initially with all the
players launching their brands in the segment. But now the growth in the segment
has slowed down. The brands available in this segment are 7-up of Pepsi, Spent of
Coca-Cola and Canada Dry (earlier of Cadbury Schweppes and now of Coca-Cola).
Mango: This flavor segment constitutes 2% of the total soft drinks market and it
directly competes with mango based fruit drinks like Frooti. The leading brands in
this segment are Maaza of Coca-Cola, Mango (earlier of Dukes now Pepsi Co.) and
There is very thin line of difference between the Clear and Cloudy Lime. The most
obvious features is that Clear Lime has to be bottled in green bottles as sunlight
harms the drink and changes the taste. There are some small local brands at city
or regional levels. Most of these are either merging with the two big players.
(Coca-Cola, Pepsi) or they command a very small less than 3% of the total market
Soft drink market size for FY 2000 was around 270 mn cases (648mn bottles). The
market, which was witnessing 5-6% growth in the early 90’s and even slower growth at
Presently the market growth has slowed down with growth rate of 7- 8% per
annum compared to 22% growth rate in the previous year. The market size for FY20! is
expected to be 7000 mn bottles. The market growth of 22% till last year has got stifled
due to high excise duty of 40% leading to higher price of the end product.
TABLE: 4
Years
Bottles (mn)
1994-95
1968
1995-96
2070
1996.97
2195
1997-98
2490
1998-99
2800
1990-00
3000
2000-01
3240
2001-02
4450
2002-03
4920
2003-04
5670
2004-05
6480
2005-06
7000
2007-08
8500
2008-09
9125
MARKET CHARACTERISTICS:-
The soft drink market is highly skewed in terms of places of consumption, in terms
of regional distribution of soft drink flavors as well as in terms of SKUS. While 80% of the
consumption in impulse based outside home 20% come from consumption at home, This
trend is slowly changing with increase in occasion bed sales. Changing life style, increasing
urbanization and impact of liberalization has slowly and gradually started movin
g the
market from impulse to occasion led and has refrigeration led consumption.
The market preferences are highly regionally based. While cool drinks have main
markets in metro cities and northern states of UP, Punjab, Haryana etc., Orange flavored
drinks are popular in southern states. Sodas too are sold largely in southern st
ates
besides sales through bars. Western markets have preference towards mango-Flavored
drinks. Diet coke presently constitutes just 0.7% of the total carbonated beverage market.
In terms if SKUS the market is skewed towards 300 ml which constitutes around
80-85% of the market, rest is the form of other pack sizes, but with increasing occasion
led and home refrigeration led consumption the sales of bigger SKUS like more than 11 ir.
Pack sizes has increased this has led to increase in contribution from PET bottle sales to
15% of the total turnover in FY00, and most of these PET bottle sales, up to 75% are in
urban areas.
Another skew ness is in terms of the time of the year when the consumption takes
places. Most of the sales of soft drinks take place during summers while just5-6% of total
sales takes place in winners. In summers the high season lasts 70-
75 days, which
The distribution network of Coca-Cola had 6.5 lacks outlets across the country-in
FY00 that the company is planning to increase to 8 lacks by FY01. On the other hand
PepsiCo’s distribution network had 6 lack outlets across the country during FY00, which it
The two global majors Pepsi and Coca-Cola dominate the soft drink market in
India. Coca-Cola, which had winded up its India operations during the introduction of the
FERA regime, re-entered India 16 years later in 1993. Coca-Cola acquired a major chunk
of the soft drink marked by buying out local brands Thumps-up, Limca and Gold spot from
Pane beverages.
Coca-Cola had also acquired Cadbury Schweppes soft drinks brands crush, Canada
Dry and sport cola in early 1999 and now recently in Oct 2000 it acquired distribution
Pepsi although started a couple of years before Coca-Cola in 1991 has a lower
market share today. It has bought over Mumbai based Duke’s range of soft drink brands.
Both the Cola manufacturing come up with their own market share figures and claim to
Recently in August 00 Pepsi claimed to have increased its market share for first five
months of calendar year 2000, to 49% from earlier levels of 47.3%. While coke claims to
have increased its in the market to 57% in the same period from 55% in the
corresponding period last year. Coke figures are based on ORG’s date while that of Pepsi
TABLE: 3
Brand
Ms (org) %
IMRB
Pepsi
41%
49%
Coal — Cola
57%
48%
General
Manager
(Sales)
Office asst
Manager
Manager
Asst Manager
Asst Manager
management
Visakhapatam
Visakhapatam
Vijayanagaram
Srikakulam
information
city
district
district
District.
system.
VISAKHAPATNAM
SRIKAKULAM
VIZIANAGARAM
EAST GODAVARI
WEST GODAVARI
Table: 1
Orange
Cloudy
Mango
Soda
Lemon
Flavor
Lemon
Flavor
Pepsi
Pepsi
7-up
Mirinda
Mirinda
Slice
Lehar
Orange
Lemon
Soda
Coca cola
Coke
Sprite
Fanta
Limca
Maaza
Kinleys
AVAILABILITY:-
These soft drinks are available in 200 ml, 300 ml, 500 ml, 1000 ml, 1500 ml, and
Catles Braddham, M.C. druggist who first formulated Pepsi-Cola, founded Pepsi
Company’s beverages business at the turn of the century. Brand Pepsi and other Pepsi
cola products including diet Pepsi, Pepsi one, Mountain Dew, Slice and Mug brands account
for nearly one third of total soft drink sales in the united states, a consumer market
Outside the United States, Pepsi cola company’s soft drinks operations include the
business of seven-
up international. Pepsi cola beverages are available in about 170
countries. Pepsi cola began selling its products internationally in the year 1934 with its
operations in Canada. Operations grew rapidly beginning in the 1950’s. Today Pepsi-Cola
products account for about a quarter of all soft drinks sold internationally. Key Pepsi-Cola
international markets include Argentina, Brazil, China, India, Mexico, Philippines, Saudi
Pepsi cola provides advertising, marketing, sales and promotional support to Pepsi-
Cola bottlers and food service customers. This included some of the World’s best and most
recognized advertising. New advertising and existing promotions keep Pepsi-Cola brands
young. The company manufactures and sells soft drink concentrate to Pepsi-Cola bottlers.
The company also provides fountain beverages products.
PEPSI LOGOS:-
The Pepsi logo has changed many times over the years. Here’s a chronological
Pepsi, which was in India from 1956-61, had left this country, as its products were
not acceptable to the Indian Public. But in 1990 it entered the Indian market
in
collaboration with Punjab Agro Industries Corporation (PAIC) and Voltas. Pepsi produces
Cola, Mango, Orange, Clear Lemon and Cloudy Lemon flavors under the brand names of
Lehar Pepsi. Slice, Mirinda, Lehar 7-up and teem respectively. Recently, Pepsi Company
CADBURY SCHWEPPES:-
Schweppes has launched 3 brands in (1995) four months and in Delhi, their
Orange Crush has picked up a 30% market share against Coke’s Fanta, Pepsi and Mirinda.
The other two brands at Canada Bry and Schweppes Tonic water Sunkist. This British
BACKGROUND:-
Non-alcoholic soft drink beverage market can be divided into fruit drinks and soft
drinks. Soft drinks can be further divided into carbonated and non-
carbonated drinks.
Cola, Lemon and Oranges are carbonated drinks. Whole Mango drinks come under non-
carbonated category. The soft drinks market till early 1990’s was in hands of domestic
players like Campa, Thumps-up, Limca etc., but with opening up of economy and coming
of MNC players Pepsi and Coke the market has come totally under their control. While
World wide Coke is the leader in carbonated drinks market in India, it is Pepsi which
scores over coke but this difference is fast decreasing (courtesy huge Ad - spending by
Pepsi entered Indian 1993. Pepsi has been targeting in products towards youth and
it has struck right chord with the market and the sales have been doing well by sticking to
this youth bandwagon. Coke on the other hand struggled initially in establishing it self in
the market. In a span of 7 years of its operations in the country it changed its CEO four
times but finally they seen to have started understanding the pulse of Indian
ADVANTAGES:-
LIMITATIONS:-
Large volumes
Financial Support
Quality
RETAILER’S PERCEPTION:-
A survey was conducted to study the retailer’s views of the present market
, future trend and the consumer behavior patterns. The bindings of the survey are
as follows:
Retailers stated that the consumers are loyal to the particular segment of the soft
drink i.e. Cola, Orange or Lemon. But as far the loyalty for the brands in each
43% of the retailers surveyed told that in soft drinks advertising is the key
component in drinking sales. While 32% stated promotional schemes and 20%
As consumers are not very brand loyal where the purchase of soft drinks is
concerned, the retailer push becomes a critical issue. They usually sell the product
in which they get the maximum benefit. For this, the companies try to offer them
higher margins. While distributors get margin of Rs. 8—9 per crate (1 crate 24
retailers not happy with this as the cost of refrigeration is very high for soft drinks,
to over come this problem the companies visi-coolers schemes to their main
retailers.
This year the season started off early with Pepsi and Coca-Cola introducing diet
cans for the first time in India. By Buying over local competition, the two American Cola
giants have cleared up the arena and are backing all their power behind the I
ndian
franchisees of their globe girdling brands. They are vying with each other to capture the
market by increasing the capital base in the country. It Pepsi will be investing Rs. 300
Crores, coke will be pumping in eight times as much Rs. 2,400 crores. The tot
al
investment is a size and scale that the Rs. 1, 800 crores soft drinks business has never
been before. Both players see an enonnous potential in this country, where swi
gging
The soft drink industry in India has annual sales exceeding Rs. 12,000 crores and
most of the bottling companies have been doing flourishing business. In the past five
years all the bottling companies have grown and expanded their activities in the market
and by placing more and more of their soft drink cases in the market and by improving
refrigeration, supply of packaging, taste and concentration is changing the industry into a
dynamic one liking for non-conventional foods and beverages there is good possibility that
per capita, consumption will go up. Soft drinks some mainly in three flavors, Cola, Lemon
and Orange. According to estimates, cola dominates the market with 40% market share.
Lemon flavored drinks come second with 30% market share and Orange flavored
drinks third with a 20% market share. Other flavors account for the rest of the market.
Also, the Government of India considers soft drinks as non-essential commodity. Thus,
In a country like India where more than 70% of the population exists below the
poverty line, the trading activities of soft drinks industry is concentrated in and around big
and cities where the purchasing power of people is considered to be comparatively high.
MAINTENANCE:-
The low consumption of soft drinks in India may be attributed to the fact the prices
of soft drinks are inflated due to high excise duties and taxes. A bottler must pay as much
as 37% of price per case as excise duty, sales and turnover tax. A further 10% goes into
expenditure on local advertising and sales promotion. Distribution and transport cost take
care of another 10% Raw material cost, concentrate sugar, citric-acid, bottle cost, etc.,
and eat off another 13/0. Production in terms of fuel, power maintenance and labour
account for another 14%. This lea’ the bottlers a margin of a 14% & 4% of this would go
into over-heads and interest charges, trimming down the margin to shrimphy 4%-5%.
Since the retail price of a bottle of a 200 ml soft drink ranges between Rs. 5 to 6,300 ml
soft drink ranges between Rs. 9 to 10. A bottling operation is variable only with large
volumes. However, the cola giants feel that per capita consumption can only go up and
up. As incomes, so do life styles, a pattern they have seen in many of the 195 countries
The fizzy drinks industry longs in a 10% growth on an average with estimated
sales of 140 millions cases (one case 24 bottles of 300 ml each). These are heady growth
Bottles are disappearing from the shelves faster then they can be replaced. In peak
season, they found themselves short of capacity. Even though they were working three
shifts a day that is round the clock production. They had to turn around their trucks faster
Industry sources put down the main reason for growth as high competitive activity.
Certainly, until Coco-Cola entered the scene, the business was growing at a fairly pace of
5%. The increase in the number of cases reflects higher demand, but does not quite
accurately measure the fact that so many more liters of the fizzy stuff is being sold, but
bottle sizes too been appeared from 250m1 to 200 ml. With growth rates zooming into
double digits, bottlers have been propelled into expanding capacities. With their big Time
pans, the MNCs have changed the face of this business, long dominated by small time
business men. The Cola makers with their ambitious targets and in order to reach them
have to build capacity infrastructure and also make their bottles more available
and
affordable. There are 3, 00,000 retailers stocking soft drinks in India. Also soft drinks
which retail anywhere between Rs. 9.00 and 1 0.00 expensive when measured against
purchasing power. According to our study, it takes an Indian 1.5 hours of work to be able
buy a bottle, in other countries the norm being only 5 minutes. As the soft d
rink
manufactures concur their strategies, keeping an eye on each other, the clear winner of
COCA-COLA PARLE:-
Coca-Cola Export Corporation which left India in 1977 has re-entered Indian soft
drink. It has tied up with the Pane group which owns Thumps-up, Limca, Maaza, Citra and
Gold-spot. Coca-Cola along with its original brands Coke, Fanta is maintaining even the
PRODUCT:-
The product being offered by K.M.B.C. is a soft drink in six flavours namely Cola,
Lemon clear, Lemon cloudy, Orange, Mango and Soda. Except for slice K.M.B.C.
has
PRICE:-
A 200 ml bottle soft drink are priced at 7 rupees while 300 ml bottle soft drink and
300 ml of Fountain Pepsi are priced at Rs.9.OO while a 500m1 costs Rs. 18!- and I liter at
Rs.27!-, 2 liters Rs.451- where the consumer can take the bottle along with the drink.
PROMOTION:-
As sales promotion, the company has painted pan shops with the Pepsi logo, put
up glow sign boards and bill boards at important junctions, pop advertising material like
stickers, danglers and gifts for consumers. It has also provided special refrigerators to
exclusive Pepsi retail outlets known as VlSI coolers.
PACKAGING:-
Soft drinks of different flavours are available in bottles of 200 ml, 300 ml, and 500
ml. I liter, 1.5 liter and 2 liters in addition it has installed nearly 80 dispensers throughout
the city.
Krishna Mohan Beverages and Construction Ltd., covers the five district of the
territory through 172 distributors appointed at various locations for secondary distributio
n
K M B C reaches the 2200 outlets of Vizag city through its four dealers Each dealer is
assigned a specific area which is further divided into dealer is given to salesm
an
depending upon the potential of his route. Visakhapatnam is divided into 4zones and the
1. SR. Enterprises
2. N.R. Enterprises
3. Surudhane Sales
The total covered by the plant is put to around 15,000 Nos. in the five districts and
Cola
- 46 65%
Orange
- 19 45%
Clear Lemon
- 12 22%
Mango - 9 22%
During the survey it was found that the knowledge about the schemes provided by
the company to the account is less Some outlets don’t know about the schemes. The
explosive growth of global trade and international competition lead to globalization which
is the result of technological change This decade has witnessed remarkable advances in
the availability of information and the speed of communication. Both globalization and
marketing Market success goes to those companies which matched to the curre
nt
changes are throwing companies into a state of confusion regarding strategy. To protect
their profits, companies have primarily responded by cutting those costs, re-engineering
their process and downsizing their work forces. Yet even companies that succeeded in
cutting their costs may fail to increase their revenue if they lack marketing vision and
CHAPTER – 3
management
3.1 INTRODUCTION ABOUT CAREER MANAGEMENT
management choice of one's own professional career. The outcome of successful career
management should include personal fulfillment, work/life balance, goal achievement and
financial assurity.
Effective human resource management encompasses career planning, career
development and succession planning. An organization without career planning and career
development initiatives is likely to encounter highest rate of attrition, causing much harm
vacancies, particularly at higher levels, become difficult. With the increase scope for job
mobility and corporate race for global headhunting of good performers, it is now a well-
established fact that normal employment span for key performers remains awfully short.
At times it is even shorter than 3 years. This again strengthens the need for effective
Career is a sequence of attitudes and behavior associated with the series of job and
work related activities over a person’s life time. As the literal definition of career focuses
centered organization-centered. The word career covers all types of employment ranging
from semi-skilled through skilled, and semi professional to professional. The term careers
have often been restricted to suggest an employment commitment to a single trade skill,
profession or business firm for the entire working life of a person. In recent years,
foreseeable future.
managerial process. The following classification system with minor variations is widely
used:
goals/objectives),
3. Development of the specific means (policies, rules, procedures and activities) to
implement the strategy, and Systematic evaluation of the progress toward the
specific goal/objective must be formulated. This task may be quite difficult when the
individual lacks knowledge of career opportunities and/or is not fully aware of their talents
and abilities. However, the entire career management process is based on the
The time horizon for the achievement of the selected goals/objectives - short term,
medium term or long term - will have a major influence on their formulation.
1. Short term goals (one or two years) are usually much more specific and limited in
2. Intermediate goals (3 to 5 years) tend to be less specific and more open ended
than short term goals. Both intermediate and long term goals are more difficult to
formulate than short term goals because there are so many unknowns about the
future.
3. Long term goals (5+ years), of course, are the most fluid of all. Lack of life
experience and knowledge about potential opportunities and pitalls make the
4. Making career choices and decisions – the traditional focus of careers interventions.
The changed nature of work means that individuals may now have to revisit this
process more frequently now and in the future, more than in the past.
satisfaction to employee.
relations.
minorities in an organization.
3.1.4 Purpose and objectives of career development:
understand the different stages of an individual employee. Actual stages from individual to
1. EXPLORATORY STAGE:
This stage starts when a new employee joins the organization. An employee with
his qualification and knowledge when joins an organization finds him in an apparent
mismatch condition which even cannot be set right with induction programme of the
organization. It takes quite some time for him after thorough training to become
adaptable with the organization and more particularly with his job assignment.
operational deficiencies to help him to develop in the course of time. The best solution at
this stage is to allow the new entrant to perform some specific job and to confer freedom
in functioning. Some companies even allow the new entrant to undergo a compulsory job
rotation for reasonable time period. The purpose of such job rotational is to allow the
employee to select his preferred job from a wide range of available jobs in the
2. ESTABLISHMENT STAGE:
After a new entrant chooses his career from different given alternatives, he needs
enables the new employee to understand effectiveness of his performance and at the
same time he can also initiate required corrective action to make good of his functional
is important to retain employees in the organization and at the same time to develop a
3. MAINTENANCE STAGE:
This is a mid – career stage for employees, who strive hard to retain their
established name and fame. Therefore, at this stage employees need to put their
continuous efforts for self development. For an organization, career development process
at this stage, therefore, calls for renewing and updating the skills of employees
mid career crises. Therefore, this stage is crucial and unless the organization adopts
suitable career development programme, it may face high employee turnover, who are in
4. STAGE OF DECLINE:
Employees at this stage being prepared for retirement, get scared from
possible threat of reduced role of responsibilities in the organization. Such complexity is
behaviorally associated with old age of employees which unless set right through suitable
career development programme, may even render such employees in efficient or misfit for
the organization. Career development process at this stage, therefore, should aim at
helping the employees to get mentally prepared for retirement rituals, particular
ly to
prepare them to accept a reduced role and responsibilities, so that, they can find them
followed by organizations across the world being – "get paid according to what you
performance of the employees and evaluate their contribution towards the organizational
goals. Performance appraisal as Career Development leads to the recognition of the work
done by the employees, many a times by the means of rewards and appreciation etc. It
plays the role of the link between the organization and the employees’ personal career
goals. Potential appraisal, a part of Performance appraisal, helps to identify the hidden
talents and potential of the individuals. Identifying these potential talents can help in
preparing the individuals for higher responsibilities and positions in the future. The
identify the training and development needs, promotions, demotions, changes in the
motivate the employees and helps to identify individual career developmental plans.
Based on the evaluation, employees can develop their career goals, achieve new levels of
concepts of Strategic planning and Marketing to taking charge of one's professional future.
The dynamics and complexities of career development process have been made
amply clear through earlier discussions. It is clear that career development process cannot
be undertaken in isolation. Some issues are to be taken care of by the organization itself,
while some others are concerning the individual employees. Thus an improved career
planning process is the joint responsibility of both the organization and the employee.
Internal career needs (of individual employee), therefore, need to be integrated with the
interact with the employees to understand their perceived career needs, instead they
depend on guess work to assume the needs, motives and anchors and move them around
on discretion. Such practices, therefore, lead to employees’ dissonance. Thus for having
good and improved career development process it is necessary both for the organization
the employees in their life cycle. These calls for creating flexible opportunity structures
and career paths to enable employees to identify them with such role positions at different
stages of their life-cycle.new employees should have adequate opportunities to gain on-
the-job knowledge and experience, so also to undergo training and education programs
values with respect to work, life and leisure. Work, per se, is differently perceived by
different people. For some, it is a source of self-fulfillment, creative pursuit, future growth
and development, rising to the higher corporate ladder, etc. different employees is at
different places in the Maslow’s Hierarchical Needs ladder. Hence, different yard
sticks
should be employed for each employee depending upon his/her perception of values.
Career Development process, therefore, should consider these aspects, or otherwise, the
Career planning process involves different activities or step in an organization. Such steps
The first step is to prepare personnel skills inventories. Such skills inventory is an
information system which contains data on employee’s skills and career goals. In addition,
The organization structure and the persons manning different positions in the
organization, their age, education, experience, training and career goals, status,
•
Whether the present strength is short or surplus to the requirements, if it is short,
manpower for expansion of the company or for natural wastages like; death,
periodically reviewed and updated. After preparation of personnel skill inventories and
Career paths are logical mapping out of jobs, which represent a potential
progression tract that an employee may follow over time. Such mapping of job
progressions are done in the form of career ladders clubbing together similar lines of
occupation n job families. Job families are groups of homogenous job, i.e., job with similar
below.
ORGANISATIONAL ISSUES
In India we do not have any empirical studies worth the name on Career Planning
and Development. New challenges like, market globalization, deregulation and total
quality management have now made it imperative for organizations to restructure their
career planning and development programs to retain best talents. Companies like; Bajaj
Auto, Arvind Mills, Gujarat Ambuja, Reliance Industries, Bombay Dyeing, Hindustan Lever,
Crompton Greaves. TATA’s, etc. have now brought in many perceptive changes which can
be listed as below:
Most of the companies no consider employees as their important assets. The
the organization. Making employees entrepreneurs for the organization and empowering
and retain the best employees. Making people psychologically prepared for ownership,
some organizations are also experimenting with flatter organization structure with
adequate decentralization.
Organizations are now more keen to get rid of those employees who are now
restructuring programmes are now rendering many employees surplus and it has become
career panic has now become a global issue. most of the organizations fearing employee
turnover, are now working on designing jobs which can offer employees recognition,
Growth and survival of the organization are the responsibilities of the top
succession. Succession planning is done in different time frames to ensure the availability
of right managerial personnel at the right time in right positions for continuing
organizational vitality and strength. Most of the organizations plant for immediate
requirements matching with their budgets and business plans. To avoid this, good
organizations try to make succession planning in three different time frames, i.e.
immediate (within one year), intermediate (1 to 5 years) and long range (beyond 5
years). Prevailing managerial attitude, i.e. a potential threat from successor, which may
not sustain the desire of the managers to cling to their chairs, also stand against the
The first step is to prepare and develop a management staffing plan for all
anticipated needs in different time frames. For important position at top managerial level,
such planning should be done even for shorter duration, keeping in view the potential
threat from eventual natural wastages and so also from job switch and change (which has
now increased many times for obviously enhanced scope of job mobility). Other effects of
external factors like economic factors, overall man power factor should also be considered
recruitment, selection and placement. Selection and placement may be either done from
outside or from within the organization through promotion and transfer/. In many
organizations, management adopts what they call grooming process for filling up
attaching him/her with the highest officer are sometimes designating to the potential
desired managerial personnel. Unless this is done, the whole exercise for developing a
The fourth step is to develop a good performance appraisal system to get feedback
planning. Such inventory contain details of personal data, performance records, skills,
Table 4.1
Aware of employee
Percentages of
development
Employee response
respondents (%)
programs
YES
83
83%
NO
17
17%
TOTAL
100
100%
Fig 4.1
EMPLOYEE DEVELOPMENT
17%
83%
YES
NO
I NTERPRETATION :
About 83% of employees said that they were much aware of the development
the organisatiion.17% of employees said that they don’t know much about their
2. Do you feel the promotion system yield the right kind of the people at the
right places?
Table 4.2
Promotion system
Employee
Percentages of
to right people at
response
respondents (%)
right place
YES
63
63%
NO
26
26%
CAN’T SAY
11
11%
TOTAL
100
100%
Fig 4.2
REGARDS TO PROMOTION
11%
26%
YES
63%
NO
CAN'T SAY
INTERPRETATION:
About 63% of employees accepts that they yields right place in the promotion
by
considering the work done by them and their performance in the organization and 265 of
employees did not agree with the promotion system in their organization. It m
ay be
because of disputes a raised with the head of the department, only 11% of employees
couldn’t answer because they might not been aware of this promotion system.Depending
on the attitudes of the employees and the work done by them they yield promotions at
right place.
Compensation to
Percentages of
Employee response
employees
respondents (%)
YEARLY
54
54%
WEEKLY
11
11%
MONTHLY
35
35%
TOTAL
100
100%
Fig 4.3
REGARDS TO
COMPENSATION
35%
YEARLY
54%
WEEKLY
11%
MONTHLY
INTERPRETATION:
We can clearly say that the employees in the organization are mostly
compensated yearly i.e. 54% because many of the employees are employed on contract
basis and remaining employees are compensated monthly i.e. 35% for their work done in
Table 4.4
Basis of career
Employee
Percentages of
development
response
respondents (%)
BASED ON SKILL
54
54%
FAVOURITISM
17
17%
RELATION WITH
29
29%
MANAGEMENT
TOTAL
100
100%
Fig 4.4
CAREER DEVELOPMENT
BASED ON
29%
SKILLS
54%
FAVOURITISM
17%
RELATION WITH
MANAGEMENT
INTERPRETATION:
About 54% said that the career development is based on their skills and
Table 4.5
Career development
Employee
Percentages of
program is satisfactory
response
respondents (%)
YES
29
29%
NO
48
48%
CAN’T SAY
23
23%
TOTAL
100
100%
Fig 4.5
SATISFACTION ON CAREER
DEVELOPMENT
23%
29%
YES
48%
NO
CAN'T SAY
INTERPRETATION:
Here we can say that 48% of employees were not satisfied with their career
given to them. 29% of employees were somewhat satisfied with present career
development programs and remaining 23% of employees could not say anything
6.
By whom you are getting advices for your career planning?
Table 4.6
Employee
Percentages of
advices
response
respondents (%)
HR MANAGER
34
34%
COLLEAGUES
17
17%
29
29%
OTHERS
20
20%
TOTAL
100
100%
FIG 4.6
HR MANAGER
20%
34%
29%
17%
COLLEAGUES
I NTERPRETATION :
About 34% of employees get the advices from their HR Manager by giving his
valuable suggestions and guidance to improve their career, 17% of employees said that
they get the advices from their colleagues in which they help each other in improving
their career. Only 29% of employees agreed that they get advices from their immediate
superiors and 20% of employees get from the others who may be outside the
organization.
Table 4.7
Employee
Percentages of
development
response
respondents (%)
YES
60
60%
NO
17
17%
CAN’T SAY
23
23%
TOTAL
100
100%
FIG 4.7
CAREER DEVELOPMENT
MEASURES
23%
YES
60%
17%
NO
CAN'T SAY
INTERPRETATION;
About 60% said that they get relevant advices from their superiors and colleagues
which helps them for their career development programs and 17% did not agree that the
ideas they get are not relevant to their career development and remaining 23%
of
employees could not tell anything about it because the advices might not fulfill
their
development activities. The advices given to them should be always helpful in their career
planning.
8.
Do you think you are comfortable with the present organization career
development programs?
Table 4.8
Employee
Percentages of
development programs
response
respondents (%)
YES
40
40%
NO
43
43%
CAN’T SAY
17
17%
TOTAL
100
100%
Fig 4.8
COMFORTABILITY OF
PRESENT ORGANISATION
17%
YES
40%
43%
NO
CAN'T SAY
INTERPRETATION:
About 40% of employees were comfortable with the present organization career
development programmes. They might feel all the facilities given to the employees in the
organization are comfortable to them. But, 43% of employees were not comfortable with
employees were either comfortable or not but, they did not support their answer.
Table 4.9
Employee
Percentages of
in organization
response
respondents (%)
ONLY 1 TIME
43
43%
2 TIMES
32
32%
3 TIMES ABOVE
11
11%
14
14%
TOTAL
100
100%
Fig 4.9
NO OF TIME ON PROMOTION
14%
Only 1 time
11%
43%
2 Times
32%
3 TIMES ABOVE
SO FAR
I NTERPRETATION :
employees got promotion more than three times because the organization was happy with
their skills and talent used in the organization and has been promoted number of times.
Remaining 14% of employees has not been promoted due to lack of their skills and the
Table 4.10
Percentages of
promoted in organization
response
respondents (%)
5-11 YEARS
23
23%
10-15 YEARS
29
29%
15 YEARS ABOVE
48
48%
TOTAL
100
100%
Fig 4.10
YEARS
11%
5-10 YEARS
43%
32%
10-15 YEARS
15 YEARS ABOVE
INTERPRETATION:
and we got maximum 43% response from the employees. 32% of employees in the
organization has been promoted for 10 - 15 years and remaining 11% of employees in the
development?
Table 4.11
Is career counseling
Employee
Percentages of
necessary
response
respondents (%)
YES
60
60%
NO
23
23%
CAN’T SAY
17
17%
TOTAL
100
100%
Fig 4.11
COUNSELLING
17%
23%
YES
60%
NO
CAN'T SAY
INTERPRETATION;
About 60% of respondents agree that they need career counseling for their
development. It helps them to improve their skills and will know the purpose of the
career development. They should have perfect planning in their career, but, 23%
of
respondents disagrees that counseling is not necessary for the employees. They feel that
they should learn themselves by doing the work in the organization, and remaining 17%
Table 4.12
Employee
Percentages of
YES
23
23%
NO
49
49%
CAN’T SAY
28
28%
TOTAL
100
100%
Fig 4.12
INTERNAL PROMOTION
28%
23%
YES
49%
NO
CAN'T SAY
INTERPRETATION:
Here we can clearly observe that 23% of employees agreed for the internal
preference for promotions in the organization because they will be given preference basing
upon their work or written exam conducted by the organization, 49% of emplo
yees
disagrees that there will be no internal preference for promotion in the organization by not
observing their talent and also due to partial disputes in the organization. 28
% of
employees were not answerable for given question whether the internal preference for
Table 4.13
Employee
Percentages of
response
respondents (%)
YES
60
60%
NO
17
17%
CAN’T SAY
23
23%
TOTAL
100
100%
Fig 4.13
23%
YES
60%
NO
17%
CAN'T SAY
INTERPRETATION;
About 60% said that there will be equal preference given to women employees in
the organization for promotions .17% of employees did not agree that women employees
are not considered for the promotion in the organization because there might be disputes
among themselves in the organization and remaining 23% of employee said that they are
Table 4.14
Employee
Percentages of
organization
response
respondents (%)
BY COMPETENCIES
23
23%
BY RESULTS
23
23%
BY TRUST
54
54%
TOTAL
100
100%
Fig 4.14
TALENT
23%
BY COMPETENCIES
54%
23%
BY RESULTS
BY TRUST
INTERPRETATION:
From the above pie diagram, 54% of employees said that their talent is
recognized by trust (i.e.,by employeès attitude, personality, perception) . 23% of
employees were identified with the help of results given by the organization and remaining
competition among them in the organization. If the work given to them is completed then
system?
Table 4.15
Level of understanding
Employee
Percentages of
company’s quality
response
respondents (%)
management
MUCH TOO MUCH
14
14%
TOO MUCH
14
14%
JUST RIGHT
46
46%
TOO LITTLE
17
17%
9%
TOTAL
100
100%
Fig 4.15
QUALITY MANAGEMENT
9%
17%
14%
14%
Too much
46%
Just right
Too little
INTERPRETATION;
quality management system. 14% of respondents were much too much and also too
much in level of the understanding this system and 17% of respondents were too little in
understanding this quality system and remaining 9% of respondents were very much
16. How do you rate overall relationship between the company and its
employees?
Table 4.16
Relationship between
Employee
Percentages of
response
respondents (%)
EXCELLENT
6%
VERY GOOD
40
40%
TYPICAL
11
11%
FAIR
29
29%
POOR
14
14%
TOTAL
100
100%
FIG 4.16
6%
14%
RELATIONSHIP
EXCELLENT
29%
40%
VERY GOOD
TYPICAL
11%
FAIR
INTERPRETATION:
From the above diagram, it is said that 40% of respondents agree that they
have strong relationship between the company and employees. It is because of mutual
that they have a fair relationship between the company and employees because th
ey
might felt that company won’t be cooperative with them. 14% of respondents rate their
relationship very poor and 11% agree that it’s very typical to tell about the overall rating
but only 6% of respondents agree that they have an excellent rating relationship.
17. How do you rate the company’s business prospects for the next five years?
Table 4.17
Employee
Percentages of
prospects
response
respondents (%)
EXCELLENT
11
11%
VERY GOOD
34
34%
TYPICAL
17
17%
FAIR
23
23%
POOR
15
15%
TOTAL
100
100%
Fig 4.17
15%
11%
EXCELLENT
23%
34%
17%
VERY
GOOD
INTERPRETATION:
From the above graph, 34% of employees agreed that they will have a very good
improvement in their organization for the next five years by fulfilling their targets and
achieving them and only 11% of employees said that they will have excellent results for
the next 5 years.17% of employees said that there will be an typical result because there
should fulfill their targets and 23% of employees said that it is fair in rating their business
prospects and 15% said that it is very poor in rating their business prospects for the next
five years.
18. If you were to describe yourself, you would say that you are? (Tick more
than one)
Table 4.18
Employee
Percentages of
Describing yourself
response
respondents (%)
OUTGOING
0%
CREATIVE
20
20%
ANALYTICAL
20
20%
SHY
0%
RESERVED
2%
ORGANISED
0%
CONFIDENT
45
52%
EMOTIONAL
6%
TOTAL
100
100%
FIG 4.18
SELFAPPRAISAL
6% 0%
outgoing
20%
Creative
Analytical
20%
52%
Shy
Reserved
Organised
0%
0%
Confident
Emotional
2%
INTERPRETATION:
From the above chart, we can observe that every employee in this
response 52% from all the employees. Remaining 20% are analytical and creative in doing
their work for the development of the organization and 6% are emotional and 2% are
reserved but they should overcome this and should feel free to express themselves.
19. How would you describe your relationship with the staff?
Table 4.19
Employee
Percentages of
response
respondents (%)
FULLY SATISFIED
23
23%
SATISFIED
65
65%
NOT SATISFIED
6%
CAN’T SAY
6
6%
TOTAL
100
100%
Fig 4.19
RELATIONSHIP
6% 6%
23%
FULLY SATISFIED
SATISFIED
65%
NOT SATISFIED
CAN'T SAY
INTERPRETATION:
From the above graph, it is clearly shown that 65% of employees in the
organization themselves were satisfied with their staff and colleagues because they feel
the organization as their and feel responsible working in it and 23% of employees are fully
satisfied with their staff. They help each other in sharing their work and to reach their
targets .6% of employees were not satisfied with their staff because of competition among
themselves and remaining 6% of employees were not having genuine answer to give.
Table 4.20
Employee
Percentages of
responsibility
response
respondents (%)
YES
63
63%
NO
26
26%
CAN’T SAY
11
11%
TOTAL
100
100%
Fig 4.20
SOCIAL RESPONSIBILITY
11%
26%
YES
63%
NO
INTERPRETATION:
From the above pie diagram, 63% said that they are satisfied in fulfilling corporate social
responsibility because every organization will follow the ethical values and cultural values,
26% of employees were not satisfied with the corporate social responsibility in their
organization and 11% of employees said that they can’t say about the corporate social
CHAPTER – 5
5.1 SUMMARY
In this summary the total project work which spreads in all the 5 chapters is briefly
presented.
In the first chapter introduction for the study, need for the study, objectives,
research methodology used for data collection and analysis are explained limitations for
Learning is continuum. It is a part of life. It may occur at any time and place. Man
learns either by encounter with new situations, facing new problems and by deriving new
Employees at work learns from various sources from the work itself, from the peers, from
the superiors, from the subordinators from others who are in similar positions in similar or
which can contribute competitive advantage. Here in this occasion training and
development occupies crucial area in current HRD. Training and development is not a cost,
it is an investment, where organizations have intent of return over their investment from
there programmes.
Pepsi is a gainer in soft drinks market and it has number of bottling units in
India. Pearl bottling pvt.ltd, Visakhapatnam is conducting very good training and
development programmes to its staff in the plant. In view of its name for the employee
training and development programs and with an interest to understand the procedure and
organization with this in mind. I have conducted the project work. The clear objectives
2. To learn the procedural aspects of how the organization is conducting training need
analysis.
In sufficient time, very busy employees preoccupied with their work, employee’s
For the purpose of collecting primary data and to gauge the employee perception
employees. The collected questionnaires were subjected to data analysis and the same
the data interpretation, I deducted various findings and conclusions. In this connection
interaction with them. For secondary data, company records, annual reports, brochures
and websites are utilized. For theoretical frame work some of the text tools are referred.
In chapter II, an overview of the soft drink industry and various aspects of the
organization profile of pearl bottling pvy.ltd as a Pepsi co.ltd were presented lucidly. It
deals with genesis and growth, organization structure, industry profile and comp
any
profile.
Non –alcoholic soft drink beverage market can be divided into fruit drinks and soft
lemon and oranges are carbonated drinks while mango drinks come under non-
carbonated
category. The soft drinks market till early 1990’s was in hands of domestic players like
campa, thums up, limca etc but with the opening of economy and coming of MNC player’s
Pepsi and coke the market has come totally under their control. Pepsi entered Indian
market in 1991. Coke re-entered (after they were thrown out in 1977, by the central
government) in 1993. Pepsi has been targeting the youth and the sales have been doing
well by sticking to this youth segment. Coke on the other hand struggled initia
lly in
establishing itself in the market. In a span of 7 years of its operations in the country it has
changed its CEO four times but finally they seem to have started understanding the pulse
of Indian consumers.
Soft drink market share grew to 60%in 1991 and it emerged as the market leader.
The first challenge to the supremacy of pearl brands came from Pepsi cola in
may
1990.pepsi company in corporation, the 22billion worth soft drinks, snakes and past foods
Coming to the brief on company profile, Pearl Bottling pvt.ltd (PBPL) was
purpose of manufacturing soft drinks. Pearl bottling private limited the franchise of the
Vishakhapatnam region to pearl beverages which belongs to pearl group. Head quarters
located at Delhi and mr.ck.jaipuria is the chairman managing director of the Pepsi food ltd.
Capacity of the plant is 24000 bottles per hour i.e. at the speed on the 400 B.P.M
implying 400 bottles per minute. In the months from March to June the plant is used to its
full capacity by running 3 shifts every day. Each shift consists of 8 hrs. So, during the
summer season the plant is run round the clock i.e., 24hr this is because the demand
and development was given here in this chapter, both the traditional and mode
rn
approaches of training and development are discussed in the traditional approach Most of
the organizations before never used to believe in training. They were holding t
he
traditional view that managers are born and not made. There were also some views that
retention tool than cost. The training system in Indian industry has been chang
ed to
The training is given to the employees based on their skills and knowledge. They
UN skilled workers.
Skilled workers
Sales man
Supervisory staff
The company using two types of training methods to train their employees. They are
The employees generally are trained on the job or through special in house training
programs. In this method, employees are coaches and instructed by skilled co workers or b
y
the special training instructors. In the job training method trainees they are as follows.
These on the job trainings conduct under the clear supervision of the experienced and
skilled employees.
The company also uses off the job training methods to train their employees. For
some employees outside training may be utilized to enhance, update or develop specific
skills they are providing the following off the training programs to their employee.
This exercise being done once in a year by the concerned departmental heads which
department wise).
This exercise is being done through skill gap analysis and training needs.
HR department has to decide on the venue and faculty for the training to be
Once the training is over, feedback is obtained from the associate about the
There are training and development activities conducted inside the organization for
WORKERS DEVELOPMENT
4. Welfare programmers
6. Legal laws
MANAGEMENT DEVELOPMENT
levels in the company such programs shall be need based7result oriented and small aim at
each and every item in the questionnaire, provided by the employees and executives were
analyzed simply with percentage analysis with respect to the choices given in each item.
The information resulted in the data analysis is presented in tabular format and also in bar
diagrams for each item in the questionnaire, after data analysis the information
is
interpreted and the same is also produced below the bar diagram.
In chapter V the last chapter findings and suggestions are presented. The major
findings are that majority of employees expressed that the organization provides them
with sufficient training and that to in personal sales are there was emphasis.
At a
maximum time, the fresher’s receives training and all the employees said that the training
HR department provides the training maximum number of employees told that the training
provided in the organization consists of both theory and practical aspects also.
The employees expressed that due to training them are able to upgrade their skills
and in the maximum occasion the training is conducted using lecture method, having both
All of the employees told that they provide feedback on the programmes majority
Coming to the suggestions part, few suggestions are given in the report.
Suggestions as to the generation of awareness among the employees and the use, and
the time schedule of the same. It is also suggesting they even more co operation from the
superior officers will be helpful employees to serve their departments well. The same,
technical and computer oriented programs will fetch more benefit to both employees and
the organization.
5.2 Findings
•
essential.
technical.
5.3 Suggestions
The company should provide the training facility for new adventing technologies,
also for other activities which help to build their career equalent with competent
employees.
Promotion is the crucial stage of motivation for any employee, in order to maintain
peace and harmony, the organization have to encourage the employees through
The organization need to recognize and encourage the competent & result-oriented
Career counseling should be given to them for developing their career and proper
If the organization can really look after the suggestions given by the employees
and implement some best ideas the dissatisfaction levels in the employees can be
reduced.
The management has to maintain good cooperation with all the levels of employees
They have to look after the employee authority of employees which is given to
them under perfect. If the authority is same for all the employees then there will
They have to spend more time with the employees to enhance their performance in
QUESTIONNARE
i)yes
ii)No
2.Do you feel the promotion system yield the right kind of the people at the right
places?
i)Yes
ii)No
iii)Can’t say
i)Yearly
ii)Weekly
iii)Monthly
i)Based on skill
ii)Favouritism
i)Yes
ii)No
iii)Can’t say
6.By whom you are getting advices for your career planning?
iv)Others
i)Yes
ii)No
iii)Can’t say
8. Do you think you are comfortable with the present organization career
development programs?
i)Yes
ii)No
iii)Can’t say
i)Only 1 time
ii)2Times
iii)3 Times above
far
i)Yes
ii)No
iii)Can’t say
i)Yes
ii)No
iii)Can’t say
i)Yes
ii)No
iii)Can’t say
i)Yes
ii)No
iii)Can’t say
i)By competency
ii)By results
iii)By Trust
15. What is your level of understanding of the company’s quality management system?
16. How do you rate overall relationship between the company and its employees?
i)Excellent
ii)Very good
iii)Typical
iv)Fair v)Poor
17. How do you rate the company’s business prospects for the next five years?
i)Excellent
ii)Very good
iii)Typical
iv)Fair v)Poor
18. If you were to describe yourself, you would say that you are? (Tick more than
one)
i)Outgoing
ii)Creative
iii)Analytical
iv)Shy
v)Reserved
vi)Organised
vii)Confident
viii)Emotional
19. How would you describe your relationship with the staff?
i)Fully Satisfied
ii)Satisfied
iii)Not Satisfied
iv)Can’t Say
i)Yes
ii)No
iii)Can’t say
BIBILIOGRAPHY
S.No Author
Paper/Book
1.
P.Subba Rao
Human resources
Himalaya
III
1986
2.
K.Aswathappa
1991
Human resources
3.
Patrick forsyth
Career
III
2002
management
4.
Peter Herriot
Career
1992
management
challenge
5.
mondy
Human resources
WEBSITES:
www.pepsi.co.in.
www.hr.com.
www.encyclopediabritinnica.com.