Human Resource Management

Presentation by:• Ismat Mateen•Manzar Hussain• Komail Ali• Zain Ali Shah

Organization

Interviewee

Mr. Sultan Mughal(General Manager HR)

Executive SummaryFirst 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 STATEMENTHR FUNCTIONS

•Recruitment•Selection•Appraisal•Benefits & Compensation

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

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."

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."

Hierarchy Of PepsiCo:

Managing Director

Head of Departments

General Managers

Executives

Officers

Hierarchy of Human Resource Department:

General Manager HR

HR Development

HR Executive

HR Officers

•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:

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):

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:

•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.

•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:

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.

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:

Case StudyWe 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.

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

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.

THANK YOU

Any Question?