HUMAN RESOURCES MANAGEMENT 2 HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT COMSATS Institute of Information & Technology M.A Jinnah Campus, Lahore. Acknowledgment 2 HUMAN RESOURCES MANAGEMENT First of all we thank Allah Almighty the most beneficent and merciful who gave u s strength, patience and inspiration needed to complete this task, which is esse ntial requirement for the completion of our project. We would like to acknowledg e, MAM FUKAIHA KAKAKHAIL It was only due to his guidance, we had the opportunity to gain the latest hand- on knowledge conducting ON NAUBAHAR BOTTLING COMPANY We are also very thankful to all our fellows who Guide us in all The manners we required. Executive summary 2 HUMAN RESOURCES MANAGEMENT PepsiCo, Inc., incorporated in 1919, manufactures, markets and sells soft drinks and concentrates, and snack foods. PepsiCo and its divisions and subsidiaries o perate in three business segments: Worldwide Snacks, Worldwide Beverages and Qua ker Foods North America (QFNA). The Company's snack food business is comprised o f two business units: Frito-Lay North America (FLNA) and Frito-Lay International (FLI). The Company's beverage business is comprised of three business units: Pe psi-Cola North America (PCNA), Gatorade/Tropicana North America (GTNA) and Pepsi Co Beverages International (PBI). On August 2, 2001, the Company completed a mer ger transaction with The Quaker Oats Company (Quaker) whereby Quaker became a wh olly owned subsidiary of PepsiCo. 2 HUMAN RESOURCES MANAGEMENT DEDICATION Our Honorable Teachers & Loving Parents Whose, Love, Affection, Motivation, Pati ence, Support & Spiritual Inspiration Give us Encouragement, To all those People who have quenched for Knowledge, To all those who have dedicated their lives to others, To all of those who have served and sacrificed for Sake of Freedom To a ll of those people, they may be gone now But they will never be 2 HUMAN RESOURCES MANAGEMENT Forgotten.... Table of Content • Mission statement • Vision • Pepsi introduction and future planning • Pepsi slogan and logo • Organizational structure • Delivery system Direct delivery In direct delivery • Departments Operating department Production department Human resource department • Structure of human resource department • Major functions Planning and forecasting Planning Human resource planning Human resource planning process Forecasting Ext ernal supply 2 HUMAN RESOURCES MANAGEMENT Internal supply Forecasting human resource demand • Job description Job description process Job identification Job summary Responsibilities and duties Standard of performan ce Working condition Authority and incumbent • Job specification Specification for trained personnel Specification for untrained personnel Specif ication based on judgment Specification based on statistical analysis • Recruitment and selection process • Recruitment in Naubahar bottling company Major sources Types Candidates Newly hired • Training and development Basic model GAP Structure need 2 HUMAN RESOURCES MANAGEMENT • Application process • Model of result oriented needs assessment • Compensation manag ement Compensation Reward system Salary Probation period Rent Medical care Social security card Transportation • Changes within the organization Promotion Transfer Demotion • Separation Lay off Retirement Resignation • Leave system Casual leave Medical leave Annual leave • Weakness in human resources department • Observations and suggestions 2 HUMAN RESOURCES MANAGEMENT • Recommendations • Glossary MISSION STATEMENT “The mission is to produce PepsiCo quality beverages, maintain market leadership b y growing our sales volumes, strengthen our market share, delivering ROI to all of its stakeholders and fulfill its responsibilities in the community”. 2 HUMAN RESOURCES MANAGEMENT VISION STATEMENT 2 HUMAN RESOURCES MANAGEMENT “The Vision of the company is to continue to build a strong company which is the n umber one beverage company in Pakistan and provides value to all of its stakehol ders.” PEPSI IN PAKISTAN Pepsi cola is also very popular in Pakistan that’s why its market share is about 9 0% in the soft-drink market. Pepsi Cola International, a remarkable name in the cola industry is doing its business in Pakistan through franchising. PCI has dev eloped following bottlers in Pakistan till now. Naubahar Bottling Company is the largest manufacturer and distributor of Pepsi Cola soft drinks in Pakistan. 2 HUMAN RESOURCES MANAGEMENT These franchises are located in PAKISTAN Karachi Lahore Multan Faisalabad Gujranwala Peshawar Islamabad Sukkher Hyder Naubahar bottling company (NBC) Pvt. Ltd. Gujranwala Naubahar Bottling Co. (Pvt.) Ltd. (NBC) is one of the nine (09) franchises of “Pep si Cola International” in Pakistan. Naubahar Bottling Co. (Pvt.) Ltd. (NBC) first was involved in the business of manufacturing and marketing of Coca-Cola. Later on it started 2 HUMAN RESOURCES MANAGEMENT manufacturing and marketing business with Pepsi Cola in May 27, 1981. The Area a llotted to it, was Gujranwala Franchise. The franchise area consists of the foll owing nine districts. Gujranwala Gujrat Hafizabad Mandibghaud Jehlum Sialkot Narowal Sheikhupura C al The company operates through a well-established network of a number of distribut ors. The company has two types of delivery systems i.e. Direct delivery system Indirect delivery system The basic difference between the direct and the indirect delivery system is that in a direct distribution system, the company spends its own resources while in an indirect distribution; the dealer spends his own resources on all the factors which increases the sales volume: DIRECT DELIVERY SYSTEM 2 HUMAN RESOURCES MANAGEMENT Manufacturer Retailers Customers INDIRECT DELIVERY SYSTEM Manufacturers Customers distributor Retailers Most importantly, this direct delivery system is present only in Gujranwala fran chise in Pakistan. The company also has its depots (remote depots) in different cities. It helps a lot in increasing its sale and directing the distribution sys tem. They are in Sialkot Gujrat Shahdara Jehlum Sheikhupura Narowal HISTORY AND FUTURE PLAN THE SUMMER OF 1898, AS USUAL, WAS HOT AND HUMID IN NEW BERN, NORTH CAROLINA. SO A YOUNG PHARMACIST NAMED CALEB BRADHAM BEGAN EXPERIMENTING WITH COMBINATIONS OF SPICES, JUICES, AND SYRUPS TRYING TO CREATE A REFRESHING NEW 2 HUMAN RESOURCES MANAGEMENT DRINK TO SERVE HIS CUSTOMERS. HE SUCCEEDED BEYOND ALL EXPECTATIONSBECAUSE HE INV ENTED THE BEVERAGE KNOWN AROUND THE WORLD AS PEPSI-COLA. Caleb Bradham knew that to keep people returning to his pharmacy, he would have to turn it into a gathe ring place. He did so by concocting his own special beverage, a soft drink. His creation, a unique mixture of kola nut extract, vanilla and rare oils, became so popular his customers named it "Brad's Drink." Caleb decided to rename it "Peps i-Cola," and advertised his new soft drink. People responded, and sales of Pepsi -Cola started to grow, convincing him that he should form a company to market th e new beverage In 1902, he launched the Pepsi-Cola Company in the back room of h is pharmacy, and applied to the U.S. Patent Office for a trademark. At first, he mixed the syrup himself and sold it exclusively through soda fountain. He mixed the syrup himself and sold it exclusively through soda fountains. But soon Cale b recognized that a greater opportunity existed to bottle Pepsi so that people c ould drink it anywhere. 1903, "Pepsi-Cola" was officially registered with the U. S. Patent Office. That year, Caleb sold 7,968 gallons of syrup, using the theme line "Exhilarating, Invigorating, Aids Digestion." He also began awarding franch ises to bottle Pepsi to independent investors, whose number grew from just two i n 1905, in the cities of Charlotte and Durham, North Carolina, to 15 the followi ng year, and 40 by 1907. By the end of 1910, there were Pepsi-Cola franchises in 24 states. Pepsi-Cola's first bottling line resulted from some less-thansophist icated engineering in the back room of Caleb's pharmacy. Building a strong franc hise system was one of Caleb's greatest 2 HUMAN RESOURCES MANAGEMENT achievements. Local Pepsi-Cola bottlers, entrepreneurial in spirit and dedicated to the product's success, provided a sturdy foundation. They were the cornersto ne of the Pepsi-Cola enterprise. By 1907, the new company was selling more than 100,000 gallons of syrup per year. 1898 Caleb Bradham’s, a New Bern, North Carolin a, pharmacist, renames "Brad's Drink," a carbonated soft drink he created to ser ve his drugstore's fountain customers. The new name, PepsiCola, is derived from two of the principal ingredients, pepsin and kola nuts. It is first used on Augu st 28. 1903 In keeping with its origin as a pharmacist's concoction, Bradham's a dvertising praises his drink as "Exhilarating, invigorating, aids digestion." 19 05 A new logo appears, the first change from the original created in 1898 1920 P epsi appeals to consumers with, "Drink Pepsi-Cola. It will satisfy you." 1938 Th e trademark is registered in the Soviet Union. 1941 In support of America's war effort, Pepsi changes the color of its bottle crowns to red, white and blue. A P epsi canteen in Times Square, New York, operates throughout the war, enabling mo re than a million families to record messages for armed services personnel overs eas. 1950 "More Bounce to the Ounce" becomes Pepsi's new theme as changing soft drink economics force Pepsi to raise prices to competitive levels. The logo is a gain updated. 2 HUMAN RESOURCES MANAGEMENT 1953 Americans become more weight conscious, and a new strategy based on Pepsi's lower caloric content is implemented with "The Light Refreshment" campaign. 195 8 Pepsi struggles to enhance its brand image. Sometimes referred to as "the kitc hen cola," as a consequence of its longtime positioning as a bargain brand, Peps i now identifies itself with young, fashionable consumers with the "Be Sociable, Have a Pepsi" theme. A distinctive "swirl" bottle replaces Pepsi's earlier stra ight-sided bottle. 1963 In one of the most significant demographic events in com mercial history, the post-war baby boom emerges as a social and marketplace phen omenon.