The document discusses a task force assembled to address the problem of excess skilled bottling staff at Company XYZ between October and February each year. The task force proposes several alternatives to ensure the skilled employees are utilized year-round, including recycling bottles during the off season to reduce material costs, shifting employees to the company's hard drinks bottling process which has higher demand seasonally, outsourcing the skilled employees to other companies during the off season, and implementing a variable pay structure to incentivize employees to work during the off season. The task force will present these alternatives to management for consideration as future strategies.

1. HRM
CASE STUDY
BY:-
Amit Kumar
Anurag Pai
Ayush Gupta
Krishnam Raju
Manav Kejriwal
V. Fanindra
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2. CASE
• Company XYZ is a Pepsi bottler in Delhi. The market for its
products are seasonal. It dips in the winter resulting in excess of
skilled bottling staff between Oct-Feb. If laid off, these employees
will be difficult and costly to replace. Each employee receives
three months of intensive training before being fully qualified.
There is a huge demand for these employees as well as there is a
shortage of bottlers.
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3. WHAT IS TASK FORCE?
A task force is a group of people who are temporarily
assigned to work together to achieve a very specific and
clearly defined objective.
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4. OUR OBJECTIVE AS A TASK FORCE
• As a member of the task force what ideas can you
suggest so as to ensure that services of skilled
employees are available when they are needed year
after year and round the year.
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5. PROBLEM FACED BY COMPANY
• Excess of skilled bottling staff between October to
February.
• Cant be Laid Off.
• Huge demand for employees.
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6. SOLUTION
• Recycling
• Shifting of Skilled Employees
• Outsourcing
• Using different labour pay
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7. ALTERNATIVE - 1
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8. RECYCLING
• All the bottles which needs recycling will be done at
the time of October to February.
• This would help us in reducing the material cost for
that period, and can make up with the labour cost.
• Eco friendly process- Plant Based Material
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9. ALTERNATIVE - 2
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10. SHIFTING SKILLED EMPLOYEES FROM ONE
PROCESS TO ANOTHER
The company has Number of processes out of which we have
took two processes and the solutions with which we came.
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11. THE PROCESSES
• In Cold drinks process we have poor demand for
Pepsi bottling services and at the same time we have
bulky demand of hard drinks during the time period
from October to February.
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12. CONTD….
• Hard drink Bottle Makers
• Lot of work for Employees
• Solution :-
• Job Rotation
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13. ALTERNATIVE - 3
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14. OUTSOURCING
• A strategy focusing on low-cost labour helps a firm keep a lid
on workforce charges. This is particularly important for a
company experiencing declining sales and poor
performance, as it prevents the firm from going "underwater".
• Outsourcing means subcontracting work to another
organization. In other words, a company outsourcing a work
stream transfers the business function to an external service
provider.
• So for the month of October to February we will be the service
provider.
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15. CONTD….
• High demand for skilled labour in the market.
• Providing skilled employees service to other companies.
• Can manage off seasonal effect of Pepsi bottling.
• Labour turnover can be reduced to minimum.
• No additional cost to the company.
• Company can maintain it’s goodwill of retaining their Labour.
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16. ALTERNATIVE - 4
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17. USING DIFFERENT LABOUR PAY
STRUCTURE
ASSUMING STATS AS FOLLOWS :-
Number of labors 100
• On Seasons:
 labour cost : Rs. 2 per bottle manufactured
 Avg. Production per labour per month : 100 units
 Total cost : 2 * 100 = 200
 Total 100 labor cost : 100*200 = 20000
• Off Seasons:
 Avg. Production per labour per month : 50 units
 Labor cost per head : Rs. 2* 50 = 100
 Incentives and bonuses: 1 rs per head
 Total cost 3 rs. Per head
 Total cost - 3*50= 150
 Total labor cost – 150*100 = SS 11-13 (A2)
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18. CONT.…..
• Training cost
• Total labor 100
Labor training cost 4 rs. Per head per month
Therefore,
Training cost per head for 3 months = 4*3 = 12
So total cost for 3 months = 1200 rs.
Compare to on season cost where we are paying rs 600 per
head, here we are paying double the amount.
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19. CONCLUSION
• As we have came with the conclusion that we would like to
put all the alternatives in front of the managers and would be
looking for it as a future perspective.
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20. THANK YOU
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