PepsiCo uses both internal and external recruitment methods. For internal recruitment, job openings are posted and employees can apply. Externally, advertisements are placed in newspapers and on the company website. The selection process involves an application, written exams, performance exams, and interviews. Performance is regularly appraised to provide feedback and assess training needs. Employees are provided with training both on and off the job. Compensation includes salary, bonuses, promotions, and benefits like medical facilities and transportation. Recommendations include developing ethical recruitment and selection systems and eliminating favoritism.

1. Presenters:
Umer Qureshi
Nouman Alvi
Arslan Aslam
Farhan Subhani

2. History of Pepsi

5. Functions of HRM
 Recruitment and selection
 Performance appraisal
 Training and development
 Compensation

7. RECRUITMENT
PEPSICO use both Internal and External method of Recruitment. But the priority is given to
the internal if the employee has a capabilities required by the management for working on
the post. All the candidates send their CV’s by post; then they are short listed. So those
candidates then report at the PEPSICO from where they are sent to the Human Resources
Management for further interviews. But recently PEPSICO has devised a new way of
recruitment i.e. online Applications. They give Ads in leading newspapers and use some
others mass media communication channels and they receive applications and CV’s online.
In this way huge paper work is reduce and recruitment process is improved in the term of
efficiency.

9. Recruitment
 Internal method
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.

10. External method
 PEPSICO usually prefers advertising through newspapers 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
applied. Last year a scheme is started in which team of HR
professionals visits different colleges and universities to recruit
fresh and passionate candidates.

11. STRATEGIES FOR RECRUITMENT
The recruitment process is likewise the same but minutely varies in the
organization depending upon the ranks. In PEPSICO they surely see
qualifications but they prefer a person with required skills, aptitudes,
experience and capabilities. In recruitment PEPSICO keeps certain things
in front e.g.
He/she has the required technical skills, the required qualification for the
specific job. • 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

12. RECRUITMENT SOURCES OF PEPSICO
1. Media Advertisement
2. E-recruitment
3. College Recruiting
4. Summer Internships

13. SELECTION PROCESS
In PEPSICO, selection Criteria is based on numerous factors such,
health, background and previous experience
The application
The employment application is candidate’s first chance to present his
qualifications to the Organization. As such, it is extremely critical for
his/her continued participation in the examination process. Candidate
must meet these criteria to be considered for the position; ensure that,
otherwise candidate will be wasting his effort in completing the
application.

14. WRITTEN EXAMS
Written exams are usually obtained from one of several test construction firms
available to them. The test which is conducted in PEPSICO selection purpose is
TEST OFCOGNITIVE ABLITIES. This test is mostly taken from fresh graduates.
Whereas, some people are selected on the basis of experience.
PERFORMANCE EXAMS
Performance exams test ability to accomplish specific job-related tasks by
providing the opportunity to actually perform them. These tests are scheduled
through the Human Resources Department office, with notification in writing of
the date, time, location and duration of the test. Instructions will be given on
the tasks to be completed and then asked to complete them.

15. The selection interview
 Once the List of Eligible Candidates is established it is
sent to the Department(s)that is hiring to fill a current
vacancy. The Department Head is responsible for
setting up Selection Interviews. He/she may interview
anyone on the list, since all persons referred to the
department are qualified. The Department Head will
be looking for the candidate with the best
qualifications for their particular position

16. Performance Appraisal

17. Performance Appraisal
Performance appraisal is method by which the job performance of an
employee is evaluated
A performance appraisal is a process used to asses the employees
effectiveness and productivity and both serves administration and
developmental purpose it helps the HR department for making decision
regarding employment actions personnel planning and training and
development
Performance Appraisal is very essential for promotion, transfer, assessing
the training of the employees.

18. performance appraisal
 Features
Performance Appraisal is a systematic evaluation of an employee’s strengths
and weaknesses
 When the appraise
The company appraise periodically

19. Performance appraisal
 Objectives of performance appraisal
• To give feedback to employees about their performance so that they could improve
themselves.
• To assess the strengths and weaknesses of the employees.
• To identify the employee training needs.
• To ensure personal growth and development of an employee.
• To improve efficiency and productivity of the employees.
 Importance of performance appraisal
For the taking personnel décisions like promotion, Transfer, pays incrément, etc.

20. Setting objectives of performance appraisal
Design a appraisal program
Appraise performance
Performance interview
Use appraisal data for appropriate purpose
Achieve appraisal data
Process of performance appraisal

21. Process of performance appraisal
 Setting objectives of performance appraisal
The objectives may include assessing the training needs,
awarding pay increase, decision regarding promotion and
transfer, etc.

22. Appraisal
design
Whose
performanc
Who are the
rater
When &
What to
evaluate
what
method

23. Process of performance appraisal
Appraise the Performance: -
Next step is to measure the performance. While measuring the performance
following parameters must be taken into account.
 Quality of Output.
 Timeliness of Output.
 Presence at Work.
 Cooperativeness.

24. Process of performance appraisal
Performance Management
Performance Appraisal provides the feedback about the employee job performance. But
merely getting the feedback is not enough until it is subject
to proper performance management which includes Performance interview, Archiving
Performance Data and use of Appraisal Data.
 Performance Interview
Once the Appraisal is done the raters should discuss and review the performance with the
rates so that they may receive feedback about where they stand in front of their superiors.
Performance Interview has three goals: -
1. To maintain the behavior of employees who perform in desirable manner.
2. To change the behavior of employees whose performance does not meet the
Organizational requirements.
3. To recognize the superior performance behavior so that they could try to reach that
level.

25.  Achieving Performance Data
Organizations need to archive or store the appraisal data so that they could use
the data for future reference.
 Use of Appraisal Data:
The final step in the appraisal process is the use of appraisal data. The appraisal
data is generally used by the HR department for: -
• Remuneration administration.
• Employee training and development programmed
• HR planning.
• Promotion, Transfer,
Process of performance appraisal

28. TRAINING & DEVELOPMENT

29. Training & development
 PepsiCo has trained and developed Many of
its senior and managers and supervisors

30. Training and development objectives
Objectives
To assist Pepsi co to enjoy cost saving with training
implementation
To develop the competency to employee to produce innovative
products
To develop employees skills to produce high quality products

31. Training and development
Training cost
PepsiCo will need to incur approximately $10 million for the
training of employees in the company headquarter and other
countries.
Time frame
PepsiCo will use approximately 12 months to cover the training
and development of its employees

32. Training & development
 off the job training
These are formal training opportunities that Pepsi co
offers to employees either internally or externally.
These training opportunities are provided in the form
of
Seminars, classroom training courses and workshops

33. Training & development
 on the job training
On the job training the co. provides full
opportunities to its employee to develop
themselves and also train them according to
the requirements of their job.

35. Compensation & benefits
 Compensation
Compensation is the employer's feedback for an employee's
work. It simply is the monetary value you would give to your
four employees in return of their services. Such as salary wages
bonuses
 Benefits
Employees today are not willing to work only for the cash alone, they expect
'extra'. This extra is known as employee benefits.

36. compensation
 Promotion
Promotion is direct shift only to the next level from the current grade, the
employee’s performance is evaluated and if his performance is above
average he is given promotion PepsiCo promotes only those candidates
who are experiment and eligible for that particular vacancy.
 Over time payment
Overtime payment is pay for only those workers who are working more than
their working hours mostly overtime payment is given to low level staff.

37. compensation
 Increment
The company decides at the end of the financial year, according to its
financial condition increments should be given or not
 Free transport
Pepsi co provide free transport to local employees
 Medical facility
Pepsi co provide free medical facility to workers depending upon the
position rank of the employee

38. benefits
Medical
facility
transport
increments
bonuses

39. RECOMMENDATIONS
 They should develop such system in their HR department so that no
ethical issues can be raised.
 The employees should participate in all the activities of the
department.
 They should choose plan in such a way that when there is a need of
recruitment the eligible candidate must be available.
 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.