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HR Project On Pepsico For BBA
HR Project On Pepsico For BBA
PROJECT REPORT
ON
E & T PILLAR UNDER TPM
SUBMITTED TO:
SUBMITTED BY:
DECLARATION
ANKIT ARORA
BBA 5TH SEM
ROLL NO - 1281921708
A CKNOWLEDGEMENT
At the times when Human values are been questioned and ulterior mottoes
have dominated ones personality here is an occasion rather my privilege to
introduce and express my gratitude to some of the exceptions personalities with
whom I have shared association, during my project task and who prove the
above statement Human values being questioned as and only baseless but
wrong.
No task is single persons endeavor. Various factors, situation and people
integrated to provide the background for the accomplishment of the task.
Behind this work like, the kind help, assistance and valuable advice of many
people to whom I remain indebted.
I express my thanks to the company and its staff who gave me opportunity to
this project.
Mr. MOHIT KUMAR, Vice President (HR) gives me such a brilliant
opportunity to work under their amiable presence and in such a broad
organization.
I express my sincere thanks Mr. S. JHA (Sr. Executive (HR)). ARADHANA
SOFT DRINKS COMPANY (a subsidiary of OEOSICO INDIA HOLDING
PVT. LTD.) for their sincere and proper guidance, direction and
encouragement given to me for the successful completion of this project.
EXECUTIVE SUMMARY
Soft drink market covers the globe; they are consumed
regardless of summer or winter. In India soft drink
industry came into existence in early 60s, since then many brands come up over
the years and many wilted out due to heavy competition and cost. In early 90s
this industry grow rapidly due to active support of New Industrial Policy 1991.
Indian soft drink major Parle was considered the undisputed market leader but it
was whipped out by Pepsi.
This project was undertaken for 8 weeks in Aradhana Soft Drinks Company,
subsidiary of PEPSICO INTERNATIONAL for the summer training taken during
the fulfillment of Bachlor Degree in Business Administration from LINGYAS
LALITA DEVI INSTITUTE OF MGT & SCIENCES., NEW DELHI. This project
was undertaken to evaluate the skill level of employ and how they increase their
skill by given them proper education and training under TPM.
The main aim or the motto behind the study is to gather rich and fruitful
knowledge, experience and above all the different data needed for the fulfillment
and completion of my project. Gaining experience would help me in the long run
of my career life and getting the data will prove as a benefit to the company in
which I am doing my SIP.
To complete this project a detailed knowledge about HR Dept. is taken from HR
co- ordinator and also taken data from internet for understanding the meaning of
skill under T.P.M.
This project helps to fill the gap between my theoretical and practical knowledge
and also presents the clear picture of the desire skill and actual skill and how to
increase skill level so it will prove helpful for increase manpower.
Introduction
Company
to
Company profile
PepsiCo is founded by Donald M. Kendall, President and Chief Executive Officer of Pepsi-Cola
and Herman W. Lay, Chairman and Chief Executive Officer of Frito-Lay, through the merger of
the two companies. Pepsi- cola was created in the late 1890s by Caleb Bradham, a New Bern,
N.C. pharmacist. Frito-Lay was formed by the 1961 merger of the new company, PepsiCo.
Donald M.Kendall is president and chief executive officer.
PepsiCo is a world leader in convenient snacks, food and beverages with revenues of more than
$39 billion and over 185,000 employees. PepsiCo entered India in 1989 and remained firmly
committed to the Indian market. PepsiCo has strong relationship with local franchise partners,
distributors and suppliers.
There are three major divisions of the PepsiCo family: PepsiCo Americas Beverages, PepsiCo
Americas Food, and PepsiCo International.
PepsiCo International
PepsiCo international is comprised of all PepsiCo business in
Europe, Asia, Africa and Australia.
Historically, Pepsi-cola began selling its products in Europe in the 1930s and expanded
internationally beverage operations rapidly beginning in the 1950s. PepsiCo formally
established an international food unit in 1973 and 30 years later, in 2003 the company combined
the food and beverages business to form PepsiCo International.
Today, the employees of PepsiCo International make, sell and deliver a variety of great tasting
foods and beverages around the world, including Lay,s potato chips, Doritos, Cheetos, Quaker
Oats, Pepsi-Cola, Gatorade, Lipton ready to drink teas, and Tropicana juices. The company, also
regularly introduce unique products for local taste.
PepsiCo International has a well-earned reputation of giving back to the communities in which
its products are sold, with a focus on health and wellness, :environmental sustainability and
education.
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Board of directors
PepsiCos business strategy and affairs are overseen by our Board of Directors, which is
comprised of two executive directors and ten independent outside director. Only independent
outside directors make up three standing board committees,
Audit
Compensation
Shona L. Brown
Senior Vice President, Business Operations of Google Inc.
Ian M. Cook
President and Chief Executive Officer Colgate-Palmolive.
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Dina Dublon
Consulant, Former Executive Vice President and Chief Financial officer, JP Morgan Chase &
Co.
Indra K. Nooyi
Chairman of the Board & CEO of PepsiCo
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Ray L. Hunt
Chief Executive Officer, Hunt Oil Company
Brand Portfolio
PepsiCo products can be found in nearly 200 countries around the globe. PepsiCo is
compromised of muscled brands that compete globally and leverage our scale and distribution
power. From beverages to snacks, it offers consumers a broad range of product choices from
simple tears to healthy eats. PepsiCo have 18 brands in its portfolio that generate $ 1 billion or
more each in an annual retail sales in PepsiCos commitment to sustainable growth, is focused
on healthy financial returns.
Pepsi
Pepsi has been bringing fun and refreshment to consumers for over 100
years. Learn more about our flagship brand and the board spectrum of
beverages it offers worldwide.
Pepsi-Cola Brands
Pepsi has been bringing fun and refreshnment to consumers for over 100 years. Learn more
about our flagship brand and the broad spectrum of beverages it offers worldwide. Its U.S.
brands include Pepsi, Mountain Dew, Acquafina, Sierra Mist, IZZE, SoBe, Mug, Tropicana
Twister Soda, Tropicana Juice Drinks, Dole and Ocean Spray single-serve juices.
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Frito-lay
Frito-Lay Brands
Tropicana
Tropicana Brands
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Quakers power packed line of popular brands expands our portfolio with a wide range of
healthy food choices.
Quaker Brands
They are the symbol of quality, great taste and nutrition. Holding
No.1 position in their respective categories such as Quaker Oats,
Quaker Rice Cakes, Chewy Granola Bars and Rice-A-Ron , Aunt
Jemima brand. It is among the four largest manufacturers of cold
cereals wit popular brands like Capn Crunch and Life.
Gatorade
Available in over 80 countries, Gatorades line of performance drinks
adds over 40 years of dehydration and sports nutrition research to the
PepsiCo portfolio.
Gatorade Brands
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PepsiCo
in Education Section
The R K J Group headed by R K Jaipuria has been associated with excellence in education. The
school runs by the group ercourage students to become creative, innovative and imaginative.
They have a wide range of co-curricular activities, which are as important as the academic
disciplines. The year 2001 witnessed the further spread of the groups portfolio with the opening
of its first school at Gurgoan under the management agreement with Delhi Public School
Society. To expand in the field of education it opened its second school at Jaipur under the
management of same society.
PepsiCo Headquarters
PepsiCo World Headquarters is located in purchase, New York, approximately 45 minutes from
NewYork City. The seven building headquarters complex was designed by Edward Durrell
Stone, one of the foremost architects. The building occupies 10 acres of a 144 acre complex that
includes the Donald M. Kendall Garden, a world acclaimed sculpture collection in a garden
setting.
The collection of works is focused on major twentieth century
art, and features works by masters such as Auguste Rodin, Henri
Laurens. The gardens originally were designed by the world
famous garden planner, Russell Page, and have been extended
by Francois Goffinet. The grounds are open to the public, and a
visitors booth is in operation during the spring and summer.
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Shareholders
PepsiCo (symbol: PEP) shares are traded principally on the New York Stock Exchange in the
United States. The company is also listed on the Chicago and Swiss stock exchange. PepsiCo
has consistently paid cash dividends since the corporation was founded.
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Guiding principles
Care for our customers, our customers and the world we live in.
We are driven by the intense, competitive spirit of the market place, but we direct this spirit
towards solutions that benefit both our companies and our constituents. Our success depends on
a thorough understanding of our customers, consumers and committees. To foster this spirit of
generosity, we go the extra mile to show we care.
The true test of our standards is our own ability to consume and personally endorse the products
we sell, without reservation. Our confidence helps to insure the quality of our products, from the
moment we purchase integrands to the moment it reaches the consumers hand.
We tell the whole story, not just what is convenient to our individual goals. In addition to being
clear honest and accurate, we are responsible for ensuring our communications are understood.
In every decision, we weigh both short-term and long-term risks and benefits. Maintaining this
balance help to sustain our growth and ensure our ideas and solutions are relevant both now and
in the future.
We embrace people with diverse backgrounds, traits and ways of thinking. Our diversity brings
new perspectives into the work place and encourages innovation, as well as the ability to
identify new market opportunities.
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Path to success
We believe our financial success - performance- must go hand in hand with our social and
environmental purpose. Performance with purpose is at the heart of every aspect of our
business.
Performance with purpose agenda is comprised of three platforms:
Human Sustainability:
Nourish consumers with a broad range of convenient, great- tasting foods and drinks from
treats and simple refreshments to positive nutrition; make the healthy choice an easier choice to
make.
Environmental Sustainability:
Conserve our natural resources; operate in a way that minimizes our environmental footprint
with the goal of reaching a net neutral impact.
Talent Sustainability:
Developing our employees by creating a diverse and inclusive culture and making certain our
company is an attractive destination for the worlds best people.
Progress made by PepsiCo on its performance with purpose agenda journey:
Launched the food industrys first carbon reduction label with the carbon trust on
walkers crisps.
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Authored with industry the Global Commitment to Action and the Globe Strategy on
Diet, Physical Activity and Health, a commitment addressed to the World Health
Organization.
Reduced PET bottles, paperboard, and corrugated materials by more than 20 million
pounds.
Honored by the U.S. Environment Protection Agency (EPA) with 2007 and 2008
Energy Star Partner of the year awards for energy conservation.
Proven Result:
We take a long term view of performance against Business and People Results. Consistency is
important. Were looking for a track record of sustained successes rather than unpredictable
highs and lows. We value results that are based o trust, respect, fairness and teamwork and
results that create a lasting impact. People Results are a significant part of our performance
expectations.
Leadership Ability:
To succeed in the marketplace we need strong leaders. Thats why we have enhanced our
Leadership Competencies to reflect the need of the new PepsiCo. While we kept the familiar
framework with the same three overall imperatives.
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Functional Excellence:
Personal and career growth requires deep functional skills. If youre
a sales manager, you should have an intimate understanding of the
sales process and how to derive sales growth. Functional excellence can be built by using
functional competency models informal experience.
Critical Experiences:
Discussions about an individuals potential career moves include an assessment of his or her
experiences and the types of new experiences needed for future career development. The
sequence of experiences is often not critical, although building a hip-pocket skill early I n your
career is important for future development.
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Our mission
Our mission is to be the worlds premier consumer Products Company focused on convenient
foods and beverages. We seek to produce 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.
Our vision:
PepsiCos responsibility is to continually improve all aspects of the world in which we operate
environment, social, economic creating a better tomorrow than today. Our vision is put into
action through programs and a focus on environmental stewardship, activities to benefit society,
and a commitment to build shareholder value by making PepsiCo a truly sustainable company.
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PepsiCo values the health and well being of our associates, partner,
customers and consumers. PepsiCo offers a wide range of benefits
that encourage wellness, promote healthy living and give associates
and their familys tools and information to make educated health
care decisions.
improvement on many
fronts.
Beyond the U.S., PepsiCo will work with the World Health Organization (W.H.O.)
and the World Economies Forums Workplace Wellness Unit to ensure that
countries around the globe benefit from best practices and innovative ideas.
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Sustainable advantage
Three major sustainable advantages give PepsiCo a
competitive edge as we operate in the global marketplace.
Top competitors
Coca-Cola
Kraft Food
Atlanta, GA
Plano, TX
Northfield, IL
132103(Haryana)
Plant construction started in 1991 under M/S Dhillon Kool Drinks & Beverages Ltd.
Commercial production commenced on 17th may, 1992.
Aradhana Soft Drinks company acquired the plant in feb, 2003.
Commercial production under Aradhana Soft Drinks Company started on 19 th march,
2003.
Annual Plant volume for the year 2003 cases 6.51 million raw.
Annual Plant volume for the year 2004 cases 7.08 million raw.
Annual Plant volume for the year 2005 cases 4.60 million raw.
Annual Plant volume for the year 2006 cases 4.70 million raw.
Plant primarily caters to Haryana and Himanchal market.
Plant also caters to Punjab in respect of PET and Slice requirements.
Himanchal and Haryana distribution is entirely through a network of distributors both
direct and indirect.
Plant Infrastructure
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Total Land
Covered Area
9.5 Acres
4.0 Acres
Tech vision
The Tech team will create and sustain a competitive advantage for our business through ready
availability of outstanding quality products at the lowest cost.
Pepsi
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Miranda
Mountain Dew
Slice
7up
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Plant Achievements
Lowest water consumption plant in the Pepsi India in 2007. We have applied for
preliminary patent of the modified process.
First plant in which TPM is being implemented in Pepsi bottling operation in the world
of business unit.
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Plant is on Sap.
MISSION
Ensure that all company processes geared to deliver the highest level of customer
satisfaction.
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HR Policy
ASDC will always keep on striving for the development of
competent and efficient employees at all levels to create, include
and foster excellent working and learning environment: because it believes in nurturing strength
of individual for developing mutual trust, support and positive attitude for achieving
organization goals to create a world class manufacturing organization and to remain in the
market in beverages section not only today but for all tomorrows to comes.
Customer Focus
To build a high degree of customer confidence by providing increased value for his money
through international standards of product quality, performance and superior customer services.
Objectives of ASDC
People development is a strategic priority. We have set a target of developing and growing our
people internally for long term career opportunities within PepsiCo. Towards this objective, we
had introduced the sales academy process.
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Profitability
To provide a reasonable & adequate return on capital employed,
primarily by optimum utilization of plant capacities, orienting the product mix towards value
added products, better inventory, collecting realization faster from the dealers and reducing
operational costs.
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INTRODUCTION
TO PROJECT
Equipment maintenance is a fact of life. Companies that understand this and use TPM to get the
most out of the resources see:
TPM provide the tools to turn maintenance programs into a competitive advantage.
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TPM
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Building capability of our people is the prime most job of any manager, where he plays the
role of a coach and facilitates learning and skill building programs.
The organization is committed to building front line capability i.e the people, who sell,
Make, move or deliver our products and you as a manager, is the owner of this process.
Building people capability is smart way of ensuring a long term sustainable growth and the
capability building will focus on:
All the above driving the organizations agenda of addressing the need and improving
satisfaction and value delivered to: Consumer
Customer
Employees
Shareholders
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Lack of
employees
involvement
Less original
equipment
training
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Lack of
internal
trainers
Skill level of
individuals is
poor
Less focus on
operational &
maintenance
training
E & T MISSION
OBJECTIVES OF E& T
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IMPORTANCE OF TRAINING
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Benefits to Business
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Training Vs Education
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The area of education and training in which training is offered may be classified into:Knowledge:Here the trainees learn about a set of rules and regulation about the job, the staff and
the product or services offered by the company. The aim is to make the employee fully aware of
what goes inside and outside of the company.
Technical skill:The employee is taught a specific skill so that he can acquire that skill and contribute
meaningful.
Social skill:The employee is made to learn about himself and other to develop a right mental
attitude towards the job, colleagues and the company. The principal focus is on teaching the
employee how to be a team member and get ahead.
Techniques:This involves the application of knowledge and skill to various on-the-job situations.
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STEERING
COMMITTEE
EDUCATION & TRAINING
PILLAR
MOHIT KUMAR
VIJAY RANGA
H.R. CO-ORDINATOR
NAVNEET SETHI
PRODUCTION
COORDINATOR
RAJKUMAR WASAN
Q.C. EXECUTIVE
RAVIKANT SHARMA
SHIPPING EXECUTIVE
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INDUSTRIAL PROFILE
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46
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7QUALITY CONTROL:
The success of any industry depends on the quality of the product it provides. Therefore quality
measurements are done on each step in order to ensure that the product that finally reaches the
consumer is fit for consuming. The packed bottles are checked for the gas content, sugar
content, organic and for the microbiological quality. Here the quality invariable remains the
constant because of the continuous on line checking.
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RESEARCH METHODOLOGY
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Research Methodology
It is a process of systematically gathering, recording and analysis data and information about
customers, competitors and the market. Its uses includes help to create a business
plan, launch a new product or services, fine tune existing product or services and expanded in to
new market.
Research design:
Research design is the conceptual structure within which research is conducted; its constitutes
blue print for collection, measurement and analysis of data. A research design is the
arrangement of the condition for collecting analysis of data in a manner that aim to combine
relevance to research purpose with economy in process or that is to save the time and cost.
Descriptive research was carried out which was experimental in design. it was necessitated, as it
was require to get in depth in side into customers satisfaction level towards the PepsiCo
products and to know how to maintain their relation with worker and executive, how they make
their salary and how they analysis their performance, how they make skill matrix, how they give
them training and education to improve their skill level and achieve organization objective .in
this the main objective in writing this report and conducting this research is to enhance the
productivity in manufacturing operation by making skill matrix under TPM after Training and
Education.
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Research Approach:
The research was carried in to one phase was descriptive research.
Descriptive research is used to obtain information concerning the current status of
the phenomenon to describe what exists with respect to conditions in a situations & its
major emphasis is on determining the frequency with which something occurs. In HR dept. it
helps to define the various ways through which they analysis their skill and improve their skill level
through training and education.
Books
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Manual documents
Articles, Magazines, Newspapers
Thesis
Sample size: 85
Sample unit: 1
Practical implication:
The research details the development of a model that has been
validated using practical shopfloor data, hence implying its application in wide variety of
situation.
Originality/ value:
The original value of the paper lies in identifying the critical
parameters of analysis skill levels .
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Analysis
Of
Study
54
55
56
57
58
59
60
61
62
63
64
65
Sr.
no.
1.
2.
3.
4.
5.
6.
Parameter
Unit
SKILL
Level(Operator)
SKILL
Level(Technician)
Responsibility
2008
Target
LEVEL
1
2009
Target
2007
Target
2.00
2.21
2.61
3.50
E&T
JH
2.25
2.25
3.10
3.80
E&T
PM
57
75
E&T
PM
10
E&T
JH,PM
3.1
10
E&T
Other
Pillars
1.5
E&T
Other
Pillars
primary secondary
Level(1-4)
Level(1-4)
MULTISKILLED
Employees
No./year
INTERNAL
TRAINER
No./year
TRAINING
EFFORT
Man
days
/person/
year
ABSENTISM
Level
0
2006
B.M
10
10
66
Sr
.
no
.
1.
2.
3.
4.
5.
Parameter
Unit
SKILL
Level(Operator)
SKILL
Level(Technicia
n)
MULTISKILLE
D
Employees
INTERNAL
TRAINER
TRAINING
EFFORT
Level
0
2006
B.M
2007
Actua
l
LEVEL
1
2008
2009
Actual Actua Target
l
2.00
2.21
2.61
2.90
3.50
E&
T
JH
2.25
2.25
3.10
3.40
3.80
E&
T
PM
57
60
75
E&
T
PM
10
E&T
JH,PM
10
E&
T
Other
Pillars
E&
T
Other
Pillars
better
Level(14)
Level(14)
No./year
10
10
No./year
Man
days
/person/
year
3.1
2
6.
ABSENTISM
1.29
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1.5
Responsibility
secondary
primar
y
Interpretation
Through E & T pillar under TPM skill level of the worker is increase as we seen in that chart :
In year 2006 skill level of the worker is 2% which was bench mark
In year 2007 skill level is 2.21% which was increased because of education and training.
In year 2008 & April 2009 which increase 2.61% to 2.90% it just because of education
and training.
At the end of year 2009 a desire target was set that is 3.50%.
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Interpretation
Education and training also helps in increase multi skill of the workers.
In year 2006 it was only 10% which was very less but was bench mark.
In year 2009 it was increased from 57% to 60% all its done through regular education &
training.
Absenteeism
Interpretation
In year 2007 absenteeism percentage was very high that was 4%.
In year 2008 it was 2.27% its because of regular education and training.
HR Manager of the plant has decided target which will be 1.5% in the year 2010 that will
help in increase productivity.
Training based on skill gap analysis through OPLs, OJT, job rotation & lessons.
It will be a continuous process and the skill evaluation will be done on six monthly
bases.
Water consumption
Lit./ 8 oz case
GOOD
Kwh/80Z CASE
GOOD
73
GOOD
74
GOOD
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CONCLUSION
CONCLUSION
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This 8 weeks Training gives me immense pleasure to state that this project have helped me
a lot to understand the corporate world. The main thing that I have learned during this project is
much more different than that what I have learned in my theory part during my course. It gave me
practical exposure a company works in HR dept. and maintain there record how company utilize
their resources in effective and efficient manner and how they analysis their skill level and prepare
their skill matrix. Now after this project I am quite confident and have learned a lot with the help of
my mentor Mr. Mohit Kumar who helped me a lot in every step where I was trembling.
With this project I came to know that the FMCG sector is the most competitive market sector
because the other competitor is equally strong and can snatch the market if we dont operate
properly or we let ourselves loose. It taught me that there is a cut-throat policy in the market and
there is minimum margin of safety as the time one let loose the very moment the other grab the
opportunity and there is no hope to get the same back. So if one need to say and maintain the status
than they should always be alert and think new strategies to bid back the market.
New generation is getting conscious about their health, so the future of the beverage market lies in
the health drinks. Future plan of PepsiCo is to manufacture the Milk Based Products to satisfy their
customers satisfaction level.
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SUGGESTIONS
Suggestions
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I suggested various policies to Plant which I think that if they implemented in the right manner
increase the earnings of the Plant which in turn increases the goodwill of the market, then it will
raise funds at low interest rates.
Plant should recruit new agents or consultants. It is necessary for company to trend them
in a well manner therefore they will gave good results.
Plant should open customer service point in rural area also.
Plant should make plans for promotion of Plant business it should organize road shows
seminars, exhibition or contests because these things make clear picture of cos plans.
For each and every activity, a standard should be fixed and made clear to one and all.
The concerned persons should regularly measure their performance with reference to
standards.
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BIBLIOGRAPHY
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BIBLIOGRAPHY
1. WEBSITE: www.pepsicointernational.com
www.pepsico.org
www.google.com
2. BOOKS:
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ANNEXURE
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Annexure
Name: - ..
Date of Joining:-..
Area: - .
Date of Appraisal:-
Ans:-..
Ques:- Waits for his relievers to come & perform proper handover?
Ans:-..
Ques:- Report/returns to line on time at shift change/after break inform the supervisors prior to
taking leave, as per procedure?
Ans:-.
Ques:- Can rectify faulty leading to the stoppage?
Ans:-.
Ques:- Dresses smartly in uniform & is clean shave, keeping workstation neat & tidy?
Ans:-..
Ques:- Performance of all jobs, on all station, as assigned by superior show flexibility in
working as per companys needs?
Ans:-.
Ques:-Keeps the safety procedures in mind while working?
Ans:-.
Ques:-Aware about the unfulfilled basic condition?
Ans:-..
Ques:- Follows the PM schedules (lubrication maps) and cleaning maps?
Ans:-..
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Recommendation:Comments:-
Signatures:
Supervisor
..
HOD
Plant Manager
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HR Manager
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