Contents

PepsiCo............................................................................................................................................................................. 1
1. Introduction. ............................................................................................................................................................ 1
Major products of the new companies are: ................................................................................................................ 1
PepsiCo in Pakistan: ..................................................................................................................................................... 1
Mission Statement: ...................................................................................................................................................... 1
Objectives of PepsiCo: .................................................................................................................................................. 2
2. HR Functions of PepsiCo: ...................................................................................................................................... 2
2.1. Strengths. ......................................................................................................................................................... 2
2.2. Weakness. ........................................................................................................................................................ 2
3. Job Analysis:............................................................................................................................................................ 2
3.1. Job description. ............................................................................................................................................... 2
3.1.1. Uses of Job Description in PepsiCo. ...................................................................................................... 3
3.1.2. Pepsi Bottling Job Positions and Descriptions. ..................................................................................... 3
3.1.3. Steps involve in Job Description in PepsiCo. ........................................................................................ 4
3.2. Job Specification. ............................................................................................................................................ 5
Title: Clerical Position-Admin-General Office............................................................................................................. 5
4. Recruitment and selection planning: ..................................................................................................................... 5
4.1. Recruitment: .................................................................................................................................................... 6
i. Internal sources of recruitment: ........................................................................................................................ 6
ii. External sources of recruitment: ....................................................................................................................... 6
4.1.1. Strategies for Recruitment. ........................................................................................................................ 7
4.2. Selection: .......................................................................................................................................................... 7
4.2.2. Selection Process. .......................................................................................................................................... 8
Recruitment and Selection process in PepsiCo. ................................................................................................... 8
5. Planning and Forecasting in PepsiCo. ................................................................................................................... 8
5.1. Supply Forecasting in PepsiCo. ..................................................................................................................... 9
5.2. Demand Forecasting in PepsiCo. ................................................................................................................... 9
Forecasting Technique in PepsiCo. ..................................................................................................................... 10

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 PepsiCo

1. Introduction.
PepsiCo, Inc. was established through the merger of Pepsi-Cola and Frito-Lay.
Pepsi-Cola was created in the late 1890s by Caleb Bradham, a New Bern, N.C.
pharmacist. Its headquarters is in New York (US). Frito-Lay, Inc. was formed
by the 1961 merger of the Frito Company, founded by Elmer Doolin in 1932,
and the H. W. Lay Company, founded by Herman W. Lay, also in 1932.
Herman Lay, former chairman and CEO of Frito-Lay, was chairman of the
board of directors of the new company; Donald M. Kendall, former president
and CEO of Pepsi-Cola, was president and chief executive officer. The new company reports sales of
$510 million and has 19,000 employees.
Major products of the new companies are:
• Pepsi-Cola Company: Pepsi-Cola (formulated in 1898), Diet Pepsi (1964) and Mountain Dew
(introduced by Tip Corporation in 1948).
• Frito-Lay, Inc.: Fritos brand corn chips (created by Elmer Doolin in 1932), Lay's brand potato
chips (created by Herman W. Lay in 1938), Cheetos brand cheese flavored snacks (1948), Ruffles
brand potato chips (1958) and Rold Gold brand pretzels (acquired 1961).
Inc. PepsiCo has since expanded from its namesake product Pepsi to a broader range of food and
beverage brands, the largest of which include an acquisition of Tropicana in 1998 and a merger with
Quaker Oats in 2001—which added the Gatorade brand to its portfolio. As of January 2012, 22 of
PepsiCo's product lines generated retail sales of more than $1 billion each, and the company's products
were distributed across more than 200 countries, resulting in annual net revenues of $43.3 billion.
Based on net revenue, PepsiCo is the second largest food & beverage business in the world. Within
North America, PepsiCo is ranked (by net revenue) as the largest food and beverage business. Indra
Krishnamurthy Nooyi has been the Chief Executive of PepsiCo since 2006, and the company
employed approximately 297,000 people worldwide as of 2011. The company’s beverage distribution
and bottling is conducted by PepsiCo as well as by licensed bottlers in certain regions. PepsiCo is a
SIC 2080 (beverage) company.
PepsiCo in Pakistan:
PepsiCo Pakistan is a subsidiary of famous international beverages company PepsiCo Inc. In Pakistan,
the brand is serving under Pepsi-Cola International (Pvt.) Ltd. There isn’t any specific customer care
number, toll free number or email Id for the customers of PepsiCo Pakistan. If you have any
suggestion, feedback, query, complaint, problem etc. you must connect the Lahore based office of the
company. The Head Office of PepsiCo in Lahore is in Gulberg.
PepsiCo Head Office Address: 37 C-1 Gulberg 3, Lahore, Pakistan.
PepsiCo’s Quality policy: “Make, sell and deliver the beverage to the customer as it was designed,
in order to drive preference.”
Mission Statement:
As one of the largest foods and beverage companies in the world, our mission is to provide consumers
around the world with delicious, affordable, convenient and complementary foods and beverages from
wholesome breakfasts to healthy and fun daytime snacks and beverages to evening treats. We are

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committed to investing in our people, our company and the communities where we operate to help
position the company for long-term, sustainable growth.
Objectives of PepsiCo:
The main objectives of launching Pepsi were to provide a quality product at an affordable price for
the masses. The objectives of the company are “market share growth”. Although the organization has
been able to capture greater percentage of the market but still, they want to strive for more market
share as well as a quality product and service.

2. HR Functions of PepsiCo:
2.1. Strengths.
i. The people in HR department of PepsiCo are extremely qualified personnel so no flaws in
decision making are prominent.
ii. They have sufficient resources of getting knowledge from outside sources.
iii. They prefer new entrants of the market to increase their efficiency.
2.2. Weakness.
i. The ethical issues in the PepsiCo prevail the most.
ii. The employees in the PepsiCo don’t participate equally so there are chances of misplacing.
3. Job Analysis:
Job analysis in PepsiCo is performed by HR managers with head of departments. Specifically, job
analysis is used to inform hiring; training; compensation; performance appraisal, and promotion
decisions. The method uses to conduct job analysis is document review which includes analysis of
output, performance appraisals, reports on work related issues, job descriptions, customer complaints.
Job analysis involves:
 Job Description
 Job Specification
3.1. Job description.
Job description also provide on the basis of the designation. Job description form also provides in the
written form to each department according to the designation of the employees then each department
provides job description to their employees. Here the pay professional should standardize and

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complete the job description that were found to be lacking or missing during the initial audit and
review. Job description will serve as an anchor for the pay professional. They will provide a
comprehensive understanding of the organization and will serve as the initial basis for job evaluation.
Job specification in PepsiCo comprises of:
i. Job Identification.
o Job title
o FLSA status section
o Preparation date
o Prepared by
ii. Job Summary.
o Describe the general nature of the job.
o Lists the major function or activities.
iii. Responsibilities and Duties.
A list of the job’s major responsibilities and duties defines limits of jobholder decision making
authority, direct supervision and budgetary limitation.
iv. Standard Occupational Classification.
Classifies all workers into one of 23 major groups of jobs which are subdivided into further 96 minor
groups of job and detailed occupations.
v. Standard of Performance and Working Condition.
Lists the standard the employees expected to achieve under each of the job description’s main duties
and responsibilities.
3.1.1. Uses of Job Description in PepsiCo.
Job Description in PepsiCo is used for:
o New position
o For promotion
o Recruitment
o Transfers
o Performance Management
o Career Planning
o Staff Planning
o Training and Development
3.1.2. Pepsi Bottling Job Positions and Descriptions.
o Pepsi Bottling Merchandiser Job Description
A merchandiser is a promoter of the retail of bottled goods who attracts consumers and meets their
demand. He or she studies the market, analyzes the structure of the market and decides the target
market bracket either in terms of age, gender, or location. He or she also recommends the volume of
bottled of stock to be delivered in a particular, area, store or region. He or she is the one tracking
consumer demands and trends and establishing generalized volume of stocks, evaluates quality, and
setting up marketing mechanism.
Pepsi Bottling Merchandiser Job Hourly Salary: $13.66/hour
o Pepsi Bottling Pre-Sell Representative Job Description

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A Pre-Sell Representatives main duty objective is to maximize company sales by working against the
key retail priorities. Retail priorities might include: maximization of merchandising opportunities,
new item launch, and getting a market share.
Pepsi Bottling Pre-Sell Representative Job Salary: $41,743
o Pepsi Bottling Territory Sales Manager Job Description
A Territory Sales Manager is a combined duty of a manager and a sales representative given in a
particular territorial coverage. He or she is going to manage staff most of the time but also responsible
for hitting sales quotas in his or her territory. He or she is responsible of sales operations over a given
geographical area.
Pepsi Bottling Territory Sales Manager Job Salary: $59,086
o Pepsi Bottling Quality Control Manager Job Description
Following established company standards, a Quality Control Manager coordinates, plans and
implements control programs designed to ensure uninterrupted production of products. He or she
develops and analyzes statistical data and product specifications in order to establish improvements
on present standards of finished products. He or she also creates and executes quality control
objectives and cooperates with plant managers to maximize product quality and minimize costs.
Pepsi Bottling Quality Control Manager Job Salary: $59,643
o Pepsi Bottling Production Supervisor Job Description
A Production Supervisor ensures uninterrupted activities; produce quality and quantity products at
the right time. He or she is also tasked to motivate strong and industrious production team. He or she
also liaises with production on planning output requirements. He or she is also responsible for the
workshop operator’s attendance and discipline.
Pepsi Bottling Production Supervisor Job Salary: $51,700
3.1.3. Steps involve in Job Description in PepsiCo.

Design the
Determine Method
Questionnaire

Identify the
appropriate
candidate

Review and Write the draft

Rewrite Conduct the
process or
Interview
Results

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 Obtain Approval of Incumbent and
supervisor

3.2. Job Specification.

In PepsiCo job specification generally made for:
o Specification for trained personnel
o Specification for untrained personnel
Specifications based on:
o Specification based on judgment
o Specification based on statistical analysis
Title: Clerical Position-Admin-General Office.
Job Description of Admin-General Office
General entry level office responsibilities of this clerical position will include:
•Typing alpha-numeric data into the computer system
•Completing all assigned work in a timely and productive manner
•Checking for accuracy and efficiency when entering information
•Reporting errors or discrepancies to supervisors
Job Specification of Admin-General Office.
Qualified candidates for the Data Entry Clerk position will be able to:
•Be proficient in the use of MS Office Word and Excel
•Sit for 8 hours at a time (with breaks & lunch breaks)
•Maintain flexibility with scheduling
•Compile information and enter records into a computer system
•Report to the office on time for every assigned shift
Required Travel: None
Job Enrollment Type: Full Time
Location: Corbin, KY – Breaktime Dist.
All qualified candidates will be considered. Entry level as well as experienced administrative
clerical professionals are encouraged to apply below!
4. Recruitment and selection planning:
The Pepsi bottling group hires about 9500 employees every year for its operations and manufacturing
these, selling and distributed its drinks. The huge number of these hires, close to 4000, is made to gear
up for what Pepsi bottling group refers to as the “one hundred days of summer” by far the busiest
time of the year of the company (Ed Rodriguez 2007)

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 4.1. Recruitment:
In PepsiCo employees are recruit through both formal and informal ways. Departments tell there
needs to HR departments and then recruitment is done according to given position. All candidates
send their CV’s by post, they are then short listed and called. Then those candidates report at the
PepsiCo from where they sent to HR department for interviews. But recently PepsiCo has found the
new ways of recruitment they gave online applications, give ads in famous newspapers and also use
various social media channels. Then they receive CV’s and applications online and save themselves
from lot of paperwork.
The organization conducts its recruitment and selection planning by following two sources:
i. Internal sources of recruitment.
ii. External sources of recruitment.

i. Internal sources of recruitment:

PepsiCo prefers “Job Posting” in which employees from organization are preferred but in a case the
organization feels that the employees are not as much competent enough then they go for other
external methods. So, such announcements are made through different bulletin boards, memos and
other then these internal sources.
Organizations that collect data by sources of hire regularly find that employee referral programs
produce a high volume of high-performing hires with more longer retention rates, and in most, at
relatively low cost (Dr. John Sullivan 2010)
There should be proper planning by judging current human resource stands & generating human
resources inventory. Any referral programs should be bespeaking to the business that is Pepsi. It’s
best to initiate any referral process if only when the vacancy actually arises. Moreover, monetary
rewards should not be the primary driver for referrals.
In the PepsiCo generally, the positions will occur at time of resignation of the employee, retirement,
expire of the employee, transfer or promotion of the employee. New approval position is the annual
operation plan. Introducing new positions into the organization promotions and transfers is the
Internal Job Posting used for only the existing employee in the organization and not for the new
approval position.
After assessing current capabilities of future needs promotions and transfers should be developed to
have right person for the right job & at right time. Promotions and transfers must be after assessing
future human resources needs by organization’s strategies & future programs.
ii. External sources of recruitment:
PepsiCo usually used to advertise by newspapers and its official website for their recruitment
purposes. They give a chance to an open invitation to everyone to apply for post, so people who are
interested join and if they are capable to that post they are hired. They have not preferred any specific
universities or colleges to get the applicants for them, what matters are the potential talent and caliber
of the person and his commitment to work. Last year a scheme is started in which a team of HR
professionals visit different colleges and universities to recruit fresh and passionate candidates.
External sources are far outnumbering the internal methods. Especially sources external to an
organization are professional and trade association, advertisements, and college/universities/institute
placement services, walk INS and write INS, displaced persons, acquisition and mergers.

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The most common and least expensive approach for candidates is direct applications from external
sources, in which applicants submit application letters or resume. Direct application also provides a
pool of potential employees to meet future needs.
4.1.1. Strategies for Recruitment.
The recruitment process is likewise the same but it varies in the organization depending on the rank.
In recruitment PepsiCo keeps certain things in front i.e.
o What the person was getting (in terms of salary) prior to PepsiCo’s job.
o Whether the person is polished enough to adjust in their environment.
o Whether he/she has the required technical skills, the required qualification for the specific job.
o In PepsiCo they surely see qualifications but they prefer a person with required skills, aptitude,
experience and capability.
4.2. Selection:
First of all, initial screening of all applications and resumes against
the program’s requirements make. After that Candidates screened
are asked to complete the online personality questionnaire
specifically designed in order to select candidates for the next stage.
Candidates complete online tests and a comprehensive personality
questionnaire. Candidates asked to complete a similar follow-up test
for them. The follow-up test will be in short form and will be
completed under the supervision of a PepsiCo HR Manager in order
to verify performance between the two test results. The final stage
is participation in an assessment center for assessment, comprising
of a case study exercise, group discussion and an important
structured interview (accelerate your career, 2011)
After obtaining information through the preceding steps, selection decision the most critical of all the
steps must be made. The other stages in the selection process have been used to narrow the number
of candidates. The final decision has to be made from the pool of individuals who pass the tests,
interviews and reference checks. The views of the line manager will be generally considered in the
final selection because it is, he who is responsible for the performance of the employee. The HR
manager plays a critical role in the final selection.
Employee Selection Process

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4.2.2. Selection Process.
Selection process in PepsiCo involves:
i. Applications
ii. Written Exams
iii. Performance Exams
iv. Specialized Testing
v. The Panel Interview
vi. The Selection Interview
Recruitment and Selection process in PepsiCo.

5. Planning and Forecasting in PepsiCo.

Human resource forecast in PepsiCo is done to predict future HR requirements (the number of workers
needed, the number expected to be available based on labor market characteristics, the skills mix
required, internal versus external labor supply)
Action Plans:
Action plans to enlarge the pool of people qualified to fill the projected vacancies through such actions
as recruitment, selection, training, placement, transfer, promotion, development, and compensation.
Control and evaluation:
Control and evaluation to provide feedback on the overall effectiveness of the human resource
planning system by monitoring the degree of attainment of HR objectives.
The first step in human resource planning is forecasting which is the attempts to determine the supply
of and demand for various types of human resources to predict areas within the organization where
there will be labor shortages or surpluses. At the beginning the management at PepsiCo needs to
estimate future labor availabilities and need, that is to assess the supply of labor, both within and
outside the organization. By predicting the number of employees to be hired and also by estimating

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and knowing their quality, PepsiCo would get the best people for the right places and the right time.
This is necessary for a company like PepsiCo which wants to compete in the global market.

The purpose of human resource forecasting in PepsiCo is to estimate labor requirements at some
future time period. Such forecasts are of two types.
o The external and internal supply of labor.
o The aggregate external and internal demand for labor.

5.1. Supply Forecasting in PepsiCo.

 Forecasting External Human Resource Supply
Recruitment and hiring new employees are essential activities for virtually all firms, at least over the
long run. Whether they are due to projected expansion of operations or to normal workforce
attribution, forays into the labor market are necessary. Managers in PepsiCo pay especially close
attention to forecasts of HR supply.
 Forecasting Internal Human Resource Supply
A reasonable starting point for projecting a firm’s future supply of labor is its current supply of labor.
Perhaps the simplest type of internal supply forecast is the succession plan, a concept that has been
discussed in the planning literature for over 25 years. Succession plans may be developed for
management employees, on-management employees, or both. In PepsiCo the HR department create
a plan includes setting planning horizon, identifying replacement candidates for each key position,
assessing current performance and readiness for promotion, identifying career development needs,
and integrating the career goals of individuals with company goals.
5.2. Demand Forecasting in PepsiCo.
A combination of three forecasting methods are used in PepsiCo. The following methods are used in
combination for the purpose of sales and demand forecasting:
i. Ratio Analysis
Historical demand data can be effectively used to forecast future demand.

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 ii. Qualitative Method
Using historical data and market intelligence as a guide, PepsiCo management practices their own
judgment to determine the demand forecast. A yearly demand plan is forecasted in this way which is
then further divided into monthly, weekly and daily plans accordingly.
iii. Trend Analysis
It requires historical staffing data to make future staffing predictions. This creates a relationship
between past and future staffing needs by linking the two using a performance or financial metric
called an operational index.
Forecasting Technique in PepsiCo.

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