Summer Training Project B.B.A.

(Semester 5th)

TRAINING & DEVELOPMENT

FOR
PEPSI GURGAUN

Department of Management Studies

Amrapali Institute
Haldwani, Nainital
(Uttaranchal)

Under the Supervision of: Submitted by:

MRS RITU TEWARI (DEENAKSHI PANDEY)
Faculty, Deptt. Of Mgt. Studies Roll No. 51384
Enrollment No. Ku
…………. 2007

I
 STUDENT DECLEARATION

This project has been undertaken as a partial fulfillment of the requirements for the
award of the degree of Bachelor in Business Administration of Kumaun
University, Nainital.

Further, I declare that this project is my original work and the analysis and findings
are for academic purpose only. This project has not been presented in any seminar
or submitted else where for the award of any degree or diploma.

(Name & full signature of the

student)
DEENAKSHI PANDEY
B.B.A. V th sem.

II
 ACKNOWLEDGMENT

My vocational training in PEPSI Gurgaun for duration of six week has been quite
successful.

I had received full cooperation from officers & staff of PEPSI Gurgaun I am
indebted to Mrs.Gayatri (H.R Manager) in efficient way.

In order to acquire to myself to the task of the organization and to analyze them. I
met my officers who helped by their kind cooperation and guidance.

DEENAKSHI PANDEY
B.B.A. V th sem.

CONTENTS

Page No.
Chapter – 1
Introduction
Objectives of study
Sample size

III
Period of study
Methology
Limitation of study
Scope of study
Chapter arrangement
Operational definitions of the concepts.

Chapter – 2
About the Industry
Profile of the company

Chapter – 3
Data analysis

Chapter – 4
Summary of conclusion
Recommendations

Bibliography
Bibliography

Appendices
Appendices

IV
 INTRODUCTION

In the so highly competitive and rapidly changing environment, to survive, the

company needs well trained and skilled workers. India is a very rich country in the
terms of resources, weather natural or technical and scientific, but it is very sad to
state that India, till now, has not perfectly learnt how to develop its man power and
tap its human resources for the betterment of its citizenry and business goal.

For my summer training, I choose the PEPSI because it is the biggest company in
the India, it is well established and renowned in its field and is serious about
training its workers and intent to make it understood that they really care for them.
Time to time training and development programmed are held to evaluate the
employee performance.

V
 DEENAKSHI PANDEY

TITLE

Training and development in Pepsi (GURGAUN)

OBJECTIVE
• To understand the training & development activities of Pepsi
• To find out if the training & development activities help the employee in his
performing his duties/responsibilities/role.
• Take the response of employees towards the training & development
activities carried on upon them i.e. perception regarding the effectiveness of
training & development programmes.

SAMPLE SIZE

The sample size is 50 Employees, who were considered and provided the
questionnaire, so as to know the responses.

VI
 RESEARCH METHODOLOGY

For this survey I had used two type of research method for data collection.
1. Primary data collection
2. Secondary data collection

In primary data collection the questionnaire was made for the employees.

Thus sample size taken of 50 employees.

Secondary data collection includes:

• Internet
• Company report
• Brochures etc.

LIMITATION

1. Lack of expertise trainer handed in the prosecution of training and

development programme.

VII
 2. Lack of feeling in people of against the awareness for the training and
development programme.
3. Search for the exact training was also difficult to define.
4. Assessment of the training period was also a tuff work to decide for
how long it should continue.

SCOPE OF STUDY

The topic chosen training and development was aimed for the betterment of the
organization in terms of quality as well as quantity keeping in this view in mind the
researcher had tried to bring out the scope of the study the under mentioned points
depicts the same.
1. To increase the productivity by increasing the level of performance.
2. The programme 0would help the organization in meeting it future personal
need.
3. The programme will help the employee in their personal group by improving
their knowledge as well as skill.

LITERATURE SURVEY

Operational Definitions-

VIII
Training plays an important role in human resource development. It
comes next to recruitment and selection. It is necessary and useful in the case of all
categories of operative employee’s, supervisory staff and managers training raises
their skills and creates confidence and ability to perform the job efficiently; it also
facilitates self-development of employees. In fact the main purpose of training is to
develop the human resources present with in the employees.

It relates to knowledge information technical skills, social skills, administrative

skills, and finally attitude building. Expenditure on training is an investment for
manpower development and gives rich dividend in the long run.

Type of training

1. Induction training
2. Job training
3. Training for promotion/transfer
4. Refresher training
5. Corrective training

IX
METHODS OF TRAINING

1. One-on the job training (OJT)

2. Training by supervisor
3. Apprenticeship training
4. Vestibule training
5. Training courses and job rotation

Industry profile

Soft drink share the largest segments of the beverage industry with a 54% share in
the overall beverage sale around the globe $49 billion in terms of revenue.
Moreover the BSD industry which is a near perfect duopoly with the two globe
giants – Coca Cola and Pepsi, is worth 15 billion cases in volume annually. This is
dominated hugely by the Cola segment with about 48% share. Orange follows at
16%, Lemon at 13%, Diet Cola at 4% & other flavors at about 16%.

X
 SOFT DRINK INDUSTRY

Time changes, so do people. No more was the man who walked into the 20th
century satisfied with drinking water & sugar to quench his thirst.

This is where the concept of soft drinks brought about whole new revolution in the
way people quench their thirst.

Earlier soft drink consumption was restricted only to the upper class while their
poor counterparts were happy drinking homemade thirst like nimboo paani,
jalgeera & lassi but with the advent of media and other channels of communication
soft drinks become popular in all parts of India and among all class of people.

Growing Up Together: The Soft Drink Industry and America:

When the pioneers of America's soft drink industry began experimenting with
"soda water" in the 1700's, they had no idea what they were starting.

From those experimental beginnings, soft drinks have emerged as America's

favorite refreshment: more popular than coffee, tea and juice combined. In fact,

XI
one of every four beverages consumed in America today is a soft drink, averaging
out to over 56 gallons of soft drinks per year for every man, woman and child. As
soft drinks have grown in popularity they have become much more than the
country's favorite beverage; they have contributed to the growth and prosperity of
America.

More than 175,000 Americans now earn a living directly or indirectly from the soft
drink industry; that adds up to more than $4.1 billion in payroll dollars spread over
most towns and cities in every state across America.

But the soft drink industry is more than liquid refreshment and jobs and dollars. It
is an industry that strongly believes in preserving the ideals and principles that
helped it prosper from the early days to the present.
During World War II, bottlers throughout the nation donated time, manpower and
equipment to support the war effort. Their work resulted in the collection of more
than 50 million pounds of scrap metal for manufacturing into armaments. The
industry set an example for the nation in conserving precious resources by
drastically changing delivery methods to save millions of gallons of crucial fuel
supplies.
And during World War II and all subsequent conflicts, the soft drink industry
donated its products to American troops serving on the front lines.

Supporting America's interests is a tradition that continues for the soft drink
industry.

Soft drink companies give back to their communities in peacetime, too. The
industry is a world leader in actively promoting recycling and conservation,

XII
fostering teenage drug awareness programs, supporting anti-drunk driving efforts,
funding school programs, providing safe water to people in natural disaster areas
through use of their water treatment systems, and organizing events to protect and
improve the lives of all Americans. The soft drink industry recognizes its
responsibilities to America and welcomes the opportunity to meet them.
Soft drinks are much more than America's favorite refreshment. They are a good
part of America.
Important Events In The Development Of Soft Drinks

1798 - The term "soda water" is first introduced.

1809 - First U.S. patent issued for the manufacture of imitation mineral
waters.

1815 - The first soda "fountain" is patented.

1835 - Bottled soda water first produced in U.S.

1850 - Manual hand-foot filling, corking device is first used for

bottling soda water.

1851 - Ginger ale is introduced in Ireland.

XIII
 1861 - Soft drinks referred to as "pop".

Company profile

Pepsi-cola entered India in April 1989, by setting operation in beverage, snacks &
agribusiness. At this time parley had 70% of the total soft drinks market.

Initially it faced some trouble in entering the market due to strong resistance from
most of the domestic soft drinks industry and the advocate of the Swadeshi. The
Indian economy was not liberalized and proved to be another barrier. Pepsi
removed these barriers by:

 Promising the government to focus considerable

selling efforts in the rural area to help economic

development.

 Promising to help boost the export of agricultural

product.

 Offering to transfer the food processing, packaging and water treatment

technology of India.

The number of employees working with Pepsi in 1989 were 4, which gone up to
200 by 1994 and up to 2400 in 1996.

These at present, Indian soft drinks market have two major players in the market.

XIV
These are: Pepsi co. India (pci)
Coca-cola India (cci)

Pepsi co. India, which is an arm of New York, based $ 31.55 billion. The
investment of foods and agro processing is 74% of total investment and
manufacturing of soft drinks is limited 25%. whereas Coca-Cola India on the
country is a fully based $ 18.35 billion. Its rank was 4 & 5 respectively in 2000-
2001. The bottling plants of Coca-cola and Pepsi respectively are 62 and 42.

Coca – cola kicks off repositioning drive – “source optimism of India”

Coca – cola India has kicked off its repositioning drive. The cola major is
expansion its focus and portfolio to emerge as a complete beverage co. a step
ahead from its present status of carbonated soft drinks (csd) major.

SANJEEV GUPTA COCA-COLA INDIA’S DEPUTY PRESIDENT told,

“We have invited a drive to emerge as a complete commercial beverage co.” the
new products are ready to drink tea, coffee, milk & 100% pure juice brand minute
maid.

Second Pepsi is expanding the home consumption market-the range of packs from
1 to 2 liter. Vibha Risi, points out that the co. Expects home consumption to
account for over 27% of the volumes for Pepsi this year compared to 22% last year
as a result of the renewed thrust.

XV
Spokes person of Pepsi says. “We want to concentrate on carbonated drinks, water,
juices and juices based drinks. These are the three areas of our growth”.

PRODUCT LINE OF PEPSI

India soft drinks industry has been divided in four major segments.
These are:-
1. Cola 2. Lemon 3. Orange 4. Cloudy Lemon

PRODUCT LINE OF PEPSI – PEPSI COLA, PEPSI AHA, MIRINDA

ORANGE, SLICE, 7-UP, MIRINDA LEMON, PEPSI SODA, AQUAFINA etc.

TRAINING & DEVELOPMENT ACTIVITY OF PEPSI

There are different training methods used in PEPSI both at the executive and the
operator level a maximum period of 1 year is fixed for training both at the
management the operator’s level.

The most important training at operator level is the module training, which include:
a) House keeping
b) Quality maintenance
c) Purchasing and selling of chemical.

Further to this any machine installed at the plant is followed by a immediate

training to the operators another important area where both the executives and the
operators are trained is the first aid training.

The first aid training for the employees of PEPSI India is conducted is Gurgaun.

XVI
• In the year 2003, 25 employees of PEPSI have completed the first
aid training programme.

• In the year 2004, 60 employees of PEPSI have completed the first

aid training programme.
• In the year 2005 up till now 30 employees have completed the first
aid training progamme.

Beside this every employees of PEPSI have to undergo the fire fighting training,
which is conducted by the mean of demonstration.

The line management of the company or the executive also has to undergo the
computer awareness where MS-Office packages are taught.

A well trained executive manpower is very essential for the sound productivity in
every organization looking forward to this PEPSI has developed various team
building exercises for its executives.

The team building exercise of the company uses the techniques of the total quality
management and kaizan and it’s applied to the executive as a part of their
specialize training programme known as small group activity or the (SGA).
The success of training program at the PEPSI is revealed by the fact that the
company has gained maximum profit by the use of minimum manpower
requirement.

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 DATA ANALYSIS

Question: no 1: Number of year of service in this organization.

a) 5-10 years
b) 10-15 years
c) More than 15 years

Question 5-10 Years 10-15 Years More Than 15 Years

Sample Size 50 18 19 13
Employees

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 26%
36%
5-10
10-15
More than 15

38%

Fig. 1.1

Finding
The response collected was based on the period of their service in the organization
the more the period of service will be the more the experience would be the
percentage of 10-15 years of service was more which is considered.

Question no 2: Have you been sent for any training progamme up till
Now ?

a) Yes

XIX
 b) No
Question Yes No
Sample Size 50 Employees 45 5

10%

Yes
No

90%

Fig. 1.2

Finding
90 % the employees had responded in favor of that they have been sent for the
training programme.

Question no 3: How many training programme have you attended

totally in your term here?

a) 2-5
b) More than 5
c) None

XX
 Question A B C
Sample Size 50 5 35 10
Employees

20% 10%

2-5
More Than 5
None

70%

Fig. 1.3

Finding
Near about 70 % of the employees had attended more than 5 training programmes.

Question no 4: How are you selected for the training?

a) Is every one sent?

b) You have to opportunity.
c) Decided by the management.
Question A B C
Sample Size 50 10 15 25
Employees

XXI
 20%

A
B
50% C
30%

Fig. 1.4

Finding
Maximum response shows that the employees who go for training and
development programme are decided by the management.
Question no 5: Are you given any special increment after you attend
Training programmes?

a) Yes
b) No
Question Yes No
Sample Size 50 32 18
Employees

XXII
 36%
Yes
No
64%

Fig. 1.5

Finding
More than 64% of the employees say that after training and development
programme there is an increment in this pay as well as in this job position.
Question no 6: Does attending in training make you better eligible for
Promotion ?

a) Yes
b) No
Question Yes No
Sample Size 50 37 13
Employees

XXIII
 26%

Yes
No

74%

Fig. 1.6

Finding
75% of the responses show that training and development programmes help a lot in
the promotional activities.
Question no 7: what extra skills have learnt in the training activity?

1. Have become more competent.

2. Have understood the job profile more clearly.
Question A B
Sample Size 50 20 30
Employees

XXIV
 40%
A
B
60%

Fig. 1.7

Finding
60% of the respondents are satisfied by the training and development programme
as it helps then to understand the job profile.

Question no 8: Has the training and development programme helped

to perform better?

a) Yes
b) No
Question Yes No
Sample Size 50 32 18
Employees

XXV
 36%
Yes
No
64%

Fig. 1.8

Finding
64% of the respondents show that training and development programmes have
helped them in performing better.
Question No 9: Has the training activity helped you to handle
difficulties situations better?

a) Yes
b) No
Question Yes No
Sample Size 50 37 13
Employees

XXVI
 26%

Yes
No

74%

Fig. 1.9

Finding
Near about 75%of the respondents say that training and development programme
has helped them is raising their potentiality.
Question no 10: Do you think training is useful or just a waste of
time it useful in what way?

a) Useful it make useful refreshed

b) Not of great use but it helped us feel more confident
c) Learnt new skills& things
Question A B C
Sample Size 50 20 11 19
Employees

XXVII
 38% 40%
A
B
C

22%

Fig. 1.10

Findings: There is a close response from the respondents on training

and development where on one hand (near about 40%)say that it makes feel
refreshed there on the other some say that it has helped them in improving their
skills.

XXVIII
 Summary of findings:
1.

XXIX
 RECOMMENDATION

1. The response collected from the respondents shows the maturity of the
research successful as they are experienced enough to give correct picture of
your research.
2. It is clear that much of the respondents have undergone training
and development progamme so they can respond much exactly.
3. The criteria for selecting the candidate for the training is quite logical and
analytical based so a well-upgraded response can be expected there from.
4. The response from the employees shows that the training and development
programme helps them in their increment of income, which is a strong
motivating factor.
5. The response shows that training and development programme has helped
them for deciding their promotion too as most of them have responded in
favor for this.
6. The training and development programme has helped them in performing
better it shows the success of the programme.

CONCLUSION

XXX
The training and development procedure at PEPSI is very systematic and
organized. The employees (Respondent) have not come out with any problem
or complaint. They are happy & satisfied and find the T & D activity useful.

The researcher does suspect an element of doubt in the truly positive response of
employees but they have not raised any voice it seems to be all in place.

BIBLIOGRAPHY

 Phillip Kotler, Marketing Management, 1997, Kothari C.R, Research

Methodology, 2003, Wishwa Prakashan, New Gurgaun.
Use some book on training & development to understand the topic.
 Company Profile by PEPSI.

APPENDICES

QUESTIONNAIRE:

Name ………………………………
Age ………………………………..
Designation ………………………

XXXI
1. Number of years of service in this organization.
a) 5-10 years
b) 10-15 years
c) More then 15 years

2. Have you been sent for any training programme up till now?
a) Yes
b) No
3. How many training programmes have you attended totally in your term
here?
a) 2-5
b) More then 5
c) None

4 How are you selected for the training?

a) Is everyone sent
b) You have to opportunity
c) Decided by the management

5 Are you given any special increment after you attend training
programmes?
a) Yes
b) No

6 Dose attending in training make you better eligible for promotions?

a) Yes
b) No

XXXII
7 What extra skill have you learnt in the training activity?
a) Have become more competent.
b) Have understood the job profile more clearly.

8 Has the training and development programme helped to perform

better?
a) Yes
b) No

9 Has the training activity helped you to handle difficulties situations

better?
a) Yes
b) No

10 Do you think training is useful or just a waste of time it useful in

what way?
a) Useful it make useful refreshed.
b) Not of great use but it helped us feel more confident.
c) Learnt new skills & thing.

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 11 What are the problems / difficulties you face in the training?

Comments
…………………………………………………………………………………
……………………………………………………………
………………………………………………

12 Any other comments or suggestion?

……………………………………………………………………..
……………………………………………………………………...
..……………………………………………

Findings

1) The response collected was based on the period of their service in the
organization the more the period of service will more the experience
would be the percentage of 10-15 years of service was more which is
considered.

2) Near about 70 % of the employees had attended more than 5 training

programmes.
3) Maximum response shows that the employees who go for taining and
development programme are decided by the management.
4) More than 64% of the employees say that after training and
development programme there is an increment in this pay as well as in
this job position.

XXXIV
5) 75% of the responses show that training and development
programmes help a lot in the promotional activities.
6) 60% of the respondents are satisfied by the training and development
programme as it helps then to understand the job profile.

7) 64% of the respondents show that training and development

programmes have helped them in performing better.
8) Near about 75%of the respondents say that training and development
programme has helped them is raising their potentiality.
9) There is a close response from the respondents on training and
development where on one hand (near about 40%) say that it makes feel
refreshed there on the other some say that it has helped them in
improving their skills.

XXXV