Recruitment Selection Pepsico

RESEARCH PROJECT REPORT

RESEARCH PROJECT REPORT

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RECRUITMENT AND SELECTION PROCESS IN

RECRUITMENT AND SELECTION PROCESS IN

PEPSICO

PEPSICO

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SESSION :( 2015-2016)

SESSION :( 2015-2016)

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MASTER O .USINESS ADMINISTRAT

 .USINESS ADMINISTRATION

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Dr A.P.J. ABDUL KALAM UNIVERSITY

Dr A.P.J. ABDUL KALAM UNIVERSITY

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NACOLLE/E O MANA/EMENT

NACOLLE/E O MANA/EMENT

STUDIES

STUDIES

33

.AREILL

.AREILL

CONTENTS CONTENTS

CHAPTER-1 1-4

CHAPTER-1 1-4

Introduction……… 1

Objective of the study……… ……… 3

Importance for the study………...……….. 4

Methodology……….………..  !imitations………..………."

CHAPTER-2 CHAPTER-2 ORI/IN ORI/IN 4-114-11 #he $epsi%o Origin ………..………..……..…. & 'rand factors………...1(

)alues and philosophy ……….………….….…...…11

%ompany history……….…...11

CHAPTER- CHAPTER- PROILE PROILE 1-211-21 *uman sustainability ……….………….….14

+,- -rives Our *uman ustainability /or0 ……….……1

+esponsible Mar0eting……….……....1

#alent ustainability……….……....12

%ompany information………...1

CHAPTER- CHAPTER- PEPSICO PEPSICO IN IN INDIA INDIA 2-262-26 stablishment………3

%ore values and principles………....4

$erformance 5ith purpose……….……... Mission vision……….….……. CHAPTER-5 CHAPTER-5 RECRUITMENT RECRUITMENT ANDA ANDA SLECTION SLECTION 27-27- Introduction……… ………….…."

Methods……… ……..…….….2

+ecruitment needs………..………...3(

#ypes of jobs………..……...3(

On roll jobs……….…...31

$rocess for on roll jobs………..………….……...34

Off roll jobs………...3

ight steps of the call………...3

Importance of $+………....4(

Ideal profile………...41

$rocess for off roll jobs………..………...4

Important 6uestions………...43

CHAPTER CHAPTER 6- 6- ANALANALSIS SIS 5-545-54 ource of applicant……….……...…...4

%riteria for filtering the candidates……….…….… …....4

Intervie5 techni6ues……… …....4" Attraction to5ards the organi7ation……….……… …....4& +eference chec0s……….…….42

Induction program……….…...( +eason for 6uitting the job………...1 /or0 e8perience……….. upervisor guidance………..……...3 9le8ibility of 5or0 hours………..…………....4 :ob satisfaction……….….... ;ro5th opportunity………..…….... :ob stress……….….." <ualification………..……...& INDIN/S INDIN/S 5858 SU//ESTION AND

SU//ESTION AND RECOMMENDATRECOMMENDATIONSIONS 6060 CONCLUSION

CONCLUSION 6161

.I.LIO/RAPH 62

.I.LIO/RAPH 62

1 INTRODUCTION

1 INTRODUCTION

I have done my project on recruitment and selection process in $epsi%o %ompany. #he reason I have chosen recruitment and selection process to enable the 0no5ledge ho5 the company recruit the candidates and on 5hat basis they choose the candidate. #his study is helpful for my career as 5ell as to the company.

#he chapter=1 contains the report regarding I>#+O-?%#IO> part of the company. #his chapter starts 5ith the introduction= an abstract and over vie5 of the study. #hen a brief note on the objectives of the study@ importance of the study@ the methodology= the primary data and secondary data and the last is limitation of the study. In this part I

discussed about the aims@ research techni6ues and methodology of the study.

#he chapter= is the srcin of the $$I%O %ompany. #his holds information regarding the company history@ milestones@ and the important dates of the company. #his is an overvie5 of the compan y 5hich sho5s the entir e information regarding the management details.

#he chapter =3 is the profile of the company involving details regarding human sustainability@ + , - -rives@ responsibilities and company information

#he chapter= 4 gives information regarding $epsi%o India. *olding details li0e company values and principles@ mission and vision of the company

#he chapter= enables the main objective of the project i.e +ecruitment and election process. #his contains the objective @ need and importance of the topic and the

current process held up by the $epsi%o. #he detailed study of the topic is given under this chapter.

#he chapter= is the actual analysis part that I carried out. #he 5hole analysis part is carried out on the basis of the observation method and direct intervie5 for the data collection. #he data is tabulated and illustrated 5ith the help of pie charts and various other graphs. In this part I have analy7ed the each and every 6uestion that I as0ed the $+s.

#he chapters=" of this report is about major findings I came to 0no5 during the problem. !ast but not the least@ at the end of this report I have given the suggestions and

recommendations@ conclusion and details of the boo0s and online portals that I have used to carry out the report.

11 O.JECTIES:

11 O.JECTIES:

+ecruitment and selection plays a vital role in any organi7ation. ince employees are the valuable assets of the company@ they have to be placed in right position at right time. #he main objective of my study is to 0no5 the 0ey stones of recruitment and selection process and the ne8t is to analy7e the process and ma0e the necessary changes if re6uired.

 #o study the recruitment process of the $$I%O.

 #o study hierarchy level of the process

 #o 0no5 the various sources of recruitment and selection adopted by $$I%O.

 #o 0no5 the loop holes of the process

 #o suggest the suitable 5ays aimed at improving the recruitment process

12

12 NEED AND IMPORTA

NEED AND IMPORTANCE:

NCE:

;enerally after finishing of the studies the ne8t step of candidates is to get into the job or business. o in order to get a clear cut idea ho5 organi7ation recruit the candidates and

5hat they prefer the most in a candidate@ I have done my project on recruitment and selection. #his helps me for further steps.

/hen it relates to me I can get the complete picture ho5 the process is being ta0ing place and helps for my career 5hen I go for an intervie5. #his is even useful for organi7ation for vie5ing their present situation 5hether they are processing properly or not and helpful to ma0e the re6uired changes for the future purpose.

 #he previe5 of the recruitment and selection process

 Acts as guidelines

 nables types of process is being used

 nables the re6uired changes

 Maintains the complete overvie5 of the process

1 METHODOLO/:

1 METHODOLO/:

#he methodology adopted aimed at a detailed study and scrutiny of the current recruitment and selection practices including retention ship. #he study is completely based on observation process by maintaining relevant 6uestionnaire.

1

1 SAMPLINSAMPLIN/ METHOD A/ METHOD AND SAMPLE SI9END SAMPLE SI9E

I used both the primary as 5ell secondary data to gather the data from the mar0et. 1

111 S"S"**$#$#&'&'; #; #&!&!&: &:

--econdary data consist of information that already e8ists some5here@ having been collected for another purpose. I have gathered secondary data from 5ebsite of different operators@ ne5spapers and libraries.

1

122 PP''mm&'&'; #; #&&!&!&: -:

-I have collected the data directly from the employees@ since -I follo5ed the observation method I have noted do5n all related informationB even I too0 personal intervie5 of employees.

1

1 SS&&m%m%" " <<=="": -:

-I have ta0en sample si7e of ( respondents. -I have visited t5o depots of the company one depot is located at -ilsu0nagar and the other one is at nampally.

I met & employees C$+sD at dilsu0nagar depot and  employees C$+sD at nampally depot.

1

1 . SAMPLIN/ METHODOLO/ SAMPLIN/ METHODOLO/

ince I have done my project on basis of observation method@ I directly visited the places and noted do5n the re6uired information@ even I too0 personal intervie5 of the

employees for some re6uirements.

1

111 R"R"<"<"&'&'+ + !*!***

#he primary data collected by using the observation method. 'efore starting the 5or0 I have prepared 6uestionnaire depending up on my re6uirements@ 5hile going to employees I carried do5n this 6uestionnaire and started tic0ing the proper ans5ers from the employees. ome ans5ers obtain by observation of the employees.

1

122 S!S!&!&!<<!!&& ! !"'"'m< m< u<u<"#"#

#he respo nses of all the 6uestions 5ere summed up from all the ans5ered 6uestionnaires. #hese summed up responses 5ere calculated to derive the percentages=to ma0e the interpretations more elucidated@ being represented in the form of tables@ pie= diagrams and other graphical tools.

15 LIMITATION O THE STUD:

15 LIMITATION O THE STUD:

 #he current study is based up on the information provided by the company. o the scope of the study fall 5ithin limitations of the current period of the company

 #he study is mainly concerned 5ith the $epsi%o *yderabad unit #he scope and period of study is restricted to the follo5ingE

 #he scope is limited to the operations of $$I%O %O information obtained from $rimary and econdary sources

 #he 0ey performance indications 5ere ta0en from the period of duration@ April th_{(1( = :une 1(}th _(1(

 #he study is conducted under particular territories only@ so the results cannot be generali7e for entire division.

 o the data 5hich I collected is limited to the specified period only.

 #he sample si7e of ( might not represent the perception of 5hole population

2 ORI/IN

2 ORI/IN

21 PEPSICO

21 PEPSICO

It 5as first introduced as F'radGs -rin0F in >e5 'ern@ >orth %arolina in 1&2& by %aleb 'rad ham@ 5hich made it at his pharmacy 5here the drin0 5as sold. It 5as later named $epsi %ola@ possibly due to the digestive en7yme pepsin and 0ola nuts used in the recipe. 'rad ham sought to create a fountain drin0 that 5as delicious and 5ould aid in digestion and boost energy.

In 12(3@ 'rad ham moved the bottling of $epsi=%ola from his drugstore to a rented 5arehouse. #hat year@ 'rad ham sold "@2& gallons of syrup. #he ne8t year@ $epsi 5as sold in si8=ounce bottles@ and sales increased to 12@&4& gallons. In 12(2@ automobile race pioneer 'arney Old=field 5as the first celebrity to endorse $epsi=%ola@ describing it as FA bully drin0...refreshing@ invigorating@ a fine bracer before a raceF. #he advertising theme

F-elicious and *ealthfulF 5as then used over the ne8t t5o decades. In 12@ $epsi received its first logo redesign since the srcinal design of 12(. In 122@ the logo 5as changed again.

In 1231@ at the depth of the ;reat -epression@ the $epsi=%ola %ompany entered ban0ruptcy = in large part due to financial losses incurred by speculating on 5ildly

fluctuating sugar prices as a result of /orld /ar

Assets 5ere sold and +oy %. Megargel bought the $epsi trademar0. ight years later@ the company 5ent ban0rupt again. $epsiGs assets 5ere then purchased by %harles ;uth@ the $resident of !oft Inc. !oft 5as a candy manufacturer 5ith retail stores that contained soda fountains. *e sought to replace %oca=%ola at his storesG fountains after %o0e refused to give him a discount on syrup. ;uth then had !oftGs chemists reformulate the $epsi= %ola syrup formula.

On three separate occasions bet5een 12 and 1233@ the %oca=%ola %ompany 5as offered the opportunity to purchase the $epsi=%ola company and it declined on each occasion.

P"%< L*,*

P"%< L*,*

$epsi is one of the 5orldGs most famous brands much li0e its rival %oca %ola $epsi %ola 5as srcinally called 'radGs -rin0 after its creator@ %aleb 'rad ham@ a pharmacist from >orth %arolina. $epsi 5as a carbonated soft drin0 he created to serve his drugstoreGs

customers. #he ne5 name@ $epsi=%ola@ 5as first used on August &. #he $epsi logo is a simple globe 5ith the $epsi colors in the bac0ground and the 5ord $epsi in the foreground. $epsi has changed its logo and its slogans a number of times since its introduction in 1&2&. #he $epsi slogans through the years are listed belo5

 12(2=1232E -elicious and *ealthful

 1232=12(E #5ice As Much 9or A >ic0el #oo

 12(=123E #he !ight +efreshment

 123=121E 'e ociable

 121=123E >o5 ItGs $epsi 9or #hose /ho #hin0 Houng

 123=12"E %ome Alive HouGre In #he $epsi ;eneration

 12"=122E #aste #hat 'eats #he Others %old

 122=12"3E HouGve ;ot A !ot #o !ive@ $epsiGs ;ot A !ot #o ;ive

 12"3=12"E :oin #he $epsi $eople 9eelinG 9ree

 12"=12"&E *ave A $epsi -ay

 12"&=12&1E %atch #hat $epsi pirit

 12&1=12&E $epsiGs ;ot Hour #aste 9or !ife

 12&3=12&3E $epsi >o5

 12&4=no5E $epsi@ #he %hoice Of A >e5 ;eneration

22 .RAND ACTORS

22 .RAND ACTORS

$epsi%o nourishes consumers 5ith a range of products from tasty treats to healthy eats that deliver enjoyment@ nutrition@ convenience as 5ell as affordability

#he group has built an e8pansive beverage and foods business. #o support its operations@ $epsi%o has 4 bottling plants in India@ of 5hich 13 are company o5ned and 2 are franchisee o5ned. In addition to this@ $epsi%os 9rito !ay division has 3 state=of=the=art plants. $epsi%os business is based on its sustainability vision of ma0ing tomorro5 better

than today. $epsi%os commitment to living by this vision every day is visible in its contribution to the country@ consumers and farmers.

.">"'&,"<

.">"'&,"<

$epsi%o Indias e8pansive portfolio includes iconic refreshment beverages $epsi@ " ?$@ >imbus@ Miranda and Mountain -e5@ in addition to lo5 calorie options such as -iet

$epsi@ hydrating and nutritional beverages such as A6uafina drin0ing 5ater@ isotonic sports drin0s = ;atorade@ #ropicana1((J fruit juices@ and juice based drin0s K #ropicana >ectars@ #ropicana #5ister and lice. !ocal brands K !ehar vervess oda@ -u0es

!emonade and Mangola add to the diverse range of brands.

**#<

**#<

$epsi%os food division@ 9rito=!ay@ is the leader in the branded salty snac0 mar0et and all 9rito !ay products are free of trans=fat and M;. It manufactures !ays $otato %hips@ %heetos e8truded snac0s@ ?ncle %hipps and traditional snac0s under the Lur0ure and !ehar brands. #he companys high fibre brea0fast cereal@ <ua0er Oats@ and lo5 fat and roasted snac0 options enhance the healthful choices available to consumers. 9rito !ays core products@ !ays@ Lur0ure@ ?ncle %hipps and %heetos are coo0ed in +ice 'ran Oil to significantly reduce saturated fats and all of its products contain voluntary nutritional labeling on their pac0ets.

2 PEPSICO ALUES ? PHILOSOPH

2 PEPSICO ALUES ? PHILOSOPH

Our )alues , $hilosophy are a reflection of the socially and environmentally responsible company 5e aspire to be. #hey are the foundation for every business decision 5e ma0e.

$epsi%o is a 5orld leader in convenient snac0s@ foods and beverages 5ith revenues of more than 43 billion and over 12&@((( employees. #a0e a journey through our past and see the 0ey milestones that define $epsi%o

2 COMPAN HISTOR:

2 COMPAN HISTOR:

$epsi%o@ Inc. is one of the 5orldGs top consumer product companies 5ith many of the 5orldGs most important and valuable trademar0s. Its $epsi=%ola %ompany division is the second largest soft drin0 business in the 5orld@ 5ith a 1 percent share of the carbonated

soft drin0 mar0et 5orld5ide and 2 percent in the ?nited tates. #hree of its brands== $epsi=%ola@ Mountain -e5@ and -iet $epsi,mdashe among the top ten soft drin0s in the ?.. mar0et. #he 9rito=!ay %ompany division is by far the 5orld leader in salty snac0s@ holding a 4( percent mar0et share and an even more staggering  percent share of the ?.. mar0et. In the ?nited tates@ 9rito=!ay is nine times the si7e of its nearest competitor and sells nine of the top ten snac0 chip brands in the supermar0et channel@ including !ayGs@ -oritos@ #ostitos@ +uffles@ 9ritos@ and %hee=tos. 9rito=!ay generates more than ( percent of $epsi%oGs net sales and more than t5o=thirds of the parent companyGs operating profits. #he companyGs third division@ #ropicana $roducts@ Inc.@ is the 5orld leader in juice sales and holds a dominant 41 percent of the ?.. chilled orange juice mar0et. On a 5orld5ide basis@ $epsi%oGs product portfolio includes 1 brands that generate more than (( million in sales each year@ ten of 5hich generate more than 1 billion annually. Overall@ $epsi%o garners about 3 percent of its retail sales outside the

?nited tates@ 5ith $epsi=%ola brands mar0eted in about 1( countries@ 9rito=!ay in more than 4(@ and #ropicana in appro8imately (. As ((1 began@ $epsi%o 5as on the verge of adding to its food and drin0 empire the brands of the <ua0er Oats %ompany@ 5hich include ;atorade sports drin0@ <ua0er oatmeal@ and %apGn %runch@ !ife@ and other ready= to=eat cereals.

SOME RECENT ACHIEMENTS O PEPSICO: SOME RECENT ACHIEMENTS O PEPSICO:

 %ovalence published its thic al +an0ing for ((@ ran0ing $epsi%o th for 'est +eported $erformance

 #he *ay ;roup and %hief 8ecutive maga7ine ran0 $epsi%o as N3 in the (( #op ( 'est %ompanies for !eaders

 $epsi%o has been named to the 1(( 'est %orporate %iti7ens list for ((" by 'usiness thics Maga7ine

 -iversity 'usiness names $epsi%o as one of AmericaGs #op Organi7ations for Multicultural 'usiness Opportunities

 %atalyst honors $epsi%o 5ith the ((" %atalyst A5ard for its strategic business initiatives in the advancement of 5omen in business

 $epsi%o named among FMost Influential Multinationals in %hinaF for the third consecutive year

 *uman +ights %ampaign names $epsi%o as one of the 'est $laces to /or0 for ;!'# 6uality

 $epsi%o %hina 5as a5arded a (( 'est %orporate $ublic Image A5ard for its brand image of vitality and youthfulness

 $epsi%o recogni7ed among the ((" 1(( 'est %orporate %iti7ens in the ? by %+O maga7ine

 $epsi%o named to !ist of Americas #op %orporations for /omens 'usiness nterprises

 ams %lub A6uafina +eturn the /armth program has 5on the very top environmental honor from the %ause mar0eting 9orum

 9ortune Maga7ine ran0s $epsi%o once again to the #op 1( of Americas Most Admired %ompanies in the /orld

 Institutional Investor maga7ine has identified $epsi%o as one of Americas Most hareholder=9riendly %ompanies

 $epsi%o ma0es N1( in the !O*A Inde8 for the its corporate social responsi bility program and communications

 $epsi%o is named $As nergy tar $artner of the Hear

 'usiness /ee0 names $epsi%o in its ((" 'est $erformers !ist

 $epsi%o receives ((" %atalyst A5ard

 $epsi%o in #op 1( of -iversity Incs #op ( %ompanies for -iversity list

 Indra >ooyi receives India Abroad a5ard

 PROILE O THE COMPAN

 PROILE O THE COMPAN

1 HUMAN SUSTAINA.ILIT

1 HUMAN SUSTAINA.ILIT

/e 5ill continue to build a portfolio of enjoyable and 5holesome foods and beverages and invest in communities 5here 5e operate by partnering 5ith local farmers and community groups and creating products for local tastes.

Ou' P'*#u! P*'!**

Ou' P'*#u! P*'!**

Our products deliver great taste@ nutritional value@ convenience@ affordability and enjoyment. /e continue to ma0e great strides in transforming our portfolio to meet consumersG evolving needs.

Our ;oals and %ommitments

• Increase the amount of 5hole grains@ fruits@ vegetables@ nuts@ seeds and lo5=fat

dairy in our global product portfolio.

• +educe the average amount of sodium per serving in 0ey global food brands@ in

0ey countries@ by  percent by (1 5ith a (( baseline.

• +educe the average amount of saturated fat per serving in 0ey global food brands@

in 0ey countries@ by 1 percent by (( 5ith a (( baseline.

• +educe the average amount of added sugar per serving in 0ey global beverage

brands@ in 0ey countries@ by  percent by (( 5ith a (( baseline.

Ou' R*" $

Ou' R*" $ !+" M&'@"!%&"

!+" M&'@"!%&"

/e care about the health of the consumers 5ho enjoy our products and 5ant to ma0e it easier for them to ma0e smart choices. /e are doing this by providing a 5ide variety of healthful food and beverage products that are clearly labeled@ appropriately mar0eted and available in a variety of portion si7es.

Our ;oals and %ommitments

• -isplay calorie count and 0ey nutrients on our food and beverage pac0aging by

(1.

• Advertise to children under 1 only products that meet our global science=based

nutrition standards.

• liminate the direct sale of full=sugar soft drin0s to primary and secondary

schools around the globe by (1.

• Increase the range of foods and beverages that offer solutions for managing

calories@ li0e portion si7es.

Ou' R*" $ !+" C*mmu$!;

Ou' R*" $ !+" C*mmu$!;

/e actively lead and engage in private=public partnerships 5ith 0ey e8ternal e8perts and sta0eholders in the global health policy and sciencenutrition communities to help address global nutrition challenges. /e believe that by joining forces 5ith partners across many sectors@ 5e can ma0e a far greater impact than by 5or0ing alone.

Our ;oals and %ommitments

• Invest in our business and research and development to e8pand our offerings of

more affordable@ nutritionally relevant products for underserved and lo5er= income communities.

• 8pand $epsi%o 9oundation and $epsi%o corporate contribution initiatives to

promote healthier communities@ including enhancing diet and physical activity programs.

• Integrate our policies and actions on human health@ agriculture and the

environment to ma0e sure that they support each other.

2 R?D D'>"< Ou' Hum&$ Su<!&$&b!; *'@

2 R?D D'>"< Ou' Hum&$ Su<!&$&b!; *'@

#o support our human sustainability 5or0 and progress on our global goals 5e are changing the 5ay 5e innovate at $epsi%o. /e are e8panding our global research and development capability under the leadership of one of the 5orldGs leading endocrinologists and e8perts in nutrition@ technology@ food science and safety@ epidemiology@ product development@ behavioral medicine and public health policy. Our team is focused on science=based nutrition standards and developing food and beverage products that positively impact health. #his increased research capability and investment brings a ne5 level of e8pertise and focus to our efforts to develop products that address

consumer cultural tastes and food preferences 5ith the right nutrition and functional benefits.

#hatGs 5hy 5eGre developing products and distribution solutions directly aimed at addressing undernourishment@ particularly in >igeria@ India and outh Africa. /e are also lin0ing nutrition and agriculture by sharing our e8pert 0no5ledge 5ith small=scale farmers to improve the productivity and enrich their crops.

 RESPONSI.LE MARBETIN/

 RESPONSI.LE MARBETIN/

#eaching children sensible eating habits at an early age is a critical part of their up= bringing. As a major advertiser 5e need to do our part to help parents succeed in this

tas0.

#eaching children sensible eating habits at an early age is a critical part of their up= bringing. As a major advertiser 5e need to do our part to help parents succeed in this

tas0. Our approach has been to join a leading set of other food and beverage companies in agreeing to change 5hat younger children are seeing advertised on #) and in other media@ such as maga7ines and the Internet. Importantly@ 5e are doing this in countries around the 5orld 5here 5e do business today. >aturally@ 5e cannot prevent children from seeing all of our advertising@ but 5e can ensure that those media channels@ 5hich are most targeted at children@ only carry advertisements for certain products. 9rom $epsi%oGs perspective@ these are products that meet specific nutrition criteria intended to encourage the consumption of healthier foods and beverages. #he policy covers our entire product portfolio and is subject to independent compliance monitoring by Accenture. 9urther

details on our policy are outlined belo5.

P"%<C*< P*; *$ R"<%*$<b" A#>"'!<$, ? M&'@"!$, !* C+#'"$ P"%<C*< P*; *$ R"<%*$<b" A#>"'!<$, ? M&'@"!$, !* C+#'"$

$epsi%o has long been a promoter of responsible advertising to all consumers@ sho5n for e8ample through our adherence to the %onsolidated I%% %ode of Advertising and Mar0eting %ommunication $ractice.

/e further ac0no5ledge that children@ as a potentially vulnerable group of consumers@ deserve greater attention.

$epsi%o has therefore joined a group of top global food and beverage manufact urers@ in adopting a 5orld5ide voluntary commitment to restrict our advertising and mar0eting to children only to those products 5hich meet $epsi%oGs >utrition %riteria for Advertising to %hildren intended to encourage the consumption of healthier food and beverage products.

$epsi%oGs >utrition %riteria for Advertising to %hildren

#his policy is currently being rolled out and 5ill be fully implemented@ at the latest@ by the end of (1(. /e 5ill 5or0 5ith other industry players to ensure that monitoring and reporting processes are put in place to ensure and demonstrate continued compliance 5ith this policy.

Including %oca=%ola@ ;eneral Mills@ ;rupo 'imbo@ LelloggGs@ Lraft@ Mars@ >estle and ?nilever

_{#his commitment establishes a minimum standard for all $epsi%o product and brand}

advertising and mar0eting around the 5orld. It is not intended to replace e8isting commitments andor regulatory obligations.

3_{Any paid third=party advertising or mar0eting channels 5hich may be 5idely assumed to}

have an audience Cprint@ #)@ cinema@ internet site@ etcD 5hich is comprised of a majority of under 1s.

P"%<C* P*; *$ R"<%*$<b" A#>"'!<$, ? M&'@"!$, !* C+#'"$ P"%<C* P*; *$ R"<%*$<b" A#>"'!<$, ? M&'@"!$, !* C+#'"$ P"%<C* /*b& P*; *$ !+" S&" * .">"'&,"< !* S+**<

P"%<C* /*b& P*; *$ !+" S&" * .">"'&,"< !* S+**<

$epsi%o is launching a ne5 sales and distribution policy aimed to help schools outside the ?nited tates offer a 5ider range of lo5 calorie and nutritious beverages to their students. #his policy is generally consistent 5ith $epsi=%ola >orth AmericaGs ?.. chool $olicy 5hich 5ill remain unchanged. /hile it is the schools 5hich must ultimately decide 5hich beverages should be available to students@ and 5here and 5hen they should be sold@ 5e hope 5e can play a role in shaping an environment in schools 5hich

facilitates the healthy choices of school=age children every5here.

P"%<C* /*b& P*; *$ !+" S&" * .">"'&,"< !* S+**< P"%<C* /*b& P*; *$ !+" S&" * .">"'&,"< !* S+**<

%hildrenGs 9ood and 'everage Advertising Initiative $ledge of $epsi%o@ Inc.

%hildrenGs 9ood and 'everage Advertising Initiative $ledge of $epsi%o@ Inc. $epsi%o@ Inc. is proud to be one of the first companies to commit as a participant in the %hildrenGs 9ood and 'everage Advertising Initiative C%9'AID. As an industry leader in the discussions of childrenGs mar0eting@ $epsi%o believes children are a special audience and ta0es particular care developing advertisements and evaluating programming that carries messages to children.

T+" P"%<C* P"#," T+" P"%<C* P"#,"

$epsi=%ola >orth American chool $olicyE

#hrough our bottling partners and third=party distributors in the ?nites tates@ $epsi=%ola >orth America C$%>AD is committed to offering schools a portfolio of lo5=calorie and nutritious beverage choices. #his 5ide variety of products includes bottled 5aters@ juices@ sports drin0s and no= or lo5=calorie carbonated soft drin0s@ juice=flavored drin0s and iced teas. chools decide 5hich beverages are available@ and 5here and 5hen they are sold.

 TALENT SUSTAINA.ILIT

 TALENT SUSTAINA.ILIT

Our commitment to talent sustainability means investing in our associates to help them succeed and develop the s0ills needed to drive the companyGs gro5th@ 5hile creating employment opportunities in the communities 5e serve.

Cu!u'"

Cu!u'"

/e are committed to enabling our people to thrive by providing a supportive and empo5ering 5or0place.

Ou' /*&< &$# C*mm!m"$!<

Ou' /*&< &$# C*mm!m"$!<

• nsure high levels of associate engagement and satisfaction compared 5ith other

9ortune (( companies.

• 9oster diversity and inclusion by developing a 5or0force that reflects local

communities.

• ncourage our associates to lead healthier lives by offering 5or0place 5ellness

programs globally.

• nsure a safe 5or0place by continuing to reduce lost time injury rates@ 5hile

striving to improve other occupational health and safety metrics through best practices.

• upport ethical and legal compliance through annual training in our code of

conduct@ 5hich outlines $epsi%oGs un5avering commitment to its human rights policy@ including treating every associate 5ith dignity and respect.

C&'""'

C&'""'

/e are committed to providing our associates 5ith opportunities and e8periences that strengthen their s0ills and capabilities to enable them to succeed in a 5orld of ne5 5or0force re6uirements. 'y developing our talent@ 5e create career paths for our associates and drive sustainable gro5th for $epsi%o.

Ou' /*&< &$# C*mm!m"$!<

Ou' /*&< &$# C*mm!m"$!<

• 'ecome universally recogni7ed through top ran0ings as one of the best companies

in the 5orld for leadership development.

• %reate a 5or0 environment in 5hich associates 0no5 that their s0ills@ talents and

interests can fully develop.

• %onduct training for associates from the frontline to senior management to ensure

that associates have the 0no5ledge and s0ills re6uired to achieve performance goals.

5

5 COMPA

COMPAN INO

N INORMAT

RMATION

ION

.*&'# * D'"!*'< &$# C*mm!!""<

.*&'# * D'"!*'< &$# C*mm!!""<

hona !. 'ro5n

enior )ice $resident@ 'usiness Operations@ ;oogle Inc.

Ian M. %oo0

$resident and %hief 8ecutive Officer@ %olgate=$almolive %ompany

-ina -ublon %onsultant

9ormer 8ecutive )ice $resident and %hief 9inancial Officer@ :$ Morgan %hase , %o.

)ictor :. -7au@ M.-.

%hancellor for *ealth Affairs@ -u0e ?niversity

and $resident , %O@ -u0e ?niversity *ealth ystems

C**%"'&!" *"'<

C**%"'&!" *"'<

Indra L. >ooyi

%hairman of the 'oard and %hief 8ecutive Officer $epsi%o

Pein Abdalla

%hief 8ecutive Officer $epsi%o urope

aad Abdul=!atif %hief 8ecutive Officer

$epsi%o Asia@ Middle ast@ Africa

$eter A. 'ridgman

enior )ice $resident and %ontroller $epsi%o

 PEPSICO IN INDIA

 PEPSICO IN INDIA

“

“I$ ">"';!+$, " #*3 " <!'>" *' +*$"<!;3 &'$"<< &$# $!",'!;”I$ ">"';!+$, " #*3 " <!'>" *' +*$"<!;3 &'$"<< &$# $!",'!;”

$epsi%o India is striding ahead rapidly to5ards enabling the global vision to be the 5orldGs premier consumer products company focused on convenience foods and beverages. $epsi%o India see0s to produce healthy financial re5ards for investors as it provide opportunities of gro5th and enrichment to its employees@ business partners and

the communities in 5hich it operates. 1 E<!&b<+m"$!

1 E<!&b<+m"$!

$epsi%o established its business operations in India in 12&2 and has gro5n to become one of the countrys leading food and beverage companies. One of the largest multinational investors in the country@ $epsi%o has established a business 5hich aims to serve the long term dynamic needs of consumers in India.

$epsi%o India and its partners have invested more than ?-1 billion since the company 5as establish mployment

$epsi%o India provides direct and indirect employment to 1(@((( people including suppliers and distributors in the country. It is no5 the 4th largest consumer products company in India and has 41 bottling plants in India@ of 5hich 13 are company o5ned and & are franchisee o5ned It has 3 state=of=the=art food plants in $unjab@ Maharashtra and /est 'engal. $epsi%o has a diverse range of products from #asty #reats to *ealthy eats

2 CORE ALUES ? PRINCIPLES

2 CORE ALUES ? PRINCIPLES

O',&$=&!*$& &u"<

O',&$=&!*$& &u"<

Our commitment is to deliver sustained gro5th@ through empo5ered people@ acting 5ith responsibility and building trust.

C*mm!m"$! C*mm!m"$!

Our values reflect our aspirations = the 0ind of company 5e 5ant $epsi%o to be. /e e8press our values in the form of a commitment.

Su<!&$"

Su<!&$"# # /'*!/'*!++ is fundamental to motivating and measuring our success. Our 6uest for sustained gro5th stimulates innovation@ places a value on results@ and helps us understand 5hether todayGs actions 5ill contribute to our future. It is about gro5th of people and company performance. It prioriti7es ma0ing a difference and getting things

done.

Em%*"'"# P"*%"

Em%*"'"# P"*%" means 5e have the freedom to act and thin0 in 5ays that 5e feel 5ill get the job done@ 5hile being consistent 5ith the processes that ensure proper governance and being mindful of the rest of the companyGs needs.

R"<%*$<b!; &$# T'u<!

R"<%*$<b!; &$# T'u<! form the foundation for healthy gro5th. ItGs about earning the confidence that other people place in us as individuals and as a company. Our responsibility means 5e ta0e personal and corporate o5nership for all 5e do@ to be good ste5ards of the resources entrusted to us. /e build trust bet5een ourselves and others by 5al0ing the tal0 and being committed to succeeding together

 PERORMANCE ITH PURPOSE

 PERORMANCE ITH PURPOSE

At $epsi%o@ $erformance 5ith $urpose means delivering sustainable gro5th by investing in a healthier future for people and our planet. As a global food and beverage company 5ith brands that stand for 6uality and are respected household namesQ<ua0er Oats@ #ropicana@ ;atorade@ !ayGs and $epsi=%ola@ to name a fe5Q5e 5ill continue to build a portfolio of enjoyable and 5holesome foods and beverages@ find innovative 5ays to

reduce the use of energy@ 5ater and pac0aging@ and provide a great 5or0place for our associates. Additionally@ 5e 5ill respect@ support and invest in the local communities 5here 5e operate@ by hiring local people@ creating products designed for local tastes and partnering 5ith local farmers@ governments and community groups.

P"%<C* C*mm!m"$!<

P"%<C* C*mm!m"$!<

As one of the 5orlds leading food and beverage companies 5e believe it is our responsibility to provide affordable@ accessible and nutritionally sound food and beverages to our consumers in developing countries. As part of a coordinated@ global private sector coalition@ our five 0ey global commitments over the ne8t five years 5ill

Innovate product composition and availability to provide healthier product options that address both e8cess and deficient consumption of specific nutrients and calories. %learly@ micronutrient deficiencies are a pressing need in developing nations and could be addressed in part through functional foods.$rovide clear nutrition information to consumers@ including consumers in regions 5here nutrition information is not re6uired.

;lobali7e individual company and regional measures to ensure responsible mar0eting and advertising of foods and non=alcoholic beverages to children@ bringing increasing proportions of the industry into the fold.

.

 MISSION

 MISSION

Our missi on is to be the 5orld Gs premier consumer $roducts %ompany focuse d on convenient foods and beverages. /e see0 to produce financial re5ards to investors as 5e provide opportunities for gro5th and enrichment to our employees@ our business partners

and the communities in 5hich 5e operate. And in everything 5e do@ 5e strive for honesty@ fairness and integrity.

ISION

ISION

F$epsi%oGs responsibility is to continually improve all aspects of the 5orld in 5hich 5e operate = environment@ social@ economic = creating a better tomorro5 than today.F

Our vision is put into action through programs and a focus on environmental ste5ardship@ activities to benefit society@ and a commitment to build shareholder value by ma0ing $epsi%o a truly sustainable company

PEPSICO SUSTAINA.ILIT ISION

PEPSICO SUSTAINA.ILIT ISION

F$epsi%os responsibility is to continually improve all aspects of the 5orld in 5hich 5e operate K environment@ social@ economic K creating a better tomorro5 than todayF

T*m*''* T*m*''* b"!!"' b"!!"' !+&$ !+&$ T*T*#&;#&;

5 RECRUITMENT ? SELECTION

5 RECRUITMENT ? SELECTION

51 INTRODUCTION

51 INTRODUCTION

+ecruitment and selection refers to the chain and se6uence of activities pertaining to recruitment and selection of employable candidates and job see0ers for an organi7ation. very enterprise@ business@ start=up and entrepreneurial firm has some 5ell=defined employment and recruitment policies and hiring procedures. #he human resources department of large organi7ations@ businesses@ government offices and multilateral organi7ations are generally vested 5ith the responsibilities of employee recruitment and selection.

M&'* Hum&$ R"<*u'"< M&$&,"m"$! S!'&!",;

M&'* Hum&$ R"<*u'"< M&$&,"m"$! S!'&!",;

#he *+ department charts out the macro or long=term human resources development strategy of an organi7ation. Leys to this strategy are the processes and initiatives related to recruitment and selection of ne5 employeesB these are carefully intert5ined 5ith the long=term corporate objectives and goals of the organi7ation. #op management also gives valuable input and ma0es suggestions about e8pectations for the s0ills and 6ualities ne5 employees need to have.

D"$$, J*b O%"$$,< &$# A>&&b" P*<!*$<

D"$$, J*b O%"$$,< &$# A>&&b" P*<!*$<

#he first process of any recruitment and selection program is defining the needs and re6uirements for ne5 5or0ers and professionals for outlined job positions and openings. %arefully devised and developed roles@ responsibilities@ s0ill sets and 6ualifications are defined and the job postings placed in recruitment ads in various

media. !arge 5or0force organi7ations also 5or0 5ith staffing agencies@ *+ contractors and online job portals to outsource certain employee re6uirements.

E>&u&!*$ P"'*#

E>&u&!*$ P"'*#

A rigorous process of evaluation follo5s the recruitment ads placement phase. %urriculum vitas C%)sD and resumes of various candidates applyi ng for the jobs are screened@ classified and filtered. Intervie5s are scheduled 5ith the earmar0ed candidates. As per specific organi7ational policies@ 5ritten tests may be conducted. 9ace=to=face intervie5s are conducted and job see0ers and candidates evaluated on various parameters and organi7ational metrics.

S""!*$ P'*"<<

S""!*$ P'*"<<

+eference chec0s and detailed bac0groun d chec0s are carried out to verify facts and matters presented in resumes and %)s. 9ollo5=ups are done 5ith certain selected candidates to firm up the hiring process. A thorough evaluation of the defined s0ill sets and 6ualifications of short listed candidates@ their 5ritten materials and 5or0 samples is done again in a transparent and objective manner. Additional intervie5s or final intervie5s are conducted during this last stage of recruitment and the hiring decision is finali7ed.

I$#u!*$ P'*"<<

I$#u!*$ P'*"<<

Once the chosen candidates have been informed of their selection for the job postings@ they are granted offer letters and apprised briefly about their roles and responsibilities. -uring this process@ the chosen candidates are encouraged to as0 6uestions about organi7at ion philosophies@ 5or0 culture and employee practices. #hey are the informed about start dates@ induction programs@ compensation pac0ages and other details about their jobs.

It is the process to discover sources of manpo5er to meet the re6uirement of staffing schedule and to employ effective measures for attracting that manpo5er in ade6uate numbers to facilitate effective selection of an efficient 5or0ing force.

+ecruitment of candidates is the function preceding the selection@ 5hich helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. #he main objective of the recruitment process is to e8pedite the selection process.

+ecruitment is a continuous process 5hereby the firm attempts to develop a pool of 6ualified applicants for the future human resources needs even though specific vacancies do not e8ist. ?sually@ the recruitment process starts 5hen a manger initiates an employee re6uisition for a specific vacancy or an anticipated vacancy.

+ecruitment refers to the process of searching and appointing prospective candidates in an organi7ation. An organisation must underta0e the recruitment procedure if it 5ants to appoint the right people under its employment.

52 M"!+*#<

52 M"!+*#<

1. I$!"'$& R"'u!m"$!:I$!"'$& R"'u!m"$!: vacancies are filled 5ith people from 5ithin the organi7ation. . D'"D'"! ! R"'u!R"'u!m"$!:m"$!: candidates are screened and short listed directly from the Institutes@ also called C&m%u< R"'u!m"$!C&m%u< R"'u!m"$!

3. I$#'"! R"'u!m"$!:I$#'"! R"'u!m"$!: vacancies are advertised in >e5spapers and other media such as #elevision@ Internet etc.

4. P&P&"m""m"$! $! C*$C*$<u!<u!&$!<&$!<:: %ompanies place give their manpo5er re6uirements to $lacement , +ecruitment %onsultants 5ho underta0e the job of identifying suitable candidates for the %ompany. It may include notification to employment e8changes etc. . P'"<"$! Em%*;""<:P'"<"$! Em%*;""<: may suggest their friends or ac6uaintances to fill a particular position.

S""!*$

S""!*$ refers to the tas0 of choosing or pic0ing the suitable candidates by first as0ing for and gaining access to useful information about the candidate.

#he Indian $rivate sector %ompanies may underta0e the selection process themselves or outsource the job to a third party. #he ;overnment and public sector may select through such bodies as ?nion $ublic ervice %ommission@ 'an0ing ervice +ecruitment 'oards@ etc.

In order to get selected for a position@ job see0ers have to go through and clear a number of procedures including 5ritten tests@ screening@ group discussions@ intervie5s@ reference chec0@ etc.

5 R"'u!m"$! N""#<

5 R"'u!m"$! N""#<

 P&$$"#P&$$"#

#he needs arising from changes in organi7ation and retirement policy.

 A$!%&!"#A$!%&!"#

Anticipated needs are those movements in personnel@ 5hich an organi7ation can predict by studying trends in internal and e8ternal environment.

 U$"F%"!"#U$"F%"!"#

+esignation@ deaths@ accidents@ illness give rise to une8pected needs.

5 TPES O JO.S

5 TPES O JO.S

O$ '*

O$ '*

O '*

O '*

55 ON ROLL JO.S

55 ON ROLL JO.S

P*<!*$< $ !+" *',&$=&!*$

P*<!*$< $ !+" *',&$=&!*$

Already e8isting position >e5 approval position

In the organi7ation generally the positions 5ill occur at time of resignation of the employee@ retirement@ e8pire of the employee@ transfer or promotion of the employee >e5 approval position is the annual operation plan. Introducing ne5 positions into the

organi7ation

I:$ is the Internal :ob $osting used for only the e8isting employee in the organi7ation and not for the ne5 approval position

S*u'"< * '"'u!m"$!

S*u'"< * '"'u!m"$!

#he generated gaps 5ill be filled by using any of these sources

 C*$<u!&$;C*$<u!&$;

 Em%*;"" '""''&<Em%*;"" '""''&<

 IJPIJP C*$<u!&$;:

C*$<u!&$;: #his source is being used by the company to fill the vacancyB the desire job description of the position 5ill be given to the consultancy. -epending up on the

:-they 5or0 out and gather suitable profiles of the candidates

#he obtained profiles 5ill be mailed to the company @ ones it get the approval from the company @ those candidates 5ill be sent to the intervie5 on given schedule time.

Em%

Em%*;"" *;"" R"R""''&"''&E +ecruitment method in 5hich the current employees are encouraged and re5arded for introducing suitable recruits from among the people they 0no5.

#he employee of the company has the chance of referring the candidates for the positions. In the ne8t step they 5ill be sent to the direct intervie5

IJP (I$!"'$& J*b P*<!*$$,): IJP (I$!"'$& J*b P*<!*$$,):

#his is an internal process for the e8isting employees@ to apply for higher position 5ith in the company

E,b!"< E,b!"<

 mployees should have min of 1& months e8perience of related 5or0

 *ave chance of applying for ne8t  level positions

 mployees should get min of = rating in the $-+C$erformance -evelopment +atingD

C*$!&!< *

C*$!&!< * *$<u!&$!<

*$<u!&$!<

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-edastagiri +eddy CAccount ManagerD uite 1(@ 1st _{floor@ 1=&=1@}

Airport pla7a@ $ra0as nagar@ 'egumpet ecbad (((1

mail KidE -astagiriR+.-?''AAS#alentproindia.com /eb siteE 555.talentproindia.com

%ontact numbersE (4(=4(112244 2&11&( .+&><+;& C*$<u!&$; S"'>"< .+&><+;& C*$<u!&$; S"'>"<

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mail KidE hrSbhavishyaconsulting.com %ontact numberE 24&33(4

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mail=idE elite.hr22Syahoo.com %ontact numberE 22(&(&311 *uG*b$

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laiyaperumal C-irectorD 5ami %onsultancy ervices@ &==3131@ 3rd _floor@

>agarjuna *ills@ $anjagutta@ *yd (((&

mail=idE epSyoujob.in /eb siteE 555.youjob.in %ontact numbersE (4(=4(1&1

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mail=idE sadhnaSfinedgeindia.com /eb siteE 555.9inedgeindia.com %ontact numbersE 2&14&2

C+">& $*' C+">& $*'

Murali Lrishna +aju C-irectorD

#ech $vt ltd@ &=="@ 3rd _floor@

;..$la7a@ +oad no 1@

'anjara hills *yderabad (((34

mail idE muraliSchevalnoirtech.com /eb siteE 555.chevalnoirtech.com %ontact numbersE (4(=(3333

551 R"'u!m"$! &$# <""!*$ %'*"<< (O$ '* G*b<)

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+ecruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organ i7ation. +ecruitment is the activ ity that lin0s the employers and the job see0ers

#he recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organi7ation

#he recruitment and selection process of % positions .It includes a series of steps@ as mentioned belo5 L$" m&$&,"' L$" m&$&,"' HR m&$&,"' HR m&$&,"' P<;+*m"!' !"<! P<;+*m"!' !"<! U$! m&$&,"' U$! m&$&,"' L$" M&$&,"':

L$" M&$&,"': An employeeGs immediate superior@ 5ho oversees and has responsibility for the employeeGs 5or0. A line manager at the lo5est level of a large organi7ation is a supervisor@ but a manager at any level 5ith direct responsibility for employeesG 5or0 can be described as a line manager.

#he line managers for the %s are the #-MsC#erritory -evelopment ManagersD 5ill ta0e the intervie5s to the intervie5ees@ the candidates 5ho get selected in the round 5ill be short listed and 5ill be moved to the ne8t step

HR M&$&,"'

HR M&$&,"'E #he *+ manager responsible for personnel sourcing and hiring@ applicant trac0ing@ s0ills development and trac0ing@ benefits administration and compliance 5ith associated government regulations

In this the candidates 5ill be intervie5ed by the *+ manager. #he *r manager 5ill filters the candidates depending up on the job re6uirements and priorities

and then short listed candidates 5ill be sent to the online test P<;+*m"!' T"<!

P<;+*m"!' T"<!E It is the field of study concerned 5ith the theory and techni6ue of educational and psychological measurement@ 5hich includes the measurement of 0no5ledge@ abilities@ attitudes@ and personality traits. #he field is primarily concerned 5ith the construction and validation of measurement instruments@ such as 6uestionnaires@ tests@ and personality assessments.

In this round the candidates 5ill face an online test. #his test 5ill be handled by third party and candidates need to get passing mar0s. If they are not up to the mar0 5ill be

rejected and the rest of them 5ill be moved to the final intervie5 U$! M&$&,"'

U$! M&$&,"'E $otions 5ithin this job family are assigned responsibilities 5hich involve serving as the administrator and supervisor of a multi disciplinary team of staff members 5ho are assigned to 5or0 5ithin a specific offender unit or multiple community 5or0 centersB directs the operations of a semi=autonomous unit 5ithin a minimum or ma8imum=si7ed institution or separate community 5or0 centers.

#his is the final stage of the intervie5 conducted by the unit manger 5ho is responsible for every aspect that ta0es place in the organi7ation. #he candidate s 5ho get selected in this round are ultimately selected in the intervie5

56 O ROLL JO.S

56 O ROLL JO.S

PSR  J*b D"<'%!*$

PSR  J*b D"<'%!*$

$+ jobs are off rolled jobs@ fall under distribution role. JD

JDE #he primary 5or0 is to get orders from the outlets and need to reach the specified target.

econdary 5or0 is to create ne5 accounts i.e. getting orders from ne5 outlets. #hey are supposed report directly to their concern % C%ustomer 8ecutiveD

561 T+" E,+! S!"%< * !+" C&

561 T+" E,+! S!"%< * !+" C&

1

1 P'P'"%"%&'&'&!&!**$:$:

Pu'%*<"

Pu'%*<"E #o understand your customers needs@ identify 0ey opportunities@ present your ideas in a clear@ compelling 5ay@ and be professional

P'*"<<: P'*"<<: 1. Monthly $lanning . -aily $lanning 3. $re=%all $lanning T%<: T%<:

o +evie5 mar0eting initiative re6uirements o +evie5 solution sheets on a regular basis

o +evie5 %-A performance re6uirements to loo0 for e8ecution opportunities o +evie5 deal sheets for pricing

o et a standard time in your day to conduct your daily planning and do it regularly

2 /'""! !+" u<!*m"' 2 /'""! !+" u<!*m"'

Pu'%*<":

Pu'%*<": #o sho5 the customer youre friendly@ set the tone for the interaction and set e8pectations for the call

P'*"<<: P'*"<<:

1. Identify the decision ma0er . Ma0e the introduction 3. $re=empt urgent issues

4. %larify e8pectations for the call . -etermine 5hen to present your ideas

T%<: T%<:

o ?se the customers name to build rapport o ;reet all store personnel in a friendly manner

o If you have another person 5ith you@ introduce him or her to the

decision ma0er andor contact

o If your usual contacts is unavailable as0 permission to begin from

5homever is in charge

o 'e respectful of your customers customers

 S!*'" C+"@:  S!*'" C+"@:

Pu'%*<":

Pu'%*<": #o re= evaluate 5hat you had planned to present@ if necessary and to garner critical information about your customers for the future

P'*"<<: P'*"<<:

1. /al0 the store . ;ro5th map

3. +e Kevaluate your call objectives

T%<: T%<:

o !oo0 for display opportunities and chec0 competitive displays o %hec0 product rotation

o %hec0 outlets compliance 5ith %-As o Monitor our retail price vs. the competitions o !oo0 for distribution opportunities

o %onsider 5hat improvements 5ill increase volume o %onsider 5hat improvements are easiest to attain

o %onsider 5hat improvements 5ill most satisfy the customer

 M"'+&$#<$,  M"'+&$#<$, Pu'%*<":

Pu'%*<": #o sho5 your customers that you are 5illing to 5or0 for their business to generate trust and build rapport and to demonstrate the value of doing business 5ith $epsi

P'*"<<: P'*"<<:

1. +eplenish coolers

. +emove out of code or damaged product 3. nsure all stoc0 is rotated

4. +emove foreign competitive products . Merchandise

. %lean

T%<: T%<:

o #ry to minimi7e disruption to store operations o %lean shelves prior to merchandising

o et up $O$ material after you merchandise a section

5 D"!"'m$" !+" *'#"' 5 D"!"'m$" !+" *'#"' Pu'%*<":

Pu'%*<": #o formulate an order and gain agreement to it@ help the customer gro5 his or her business and profitability sand build trust so the customer relies on you to maintain stoc0 levels appropriately

P'*"<<: P'*"<<:

1. -etermine your current stoc0 . -etermine your sales

3. %onsider out of stoc0s and promotional product needed 4. -etermine on your suggested order

. +ecord order on route card

T%<: T%<:

o $resent your order in such a 5ay as to gain 6uic0 approval

o !oo0 for opportunities to demonstrate the highest level of integrity

6 P'"<"$!&!*$ 6 P'"<"$!&!*$

Pu'%*<":

Pu'%*<": #o use your 0no5ledge of the customers situation to present ideas that address his or her specific needs@ and to presents the opportunity for sales gro5th before you begin to sell in your ideas

P'*"<<: P'*"<<:

1. +evie5 5hat you planned to present . nsure you have all materials needed

T%<: T%<:

o ?se s0ill techni6uesClisten@ probe@ tac0le objectivesD

7 Cu'b<#" D"b'" 7 Cu'b<#" D"b'"

Pu'%*<":

Pu'%*<": #o identify 5hat you did 5ell Cthings you should 0eep doingD and 5hat you 5ill do differently ne8t time Cthings youd li0e to start or stop doing in the futureD P'*"<<:

P'*"<<:

1. +evie5 the curbside debrief chec0list . #a0e notes

3. -iscuss your performance 5ith your #-M

T%<: T%<:

o hare your e8perience 5ith your #-M

o _{As0 your #-M for coaching on self identified development needs}

o -iscuss your e8peri ence 5it h your A-+ or 5ith salesperson more

e8perienced than yourself

4 A#m$<!'&!*$ 4 A#m$<!'&!*$

Pu'%*<":

Pu'%*<": #o ensure that you follo5 through 5ith the commitments you ma0e to your customers and to help you trac0 results and prepare for future sales calls

P'*"<<: P'*"<<:

1. %all administration

. -aily territory administrative

57 I

57 IMPORT

MPORTANCE O PSR

ANCE O PSR

A $+ are the sale persons@ they involved in selling products of our company in return for money. It is an act of completion of a commercial activity.

Its almost impossible for an entrepreneur to run a business 5ithout a sales strategy. #his in turn re6uires somebody@ not necessarily the entrepreneur@ to have a talent for selling products and services to businesses or the general public.

A sale is completed by the seller or the provider of the goods or services to an ac6uisition or appropriation or re6uest follo5ed by the passing of title Cproperty or o5nershipD in the item and the application and due settlement of a price@ the obligation for 5hich arises due to the sellerGs re6uirement to pass o5nership@ being a price he is happy to part 5ith o5nership of or any claim upon the item. #he purchaser@ though a party to the sale@ does not e8ecute the sale@ only the seller does that. #o be precise the sale completes prior to the payment and gives rise to the obligation of payment. If the seller completes the first t5o above stages Cconsent and passing o5nershipD of the sale prior to settlement of the price@ the sale is still valid and gives rise to an obligation to pay.

/ithout such a person or team@ a business 5ill struggle to remain profitable. In fact@ the success of a business plan is li0ely to depend on the e8pertise of sales staff

Increasing sales and mar0et share = itGs perhaps the simplest reason for hiring a salesperson@ but one of the most sensible. Once you have established thereGs a need for

your product or service you need to ma8imi7e your possible revenue. A professional salesperson can help you do this

A salesperson is therefore critical to a business. As 5ell as improving sales revenue and increasing mar0et share@ the best salespeople ta0e advantage of opportunities@ and suggest ne5 areas into 5hich a business might successfully move.

54 IDEAL PROILE

54 IDEAL PROILE

#he $+s are the frontline people 5ho 5ill directly contact the customers. #he minimum 6ualification they have to maintain is intermediate and he should be needy person. #he young people 5ill suit more to this profile rather than the older one. #hey 5ill be energetic@ 5ith fresh blood and can 5or0 harder.

$+s should be familiar 5ith both national and local languages i.e.@ for an hyderabadi candidate it is *indi and #elugu. ince hyderabad is the place 5here 5e find many different cultured people@ hence national language helps them to maintain the communication 5ith the customer.

#his profile emphasis mostly on *indi and #elugu rather than nglish and the candidates should be as tough handed since they have to 5or0 under sun and even late nights in the season time specially@ unless they are hard 5or0ers they cant stic0 to the job. o they have to 5or0 hard at all times.

If the candidate is an e8perienced person it 5ill be easy to both candidate and % to handle the things. ince an e8perienced person holds more 0no5ledge compared to a fresher 5hich saves time and money in turn. It even ma0es the job easy to perform.

58 R"'u!m"$! &$# <""!*$ (* '*" G*b<

58 R"'u!m"$! &$# <""!*$ (* '*" G*b<

 C*$<u!&$"<C*$<u!&$"<

 Em%*;"" '""''&<Em%*;"" '""''&<

 HR M&$&,"'HR M&$&,"'

C*$<u!&$! C*$<u!&$!

It is an individual 5ho possesses special 0no5ledge or s0ills and provides that e8pertise to a client for a fee. %onsultants help all sorts of businesses find and implement solutions to a 5ide variety of problems@ including those related to business startup mar0eting@ manufacturing@ strategy@ organi7ation structure@ environmental compliance@ health and safety@ technology@ and communications.

ome consultants are self=employed@ independent contractors 5ho offer speciali7ed s0ills in a certain fieldB other consultants 5or0 for large consulting firms@ such as Anderson %onsulting or ;emini %onsulting@ that offer e8pertise in a 5ide range of business areasB and still other consultants hail from academia.

%ompany directly contact the consultancies and specifies ho5 many candidates are re6uired to fill the gap. #hen after the consultancy 5ill 5or0 on it and send the profiles of

candidates to the company. Ones after getting the approval by the company they specifies the intervie5 schedule for these candidates 5ho are supposed to come for the intervie5.

Em%*;"" '""''& Em%*;"" '""''&

It is an internal recruitment method employed by organi7ations to identify potential candidates from their e8isting employeesG social net5or0s An employee referral scheme encourages a companyGs e8isting employees to select and recruit the suitable candidates from their social net5or0s.

As a re5ard@ the employer typically pays the referring employee a referral bonus. +ecruiting candidates using employee referral is 5idely ac0no5ledged as being the most cost effective and efficient recruitment method to recruit candidates and as such@ employers of all si7es@ across all industries are trying to increases the volumes they recruit through this channel.

HR M&$&,"' HR M&$&,"'

A human resources C*+D officer develops@ advises on and implements policies relating to the effective use of personnel 5ithin an organi7ation.

#he candidates 5ill be directly intervie5ed by the *+ manager. -epending up on the priorities candidates 5ill get selected.

581 T+" m%*'!&$" u"<!*$< $ !+"

581 T+" m%*'!&$" u"<!*$< $ !+" $!"'>"

$!"'>"

;enerally the intervie5 6uestions depends up on the resume of the candidates

 +egarding e8perience

 If they having any e8perience@ 6uestions 5ill be about the previous job li0e as job profile and more

 9amily bac0ground

 <uires from resume

 !i0e as hobbies@ and educational details

 /hy did he leave the previous organi7ation

 O5n a bi0e or not

In turn the *+ Manager 5ill analy7e the candidate in the follo5ings sectors too Ab!; !* P'*<%"!

Ab!; !* P'*<%"! K -o they 0no5 ho5 to go about finding 6ualified potential buyers for the productU

P'*#u! B$*"#,"

P'*#u! B$*"#," K -o they have some industry@ or related industry@ e8perience or educationU

N",*!&!$,S"u'$, !+" O'#"'

N",*!&!$,S"u'$, !+" O'#"' K -o they possess the strength to as0 for the money and are they 5illing to 5or0 5ith the client to establish the needs of the client and ma0e those fit the corporate structureU /e dont 5ant hard closers. /e 5ant people that help their clients buy.

P'*b

P'*b"m "m S*>$,S*>$, K Are they defensive or do they listen to a problem fully before trying to achieve resolutionU

R"%*'!$,

R"%*'!$, K /ill they communicate information bac0 to you in a timely mannerU /ill they follo5 your companys processes and proceduresU

Tm" M&$&,"m"$! "Fb!;

Tm" M&$&,"m"$! "Fb!; K Are they capable of managing their time in order to get more sales=time out of every dayU Are they 5illing to be fle8ible in their scheduling to accommodate client needsU

6 ANALSIS

6 ANALSIS

61 S*u'"< * A%%&$!

61 S*u'"< * A%%&$!

According to you 5hat is the best source for the procurement of the candidatesU

InterpretationE

Among the ( respondents & of them felt that employee referrals is the best resource for the procurement of the candidates@& of them felt that job portals is the best resource