Introduction

HISTORY OF PEPSICO COLA

In 1893, Caleb Bradham, a young pharmacist from New Bern, North Carolina, begins experimenting with
many different soft drink concoctions.  Like many pharmacists at the turn of the century he had a soda
fountain in his drugstore, where he served his customers refreshing drinks, that he created himself. His
most popular beverage was something he called " Brad's Drink " made of carbonated water, sugar,
vanilla, rare oils, PepsiCo and cola nuts.

 One of Caleb's formulations, known as " Brad's Drink ", created in the summer of 1893, was later
renamed PepsiCo Cola after the PepsiCon and cola nuts used in the recipe. In 1898, Caleb Bradham
wisely bought the trade name "Pep Cola" for $100 from a competitor from New York, New Jersey that had
gone broke. The new name was trademarked on June 16th, 1903. Bradham's neighbor, an artist
designed the first PepsiCo logo and ninety-seven shares of stock for Bradham's new company were
issued.

 1898 - One of Caleb's formulations, known as " Brad's Drink " a combination of carbonated water, sugar,
vanilla, rare oils and cola nuts, is renamed "PepsiCo-Cola" on August 28, 1898. Pepsi Cola receives its
first logo.

1902 - The instant popularity of this new drink leads Bradham to devote all of his energy to developing
Pepsi Cola into a full-fledged business. He applies for a trademark with the U.S. Patent Office,
Washington D.C., and forms the first Pepsi Cola Company.

PEPSICO COLA IN PAKISTAN

PepsiCo, one of the world’s largest food and beverage companies, has offered its products through
independent bottlers in Pakistan for more than 40 years.

PepsiCo. Is offering lots of its brands in Pakistan now.

Bottled water of AquaFena is one the names which has started in Pakistan along with the PepsiCo Cola,

They have also launched ready snacks named KurKure,

 
THE VISION STATEMENT

To be a leading house of FMCG products with local dominance, global prominence, the strongest
financial fundamentals and maximum efficiency

 HR Introduction:

HR department follows the policies by the HR department of PEPSICO. At PEPSICO, their belief is that
"their people are their greatest asset. They take great pride in acknowledging the contribution each one of
them makes".  they focus on People Development and for that they ensure:

 Staff PEPSICO with world class Professionals and ensure that the right systems are in place to
encourage them to develop to their full potential.
 Create a collaborative and mutually supportive work environment that encourages people to
grow.
 Build a team of professionals who deliver expertise by participating in business decisions.
 Develop Performance Management and reward systems underlying our Business strategy. 

HR Objectives:

•           To look out for the well being of all employees of the company.

•           Provide leadership and direction to employees of the company.

•           Career Development planning for all employees of the company.

•           Ensure thorough training of nationwide employees.

•           To provide individual employees with orientation on the company at the time of joining.

•           To provide employees with solutions to their problems.

•           Maintaining data records of all employees of PEPSICO (Human Resources information System).

•           To evaluate and retain those employees who are assets to the company.

HR Policies:

         Friendly, conversant, flexible and congruent with business environment.

HRIS

         Development of interactive web-site aligned with all HR sub-functions to facilitate communication
between employee and organization through dialogue boxes and speedy availability of information.

         Enhancing overall perception of HR, as with the help of HRIS the function of HR is changing direction
and heading towards Relationship Building, in this all the links are being recreated and employees are
given much more weight as compared to past.

Objective of Consultancy Report

In the recent competitive business era the need of responding to the change is the utmost important
requirement for a business which involves every department and function of the business. The modern
business environment considers HRM the core function of the firm. Now organizations keenly
understand the importance and invests for the best practices for managing the most important resource
an organization which is HUMAN RESOURCE. The firm having the most structured and solid HRM system
proves to be the best strength of the firm.

As HRM is one of the most important functions of the organization, recruitment and selection is the core
function of the HRM. Since all other activities of HR such as training & development, performance
management, compensation & benefits, revolve around the HUMAN RESOURCE or employees of the
organization therefore it is essential for a company to recruit the best possible resource through top of
the line recruitment and selection process. Recruiting & selecting employees in a right way brings you to
have the right person for the right role. Furthermore it is important for the firm not to waste the time,
and investment on those who are not best suitable for the firm.

Change results development and improvement that is the objective of this consultancy project.

Courtesy to my job in the best multinational FMCG firm in Pakistan, Pepsicola international . I was
having the oopurtunity to approach the HUMAN RESOURCE department directly to serve them with our
consultancy services.

For that we had a meeting with HR Officials of PEPSI co. and the discussion detected that despite of
having few of the best functions and policies of their HRM, there is still a room for improvement in the
Screening and Selection in their recruitment process . It was found that our client is looking forward for
a COMPETANCY BASED SELECTION PROCESS in order to not only having the best possible resource but
also to avoid behavioral problems of the employees . it was decided that the purpose of the proposed
SCREENING & SELECTION MODEL should be to identify the prominent strengths and weaknesses of the
prospective candidates in the early stages of the screening using the tools such as COMPETENCY BASED
INTERVIEW , INTERVIEW FORM , WRTTIEN TEST etc .

In this report we have suggested our client a CBR (competency based recruitment) model involving
various steps or stages while recruiting a candidate for the positions for the Level 11 to Level 8.