FOREWORD This report is based on the Human Resource Management implications practiced by Pepsi (Sales Department).

The entire report is divided into three Parts. Each Part will discuss in detail the Human Resource Management practices by Pepsi. The First Part will discuss the Planning. The Second Part comprises of the Development and Direction and the Third Part of the report will deal with the Evaluation of its employees used by Pepsi. The break up of the report into parts is for the convenience of the reader and to provide a better understanding of the text. This will help the reader to understand how Human Resources Management is carried out in the company and how it copes up with the modern environment. Figure, graphs and exhibits are used to provide supplementary information. The report also consists of the Company and Industry Profile and also the Competitors Analysis, and the Quality Management by Pepsi and a set of necessary information. We have tried our best to make sure that this report provides a realistic view of modernday Human Resource Management. ABOUT PEPSICO Pepsi-Cola North America, headquartered in New York, is the refreshment beverage unit of PepsiCo Beverages and Foods North America, a division of PepsiCo Inc. PepsiCo Beverages and Foods North America also comprises PepsiCo's Tropicana, Gatorade and Quaker Foods businesses in the United States and Canada. Pepsi-Cola North America's carbonated soft drinks, including: Pepsi, Diet Pepsi, Pepsi Twist, Mountain Dew, Mountain Dew Code Red, Sierra Mist, and Mug Root Beer account for nearly one-third of total soft drink sales in the United States. Pepsi-Cola North America's non-carbonated beverage portfolio includes Aquafina, which is the number one brand of bottled water in the United States, Dole single-serve juices and SoBe, which offers a wide range of drinks with herbal ingredients. The company also makes and markets North America's best-selling, ready-to-drink iced teas and coffees via joint ventures with Lipton and Starbucks, respectively.

PepsiCo, Inc. is one of the world's largest food and beverage companies. The company's principal businesses include:
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Frito-Lay snacks Pepsi-Cola beverages Gatorade sports drinks Tropicana juices Quaker Foods

PepsiCo, Inc. was founded in 1965 through the merger of Pepsi-Cola and Frito-Lay. Tropicana was acquired in 1998. In 2001, PepsiCo merged with the Quaker Oats Company, creating the worlds fifth-largest food and beverage company, with 15 brands each generating more than $1 billion in annual retail sales. PepsiCos success is the result of superior products, high standards of performance, distinctive competitive strategies and the high level of integrity of our people. TERRITORIAL STRUCTURE OF THE SALES DEPARTMENT

Pepsi believes in selling concept thats why they have sales hierarchical levels. Pepsi has employed a very big sales force which is spread all over in Pakistan and covering their territories. Hence some Territories have been discussed in the next pages.

QUALITY MANAGEMENT

Any

attempt

to

deliver

superior

quality

hinges

on

the

workmanship

of

personnel. In order to harness human potential and channel human effort in the most efficient manner possible it is imperative that product quality decisions interact strongly with organizational design and management

philosophy. PepsiCo provides a classic example of delivering unparalleled quality through a systematic network of people arrayed in a framework that employs a divisional (territorial) departmental scheme with relatively low levels of specialization.

The result is a structure that is geographical based with a territorial head for sales based in Karachi. Where, if considering PepsiCo overall, than it would be right to say that its is product specialization, but our main area is PepsiCo Aquafina, it has, three Zonal managers based in three distinct yet diverse sections of the metropolitan and are given discretion to work freely within broad limits. The role of these Zonal heads is critical to the entire network since the chain of command takes a hairpin turn once authority is delegated to regional managers immediately below these zonal heads.

The regional managers are placed strategically and are given clear guidelines as to performing their duties and concentrating their expertise in the area of their concern. Each Zonal manager oversees two regional managers, one for Retail and the other in-charge of the regional supply chain. The sales

managers job is primarily pertains to maintenance of supply chain, quality checks, rechecks and post delivery quality assurances, which is why PepsiCo has always been the peoples choice.

It was observed that PepsiCo practices the Build up method to design its territories. They combine pieces of overall market to create units. By this approach actual and potential customers for PepsiCo Aquafina are identified, and their individual sales volumes are assessed. Careful study of the territory database enables the sales representatives to precede to the next step of the planning phase- the setting of objective.

The first concern here is the sales volume and market share goals in the territory, which are derived in a top down manner, starting with corporate objectives. Volume targets

are of little value as profit objectives are essential in keeping the territory performance on track.