Pepsi Performance 4n4m48

INTRODUCTION

Pepsi is one of the world's most famous brands much like its rival Coca Cola. Pepsi Cola was originally called Brad's Drink after its creator, Caleb Bradham, a pharmacist from North Carolina. Pepsi was a carbonated soft drink he created to serve his drugstore's customers. The new name, Pepsi-Cola, was first used on August 28. The Pepsi logo is a simple globe with the Pepsi colors in the background and the word Pepsi in the foreground. Pepsi has changed its logo and its slogans a number of times since its introduction in 1898. The Pepsi slogans through the years are listed below.

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1939: "Twice as Much for a Nickel"

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1950: "More Bounce to the Ounce"

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1950: "Any Weather is Pepsi Weather"

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1957: "The Light Refreshment"

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1958: "Be Sociable, Have a Pepsi"

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1961: "Now It's Pepsi for Those Who Think Young"

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1963: "Come Alive, You're in the Pepsi Generation".

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1967: "(Taste that beats the others cold) Pepsi Pours It On".

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1969: "You've Got a Lot to Live, and Pepsi's Got a Lot to Give"

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1975: "Have a Pepsi Day"

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1977: " the Pepsi People (Feeling Free)"

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1980: "Catch That Pepsi Spirit" David Lucas composer

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1981: "Pepsi's got your taste for life"

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1983: "Pepsi Now! Take the Challenge!"

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1984: "Pepsi. The Choice of a New Generation" (Commercial with Michael Jackson, featuring Pepsi version of Billie Jean)

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1986: "We've Got The Taste" (Commercial with Tina Turner)

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1990: "You got the right one Baby UH HUH" ( sung by Ray Charles for Diet Pepsi )

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1991: "Gotta Have It"/"Chill Out"

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1992: "Be Young, Have Fun, Drink Pepsi"

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1993: "Right Now"Van Halen Song for the Crystal Pepsi Ad

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1995: "Nothing Else is a Pepsi"

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1996: "Pepsi:There's nothing official about it" (During the Wills World Cup(Cricket) held in India/Pakistan/Srilanka)

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1997: "GeneratioNext"." With the Spice Girls "

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1998: "Yeh Dil Mange More"(In Urdu meaning "My heart wants more")(Pakistan)

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1999: "Ask for More"/"The Joy of Pepsi-Cola" (Commercial with Britney Spears/Commercial with Mary J. Blige)

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2000: "Aazadi dil ki" (India)

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2003: "It's the Cola"/"Dare for More"

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2005: "Wild Thing"/"Ask For More" (With Jennifer Lopez & Beyoncé Knowles)

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2006: "Why You Doggin' Me"/"Taste the one that's forever young" Commercial featuring Mary J. Blige

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2007: "More Happy"/"Taste the one that's forever young" (Michael Alexander)

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2008: "Yeh hai Youngistaan Meri Jaan!" (India)

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2008: "Pepsi Stuff" Super Bowl Commercial (Justin Timberlake)

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2008: "Рepsi is #1" Тv commercial (Luke Rosin)

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2010:‖Youngistaan WOW!

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2011 : Blue India

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2012 : Change The game

Company Profile: Type

Public (NYSE: PEP)

Industry

Food Non-alcoholic beverage

Founded

New Bern N.C, U.S. (1890)

Founder(s)

Caleb Bradham, Donald M. Kendall and Herman W. Lay

Headquarters

Purchase, New York, U.S.

Area served

Worldwide

Key people

Products

Indra Nooyi (Chairperson and CEO) Pepsi Diet Pepsi Mountain Dew AMP Energy

Aquafina Sierra Mist SoBe Starbucks Frappuccino Lipton Iced Tea 7up Mirinda Izze Tropicana Products Copella Naked Juice Gatorade Propel Fitness Water Quaker Oats Company Lay's Doritos Cheetos Kurkure Fritos Rold Gold Ruffles Tostitos Slice Revenue

▲ US$44.3 billion

Operating income

▲ US$7.3 billion

Net income

▲ US$6.24 billion

Total assets

▲ US$39.8 Billion (FY 2009)

Total equity

▲ US$16.8 Billion (FY 2009)

Employees

203,000 (2010)

Divisions

PepsiCo Americas (PepsiCo Ameri Food, PepsiCo Americas Beverages), PepsiCo International

Website

PepsiCo.com

PepsiCo in India PepsiCo gained entry to India in 1988 by creating a t venture with the Punjab governmentowned Punjab Agro Industrial Corporation (PAIC) and Voltas India Limited. This t venture marketed and sold Lehar Pepsi until 1991, when the use of foreign brands was allowed; PepsiCo bought out its partners and ended the t venture in 1994. Others claim that firstly Pepsi was banned from import in India, in 1970, for having refused to release the list of its ingredients and in 1993, the ban was lifted, with Pepsi arriving on the market shortly afterwards. These controversies are a reminder of "India's sometimes acrimonious relationship with huge multinational companies." Indeed, some argue that PepsiCo and The Coca-Cola Company have "been major targets in part because they are well-known foreign companies that draw plenty of attention." In 2003, the Centre for Science and Environment (CSE), a non-governmental organization in New Delhi, said aerated waters produced by soft drinks manufacturers in India, including multinational giants PepsiCo and The Coca-Cola Company, contained toxins, including lindane, DDT, malathion and chlorpyrifos — pesticides that can contribute to cancer, a breakdown of the immune system and cause birth defects. Tested products included Coke, Pepsi, 7 Up, Mirinda, Fanta, Thums Up, Limca, and Sprite.

CSE found that the Indian-produced Pepsi's soft drink products had 36 times the level of pesticide residues permitted under European Union regulations; Coca Cola's 30 times.CSE said it had tested the same products in the US and found no such residues. However, this was the European standard for water, not for other drinks. No law bans the presence of pesticides in drinks in India. The Coca-Cola Company and PepsiCo angrily denied allegations that their products manufactured in India contained toxin levels far above the norms permitted in the developed world. But an Indian parliamentary committee, in 2004, backed up CSE's findings and a government-appointed committee, is now trying to develop the world's first pesticides standards for soft drinks. Coke and PepsiCo opposed the move, arguing that lab tests aren't reliable enough to detect minute traces of pesticides in complex drinks. As of 2005, The Coca-Cola Company and PepsiCo together hold 95% market share of soft-drink sales in India. PepsiCo has also been accused by the Puthussery panchayat in the Palakkad district in Kerala, India, of practicing "water piracy" due to its role in exploitation of ground water resources resulting in scarcity of drinking water for the panchayat's residents, who have been pressuring the government to close down the Pepsi Co unit in the village. In 2006, the CSE again found that soda drinks, including both Pepsi and Coca-Cola, had high levels of pesticides in their drinks. Both PepsiCo and The Coca-Cola Company maintain that their drinks are safe for consumption and have published newspaper ments that say pesticide levels in their products are less than those in other foods such as tea, fruit and dairy products. In the Indian state of Kerala, sale and production of Pepsi-Cola, along with other soft drinks, was banned by the state government in 2006, but this was reversed by the Kerala High Court merely a month later. Five other Indian states have announced partial bans on the drinks in schools, colleges and hospitals.

Indra Nooyi Appointed As Pepsico CEO

Indra K Nooyi is all set to lead American cola giant PepsiCo with the board of the food and beverage multinational on Monday electing the 50-year-old corporate wizard as the CEO to succeed Steve Reinemund from October 1, 2006. Putting a stamp of approval on her 12-year stint with the corporation, the Pepsico Board said in a statement: "We are exceedingly fortunate to have a leader of Indra's calibre, vision and experience to take the helm. She has been instrumental to PepsiCo's solid direction and ongoing success and has the complete endorsement and of the board." Known to often attend PepsiCo events wearing a sari, Nooyi ed the $33-billion F&B giant in 1994 and has served as president and CFO since 2001, when she was also named to PepsiCo's board of directors. As the fifth CEO in PepsiCo's 41-year history, she brings vast and unique skills to the job. Reinemund, who will continue in the corporation as executive chairman and member of the Board till his retirement till May 2007, said, "Indra's record of transforming PepsiCo speaks for itself, and she has been an invaluable partner and ally throughout my time as CEO".On his part, Reinemund, who has been with PepsiCo for 22 years, described it as "the toughest and easiest decision of my life.""After 22 years with PepsiCo, more than five of them as chairman and CEO,

I have decided that my family is entitled to more time from me than the responsibilities and obligations of continuing as PepsiCo's CEO requires and deserves," he said.PepsiCo said Nooyi's current responsibilities will be divided between two of the company's veterans. While Richard Goodman, 57, who is currently CFO of PepsiCo International, will assume the position of CFO for the corporation, Hugh F Johnston, 44, currently Senior VP, Transformation, has been promoted to the newly- created position of executive vice president, operations, and will add global procurement and IT to his responsibilities. PepsiCo said Nooyi has directed the company's global strategy for over a decade and was the primary architect of its restructuring, including the divestiture of its restaurants into the success Brands, Inc., the spin-off and public offering of company-owned bottling operations into anchor bottler Pepsi Bottling Group, acquiring Tropicana, and the merger with Quaker Oats that brought the vital Quaker and Gatorade businesses to PepsiCo.Recently, Nooyi has been driving critical cross-business initiatives to enhance operations and enable PepsiCo meet the changing needs of consumers and retailers, the company said.Speaking on behalf of PepsiCo's board of directors, presiding Director Robert E Allen said: "We have seen first hand the difference that Indra has made on the business andthe people, and we look forward to working even more closely with her to usher in the next generation of dramatic growth and advancement that has been a hallmark of PepsiCo since its founding." On her part, Nooyi described her elevation as a humbling experience. "I am humbled by the opportunity to lead PepsiCo, and profoundly grateful to follow in the footsteps of Steve Reinemund, Roger Enrico, Wayne Calloway and Don Kendall". "Steve has steered the company to a strong and enviable position, and he will be a continuing source of wisdom and perspective. I am equally fortunate to have amazing partners, not only on the board and executive team, but in the 1,57,000 bright, talented colleagues around the world who deliver the results every day and are as committed as I am to continue capturing every growth opportunity," Nooyi said. As CEO, Nooyi's leadership team of direct reports will include the company's division chiefs Michael D. White, PepsiCo vice chairman and chairman and CEO of PepsiCoInternational, who

is also a member of the board of directors; Albert P Carey, President and CEO of Frito-Lay North America; John C Compton, President and CEO of Quaker-Tropicana- Gatorade; Thomas Greco, President of PepsiCo Sales; and Dawn Hudson, President and CEO of Pepsi-Cola North Americ."

DIFFERENT BRANDS OF PEPSI PepsiCo nourishes consumers with a range of products from tasty treats to healthy eats that deliver enjoyment, nutrition, convenience as well as affordability.

Beverages

PepsiCo India’s expansive portfolio includes iconic refreshment beverages Pepsi, 7 UP, Nimbooz, Mirinda and Mountain Dew, in addition to low calorie options such as Diet Pepsi, hydrating and nutritional beverages such as Aquafina drinking water, isotonic sports drinks -

Gatorade, Tropicana100% fruit juices, and juice based drinks – Tropicana Nectars, Tropicana Twister and Slice. Local brands – Lehar Evervess Soda, Dukes Lemonade and Mangola add to the diverse range of brands.

Foods

PepsiCo’s food division, Frito-Lay, is the leader in the branded salty snack market and all Frito Lay products are free of trans-fat and MSG. It manufactures Lay’s Potato Chips, Cheetos extruded snacks, Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. The company’s high fibre breakfast cereal, Quaker Oats, and low fat and roasted snack options enhance the healthful choices available to consumers. Frito Lay’s core products, Lay’s, Kurkure, Uncle Chipps and Cheetos are cooked in Rice Bran Oil to significantly reduce saturated fats and all of its products contain voluntary nutritional labeling on their packets.

The Pepsi Process

Despite being a global brand, Pepsi has built its success on meeting the Indian consumer’s needs, particularly in of making the brand synchronize with localized events and traditions. Instead of harping on its global lineage, ergo, it tries to plug into ethnic festivals, use the vernacular indifferent part of the country, and blend into the local fabric. Pepsi is using both national campaigns-such as the Drink Pepsi, Get Stuff scheme, which offers large discounts on other products to Pepsi-buyers as well as local.

EMPOWERMENT

The Pepsi Process: Once of the strongest weapons in Pepsi’s armory is the flexibility it has empowered its people with. Every manager and salesperson has the authority to take whatever steps he, or she, feels will make consumers aware of the brand and increase its consumption.

PEPSICO IN JAMMU

COMPANY PROFILE

PEPSI BOTTELING PLANT IN JAMMU (J&K)

Name of the unit

JAI BEVERAGES PVT. LTD. (PEPSI GROUP)

Location/Address of the unit

Sidco Industrial Complex, Ismailpur Road Bari Brahmana, Jammu-181133 Phone:01923-20284,21384 Fax: 01923-20183,20184 e-mail:[email protected] website:www.jaibeverages.com Regd.office: 52, Janpath New Delhi-110001 Phone :011-3321098’335325

JAI FOOD BEVERAGES LTD

Jai beverages was born in 1999 as a pepsi India franchisee in Jammu .The unit was established with an initial investment of approx.US$ 6.4 million .The plant boasts of ultra modern facilities at the plant .The state and especially the economy of the region have witnessed an upsurge since the inception of the plant .The unit has already contributed to over 650 direct and indirect employment opportunities in the state and the number is growing steadily overtime .The unit has thus significantly affected the level of industrialization of the state.

The year was 1999 and pepsi company in India was very eager to improve its extremely poor market share (less than 3%) in the state of Jammu and Kashmir .That was when it approached the soft drink maestros of India-the Jaipuria family, and Mr. Jaipuria in particular, for starting a plant in J&K. In spite of all odds ,the non-inductive climate in the state for a new business venture, he took a bold step and went ahead with accepting the challenge and taking the franchise in the name of his elder son- Mr. Anurag Jaipuria , and Jai Beverages Pvt. Ltd

From the day of the decision, to this day in 2001, there has been no looking back. In this short span time, the company has been formed, sprawling compound of erstwhile M/S Hindustan Ltd. Taken over from a ive SIDCO, a prestigious unit in J&K, after an initial investment of rupees 27.1 crores, has been established with full backing of the ministry of industries (J&K government) and an ultra modern plant in full swing. The boiler used is oil-fired, with a 33m high chimney and an effluent treatment plant which releases all the effluent water after full treatment at very reasonable and much under the pollution board’s maximum acceptable BOD and COD levels, In fact, work in on to stop all the treated effluent from going out and instead to utilize this water internally for horticulture. In other words, the water is being put back into the earth to retain the water table .Further, work has been done to grow more trees within the premises, in line with the universal endeavour of making the earth green.

With the coming of this prestigious plant, there has been upsurge in the economy of the people of the area, in particular and the state in general. The direct and indirect employment generated by the unit has already sured a figure of 650,and is growing steadily. The excise deposited to the government exchequer has already crossed an amount of Rs. 361 lacs and is again growing .The once semi deserted main road for the industrial complex has become very busy and would soon be required to be widened.`

Company’s logo :

This logo of Jaipuria group of companies was unveiled by Mr. C.K Jaipuria, in the presence of Mr. Anuran Japery, Mr. Rehirans Jaipuria & all the senior managers of this group on 7th of Dec.2005 at Jai Beverages Pvt. Ltd. Jammu.

Now at present, Mr. Anurag Jaipuia is the owner of this Company.

Company’s Vision : ―Let’s Grow Together‖

Company’s Mission…at JBPL : Will accomplish Rs.1,650 Crore turnover with a PAT of 10% by 2010,across diverse business interests by: Placing jaipuria group’s brands amongst the top 5 in the country.  Treating our employee’s as an asset.

 Providing best quality products & services.  Enhancing all stake holders value.  Protecting environment and being sensitive to all natural resources.

INTRODUCTION TO THE PRODUCT – SOFT DRINK :

Soft drinks can trace their history back to the mineral water found in nature springs. Bathing in natural springs has ling been consider a healthy thing to do and mineral water was said to have curative powers. Scientists soon discovered that gas carbonium or carbon dioxide was behind in natural mineral water. The first marketed soft drinks (noncarbonated) appeared in the 17th century. They water made from water and lemon juice sweetened with honey. In 1676, the comparing de lemonades of Paris was granted a monopoly for the sale of lemonade soft drinks. Vendors would carry tanks of lemonade on their backs and dispensed cups of the soft drink to the thirsty Parisians. In 1767, an Englishman, Dr. Joseph priestly, created the drinkable manmade glass of carbonated water. Three years later, the Swedish chemist Torbern Bergman invented a generating apparatus that made carbonated water from chalk by the use of sulfuric acid. Bergman’s apparatus allowed imitation mineral water to be produced in large amounts.

In 1810, the first us plant was issued for the ―means of mass manufacture of imitation mineral water ―to Simons and Rundell of Charleston, South Carolina. Carbonated beverages did not achieve great popularity in America unit 1832, when John Mathews mass manufactured his apparatus for sale to others. The drinking of either natural of artificial mineral water was considered a healthy practice. American pharmacists. Who were selling most of the mineral water started to add medicinal and other flavorful herbs to the unflavored beverage example, birch bark dandelion, sarsaparilla and fruit extracts. The early drugs stores with their soda fountains become a popular part of America culture. Customer wanted to take drinks with them and the soft drink bottling industry grew from the customer demand. Over 1500 US patents were filled either for a cork, cap or lid for the carbonated drink bottle tops. The bottle tops were under a lot of pressure from the gas. Inventors were trying to find the best way to prevent the carbon dioxide (bubbles) from escaping. In 1892, Willam painter, a Baltimore machine stop operator, machine stop operator patented the ―crown cork bottle seal‖. It was the first very successful method of keeping the bubbles in the bottle. In 1899, the first patent was issued for a glass-bowing machine for the automatic production of glass bottles, earlier glass bottles had all been hand blow. Four years later, the mew bottle-blowing machine was in operation. The inventor, Michel J Owens, an employee of Libby Glass Company, first operated it. Within a few years, glass bottle production increased from 1500 bottle a day to 57000 bottles a day.

ABOUT THE SOFT DRINK :

WHAT’S IN SOFT DRINK? Soft drink has been part of American lifestyle for more than 100 years. Many of today’s soft drinks are the same as the first ones enjoyed in the 1800’s. Soft drink production begins with creation of flavored syrup using a closely guarded company recipe. The syrup is mixed with purified water and then carbonated by adding carbon dioxide gas under pressure. This carbonation creates the ―tingle fizz‖ that gives soft drinks a refreshing taste. Now for a closer look at soft drink ingredients…………… Like other foods, the ingredients that are used in making soft drink are approved and closely regulated by the US Food and Drug istration (FDA). All the ingredients used in soft drinks are found in a variety of other foods.

WATER Soft drink production starts with a pure source of water. Regular soft drink contains 90% water while diet soft drink contains up to 99% water Drinking water contains trace amount of various elements that affect its taste. You have probably noticed that top differ in carious regions of the county. Bottler use sophisticate filtering and other treatment equipments to remove any residual impurities and to standardize the water used

to make soft drinks. That’s why your favorite soft drink tastes the name in New York as it dies in India.

CARBON DIOXIDE A colorless and odorless gas, carbon dioxide is the essential characterizing ingredient in all ―carbonated‖ beverages. It is given off when we breathe and is used by the plants to product oxygen. When dissolved in water, carbon dioxide imparts taste. For that reason natural sources of carbonated. Of effervescent, mineral water were once highly prized. These rare mineral water were once also believed to have beneficial medicinal properties. Efforts to make and sell ―artificial mineral water‖ underway Europe and US by 1800. It was the innovative step of adding flavors to these popular ―soda water‖ that gave birth to the soft drink beverages we enjoy today. In these days of soft drink manufacturing, carbon dioxide was made from sodium salts. This is why carbonated beverages were called, sodas or ―soda water‖. Today bottlers buy pure carbon dioxide as a compressed gas in the high-pressure cylinders. Carbon dioxide gas is absorbed into flavored soft drink in a carbonator machine just before the container is sealed. While under pressure and chilled, soft drink may absorb up to four times the beverage volume of carbon dioxide.

FLAVORS One of the most important ingredients in the soft drinks is flavoring. Most soft drink bottles mix many individual flavors to create distinctive tastes. Natural flavors in the soft drink come from spices, natural extracts and oils. Fruit –flavored soft drink such as orange and lemon-lime often contains natural fruit extracts. Other flavors such as root beer and ginger are contain flavoring made from herbs and spices. There are also some artificial or man made flavoring used in soft drinks. Nature does not produce enough of some flavors to satisfy world demand. Also some flavors are limited geographically and seasonally.

COLORS Many people do not realize important color is to taste perception. Color affects our psychological impression of food. If you don’t believe it. Try eating a familiar food in the dark. The color used in the food and beverages comes both from natural and synthetic sources.

CAFFEINE Caffeine is substance that occurs naturally in more than 60 plants including coffee beans, tealeaves, kola nuts and cocoa beans. In some cases, small amounts of caffeine are added to soft drinks as a part of the flavor profile. The amount of caffeine in soft drinks is only a fraction of that found in an equal amount of coffee or tea. Caffeine has a classic bitter taste that enhances other flavors. It has been part of almost every cola and pepper type beverage since they were first formulated more than 100 years ago and has been enjoyed in coffee, tea and chocolate beverages for centuries. Even though some people feel the effects of caffeine are harmful, scientific research has refused these claims. The ling history of caffeine’s use confirms that it is safe when consumed in moderation. For people who wish to restrict their caffeine intake, many caffeine free soft drinks are available.

ACIDULANTS Similar to fruit juices and many other food products, most drinks are slightly acidic. Acidulates add a pleasant tartness to soft drinks for one or two common food acidulates (phosphoric acid and citric acid) occasionally; other acidulates such as malice acid is also used.

PRESERVATIVE Soft drinks do not normally get spoiled because of their acidity and carbonation. However, storage conditions and storage tome can sometimes impact taste and flavor. For this reason some vs. contains small amounts of preservatives that are commonly used in many foods.

POTASSIUM Potassium is another essential nutrients found in many natural and man made food ingredient like sodium, potassium exists naturally in drinking water and therefore, in soft

drinks. Small amount of potassium are also found in some of the flavoring agents and other ingredients used in soft drinks.

SODIUM Because the name ―soda pop‖ and ―soda water‖ were associated with early soft drinks. Many people falsely believe that carbonated beverages contains significant amount of sodium. That is true. Sodium, the name form of various salts, is present in many natural and man made compounds. It is an essential nutrient responsible for regulating and transferring body fluids. As well as other important body functions. Although an adequate daily intake of sodium is necessary for good health, excessive consumption has been to high blood pressure in some people.

SWEETENERS Used in Non-diet soft drinks . Most regular (non-diet) soft drinks are sweetened with either sucrose or high fructose corn syrup, (HFCS). A mixture of these sweeteners many also be used. Sucrose, the familiar sweetener in your sugar bowl, cines firm sugarcane or sugar beets.

HOW SOFT DRINKS ARE MADE?

START WITH PURE WATER!

Soft drinks begin with purified water (much clearer than the tap water you drink at home). The soft drink manufacturer filters tap water through fine, clean sand and gravel to get rid of any undissolved impurities that may through the finished drink and ensures that the water does not contain any unwanted particles.

ADD THE FLAVOUR Once the water is purified, flavourings are added. These are prepared from natural and nature identical sources and are added to a mixture of sugar and purified water to make a syrup. This forms the soft drink base.

NEXT STEP, ADD THE BUBBLES The purified water and syrup base are then blended together to form a 'still' drink and then mixed with carbon dioxide gas (CO2) in a machine called a carbonator.

FILLING THE BOTTLES After the drink has been carbonated, it is transferred under pressure to the filling machine. Here, the bottles or cans are filled and are then ed by conveyor belt to the sealing machine.

THE FINAL STAGE The sealed bottles and cans are still quite cold at this stage, and if packed at this temperature, moisture which forms on the container because of condensation would cause the cartons to become wet and less manageable. To prevent this, the bottles and cans are ed through a hot water spray to bring them up to 'room' temperature.

LABELS & PACKAGING Most soft drink bottles have labels applied by a labeling machine. There are still some bottles, mostly returnable, which have the label information printed directly on to the glass. Cans also have the label printed on them, before they arrive at the soft drink manufacturing plant.

Soft drink Produced by JBPL (PEPSICO), Jammu:-

1- AQUAFINA 2- PEPSI 3- MIRINDA ORANGE 4- MIRINDA LEMON

5- 7 UP 6- MOUTAIN DEW 7- SLICE

Punch lines (Pepsi cola jingles):Further year:“Pepsi! Yeh Payas Hai Badi” “Yeh Dil Mange More ….Aahaa!” “Yeh Hai Youngistan Meri Jaan”

Current year:“Pepsiiii…….Change The Game”

This plant has started in year 2000 & since then achieved lot many mile stones:

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Quality gold in year-2000-2001 (it was first time in 100 years of Pepsi’s existence that any plant taken gold in its first years of operation)

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Quality gold-2001-02. We repeated history in second year also.

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Ring of honor (sale’s prestigious award):- our sales head Mr. Naginder Razdan achieved this award in year2004-05 & 2005-06 again.

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Mr. Sámi butt sales manager for Kashmir valley nominate this year for Asia ring of honor.

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Quality gold in year-2000-2001 (it was first time in 100 years of Pepsi’s existence that any plant taken gold in its first years of Operation).

 

Quality gold-2001-02. We repeated history in second year also. Ring of honor (sale’s prestigious award):- our sales head Mr.Naginder Razdan achieved this award in year2004-05 & 2005-06 again.

ORGANISATION CHART OF JAI BEVERAGES PVT. LTD

M.D A JAIPURIA EXEC VP

A JAIPURIA

N RAZDAN

A JAIPURIA VP – OPS

VP – HR

GM – FIN

HOS

T S BEDI

N SINGH

D AGNIHOTRI

D MATHUR

Production

HR/IR/N

Quality

Shipping

Engineers

Local Legal Matters

Store Purchase Statutory Compliance Liaison

s

Sales

Finance

Marketing

Direct/Indirect

Liaison

Taxation

Statutory

Statutory

Compliance

Compliance

Liaison

Liaison

PRODUCT PROFILE OF THE ORGANIZATION

Pepsi Products available on the Highway

PEPSI

DIET PEPSI

The flagship product and the best tasting beverage

Great Taste, with only Calories.

7UP

Great Taste.

MOUNTAIN DEW

Crystal clear and Refreshing.

MIRINDA ORANGE

Fruit drink with Orange taste.

MIRINDA LEMON

Fruit drink with lemon taste.

SLICE

Bold mango taste.

AQUAFINA

packaged drinking Water.

MARKETING MIX OF PEPSI 1).

PRODUCTS :        

2).

PEPSI. 7UP. MOUNTAIN DEW. MIRINDA (ORANGE). LEMONY BIITE. SLICE. AQUAFINA. LEHAR SODA. Nimbooz

PACKAGING AVAILABLE:    

2 LITRE (PET). 1.5 litre 1.2 LITRE (PET). I LITRE (PET). 600 ML (PET).

 330 ML CAN.  200 ML (RGB).  TETRA PACK (ONLY SLICE). 3).

PRICE:-

Price is governed by many factors like cost, Govt. Excise, Sales Tax and Market. is at with the competitors.

4).

Here price

PROMOTION :-

Promotion is the aspect of selling and advertising or communicating the benefit of the product or service. To the consumers, as the market segment involved in order to persuade them to purchase such product or service. For Promotion Pepsico changes it’s Logos, Punchlines etc year after year & for the Promotion of their Products Pepsico uses number of Celebrities in their Adverisements.

INTRODUCTION TO TOPIC

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PERFORMANCE APPRAISAL According to Dale Yoder, ―Performance Appraisal includes all formal

procedures used to evaluate personalities and contributions and potentials of the in a working organization. It is a continuous process to secure information necessary for making corrects and objective decisions on employees‖. Appraisal and can occur informally, as when a supervisor notices and comments on a good or poor performance, incident. A more formal method is the structured annual performance review in which a supervisor assesses each employee’s performance using some official appraisal producer. Larger organization tend to use both formal and informal methods, where as many smaller organization use only informal supervisory . Performance appraisal is the function around which all the activities of human resources management resolve. Performance appraisal is a process of evaluating an employee’s performances of a job in term of its requirements .The performances Appraisal is conducted annually by the HRD Department. The immediate superior of the person indicate the strong & weak points of individual, his training needs and growth potential. The Company follows an open kind of appraisal system where HOD has to discuss all the contents of the appraisal from filled out by the superior, with the

appraise so that he can know what his performance has been in the previous year & his shortcomings also come to his notice which he tries to eliminate. The filled up form is sent to HRD Department which makes its own assessment through the form. Once the appraisal form is complete, then increment form is issued & each department is asked to give its recommendations for increments. Based on the appraisal form each individual is graded into following categories: A) Excellent B) Very Good C) Good D) Satisfactory E) Average



MODERN APPRAISAL

Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations - but not all - appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to

identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. (Organizations need to be aware of laws in their country that might restrict their capacity to dismiss employees or decrease pay.) Whether this is an appropriate use of performance appraisal - the assignment and justification of rewards and penalties - is a very uncertain and contentious matter.



EXECUTIVE SUMMARY

Performance Appraisal means systematic evaluation of the personality and performance of each employee by his supervisor some other person trained in the technique of merit rating. It was found that most of the people in the company are not aware about the main objectives of Performance Appraisal i.e., the development of employees. They just have information that it is somehow related to their increments .Some employees don’t know this also. The top management people are of the view that HRD is important but not urgent .Developing an HRD system need commitment from all. The other reason is that is only 4-5 years back that they have started the HRD system. The other thing which I find the company is that almost 70% people are ready to cooperate with HRD department, provided they implement the system properly.



FUNCTIONS OF PERFORMANCE APPRAISAL

Formal performances appraisal can be used for many purposes. Developmental uses of appraisal focus on improving employee’s future performance and career advancement. istrative uses of appraisal include decision making about merit raises and promotion istration

is

also for

use

personnel

research such as test validation or training evaluation.



EMPLOYEE DEVELOPMENT TOOL.

Performance appraisal can be used in several ways to encourage employee development. It plays a role in reinforcing and determining career goals and training needs.



REINFORCING & SUSTAINING PERFORMANCE.

Using performance appraisal as an employee development tools can place the supervisor in a ive reinforcing role .By providing on past performance, a supervisor can encourage employees to sustain good behavior. Praise can augment any financial reward that the employee may receive.



IMPROVING PERFORMANCE.

The supervisor ca use performance appraisal data to suggest ways in which employees might perform better in future. The supervisor can point out strengths and weakness and help employees identify more effective ways to accomplish important tasks.



DETERMINE CAREER PROGRESSION GOALS.

The performance appraisal session gives the supervisor and employee an opportunity to discuss the employee’s long term career goals and plans. The supervisor can advise the employee on the steps to take to reach these goals. As a result, the employee may become more highly motivated to perform well in his or her present position since it is seen as a necessary step an ultimate goal.



DETERMINING TRAINING NEEDS.

Performance appraisal can determine needs of individual employee. If an employee is not performing up to expectation, training may enable him or her to corrupt any skill or knowledge deficiencies.



PERFORMANCE EVALUATION AS AN ISTRATION TOOL.

Besides their use in employee development, performance appraisal also plays a role in istration decision making. Performance appraisal is used in linking rewards to performance and in evaluation the effectiveness of human resource policies and practices.



EVALUATION OF HRM POLICIES & PROGRAMS.

Performance appraisal data can also be used to evaluate the effectiveness of human resource management programs.



REQUIREMENTS OF SOUND APPRAISAL SYSTEM

 The appraisal should be simple to operate and easy to understand.  The performance appraisal system should be performance based fair, just and equitable.  The employees should be made aware of the performance in of goals, targets and behavior.  The appraisal plan should be designed in consultation with the subordinates.  The appraisal system should be opened and participative.  The appraisal system should be valid and reliable.



PURPOSE OF PERFORMANCE APPRAISAL SYSTEM

 It helps to achieve organization task through guided efforts of individual.  It provides data for evolving development plans for individuals.  It provides inputs for decision on transfer and promotion.  It enables clarification of expectations between superior and subordinates.  Effective performance appraisal systems contain two basic systems operating in conjunction: an evaluation system and a system.

 The main aim of the evaluation system is to identify the performance gap (if any). This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.  The main aim of the system is to inform the employee about the quality of his or her performance. (However, the information flow is not exclusively one way. The appraiser also receives from the employee about job problems, etc.)  One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization.



APPRAISAL METHODS

There are two different types of performance appraisal methods:

 TRADITIONAL METHODS  Essay /Unstructured Appraisal.  Straight Ranking Method.  Paired Comparison.  Critical Incident Methods.  Field Review Method.  Checklist Method.  Graphic Rating Scale.  Forced Distribution.



MODERN METHODS  Management by objective.  Assessment Centers.  360 Degree performance Appraisal.  Human Assets ing methods.  Score card.

CHAPTER OBJECTIVES



To study the various performance appraisal techniques adopted in Pepsi for employee satisfaction.

   

To know about the shortcoming of performance appraisal system. To study what is performance appraisal and why organization needs it. To study the different ways of performance appraisal. To study traditional and negotiable performance appraisal methods.

CHAPTER 5 DATA ANALYSIS & INTERPRETATION

1.

Performance appraisal techniques employed in Pepsi is fair & equitable. Response

% of Employees

Agree

25

Disagree

23

Partially Agree

44

Completely Disagree

8

Neither Agree nor Disagree

0

% of Employees 45 40 35 30 25 20 15 10 5 0

44

25

23

8 0 1

2

3

4

Series1

5

INTERPRETATION: It shows that 25% of employees are agreeing that the performance appraisal techniques employed in Pepsi

are fair & equitable. 23% disagree, 44%

partially agree, 8% completely disagree, 0% neither agree nor disagree.

2.

Performance appraisal techniques employed in Pepsi

should be more

elaborative. Response

% of Employees

Agree

8

Disagree

13

Partially agree

3

Completely disagree

9

Neither agree nor disagree

67

70 60 50 40

67

30 20 10

13

8

9

3

0 1

2

3

4

5

INTERPRETATION: It shows that out of 100 employee,8% of employee are agree that the performance appraisal technique in J&K should be more elaborative, 13% disagree, 3% partially agree, 9% completely agree, 67 % neither agree or disagree.

3.

Performance appraisal technique should be conducted half yearly rather annually. Response

% of Employees

Agree

20

Disagree

21

Partially agree

0

Completely disagree

9

Neither agree nor disagree

50

% of Employees 50

50

40 30 20 20

21

10 9 0

0 1

2

3

4

5

INTERPRETATION: It shows that out of 100 employees, 20 % of the employee agrees that performance appraisal technique should be conducted half yearly rather annually.21% disagree, 0% partially agree, 50% neither agree nor disagree.

4.

Performance appraisal techniques are considered as a vital tool & source of motivation of employees. Response

% of Employees

Agree

30

Disagree

10

Partially agree

8

Completely disagree

2

Neither agree nor disagree

50

0

Response Agree 30

Disagree Partially agree

50

Completely disagree Neither agree nor disagree 10

2

8

INTERPRETATION: It shows that out of 100 employees 30 % of the employee agrees that performance appraisal technique as a vital source & motivation of employees, 10% disagree, 8% partially, 2% completely disagree, and 50 % neither agree nor disagree.

5. Performance appraisal techniques used in the organization convey the message that men are valued. Response

% of Employees

Agree

o

Disagree

14

Partially agree

19

Completely disagree

3

Neither agree nor disagree

64

% of Employees

80 70 60 50

5, 64

40

3, 19

30

2, 14

20

4, 3

1, 0

10 0 -10

0

1

2

3

4

5

6

INTERPRETATION: It shows that out of 100 employees, 14 % of the employees disagree that the performance appraisal techniques used in the organization convey the message that men are valued. 0% agrees, 19 % partially disagree, 64 neither agree nor disagree, and 3% completely disagree.

6.

Performance appraisal techniques help in evaluating the effectiveness of HR policies & procedures. Response

% of Employees

Agree

17

Disagree

6

Partially agree

13

Completely disagree

44

Neither agree nor disagree

20

44 45 40 35 30 25

20 17

20

13

15 6

10 5 0 1

2

3

4

5

INTERPRETATION: It shows that out of 100 employees, 17 % agree, that performance appraisal technique helps in evaluating the effectiveness of HR policies & procedures,13% partially agree, disagree.

44% completely disagree, 20% neither agree nor

7.

Performance appraisal techniques give the employees an opportunity to discuss long term career goals and plans with superiors. Response

% of Employees

Agree

37

Disagree

30

Partially agree

17

Completely disagree

11

Neither agree nor disagree

5

% of Employees 37 30

17 11 5

1

2

3

4

5

INTERPRETATION: It shows that out of 100 employees, 37% of the employee agree that performance appraisal techniques give an opportunity to discuss long term career goals & plans with superiors, 5 % neither agree nor disagree, 17% partially agree. 11% completely disagree, 30% disagree.

8.

Performance appraisal techniques increase the effectiveness with which the individual performs the job. Response

% of Employees

Completely disagree

11

Disagree

30

Partially agree

17

Agree

37

Neither agree nor disagree

5

% of Employees

37

30

17

11

5 1

2

3

4

5

INTERPRETATION: It shows that out of 100 employees, 37% agree that performance appraisal technique increases the effectiveness with which individual performs the job, 30%disagree, 17% partially agree, 11% completely disagree, 5% neither agree nor disagree.

9.

Performance appraisal techniques increase the chances of promotion / improvement in the quality of work. Response

% of Employees

Agree

30

Disagree

20

Partially agree

5

Completely disagree

40

Neither agree nor disagree

5

40 40

30

30

20

20 5

10

5

0 Agree

Disagree

Partially agree

Completely Neither disagree agree nor disagree

% of Employees

INTERPRETATION: It shows that out of 100 employees, 30% of the employee agrees that the performance appraisal technique increases the chance of promotion/ improvement in the quality of work. 5% partially agree, 20% disagree, 40 % completely disagree, 5% neither agree nor disagree.

10. Performance appraisal techniques should be employed only at the time of promotion. Response

% of Employees

Agree

12

Disagree

15

partially agree

2

completely disagree

16

neither agree or disagree

55

.

% of Employees 60 55 40 20

12

15 16 2

0 1

2

3

4

5

INTERPRETATION: It shows that out of 100 employees, 12% of employee agrees that the performance appraisal technique should be employed at the time of promotion, 2% partially agree, 16% completely disagree, 55% neither agree nor disagree

11. The result of Performance appraisal techniques must be used for taking important personnel decision such as trainings, transfers etc. Response

% of Employees

Agree

4

Disagree

15

Partially agree

13

Completely disagree

4

Neither agree nor disagree

64

1

Employees % 4% 2 15%

5 64%

3 13%

4 4%

INTERPRETATION: It shows that out of 100 employee, 4 of the employee agree that the performance appraisal techniques must be used for taking important personnel decisions such as transfers, training etc. 15% disagree, 13% partially agree, 4% completely disagree, 64% neither agree nor disagree.

12. An open discussion should be conducted between the superiors & subordinates after the performance appraisals. Response

% of Employees

Agree

15

Disagree

5

partially agree

4

completely disagree

6

Neither agree nor disagree

70

80 70

70

60 50 40 30 20 15 10 5

6

4

0 0

1

2

3

4

5

-10

INTERPRETATION: It shows that out of 100 employees, 15 % agree that an open discussion should be conducted between superiors & subordinates after the performance appraisal, 5%disagree, 4%partially agree, 6%completely disagree, 70%neither agree nor disagree.

6

13. Interpersonal relations lead to biased performance appraisals. Response

% of Employees

Agree

6

Disagree

16

partially agree

2

completely disagree

14

neither agree nor disagree

62

.

% of Employees

62 16 6

14 2

1

2

3

4

5

INTERPRETATION: It shows that 6% of the employee agrees that interpersonal relations lead to biased performance appraisal, 16 disagree, 2%partially agree, 14% completely disagree, 62% neither agree nor disagree

14. The Performance appraisal techniques employed in Pepsi are excellent.

Response

% of Employees

Excellent

55

Very good

7

Satisfactory

14

Average

24

55

60 50 40

24

30 14

20 7 10 0 1

2

3

4

INTERPRETATION: It shows that out of 100 employees. 55% of the employees show that the performance appraisal technique employed in Pepsi are excellent, 7% very good, 14% satisfactory, 24 % average.

CHAPTER 6 FINDINGS & RECOMMENDATIONS

FINDINGS



A circular containing the information about the performance appraisal technique weren’t circulated among the employees.



Majority of the employees in the Pepsi

Ltd. anted the Performance Appraisal

form to be biased performance appraisal.



Performance appraisal procedure increases the effectiveness with which an individual performs the job.



An open discussion/ session wasn’t conducted b/w the superiors and subordinates after the performance appraisal.

RECOMMENDATIONS



Top management commitment is necessary. They should circulate brief descriptions of performance Appraisal to all employees.



From the direct interaction. I found that more than half of the people in the Organizations are not fully about the benefits of appraisal. So I suggest training (seminars) for all employees which will make them familiar about the benefits of appraisal System.



The performance appraisal should be a continuous system. It should be mentioned and evaluate quarterly or half- yearly rather than once in a year. So that the respective Superiors can keep a constant check on the weakness/ strengths.



A regular or Counseling session should be conducted after grading of the Confidential Reports.



The Performance Appraisal forms/ Confidential Reports should be more elaborative.

CHAPTER 7 LIMITATIONS

LIMITATIONS 

The study has been completed during a short period of less than One months which is not enough to gain all the practical knowledge and awareness about organization and its management.



Lack of time was one of the limitations. Because of which all the employees weren’t able to fill the questionnaires.



Some of the employees were not giving their views openly. So. Personal biasness may prevail.

CHAPTER 8 CONCLUSION

Performance Appraisal is the definite guide for today’s competitive businesses enterprise. It is yardstick that would measure the contribution of an organization. Improved measurement of human resources plays a vital role in linking human resource initiative to business strategies for significantly increasing the values. Values and belief that are present in Performance Appraisal System/It should be communicated right from day on through books, handouts. Time should be spent on future aspect rather than past by preparing carefully selected defined recorded targets. Targets should be challenging as well as achievable goals, which are beyond the scope of employees should be selected. Goals, which are mess with group goals and organizational goals, should be selected. Employees should be in position to influence the outcomes.

BIBLIOGRAPHY

BIBLIOGRAPHY

www.google.com www.wikipedi.org www.hindustantimes.com www.pepsi.in www.wikipedia.com

BOOKS

Research Methodology

C Kothari

HRM

Shashi K Gupta

Principles And Practices Of Management

C.B Gupta

Human Resource Development

Santhosh & Sachin

ANNEXURE

QUESTIONNAIRE The contents of this questionnaire are only for academic purposes & information provided by you will be strictly kept confidential. So, kindly fill this questionnaire. 1) Name: 2) Age: 3) Gender: -

Male / Female: -

4) Address : 5) No : -

1. Performance appraisal techniques employed in Pepsi are a fair & equitable a) Agree

b)Disagree

c) Partially agree

d) completely disagree

e) Neither agrees nor disagrees 2. Performance appraisal techniques employed in Pepsi should be more elaborative. a) Agree

b) Disagree

c) Partially Agree

d) completely disagree

e) Neither agrees nor disagrees 3. Performance appraisal techniques should be conducted half yearly rather than annuallya) Agree c) Partially agree

b) Disagree d) completely disagree

e) Neither agrees nor disagrees 4. Performance appraisal techniques are considered as a vital tool and source of motivation of employees-

a) Agree

b) Disagree

d) Partially agree

d) completely disagree

e) Neither agrees nor disagrees 5. Performance appraisal techniques used in the organization convey the message the men are valueda) Agree

b) Disagree

c) Partially agree

d) completely Disagree

e) Neither agrees nor disagrees 6. Performance appraisal techniques help in evaluating the effectiveness of HR policies and proceduresa) Agree

b) Disagree

c) Partially agree

d) completely disagree

e) Neither agree or nor disagree 7. Performance appraisal techniques help in making superior subordinates relationshipa) Agree

b) Disagree

C) Partially agree

d) completely disagree

e) Neither agrees nor disagrees

8. Performance appraisal techniques give the employees an opportunity to discuss long term career goals and plans with the superiorsa) Agree

b) Disagree

c) Partially agree

d) completely disagree

e) Neither agrees nor disagrees. 9. Performance appraisal techniques increases the effectiveness with which the individual performs the joba) Agree

b) Disagree

c) Partially

d) completely disagree

e) Neither agrees nor disagrees 11. Performance appraisal techniques should be employed only at the time of promotiona) Agree

b) Disagree

c) Partially agree

d) completely disagree

e) Neither agrees nor disagrees 12. The result of Performance appraisal techniques must be used for taking important personnel decisions such as trainings, transfers, etc. a) Agree

b) Disagree

c) Partially agree

d) completely disagree

e) Neither agrees nor disagrees

13. An open discussion should be conducted between the superiors & subordinates after the performance appraisalsa) Agree

b) Disagree

c) Partially agree

d) completely disagree

e) Neither agrees nor disagrees 14. Interpersonal relations lead to biased performance appraisalsa) Agree

b) Disagree

c) Partially agree

d) completely disagree

e) Neither agrees nor disagrees 15. The performance appraisal techniques employed in Pepsi area) Excellent c) Satisfactory

b) very good e) Average