ACKOWLEDGEMENT

Before I get into the thick of the things I would like to add a few heartfelt words for the people who were
part of this project in numerous ways. In this context I would like to express my gratitude towards my
parents and family members who have constantly supported and played a pivotal role in shaping my
career.
I would also like to thank Mr. ASHOK KUMAR (ASST. MANAGER) of Varun Beverages without
whose support this project couldn’t have been in the form in which it is now. I owe more than what I can
mention mostly for teaching me to see the silver lining in every dark cloud.
I owe my sincere gratitude towards my faculty guide Mr. HARSH PUROHIT (Professor) for extending
the support towards the completion of the project. And finally I would like to thank my friends for their
unending support.

(ANUGYA BISHT)
MBA- III semester
 PREFACE

The Varun beverage ltd is the one of the largest franchisees in the world (outside US) carbonated soft
drinks (“CSDs”) and non carbonated beverages (“NCBs”).
The project is a sincere effort to study of Finance and Banking in Varun Beverages. A descriptive
research procedure has been applied to come to the conclusion the project. A detailed questionnaire
had been prepared and the responses of their sample had been collected for the analysis. The project
later ended with the analysis of the responses keeping the limitation under consideration.
 CONTENT
SL N0. TOPICS

1 TRAINING CERTIFICATE 1
2 ACKNOWLEDGEMENT 2
3 EXECUTIVE SUMMARY 5
4 INTRODUCTION 6-21

2.1 - Introduction
2.2 - Company Profile
2.3 - Recruitment & Selection
2.4 – Objective of the Study

5 LITERATURE REVIEW 22-24

6 RESEARCH METHODOLOGY 25-39

4.1 – Research Methodology

4.2 – Sampling Design & Sample Size
4.3 – Sampling Methodology
4.4 – Research Tool
4.5 – Statistical Terms
4.6 – Data Analysis & Interpretations
7 FINDINGS 40
8 CONCLUSION 41
9 LIMITATONS 42
10 SUGGESTION 43
11 APPENDIX 44-45

46
12 BIBLIOGRAPHY
 INTRODUCTION
I have done my project on Finance and Banking process in ‘VARUN BEVERAGES’. The reason I have chosen
recruitment and selection process to enable the knowledge how the company recruit the candidates and on what
basis they choose the candidate. This study is helpful for my career as well as to the company.

The chapter-1: contains the report regarding introduction part of the company. This chapter starts with the
introduction- an abstract and over view of the study. Then 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 techniques and methodology of the study.

The chapter-2: is the origin of the VARUN BEVERAGES. This holds information regarding the company
history, milestones, and the important dates of the company. This is an overview of the company which shows
the entire information regarding the management details.

The chapter-3: is the profile of the company involving details regarding human sustainability, R&D Drives,
responsibilities and company information

The chapter-4: gives information regarding VARUN BEVERAGES. Holding details like company values and
principles, mission and vision of the company

The chapter-5: enables the main objective of the project i.e. Finance and Banking process. This contains the
objective, need and importance of the topic and the current process held up by the VARUN BEVERAGES. The
detailed study of the topic is given under this chapter.
 COMPANY PROFILE

PepsiCo Inc. is an American multinational food, snack and beverage corporation founded by ‘DONALD M.
KENDALL, Sr. and HERMAN in 1965, headquartered in Purchase, New York, United States, with interests in
the manufacturing, marketing, and distribution of grain-based snack foods, Varun Beverages, and other products.
PepsiCo was formed in 1965 with the merger of the Pepsi-Cola Company and Frito-Lay Inc. PepsiCo has since
expanded from its namesake product Pepsi to a broader range of food and beverage brands, the largest of which
includes an acquisition of Tropicana in 1998 and of Quaker Oats in 2001, which added the Gatorade brand to its
portfolio. Frito-Lay North America; Quaker Foods North America; North America Beverages; Latin America;
Europe Sub-Saharan Africa; and Asia, Middle East, and North Africa. The Frito-Lay North America segment
markets, distributes, and sells snack foods under the Lay's, Doritos, Cheetos, Tostitos, Fritos, Ruffles, and
Santitas brands. The Quaker Foods North America segment includes cereals, rice, and pasta under the Quaker,
Aunt Jemima, Quaker Chewy, Cap'n Crunch, Life, and Rice-A-Roni brands. The North America Beverages
segment consists of beverage concentrates, fountain syrups, and finished goods under various beverage brands
such as Pepsi, Gatorade, Mountain Dew, Diet Pepsi, Aquafina, Diet Mountain Dew, Tropicana Pure Premium,
Sierra Mist, and Mug. The Latin America segment covers beverage, food, and snack businesses in Latin America
region. The Europe Sub-Saharan Africa segment comprises of beverage, food, and snack goods in Europe and
Sub-Saharan Africa regions. The Asia, Middle East, and North Africa segment offers snack food products under
the Lay's, Kurkure, Chipsy, Doritos, Cheetos, and Crunchy brands. The company was founded by Donald M.
Kendall, Sr. and Herman W. Lay in 1965 and is headquartered in Purchase, NY.

As of January 26, 2012, 22 of PepsiCo's brands generated retail sales of more than $1 billion apiece, and the
company's products were distributed across more than 200 countries, resulting in annual net revenues of
$63.525 billion. Based on net revenue, PepsiCo is the second largest food and beverage business in the world.
Within North America, PepsiCo is the largest food and beverage business by net revenue.

‘Ramon Laguarta’ has been the chief executive of PepsiCo since October, 2018 succeeding, Indra
Krishnamurthy Nooyi. The company's beverage distribution and bottling is conducted by PepsiCo as well as by
licensed bottlers in certain regions. Approximately 263,000 employees generated $63.525 billion in revenue as of
2017- 2018, with a whooping profit of $ 1.9 billion.

The recipe for the soft drink Pepsi was first developed in the 1880s by Caleb Bradham, a pharmacist and
industrialist from New Bern, North Carolina. He coined the name "Pepsi-Cola" in 1898. As the cola developed in
popularity, he created the Pepsi-Cola Company in 1902 and registered a patent for his recipe in 1903. The Pepsi-
Cola Company was first incorporated in the state of Delaware in 1919.
The company went bankrupt in 1931 and on June 8 of that year, the trademark and syrup recipe were purchased
by Charles Guth who owned a syrup manufacturing business in Baltimore, Maryland. Guth was also the president
of Loft, Incorporated, a leading candy manufacturer, and he used the company's labs and chemists to reformulate
the syrup.

He further contracted to stock the soda in Loft's large chain of candy shops and restaurants, which were known
for their soda fountains, used Loft resources to promote Pepsi, and moved the soda company to a location close
by Loft's own facilities in New York City.

In 1935, the shareholders of Loft sued Guth for his 91% stake of Pepsi-Cola Company in the landmark case Guth
v. Loft Inc. Loft won the suit and on May 29, 1941 formally absorbed Pepsi into Loft, which was then re-branded
as Pepsi-Cola Company that same year. Loft restaurants and candy stores were spun off at this time. In the early
1960s, Pepsi-Cola's product lines expanded with the creation of Diet Pepsi and purchase of Mountain Dew.
 PROBLEM IMPORTANCE

Generally after finishing of the studies the next step of candidates is to get into the job or business. So in order to
get a clear cut idea how organization recruit the candidates and what they prefer the most in a candidate, I have
done my project on recruitment and selection. This helps me for further steps.

When it relates to me I can get the complete picture how the process is being taking place and helps for my career
when I go for an interview. This is even useful for organization for viewing their present situation whether they
are processing properly or not and helpful to make the required changes for the future purpose.

 The preview of the recruitment and selection process

 Acts as guidelines
 Enables types of process is being used
 Enables the required changes
 Maintains the complete overview of the process
 ORIGIN OF PEPSICO

It was first introduced as "Brad's Drink" in New Bern, North Carolina in 1898 by Caleb Davis Bradham, which
made it at his pharmacy where the drink was sold. It was later named Pepsi Cola, possibly due to the digestive
enzyme pepsin and kola nuts used in the recipe. Bradham sought to create a fountain drink that was delicious and
would aid in digestion and boost energy.
In 1903, Bradham moved the bottling of Pepsi-Cola from his drugstore to a rented warehouse. That year,
Bradham sold 7,968 gallons of syrup. The next year, Pepsi was sold in six-ounce bottles, and sales increased to
19,848 gallons. In 1909, automobile race pioneer Barney Old-field was the first celebrity to endorse Pepsi-Cola,
describing it as "A bully drink...refreshing, invigorating, a fine bracer before a race". The advertising theme
"Delicious and Healthful" was then used over the next two decades. In 1926, Pepsi received its first logo redesign
since the original design of 1905. In 1929, the logo was changed again.
Assets were sold and Roy C. Megargel bought the Pepsi trademark. Eight years later, the company went bankrupt
again. Pepsi's assets were then purchased by Charles Guth; the President of Loft Inc. Loft was a candy
manufacturer with retail stores that contained soda fountains. He sought to replace Coca-Cola at his stores'
fountains after Coke refused to give him a discount on syrup. Guth then had Loft's chemists reformulate the
Pepsi-Cola syrup formula.

ORIGIN OF SOFT DRINK

Late Charan Singh is credited with initiative to set up Soft drink industry in the city. He was a resident of
Phagwara, Punjab and he used to sell soft drink in carts. Domestic tension forced him to march to Ghaziabad 50
years ago to seek a living for him. Then he set up his own machine and started bottling without any brand name.
Today his son Mr. Sunder Gurudev is carrying out the legacy, which his father had left behind. This plant
operates only 3 months (summer). Even today Greater Noida remembers the great exponent THANDA WALA.
The credit of establishing Greater Noida in the soft drink map goes to late Dharamchand Kamani. During the
course of his business trips he was struck with the idea of setting up of a soft drink industry in Bihar. June 1967
was significant for soft drink industry in Greater Noida.
 ‘VARUN BEVERAGES Pvt. Ltd.’

Varun Beverages Pvt. Ltd., Greater Noida is a franchise owned bottling plant is located on Industrial Area at
Greater Noida and producing Pepsi range of bottled soft drinks, viz. Pepsi, Mirinda, 7up, Mountain Dew, Slice
and Soda and it has now become a house hold word in the state of Greater Noida. .He was very much
enthusiastic to increase the production and sales and to nature the whole market of NCR
He established another plant in the same name of Varun Beverages Pvt. Ltd. And increased the production from
his new plant is 600 bottles per minute. The company symbolizes self reliance in technology and ranked as the
best bottling company of the country in terms of quality, efficiency, and productivity.
Till 1998 it was under its chairperson Smt. Kokum Kamani and the country has constantly bagged numerous
awards in various occasions for quality assurance and productivity. In 1993 it bagged top honors for the best
quality conscious plant among all the Pepsi bottling companies in India.
Varun Beverages Pvt. Ltd. Was established in the year 1967 and production commenced in March 1969. At the
very start company installed state of art machines and technology for the production and bottling of soft drink.
The bottling plant with a capacity of 220 bottles per minutes was totally automatic and also had a modern state of
art intermix machine for bringing forth the right blend of flavors.
The company constitutes to adopt innovative technology in keeping with its policy of constant entered into an
agreement with Pepsi food limited for the production and sales of soft drinks for the people of Greater Noida.
Right now there is only one bottling plant of Pepsi in Greater Noida and it caters the need of all the Pepsi
products.
 ONE DAY IN PEPSI PLANT

In summer, when the mercury level crosses 40˚C we wish to have ice creams or cold drinks only. And it is as like
a dream, if one gets the chance to visit the production unit of a cold drink plant, and also gets opportunity to have
cold drinks without any limit and cost on such a hot day. Also a dream day for me when I got such an opportunity
to visit the production unit of Pepsi of Varun Beverages Pvt. Ltd., Greater Noida.

Here I want to share my experience of visiting the production unit of Pepsi and knowledge. I gained after
seeing the production processes of different brands of Pepsi. But before going into the deep I would like to thank
Mr. Dhananjay Kumar (M.E), who changed the hottest day into my dream’s day and also to all staffs of Varun
Beverages Pvt. Ltd., Greater Noida for guiding me during this visit and sharing their vast knowledge and
experience with me.

Pepsi production process:

Any cold drinks (soft drinks) generally contains
 Water
 Sugar
 Flavors or fruit pulp
 Chemicals
 CO2 gas (in carbonated soft drinks)

The below four ingredients are added with the first ingredient i.e. water and cold drink is prepared. Here in
Varun Beverages Pvt. Ltd. also the same ingredients are used to prepare pepsi and its’ other brands. All these
ingredients are added at different stages by different processes. The diagram in the next page represents the flow
or sequence of steps involved in the manufacturing of Pepsi products. Pepsi products are available in different
SKUs (stock keeping units) or packs, e.g. glass bottle, pet bottle, metal can, tetra pack etc. the preparation of main
liquid or drink is same but the machines and equipments used for filling in different SKUs are different.
 Process flow diagram

During my visit to Varun Beverages Pvt. Ltd. Greater Noida, I saw

1. Water treatment plant, where water is purified.
2. Bottle washing plant, where used glass bottles are washed
3. Syrup room, where syrup is prepared from sugar.
4. Bottle filling plant, where bottles are filled with the final product.
5. Acid room, where custic soda is kept, which is used for cleaning the equipments and pipelines after every
batch of production.
6. Yard for keeping empty bottles and ware houses for storing the filled bottles.
 RECRUITMENT & SELECTION

Recruitment and selection are two of the most important functions of personnel management. Recruitment
precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective
selection of efficient personnel. Recruitment is called as a positive process with its approach of attracting as
many candidates as possible for the vacant jobs

Staffing is one basic function of management. All managers have responsibility of staffing function by selecting
the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank
and file workers. However, the personnel manager and his personnel department are mainly concerned with the
staffing function.

Every organization needs to look after recruitment and selection in the initial period and thereafter as and when
additional manpower is required due to expansion and development of business activities. Selection is called as a
negative process with its elimination or rejection of as many candidates as possible for identifying the right
candidate for the position.

Right person for the right job’ is the basic principle in recruitment and selection. Ever organization should give
attention to the selection of its manpower, especially its managers. The operative manpower is equally important
and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for
carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable
candidates is essential. Human resource management in an organization will not be possible if unsuitable persons
are selected and employment in a business unit.
 RECRUITMENT

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and
appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs,
from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The
process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of
applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and
suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific
selection.

In recruitment, information is collected from interested candidates. For this different source such as newspaper
advertisement, employment exchanges, internal promotion, etc. Are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates.
Recruitment represents the first contact that a company makes with potential employees

Definition:

According to EDWIN FLIPPO,

“Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the
organization.”

Need for recruitment:

The need for recruitment may be due to the following reasons / situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor
turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an
enterprise. In addition, new vacancies are possible due to job specification.
 SELECTION PROCESS

Rejected Application
Selection is a long process, commencing from the preliminary interview of the applicants and ending with the
contract of employment.

The following chart gives an idea about selection process: -

External Environment

Internal Environment

Preliminary Interview

Selection Tests

Employment Interview

Reference and Background

Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation
 Environment factor affecting selection

Selection is influenced by several factors. More prominent among them are supply and demand of specific skills
in the labor market, unemployment rate, labor- market conditions, legal and political considerations, company’s
image, company’s policy, human resources planning and cost of hiring. The last three constitute the internal
environment and the remaining form the external environment of selection process.

STEP 1
PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants.
This is usually followed by a preliminary interview the purpose of which is more or less the same as scrutiny of
application, that is, eliminate of unqualified applicants. Scrutiny enables the HR specialists to eliminate
unqualified jobseekers based on the information supplied in their application forms. Preliminary interview, on the
other hand, helps reject misfits for reason, which did not appear in the application forms. Besides, preliminary
interview, often called ‘courtesy interview’, is a good public relation exercise.

STEP 2
SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests
may be administered, depending on the job and the company. Generally, tests are used to determine the
applicant’s ability, aptitude and personality.

The following are the type of tests taken:

1). Ability tests

2). Aptitude test
 Forms of aptitude test:
 Mental or intelligence tests
 Mechanical aptitude tests
 Psychomotor or skills tests
3). Intelligence test
4). Interest Test
5). Personality Test
6). Projective Test
7). General knowledge Test
8). Perception Test
9). Graphology Test
10).Polygraph Test
11). Medical Test
 ADVERTISEMENTS:

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach.

PepsiCo advertises in:

1) NEWS PAPERS:

 Times of India

 The economic times

 Indian express

 Hindustan times

 The financial express

2) MAGAZINES:

 Business world

 Business Today

 India Today

 capital market

 Business journals

Advertisements contain proper information like the job content, working conditions, location of job,
compensation including fringe benefits, job specifications, growth aspects, etc.

The advertisement sells the idea that the company and job are perfect for the candidate.
 CONSULTANTS:

PepsiCo also seeks the help of consultants who are in the profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring
process. They also keep prospective employer and employee anonymous.

INDUSTRIES:

PepsiCo also hires experienced professionals from the industry at various mid-level and senior positions.

THE SELECTION PROCESS OF PEPSICO:

Steps:
1. Initial screening of interviews:

Initial Screening is done on the basis of applicants and applications. A preliminary interview is conducted so as
to select the suitable candidate who can go through further stages of interviews.
Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If the candidates do not
meet the requirement they are rejected.
And for higher posts applications and applicants both play a major role in the screening process.

2. Completion of application forms:

Application form establishes the candidate’s general details like name, address, telephone number, education,
job- related training, work-experience with dates, company names, and job details, professional or industrial
involvement, hobbies and recreational pursuits.
The company establishes as many hypotheses about the candidate from the details provided in the application
form. It then decides what areas of information it needs to explore or investigate more specifically during the
interview.
Company sees to it that no judgment is passed about the candidate based only at this level. What drawn here is
hypotheses and not conclusions.
Application forms are such framed that, they provide the necessary details to the organization without affecting
the sentiments and feelings of the candidate.

OBJECTIVES
Recruitment and selection plays a vital role in any organization. Since employees are the valuable assets of the
company, they have to be placed in right position at right time. The main objective of my study is to know the
key stones of recruitment and selection process and the next is to analyze the process and make the necessary
changes if required.

 To study the recruitment process of the PEPSICO.

 To study hierarchy level of the process
 To know the various sources of recruitment and selection adopted by PEPSICO.
 To know the loop holes of the process
 To suggest the suitable ways aimed at improving the recruitment process

LITERATURE REVIEW
Report on the Consolidated Financial Statements 1. We have audited the accompanying consolidated
financial statements of Varun Beverages Limited, (“the Holding Company”) and its subsidiaries (the
Holding Company and its subsidiaries together referred to as “the Group”) and its associates, which
comprise the Consolidated Balance Sheet as at 31 December 2015, the Consolidated Statement of Profit
and Loss and the Consolidated Cash Flow Statement for the year then ended, and a summary of the
significant accounting policies and other explanatory information. Management’s Responsibility for the
Consolidated Financial Statements 2. The Holding Company’s Board of Directors is responsible for the
preparation of these consolidated financial statements in terms of the requirements of the Companies Act,
2013 (“the Act”) that give a true and fair view of the consolidated financial position, consolidated
financial performance and consolidated cash flows of the Group and its associates, in accordance with the
accounting principles generally accepted in India, including the Accounting Standards specified under
Section 133 of the Act, read with Rule 7 of the Companies (Accounts) Rules, 2014 (as amended). The
Holding Company’s Board of Directors, and the respective Board of Directors/ management of the
subsidiaries included in the Group, and of its associates are responsible for the design, implementation
and maintenance of internal control relevant to the preparation and presentation of the financial
statements that give a true and fair view and are free from material misstatement, whether due to fraud or
error. Further, in terms with the provisions of the Act, the respective Board of Directors of the Holding
Company and its subsidiaries and associates, which are incorporated in India are responsible for
maintenance of adequate accounting records; safeguarding the assets; preventing and detecting frauds and
other irregularities; selection and application of appropriate accounting policies; making judgments and
estimates that are reasonable and prudent; and design, implementation and maintenance of adequate
internal financial controls, that were operating effectively for ensuring the accuracy and completeness of
the accounting records, relevant to the preparation and presentation of the financial statements, which
have been used for the purpose of preparation of the consolidated financial statements by the Directors of
the Holding Company, as aforesaid. Auditors’ Responsibility 3. Our responsibility is to express an
opinion on these consolidated financial statements based on our audit. 4. While conducting the audit, we
have taken into account the provisions of the Act, the accounting and auditing standards and matters
which are required to be included in the auditors’ report under the provisions of the Act and the Rules
made thereunder. 5. We conducted our audit in accordance with the Standards on Auditing specified
under Section 143(10) of the Act. Those Standards require that we comply with ethical requirements and
plan and perform the audit to obtain reasonable assurance about whether the consolidated financial
statements are free from material misstatement. 6. An audit involves performing procedures to obtain
audit evidence about the amounts and the disclosures in the consolidated financial statements. The
procedures selected depend on the auditor’s judgment, including the varun beverages limited
(consolidated) 2 assessment of the risks of material misstatement of the consolidated financial statements,
whether due to fraud or error. In making those risk assessments, the auditor considers internal financial
controls relevant to the Holding Company’s preparation of the consolidated financial statements that give
a true and fair view in order to design audit procedures that are appropriate in the circumstances, but not
for the purpose of expressing an opinion on whether the Holding Company has in place an adequate
internal financial controls system over financial reporting and the operating effectiveness of such
controls. An audit also includes evaluating the appropriateness of the accounting policies used and the
reasonableness of the accounting estimates made by the Holding Company’s Board of Directors, as well
as evaluating the overall presentation of the consolidated financial statements. 7. We believe that the audit
evidence obtained by us and the audit evidence obtained by the other auditors in terms of their reports
referred to in sub-paragraph 9(a) of the Other Matter paragraph below, is sufficient and appropriate to
provide a basis for our audit opinion on the consolidated financial statements. Opinion 8. In our opinion
and to the best of our information and according to the explanations given to us and based on the
consideration of the reports of the other auditors on the financial statements of the subsidiaries and
associate, the aforesaid consolidated financial statements give the information required by the Act in the
manner so required and give a true and fair view in conformity with the accounting principles generally
accepted in India, of the consolidated state of affairs of the Group and its associates as at 31 December
2015, and their consolidated profit and their consolidated cash flows for the year ended on that date.
Other Matter 9. (a) We did not audit the financial statements of four subsidiaries, included in the
consolidated financial statements, whose financial statements reflect total assets (after eliminating intra-
group transactions) of ` 8,597.39 millions as at 31 December 2015, total revenues (after eliminating intra-
group transactions) of ` 5,528.49 millions and net cash flows amounting to ` 34.34 millions for the year
ended on that date. The consolidated financial statements also include the Group’s share of net profit of `
12.90 millions for the year ended 31 December 2015, as considered in the consolidated financial
statements, in respect of an associate, whose financial statements have not been audited by us. These
financial statements have been audited by other auditors whose reports have been furnished to us by the
Management and our opinion on the consolidated financial statements, in so far as it relates to the
amounts and disclosures included in respect of these subsidiaries and associate, and our report in terms of
sub-Sections (3) and (11) of Section 143 of the Act, in so far as it relates to the aforesaid subsidiaries and
associate, is based solely on the reports of the other auditors. Our opinion on the consolidated financial
statements, and our report on Other Legal and Regulatory Requirements below, is not modified in respect
of the above matters with respect to our reliance on the work done by and the reports of the other
auditors. Report on Other Legal and Regulatory Requirements 10. As required by the Companies
(Auditor’s Report) Order, 2015 (“the Order”), issued by the Central Government of India in terms of
Section 143(11) of the Act, we give in the Annexure a statement on the matters specified in paragraphs 3
and 4 of the Order, as applicable to such companies. 11. As required by Section 143(3) of the Act, and
based on the auditor’s reports of the associate Company incorporated in India, we report, to the extent
applicable, that:varun beverages limited (consolidated) 3 For O.P. Bagla & Co. Chartered Accountants
Firm Registration No.: 000018N For Walker Chandiok & Associates Chartered Accountants Firm
Registration No.: 001329N per Kripa Shankar Shukla Partner Membership No.: 515763 per Nitin
Toshniwal Partner Membership No.: 507568 Place : Gurgaon
Date : 28 March 2016 a) We have sought and obtained all the information and explanations which to the
best of our knowledge and belief were necessary for the purpose of our audit of the aforesaid consolidated
financial statements; b) In our opinion, proper books of account as required by law relating to preparation
of the aforesaid consolidated financial statements have been kept so far as it appears from our
examination of those books and the reports of the other auditors; c) The reports on the accounts of the
associate Company incorporated in India, audited by the other auditor, and have been properly dealt with
in preparing this report; d) The consolidated financial statements dealt with by this Report are in
agreement with the relevant books of account maintained for the purpose of preparation of the
consolidated financial statements; e) In our opinion, the aforesaid consolidated financial statements
comply with the Accounting Standards specified under Section 133 of the Act, read with Rule 7 of the
Companies (Accounts) Rules, 2014(as amended); f) On the basis of the written representations received
from the Directors of the Holding Company as on 31 December 2015 taken on record by the Board of
Directors of the Holding Company and the reports of the other statutory auditor of its associate Company
incorporated in India, none of the Directors of the Holding Company and its associate Company,
incorporated in India is disqualified as on 31 December 2015 from being appointed as a Director in terms
of Section 164 (2) of the Act. g) With respect to the other matters to be included in the Auditor’s Report
in accordance with Rule 11 of the Companies (Audit and Auditor’s) Rules, 2014, in our opinion and to
the best of our information and according to the explanations given to us: (i) As detailed in Note 34, the
consolidated financial statements disclose the impact of pending litigations on the consolidated financial
position of the Holding Company and its associate Company incorporated in India. (ii) The Holding
Company and its associate Company incorporated in India did not have any long-term contracts including
derivative contracts for which there were any material foreseeable losses. (iii) There were no amounts
which were required to be transferred to the Investor Education and Protection Fund by the Holding
Company and its associate Company incorporated in India.
 RESEARCH METHODOLOGY

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

SAMPLING METHOD AND SAMPLE SIZE

I used both the primary as well secondary data to gather the data from the market.

Sample Size = 100.

1) Primary data: -
I have collected the data directly from the employees, since I followed the observation method I have noted down
all related information; even I took personal interview of employee.

2) Secondary data: -
Secondary data consist of information that already exists somewhere, having been collected for another
purpose. I have gathered secondary data from website of different operators, newspapers and libraries.
 SAMPLING METHODOLOGY

Since I have done my project on basis of observation method, I directly visited the places and noted down the required
information, even I took personal interview of the employees for some requirements.

RESEARCH TOOL

The primary data collected by using the observation method. Before starting the work I have prepared questionnaire
depending up on my requirements, while going to employees I carried down this questionnaire and started ticking the
proper answers from the employees. Some answers obtain by observation of the employees.

STATISTICAL TERMS

The responses of all the questions were summed up from all the answered questionnaires. These summed up
responses were calculated to derive the percentages-to make the interpretations more elucidated, being
represented in the form of tables, pie-diagrams and other graphical tools.
 Data analysis & Interpretation

Age

Table 1.1

AGE PERCENTAGE
21-25 15 %
26-30 26 %
31-35 24 %
36-40 23 %
41 and Above 12 %

Figure 2.1

Interpretations:

Out of the 100 Respondents, 26 of them falls under the age group of 26-30, 24 of them falls under 31-35, 23 of
them falls under 36-40, 15 of them falls under 21-25 and 12 of them falls under the age group of 41 and above.
 Gender

Table 1.2

GENDER PERCENTAGE
MALE 75 %
FEMALE 25 %
TRANS - GENDER NIL

Figure 2.2

Interpretations :

Out of the 100 Respondents, 75 of them are males while 25 of the total are females.
 Salary

Table 1.3

SALARY PERCENTAGE
Less than 10K 8.1 %
Less than 20K 15.2 %
20K – 30K 27.3 %
30K – 50K 34.3 %
50K and above 15.2 %

Figure 2.3

Interpretations :

Out of the 99 respondents, the highest percentage of them are earning 30K- 50K while the lowest percentage falls
under Less than 10K.
 Source for Procurement of the candidate

Table 1.4

SOURCES FOR PROCUREMENT PERCENTAGE

Job Portals 32 %
Newspaper 31 %
Employee Referral 37 %

Figure 2.4

Interpretation:

Among the 100 respondents, 37 of them felt that employee referrals is the best resource for the procurement of
the candidates, 32 of them felt that job portals is the best resource procurement of the candidates, 31 of them felt
that news papers is the best resource for the procurement of the Candidates.
 Criteria for filtering the candidate

Table 1.5

CRITERIA PERCENTAGE
Qualification 33.3 %
Work Experience 31.3 %
Personal Skills 35.4 %

Figure 2.5

Interpretation:

Among 99 respondents 35.4% of them felt that Personal Skills should be the major criteria, 33.3% of
them felt that Qualification should be the major criteria, 31.3% of them felt that Work Experience should
be the major criteria.
 Interview techniques

Table 1.6

INTERVIEW TECHNIQUES PERCENTAGE

Behaviour Interview 29.3 %
Stress Interview 33.3 %
Depth Interview 37.4 %

Figure 2.6

Interpretation:

Among 99 respondents, 37.4% of them felt that Depth Interviews are best suitable for their requirement, 33.3%
of them felt Stress Interviews are best suitable for their requirement and 29.3% of them felt that Behavioral
Interviews are best suitable for their requirement.
 What attracts candidates towards the organization?

Table 1.7

FACTORS PERCENTAGE
Compensation 29 %
Job Selectionm 35 %
Career growth 36 %

Figure 2.7

Interpretation:

Among 100 respondents, 36 of them felt that Career Growth attracts candidates towards the organization, 35 of
them felt that Job Satisfaction attracts candidates towards the organization, 29 respondents felt that
Compensation and Perks attracts the candidate towards the organization.
 Reference Check

Table 1.8

AFFECTIVE RECRUITMENT PERCENTAGE

PROCESS
Yes 80.8 %
No 19.2 %

Figure 2.8

Interpretation:

Among 99 respondents, 80.8% of the respondents felt that reference check will add value to the recruitment
process and 19.2% respondents felt that it doesn’t add value to the recruitment process of the Pearl Varun
Beverages Ltd.
 Necessity of formal induction program

Table 1.9

VALUE PERCENTAGE
Yes 79.4 %
No 20.6 %

Figure 2.9

Interpretation:

Among 97 respondents, 79.4% of the respondents felt that the orientation program will add value to the
performance of inductees and 20.6% of them felt that it doesn’t add value to the performance of inductees.
 Work Environment

Table 1.10

Strongly
Strongly Agree Agree Neutral Disagree
Disagree
22% 33% 26% 14% 5%

Figure 2.10

Interpretation:

From the above Graph it can be inferred that, out of 100 respondents, 22% members strongly agrees, 33%
members agree, 26% members are neutral, 14% members disagrees and 5% members strongly disagrees.
 Supervisor Guidance

Table 1.11

Strongly Strongly
Agree Neutral Disagree
Agree Disagree

21.4% 35.7% 24.5% 13.3% 3.1%

Figure 2.11

Interpretation:

From the above graph it can be inferred that out of 98 respondents, 21.4% members of them are strongly agree,
35.7% members of them are agree, 24.5% members of them are neutral, 13.3% members disagrees and none of
them strongly disagrees.

Flexibility of Work Hours

Table 1.12
 Strongly
Strongly Agree Neutral
Disagree
43.4% 38.4% 18.2%

Figure 2.12

Interpretation:

From the above graph it can be inferred that among 99 respondents, 43.4% members of them are strongly agree,
38.4% members of them are agree, 10 members of them are neutral, 18.2% members of them are disagree and
none of them are strongly disagree.

Job Satisfaction

Table 1.13
 Strongly
Strongly Agree Agree Neutral Disagree
Disagree
19% 37% 25% 16% 3%

Figure 2.13

Interpretation:

From the above graph it can be inferred that out of 100 respondents, i.e. 19% of them are strongly agree, 37% of
them are agree, 25% of them are neutral, 16% of them disagrees and none of them strongly disagrees.

FINDINGS
 26-30, is the most popular age employed.
 Most employees falls under the category of 30K-50K salary
 Employees’ referrals is the source for the procurement of the candidate.
 Personal Skills are the general criteria for the filtering of the candidate pool that the company requires.
 A Depth interviews technique is most suitable for the recruitment of candidate in PEPSI.
 Job satisfaction and Career growth attracts candidates towards pearl Varun Beverages limits (PEPSI), in
recruitment perspective.
 Reference check and orientation program will add value to the recruitment process of the pearl Varun
Beverages ltd.
 Most of the respondents Agrees with the work environment.
 Most of the respondents Agrees for having the necessary inputs for smooth functioning of the
performance.
 Most of the Respondents are quite comfortable with working hours in the organization.
 Most of the people Agrees with the Job Satisfaction.
 CONCLUSION

The human element of organization is the most crucial asset of an organization. Taking a closer perspective -it is
the very quality of this asset that sets an organization apart from the others, the very element that brings the
organization’s vision into fruition.
One can grasp the strategic implications that the manpower of an organization has in shaping the fortunes of an
organization. This is where the complementary roles of Recruitment and Selection come in. The role of these
aspects in the contemporary organization is a subject on which the experts have pondered, deliberated and
studied, considering the vital role that they obviously play.
The essence of recruitment can be summed up as ‘the philosophy of attracting as many applicants as possible for
given jobs’. The face value of this definition is what guided recruitment activities in the past. Ina bid to
underscore this subtle point, the project examines the various processes and nuances one of the most critical
activities of an organization.
The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical step
in the HR process is the selection of qualified and competent people. As such, this process concentrates on
differentiating between applicants in order to identify – and hire- those individuals whose abilities are consistent
with the organization’s requirements.
 LIMITATIONS

 The current study is based up on the information provided by the company. So the scope of the
study falls within limitations of the current period of the company.

 The study is mainly concerned with the PepsiCo, Greater Noida.

 The scope and period of study is restricted to the following.

 The scope is limited to the operations of PEPSICO information obtained from Primary and
Secondary sources.

 The key performance indications were taken from the period of duration, 6 weeks..

 The study is conducted under particular territories only, so the results cannot be generalize for
entire division.

 So the data which I collected is limited to the specified period only.

 The sample size of 50 might not represent the perception of whole population
 SUGESSTIONS

We give the following suggestion that can be use for better management and the profitability of the company.

 The Pepsi is not so strong as compare to Coco cola. Its need to be stronger for better competition.
 The company should provide attractive offer to indirect employees.
 The employee should be trained and to be effective towards their works.
 They should create open communication between management and employee.
 Pepsi fridge and racks should be make easily available for the retailers.
 More emphasis should be given in retaining and building loyalty among retailers while at the same time
new retailers should be encouraged to sell Pepsi.
 Another brand of Cola flavor should be introduced and it should have strong taste and more fizz so as to
attract the customers who like Thumps up more than Pepsi.
 Knowledge management, learning, and training should be in time.
 The company should concentrate on the brand awareness of its product.
 Must focus on hygienic substances like bottles, cane, packaging etc.
 Always should conduct interviews to remove grievance and to motivate employees.
 It must content a grip box as suitable place of factory.
 Incentives should be provide in order to motivate employees.
 Proper re-training should be provide in order to get better work efficiency.
 Management should concentrate on better technology for raw syrup.
 Management policy should be in favor of employees and easy adaptable.
 APPENDIX

1. What is the best source for the procurement of the candidates?

a) Job portals b) Newspaper c) Employee Referrals

2. What are the general criteria underlying the filtering of the candidate pool that the company requires?

a) Qualification b) Work Experience c) Personal Skills

3. Which of the following interviewing technique is most suitable for the recruitment of candidate in
PEPSI CO.?

a) Behavioral Interviews b) Stress Interview c) Depth Interview

4. What attracts candidates towards pearl Varun Beverages limited (PEPSI) in recruitment perspectives?

a) Compensation b) Job Satisfaction c) Career Growth

5. Do you feel that conducting a reference check before employing the candidate will make recruitment
process effective?

a) Yes b) No

6. Do you think that a formal induction program add value to the performance of inductees?

a) Yes b) No

7. Are you satisfied with the work environment you are put into?

a) Strongly Agree b) Agree c) Neutral

d) Disagree e) Strongly Disagree

8. Are you given all the necessary inputs required to perform your job well by your supervisor?

a) Strongly Agree b) Agree c) Neutral

d) Disagree e) Strongly Disagree

9. Do you think your working hours are flexible enough to offer service to your organization?
a) Strongly Agree b) Neutral c) Strongly Disagree

10. Does organization gives you job satisfaction?

a) Strongly Agree b) Agree c) Neutral

d) Disagree e) Strongly Disagree
 BIBLIOGRAPHY

BOOKS:

1. K. Ashwathappa, (1997) Human Resource and Personnel Management, Tata McGraw- Hill 131-
176
2. Chris Dukes, (2001) Recruiting the Right Staff
3. John M. Ivancevich, Human Resource Management, Tata McGraw- Hill, 2004
4. Steve Kneeland, (1999) Hiring People, discover an effective interviewing system; avoid hiring the
wrong person, recruit outstanding performers
5. Stone, Harold C and Kendall, W.E Effective Personnel Selection Procedures, 1956.

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