THE EXECUTIVE SUMMARY

PROJECT UNDERTAKEN BY ME

The research report studied by me in Pepsi Foods Pvt. Ltd. was Employee
Welfare. It helps to encourages the human problems to be brought out and gives an
opportunity to the employees to express their feelings, fears, doubts and dissatisfaction.
Management can learn what the workers think about the policies. It is essential for every
organization for their current environment and which will remain in demand in future as it
helps in maintaining good management relations and promoting efficiency.

MAIN OBJECTIVE OF THE STUDY

1) To learn about the satisfaction levels of the employees and to know about the various
grievances.
2) To know about the behavior and attitude of the employees towards their organization.
3) To learn the various techniques to boost the morale of the employees.

HOW IT WAS UNDERTAKEN

A survey was conducted by me among the employees of the organization. An appointment
was fixed with the employees of the company in which their view point was studied, certain
questions were asked regarding the benefits provided to them, the things they would like to
improve upon for their future betterment, what activities are to be included by the company in
regard to these benefits, to what extent it effects the level of satisfaction and how far it is
beneficial for the company. There views helped me a lot to practically understand my project.

1
CHAPTER-1 HISTORY OF THE BRANDED SOFT DRINK
LAUNCHED IN THE MARKET
COMPANYS PROFILE
THE FOUNDATION OF PEPSI

1893--Caleb Bradham, a young pharmacist from New Bern, North Carolina, begins
experimenting with many different soft drink concoctions; patrons and friends sample them at
his drugstore soda fountain.

1898--One of Caleb's formulations, known as "Brad's Drink," a combination of carbonated

water, sugar, vanilla, rare oils and cola nuts, is renamed "Pepsi-Cola" on August 28, 1898.
Pepsi-Cola receives its first logo.

1902--The instant popularity of this new drink leads Bradham to devote all of his energy to
developing Pepsi-Cola into a full-fledged business. He applies for a trademark with the U.S.
Patent Office, Washington D.C., and forms the first Pepsi-Cola Company.
The first Pepsi-Cola newspaper advertisements appeared in the New Bern Weekly Journal.
1903--"Doc" Bradham moves the bottling of Pepsi-Cola from his drugstore into a rented
warehouse; he sells 7,968 gallons of syrup in the first year of operation.

Pepsi's theme line is "Exhilarating, Invigorating, Aids Digestion."

1904--Bradham purchases a building in New Bern known as the "Bishop Factory" for $5,000
and moves all bottling and syrup operations to this location. Pepsi is sold in six-ounce bottles.
Sales increase to 19,848 gallons.

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1905--Pepsi-Cola's first bottling franchises are established in Charlotte and Durham, North
Carolina.
Pepsi receives its new logo, its first change since 1898.

1906--Pepsi gets another logo change, the third in eight years. The modified script logo is
created with the slogan, "The Original
Food Drink."
There are 15 U.S. Pepsi bottling plants. The Pepsi trademark is registered in Canada. Syrup
sales rise to 38,605 gallons.
The federal government passes the Pure Food and Drug Act, banning substances such as
arsenic, lead, barium, and uranium, from food and beverages. This forced many soft drink
manufacturers, including Coca-Cola, to change their formulas. Pepsi-Cola, being free of any
such impurities, claimed they already met federal requirements.
1907--Pepsi-Cola Company continues to expand; the company's bottling network grows to 40
franchises. Pepsi-Cola sells more than 100,000 gallons of syrup.
Pepsi trademark is registered in Mexico. Syrup sales rise to 104,026 gallons.

1908--Pepsi-Cola becomes one of the first companies to modernize delivery from horse
drawn carts to motor vehicles. Two hundred fifty bottlers in 24 states are under contract to
make and sell Pepsi-Cola.

1909--Automobile race pioneer Barney Old field endorses Pepsi-Cola in newspaper ads as
"A bully drink...refreshing, invigorating, a fine bracer before a race."

1910--The first Pepsi-Cola bottlers' convention is held in New Bern, North Carolina.

1920--Pepsi theme line speaks to the consumer with "Drink Pepsi-Cola, it will satisfy you."

1923--Pepsi-Cola Company is declared bankrupt and its assets are sold to a North Carolina
concern, Craven Holding Corporation, for $30,000.
Roy C. Megargel, a Wall Street broker, buys the Pepsi trademark, business and good will
from Craven Holding Corporation for $35,000, forming the Pepsi-Cola Corporation.

3
1928--After five continuous losing years, Megargel reorganizes his company as the National
Pepsi-Cola Company, becoming the fourth parent company to own the Pepsi trademark.

1931--U.S. District Court for Eastern District Virginia declares the National Pepsi-Cola
Company bankrupt, the second bankruptcy in Pepsi-Cola history.
The Loft candy company acquires the National Pepsi-Cola Company. Charles G. Guth,
president of Loft, assumes leadership of Pepsi and commands the reformulation of Pepsi-
Cola syrup formula.

1933--By the end of the year, Guth's new Pepsi-Cola Company is insolvent. In a series of
moves, he acquires Megargel's interest in the company, giving himself 91% ownership of
Pepsi.

1934--A landmark year for Pepsi-Cola. The drink is a hit and to attract even more sales, the
company begins selling its 12-ounce drink for five cents (the same cost as six ounces of
competitive colas). The 12-ounce bottle debuts in Baltimore, where it is an instant success.
The cost savings proves irresistible to Depression-worn Americans and sales skyrocket
nationally.
Caleb Bradham, the founder of Pepsi-Cola and "Brad's Drink," dies at 66 (May 27th, 1867-
February 19th, 1934).
1935--Guth moves the entire Pepsi-Cola operation to Long Island City, New York, and sets
up national territorial boundaries for the Pepsi bottler franchise system.

1936--Pepsi grants 94 new U.S. franchises and year-end profits reach $2,100,000.

1938--Walter S. Mack, Jr., V.P. of Phoenix Securities Corporation is elected President of the
Pepsi-Cola Company. Mack, who considers advertising the keystone of the soft drink
business, turns Pepsi into a modern marketing company.

1939--The "Pepsi & Pete" comic strip introduces the "Twice as much for a nickel" theme in
newspapers.
Pepsi-Cola Company names Mack as CEO.
The Board of Directors removes Guth from the Pepsi payroll after he plans to personally
acquire a competing cola.

4
1940--Pepsi-Cola Company makes advertising history with "Nickel, Nickel," the first
advertising jingle ever broadcast nationwide on radio.

1941--The New York Stock Exchange trades Pepsi's stock for the first time.
In support of the war effort, Pepsi's bottle crown colors change to red, white, and blue.

1943--Pepsi's theme line becomes "Bigger Drink, Better Taste."

1948--Corporate headquarters moves from Long Island City, New

York, to midtown Manhattan.

1950--Alfred N. Steele becomes President and CEO of Pepsi-Cola. Mr. Steele's wife,
Hollywood movie star Joan Crawford, is instrumental in promoting the company's product
line.
Pepsi receives its new logo, which incorporates the "bottle cap" look. The new logo is the
fifth in Pepsi history.

1953--"The Light Refreshment" campaign capitalizes on a change in the product's formula

that reduces caloric content.

1955--Herbert Barnet is named President of Pepsi-Cola.

1959--Pepsi debuts at the Moscow Fair. Soviet Premier Khrushchev and U.S. Vice President
Nixon share a Pepsi.

1960--Young adults become the target consumers and Pepsi's advertising keeps pace with
"Now it's Pepsi, for those who think young."

1962--Pepsi receives its new logo, the sixth in Pepsi history. The 'serrated' bottle cap logo
debuts, accompanying the brand's groundbreaking "Pepsi Generation" ad campaign.

5
1963--After climbing the Pepsi ladder from fountain syrup salesman, Donald M. Kendall is
named CEO of Pepsi-Cola Company.
Pepsi-Cola continues to lead the soft drink industry in packaging innovations, when the 12-
ounce bottle gives way to the 16-ounce size.
Twelve-ounce Pepsi cans are first introduced to the military to transport soft drinks all over
the world.

1964--Diet Pepsi, America's first national diet soft drink, debuts.

Pepsi-Cola acquires Mountain Dew from the Tip Corporation.

THE EMERGENCE OF GLOBAL ECONOMY

1965--Expansion outside the soft drink industry begins. Frito-Lay of Dallas, Texas, and
Pepsi-Cola merge, forming PepsiCo, Inc.
Military 12-ounce cans are such a success that full-scale commercial distribution begins.
Mountain Dew launches its first campaign, "Yahoo Mountain Dew...It'll tickle your
innards."

1970--Pepsi leads the way into metrics by introducing the industry's first two-liter bottles.
Pepsi is also the first company to respond to consumer preference.
With light-weight, recyclable, plastic bottles.

The Pepsi World Headquarters moves from Manhattan to Purchase, NY.

6
1974--First Pepsi plant opens in the U.S.S.R.
Television ads introduce the new theme line, "Hello, Sunshine, Hello, Mountain Dew."

1976--Pepsi becomes the single largest soft drink brand sold in American supermarkets.
The campaign is "Have a Pepsi Day!" and a classic commercial, "Puppies," becomes one of
America's best-loved ads. As people get back to basics, Pepsi is there as one of the simple
things in life.

1977--At 37, marketing genius John Scullery is named President of Pepsi-Cola.

1978--The Company experiments with new flavors. Twelve-pack cans are introduced.

1980--Pepsi becomes number one in sales in the take home market.

1981--PepsiCo and China reach agreement to manufacture soft drinks, with production
beginning next year.
1982--Pepsi Free, a caffeine-free cola, is introduced nationwide. Pepsi Challenge activity has
penetrated 75% of the U.S. market.

1983--Mountain Dew launches the "Dew it to it" theme.

1984--Pepsi advertising takes a dramatic turn as Pepsi becomes "the choice of a New
Generation."
Lemon Lime Slice, the first major soft drink with real fruit juice, is introduced, creating a
new soft drink category, "juice added." In subsequent line of extensions, Mandarin Orange
Slice goes on to become the number one orange soft drink in the U.S.
Diet Pepsi is reformulated with NutraSweet (aspartame) brand sweetener.

1985--After responding to years of decline, Coke loses to Pepsi in preference tests by

reformulating. However, the new formula is met with widespread consumer rejection, forcing
the re-introduction of the original formulation as "Coca-Cola Classic."

7
The cola war takes "one giant sip for mankind," when a Pepsi "space can" is successfully
tested aboard the space shuttle.
By the end of 1985, the New Generation campaign earns more than 58 major advertising and
film-related awards. Pepsi's campaign featuring Lional Richie is the most remembered in the
country, according to consumer preference poll

1986--Chairman Donald M. Kendall retires and is succeeded by D. Wayne Calloway.

7-Up international is acquired in Canada.

Pepsi-Cola acquires Mug Root Beer.

1987--Pepsi-Cola President Roger Enrich is named President/ CEO of PepsiCo Worldwide

Beverages.
Pepsi-Cola World Headquarters moves from Purchase to Somers, New York.
After a 27-year absence, Pepsi returns to Broadway with the lighting of spectacular new neon
sign in Times Square.

1988--Craig Weather up is appointed President/CEO of Pepsi-Cola Company.

1989--Pepsi lunges into the next decade by declaring Pepsi lovers "A Generation Ahead."
Chris Sinclair is named President of Pepsi-Cola International.
Pepsi-Cola introduces an exciting new flavor, Wild Cherry Pepsi.

1990--American Music Award and Grammy winner rap artist Young MC writes and performs
songs exclusively for national radio ads for Pepsi. Ray Charles joins the Pepsi family by
endorsing Diet Pepsi. The slogan is "You Got The Right One Baby."
1991--Craig E. Weather up is named CEO of Pepsi-Cola North America, as Canada becomes
part of the company's North American operations.

8
Pepsi introduces the first beverage bottles containing recycled polyethylene tetrepthalate (or
PET) into the marketplace. The development marks the first time recycled plastic is used in
direct contact with food in packaging.

1992--Pepsi-Cola launches the "Gotta Have It" theme which supplants the longstanding
"Choice of a New Generation."
Pepsi-Cola and Lipton Tea Partnership is formed. Pepsi will distribute single serve Lipton
Original and Lipton Brisk products.
Crystal Pepsi: a refreshing, clear soda that is caffeine free has 100% natural flavors, no
preservatives and is low in sodium, goes national.
Mountain Dew introduces the popular theme line, "Get Vertical."

1993--Brand Pepsi introduces its slogan, "Be Young. Have Fun. Drink Pepsi."
Pepsi-Cola profits surpass $1 billion.
Pepsi introduces an innovative 24-can multitask that satisfies growing consumer demand for
convenient large-size soft drink packaging. "The Cube" is easier to carry than the traditional
24-pack and it fits in the refrigerator.

1994--New advertising introducing Diet Pepsi's freshness dating initiative features Pepsi
CEO Craig Weather up explaining the relationship between freshness and superior taste to
consumers.
Pepsi Foods International and Pepsi-Cola International merge, creating the PepsiCo Foods
and Beverages Company.

1995--In a new campaign, the company declares "Nothing else is a Pepsi" and takes top
honors in the year's national advertising championship.

1996--In February of this year, Pepsi makes history once again, by launching one of the most
ambitious entertainment sites on the World Wide Web. Pepsi World eventually surpasses all

9
expectations, and becomes one of the most landed and copied, sites in this new media, firmly
establishing Pepsi's presence on the Internet.

1997--In the early part of the year, Pepsi pushes into a new era with the unveiling of the
GeneratioNext campaign. GeneratioNext is about everything that is young and fresh; a
celebration of the creative spirit. It is about the kind of attitude that challenges the norm with
new ideas, at every step of the way.
PepsiCo announces that, effective October 6th, it will spin off its restaurant division to form
Tricon Global Restaurants, Inc. Including Pizza Hut, Taco Bell, & KFC, and it will be the
largest restaurant company in the world in units and second-largest in sales.

1998--Pepsi celebrates its 100th anniversary.

PepsiCo Chairman and CEO Roger A. Enrico donate his salary to provide scholarships for
children of PepsiCo employees.
Pepsi introduces Pepsi One - the first one-calorie drink without that diet taste!

10
PEPSICOS PRODUCT LINES

11
 PEPSI LOGOS

Pepsi Foods Pvt. Limited is a part of Pepsi cola international, one of the largest US based
multinational company. Pepsi colas Head Quarter is in Somers, New York, and USA.

Pepsi cola international is responsible for Pepsi colas beverage business outside USA. It
operates its beverage business through three types of international operations i.e. Franchise
owned bottling operations (FOBO), Joint Venture (JV) and company owned bottling
operations (COBO). To feed all the three types of bottling operations company has its
concentrate manufacturing operations based at many locations of World. The Regional
Office of Concentrate Division is at CORK, IRELAND.
Concentrate Operations in India was set up as a part of Pepsi Foods Ltd. at Village Channo
district Sangrur (24th Km stone on Patiala - Sangrur road) Punjab, India. The plant Building
& Infrastructure was built in 1989 to give necessary infrastructure as a starting point for
manufacturing of Concentrate. The plant started its commercial production in 1990.The plant
was expanded to take care of increasing demand in 2001.

12
PFPL (Concentrate Plant) manufactures different Concentrate products in accordance with
Pepsi cola Methods and Quality Standards, supplies to over 40 Bottling Plants of COBO &
FOBO spreaded all over India & some customers of abroad. The Concentrate operations are
managed as one of Business units of Eurasia concentrate business group.
This Concentrate Plant principally manufactures Concentrate for Lehar Pepsi, Lehar
Mirinda Orange, Lehar Slice, Lehar 7-Up, Lehar Mirinda Lemon & Lehar Diet Pepsi,
Lehar Pepsi Aha & Other beverage Brands and supplies to over 40 Bottling Plants in India
& to plants in Nepal, Sri Lanka, Bangladesh & Bhutan.
PFPL (Concentrate Plant), Channo is one of the modern production facilities in the northern
part of the country and is being run in accordance with Good Manufacturing Practices (GMP)
recommended By Codex Alimentarius Commission and Hazard Analysis and Critical Control
Point (HACCP) programmers. Plant is well equipped with the state-of-the-art-technology for
quick and efficient processing, quality control, and storage. Their quality assurance back up
enables them to deliver product of consistently high quality.

The organization is manned by highly qualified, competent and experienced managerial cadre
and dedicated work force to provide highest quality of products and best of the services to
customers.

13
 CHANNO HISTORICAL PHASE SNAP SHOT

YEAR PHASE FOCUS

1989 CONSTRUCTION Construction of building
1990 PRODUCTION Project set-up at cost of Rs.12Crores.
Experts supervised production
Recruitment and training
PEPSI & 7-UP
1991 COMMISSIONING Unsupervised production
Multi-skilling introduction
Supplier development
MIRINDA start up

1992 INFRASTRUCTURE Flavour room commissioned

DEVELOPMENT Operational Stabilization
SLICE start-up
1993 CONSOLIDATION Local authority for lab
Shelf life management
TEEM start-up
1994 COST ECONOMY Economic raw material sourcing
Domestic volume jump shift
1995 EXPORT START-UP Russia export start-up
India Beverage lab. Start-up
1996 QUALITY SYSTEM MIRINDA re-launched
IMPROVEMENT ISO Certification
1997 CAPACITY Manufacturing capacity expansion
EXPANSION
1998 WORLD CLASS Supply-chain improvement focus
MANUFACTURING HACCP preparation & certification
ORGANIZATION M&W 2000 Stage 0

1999 START-UP DIET-PEPSI start-up

M&W 2000 Stage 1A
2000 EXPORT START-UP M&W 2000 1B, Export to Sri Lanka,
Bangladesh, Nepal

OUR MISSION

To flawlessly make and deliver outstanding quality concentrates worldwide, meeting the
rapidly changing business needs and creating a sustainable competitive advantage while
protecting the trademarks for PepsiCo Beverages.
We provide to:

Consumers- consistent and high quality product

14
 Customers- concentrates deliver on time, every time
Stockholders- a culture of team work, integrity, respect, measurable results and
continual learning
Society- operations those are safe and environmentally sound.

We will achieve this by leveraging the corrective knowledge of our people worldwide to
build and empowered organization with world class operating capability.

PEPSICOS VALUES
Our commitment is to deliver sustained growth, through empowered people, acting with
responsibility and building trust.
Heres what this means:

Sustained Growth
Empowered People.
People

Responsibility and Trust:

15
 PEPSICO SUSTAINABILITY VISION
PepsiCos responsibility is to continually improve all aspects of the world in which we
operate- Environment, social, economic- creating a better tomorrow than today.

TOMMORROW>TODAY

16
17
18
 PRODUCT PROFILE

PEPSI
DIET PEPSI
PEPSI AHA
MIRINDA LEMON
MIRINDA ORANGE

7-UP
7-UP ICE
MOUNTAIN DEW
SLICE
GATORADE ORANGE
GATORADE LEMON
GATORADE BLUE BOLT
(Gatorade is costly energy boosting drink comes in 80 flavors in USA, it is mainly used in
health clubs)
LIPTON ICE TEA
(It is a joint venture with Lipton and mainly available in metro cities)
PEPSI BLUE
(It was available at the time of 2004 world cup)
AQUAFINA (Mineral water)

PLANT CULTURE
Transparent and Open Management

Safety is The First and Foremost Priority

No Difference In Officers and Workmen

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 Common Canteen for all and Self Washing of Cutlery

Monthly Communication Meeting and Daily 5 Minute Meeting On Shop floor to

Share Day Assignments

Stress On Multi-skillings Resulting Each Employee Empowered with Approx. 6-7

Skills Other Than Core-Skills.

Workmen Lead Major Initiatives like Energy Conservation, Organization Health

Survey Score, Improvement Stores Management, SPC etc.

Collective Decision Making On Most Issues.

All Employees Participate In Vision Meet On Strategic Priorities.

Employees Encouraged For Creativeness and For Differing/Voice Views

Focus On Employee Development Through Needed Training Input

Officers/Managers Work On Floor To Relieve Workmen As Per Need

Medical Check-up For Employees At An Interval of Six Months

Regular Participative Events Like Tail Blazer, Pepsi Day, Family Get-To-Gather,
One Day Off Site Picnic

Annual Salary Survey Based Increment for Workmen Also.

20
CHAPTER-2: INTRODUCTION TO THE TOPIC:
EMPLOYEE-WELFARE

Employees play a very important role in the industrial production of the country. The human
resource managers are really concerned with the management of people at work. It is
necessary to secure the cooperation of labour force in order to increase the production and to
earn higher profits. The cooperation of the labour force is possible only when they are fully
satisfied with their employer and the working conditions on the job. In the past, the
industrialists and the employers believed that their only duty towards their employees was to
pay them satisfactory wages and salaries. In course of time, with the introduction of the
concept of human resource management, psychological researches convinced them that the
workers required something more important. In addition to providing monetary benefits,
human treatment given to the employees plays a very important role in seeking their
cooperation. Labour or employee welfare activities benefit not only the workers but also the
management in the form of greater industrial efficiency. The human resource managers
realize that the welfare activities pay a good dividend in the long run, because they contribute
a lot towards the health and efficiency of the workers and towards a high morale.
MEANING OF EMPLOYEE WELFARE
Employee welfare is a dynamic concept in which new welfare measures are added to the
existing ones along with social changes. The modern concept of employee welfare entails all
those activities of the employers which are directed towards providing the employees with
certain facilities and services in addition to wages or salaries. Welfare services are merely
maintainance factors and not motivators, yet they are essential for the health of the
organization since they bear a close connection with the productivities of the labour force.
ACCORDING TO ROYAL COMMISION ON LABOUR
The term welfare is applied to industrial workers is one which must necessarily be elastic,
bearing a somewhat different interpretation in one country from another, according to the
different social custom, the degree of industrialization and the educational development of
the workers

OBJECTIVES OF EMPLOYEE WELFARE

a) To provide better life and health to the labour force.
b) To make the workers happy, satisfied and efficient.

21
c) To improve intellectual, cultural and material conditions of living of the labour and to
relieve them from industrial fatigue.

FEATURES OF LABOUR WELFARE

a) Labour welfare is a comprehensive term including various services, facilities and
amenities provided to workers for improving their health, efficiency, economic betterment
and social status.
b) Welfare means are in addition to regular wages and other economic benefits available to
the workers under legal provisions and collective bargaining.
c) Labour welfare is dynamic in nature varying from country to country, region to region
and organization to organization.
d) Labour welfare is flexible and ever changing concept as a new welfare measures are
added from time to time to the existing measures.
e) Welfare measures may be introduced by the employers, government, employees or by any
social or charitable agency.
f) The basic purpose of labour welfare is to improve the lot of the working class, bring
about the development of the whole personality of the worker to make him a good worker
and a good citizen.

SIGNIFANCE OF EMPLOYEE WELFARE

The basic objective of labour welfare is to enable workers to live a richer and more
satisfactory life. Labour welfare is in the interest of the labour, the employer and the
society as a whole. The main benefits of the employee welfare services are given below:
I. BENEFITS TO THE WORKERS
a) Welfare activities provide better physical and mental health to the workers and make
them happy.
b) Welfare activities like housing, medical benefits, education and recreation facilities
for the workers families help to create contended workers.
c) Improvement in material, intellectual and cultural conditions of life protects workers
and social evils like drinking, gambling etc.

II. BENEFITS TO THE EMPLOYEES

22
 a) Labour welfare facilities help to increase employee productivity or efficiency by
improving their physical and mental health.
b) Welfare measures help to improve the goodwill and public image of the enterprise.
c) Welfare services serve to maintain some peace with the employees unions. Employee
welfare also helps to improve industrial relations and industrial peace.
d) Employees turnover is reduced due to the provision of the welfare facilities.
Employees take active interest in their jobs and work with the feeling of involvement
and satisfaction.
e) Employees secure the benefits of high efficiency, coordinal industrial relations and
labour absenteeism and turnover.
III. BENEFITS TO SOCIETY
Labour welfare is also in the interest of the larger society because the health,
efficiency and happiness of each individual represents the general well being of all
well housed, well fed and well looked after labour is not only an asset to the employer
but serves to raise the standards of industry and labour in the country.

AGENCIES OF LABOUR WELFARE IN INDIA

Labour welfare activities in India are urgently needed because India is an industrially
backward country and the working conditions are not satisfactory in Indian industries.
The workers are poor and illiterate and generally blamed for being irresponsible and
lazy. Labour welfare activities are necessary for improving their working conditions
and their economic standards. The importance of labour welfare activities in India has
been recognized very recently by the employers, by the government and the other
agencies. The main agencies engaged in labour welfare, in India include:
I. Central government
II. State government
III. Employers
IV. Workers organizations
V. Other agencies

23
 The contribution of these agencies is as explained below:

I. CENTRAL GOVERNMENT
Till the Second World War, the government of India did very little in the field of welfare.
It is during the Second World War the government of India, for the first time, launched
schemes for labour welfare in their ordinance, ammunition and other war industries to
increase the productivity of the workers and to keep up their morale. With the achievement of
independence and emergence of India as a republic, wedded to the idea of a welfare state and
to socialistic pattern of society, efforts in this direction were intensified. Since then, various
legislations were passed for the welfare of different types of workers. The important acts
which incorporate measures for the welfare if workers are, Factories Act, Indian Mines Act,
Employment of Children Act, Maternity Benefit Act, Plantation Labour Act. Under these acts,
employers have to provide certain basic welfare facilities to the workers.
II. STATE GOVERNMENTS
Various state governments and union territories provide welfare facilities to its workers. The
implementation of many provisions of various labour laws also rest with the state
governments. The state governments run health and family planning centres, centres for
education, vocational guidance, recreation and training of workers and other welfare centres.
The state government also keep the vigil on the employers that they are operating the welfare
schemes made obligatory by the central or state governments. The state government has also
been empowered to prescribe rules for the welfare of workers and appoint appropriate
authorities for the enforcement of welfare provisions under various Acts.

III. EMPLOYERS
At present, the welfare activities are being brought more and more under the legislation rather
than being left to the good sense of the employers. The government has made certain
facilities obligatory on the part of the employers. Most of the employers consider the
expenditure on labour welfare activities as waste money rather than an investment. Even
then, some enlightened employers, on their own initiative have been doing a bit in the
direction of welfare. They have provided medical facilities, hospital and dispensary facilities,
canteens, fair price shops, recreation clubs etc. These facilities are apart from their liability
under various central or state legislations.

IV. TRADE UNIONS

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 In India trade unions have done very little for the welfare of workers. They have not taken
much interest in welfare work because of lack of proper leadership and trends, however, a
few sound and strong unions have been pioneers in this respect. They are Ahmedabad Textile
Labour Association and the Mazdoor Sabha, Kanpur. The former provides the following
welfare facilities:
a. Dispensaries and maternity homes
b. Schools, reading rooms, libraries, study circles and other educational measures
c. Sports, recreation and cultural centres
d. Cooperative stores and cooperative bank
e. Residential boarding house, legal and publication of bi-monthly labour journal Mazdoor
Sandesh

V. OTHER AGENCIES
Apart from the agencies closely associated with the industries Philanthropic charitable and
social service organizations like Bombay Social Service League, Seva Sedan society, the
Depressed Classes Mission Society etc provide facilities for the welfare of the working
class on a voluntary basis.

TYPE OF LABOUR WELFARE SERVICES

Broadly labour welfare services can be classified into two categories:
a. Within the organization services (intra-mural)
The services provided within the organization include medical aid, recreational
facilities, libraries, canteens, rest rooms, washing and bathing facilities etc
b. Outside the organization services(extra-mural)
Outside organization, welfare arrangements include housing accommodation, transport,
childrens education, sports fields, holiday homes, leave travel facilities, interest free
loans etc.
The welfare facilities may further be classified into three basic categories:
I. ECONOMIC SERVICES
Economic services provide for some additional economic security over and above wages or
salaries. Examples of economic services are pension, life insurance, credit facilities etc.
Proper pension programme reduces dissatisfaction in the area of economic security. Some
establishments have a scheme of family pension also, which provides for payment of pension
to the family members of the employee in case of his death. The employer may also pay the

25
 premium on the life insurance policies of the employees. The employers can give loans to the
employees for purchase of consumer goods, or at the time of any marriage or other functions
in the family of the employees. The loans to be repaid by the employees in the form of
monthly instalments to be deducted from their salaries. Some organizations help the
employees to start cooperative credit societies to meet the urgent financial needs of the
employees.

II. RECREATIONAL SERVICES

Management may provide recreational facilities to the employees. Recreation in the form of
music, sports, games, art and theatre can play a very important role in the physical and mental
development of employees. The employees generally, get bored by the routine and
monotonous jobs which they perform everyday. Their attitude improves when the routine is
broken occasionally. This will improve the cooperation and understanding among the
employees. Management can provide for reading rooms, libraries, T.Vs etc. for the recreation
of the employees. There can be provision for indoor games like Table Tennis, carom etc. in
the common room of the employees. Big organizations can also make arrangements for
outdoor games and can induce the workers to prepare teams to play matches with other
similar teams.

III. FACILITATIVE SERVICES

These are the facilities which are required by the employees and provided by the employers.
a) Housing facilities
Housing is an important part of employee welfare in India. Some organizations construct
houses/flats for the employees and provide the same to them either free of cost or at nominal
rents. Some organizations give house rent allowances to the employees. So that they can get
the houses on rental basis. Some organizations provide loans to the employees at
concessional rates to enable them to construct their own houses/flats.

b) Medical facilities
Health is a very important thing for the employees. Within the factory premises the
employees must make provision for first aid facilities. In addition, medical schemes are
generally in operation, which provide for the reimbursement of actual medical expenditure
incurred by the employees. The organizations may also prescribe some doctors from whom
26
 the employees may get services in case of need. Large organizations can have their own
dispensaries or hospitals for providing medical facilities to the employees.
IV. Education
The National Commission on labour and the committee on labour welfare have recommended
that facilities should be provided for educating the worker and in running schools for children
of the workers. Instead of starting a school, the organization may give education allowance
for the children to the employees or reimburse the educational expenditure of the children of
the employees.
V. Transportation
The organization should provide proper transport facilities to the employees to and from the
factory. With the growth of industries, the distance between work place and residence of the
workers has increased considerably. This facility has, therefore, become very important, as it
will be reducing strain and absenteeism. The committee on labour welfare recommended the
provision of adequate transport facilities to workers to enable them to reach their work place
without loss of much time and without fatigue.
Sometimes, if the employers do not provide transport facilities, they give
conveyance allowance to the employees. The employers can also give interest free or
concessional loans to employees for the purchase of vehicles.
VI. Consumer Cooperative Stores
The national cooperative development board set up a committee in 1961. The committee
suggested that employers should introduce consumer cooperative stores in their welfare
programmes.

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CHAPTER 3: REVIEW OF LITERATURE
The term welfare suggests the state of well being and implies wholesomeness of the human
being. It is a desirable state of existence involving the mental, physical, moral and emotional
factor of a person. Adequate levels of earnings, safe and humane conditions of work and
Access to some minimum social security benefits are the major qualitative dimensions of
employment which enhance quality of life of workers and their productivity.
Institutional mechanisms exist for ensuring these to workers in the organized sector of the
economy. These are being strengthened or expanded to the extent possible. However, workers
in the unorganized sector, who constitute 90 percent of the total workforce, by and
large, do not have access to such benefits. Steps need to be taken on a larger scale than before
to improve the quality of working life of the unorganized workers, including women workers.
Classical economics and all microeconomics labour is one of four factors of production,
the others being land, capital and enterprise. It is a measure of the work done by human
beings.
There is macroeconomic system theories which have created a concept called human capital
(referring to the skills that workers possess, not necessarily their actual work), although there
are also counterpoising macroeconomic system theories that think human capital is a
contradiction in terms. Labor welfare is the key to smooth employeremployee relations. In
order to increase labor welfare, Employers offer extra incentives in the form of labour welfare
schemes, and to make it possible to pursued workers to accept mechanization.
Sometimes the employers to combat the influence of outside agencies on their employees, use
labor welfare as a tool to minimize the effect they may have on the labour. In the view of
K.K. Chaudhuri, in his Human Resources: A Relook to the Workplace, states that HR
policies are being made flexible. From leaves to compensations, perks to office facilities,
many companies are willing to customize policies to suit different employee segments.
The older employees want social security benefits, younger employees want cash in hand
because they cant think of sticking to a company for many years and retire from the same
company. Therefore one jacket fits all will not be right to motivate the talents and retain
them. Conventions and Recommendations of ILO (1949) sets forth a fundamental principle at
its 26 th conference held in Philadelphia recommended some of the measures in the area of
welfare measures which includes adequate protection for life and health of workers in all
occupations, provision for child welfare and maternity protection, provision of adequate
nutrition, housing and facilities for recreation and culture, the assurance of equality of
educational and vocational opportunity etc.

28
Report of National Commission on Labour (2002), Government of India, made
recommendations in the area of labour welfare measures which includes social security,
extending the application of the Provident Fund, gratuity and unemployment insurance etc.
Shobha Mishra & Manju Bhagat, in their Principles for Successful Implementation of
Labour Welfare Activities, stated that labour absenteeism in Indian industries can be reduced
to a great extent by provision of good housing, health and family care, canteen, educational
and training facilities and provision of welfare activities. The principle for successful
implementation of labour welfare activities is nothing but an extension of democratic values
in an industrialized society. P.L. Rao, in his Labour Legislation in the Making, opines that
professional bodies like National Institute of Personnel Management should constitute a
standing committee to monitor the proceedings in the Parliament regarding the labour welfare
measures.

29
 CHAPTER 4: VARIOUS EMPLOYEE WELFARE ACTIVITIES
PROVIDED BY PEPSI TO ITS EMPLOYEES
VARIOUS WELFARE ACTIVITIES PROVIDED BY THE PEPSI TO ITS
EMPLOYEES
I. LEAVE BENEFITS

II. STAFF SALE

III. CANTEEN SYSTEM

IV. TRANSPORTATION

V. UNIFORM

VI. SAFETY

VII. SECURITY

VIII. EMPLOYEE ENGAGEMENT ACTIVITIES

IX. TRAINING

X. MEDICAL POLICIES

XI. EMPLOYEE STATE INSURANCE POLICY

XII. TRAVEL AND EXPENSE ENTITLEMENTS

I. LEAVE BENEFITS

The company demands a high standard of efficiency from its employees and therefore
recognizes the need for rest and recuperation in the form of leave and provides holidays as
per statutory requirements.

1. SCOPE
This policy seeks to set up a framework for adoption of uniform leave practices and
procedures across the company/organization.

2. ELIGIBLE EMPLOYEES
Leave for all employees (Line Supervisors, Band-E,D,C,B&A) on the rolls of the
company will be determined by this policy.

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3. TYPES OF LEAVE
The company may grant the following types of leave to its employees namely:
Privilege/leave earned
Sick Leave/Medical leave

National/Festival Holidays

Maternity Leave

Leave without pay

Personal leave
Vacation Leave

4. LEAVE

4.1 Leave would be applicable to all the employees.

4.2 Leave would accrue to an employee only upon completion of his/her probation.
During the tendency of probation, such leave will not be treated as accrued and the
employee shall not be entitled to avail of the same.
4.3 Leave has to be applied for in writing in the prescribed format, at least fifteen days
prior to the date of commencement of such leave.
4.4 The application, in writing, needs to be approved by the immediate superior and
forwarded to Human Resource Department of the concerned location/unit/BU or MU
head office.
4.5 Subject to his/her leave balance; an employee may avail of leave for any duration.
However such duration needs to have the approval of the immediate superior .Subject
to his/her balance, an employee has to avail of a minimum of 16 days of leave in a
year. A maximum of 10 days will be carried forward to an employees leave account
from the leave that he/she has earned in that year. In case an employee has 90 days
leave in his/her leave balance, 26 days of leave will have to be availed in that year
or else the leave for that year will lapse.
4.6 Leave cant be availed of for more than four occasions in a year. Leave balances will
be circulated to all employees in order to plan their leave accordingly.

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SICK LEAVE
1. Sick leave may be granted to Band D&E employees who are sick or get injured on
duty. In case of serious or prolonged illness, leave in excess of employees entitlement will
need to be approved by the immediate supervisor in consultation with the regional HR Head
on the case to case basis.
Where the employee has been injured while on duty, the company will grant him
leave for the full duration of the treatment, until such employee is declared medically fit for
resuming duty by the company approved Medical Practitioner Under such circumstances, the
employees may be granted Sick Leave over and above his balance/ entitlement. If the leave is
granted, the company is within its rights, to offset in full or in part, such, such period of
absence from the employees leave entitlement/balance. The employee will secure 100% of
salary for the first three months absence during a calendar year and 60% of salary for the
next three months and thereafter, leave without pay.

2. SL for a duration exceeding two days at a stretch would require a medical

practitioners recommendation/certificate to justify the same.
3. The employee must keep his immediate superior informed about his absence, either
directly or indirectly.
4. Upon resuming duty, the employee would be required to submit leave application
and record such period of absence.
NATIONAL HOLIDAY/ FESTIVAL HOLIDAY (NH/FH)

1. NH/FH will be declared by respective sites/locations/offices in accordance with local

customs and prevailing practices. (For Channo it is maximum ten days during the
year).
Care should be exercised while declaring NH/FH, there is not a loss of many
consecutive working days, as this would adversely impact the business. However
legal compliance has to be ensured.
2. NH/FH should not exceed the number of days being declared in the previous year.
a. If the NH/FH falls on a Sunday, the location/site is within its right to substitute such
day with another holiday. However such changeover should be done in strict
adherence to local statuses.

32
b. The various sites/locations should decide and declare these holidays for the oncoming
year by the end of November of the running year and keep the concerned authorities
apprised on such holidays, in accordance with law.

MATERNITY LEAVE
1. Maternity leave may be granted and this is to be treated strictly as per Maternity
Benefit Act, 1952.
2. The company will grant a female employee maternity leave up to 3 months with salary
upon presentation of a medical certificate by registered medical practitioner recognized
by the company.
3. Every female employee needing to avail of maternity Leave must apply in the leave
application form with a copy of the medical certificate.
4. The maximum duration of maternity leave is 3 months, of which the employees can
avail a maximum of 6 weeks leave prior to possible date of delivery.
5. The employee will receive 100% of remuneration during 12 weeks of maternity leave.
6. In case the employee is on sick leave at the end of the entitled maternity leave, she will
receive 50% of her remuneration during a maximum period of three months and
thereafter will be granted leave without pay.
7. During maternity leave, regular leave will accrue to the employee.
VACATION LEAVE
Vacation leave is granted to all employees for 30 days per annum i.e. from 1st March
2007 to 28th Feb 2008.

PERSONAL LEAVE
Personal leave is granted to all employees during some urgent work or emergency
during illness.

JOINING LEAVE
This leave can be availed by an employee who is being transferred by the company to
a new location. The employees will be allowed 3 days leave with pay, to enable him/her to
make necessary arrangements for setting in the new place before reporting for duty. The
employee can travel to the place of posting along with spouse once before joining the new
location to take care of administrative issues such as housing, childrens education etc.

LEAVE WITHOUT PAY

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 Any exceptions to the above stated policy will need the prior approval of the BU HR
VP.

LEAVE ACCRUAL AND CREDIT

SICK LEAVE
1. For new hires at Band D&E, SL will be credited in advance pro rata the date of
joining of an employee.
2. For existing employees, the balance is to be determined afresh on 1st March.
3. Where a new employee hire has not completed his/her probation on 1 st March, such
employees too shall SL credited for the oncoming year.
LEAVE
1. For all new hires, leave will not be credited in advance till the completion of their
probation. Upon completion of their probation, these employees will be entitled to pro
rata their eligibility of leave for the period of services already rendered. On 1 st March
following their confirmation, they will be entitled to get the full eligibility. Hence it
works as follows:
a) During Probation: Leave accrual Nil
b) Upon completion of Probation: Probation period eligibility
c) 1st March following Probation completion: Normal eligibility as on that date
2. For existing employees, the balances are to be determined afresh on 1st march
3. Leaves accreditation/accrual will follow on March-Feb cycle.
4. Leave is to accrue till the date of separation of an employee.
LEAVE DOCUMENTATION
There are two separate documents connected with the leave system, these being:
a) Leave Card/Record (Sample attached)
b) Attendance sheet
RESPONSIBILITY FOR DOCUMENTATION
It is the responsibility of the immediate superior to grant leave, seek the relevant
documentation, reconcile variances and forward the attendance sheet and leave applications
of his direct reports to the concerned HR Department/ Personnel Administrator. For example:
a) Unit Manager would be responsible for the Managers/ Executives attendance records
and leave records and to ensure that these reach HR Department on time, after
reconciliation at their end.
b) In the factory, the Department Managers/Functional Managers would be responsible
to forward these to HR Department.
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c) The person responsible may seek the assistance of such other person reporting to him
directly for the task of collation, compilation and reconciliation, but he cannot abstain
himself from this responsibility.
LEAVE PLAN
To enable business activities to be planned and to ensure that there is no disruption in
the activities, it is recommended that a leave plan be obtained by 10th January of all direct
reports indicating the likely dates when they would be availing leave during the year.
The person responsible for granting leave would therefore eliminate overlaps and
maintain these at his/her end to monitor leave plans of employees. It is recommended that not
more than 2 direct reports and supervisor-subordinate can take leave at the same time unless
other back is available. There will be a need for special approval if leave is planned for high
activity like season, etc.
LEAVE RULES FOR TECHNICIAN OPERATORS
All employees shall strictly follow the companys leave rules intimated to them from time to
time. Leave entitlement currently applicable is given below:
Casual 7
Sick 14
Earned leaves 1 Leave for every 20
Days working
NH/FH 10
In order to be entitled to the earned leave an employee is expected to work for at least
240 days in a calendar year. All those who have completed 240 days will be assured a
minimum of 15 days leave in a year.
At one time application for not less than the following quantum of leave will be
considered:
a) Casual Leave half day
b) Sick Leave half day
c) Earned Leave one day
Application for casual leave must be put up to the department in-charge at least one
day before the date for which the leave is sought and the approved leave application must be
submitted to the Personnel Department before proceeding on leave.
Similarly application for earned leave should be put up to the departmental in-charge
at least 15 days before the expected commencement of leave and sanctioned application
should be submitted to the Personnel Department before proceeding on leave.

35
Before applying for leave an employee should get the balance leave in his account recorded
by the Personnel Department on leave application.
Mere submission of leave application does not mean that the leave stands sanctioned,
the employee must not proceed on leave till he has got leave sanctioned and has obtained a
leave pass from the Personnel Department.
Any employee, who for any justified reason whatsoever wants to get his leave
extended, will have to ensure that request regarding proposed extension well before the
expiry of the original leave period,. However, it shall be open to the department head to grant
or refuse any extension of leave.
Employees who do not rejoin on expiry of their leaves will render themselves liable
for disciplinary action.
All applications for more than 3 days sick leave should be accompanied with a
medical certificate.
Employees will be allowed to accumulate leave up to the indicated extent:
a) Casual leave Nil
b) Sick leave 21 days
c) Earned leave 30 days
Sick leave beyond 21 days will lapse.
PROCEDURES FOR APPLYING
FOR/GRANTING LEAVE
The Department Head will be competent authority for granting leave. Employees
desirous of availing leave should make an application on the prescribed form and thereafter
come to the Personnel Department, in order to have entered on their application the leave
due on their account.
After this authentication is made, they would approach the Departmental Head for its
sanction and after the sanction is granted, the employee is to submit the application to the
Personnel Department and take a leave pass before proceeding on leave.

RECORDING
Personnel Department is responsible for statutory as well as internal requirements for
recording of leave. Leave cards are allotted to all PCI employees.

II. STAFF SALE

36
In order to facilitate employees the company has adopted staff sale procedure under which
they provide almost all brands of Snack Division like Kurkure, Lays(all flavors) and other
snack items like Nuts, Namkeen & Cold Drinks like Pepsi, Mirinda, Slice, 7-up etc at 25%
discount to all PCI employees on cost basis. This is subject to following conditions:

This facility is only for PCI employees.

Sale is conducted on every Friday between 4 to 5 p.m.
Payments are accepted in cash only.
Interested persons pass their requests & deposit money to caretaker.
Caretaker makes the packets for the same and passes it on to the security gate with a
slip (two copies) indicating name and quantity purchased.
Individual person picks up packets by signing the duplicate at the security gate.

III. CANTEEN SYSTEM

Need & Purpose of Canteen

Canteen have been set up to cater refreshment needs for the employees by providing items
like Cold Drinks, Tea, Coffee, Bread Butter Toast, Omelet, Bread Jam Toast, Potato Toast,
Egg Noodle on cost basis.

We have following under mention system to facilitate the Services:

a) CONSUMPTION ACCOUNT: Consumption account is prepared by the caretaker for

each individual for every month, individual can apprise his account and make
payment accordingly. Later on this amount is deposited to Accounts Department.

37
b) ITEMS ON COST BASES: Items are served on cost basis, cost is calculated on the
basis of bills produced by the supplier of items. Periodical review is must for the
system to sustain.
c) CANTEEN COMMITTEE: Committee comprises of five employees to look into any
problem related to canteen and its functioning. It is the responsibility of the canteen
committee to provide hygienic products to employees and to keep track of the budget
of the canteen & if need arises canteen committee can revise existing rates with
mutual consent of committee members keeping in view the prevailing trend of prices
in the market.

d) COMMON CANTEEN AND SELF-SERVICE: Canteen is common for all

employees and no cooking is allowed inside the canteen. Self-service is the unique
feature of this, everybody has to pickup & clean/wash his/her utensils by
himself/herself. Main philosophy for this is to avoid any discrimination among the
employees and to convey that there is no shame in doing any type of work.
e) UP KEEPING OF CANTEEN: High level of hygiene is maintained by frequent
cleaning by adopting scientific methods and maintenance of canteen at regular
interval of time has been made necessary and there is no compromise for this.
f) REFRESHMENT: Items like Cold-Drinks, Tea, Coffee, Bread Butter Toast, Bread Egg
Toast, Omelet, Bread Jam Toast, Potato Toast, noodles, Egg Noodles etc. are served
on cost basis.

IV. TRANSPORTATION

Contracted transport is used for picking & dropping of employees at selected points only
subject to following conditions:

38
 Transport availability is only for confirmed PCI employees residing at Bhawanigarh
and Patiala.
Door to door picking up is not permissible and only specific nearby locations are
designated for picking up and dropping of PCI employees.
Facility of transportation is not permissible to trainees/ apprentices/operator trainees
and employees based at Channo.

No transport is allowed to the employees staying in cities/villages other than

Bhawanigarh and Patiala. However during day time transport is provided for official
use only subject to its availability and conformity to internal system of control.
In the morning, the timings are fixed for all the designated locations and the
employees reach to their nearest location for taking the bus.

V. PEPSI DRESS CODE

All the employees of Pepsi have the same uniform i.e. from the workers to the top
level managers. Uniform is very important for the organization because it is the uniform that
develops the feeling of being a part of the prestigious organization. Uniform is provided to all
the employees at the companys own expense and it include blue shirt with stripes and navy
blue trouser. The shirts have the logo of Pepsi attached to it. For providing safety measures
safety shoes are being given to all employees. The utmost advantage of these safety shoes are
that such shoes have the capability of bearing heavy weights and provide large amount of
safety to the feet of the employees. In winters blue colored jersey and jacket is also provided
to the employees. A new set of uniform is being offered to all employees during the
beginning of the every year and is mandatory for all the employees of Pepsi.

39
PEPSI DRESS CODE & GMP GUIDELINES

40
41
VI. PLANT SAFETY MEASURES

Pepsi is committed to provide safe and healthy work environment. It is laid down in
the safety policy also to comply with all applicable environmental, safety and health laws &
regulations. Company is dedicated to designing, constructing, maintaining and operating
facilities that protect the employees and physical resources. This includes providing and
requiring the use of adequate protective equipment and measures insisting that all work is to
be done safely.

Pepsi believes that protecting the environment is an important part of good corporate
citizenship. Company is committed to minimize the impact of its businesses on the
environment with methods which are socially responsible, scientifically based and
economically sound. Company encourages conservation, recycling and other programs which
promote clean air and water & reduce land fill waste.

To meet the practical applicability of safety guidelines in the factory, Plant Personnel
Head is supposed to put following tasks into action:
Organizing National Safety Day (4th March).
Safety slogan/poster competition.
Rolling trophy to encourage healthy competition.
Spot the Hazard Competition.
Safety Display Board.
Safety Banners and posters.
The following guidelines describe the system & procedure to be followed by all
employees, working in the factory so as to achieve safe working conditions in the factory as
envisaged in the safety policy of the company also

SAFETY POLICY

We shall design, construct, maintain and operate plant so that they are safe for:

The people working in plant

The assets of the plant

The environment in and around the plant.

42
 Visitors to the plant

SAFETY OBJECTIVES

To generate safe working environment

To motivate people through daily interaction on safety

Refresher training on safety systems for fire prevention and control

To conduct contest on unsafe practice in plant and safety slogan.

To draw and implement action plan on unsafe practices

To religiously celebrate safety day with full participation.

SAFETY COMMITTIE

To maintain the safe working environment safety committee of the company performs the
following activity:

Motivating people for safe working environment

Safety trainings and awareness among the employees
To conduct electrical and plant safety audit twice in a year.
To meet once a month to review safety measures.
Providing safety devices to all employees.

SAFETY SYSTEMS
In order to ensure great deal of safety for the employees various
safety systems have made possible with in the plant. Such safety systems include:

Work permit system for hazardous jobs.

Fire sprinkler system
Smoke detection system
Fire extinguisher placed in area as per requirement
Emergency evacuation and emergency points defined
Mock drills conducted at regular frequencies
MSDS(Material safety data sheet) for all critical materials in place

43
 SAFETY AWARENESS

For maintaining awareness regarding the safety among the employees within the plant
premises, safety committee has been taking timely actions such as:

LTA (Lost time accident) board is displayed at the plant entrance.

Safety policy is displayed at various locations

Display of PPEs boards close to the area of work

Different safety awareness boards are displayed within the plant

Display of best slogan with employees photograph

Safety training as the part of induction is given to the new employees and the trainees.

Rewards are being given to the employees annually coming forward with best unsafe
practice and safety slogan

USE OF PPEs
(Personal Protective Equipments)

The following Personal Protective Equipment is to be provided in the

factory as maintained by the company:
Shoes- all employees(regular & contracted)
Ear plug for bottling hall workmen and DG set operators.
Gloves and face shields for welders.
Breathing apparatus.
Safety belts for working at heights.
Breathing apparatus (canisters along with mask ) for ammonia
Goggles for filler operators & loading/unloading workmen.
Full PVC suit.
Persons should wear nose masks at the time of carrying out jobs in which handling of
acids is involved.
All the contractors employees should take due precautions to avoid any such
situation which may lead to fire, gas leak, material spilling/spoilage or any health
related problems.

44
 All employees shall never wear hair & beard net before entering the plant to avoid
hair adulteration.
No employee is supposed to wear unwanted loose clothes, slippers while on duty.
All employees are supposed to maintain hygienic standards by properly washing
hands before returning to work.
Sand buckets, water & fire extinguishers are supposed to be placed near the welding
areas to meet any emergencies.

VII. SECURITY MEASURES AT PLANT

To ensure safety of the Concentrate plant and for adequate/proper movement of man,
material, other resources both in & out for the Concentrate plant, various effective
provisions and to check lapses various measures have been laid down so that safety of
Concentrate plant should be maintained around the clock.
The measures and provisions laid down for the safety of the Concentrate Plant are
summed up here below:
a) Contracted security staff is employed to ensure the overall safety of the plant. This
staff comprises of security guards who maintain the security of the plant at main gate,
tower post & patrolling etc. and the working of these guards is regulated by
Supervisor/Inspector who is accountable to the HR Department.
b) To ensure plant security movement of visitors is restrictive. Only important visitors
(Business-Oriented) are permissible to visit the concentrate plant and that too also
after confirming the purpose of the visit.
c) Movement of vehicles inside the plant is also restrictive. Only contracted transport
vehicle are permissible for entry as per plan and with security in-charges permission.
d) Inspection of the incoming and outgoing material is also a part of the security
measures laid down for the overall security.
e) Movement of PCI and NPCI employees is also controlled by a provision of an entry
system at the gate by the name, place, timings & purpose etc.
f) NPCI employees are issued identification bands for distinction, thus security from
unknown visitors is checked.
g) All persons coming inside and going outside the Concentrate Plant are liable to be
searched by the security staff for ensuring that no objectionable material harmful for
the safety comes inside the plant.

45
 h) To check the working of the security staff an audit is conducted by PCI-
Manager/Executive nominated by Plant HR/Plant Manager. No information about
the residential address and telephone numbers are given to anyone to ensure the
security of employees.
i) Another important feature of security procedure of concentrate plant is the provision
for surprise security checks that can be carried out fortnightly by security officer and
monthly by HR Coordinator / Adm. Officer
j) At the time of emergency alarm all the employees, trainees, contracted labor and
visitors should immediately assemble at the assemble points (A,B,C,D) near the
security gate within the plant premises.
ASSEMBLE POINTS DESIGNATION
A - all employees
B - all trainees
C - all contract labour
D - all visitors to the plant

VIII. EMPLOYEE ENGAGEMENT ACTIVITIES

Most organizations today realize that a satisfied employee is not necessarily the best
employee in terms of loyalty and productivity. It is only an engaged employee who is
intellectually and emotionally bound with the organization, feels passionately about its goals
and is committed towards its values who can be termed thus. He goes the extra mile beyond
the basic job responsibility and is associated with the actions that drive the business.
Moreover, in times of diminishing loyalty, employee engagement is a powerful retention
strategy. The fact that it has a strong impact on the bottom line adds to its significance.

Engagement is about motivating employees to do their best. An engaged employee gives his
company his 100 percent.

Pepsi Conducts the number of engagement activities for their employees; their main aim of
carrying such activities is to make them feel re-fresh for their work as they get bored from
routine or monotonous jobs. Their attitude improve when routine is broken occasionally, such
activities are very important for the organizations as it is the source of entertainment for the
employees and also improve the cooperation and understanding among them.

Various engagement activities carried out for the Pepsi employees are:

46
SPORTS MEET

Sports meet is carried out every year and is mostly for all the employees to participate in such
sports. Various types of sports such as basket ball, table tennis, foot ball etc are being played.
They are carried out after the working hours and half an hour relaxation is given to the
employees from their working schedule during the sports meet. Sports coordinator conducts
the survey a week before to list the name of the employees interested in a particular sport.

BIRTHDAY CELEBRATIONS

Birthday celebration is another motivational factor for the employees. List of birthdays
falling in a particular month are displayed at the display board of the canteen. On the birthday
of a particular employee Birthday wishes are being given by the all the colleagues on the
greeting card placed in the canteen premises by the company itself and than that card is
offered as a token of love from the other employees. At the end of a particular month
celebration of the listed birthdays are being carried out in the afternoon tea break in the
canteen itself and the manager of the company in the presence of the whole plant gives him
warm wishes and regards which gives the employees a recognition and make them feel to be
the part of prestigious organization. Such celebration develops the feeling of sincerity and
honesty of the employee towards the organization.

PEPSI DAY CELEBRATIONS

In the last week of December every year the company celebrates PEPSI DAY. It is
celebrated with in the plant premises and families of all the employees meet, interact and
spend time together with each other. Prizes to the winners of the sports meet are being
distributed on this day. There are varieties of games being played by everyone and the
numbers of co-curricular activities for the children are being carried out. This is the
opportunity of entertainment not only for the employees but also by their families.

47
PICNICS AND GET-TO-GATHERS

For the entertainment of the employees two picnics only for the employees and one picnic
party, for their family members are being organized by the company. The primary motives of
these picnics and get-to-gathers are that the employees and their families get ample of time to
interact with one another and can have fun and enjoyment together. The employees also feel
refresh for their work and enjoy the change from their daily boring schedule. Such types of
celebrations also become the motivational factors for the employees.

IX. TRAINING

Training is a systematic and planned process which has its organizational purpose to
impart and provide learning experiences that will bring about improvement in an
employee and thus enabling him to make his contribution in greater measure in meeting
the goals and objectives of an organization. It is an organized procedure for increasing
the knowledge and skill of the people for a specific purpose. The trainees acquire new
skill, technical knowledge, problem solving ability, etc. it also gives an awareness of the
rules and procedures to guide their behavior.

OBJECTIVES OF TRAINING

1. To develop capacities and capabilities of the employees- both new and old by
upgrading their skills and knowledge.
2. To help the existing employees in improving their levels of performance on their
present job assignments.

3. To create self-consciousness and greater awareness to recognize their abilities and

contribute their very best to the organization they serve.

48
 To bring about the efficiency and effectiveness in an organization, so that the
organization may remain competitive in highly competitive market situation and for the
achievement of the organizational goals.
4. Pepsi as an organization believes in the philosophy of development and career growth
of employees by adopting the following techniques:
Requisite training input identified through developmental review.
Knowledge sharing on job
Delegation of responsibility by OJT-Multi-skilling i.e. employees are trained in
various skills other than core skill.
A concrete procedure is laid down for the identification of training need the purpose
of which is to identify and impart training to employees can be summed up as mentioned
below:
Training needs for each employee are identified & recorded in Performance and
Development Review (RHTG-001) for all the PCI employees.
Supervisor and employee mutually agree on identified needs.
Annual training calendar (RHTG-001) IS prepared based on identified needs.
Training calendar is also circulated to all HODs and reviewed after every trimester in
plant manager family group meetings.

TYPES OF TRAINING USUALLY CONDUCTED

Training program organized by outside agencies.
Training conducted by outside resources at own premises.
Training conducted by in-house resources.
On the job training conducted by skilled employees for other employees on an
ongoing basis.
X. INSURANCE COVERAGE
MEDI-CLAIM POLICY
Each PCI employee and his family i.e. spouse and children (up to the age of
21years/unmarried) is insured up to the amount of Rs. 7lakhs in each year as per Medi-Claim
policy
Maternity benefit is also extended to PCI employees as per Medi-Claim policy.
Medi-Claims can be processed as per policy.
For further details Medi-Claim Reimbursement Procedure can be referred.

MEDICAL-CLAIM PROCEDURE
49
1. Intimate insurance company with in seven days from hospitalization/injury/death.
2. File (individual) duly filled Medi-Claim Form No-1 with in 30 days
after discharge from hospital support the claim Form with Bill, Receipt and Discharge
Certificate from the hospital (Having the case history of diseases or reasons for
admission).
3. Cash memo from the Hospital/Chemist(s), Should be supported by prescription. If
prescription is not attached, the Cash Memo/Bill to be signed by doctor advising the
medicine.
4. Receipt and pathological test reports from the pathological lab should be supported
with the note from the attending medical practitioner/surgeon demanding such
pathological tests.
5. Surgeons certificate stating nature of operation performed from surgeons bill and
receipt if applicable.
6. Attending doctors/consultants/ specialist/ anesthetists bill and receipt and certificate
regarding diagnosis.
7. In case of domiciliary hospitalization receipt from qualified doctor or nurse who is
attending the patient at his/her residence duly supported by a certificate from
attending medical practitioner. Subject to fulfillment of some conditions as mentioned
below or except some diseases of chronicle nature such as Asthma/Heart diseases etc.
8. Certificate from medical practitioner giving reasons for treating at home.
9. Certificate from attending Medical Practitioner/Surgeon that the patient is fully cured.
10. One executive heath checkup during the tenure of service of the employees would be
paid by the company and will not be part of budget, subject to the prior determination
of the prescribed hospital by the Personnel department.
11. Certificate duly signed by individual that information furnished is true.
Claims pertaining to month have to be lodged by the 7th of the following month and
claims will be settled by 15th of the month during which the claim is lodged.
12. The balance, if any, in the budget will not be carried forward to the next year. Similarly,
in case where the claim exceeds the budget, no amount will be sanctioned above the
limits against budget of the next calendar year.
13. In case of hospitalization, the payment will be released directly to the hospital/nursing
home. All the advances and payments made by the employee to the hospital/nursing
home will be reimbursed subject to production of bills, receipts and other related
documents.

50
14. To claim exemption from tax, treatment-requiring hospitalization must be undergone in
the hospital approved by the Chief Commissioner of income tax. Employees must
ensure, for their convenience, that the treatment is being undertaken at the approved
hospital.

NB: Clauses mentioned above are laid down by New India Assurance Company and are keep
on changing from time.

NOTICE OF CLAIM
Preliminary notice of claim with particulars relating to policy numbers. Name of insured
person in respect of whom claim is made, nature of illness/injury and name and address of the
attending medical practitioner/ hospital/nursing home should be given to insurance company
within seven days from the date of hospitalization/injury/death.
File the claim along with hospital receipt bills/cash/memos, claim form and other and other
with requisite document mentioned in the above procedure.
Claim should reach the insurance company with in 30 days from the discharge from the
hospital. Providing the authenticity of attached document will be claimants responsibility.

XI. WC-POLICY
WORKMEN COMPENSATION POLICY/EMPLOYEE STATE INSURANCE (ESI)
As envisaged by ESI-Act, 1948, insurance coverage is provided to employees & NPCI
Employees are covered by W.C. Policy which is beneficial to NPCI employees as following:
Wages Disbursement for the non-working period owing to any reportable
injury/accident.
Compensation in case of permanent Total/Partial disability as per Workmen
Compensation Act.

GROUP PERSONAL ACCIDENT-POLICY

PCI Employees working in Pepsi Foods Limited (Concentrate Division) those who
are on the roll of company as on date are eligible for benefits of Table A, B, D of
Group Personal Accident Policy and insured against total sum Rs.5,00,000 per person.
PCI Employees visiting to other branches in India while on deputation are also
covered under this for above benefits of table A, B & D.

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 TABLE BENEFITS
TABLE A
Under this payment of Rs.1000/per week is permissible up to 104 weeks if advised by
the doctor in case of any injury/accident.

TABLE B
Death risk is covered up to Rs.2,00,000
Medi-Claim up to 40% of total expenses.

TABLE D
Only death due to accident up to Rs.1,00,000
Expenses of medicines are permissible up to 40% of total permissible claim.

COMPANY MEDICAL ENTITLEMENTS

The company will provide medical assistance to cover the cost of medication and
allied expenses of employees and his/her family subject to entitlement (Annually Circulated).
To claim the reimbursement, filling of claim of reimbursement in the prescribed
format (form 1&2) enclosing all the bills along with doctors prescription (registered
medical practitioner) in support of claim if necessary. The following claims in
connection with the treatment of self and/or of the family member would be allowed:
Consultation fee of doctors (Allopathic, Homeopathy, Ayurvedic and Yunani).
Cost of medicines as prescribed by the doctor will be permissible. Also medicines for
common ailments such as headache, cold, fever etc. would be permissible.
Cost of diagnostic tests advised by the doctor.
Premium paid for medical insurance.
Bills aggregating to a maximum of Rs.1000/- for numbered spectacles
Dental treatment excluding expenses of dental capping.
Cost of hearing aid.
Pre and post hospitalization expenses.

CLAIMS FOR THE FOLLOWING

WILL NOT BE PERMISSIBLE:
Cost of toiletries, cosmetics, beauty clinics etc.
Cost of health tones.
Cost of baby milk powder, nappies etc.
52
 Medicines, which are not prescribed by the doctor, except those pertaining to non-
common ailments.
Diagnostic tests not advised by the doctor.
Expenditure on self medication, except for common ailments such as headache, fever,
cold/cough etc. at the discretion of sanctioning authority.
Claims pertaining to non-dependent family member.
Claims exceeding the budget.
Claims not supported by proper bills/prescription.
Claims not submitted the prescribed format.
In-complete claim form.

XII. T & E POLICIES & PROCEDURES

Outlined below is the T&E policy which reflects the companys philosophy and our business
realities. The system is designed to cater to business travel needs of our employees and is
based on contemporary practices in industry.

The system has been divided into the following parts:-

ENTITLEMENT OF TRAVEL AND STAY (BOARD & LODGE)
PROCEDURE FOR REIMBURSEMENT
The following classification is to be used for entitlements for domestic travel
Band I+ : Executive Vice Presidents/ Executive Directors
Band A/B : Vice Presidents/ General Managers
Band C : Managers
Band D : Assistant Managers
Band E: Executives/Officers/Assistants/Secretaries

The employee is expected to exercise a basic sense of discipline-in the use of

company resources by adhering to the T & E norms in letter and spirit.

1. ENTITLEMENT OF TRAVEL & STAY

(a) INTER CITY

GROUP AIR RAIL ROAD

st
Band I+ J CLASS AC 1 CLASS AC CAR
Band A/B Y CLASS AC 1st CLASS/ EXEC AC CAR

53
 CHAIR CAR
Band C Y CLASS AC 1st CLASS/ EXEC NON AC CAR
CHAIR CAR
Band D Y CLASS(ONLY 2nd AC SLEEPER OR 1st LUXURY AC BUS
WITH PRIOR CLASS OR AC CHAIR
APPROVAL WHERE CAR
TRAVEL TIME
EXCEEDS 12
HOURS)
Band E N.A. 2nd AC SLEEPER OR 1st LUXURY AC BUS
CLASS

(b) INTRA CITY TRAVEL- WHILE ON TOUR

GROUP MODE OF TRAVEL

Band I+ AC CAR
Band A/B AC CAR
Band C NON AC CAR
Band D BY TAXI (BLACK & YELLOW)
Band E AUTO AS A RULE OR LOCAL TRAIN 1 st CLASS TAXI-
CITY SPECIFIC OR AS AN EXCEPTION ONLY

(c) INTRA CITY TRAVEL- LOCAL

Applicable with effect from June 1, 2006, for people with field job for travel with in city
limits of place of posting (head quarter location)

GROUP MODE OF TRAVEL REIMBURSEMENT

Band D 2 WHEELER Rs.3.25 per km
Band E 2 WHEELER Rs.3.25 per km

The employee will be required to maintain a log book and submit a reimbursement claim for
all local travel undertaken in pursuance of official duties on a bi-monthly basis in the
prescribed format. This reimbursement will not be chargeable when the employee is route
riding.
For all Band D employees who use their own car in the market (local only), and have not
taken a two wheeler loan from the company, the rate chargeable will effect from 1 st June 2000
shall be Rs.3.30 per km.
For all Band C+ employees the budgets as determined in the vehicle running and
maintenance policy covers for official travel viz. market visits, official work of any nature.

54
However, in the extraordinary event of the budget being exceeded, a review of the budget of
the employee will be undertaken by the Human Resource Department and adjusted suitably.
In case of upcountry travel by Band C Managers who have their own cars, they can use their
cars within 100kms, radius and claim@ Rs.3.30 per km. In case of travel more than 100kms,
the employee should travel via mode of travel as per entitlement. In case of upcountry travel
for Band B+ managers, authorized by the employees supervisor, the same can be claimed @
Rs.3.30 per km. Official visits(other than regular place of work) to factory/Upcountry
Markets/ Outside city/ Town Limits in company car can also be claimed at the same rate. For
airport transfers managers should use allotted company cars. Alternatively, for airport
transfers, employees should use the pre-paid taxi service/taxi and charge expenses in their
T&E on actuals or @ Rs.3.30 per km
2. Board & Loading (For Outstation Travel More Than 24 Hours)
The T&E system covers three situations where board & lodge will apply to an employee an
outstation tour.
Stay in company maintained transit flat.
Own arrangements made, where company transit flats do not exist/space is not
available.
For stay in hotels, where company transit flats do not exist / space is not available.
EXCEPTIONS
There will be occasions, when due to exigencies of work, some of the entitlements/rules,
enumerated earlier may not hold. It needs to be clearly understood, that all such exceptions
must have authorization of the departmental/unit head, as applicable.
3. TEAM TRAVEL
At times, employees belonging to different classification groups may travel together on the
common tour. In such cases, it is recommended that the junior employee should travel along
with the senior employee at the senior employees level, especially if they are traveling by air.
All such cases will be treated as exceptions and will need to be pre-approved by the
supervisor.
4. PART DAY TRAVEL
There will be many occasions when the journey from the place of posting,
commences/terminates at some part of the day. In such instances, the entitlements will
exclude those that accrue during the time spent at home base, either as a prefix or suffix on
the tour commencement/termination day.
5. PROCEDURE FOR REIMBURSEMENT
(a) Tickets
55
 Tickets should be booked only through the company authorized travel agents.
The ticket jacket along with the above bill should be attached to the T&E statement to
support the employees travel expenses (of course, in the case of rail travel, tickets
need not be attached to the statement).
(b) Hotel Stay
All hotel bills should be cleared by the employees by the credit card or if needed by
cash payment.
Employees should not use travel agent hotel vouchers for settlement of hotel
expenses.
A copy of hotel bill with all support vouchers should be attached to the T&E
statement. The company will arrange to settle payment directly to the employees after
the T&E statement has been approved.
(c) SUBMISSION OF EXPENSE STATEMENT
T&E statement should be submitted within a week of the traveling manager returning
to base.
If the travel in advance has been availed, this should not be carried forward from one
statement to another. The balance whether due to employee/company should be
settled.
T&E statements should be complete in all respects (including supporting documents)
and authorized by the immediate superior, before onward transmission to accounts
departments.
The expenses will need to be detailed on a daily basis on the statement.
All expense statements should be numbered serially (employee wise) and the copy
kept with him for his records.
(b) CANCELLATION OF TICKETS
All tickets which need to be cancelled should be routed through the departmental
secretaries through whom the original bookings were made.
The department secretary should make the note of cancellation request against the
original booking made, and send the tickets to the travel agency for cancellation.

CHAPTER-5: RESEARCH METHODOLOGY

NEED FOR THE STUDY:
Human resource research is the task of searching for and analyzing facts to find out certain
guidelines to solve the human resource problems. This research is mainly concerned with the
study of human behavior and prepares guidelines for their future guidance. Personnel or HR
56
research is the investigation and analysis of personnel and human behavior with the view to
set the guidelines for the future.
Personnel research is the task of searching for and analyzing facts relating to the end that
personnel problems may be solved or guidelines governing to their solution derived.

OBJECTIVES OF THE RESEARCH

1. To bring about the small and trivial problems of the employees in the limelight of the
management.
2. To help the management of the company to know about the actions to be taken to
increase the level of satisfaction of the employees.
3. To help the management to ratify the present philosophy and principles of the personnel
management.
4. To analyze the physiological and human factors and amends and develops wherever
necessary the principles and practices of personnel management.
5. To discover the ways to maintain abilities and attitudes of personnel at good or high
levels or on continuing basis.

RESEARCH PROCESS
Different steps are to be followed in the research process and they are explained as below:

1. PROBLEM SOLVING
This is the basic step in the research process. It is well said that A problem well defined is
half solved
Here the problem is To analyze the attitudes of the employees regarding the various
benefits provided to them by Pepsi Food Pvt. Ltd.
2. RESEARCH DESIGN
Once the problem is defined the next step is the Research Design. Research design is the
basic framework which provides guidelines for the rest of the research process.
The research design for this project is descriptive research design as descriptive studies
attempt to obtain a complete and accurate description of this situation. So in this study full
description of the attitudes of the employees regarding the benefits provided to them will be
known so it is a descriptive study.

57
3. SAMPLING DESIGN
The sampling design used in this project is QUOTA SAMPLING, as the sample of the
employees for the survey were selected from the organization from different quotas as some
managers were intervened, some executives and few operators.

4. POPULATION
The total elements of the universe from which the sample is to be selected to be studied is
known as population. The populations of my research are the employees of PepsiCo. Food
Pvt. Ltd.

5. SAMPLE SIZE
The sample sizes for my project are 15 employees working in the organization which include
4 managers, 6 executives and 5 operators.

6. DATA COLLECTION
Following are the sources for the collection of data:
Primary source
Secondary source

DATA COLLECTION METHODS

There are three main methods of data collection

Observation
Experimentation
Survey
Direct interview method
I have selected survey method of data collection.
This is one of the common and widely used methods for primary data collection. We can
gather wide range of valuable information about the behavior of the employees viz. attitude,
motive and options etc.
In survey method most commonly used is the questionnaire, another one is interview.
Questionnaire yields the most satisfactory results. So I have also used questionnaire to find
out the employees attitude with respect to the various benefits provided to them. But the

58
questionnaire was not shown directly to the employees but direct interviews were carried out
to judge their view points
However since research process involves the collection of data and facts, building up
and analysis of data then checking the data and data remarks it is obvious that a study takes a
considerable time for completion. HR research studies the employees attitudes and behavior
so there is no guarantee that these will not change in time.

59
CHAPTER-6: FINDINGS AND ANALYSIS

Section - A
Sex:

Male 46

Female 4

INTERPRETATION: According to 50 employees 92% of them are male and rest 8% of

them are females.

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Age:

Upto 20 years 3
20 30 years 29
30 40 years 16
Above 40 years 6

INTERPRETATION: According to 50 employees 5% of them say that their age is up to 20

years, 54% of them say that their age is up to 20-30 years, 30% of them say that their age is
30-40 years and rest 11% of them say that their age is above 40 years.

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Marital status:

Married 39

Unmarried 11

INTERPRETATION: According to 50 employees 78% of them are married and rests 22%
of them say that they are unmarried.

62
Educational qualification:

Senior Secondary 14
Higher Secondary 19
Diploma 10
UG 5
PG 2

INTERPRETATION: According to 50 employees 28% of them say that their educational

qualification is senior secondary, 38% of them say that their educational qualification is
higher secondary, 20% of them say that their educational qualification is diploma, 10% of
them say that their educational qualification is UG, and rest 4% of them say that their
educational qualification is PG.

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Year of service:

Upto 2 years 9
2 -6 years 12
6 -10 years 14
Above 10 years 15

INTERPRETATION: According to 50 employees 18% of them say that they have been
working upto 2 years, 24% of them say that they have been working since 2-6 years, 28% of
them say that they have been working since 6-10 years and rest 30% of them say that they
have been working above 10 years.

64
Section - B
1. Type of cloth material in uniform

Highly Satisfied 21
Satisfied 15
Moderately Satisfied 10
Dissatisfied 4
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 42% of them say they are Highly

Satisfied with the cloth material in uniform, 30% of them say that they Satisfied with the
cloth material in uniform, 20% of them say that they are Moderately Satisfied with the cloth
material in uniform and rest 8% of them say that they are Dissatisfied with the cloth material
in uniform

65
2. Working environment
Highly Satisfied 19
Satisfied 24
Moderately Satisfied 7
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 38% of them say they are Highly

Satisfied with working environment, 48% of them say that they Satisfied with working
environment, and rest 14% of them say that they are Moderately Satisfied with working
environment.

66
3. Safety practices for the welfare of its workers

Highly Satisfied 3
Satisfied 9
Moderately Satisfied 12
Dissatisfied 16
Highly Dissatisfied 10

INTERPRETATION: According to 50 employees 6% of them say that they are Highly

Satisfied with the Safety practices for the welfare of its workers, 18% of them say that they
Satisfied with the Safety practices for the welfare of its workers, 24% of them say that they
are Moderately Satisfied with the Safety practices for the welfare of its workers, 32% of them
say that they are Dissatisfied with the Safety practices for the welfare of its workers and rest
20% of them say that they are Highly Satisfied with the Safety practices for the welfare of its
workers.

67
4. Food provided in company

Highly Satisfied 13
Satisfied 18
Moderately Satisfied 5
Dissatisfied 11
Highly Dissatisfied 3

INTERPRETATION: According to 50 employees 6% of them say that they are Highly

Satisfied with the food provided in company, 26% of them say that they Satisfied with the
food provided in company, 36% of them say that they are Moderately Satisfied with the food
provided in company, 10% of them say that they are Dissatisfied with the food provided in
company rest 22% of them say that they are Highly Satisfied with the food provided in
company.

68
5. The company provides concession to its products like discounts etc.

Highly Satisfied 10
Satisfied 19
Moderately Satisfied 13
Dissatisfied 3
Highly Dissatisfied 5

INTERPRETATION: According to 50 employees 20% of them say that they are Highly
Satisfied with the company provides concession to its products like discounts etc, 38% of
them say that they Satisfied with the company provides concession to its products like
discounts etc, 26% of them say that they are Moderately Satisfied with the company provides
concession to its products like discounts etc, 6% of them say that they are Dissatisfied with
the company provides concession to its products like discounts etc rest 10% of them say that
they are Highly Satisfied with the company provides concession to its products like discounts
etc.

69
 6. Educational assistance provided for childrens education.

Highly Satisfied 11
Satisfied 27
Moderately Satisfied 12
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 22% of them say that they are Highly
Satisfied with the educational assistance provided for childrens education, 54% of them say
that they satisfied with the educational assistance provided for childrens education, and rest
24% of them say that they are Moderately Satisfied with the educational assistance provided
for childrens education.

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7. Appreciation and recognition given to employees for their excellence
Highly Satisfied 17
Satisfied 24
Moderately Satisfied 9
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 34% of them say that they are Highly
Satisfied with the appreciation and recognition given to employees for their excellence, 48%
of them say that they Satisfied with the appreciation and recognition given to employees for
their excellence, and rest 18% of them say that they are Moderately Satisfied with the
appreciation and recognition given to employees for their excellence.

71
8. Are the picnics, parties and other get to gather increase your efficiency

Highly Satisfied 18
Satisfied 27
Moderately Satisfied 5
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 36% of them say that they are Highly
Satisfied with the picnics, parties and other get to gather which increase their efficiency, 54%
of them say that they Satisfied with the picnics, parties and other get to gather which increase
their efficiency, and rest 10% of them say that they are Moderately Satisfied with the picnics,
parties and other get to gather which increase their efficiency.

72
9. How good is the companys transport service?

Highly Satisfied 13
Satisfied 25
Moderately Satisfied 12
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 26% of them say that they are Highly
Satisfied with the companys transport service, 50% of them say that they Satisfied with the
companys transport service, and rest 24% of them say that they are Moderately Satisfied
with the companys transport service.

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10. Group insurance is one of the benefits the company is sufficient
Highly Satisfied 17
Satisfied 28
Moderately Satisfied 5
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 34% of them say that they are Highly
Satisfied that Group insurance is one of the benefits the company is sufficient, 56% of them
say that they Satisfied that Group insurance is one of the benefits the company is sufficient,
and rest 10% of them say that they are Moderately Satisfied that Group insurance is one of
the benefits the company is sufficient.

74
11. Do you feel that employee engagement activities are sufficient?
Highly Satisfied 21
Satisfied 24
Moderately Satisfied 5
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 42% of them say that they are Highly
Satisfied that employee engagement activities are sufficient, 48% of them say that they
satisfied that employee engagement activities are sufficient, and rest 10% of them say that
employee engagement activities are sufficient.

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12. Festival Allowance

Highly Satisfied 19
Satisfied 23
Moderately Satisfied 8
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 38% of them say that they are Highly
Satisfied with the festival allowance given to them, 46% of them say that they Satisfied with
the festival allowance given to them, and rest 16% of them say that they are Moderately
Satisfied with the festival allowance given to them.

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13. Training programs conducted

Highly Satisfied 24
Satisfied 21
Moderately Satisfied 5
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 48% of them say that they are Highly
Satisfied with the training programs are conducted, 42% of them say that they Satisfied with
the training programs are conducted, and rest 10% of them say that they are Moderately
Satisfied with the training programs are conducted.

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14. First aid

Highly Satisfied 23
Satisfied 20
Moderately Satisfied 7
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 46% of them say that they are Highly
Satisfied with the first aid provided to them, 40% of them say that they Satisfied with the first
aid provided to them and rest 14% of them say that they are Moderately Satisfied with the
first aid provided to them.

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 15. The grievance handling procedure in the company

Highly Satisfied 21
Satisfied 24
Moderately Satisfied 5
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 42% of them say that they are Highly
Satisfied with the grievance handling procedure in the company, 48% of them say that they
Satisfied with the grievance handling procedure in the company, and rest 10% of them say
that they are Moderately Satisfied with the grievance handling procedure in the company.

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16. The company is providing its employees with the goggles, mask and other safety gadgets.

Highly Satisfied 26
Satisfied 20
Moderately Satisfied 4
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 52% of them say that they are Highly
Satisfied with the goggles, mask and other safety gadgets provided by the company, 40% of
them say that they Satisfied with the goggles, mask and other safety gadgets provided by the
company, and rest 8% of them say that they are Moderately Satisfied with the goggles, mask
and other safety gadgets provided by the company

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 17. What do you feel about the timing and stoppages of company transport

Highly Satisfied 19
Satisfied 26
Moderately Satisfied 5
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 38% of them say that they are Highly
Satisfied with the timing and stoppages of company transport, 52% of them say that they
Satisfied with the timing and stoppages of company transport, and rest 10% of them say that
they are moderately satisfied with the timing and stoppages of company transport.

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 18. Birthday party celebrations with company premises develops good relation

Highly Satisfied 22
Satisfied 25
Moderately Satisfied 3
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 44% of them say that they are Highly
Satisfied with the Birthday party celebrations in company premises develops good relation,
50% of them say that they Satisfied Birthday party celebrations in company premises
develops good relation, and rest 6% of them say that they are Moderately Satisfied Birthday
party celebrations in company premises develops good relation

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19. How satisfied are you with the company organized picnics/parties/get together.
Highly Satisfied 31
Satisfied 17
Moderately Satisfied 0
Dissatisfied 0
Highly Dissatisfied 0

INTERPRETATION: According to 50 employees 65% of them say that they are Highly
Satisfied with the company organized picnics/parties/get together, and rest 35% of them say
that they Satisfied with the company organized picnics/parties/get together.

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 SAFETY

DO YOU FEEL SAFE WHILE WORKING IN PLANT PREMISES?

While conducting the survey of the employees regarding safety, they were asked to share
their views regarding the amount of safety they feel while working within the plant and the
following data was obtained:
Table:
Level of safety no of employees %age
Completely safe 33 66%
Less safe 3 7%
More safety measures are to be taken 14 27%

Graph:

REMARKS
I. Most of the employees feel that they are completely while working within the
organization i.e. 10 out of 15 employees all completely satisfied with the safety policy
of the company.
II. About 1% of them still feel unsafe.
III. About 27% of the employees feel completely safe but still they think that there are some
unsafe measures against which the safety committee should take immediate actions.

84
 LEAVE

ARE YOU SATISFIED WITH THE LEAVE POLICY OF THE COMPANY?

A survey was conducted to know about the views of the employees that the leaves provided
to them throughout the year are sufficient and the response of the employees is as shown:
TABLE:

Level of safety no of employees %age

Completely sufficient 40 80%

Are insufficient 10 20%

GRAPH:

REMARKS
I. Majority of the employee i.e. 80% of them believe that the leaves provided are more
than sufficient and are completely satisfied.
II. But only 20% of the employees feel that the leaves are insufficient and some more
changes should be made in the leave policy.

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WHAT CHANGES SHOULD BE MADE IN THE LEAVE POLICY?

When the study was conducted to know about the changes expected by the employees in the
leave policy are as under and the numbers of the respondents who are in favor of such
changes are also indicated in the data below:
TABLE:
no of
Changes required employees %age
Leaves not taken Should be enchased 30 60%
Should not be enchased 7 14%
LTA regarding the leave should be given 13 26%

GRAPH:

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ACCORDING TO THE COMPANYS POLICY EMERGENCY LEAVES ARE
GRANTED TO ALL THE EMPLOYEES, DO THESE LEAVES ARE REALLY
SANCTIONED OR NOT?

Leaves are No of employees percentage

Really sanctioned 43 86%
Are not sanctioned 7 14%

87
TRAINING

ARE THE TRAININGS PROVIDED TO YOU ARE REALLY UPGRADING YOUR

SKILLS?
Large numbers of trainings are given to the employees every year and the survey was done to
determine whether these trainings are being useful to them or not. The following data will
give us a clear picture of the employees responses:

Trainings lead to: no of employees %age

Complete development 41 82%
Less development of skills 9 18%

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 WHERE THE TRAINING PROGRAMMES SHOULD BE CONDUCTED?
When the views of the employees were taken regarding the venue of the training
programmes, than the following results were obtained:

Should be conducted: no of employees %age

Outside the plant premises 26 52%
With in the plant premises 24 48%

REMARKS
I. About 53% of the employees feel that the training programmes should be conducted
outside the plant premises otherwise the employee will not be able to concentrate
properly upon their trainings because their minds will be distracted towards their
routine work.
II. But 43% of the employees still feel that it is much better when the trainings are
being conducted with in the plant premises.

89
 UNIFORM

WHAT OTHER CHANGES ARE DESIRED IN THE UNIFORM

The type of the changes desired and the number of the respondents in favor of such changes
are shown below:

Changes required in: no of the respondents

Colour 33
Stitching 26
Logo 16
Cloth material 23
Inscription of name 10
Safety shoes 43

REMARKS

I. Out of 15 respondents, 10 of them i.e. 67% of the employees want to have change in the
colour of the uniform.
II. 8 out of 15 i.e.53% of them are not satisfied with the stitching of the uniform.
III. 5 out of 15 i.e. 33% of them wants to have change in the logo, as the uniform does not
possess the present logo of Pepsi and also desire to have a change in the size of the logo.
IV. There is dissatisfaction of the employees over the quality of the cloth material used in the
uniform and 7 out of 15 i.e. 47% of them demand for the improved quality in the material
of the uniform.
V. 20% of the employees want to have their name inscribed on the uniform. According to them
if the name is inscribed than it will make the identification of the employees easier for the

90
 visitors to the organization and also for the new employees to know about the old ones and
however uniform will become more impressive.
VI. Majority of the employees are not satisfied with the safety shoes provided to them.
According to them the shoes are heavy in weight and thus they feel uncomfortable by being
working while standing during the long working hours. 87% of the employees want to have
change in the type of safety shoes. Out of 87%, 68% of them are operators, 12% of them
are executives and 7% of them are managers.

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CANTEEN

What additional changes are to be made within the canteen

Changes required: No of the employees percentage
A.C facility for the 25 50%
complete working hours
Changes in the 15 30%
ambience of the canteen
Display of the price list 10 20%
of the various items
available in the canteen

92
EMPLOYEE ENGAGEMENT
ARE EMPLOYEE ENGAGEMENT ACTIVITIESCOMPLETELY SUFFICIENT?
Are they sufficient No of employees Percentage

Yes 36 72%
No 14 28%

93
CHAPTER-7: CONCLUSIONS
At the end of I would like to conclude that HR department is the heart of every organization
and HR policies are its heart beats because if the heart will not beat at right intervals and at
right times than it will affect the overall health of the individual. In the same way if the
welfare facilities are not made for the employees by the organization, it will affect the
productivity and quality of work of the employees. Pepsi Foods Pvt, Ltd. is one of the
organizations that have realized that their growth and welfare has an effect on the companys
bottom line. I found that the policies of the company highly well framed and being followed
for each and every employee in the organization. In my analysis, I found that the majority of
the employees are highly satisfied with the current policies of the organization but at the same
time they came out with their viewpoint of the areas of the improvement to be made, but
these changes are not demanded because of their dissatisfactions but they feel that changes
made after certain periods of time definitely affect the working capability of the employees.
Most of the employees say they are Highly Satisfied with the cloth material in uniform
Most of the employees say that they satisfied with working environment.
Most of the employees say that they are dissatisfied with the Safety practices for the
welfare of its workers.
Most of the employees say that they are Moderately Satisfied with the food provided in
company.
Most of the employees say that they satisfied with the company provides concession to its
products like discounts etc.
Most of the employees say that they satisfied with the educational assistance provided for
childrens education.
Most of the employees say that they Satisfied with the appreciation and recognition given
to employees for their excellence.
Most of the employees say that they satisfied with the picnics, parties and other get to
gather which increase their efficiency.
Most of the employees say that they satisfied with the companys transport service.
Most of the employees say that they Satisfied that Group insurance is one of the benefits
the company is sufficient
Most of the employees say that they satisfied that employee engagement activities are
sufficient.
Most of the employees say that they satisfied with the festival allowance given to them.
Most of the employees say that they are Highly Satisfied with the training programs are
conducted.
Most of the employees say that they are Highly Satisfied with the first aid provided to
them.

94
 Most of the employees say that they Satisfied with the grievance handling procedure in
the company
Most of the employees them say that they are Highly Satisfied with the goggles, mask and
other safety gadgets provided by the company
Most of the employees say that they satisfied with the timing and stoppages of company
transport.
Most of the employees say that they Satisfied Birthday party celebrations in company
premises develops good relation
Most of the employees say that they are Highly Satisfied with the company organized
picnics/parties/get together.

The areas of extreme satisfaction, moderate satisfaction and the areas of the improvement,
according to the employees viewpoint is as show:

AREAS OF EXTREME SATISFACTION

Self service in the canteen is very unique policy of the organization and most of the
employees are satisfied and have positive attitude towards such practices they think that
such practices avoids the discrimination among the employees.
Highly satisfied with the companys dress code
Highly satisfied with the companys training facilities.
Most of the employees are highly satisfied with the leave policy and they also favour that
leaves should not be encashed because they think that if the leaves are encashed than
majority of the employees will become money minded and will work in the situations
when they are unfit for the work.
Since the company has completed five years of safety period without any accident, so
most of the employees are satisfied with the safety and security policies of the company
Medical facilities and allowances provided are highly sufficient
Employee engagement activities are highly beneficial in improving the working
efficiency
Transportation provided by the company is highly safe and secure.
Staff sale is quite beneficial
Group insurance policies are highly sufficient
Employee engagement activities are highly beneficial in improving the working
efficiency
Transportation provided by the company is highly safe and secure.

95
 AREAS OF MODERATE SATISFACTION
Few of the employees are not satisfied with the safety shoes provided to them as the part
of the uniform. Since they are heavy in weight and the employees feel uncomfortable
while working in the plant.
Discounts on snacks are sufficient but not on soft drinks.

AREAS OF IMPROVEMENT
Most of the employees demand that the A.C facility should be made available in the
canteen not only during the lunch time and tea break but during the complete working
hours. Since, at some employees work place the temperature is very high, so that, they
can sit in the canteen if they feel highly suffocated at their workplace.
Many employees view that there is a need to improve the seat quality within the bus,
since the bus is small in size, so the fan or A.C facility should be made available to them.
Lunch facility should be made available to the employees.

The above information gives the clear picture that the majority of
the employees are satisfied with the current policies of the organization. It is the highly
skilled HR department of the organization that have made these policies available to the
employees and made them feel to be the part of such prestigious organization. It is because of
the high levels of the satisfaction of the employees had made Pepsi Foods Pvt. Ltd to be
NUMBER ONE PEOPLE COMPANY

96
CHAPTER-8: SUGGESTIONS AND RECOMMENDATIONS

My survey has given me an opportunity to bring out the human problems and to express their
feelings, fears, doubts and dissatisfactions among the minds of the employees. So, on the
basis of their discontentments there are some suggestions and recommendations on my part
that the companies could think over it and take some correct actions regarding their
operations.

The management of the organization should try to recommend the following changes
in the uniform:

a. A new tailor should be employed for the stitching of the uniform and the trial should
be taken before placing the complete orders of the uniform and efforts must be done
to make improvements in this regard.

b. Everyone wants some change in his/her life, similarly by wearing same uniform for
years together make the employees dissatisfied in this aspect. So the management
should make a change in the colour and logo of uniform.

c. Name of the employees should be inscribed on the uniform. This will help the new
employees to know the old ones and will also help the visitors of the organization to
easily identify the person they want to meet.

The company should try to enhance the availability of their products on more
discounts to the employees of the organization, as they being the part of Pepsi, have
complete rights to get such benefits.

The company should give loans to the employees for the purchase of consumer goods
or at the time of any marriage or other functions in the family of the employee.

The organization should provide house rent allowances to the employees or provide
loans to the employees at concessional rates to enable them to construct their
house/flats.

97
The organization should give educational allowance for the children of the employees
or reimburse the educational expenditure of the children of the employees.

Lunch facility should be made available to the employees. As most of the employees
are living away from their home town and if the organization is unable to provide
such facilities as employees being less in number than Tiffin system from outside
should be made available to them.

Some type of interaction trainings should be given to the employees i.e. the
interaction skills among employees within the organization should be improved upon.

Regarding the transportation facilities more luxury buses should be made available for
the daily movement of the employees. The colour of the buses should be blue with
logo of Pepsi painted on them. This will also serve as a source of advertisement for
the company.

Most of the employees are not clear about the insurance policies given to them by the
company. So such policies should be made clearer and proper documentation in the
form of written proof should be handed over to the employees.

At the time of a death of a particular employee, one member of the family should be
given an opportunity to be the part of the organization and to occupy the position of
the ex-employee.

The management should make the recommendations regarding the leave policy. If any
employee has taken the leaves as per the policy in a year, than such leaves should be
encashed for the number of days worked in accordance to the leaves.

There are some old employees in the organization who cannot participate in the sports
week being conducted. For such employees meditation classes should be made
available after the working hours for their better health and fitness.
During the Pepsi Day celebrations prizes should be given to the children of the
employees on securing good marks in their classes.

98
In addition to this if any employee has done some extra-ordinary work during the
tenure of the year, the employees should be appreciated by the organization in front of
their families which makes them feel proud and gives them the recognition of being
the part of prestigious organization.

The management should also make efforts to conduct the sports competition with the
other organizations at least once in a year.

The Pepsi Day celebrations should be done on a large scale i.e. some celebrity should
be invited in the plant premises and show should be organized at good levels. This
will develop more public relations and will also become the source of advertisement.

The facility of ESOPs (employee stock option plan) should be given to the
employees as this is the best way to motivate them and improve their productivity and
efficiency.

99
CHAPTER-9: LIMITATIONS

Every project has its own limitations. The purpose of mentioning is to help readers form a
more accurate interpretation of the results. Present study is subject to the following
limitations which would be taken into consideration.

Employees of the plant are so busy in their work that they are not able to give proper
times regarding the discussions of my project.

Due to time constraints, the size of the sample was restricted. It may not be possible to
generalize the results on the basis of such small sample size.

Some employees are highly loyal and satisfied towards the organization due to some
specific reason as some employees being the member of canteen committee, one
being sports coordinator etc. As the matter of which the results obtained may be bias.

Covering each and every benefit of the organization is not possible for the survey and
discussing each and every aspect of the questionnaire to everyone has also become the
part of limitation of the study.

WHAT I HAVE LEARNT ?

I have discovered that human resource is the heart of every organization. Productivity of any
organization is directly related to the quality of HR it contains. All the organizations have
also realized the importance of human resource and they have also realized that their growth
and welfare has an effect on the companys bottom line. In my summer training I have learnt
a lot of things, which will surely help me in my future. The first thing is the skill of
communication and they have also developed confidence thereby taking interviews of well
experienced people of the organization. This has made me bold to handle the situations
accordingly.
This industrial training has given me practical exposure to the corporate
world which i could never had obtained by sitting in a classroom. We have learnt the methods
the organization is applying to motivate and empower their employees.
I got the opportunity to interact with the number of people from the
corporate world which developed in me the spirit of being one of them.

Last but not the least I had a lifetime experience.

100
ANNEXURE: QUESTIONNAIRE

Name of Employee:_____________________
Designation: _____________________

QUESTTIONARE

Personal Information

Section - A

1) Name ( optional ):

2) Sex :
Male Female

3) Age :
Upto 20 years 20 30 years 30 40 years above 40 years

4) Marital status :
Married Unmarried

5) Educational qualification :
Senior Secondary Higher Secondary Diploma UG PG

6) Year of service :
Upto 2 years 2 -6 years 6 -10 years above 10 years

101
 Section - B

Sl.No Statements Highly Satisfied Moderately Dissatisfied Highly

Satisfied Satisfied Dissatisfied
1 Type of cloth material
in uniform

2 Working environment
3 Safety practices for
the welfare of its
workers
4 Food provided in
company

5 The company
provides concession
to its employees on
its products like
discounts etc
6 Educational
assistance provided
for childrens
education
7 Appreciation and
recognition given to
employees for their
excellence
8 Are the picnics,
parties and other
get-to-gather
increase your
efficiency
9 How good is the
company's transport
service
10 Group insurance is
one of the benefits
the company is
sufficient
11 Do you feel that
employee
engagement
activities are
sufficient
12 Festival Allowance
13 Training programs
conducted
14 First aid
15 The grievance
handling procedure in
the company
16 The company is
providing its
102
 employees with the
goggles, mask and
other safety gadgets
17 What do you feel
about the timing
and stoppages of
company transport
18 Birthday party
celebrations with
company premises
develops good
relations
19 How satisfied are
you with the
company organized
picnics/parties /get
together

SAFETY

a. How much safe do you feel while wearing the safety shoes provided by the company:
Completely safe
Less safe
Unsafe
Completely unsafe

b. How much safe do you feel while working within the company
Less safe
Completely safe
Less unsafe
Completely unsafe

LEAVE

c. Do you feel that leaves provided by the company are sufficient and what are your views
regarding leave?
_________________________________________________
_________________________________________________

d. According to the companys policy emergency leaves are granted to all the employees, do
these leaves are really sanctioned or not?
________________________________________________

103
TRAINING

e. What do you suggest regarding the improved training facilities for the employees?
_________________________________________________
_________________________________________________

UNIFORM

f. What other changes do you expect the company should make regarding the uniform.
_________________________________________________
_________________________________________________

CANTEEN

g. What are the various changes which you would like to make with in the canteen?
_________________________________________________

EMPLOYEE ENGAGEMENT ACTIVITIES

k. Since the company conducts sports meet every year, which additional sports the company
should provide to its employees
_________________________________________________

l. What do you feel after attending the sports meet

feel refresh for the work
feel lethargic
no change in you
show positive results

m. Do you think that sports should be conducted throughout the year?

_________________________________________________
_________________________________________________

104
 BIBLIOGRAPHY

I. TEXTS CONCERNED

Human Resources A Relook to the Workplace Dr. K.K. Chaudhri

Ahmad, S., & Mehta, P. (1997). Role stress, quality of work life and alienation. In : D.M.
Pestonjee and U. Pareek (Eds.) Organizational role stress and coping. New Delhi : Rawat
Publications.
Anantharaman, R. N., & Subha, V. (1980). Job involvement, need satisfaction and
organizational climate. Indian Journal of Applied Psychology, 17, pp 5659
Human Resources Management Robert L. Mathis, Jackson, John H. Jackson
Personnel Management and Industrial Relations Tripathi ,19th edition, reprint 2008
Human Resources Management Carter McNamara
Kelvin- Master in Resource Management
Flippo.B.Edwin Personnel Management
Kothari, C.R- Research Methodology Methods and
Techniques, Vishva Prakashan, New Delhi

II. SEARCH FROM INTERNET

www.pepsi.com
www.pepsiindia.com
www.google.com
www.wikipedia.com

III. ARTICLES

Shobha Mishra & Dr. Manju Bhagat, Principles for successful implementation of labour
welfare activities from police theory to functional theory Retrieved June 10, 2010, from
http://www.tesionline.com/intl/indepth.jsp?id=575
26 th Conference of ILO,Conventions and Recommendations of ILO (1949) Retrieved
June 11, 2010, from http://www.workinfo.com/free/sub_for_legres/ILO/index.htm
Human resource and personal management, Tata McGrawHill, 2005
Report of National Commission on Labour, Government of India, 2002

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