Top Guide of Als Essay Samples 2017

Top Guide of Als Essay Samples 2017 High school essays are structured very similarly whatever the topic and decent essay structure will enable you to write a very clear essay that flows from 1 paragraph to the next. Gre essaylivegradersm can help you to boost your essay grader. One of the absolute most troublesome things in writing essays is creating a great title. When selecting high school essay format, step one is to recognize the sort of essay you will need to write. Therefore, you may also have scholarship essay writing tips that will direct you in your writing. About ensuring the simplest way essay examples sample essay issue. Nursing today is a whole lot more than simply working at the bedside. High school essay examples incorporate a number of short essays like narrative, persuasive and analytical. Being a real nurse doesn't appear to have the very same excellent feeling that it used to. The Nuiances of Als Essay Samples 2017 Writing has existed for quite a lengthy time. The subject of the paper needs to be streamlined to something more manageable. Benefits of Online essay Writing Services Essay writing is a trying undertaking for the majority of the students today. Free essay papers offer you great benefits of the students. Also use the active voice as much as you are able to. As a consequence, you get a good deal of free time and completed homework. It's only normal to be anxious about hiring an on-line essay writer since you can not ever be sure whether you are employing the appropriate service or not. The writers in our service are trying their very best to make sure the client is complete ly pleased with the work delivered to them. Als Essay Samples 2017 Secrets The employee tasked with managing payroll accounts may benefit from an attendance sheet as they can easily recognize the range of hours an employee should be covered. An attendance sheet may be used to estimate the willingness of an employee to totally do the job for the organization. It is not limited to the use of businesses for employee attendance tracking. It can help the management and the human resource department to evaluate the attendance of employees. Things You Won't Like About Als Essay Samples 2017 and Things You Will If you fret about the standard of your essay as well as you're worrying about whether you can locate a paper writer you are able to trust, you have arrived at the correct spot. The most important portion of a brief essay is known as the body. There are a few topics which are absolutely unseen and students find difficulty in locating the proper direction and method of informa tion collection. Once you have finished with your composition, it is exceedingly important you take a minute and read over what you have written. Nursing is frequently a springboard to numerous different positions. Writing of scholarship graduate essay is an extremely tough academic task simply because students are needed to demonstrate they are capable of accomplishing the task that they're applying for. Aside from the true procedure for formulating an essay, there are likewise some requisite steps for the entire essay writing process to be a success. The MLA rule book claims that the paragraphs should begin by leaving a half-inch space at the start. The introduction or the introductory paragraph is quite a relevant part of your essay on account of the simple fact it states the most important idea of your composition. For college applications, you can want to have a 10-step course on college application essay writing to learn more. Understanding Als Essay Samples 2017 You can also see monthly sheets. You might also see activity sheets. You can also see reference sheets. An attendance sheet can function as a technical depiction of the working hours of each employee and whether they had the ability to work within the whole period of that moment.

How to Integrate Two Different Topics in One Paper

How to Integrate Two Different Topics in One PaperAn efficient way to write a paper is to consider the amount of time you have to research and then give different levels of research. The easiest way to accomplish this is to consider the amount of time you have to research your topics. The ability to effectively integrate two different topics in one paper will allow for the author to enjoy their time writing their paper.One of the best ways to begin developing this type of approach to writing a paper is to start at the beginning. The first paragraph, especially, should start with an introduction. This gives the reader a brief explanation of what the paper is about, what the main subject is, and what the main theme of the paper is. Once they are able to easily understand the premise of the paper, it is easier to discuss the main points.After the introduction, continue to discuss different aspects of the paper that relate to the two different topic. Keep in mind that you should not try to cover all of the material in the paper, only those areas that will be beneficial to your topic. This technique is used commonly in communications courses.A good way to introduce a point is to start with the main subject, or topic, and then move on to the topic that is being discussed. For example, if you are discussing horses in a second paragraph, do not cover another subject, such as gardening, because you will already be writing about horse breeds. In order to explain the two different subjects, you need to start with the main topic.When the main topic is ready, the writer can use the concept that presents context. For example, if the topic is the Eastern cultures of Europe, the writer will use the concepts of Japan, India, Persia, China, Tibet, and others to make their point. It is important to remember that you cannot really cover everything in one paragraph, so it is best to divide it into smaller paragraphs.When writing a paragraph explaining the main topic of the paper, i t is helpful to mention a link back to the second paragraph. By doing this, the writer will be able to understand the second paragraph. Another good method is to state the main point again, followed by a brief conclusion.Now that you understand how to integrate two different topics in one paper, you should still consider finding an original source to review. There are many people who write papers for a living. Finding someone who can work with you to write a paper can be very beneficial.If the writer does not have an idea of what to write, they may use words from a book or encyclopedia that will provide them with ideas and structure for the article. This method is also helpful for individuals who write different types of articles. Another method is to use other authors' ideas and form your own.

Possible Danger Signs on It Related Research Paper Topics You Need to Be Aware Of

Possible Danger Signs on It Related Research Paper Topics You Need to Be Aware Of All About It Related Research Paper Topics One of the most difficult tasks for students is creating manageable and informative topics. You receive your topic and paper punctually and free up time for some other pursuits. You will come to observe there are some assignments that you cannot complete by yourself, or topics you can't effectively conjure. It's well-known there are several kinds of assignments. Type of It Related Research Paper Topics The most significant thing is to create the title concise without sacrificing any crucial element. If you realize that you are having difficulty in writing an expert essay, your very best choice is to find a customized research papers on ProfEssays.com. In case you're feeling badly-prepared to pick a topic, you could also have a difficult time preparing the proposal and producing a very good paper. Without writing the results there's no sense to work on the full research paper. The Foolproof It Related Research Paper Topics Strategy In many decades, you are going to be a Doctor of Science. The success of a research paper mostly is contingent on the topic, which is why many of time is spent searching for the best research paper topics for college students. Creating a careful decision makes sure that the research procedure is not just informative but also rewarding. So you will need to scale down to be certain that you will be in a position to run a research within a limited time period. My paper confirms their finding employing the latest data and employing a different measure of pay inequality. Describe the particular techniques of information collection you're going to use, for example, surveys, interviews, questionnaires, observation, archival research. You should produce the assumption that readers possess a simple comprehension of how to inquire into the research problem independently and, consequently, you don't h ave to go into great detail about specific methodological procedures. Choosing appropriate procedures for investigation is essential because unreliable methods will result in unreliable outcomes. For some students, a collection of topic is the easiest part. If you're confused with a selection of interesting topics to research on the web, it's far better to choose what interests you the most. Topics related to health provide a fantastic assortment of choice. Many times, a distinction between both research types is framed in regard to using close-end questions as opposed to the open-ended ones or using words rather than numbers. Whatever the case, it's almost always a fantastic idea to find assistance with complex or quick research paper topics. Qualitative research is a powerful means to comprehend and learn more about the meaning ascribed to a specific issue. Then hunt for something you would love to learn more about. Your essay may center on gender issues from different sections of the world such as women rights in the Middle East and so forth. Today, variegated research in the specialty is being conducted throughout the globe. What Does It Related Research Paper Topics Mean? A research paper ought to be precise and based just on proven facts. Research Paper preparation means handling a great deal of information. Paper topic is going to be the Initial and likely one of the most indispensable step to take in on the procedure to success. The papers ought to be proof read in order to ensure they are free from any mistakes. Since you can see there are a lot of topics which can be related to sports research papers, which means you can select the direction and make your own paper on a narrowed topic. When picking a research paper topic in the business of biochemistry, it's best to pick a larger topic and apply it to a narrow or interdisciplinary focus. If you pick a topic that's too broad, you will wind up writing just an overall overview with out an in-depth comprehension. Not all research paper topics are made equal, and you would like to make certain you opt for a terrific topic before you commence writing. For example, a master level research paper demands an expert with no less than a master or Ph.D. degree. Go through them carefully, and you'll soon become a specialist essay writer! As the title of the writing implies you should conduct the research in the certain region of knowledge. The paper layout also needs to be correct and as stated by the instruction of the tutor or professor. As a result, it's far better to be armed with some relevant and productive topics too. It's required to establish your general overview and determine a few subtopics. So choose a topic from the next lists and compose a research paper MLA and APA format which is provided by professors. You may even secure great examples of research paper topics to help you limit your selection.

Sample Application Essay For Graduate School

Sample Application Essay For Graduate SchoolIs there a sample application essay for graduate school for you? There certainly is.It's a good idea if you are applying to medical schools and for an MBA program. The reason for this is that it is much easier to write about your experiences than it is to talk about what you have done. For instance, do you remember an event that happened in college? If so, could you share details with us and give some insight into the kind of student you are?An application essay for graduate school is also a good idea if you are applying to law school. This is because these programs require a great deal of the applicant to relate to a topic, something that we as students may not have experienced, but which will help us in the interview process.So if you are a college student who wants to write a little bit about yourself, I suggest that you do not just use your writing skills but get some help from someone who has some knowledge in this area. We can get a m ore personal connection with our own application essays by getting a mentor, someone who can act as a sounding board for our ideas and provide us with the feedback we need.One of the most important aspects of the application for graduate school is your history in law school. Can you describe how you approached this course, and whether or not you used the teaching support service? Have you ever met other students in the law school, or have you already met with some of them? If you had, what were the impressions that you had about them?Finally, do you need to include some personal statement, a full application essay for graduate school, or a cover letter for an interview? For graduate school applications, the essay is the most important part, so be sure to include some detailed information here as well as some personal information.Do not just list some personal references, however. You may want to get a few things written down, such as the address of where you live, and a phone number , if you have one.

Naubahar Pepsi Hrm Report free essay sample

2 HUMAN RESOURCES MANAGEMENT 2 HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT COMSATS Institute of Information Technology M. A Jinnah Campus, Lahore. Acknowledgment 2 HUMAN RESOURCES MANAGEMENT First of all we thank Allah Almighty the most beneficent and merciful who gave us strength, patience and inspiration needed to complete this task, which is essential requirement for the completion of our project. We would like to acknowledge, MAM FUKAIHA KAKAKHAIL It was only due to his guidance, we had the opportunity to gain the latest hand-on knowledge conducting ON NAUBAHAR BOTTLING COMPANY We are also very thankful to all our fellows who Guide us in all The manners we required. Executive summary 2 HUMAN RESOURCES MANAGEMENT PepsiCo, Inc. , incorporated in 1919, manufactures, markets and sells soft drinks and concentrates, and snack foods. PepsiCo and its divisions and subsidiaries operate in three business segments: Worldwide Snacks, Worldwide Beverages and Quaker Foods North America (QFNA). The Companys snack food business is comprised of two business units: Frito-Lay North America (FLNA) and Frito-Lay International (FLI). We will write a custom essay sample on Naubahar Pepsi Hrm Report or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Companys beverage business is comprised of three usiness units: Pepsi-Cola North America (PCNA), Gatorade/Tropicana North America (GTNA) and PepsiCo Beverages International (PBI). On August 2, 2001, the Company completed a merger transaction with The Quaker Oats Company (Quaker) whereby Quaker became a wholly owned subsidiary of PepsiCo. 2 HUMAN RESOURCES MANAGEMENT DEDICATION Our Honorable Teachers Loving Parents Whose, Love, Affection, Motivation, Patience, Support Spiritual Inspiration Give us Encouragement, To all those People who have quenched for Knowledge, To all those who have dedicated their lives to others, To all of those who have served and sacrificed for Sake of Freedom To all of those people, they may be gone now But they will never be 2 HUMAN RESOURCES MANAGEMENT Forgotten. Table of Content  · Mission statement  · Vision  · Pepsi introduction and future planning  · Pepsi slogan and logo  · Organizational structure  · Delivery system ? Direct delivery ? In direct delivery  · Departments ? Operating department ? Production department ? Human resource department  · Structure of human resource department  · Major functions ? Planning and forecasting ? Planning ? Human resource planning ? Human resource planning process ? Forecasting ? External supply 2 HUMAN RESOURCES MANAGEMENT Internal supply ? Forecasting human resource demand  · Job description ? Job description process ? Job identification ? Job summary ? Responsibilities and duties ? Standard of performance ? Working condition ? Authority and incumbent  · Job specification ? Specification for trained personnel ? Specification for untrained personnel ? Specif ication based on judgment ? Specification based on statistical analysis  · Recruitment and selection process  · Recruitment in Naubahar bottling company ? Major sources ? Types ? Candidates ? Newly hired  · Training and development ? Basic model ? GAP ? Structure need 2 HUMAN RESOURCES MANAGEMENT  · Application process  · Model of result oriented needs assessment  · Compensation management ? Compensation ? Reward system ? Salary ? Probation period ? Rent ? Medical care ? Social security card ? Transportation  · Changes within the organization ? Promotion ? Transfer ? Demotion  · Separation ? Lay off ? Retirement ? Resignation  · Leave system ? Casual leave ? Medical leave ? Annual leave  · Weakness in human resources department  · Observations and suggestions 2 HUMAN RESOURCES MANAGEMENT  · Recommendations  · Glossary MISSION STATEMENT â€Å"The mission is to produce PepsiCo quality everages, maintain market leadership by growing our sales volumes, strengthen our market share, delivering ROI to all of its stakeholders and fulfill its responsibilities in the community†. 2 HUMAN RESOURCES MANAGEMENT VISION STATEMENT 2 HUMAN RESOURCES MANAGEMENT â€Å"The Vision of the company is to continue to build a strong company which i s the number one beverage company in Pakistan and provides value to all of its stakeholders. † PEPSI IN PAKISTAN Pepsi cola is also very popular in Pakistan that’s why its market share is about 90% in the soft-drink market. Pepsi Cola International, a emarkable name in the cola industry is doing its business in Pakistan through franchising. PCI has developed following bottlers in Pakistan till now. Naubahar Bottling Company is the largest manufacturer and distributor of Pepsi Cola soft drinks in Pakistan. 2 HUMAN RESOURCES MANAGEMENT These franchises are located in PAKISTAN ? Karachi ? Lahore ? Multan ? Faisalabad ? Gujranwala ? Peshawar ? Islamabad ? Sukkher ? Hyderabad Naubahar bottling company (NBC) Pvt. Ltd. Gujranwala Naubahar Bottling Co. (Pvt. ) Ltd. (NBC) is one of the nine (09) franchises of â€Å"Pepsi Cola International† in Pakistan. Naubahar Bottling Co. Pvt. ) Ltd. (NBC) first was involved in the business of manufacturing and marketing of Coca-Cola. Later on it started 2 HUMAN RESOURCES MANAGEMENT manufacturing and marketing business with Pepsi Cola in May 27, 1981. The Area allotted to it, was Gujranwala Franchise. The franchise area consists of the following nine districts. ? Gujranwala ? Gujrat ? Hafizabad ? Mandibghaud ? Jehlum ? Sialkot ? Narowal ? Sheikhupura ? Chakwal The company operates through a well-established network of a number of distributors. The company has two types of delivery systems i. e. ? Direct delivery system ? Indirect delivery system The basic difference between the direct and the indirect delivery system is that in a direct distribution system, the company spends its own resources while in an indirect distribution; the dealer spends his own resources on all the factors which increases the sales volume: DIRECT IRECT DELIVERY ELIVERY SYSTEM YSTEM 2 HUMAN RESOURCES MANAGEMENT Manufacturer Retailers Customers INDIRECT NDIRECT DELIVERY ELIVERY SYSTEM YSTEM Manufacturers distributor Retailers Customers Most importantly, this direct delivery system is present only in Gujranwala franchise in Pakistan. The company also has its depots (remote depots) in different cities. It helps a lot in increasing its sale and directing the distribution system. They are in ? Sialkot ? Gujrat ? Shahdara ? Jehlum ? Sheikhupura ? Narowal HISTORY AND FUTURE PLAN THE SUMMER OF 1898, AS USUAL, WAS HOT AND HUMID THE SUMMER OF 1898, AS USUAL, WAS HOT AND HUMID IN NEW BERN, NORTH CAROLINA. SO A YOUNG IN NEW BERN, NORTH CAROLINA. SO A YOUNG PHARMACIST NAMED CALEB BRADHAM BEGAN PHARMACIST NAMED CALEB BRADHAM BEGAN EXPERIMENTING WITH COMBINATIONS OF SPICES, JUICES, EXPERIMENTING WITH COMBINATIONS OF SPICES, JUICES, AND SYRUPS TRYING TO CREATE A REFRESHING NEW AND SYRUPS TRYING TO CREATE A REFRESHING NEW 2 HUMAN RESOURCES MANAGEMENT DRINK TO SERVE HIS CUSTOMERS. HE SUCCEEDED BEYOND DRINK TO SERVE HIS CUSTOMERS. HE SUCCEEDED BEYOND ALL EXPECTATIONSBECAUSE HE INVENTED THE BEVERAGE ALL EXPECTATIONSBECAUSE HE INVENTED THE BEVERAGE KNOWN AROUND THE WORLD AS PEPSI-COLA. KNOWN AROUND THE WORLD AS PEPSI-COLA. Caleb Bradham knew that to keep people returning to his pharmacy, he would have to turn it into a gathering place. He did so by concocting his own special beverage, a soft drink. His creation, a unique mixture of kola nut extract, vanilla and rare oils, became so popular his customers named it Brads Drink. Caleb decided to rename it Pepsi-Cola, and dvertised his new soft drink. People responded, and sales of Pepsi-Cola started to grow, convincing him that he should form a company to market the new beverage In 1902, he launched the Pepsi-Cola Company in the back room of his pharmacy, and applied to the U. S. Patent Office for a trademark. At first, he mixed the syrup himself and sold it exclusively through soda fou ntain. He mixed the syrup himself and sold it exclusively through soda fountains. But soon Caleb recognized that a greater opportunity existed to bottle Pepsi so that people could drink it anywhere. 1903, Pepsi-Cola was officially registered with the U. S. Patent Office. That year, Caleb sold 7,968 gallons of syrup, using the theme line Exhilarating, Invigorating, Aids Digestion. He also began awarding franchises to bottle Pepsi to independent investors, whose number grew from just two in 1905, in the cities of Charlotte and Durham, North Carolina, to 15 the following year, and 40 by 1907. By the end of 1910, there were Pepsi-Cola franchises in 24 states. Pepsi-Colas first bottling line resulted from some less-thansophisticated engineering in the back room of Calebs pharmacy. Building a strong franchise system was one of Calebs greatest 2 HUMAN RESOURCES MANAGEMENT achievements. Local Pepsi-Cola bottlers, entrepreneurial in spirit and dedicated to the products success, provided a sturdy foundation. They were the cornerstone of the Pepsi-Cola enterprise. By 1907, the new company was selling more than 100,000 gallons of syrup per year. 1898 Caleb Bradham’s, a New Bern, North Carolina, pharmacist, renames Brads Drink, a carbonated soft drink he created to serve his drugstores fountain customers. The new name, Pepsi- Cola, is derived from two of the principal ingredients, pepsin and kola nuts. It is first used on August 28. 903 In keeping with its origin as a pharmacists concoction, Bradhams advertising praises his drink as Exhilarating, invigorating, aids digestion. 1905 A new logo appears, the first change from the original created in 1898 1920 Pepsi appeals to consumers with, Drink Pepsi-Cola. It will satisfy you. 1938 The trademark is registered in the Soviet Union. 1941 In support of Americas war effort, Pep si changes the color of its bottle crowns to red, white and blue. A Pepsi canteen in Times Square, New York, operates throughout the war, enabling more than a million families to record messages for armed services personnel overseas. 950 More Bounce to the Ounce becomes Pepsis new theme as changing soft drink economics force Pepsi to raise prices to competitive levels. The logo is again updated. 2 HUMAN RESOURCES MANAGEMENT 1953 Americans become more weight conscious, and a new strategy based on Pepsis lower caloric content is implemented with The Light Refreshment campaign. 1958 Pepsi struggles to enhance its brand image. Sometimes referred to as the kitchen cola, as a consequence of its longtime positioning as a bargain brand, Pepsi now identifies itself with young, fashionable consumers with the Be Sociable, Have a Pepsi theme. A distinctive swirl bottle replaces Pepsis earlier straight-sided bottle. 1963 In one of the most significant demographic events in commercial history, the post-war baby boom emerges as a social and marketplace phenomenon. Pepsi recognizes the change, and positions Pepsi as the brand belonging to the new generation-The Pepsi Generation. Come alive! Youre in the Pepsi Generation makes advertising history. It is the first time a product is identified, not so much by its attributes, as by its consumers lifestyles and attitudes. 1964 A new product, Diet Pepsi, is introduced into Pepsi-Cola advertising. 973 Pepsi Generation advertising continues to evolve. Join the Pepsi People, Feelin Free captures the mood of a nation involved in massive social and political change. It pictures us the way we are-one people, but many personalities. 1976 Have a Pepsi Day is the Pepsi Generations upbeat reflection of an improving national mood. Puppies, a 30-second snapshot of an encounter between a very s mall boy and some even smaller dogs, becomes an instant commercial classic. 1982 With all the evidence showing that Pepsis taste is superior, the only question remaining is how to add that message to Pepsi 2 HUMAN RESOURCES MANAGEMENT Generation advertising. The answer? Pepsis got your Taste for Life! a triumphant celebration of great times and great taste. 1990 Teen stars Fred Savage and Kirk Cameron join the New Generation campaign, and football legend Joe Montana returns in a spot challenging other celebrities to taste test their colas against Pepsi. Music legend Ray Charles stars in a new Diet Pepsi campaign, You got the right one baby. 1991 You got the Right one Baby is modified to You got the Right one Baby, Uh-Huh! The Uh-Huh Girls join Ray Charles as back-up singers and a campaign soon to become the most opular advertising in America is on its way. Supermodel Cindy Crawford stars in an award-winning commercial made to introduce Pepsis updated logo and package graphics. 1992 Celebrities join consumers, declaring that they Gotta have it. The interim campaign supplants Choice of a New Generation as work proceeds on new Pepsi advertising for the 90s. Mountain Dew growth continues , supported by the antics of an outrageous new Dew Crew whose claim to fame is that, except for the unique great taste of Dew, theyve Been there, Done that, Tried that. 1993 Be Young, Have fun, Drink Pepsi advertising starring asketball superstar Shaquille ONeal is rated as best in U. S. 1994 New advertising introducing Diet Pepsis freshness dating initiative features Pepsi CEO Craig Weather up explaining the relationship between freshness and superior taste to consumers. 1995 In a new campaign, the company declares Nothing else is a Pepsi and takes top honors in the years national advertising championship. In 2000 PepsiCo sales are $20 billion and the company has 125,000 employees at year 2 HUMAN RESOURCES MANAGEMENT Now Pepsi is available in more than 200 countries of the world. Pepsi slogan and logo 1902 Brads Drink 903 Exhilarating, Invigorating, Aids Digestion 1906 Original Pure Food Drink 1908 Delicious and Healthful 1915 For All Thirsts Pepsi: Cola 1919 Pepsi: Cola It make s you Scintillate 1920 Drink Pepsi: Cola It Will Satisfy You 1928 Peps You Up! 1929 Heres Health! 1932 Sparkling, Delicious 1933 Its the Best Cola Drink 1934 Double Size Refreshing and Healthful 1938 Join the Swing to Pepsi 1939 Twice as Much for a Nickel 1943 Bigger Drink, Better Taste 1947 Its a Great American Custom 1949 Why Take Less When Pepsis Best? 1954 The Light Refreshment 2 HUMAN RESOURCES MANAGEMENT Refreshing Without Filling 958 Be Sociable, Have a Pepsi 1961 Now Its Pepsi for Those Who Think Young 1963 Come Alive! Youre in the Pepsi Generation 1967 Taste that Beats the Others Cold, Pepsi Pours It On. 1969 Youve Got a Lot to Live, Pepsis Got a Lot to Give 1973 Join the Pepsi People Feelin Free 1976 Have a Pepsi Day! 1979 Catch That Pepsi Spirit Take the Pepsi Challenge 1981 Pepsis Got Your Taste for Life 1983 Pepsi Now! 1984 The Choice of a New Generation 1987 Americas Choice 1989 A Generation Ahead 1992 Gotta Have It 1993 Be Young, Have Fun, Drink Pepsi 1995 Nothing El se is a Pepsi 1997 Generation Next 1998 Same Great Taste 999 The Joy of Cola 2000 The Joy of Pepsi 2 HUMAN RESOURCES MANAGEMENT 2003 Pepsi. Its the Cola 2010 Yes you can Organizational structure 2 HUMAN RESOURCES MANAGEMENT Director General Manager Sales Manager (Local Sales) Sales Manager (Out Sales) Plant Manger Marketing Services Manager S D Mangers Assistant Manager Marketing Services Publicity Manager Store Manag er Shippin g Manage r MIS Manage r Finance Manager Purchas e Manage r Audit Manage r HR Manage r Producti on Manager QC Manager Managing Director Store Manag er Shippin g Manage r Purchas e Manage r Audit Manage r 2 HUMAN RESOURCES MANAGEMENT MAIN PRODUCTS OF PEPSI MAIN PRODUCTS OF PEPSI Pepsi The flagship product and the best tasting beverage there is. Diet Pepsi Great taste, with only one calorie. Pepsi Vanilla Fresh new Vanilla taste Diet Pepsi Vanilla Fresh new Vanilla taste with only one calorie Pepsi One Great tasting with only 1 calorie. Pepsi Twist Adds a twist of lemon to the great Pepsi taste. Wild Cherry Pepsi Adds the flavor of cherry to the great Pepsi taste. Mountain Dew Crystal clear and refreshing. Code Red Mountain’s product Aquafina Bottled water. Mirinda Fruit drink. DEPARTMENTS DEPARTMENTS (1) OPERATING DEPARTMENTS  · Procurement store Raw material purchase  · General purchases  · Purchase process  · Domestic and foreign purchase (2) PRODUCTION DEPARTMENT  · Quality control  · Water treatment 2 HUMAN RESOURCES MANAGEMENT  · Process of empty bottling filling  · Process of washing bottles (3) H. R. M DEPARTMENT  · Structure of H. R. M Department  · No of employees working in H. R. M Department  · Functions of H. R. M Department  · Human Resource Planning and Forecasting  · Human Resource planning process  · Recruitment and selection  · Employees Selection Process  · Recruitment Process in NBC  · Model of result oriented need assessment  · Training in NBC Organizational management STRUCTURE OF HR DEPARTMENT Assistant to H. R Manager (H. R Executive) Assistant to H. R Manager (H. R Officer) 2 HUMAN RESOURCES MANAGEMENT Number of employee working in the H. R. M Department: Almost three employees working under the Human Resource Manager but on the other hand 2500 employees working in PEPSI (Naubahar Bottling Company) also manage the H. R department with the coordination of the each department. Major Functions ? Human Resource Planning and Forecasting 1. 1. HUMAN RESOURCE PLANNING: HUMAN RESOURCE PLANNING: Human Resource Planning Parallels the plans for the business as a whole. HRP focuses on questions such as these: i. What do the proposed business strategies imply with respect to human resources? ii. What kinds of internal and external constraints will (or do) we H. R Helper 2 HUMAN RESOURCES MANAGEMENT face? iii. What are the implications for staffing, compensations practices, training and development, and Management succession? iv. What can be done in the short run (tactically) to prepare for long term (strategic) needs? Although HRP means different things to different people, general agreement exist on its ultimate objective-namely the most ffective use of scarce talent in the interest of the worker and organization. Thus we may define HRP broadly as an effort to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands. This general view suggests several specific. Interrelated activities that together constitute an HRP System. They include: ? A talent inv entory : A talent inventory to assess current human resources (skills, abilities, and potential) and to analyze how they are currently being used. ? Human Resource Forecast: 2 HUMAN RESOURCES MANAGEMENT Human resource forecast to predict future HR requirements (the number of worker needed, the number expected to be available based on labor market characteristics, the skills mix required, internal versus external labor supply) ? Action Plans : Action plans to enlarge the pool of people qualified to fill the projected vacancies through such actions as recruitment, selection, training, placement, Transfer, promotion, development, and compensation. ? Control and evaluation : Control and evaluation to provide feedback on the overall effectiveness of the human resource planning system by onitoring the degree of attainment of HR objectives. ?Human Resource Planning Process Issues Analysis Business needs External Factors Internal supply 2 HUMAN RESOURCES MANAGEMENT ? Human Resource Forecasts: The purpose of human resource forecasting is to estimate labor requirements at some future time period. Such forecasts are two types. ? The external and internal supply of la bor and Action Plans Staffing authorizations Recruitment Promotions and transfers Organizational changes Training and development Compensation and benefits Labor relations Forecasting Requirements Staffing levels Staffing mix (Qualitative) 2 HUMAN RESOURCES MANAGEMENT ? The aggregate external and internal demand for labor o EXTERNAL AND INTERNAL SUPPLY ? Forecasting External Human Resource Supply Recruitment and hiring new employees are essential activities for virtually all firms, at least over the long run. Whether they are due to projected expansion of operations or to normal workforce attribution, forays into the labor market are necessary. Managers in (PEPSI) Naubahar Bottling Company pay especially close attention to forecasts of HR supply. ? Forecasting Internal Human Resource Supply A reasonable starting point for projecting a firm’s future supply of labor is its current supply of labor. Perhaps the simplest type of internal supply forecast is the succession plan, a concept that has been discussed in the planning literature for over 25 years. Succession plans may be developed for management employees, non management employees, or both. The process for developing such a plan includes setting planning horizon, identifying replacement candidates for each key position, assessing current performance and readiness for promotion, identifying career evelopment needs, and integrating the career goals of individuals with company goals. JOB DESCRIPTION 2 HUMAN RESOURCES MANAGEMENT Job description also provide on the basis of the designation. Job description form also provides in the written form to the each department according to the designation of the employees then each department provides job description to their employees. Here the pay professional should stand ardize and complete the job description that were found to be lacking or missing during the initial audit and review. Job description will serve as and anchor for the pay professional . They will provide a comprehensive understanding of the organization and will serve as the initial basis for job evaluation. A written statement of what the worker actually does how he or she does it and what the job’s working conditions are ? Section of a typical job description; ? Job identification ? Job summary ? Responsibilities and duties ? Authority of incumbent ? Standards of performance ? Working condition 2 HUMAN RESOURCES MANAGEMENT ? Job specification ? JOB IDIENTIFICATION;  · Job title  · FLSA status section  · Preparation date  · Prepared by ? JOB SUMMARY;  · Describe the general nature of the job Lists the major function or activities ? RESPONSIBILITIES AND DUTIES; A list of the job’s major responsibilities and duties defines limits of jobholder decision making authority, direct supervision and budgetary limitation. ? STANDARD OCCUPTIONAL CLASSIFICATION; Classifies all workers into one of 23 major groups of jobs which are subdivided into further 96 minor groups of job and detailed occupations. ? STANDARED OF PERFORMANCE AND WORKING CONDITION Lists the standard the employees expected to achieve under each of the job description’s main duties and responsibilities. Job description use for: New position ? For promotion 2 HUMAN RESOURCES MANAGEMENT ? Recruitment ? Transfers ? Performance Management ? Career Planning ? Staff Planning ? Training and Development Steps in the Job Description Process Determine Method of collecting Data Design the Questionnaire Identify the Appropriate incumbent Conduct the Interview Write the Draft process or Results Review and Rewrite 2 HUMAN RESOURCES MANAGEMENT JOB SPECIFICATION ? Specification for trained personnel ? Specification for untrained personnel ? Specification based on judgment ? Specification based on statistical analysis Recruitment and Selection ; A. Recruitment as a Strategic Imperative: Recruitment is a form of business competition. Just as corporations complete to develop, manufacture, and market the Obtain Approval of Incumbent and supervisor 2 HUMAN RESOURCES MANAGEMENT best product or service, so they must also complete to identify, attract, and hire the most qualified people. Recruitment is a business and it is big business. It demands serious attention from management, for any business strategy will falter without the talent to execute it. Certainly, the range of recruitment needs is broad. A small manufacturer in a well-populated rural area faces recruitment challenges that are far different from those of a high technology firm operating in global markets. B. The Employee Recruitment and Selection Process: Specification of people/task Requirements of jobs Specification of human resources Requirements A pool of qualified candidates Job analysis Human Resource Planning Recruitment 2 HUMAN RESOURCES MANAGEMENT A smaller pool of qualified candidates New Employees Understanding of Company / Departmental policies, procedures And benefits Optimal match of employee talents With organizational needs Competence to perform present or Initial Screening Placement Selection Orientation Training 2 HUMAN RESOURCES MANAGEMENT Future Job requirements Feedback regarding past and Present job performance supervisor/ subordinate plans for the future RECRUITMENT PROCEDURE IN NAUBAHAR BOTTLING COMPANY ?Major sources of potential job candidates are ? Newspaper Adds ? Internal Search Advertisement ? Employees Referrals (Permanent Employees of NBC) Performance Appraisal 2 HUMAN RESOURCES MANAGEMENT ?Types of Recruitment ? Permanent Recruitment (Minimum Requirement Intermediate) ? Daily Wages (At least Metric) Contract (Graduation and Master for one year) ?The candidates are selected on the basis of ? Interview by HR Manager ? Interview by Factory Manager ? Interview by Concerned Department Head ? Final Interview by MD/Director ?Check list for newly hire employees ? N. B. C application form ? Application (own hand written) ? Original Resume ? Attested copies of academic certificates ? Four number of photographs (passport size) ? Salary evidence 2 HUMAN RESOURCES MANAGEMENT ? Two reference with complete name, address, Designation and contact number ? Driving license of the employee ? Interview evaluation form and test result Training and Development Training Need Assessment A. Basic Model It shows that in defining training needs we have to start by identifying and comparing two levels of performance: the standard (desired, optimum, future, planned) performance level (PS) and the current (existing real) performance (pc). The difference between these two levels is the performance gap. B. Defining the gap between current and desired performance The identification of current performance starts by fact-finding, which consists of collecting information indicative of performance, describing and measuring it. For example, the plant utilization may be chosen and measured as global indicator of performance. The related competence 2 HUMAN RESOURCES MANAGEMENT problems of production managers may be in areas of production scheduling and control, maintenance management, quality improvement and purchasing. Factors other than the production managers’ competence (calling for non-training solutions) may include a shortage of foreign exchange, the absence of any bonus systems for stimulating better utilization of plant, and so on. C. Structure of the needs In applying the approaches described above, it is useful to be able to refer to clear and generally acceptable ways of structuring the training and development needs. This help to avoid confusion in what is meant by needs, and endless debates on the differences between performance and competence, and so on. In particular, it is useful to differentiate between the levels of organizational performance, individual behavior and performance, and competence, this consist with the postulate that training must be performance and result oriented. ? Organizational performance Individual behavior and performance ? Competence APPLICATION PROCESS 2 HUMAN RESOURCES MANAGEMENT Application Form Fill up and Signature of Department Head Transfer in Attendance Leave Register Check by time office availability of leaves Submitted in Time Office Application Process 2 HUMAN RESOURCES MANAGEMENT Model of results oriented needs assessment Spotting organizational problems Tracing problems to their main cause s and areas Recognizing individual (group) performance problem Job analysis Performance appraisal Determining performance improvement needs Separating Training from non training solutions 2 HUMAN RESOURCES MANAGEMENT COMPENSATION MANAGEMENT ?Compensation At a broad level, and organizational reward system includes any thing and employee values and desires that an employer is able and willing to offer in exchange for employee contribution. More specifically, the reward system includes both financial and no financial Rewards. Financial rewards include direct payments (e. g. salary) plus indirect payments in the form of employee benefits. Compensation program also manage in the time office. Salaries are paid to the daily wages, contract and permanent employees according to their designation. Salaries and plus benefits also provide to the employees. REWARD SYSTEM 1. Pension (60 years) 1. Petrol + Maintenance 2. Direct Payments (Salaries) 2. Protection Program 3. Bonus (Three Basic Pay Annually) 3. Effective Supervision Training needs and solutions Non-Training needs and solutions Financial Non Financial 2 HUMAN RESOURCES MANAGEMENT 4. Accommodation 5. Utilities bills 6. Vehicles ? SALARY Salary of all the workers permanent and temporary (Daily Wages) is prepared in time office with the help of attendance register. Salary of permanent employee is prepared at the last of month and the salary of daily wages workers twice a month. The increment is made when a worker complete one year in service. Following deductions are made for preparation of salary. The increment is made when a worker complete one year in service. Following deductions are made for preparation of salary. Daily Wages Permanent Basic (daily wages) Rs. 81 Basic Pay 66. 7 % of gross pay CLA- 1 Rs. 4 Salary Preparation 2 HUMAN RESOURCES MANAGEMENT House Rent 40% of basic Pay CLA- ii Rs. 2 Convene Allowance Rs. 3oo/- CLA- iii Rs. 7 Other Allowances Rs. oo/- Special Excreta Rs. 7 EOBI Rs. 30/- (Deduct) Adhock Relief Rs. 14 EOBI ESSI 6% (Company) ? PROBATION PERIOD: In the Naubahar bottling company the probation period of new employee is three to six months in the probation period employee work routine wise. There is no leave granted during the probation period. Total Rs. 116 2 HUMAN RESOURCES MANAGEMENT In the probation period employee efficiency and effectiveness has been check the permanent recruitment depends on the efficiency and effectiveness of the employee. The probation period is necessary for the newly hire employee it s the basis for permanent employee if the probation period of the employee is satisfactory the employee will be hire permanently if the probation is not satisfactory level then the employee will be dismiss. During the probation period the salary will be given to the selected candidate the salary will be start from the first month. ? RENT OR RESIDENCE FACILITY: Rent or resident facility is given by company to those employees who are from out of station/town/city. And their rent is paid by company. ? MEDICAL CARE: The company provide the facility of Social security card to the employee both permanent and daily wages. This card is issued by the Employee Social Security Institute (ESSI). With this card an employee gets a lot of benefits with pay anything. The social security card is allotted to these candidates whose pay is up to 5ooo/-. Following documents are required to achieve the social security card. Social Security Card 2 HUMAN RESOURCES MANAGEMENT Application to the factory manager ID card of Employee Detail of depended persons Registration Card (ESSI) Affidavit of Parents Form Medical Fitness Form ID Cars of Dependents Persons ? TRANSPORTATION: Transportation allowance is given to only permanent employees which is included in their salary. The amount of conveyance allowance vary from job to job depend on status of job. Transportation allowance is included in their salary in the name of CONVEYANCE ALLOWANCE. ? CHANGES WITHIN THE ORGANIZATION ? Promotion ? Transfer ? Demotion 2 HUMAN RESOURCES MANAGEMENT 1. Promotion Promoted employees usually assume greater responsibility and authority in return for higher pay, benefits, and privileges, psychologically, promotions help satisfy employees needs for security, belonging, and personal growth. Promotions are important organizational decisions that should receive the same careful attention as any other employment decision. Promotion in NBC ? An employee Promoted after three years services in NBC but only on permanent basis. ? On the other hand if en employee has intermediate qualification and during the job he complete his graduation he will be promote 2. Transfer Transfer function performs in NBC. There are two types of Transfer ? Transfer with NOC ? Transfer without NOC ? Tr ansfer With NOC If an employee transfer from department to any other department NOC is necessary for transfer. For example an employee transfer from production to shipping NOC is necessary for transfer. ? Transfer without NOC 2 HUMAN RESOURCES MANAGEMENT An employee can transfer from sale department to sale department without NOC. For example an employee transfer from Gujranwala to Gujarat in sale department NOC is not necessary 2. Demotion Employee demotions usually involve a cut in pay, status, privilege, or opportunity, they occur infrequently since they tend to be accompanied by problems of employee apathy, depression, and inefficiency that can undermine the morale of a work group. For these reasons, many managers prefer to discharge or to move employees laterally rather than demote them. ?SEPRATION 1) Layoffs 2) Retirements(PENSION) 3) Resignations 1. Layoffs How safe is my job? For many people that is the issue of the late 1990s. It is becoming clear that corporate cutbacks were not oddity of the 1980s and 1990s, but rather are likely to persist. Involuntary layoffs are never pleasant, and management policies must consider the impacts on those who leave, on those who stay, on the local community, and on the company 2. Retirements(PENSION) 2 HUMAN RESOURCES MANAGEMENT For selected employees, early retirement is possible alternative to being laid off. Early retirement programs take many forms, but typically they involve partial pay stretched over several years, along with extended benefits. Early retirement programs are intended to provide incentives to terminate; they are not intended to replace regular retirement benefits. Any losses in pension resulting from early retirement are usually offset by attractive incentive payments. In NBC no early retirement is not possible pension are paid after retirement to those employees who are more than 60 years of age. 3. Resignations Resignation, or voluntary worker turnover, has been increasing steadily over the past 15 years, particularly among white-collar and professional workers. Employees who resign should avoid burning their bridges behind them, leaving anger and resentment In their wake; instead, they should leave gracefully and responsibly, stressing the value of their experience in the company. In NBC early resignation is possible who will resign from the company; he must deprive from the benefits of the company. ? LEAVE SYSTEMVACATION CRITERIA LEAVE SYSTEMVACATION CRITERIA : Like other multinational companies Naubahar Bottling Company (NBC) Allot to the permanent staff different kind of leaves. Weekly rest day and other holidays declared by the Government of Pakistan around the year enjoy every permanent employee of NBC. Except all above leaves the company allotted the following holidays to the permanent workers. 2 HUMAN RESOURCES MANAGEMENT ? Causal Leaves When a permanent employee completes his probation period of three month (Extendable if required) he has awarded ten (10) causal leaves which one can avail in any cause of emergency with full pay. A worker can not avail all the leaves (Expect Special causes) at once he can maximum four (4) leaves can avail at once. Medical Leaves Sixteen (16) Medical leaves are given to the permanent employee for the period of one year. A Permanent employee can avail these leaves with half pay. If the employee goes on leave for more then 4 leaves then he would have to present the Medical certificate in which his disease and rest mentioned. ? ANNUAL LEAVES When a permanent employee complete his one year in this company, He is eligible to a vail the fourteen (14) annual leaves for any visit purpose with his family with full pay. Mostly these holidays are allotted to the workers in off season. If a worker did not avail these leave Then it transfers it into his account. But only two year vacations are recorded and two year it did not transfer to the previous balance. ? Leaves Against Over Time In Naubahar Bottling Company (NBC) at officer supervision level did not pay against over time. He can change his overtime to a leave. Every body can not do over time. Only those persons those who are permitted by the department head. 2 HUMAN RESOURCES MANAGEMENT ? CRITERIA RITERIA OF OF LEAVE EAVE APPLICATION PPLICATION When a permanent employee wants to a leave he gets an application form from the time office. First of all the time office staff checked that is there availability of leaves in his account, if yes then the concern person marked the application that many leaves in his account. After that the applicant fills up this application for and then signature from hiss concern head of the department. After fill up this form submitted in the time office and the time office staff transfer it in the attendance and leaves register according to their department. ? OVER VER TIME IME APPLICATION PPLICATION To avail over time following process is completed by the applicant. ? INTIMATION NTIMATION FORM ORM Causal Leaves Medical Leave Annual Leaves Over time leave Types of Leaves 2 HUMAN RESOURCES MANAGEMENT First of all a intimation form is filled by the applicant and then he go to his manager for sign that he is need to department for over time. After the signature of manager this for is submitted in the time office. ? OVER VER TIME TIME/A /ALLOWANCE LLOWANCE FORM ORM Now after submitted the intimation form the applicant submit a form in the time office and the time office person transfer this from application to the over time register in which is against over time are recorded. WEAKNESSES IN HR DEPARTMENT 1. Policies have been developed but not implement. 2. The employees did not promote soon that’s why employees leave the factory. 3. New employee’s salary is more than old employees. 4. Lose the key employees because of the reference. 5. One person handles all the recruitment procedure of the N. B. C which may be burden for him. 6. HRM department in NBC is not working professionally . Only two to three persons are handling all the work. H. R. M functions are more but employees working in H. R. M Department are less. OBSERVATINS AND SUGGESTIONS There should be proper planning by: ? Assessing current human resource standards generating human 2 HUMAN RESOURCES MANAGEMENT resources inventory. ? Assessing future human resources needs by organization’s strategies future programs. ? After assessing current capabilities of future needs a program should be developed to have right person for the right job at right time. ? At the moment, HR department is itself facing staffing problem it seems to be non existent. ? The selection process through which candidates pass is very slow time consuming pass is very slow and time consuming. Candidate have to sit day long waiting for management approval to start test then. There is service of interviews which have no time table. It is generally three four days patience test trouble some for candidates from other cities or already doing jobs. ? For the medical bills and small loan employees need to get managing director’s approvals and then pass through a long procedure. It should be simplified. Department heads should be authorized to approved loans and medical bills up to a certain amount. ? Computer job related aptitude test should also be made part of selection tests to have better job personality fit. Formal training is conducted but that is due to ISO department not with the planning/efforts of HR department. ? Performance appraisal has only once but it was a useless exercise because its results were not used in future planning or changes. Performance appraisal should be conducted: ? To know development training needs of employees. ? To get performance fe ed back. ? Anticipate direction for future performance ? To change/ compensation system. 2 HUMAN RESOURCES MANAGEMENT There is not idea of planned career development in NBC. Career development can be in term of job rotation, transfer promotion. It improves the organizations ability to attract of retain talented people, anticipating change helping employees to learn new skills and improve utilization of a personal abilities. Motivation is the willingness to exert high level of effort to reach organizational goals. The general level of motivation in NBC employees is very low and they are dissatisfied with their jobs and pay scales. Only best employee of the month program is implemented highlight employees whose work performance is excellent. There would be lobbies or affiliations in the organization. These should 2 HUMAN RESOURCES MANAGEMENT e canalized in positive approach e. g. mentoring, communication link instead of source of conflicts. Teams (functional, self-managed, cross functional, problem solving) should be to speed decisions, increase performance, facilitate cooperation improve employee morale. There must be some channel to communicate employees problem/suggestion/comments directly to top management e. g. suggest ion box. These suggestions should be discussed in quality control meetings. No attitude surveyor any internal research has ever conducted by the HR department to get. Employees in NBC are performing well but they have low level of motivation. Absenteeism is controlled because total forty annual leaves are allowed but more important reason it that employees feel self responsibility. However the alarming indicators are turnover and job satisfaction. The organization is facing high turnover rate and employees are dissatisfied with their jobs and pay scales. Experienced staff is leaving the organization or searching for opportunities. With the kind attention and efforts of general manager deputy general manager, the situation is improving. Qualified young people are joining the organization. The pay scales of metric, intermediate graduate employees are revised. However much more is needed to do in this regard. RECOMANDATIONS In PEPSI (NBC) Human Resource Department must expand the strength of its employees 2 HUMAN RESOURCES MANAGEMENT ? Assess current human resource standards generate human resources inventory. ? Assess future human resources needs by organization’s strategies future programs. ? To know development training needs of employees. ? Anticipate direction for future performance ? Formal training conduct with the planning/efforts of HR department. ? Perform all the functions of Human Resource Department ore efficiently and effectively. GOLSSARY ESSI: Employ Social Security Institute EOBI: Employ Overage Benefits Institute TIME OFFICE: Establishment department is under the human resource manager. Time office of NBC is the part of establishment department. This office is lead by an office in charge under the guidance of factory manager (Head of Establishment Department). The 2 HUMAN RESOURCES MANAGEMENT main purpose of thi s department (Time Office) is to keep record of the entire employee that is working in the Naubahar Bottling Company (NBC) BEVERAGE: Any liquid suitable for drinking