A

PROJECT REPORT

ON

E & T PILLAR UNDER TPM

SUBMITTED TO: SUBMITTED BY:

Mr. student name

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(HR Manager) (BBA- Final yr)

DECLARATION

I ANKIT ARORA, hereby declares that the summer training report

entitled “EDUCATION & TRAINING PILLAR UNDER TPM” submitted
to , GGSIPU for the completion of degree of Bachelor Of Business

Administration through , college name is my original work and

the same has not been submitted to any other institute for the award of any
other degree or diploma. The information given in this project report is true to
the best of my knowledge.

Signature of the student

student name
BBA – SEM
ROLL NO -

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 ACKNOWLEDGEMENT

At the times when “Human values are been questioned” and ulterior mottoes
have dominated one’s personality here is an occasion rather my privilege to
introduce and express my gratitude to some of the exceptions personalities with
whom I have shared association, during my project task and who prove the
above statement “Human values being questioned” as and only baseless but
wrong.

No task is single person’s endeavor. Various factors, situation and people

integrated to provide the background for the accomplishment of the task.
Behind this work like, the kind help, assistance and valuable advice of many
people to whom I remain indebted.

I express my thanks to the company and its staff who gave me opportunity to
this project.

Mr. , Vice President (HR) gives me such a brilliant opportunity to

work under their amiable presence and in such a broad organization.

I express my sincere thanks Mr. S. JHA (Sr. Executive (HR)). ARADHANA

SOFT DRINKS COMPANY (a subsidiary of OEOSICO INDIA HOLDING
PVT. LTD.) for their sincere and proper guidance, direction and
encouragement given to me for the successful completion of this project.

I wish to regard my profound gratitude to (H.O.D) for constant

endeavor to enable me to make this seminar report to a successful contribution
and to others who provide moral support throughout the seminar training
report.

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 With
great gratitude
student name

EXECUTIVE SUMMARY

Soft drink market covers the globe; they are consumed regardless of summer or
winter. In India soft drink industry came into existence in early 60’s, since then
many brands come up over the years and many wilted out due to heavy
competition and cost. In early 90’s this industry grow rapidly due to active support
of New Industrial Policy 1991. Indian soft drink major Parle was considered the
undisputed market leader but it was whipped out by Pepsi.
This project was undertaken for 8 weeks in Aradhana Soft Drinks Company,
subsidiary of PEPSICO INTERNATIONAL for the summer training taken during
the fulfillment of Bachlor Degree in Business Administration from LINGYAS
LALITA DEVI INSTITUTE OF MGT & SCIENCES., NEW DELHI. This project
was undertaken to evaluate the skill level of employ and how they increase their
skill by given them proper education and training under TPM.
The main aim or the motto behind the study is to gather rich and fruitful
knowledge, experience and above all the different data needed for the fulfillment
and completion of my project. Gaining experience would help me in the long run
of my career life and getting the data will prove as a benefit to the company in
which I am doing my SIP.
To complete this project a detailed knowledge about HR Dept. is taken from HR
co- ordinator and also taken data from internet for understanding the meaning of
skill under T.P.M.

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This project helps to fill the gap between my theoretical and practical knowledge
and also presents the clear picture of the desire skill and actual skill and how to
increase skill level so it will prove helpful for increase manpower.

Introduction to
Company

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 Company profile

PepsiCo is founded by Donald M. Kendall, President and Chief Executive Officer of Pepsi-Cola
and Herman W. Lay, Chairman and Chief Executive Officer of Frito-Lay, through the merger of
the two companies. Pepsi- cola was created in the late 1890s by Caleb Bradham, a New Bern,
N.C. pharmacist. Frito-Lay was formed by the 1961 merger of the new company, PepsiCo.
Donald M.Kendall is president and chief executive officer.

PepsiCo is a world leader in convenient snacks, food and beverages with revenues of more than
$39 billion and over 185,000 employees. PepsiCo entered India in 1989 and remained firmly
committed to the Indian market. PepsiCo has strong relationship with local franchise partners,
distributors and suppliers.

History of the Company

In 1965, the company launched its first “Yahoo Mountain Dew”, Pepsi-Cola, and Diet Pepsi.
Frito-Ly launched Frito brand corn chips, Lay’s brand potato chips, Cheetos brand cheese
flavored snacks, Ruffels brand potato chips was introduced. In 1966, PepsiCo entered Japan and
Eastern Europe.

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In 1968, North America Van Lines (NAVL), a premier
transportation company, joined PepsiCo. In 1970, PepsiCo moved
from New York City to new world headquarters in purchase, N.Y,
the new corporate headquarter. Pepsi is the first company to
respond to consumer preference with lightweight, recyclable, plastic bottles. In 1975, Pepsi
Light, with a distinctive lemon taste, is introduced as an alternative to traditional diet colas.

In 1976, PepsiCo adopted Code of Eorldwide Business Conduct and Pepsi-Cola became the
single largest selling soft drink brand sold in U.S. supermarkets. In 1979, PepsiCo Research and
technical Center was opened in Valhalla, N.Y. in 1980, PepsiCo Food Service International
(PFSI) was formed to focus on overseas development of restaurants. In 1982, the first major
brand caffeine-free colas, were introduced. In 1988, PepsiCo purchased 7up international, the
third largest franchise soft drink operation outside the United States and PepsiCo was listed on
the Tokyo stock exchange.

In 1993, Pepsi-Cola International introduced Pepsi Max, a soft drink with unique blend of
sweeteners that delivers maximum cola taste in a no-sugar product. In 1995, Pepsi-cola
introduced “Nothing else is a Pepsi” theme line. In 2003, Pepsi announced four-year
sponsorship agreement with the UK Football Association. In 2007, Acqua Alive-a low caloric
water beverage and Tropicana launched Tropicana Fruit Squeeze, a 20-calori drink with real
Tropicana fruit juice.

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 The PepsiCo Family

There are three major divisions of the PepsiCo family: PepsiCo Americas Beverages, PepsiCo
Americas Food, and PepsiCo International.

PepsiCo Americas Beverages:

PepsiCo beverage business founded in 1898 by Caleb Bradham, a New Bren, North Carolina,
druggist, who first formulated Pepsi-Cola.
Today brand Pepsi is a part of a portfolio of beverage brand that includes carbonated soft drinks,
juices and juice drinks, ready to drink teas and coffee drinks, isotonic sports drinks, bottled
water and enhanced waters. PNAB has well known brands such as Mountain Dew, diet Pepsi,
Gatorade, Tropicana Pure Premium, Acquafina water, Sierra Mist, Mug, Tropicana juice drinks,
Propel, SoBe, Slice, Dole, Tropicana Twister and Tropicana season’s Best.

PepsiCo Americas Food:

PepsiCo Americas Food (PAF) is PepsiCo’s food and snack business in North and South
America. Its portfolio of business includes Frito-lay north America, Quaker Foods & Snacks,

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Sabritas, Gamesa and Latin America Foods. PepsiCo’s snack food
operations had its start in 1932.

PepsiCo International
PepsiCo international is comprised of all PepsiCo business in
Europe, Asia, Africa and Australia.

Historically, Pepsi-cola began selling its products in Europe in the 1930s and expanded
internationally beverage operations rapidly beginning in the 1950s. PepsiCo formally
established an international food unit in 1973 and 30 years later, in 2003 the company combined
the food and beverages business to form PepsiCo International.

Today, the employees of PepsiCo International make, sell and deliver a variety of great tasting
foods and beverages around the world, including Lay,s potato chips, Doritos, Cheetos, Quaker
Oats, Pepsi-Cola, Gatorade, Lipton ready to drink teas, and Tropicana juices. The company, also
regularly introduce unique products for local taste.

PepsiCo International has a well-earned reputation of giving back to the communities in which
its products are sold, with a focus on health and wellness, :environmental sustainability and
education.

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PepsiCo 10 Step Call
 Greet the customer by name.
 Collect and sort all empties from the store room.
 Communicate marketing program and scheme to the customer.
 Leverage the route book and refill the empties.
 Arrange warm product displays (in the shop).
 Charge cooler, ensure 100% purity.
 Arrange crate display outside the outlet.
 Put up POS at eye level.
 Prepare cash memos, collect cash and fill up the route books.
 Thanks the customer.

Common terms used in PepsiCo system:

RGB (refill glass bottle): This term is generally used for the 200ml glass & 300ml bottles.
Bottle: This term refers to the entire bottling group.
Can: A still of aluminum container in which the beverages are packaged for sale.
Crate: A durable box made of durable plastic (thermostatic plastic) which is used to contain
the bottles.
Consumer: Someone who consumes the products.
Cooler: Mechanically refrigerated unit that cools the glass bottles and the pet bottles.
Crown: The steel closure, which seals the bottles.
Customer: A retailer or dealer who sell or serve products directly to the consumer.

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 Board of directors

PepsiCo’s business strategy and affairs are overseen by our Board of Directors, which is
comprised of two executive directors and ten independent outside director. Only independent
outside directors make up three standing board committees,
 Nominal and Corporate Governance
 Audit
 Compensation

Shona L. Brown
Senior Vice President, Business Operations of Google Inc.

Ian M. Cook
President and Chief Executive Officer Colgate-Palmolive.

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 Dina Dublon
Consulant, Former Executive Vice President and Chief Financial officer, JP Morgan Chase &
Co.

Victor J. Dzau, M.D.

Chancellor for Health Affairs, Duke University and President & CEO, Duke University Health
Systems

Indra K. Nooyi
Chairman of the Board & CEO of PepsiCo

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 Ray L. Hunt
Chief Executive Officer, Hunt Oil Company

Brand Portfolio

PepsiCo products can be found in nearly 200 countries around the globe. PepsiCo is
compromised of muscled brands that compete globally and leverage our scale and distribution
power. From beverages to snacks, it offers consumers a broad range of product choices from
simple tears to healthy eats. PepsiCo have 18 brands in its portfolio that generate $ 1 billion or
more each in an annual retail sales in PepsiCo’s commitment to sustainable growth, is focused
on healthy financial returns.
Pepsi

Pepsi has been bringing fun and refreshment to consumers for over 100
years. Learn more about our flagship brand and the board spectrum of
beverages it offers worldwide.

Pepsi-Cola Brands
Pepsi has been bringing fun and refreshnment to consumers for over 100 years. Learn more
about our flagship brand and the broad spectrum of beverages it offers worldwide. Its U.S.
brands include Pepsi, Mountain Dew, Acquafina, Sierra Mist, IZZE, SoBe, Mug, Tropicana
Twister Soda, Tropicana Juice Drinks, Dole and Ocean Spray single-serve juices.

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Frito-lay

Employing over 48,000 people and bringing in over $11 billion of

business, Frito-Lay invigorates PepsiCo’s portfolio of products with

plenty of good food ‘good fun’.

Frito-Lay Brands

Its brand includes Lay’s potato chips, Lays Kettle Cooked

potato chips, Wavy Lay’s potato chips, Baked Lay’s potato
crips, Maui Style potato chips, Ruffles potato chips.

Tropicana

Tropicana, the strongest name in juices, extends the pepsico portfolio

of brands with plenty of nutritious, high quality flavors. Tropicana
Products, Inc. is the leading producer and marketer of branded fruit
juices.

Tropicana Brands

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 Its brand includes Tropicana Pure Premium juices, Tropicana
Twister juice drinks, Tropicana Smoothies, Tropicana Pure tropics
juices.

Quaker’s power packed line of popular brands expands our portfolio with a wide range of
healthy food choices.

Quaker Brands
They are the symbol of quality, great taste and nutrition. Holding
No.1 position in their respective categories such as Quaker Oats,
Quaker Rice Cakes, Chewy Granola Bars and Rice-A-Ron® , Aunt
Jemima brand. It is among the four largest manufacturers of cold
cereals wit popular brands like Cap’n Crunch and Life.

Gatorade
Available in over 80 countries, Gatorade’s line of performance drinks
adds over 40 years of dehydration and sports nutrition research to the
PepsiCo portfolio.

Gatorade Brands

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The Gatorade hydration portfolio includes the nation’s leading
sports drink, Gatorade Thirst Quencher, as well as Gatorade Tiger
TM G2
and Propel Fit Water.
PepsiCo
in Education Section

The R K J Group headed by R K Jaipuria has been associated with excellence in education. The
school runs by the group ercourage students to become creative, innovative and imaginative.
They have a wide range of co-curricular activities, which are as important as the academic
disciplines. The year 2001 witnessed the further spread of the group’s portfolio with the opening
of its first school at Gurgoan under the management agreement with Delhi Public School
Society. To expand in the field of education it opened its second school at Jaipur under the
management of same society.

PepsiCo Headquarters
PepsiCo World Headquarters is located in purchase, New York, approximately 45 minutes from
NewYork City. The seven building headquarters complex was designed by Edward Durrell
Stone, one of the foremost architects. The building occupies 10 acres of a 144 acre complex that
includes the Donald M. Kendall Garden, a world acclaimed sculpture collection in a garden
setting.

The collection of works is focused on major twentieth century

art, and features works by masters such as Auguste Rodin, Henri
Laurens. The gardens originally were designed by the world
famous garden planner, Russell Page, and have been extended
by Francois Goffinet. The grounds are open to the public, and a
visitor’s booth is in operation during the spring and summer.

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Shareholders

PepsiCo (symbol: PEP) shares are traded principally on the New York Stock Exchange in the
United States. The company is also listed on the Chicago and Swiss stock exchange. PepsiCo
has consistently paid cash dividends since the corporation was founded.

Worldwide Code of Conduct

Our Worldwide Code of Conduct is an ethical roadmap for putting our core believes into action
and living up to our commitments. It applies to every employee and every business transaction
we make on our journey towards Performance with Purpose. It applies to every business
transaction we make. Along with our core values, Worldwide Code of Conduct is the foundation
for our strategic mission.

Our Policy on Human Right

We encourage all employees, contractors, vendors and customers to speak up if they suspect any
violation of the code, our policies or the law.

Our Co Values & Philosophy

Our Co Values & Philosophy are a reflection of the socially and environmentally responsible
company we aspire to be. They are the foundation for every business decision we make. We are

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committed to delivering sustained growth through empowered
people acting responsibility and building trust.

Guiding principles

 Care for our customers, our customers and the world we live in.
We are driven by the intense, competitive spirit of the market place, but we direct this spirit
towards solutions that benefit both our companies and our constituents. Our success depends on
a thorough understanding of our customers, consumers and committees. To foster this spirit of
generosity, we go the extra mile to show we care.

 Sell only products we can be proud of.

The true test of our standards is our own ability to consume and personally endorse the products
we sell, without reservation. Our confidence helps to insure the quality of our products, from the
moment we purchase integrands to the moment it reaches the consumer’s hand.
 Speak with truth and candor.
We tell the whole story, not just what is convenient to our individual goals. In addition to being
clear honest and accurate, we are responsible for ensuring our communications are understood.
 Balance short term and long term.
In every decision, we weigh both short-term and long-term risks and benefits. Maintaining this
balance help to sustain our growth and ensure our ideas and solutions are relevant both now and
in the future.
 Win with diversity and inclusion.
We embrace people with diverse backgrounds, traits and ways of thinking. Our diversity brings
new perspectives into the work place and encourages innovation, as well as the ability to
identify new market opportunities.

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  Respect others than succeed together.
Our mutual success depends on mutual respect, inside outside the
company. It requires people who are capable of working together as
part of a team or informal collaboration. While our company is
building on individual excellence, we also recognize the importance and value of team work in
turning our goals into accomplishment.

Path to success

We believe our financial success - performance- must go hand – in – hand with our social and
environmental – purpose. Performance with purpose is at the heart of every aspect of our
business.

Performance with purpose agenda is comprised of three platforms:

Human Sustainability:
Nourish consumers with a broad range of convenient, great- tasting foods and drinks – from
treats and simple refreshments to positive nutrition; make the healthy choice an easier choice to
make.
Environmental Sustainability:
Conserve our natural resources; operate in a way that minimizes our environmental footprint
with the goal of reaching a net – neutral impact.
Talent Sustainability:
Developing our employees by creating a diverse and inclusive culture and making certain our
company is an attractive destination for the world’s best people.
Progress made by PepsiCo on its “performance with purpose” agenda journey:-
 Accelerate the growth of our portfolio of healthful products.
 Signed CEO Water Mandate.
 Launched the food industry’s first carbon reduction label with the carbon trust on
walkers crisps.

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  Improved water intensity ratio across all of our operations.
 Conserved nearly 5 billion liters of water and nearly 500
million kilowatt hours of energy worldwide in 2007 as
compared to 2006.
 Authored with industry the ‘Global Commitment to Action and the Globe Strategy on
Diet, Physical Activity and Health”, a commitment addressed to the World Health
Organization.
 Launched a global sustainable packaging policy.

 Improved significantly its water, fuels, and electricity efficiency.

 Reduced PET bottles, paperboard, and corrugated materials by more than 20 million
pounds.

 Introduced our supplier code of conduct.

 Increased spending on women and minority owned business.

 Continued reuse of water from processing.
 Honored by the U.S. Environment Protection Agency (EPA) with 2007 and 2008
Energy Star Partner of the year awards for energy conservation.

Proven Result:
We take a long term view of performance against Business and People Results. Consistency is
important. We’re looking for a track record of sustained successes rather than unpredictable
highs and lows. We value results that are based o trust, respect, fairness and teamwork and
results that create a lasting impact. “People Results” are a significant part of our performance
expectations.

Leadership Ability:
To succeed in the marketplace we need strong leaders. That’s why we have enhanced our
Leadership Competencies to reflect the need of the “new PepsiCo”. While we kept the familiar
framework with the same three overall imperatives.

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Functional Excellence:
Personal and career growth requires deep functional skills. If you’re
a sales manager, you should have an intimate understanding of the
sales process and how to derive sales growth. Functional excellence
can be built by using functional competency models informal experience.

Knowing Business Cold

Just as we expect employees to develop expertise in a given functional area, it is critically
important that managers develop a broader knowledge of how we make, sell and deliver our
products. Managers who more understand what drives our business will make better business
decisions.
Critical Experiences:
Discussions about an individual’s potential career moves include an assessment of his or her
experiences and the types of new experiences needed for future career development. The
sequence of experiences is often not critical, although building a hip-pocket skill early I n your
career is important for future development.
Long Term Career Growth:
If employees accept responsibility for building their skills and experiences, managers are
accountable for providing employees with opportunities to grow in line with their results,
capabilities and career aspirations. Remember that a career is a long term journey- doesn’t move
just for the sake of moving. Build for the long term. Be flexible- the more flexible you can be,
the wider the range of opportunities will be available to you.

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 Our Mission and Vision

At PepsiCo, we believe being a responsible corporate citizen is not only the right thing to do,
but the right thing to do for our business.

Our mission
Our mission is to be the world’s premier consumer Products Company focused on convenient
foods and beverages. We seek to produce financial rewards to investors as we provide
opportunities for growth and enrichment to our employees, our business partners and the
communities in which we operate. And in everything we do, we strive for honesty, fairness and
integrity.

Our vision:
“PepsiCo’s responsibility is to continually improve all aspects of the world in which we operate
environment, social, economic creating a better tomorrow than today”. Our vision is put into
action through programs and a focus on environmental stewardship, activities to benefit society,
and a commitment to build shareholder value by making PepsiCo a truly sustainable company.

Health Care Reform:

PepsiCo values the health and well being of our associates, partner, customers and consumers.
PepsiCo offers a wide range of benefits that encourage wellness, promote healthy living and
give associates and their family’s tools and information to make educated health care decisions.

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Our health care commitment:
PepsiCo values the health and well being of its associates, partners,
customers and consumers. Our company sponsored approach to
health and wellness encompasses physical, emotional and financial well being and includes
prevention, screening, health care and health care savings accounts, dental care, retiree health
care life and disability insurance. PepsiCo conducts health programs such as Health Roads.
Health Roads promotes healthier lifestyles through a

combination of health assessments, personalized coaching, tobacco cessation, fitness and

nutrition programs, online tools and worksite wellness initiatives. In addition, PepsiCo also
maintains and enforces a strict global Occupational Health and Safety policy.

 Guiding Principles on Health Care Policy

 PepsiCo recognizes that U.S. health care system needs improvement on many
fronts.
 PepsiCo will participate in developing a solution.
 In particular, there should be more emphasis on prevention.
 Greater cost effectiveness must be part of solution.
 Beyond the U.S., PepsiCo will work with the World Health Organization (W.H.O.)
and the World Economies Forum’s “Workplace Wellness Unit” to ensure that
countries around the globe benefit from best practices and innovative ideas.

 Sustainable advantage
Three major sustainable advantages give PepsiCo a competitive edge as we operate in
the global marketplace.

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  Big, muscular brand.

 Proven ability to innovate and create differentiated

products.
 Powerful go to market systems.

Top competitors
 Coca-Cola ● Dr. Pepper Snapple Group
 Kraft Food ● Atlanta, GA
 Plano, TX ● Northfield, IL

ARADHANA SOFT DRINK COMPANY

(A subsidiary of PepsiCo India Holdings Pvt. Ltd.)
Vill. Aliasgarpur, P.O. Babrpur, G.T. Road, Panipat 132103(Haryana)

Brief Profile Of Plant

 Plant construction started in 1991 under M/S Dhillon Kool Drinks & Beverages Ltd.
 Commercial production commenced on 17th may, 1992.
 Aradhana Soft Drinks company acquired the plant in feb, 2003.
 Commercial production under Aradhana Soft Drinks Company started on 19 th march,
2003.
 Annual Plant volume for the year 2003 cases – 6.51 million raw.
 Annual Plant volume for the year 2004 cases – 7.08 million raw.
 Annual Plant volume for the year 2005 cases – 4.60 million raw.
 Annual Plant volume for the year 2006 cases – 4.70 million raw.
 Plant primarily caters to Haryana and Himanchal market.
 Plant also caters to Punjab in respect of PET and Slice requirements.
 Himanchal and Haryana distribution is entirely through a network of distributors – both
direct and indirect.

Plant Infrastructure

 Total Land 9.5 Acres

 Covered Area 4.0 Acres

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Tech vision

The Tech team will create and sustain a competitive advantage for
our business through ready availability of outstanding quality products at the lowest cost.

TPM Policy –Panipat Plant

“To drive customer satisfaction by on time availability of products with best quality at lowest
cost through empowered people following safe processes”.

Product Range of ASDC

Pepsi

Miranda

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 Mountain Dew

Slice

7up

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 Plant Achievements

 Lowest water consumption plant in the Pepsi India in 2007. We have applied for
preliminary patent of the modified process.

 Recovery and recycling of in process used water with no compromise on quality

parameters.

 India BU first plant in which BIOZYMES treatment is done to reduce generation of

solid waste in effluent treatment plant.

 Plant is a Rain water harvested site.

 100% utilization of treated effluent in plant premises since 06.

 Continuous improvement in quality standards, HACCP certification in 08.

 First plant in which TPM is being implemented in Pepsi bottling operation in the world
of business unit.

 Plant is on Sap.

 Lowest power consumption plant in the Pepsi India in 2005, 2006&2007.

 Within first top 3 in the business unit on productivity/cost.

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  Acoustic chamber for all diesel generators.

MISSION

 To manufacture, market products of international standard.

 Ensure that all company processes geared to deliver the highest level of customer
satisfaction.

 Keep an employee-centric focus in all operation.

 Foster innovations and creativity at all levels.

 Deliver value to all stakeholders of the company

HR Policy

ASDC will always keep on striving for the development of competent and efficient employees
at all levels to create, include and foster excellent working and learning environment: because it
believes in nurturing strength of individual for developing mutual trust, support and positive
attitude for achieving organization goals to create a world class manufacturing organization and
to remain in the market in beverages section not only today but for all tomorrows to comes.

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 Customer Focus

To build a high degree of customer confidence by providing increased value for his money
through international standards of product quality, performance and superior customer services.

Objectives of ASDC

People development is a strategic priority. We have set a target of developing and growing our
people internally for long term career opportunities within PepsiCo. Towards this objective, we
had introduced the sales academy process.

Profitability

To provide a reasonable & adequate return on capital employed, primarily by optimum

utilization of plant capacities, orienting the product mix towards value added products, better
inventory, collecting realization faster from the dealers and reducing operational costs.

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INTRODUCTION
TO PROJECT

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 Total Productivity Maintenance (TPM)

TPM (Total productivity maintenance) is a maintenance philosophy designed to integrate equipment

maintenance into the manufacturing process. The goal of any TPM program is to eliminate losses
tied to equipment maintenance or, in other words, keep equipment producing only good products, as
fast as possible with no unplanned downtime. Successful TPM is a group effort where the entire
organization works together to maintain and improve the equipment. One of the first steps in
implementing TPM is forming teams that are empowered to improve the process. Flattening the
organizational structure enables teams to address issues when they have the greatest impact – when
they occur. As employees join TPM teams, operators are train to perform routine maintenance items
and assume an ownership role. Employees empowered to affect the process will typically be in a
position to identify and create process improvements that would have normally been overlooked by
management. An on-going refactoring of the process provide a method to implement improvements.

How can TPM help my organization?

Equipment maintenance is a fact of life. Companies that understand this and use TPM to get the
most out of the resources see:

 Significantly decrease maintenance costs

 Increased equipment availability and profitability

 Improved teamwork and employee involvement

TPM provide the tools to turn maintenance programs into a competitive advantage.

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 Targets Taken In TPM

P….Productivity improvement ---------------------------------------------1.5 to 2 times

 Reducing in number of sporadic failures-----------------------------1/10 to 1/5
 Equipment operating------------------------------------------------------1.5 to 2 times

Q….Reduction in product defects------------------------------------------1/10

 Reduction in customer claims-------------------------------------------1/4

C….Reduction in maintenance cost----------------------------------------30%

D ….reduction in product inventories------------------------------------ 0

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S…. reduction in accident, elimination of pollution --------------------- 0
M….. Increase in number of employees suggestions---------------------- 5 to 10 times

TPM – 8 PILLARS APPROACH

TPM
T P D E A Q O S
I
N L E D U U F A
E N V U T A F F
M N E C O L I E
E E L A I N I C T
V D O T O T E Y,
O P I M Y
R M M O I O T H
P A E N U M P E
M I N S A M A
I N T & I L
T M N T
L E M T A T H
A N A R I E
U A N A N N &
D N A I T A
I C G N 33 E N ENVI
V E E I N C RONM
I M N A E ENT
D E G N
N N C
I T E
EDUCATION AND TRAINING PILLAR UNDER TPM

Building capability of our people is the prime most job of any manager, where he plays the
role of a coach and facilitates learning and skill building programs.

The organization is committed to building front line capability i.e the people, who sell,
Make, move or deliver our products and you as a manager, is the owner of this process.

Building people capability is smart way of ensuring a long term sustainable growth and the
capability building will focus on:-

 Performance <-> Executional Excellence

 Productivity <-> Optimizing Resources
 Skill Building <-> Multiskilling & Quality mindset

All the above driving the organization’s agenda of addressing the need and improving
satisfaction and value delivered to:-
 Consumer
 Customer
 Employees
 Shareholders

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E & T BACK GROUND

Low motivation & output

from employees

Less focus on
Lack of Less original Lack of multi- Lack of Skill level of
operational &
employees equipment skilled work internal individuals is
maintenance
involvement training force trainers poor
training

35
E & T MISSION
 To foster equipment competent and administration competent people through TPM
 To nurture human resources that will meet work place needs over the long run.

OBJECTIVES OF E& T
 To train employees to do their jobs more skillfully and effectively.
 To develop proficiency of
 Operator’s skill in operation as well as in maintenance.
 Maintenance staff skill in the specialized maintenance.
 Other employee’s skill based on their requirement.

36
37
IMPORTANCE OF TRAINING
38
Benefits to Business Benefits to the employees

 Trained workers can work more  Training make employee more useful to
efficiently. firm. Hence, he will find employment
more easily.

 They use machines in a proper way.  Training make employee more efficient
Wastage is thus eliminating to a large and effective. By combining materials,
extent. tools and equipment in a right way, they
can produce more with minimum efforts

 Training enables employees to secure

promotion easily. They can realize their
 There will be fewer accidents. Training career goals comfortable.
improves the knowledge regarding the
use of machines and equipments. Hence,
trained supervision, as they know how to
handle operation properly.
 Training helps an employee to move one
organization to another easily. He can
move mobile and pursue career goals
 Trained workers can show superior actively.
performance. they can turn out better
performance they can turn out better
quality goods by putting the material,
tools and equipments to good use.
 Employ can avoid the mistake, accident
on the job. They can handle job with
confidence. They will more satisfy on
 Training makes employee more loyal to their job. There morale would be high.
the organization. They well less inclined
to leave the unit where there are growth
opportunities

39
 Training Vs Education

The term EDUCATION is wider in scope more general in purpose when

compared to training. Training is the act of increasing the knowledge and skill of
an employee while doing job. It is job oriented. Education, on other hand, is the
process of increasing the general knowledge and understanding of employee. It is
person-oriented, theory-based knowledge who’s main purpose to improve the
understanding of a particular subject or theme. Education is imparted through
school and collages and the contents of such a program general main aim to
improving the talent of person. Training is a practice based and company specific.
However both have to be viewed as programme that are complementary and
mutually supportive. But aim at harnessing the true potential of the employee.

40
AREAS OF TRAINING & EDUCATION

The area of education and training in which training is offered may be classified into:-

Knowledge:-

Here the trainees learn about a set of rules and regulation about the job, the staff and
the product or services offered by the company. The aim is to make the employee fully aware of
what goes inside and outside of the company.

Technical skill:-

The employee is taught a specific skill so that he can acquire that skill and contribute
meaningful.

Social skill:-

The employee is made to learn about himself and other to develop a right mental
attitude towards the job, colleagues and the company. The principal focus is on teaching the
employee how to be a team member and get ahead.

Techniques:-

This involves the application of knowledge and skill to various on-the-job situations.

41
EDUCATION AND TRAINING ORGANISATION
CHART

STEERING
COMMITTEE

EDUCATION & TRAINING

PILLAR
MOHIT KUMAR

NAVNEET SETHI
VIJAY RANGA
PRODUCTION
H.R. CO-ORDINATOR
COORDINATOR

RAJKUMAR WASAN RAVIKANT SHARMA

Q.C. EXECUTIVE SHIPPING EXECUTIVE

42
MASTER PLAN – E & T

43
INDUSTRIAL PROFILE

44
 Soft Drinks Industry

Industry Structure
The main three teams in the production and the distribution of the carbonated soft drinks are the
concentrate producers, the bottlers and the retailers who are actually responsible for the sales of
the product. The concentrate producers produce the concentrate and them sell it to bottlers, who
adds a sweetener to the carbonated water and then pack it in the bottles and cans. These bottlers
can be either the PepsiCo itself or the franchisees who work on the behalf of Pepsi. One half of
the sales of the Pepsi is through the company owned bottlers (COBO) and other half of the sale
is through the franchisees bottlers (FOBO). FOBO’s had the right to the product and then sells it
in the defined territory and is not allowed to market the competitive brand. Then through the
distribution channel the product reaches to the retailer who finally sells the product to the
consumers.

The principle retail outlets for the CSD are the supermarkets, convenience stores, fountain
services and thousands of small outlets.

Purchase And Consumption Process

Industry research suggests that the purchase of the soft drinks is unplanned, i.e sometimes it is
more and some times it is less depending on the demand in the market, the schemes that are
provided to the retailers, the displays provided, the incentives given and on the relationship of
the salesman and the retailers.

The sale of the soft drinks is a seasonal affair. The sale increase tremendously during the
summer season and falls down during the winter season.

45
HOW SOFT DRINKS ARE MADE?

1START WITH PURE WATER!

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

2ADD THE FLAVOUR

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

3NEXT STEP, ADD THE BUBBLES

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

46
4FILLING THE BOTTLES
After the drink has been carbonated, it is transferred under pressure to the filling machine.
Here, the bottles or cans are filled and are then passed by conveyor belt to the sealing machine.

5THE FINAL STAGE

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

47
6LABELS & PACKAGING
Most soft drink bottles have labels applied by a labeling machine. There are still some
bottles, mostly returnable, which have the label information printed directly on to the glass.
Cans also have the label printed on them, before they arrive at the soft drink manufacturing
plant.

7QUALITY CONTROL:
The success of any industry depends on the quality of the product it provides. Therefore quality
measurements are done on each step in order to ensure that the product that finally reaches the
consumer is fit for consuming. The packed bottles are checked for the gas content, sugar
content, organic and for the microbiological quality. Here the quality invariable remains the
constant because of the continuous on –line checking.

48
RESEARCH METHODOLOGY

49
 Research Methodology

It is a process of systematically gathering, recording and analysis data and information about
customers, competitors and the market. Its uses includes help to create a business
plan, launch a new product or services, fine tune existing product or services and expanded in to
new market.

Research design:

Research design is the conceptual structure within which research is conducted; its constitutes
blue print for collection, measurement and analysis of data. A research design is the
arrangement of the condition for collecting analysis of data in a manner that aim to combine
relevance to research purpose with economy in process or that is to save the time and cost.
Descriptive research was carried out which was experimental in design. it was necessitated, as it
was require to get in depth in side into customer’s satisfaction level towards the PepsiCo
products and to know how to maintain their relation with worker and executive, how they make
their salary and how they analysis their performance, how they make skill matrix, how they give
them training and education to improve their skill level and achieve organization objective .in
this the main objective in writing this report and conducting this research is to enhance the
productivity in manufacturing operation by making skill matrix under TPM after Training and
Education.

50
The research methodology consists of the following steps:

Research Approach:
The research was carried in to one phase was descriptive research.
Descriptive research is used to obtain information concerning the current status of
the phenomenon to describe “what exists” with respect to conditions in a situations & its
major emphasis is on determining the frequency with which something occurs. In HR dept. it
helps to define the various ways through which they analysis their skill and improve their skill level
through training and education.

Data Collection Method:

The plank on which the study rests is information, which was procured
as a judicious mix from both secondary data and primary source of data. The basic
method of the research is collection and analysis of primary and secondary data/ information.
Data was collected in two stages, first the secondary data collection, which was done through desk
study followed by primary data collection by the help of interviews.

Primary data collection:

the primary data was collected by means of internal documents of
company. PepsiCo is one of the world’s famous company. The company mirrors the trust,
confidence and aspiration towards the customer’s satisfaction.

Secondary data collection:

Secondary data are those, which have already been collected by
someone else and passed through the statistical process. The technique used to collect the
information is called desk research. The secondary data was collected by reviewing the
available PepsiCo’s manuals and other published material like annual reports from various
internet sights.

The outcome of the secondary data collected has been analyzed to get a clear end objective
understanding of working of pepsico international, the other secondary source will include:

51
  Books
 Manual documents
 Articles, Magazines, Newspapers
 Thesis

Sample size: 85 Sample unit: 1

Practical implication:
The research details the development of a model that has been
validated using practical shopfloor data, hence implying its application in wide variety of
situation.

Originality/ value:
The original value of the paper lies in identifying the critical
parameters of analysis skill levels .

52
Analysis

Of

Study

53
 Skill Assessment of associates
Step a – Job Skills Finalization

Multishilling of Employees as per

54
 Multi shilling of employees as per
Requirement of business

Skill Assessment of associates

Step B – Deciding Skills required for
each associate

55
 Skill Assessment of associates
Step C – Deciding desired level for
each associate.

56
Rating the skill levels

57
 Skill Assessment of associates
Step D – Assessment of present skill
level of each associate.

58
 Skill Assessment of associates
Step E – Preparation of Skill Matrix for
each associate.

59
 Skill Assessment of associates
Step E – Preparation of Skill Matrix for
each associate.

60
 Skill Assessment of associates
Step E – Preparation of Skill Matrix for
each associate.

61
62
 LIMITATION OF THE STUDY

LIMITATION OF THE STUDY

Various hindrances occurred while carrying out the research. The limitation of the study
includes the weak points that are not covered during the study. A person can’t analyze all the
aspects of the study. Sometimes he forgot some factors or sometimes he is not able to study the
impact of these factors because of time constraints or limited resources.

Limitations of the study are:-

 Employees are not available as are busy in their work

 Atrocious weather condition disturbing the tour plan.

 There was a problem in taking appointments from the managers.

63
 Sources were confounded some time to give proper information.

 Limited time to complete my project.

64
 FINDING AND INTERPRETATION

Bench Marks & Targets

Level LEVEL Responsibility

0 1
Sr. Parameter 2006 2007 2008 2009 primary secondary
no. Unit B.M Target Target Target
SKILL 2.00 2.21 2.61 3.50 E&T JH
Level(Operator) Level(1-4)
1.

65
 SKILL 2.25 2.25 3.10 3.80 E&T PM
Level(Technician) Level(1-4)
2.
MULTISKILLED No./year 57 75 E&T PM
Employees 10 10
3.
INTERNAL No./year 5 10 E&T JH,PM
TRAINER 0 0
4.
TRAINING Man 3.1 10 E&T Other
EFFORT days 0 0 Pillars
5. /person/
year
2 1.5 E&T Other
ABSENTISM % 4 3 Pillars
6.

Level 1 – Do not know theory &work little bit.

Level 2 – Know theory little bit but can work

Level 3 – Know theory & work with confidence.

Level 4 – Train others

RESULT SUMMARY & TRENDS

Level LEVEL
0 1 Responsibility
Sr Parameter 2006 2007 2008 2009 better secondary

66
 . Unit B.M Actua Actual Actua Target primar
no l l y
.
SKILL 2.00 2.21 2.61 2.90 3.50 E& JH
Level(Operator) Level(1- T
1. 4)
SKILL 2.25 2.25 3.10 3.40 3.80 E& PM
Level(Technicia Level(1- T
2. n) 4)
MULTISKILLE No./year 57 60 75 E& PM
D 10 10 T
3. Employees
INTERNAL No./year 5 6 10 E&T JH,PM
TRAINER 0 0
4.
TRAINING Man 10 E& Other
EFFORT days 0 0 3.1 5 T Pillars
5. /person/
year
2 E& Other
ABSENTISM % 4 3 1.29 1.5 T Pillars
6.

All fig of bench mark All fig is achieved fig. All fig is achieved fig

Skill level (operator)

67
Interpretation
Through E & T pillar under TPM skill level of the worker is increase as we seen in that chart :

 In year 2006 skill level of the worker is 2% which was bench mark

 In year 2007 skill level is 2.21% which was increased because of education and training.

 In year 2008 & April 2009 which increase 2.61% to 2.90% it just because of education
and training.

 At the end of year 2009 a desire target was set that is 3.50%.

Multi skilled Employee

68
Interpretation

Education and training also helps in increase multi skill of the workers.

 In year 2006 it was only 10% which was very less but was bench mark.

 In year 2007 it was increased from 10% to 25%.

 In year 2008 it was 57%.

 In year 2009 it was increased from 57% to 60% all it’s done through regular education &
training.

 At the end of the year 2010 target will be 90%.

Absenteeism

69
 Interpretation
 In year 2007 absenteeism percentage was very high that was 4%.

 In year 2008 it was 2.27% it’s because of regular education and training.

 In year 2009 it was 1.47 which is less as compare to year 2008.

 Till July 2010 it was 1.29% it also good for a plant.

 HR Manager of the plant has decided target which will be 1.5% in the year 2010 that will
help in increase productivity.

The Journey Forward

70
 Identification of skill gaps based on the skill matrix.

 Training based on skill gap analysis through OPLs, OJT, job rotation & lessons.

 It will be a continuous process and the skill evaluation will be done on six monthly
bases.

Plant after initiating and implementing

Energy tool has become…

71
 Water consumption
Lit./ 8 oz case

GOOD

Beverage power consumption

72
Kwh/80Z CASE

GOOD

73
LINE PRODUCTIVITY (IN %)

GOOD

74
FURNACE OIL CONSUMPTION
LIT./CASE

GOOD

75
CONCLUSION

76
CONCLUSION

This 8 weeks Training gives me immense pleasure to state that this project have helped me
a lot to understand the corporate world. The main thing that I have learned during this project is
much more different than that what I have learned in my theory part during my course. It gave me
practical exposure a company works in HR dept. and maintain there record how company utilize
their resources in effective and efficient manner and how they analysis their skill level and prepare
their skill matrix. Now after this project I am quite confident and have learned a lot with the help of
my mentor Mr. Mohit Kumar who helped me a lot in every step where I was trembling.

With this project I came to know that the FMCG sector is the most competitive market sector
because the other competitor is equally strong and can snatch the market if we don’t operate
properly or we let ourselves loose. It taught me that there is a cut-throat policy in the market and
there is minimum margin of safety as the time one let loose the very moment the other grab the
opportunity and there is no hope to get the same back. So if one need to say and maintain the status
than they should always be alert and think new strategies to bid back the market.

New generation is getting conscious about their health, so the future of the beverage market lies in
the health drinks. Future plan of PepsiCo is to manufacture the Milk Based Products to satisfy their
customer’s satisfaction level.

77
SUGGESTIONS

78
Suggestions

I suggested various policies to Plant which I think that if they implemented in the right manner
increase the earnings of the Plant which in turn increases the goodwill of the market, then it will
raise funds at low interest rates.

 Plant should recruit new agents or consultants. It is necessary for company to trend them
in a well manner therefore they will gave good results.
 Plant should open customer service point in rural area also.
 Plant should make plans for promotion of Plant business it should organize road shows
seminars, exhibition or contests because these things make clear picture of co’s plans.
 For each and every activity, a standard should be fixed and made clear to one and all.
The concerned persons should regularly measure their performance with reference to
standards.

79
BIBLIOGRAPHY

80
BIBLIOGRAPHY

1. WEBSITE:-

 www.pepsicointernational.com
 www.pepsico.org
 www.google.com

2. BOOKS:-

 Human Resources Management – V S P Rao

 Business Research Methodology – CR Kothari
 Personnel management – C B Memoria
 Business Research Methods – Cooper

3. COMPANY’S REPORT AND MANUALS

81
ANNEXURE

82
 Annexure

Name: - ……………….. Date of Joining:-………………………..

Area: - …………………. Date of Appraisal:-………………………

0 Never or rarely demonstrates the skill

1 Sometimes demonstrate but quality of execution is low

2 Usually demonstrate quality execution

3 Always demonstrate high quality execution

Ques:- Is able to handle/control the entire workstation by him.?

Ans:- …….

Ques:- Can handle different jobs/workstation?

Ans:-…….

Ques:- Has knowledge of safety requirement?

Ans:-........

Ques:- Keeps his workstation clean & clean it before the shift end?

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Ans:-……..

Ques:- Waits for his relievers to come & perform proper handover?

Ans:-……..

Ques:- Report/returns to line on time at shift change/after break inform the supervisors prior to
taking leave, as per procedure?

Ans:-……….

Ques:- Can rectify faulty leading to the stoppage?

Ans:-……….

Ques:- Dresses smartly in uniform & is clean shave, keeping workstation neat & tidy?

Ans:-………..

Ques:- Performance of all jobs, on all station, as assigned by superior show flexibility in
working as per company’s needs?

Ans:-……….

Ques:-Keeps the safety procedures in mind while working?

Ans:-……….

Ques:-Aware about the unfulfilled basic condition?

Ans:-………..

Ques:- Follows the PM schedules (lubrication maps) and cleaning maps?

84
Ans:-………..

Ques:-Kaizen identification and implementation?

Ans:-……….

Ques:-Update record sheets and TPM activity boards?

Ans:-……….

Recommendation:-

Comments:-………………………………………………………………………………………

……………………………………………………………………………………………………

Signatures:

Supervisor HOD Plant Manager HR Manager

..…………… ………………… …………………… …………………

85
BENCH MARKS AND TARGETS

86