Total Productivity Maintenance (TPM)

A

PROJECT REPORT

ON

E & T PILLAR UNDER TPM

SUBMITTED TO: SUBMITTED BY: 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 Bachlor Of Business Administration through , Lingyas Lilita Devi Institute Of Mgt & Sciences, New Delhi, 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

ANKIT ARORA BBA 5TH SEM ROLL NO - 1281921708 A CKNOWLEDGEMENT At the times when Human values are been questioned and ulterior mottoes have dominated ones 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 persons 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. MOHIT KUMAR, 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 DR. RAKESH GUPTA (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.

With great gratitude

ANKIT ARORA 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 60s, since then many brands come up over the years and many wilted out due to heavy competition and cost. In early 90s 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.

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

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

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.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 seasons Best.

PepsiCo Americas Food:

PepsiCo Americas Food (PAF) is PepsiCos food and snack business in North and South America. Its portfolio of business includes Frito-lay north America, Quaker Foods & Snacks, Sabritas, Gamesa and Latin America Foods. PepsiCos 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. 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. Board of directorsPepsiCos 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. BrownSenior Vice President, Business Operations of Google Inc.

Ian M. Cook

President and Chief Executive Officer Colgate-Palmolive.

Dina DublonConsulant, 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

Ray L. Hunt

Chief Executive Officer, Hunt Oil Company

Brand PortfolioPepsiCo 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 PepsiCos 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.

Frito-lay

Employing over 48,000 people and bringing in over $11 billion of business, Frito-Lay invigorates PepsiCos portfolio of products with plenty of good food good fun. Frito-Lay Brands

Its brand includes Lays potato chips, Lays Kettle Cooked potato chips, Wavy Lays potato chips, Baked Lays 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

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

Quakers 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 Capn Crunch and Life.

Gatorade

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

Gatorade Brands

The Gatorade hydration portfolio includes the nations leading sports drink, Gatorade Thirst Quencher, as well as Gatorade Tiger TM G2 and Propel Fit Water. PepsiCo in Education SectionThe 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 groups 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 visitors booth is in operation during the spring and summer.

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 ConductOur 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 RightWe 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 & PhilosophyOur 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 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 consumers 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.

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 worlds 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 industrys first carbon reduction label with the carbon trust on walkers crisps.

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. Were 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. Thats 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.Functional Excellence:

Personal and career growth requires deep functional skills. If youre 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 ColdJust 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 individuals 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- doesnt 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.

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 worlds 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:PepsiCos 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 familys tools and information to make educated health care decisions.

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 Forums 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.

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 19th 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 AcresTech 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

MirandaMountain Dew

Slice

7up

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.

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.

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.

INTRODUCTION TO PROJECT 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.

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

S. reduction in accident, elimination of pollution --------------------- 0

M.. Increase in number of employees suggestions---------------------- 5 to 10 times

TPM 8 PILLARS APPROACH

TPM

I

I

I

EDUCATION AND TRAINING PILLAR UNDER TPMBuilding 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 organizations agenda of addressing the need and improving satisfaction and value delivered to:-

Consumer

Customer

Employees

ShareholdersE & T BACK GROUND

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

Operators skill in operation as well as in maintenance.

Maintenance staff skill in the specialized maintenance.

Other employees skill based on their requirement.

IMPORTANCE OF TRAINING Benefits to Business

Trained workers can work more efficiently. They use machines in a proper way. Wastage is thus eliminating to a large extent. There will be fewer accidents. Training improves the knowledge regarding the use of machines and equipments. Hence, trained supervision, as they know how to handle operation properly. Trained workers can show superior performance. they can turn out better performance they can turn out better quality goods by putting the material, tools and equipments to good use. Training makes employee more loyal to the organization. They well less inclined to leave the unit where there are growth opportunities Benefits to the employees

Training make employee more useful to firm. Hence, he will find employment more easily. Training make employee more efficient and effective. By combining materials, 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 career goals comfortable. Training helps an employee to move one organization to another easily. He can move mobile and pursue career goals actively. Employ can avoid the mistake, accident on the job. They can handle job with confidence. They will more satisfy on their job. There morale would be high.

Training Vs EducationThe 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 whos 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.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.

EDUCATION AND TRAINING ORGANISATION CHART

MASTER PLAN E & T

INDUSTRIAL PROFILE

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). FOBOs 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.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.

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.

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. RESEARCH METHODOLOGY Research MethodologyIt 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 customers 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.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 ofcompany. PepsiCo is one of the worlds famous company. The company mirrors the trust, confidence and aspiration towards the customers 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 PepsiCos 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:

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 . Analysis

Of

Study

Multishilling of Employees as per

Multi shilling of employees as per

Requirement of business

LIMITATION OF THE STUDYLIMITATION 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 cant 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.

Sources were confounded some time to give proper information.

Limited time to complete my project.

FINDING AND INTERPRETATION Bench Marks & Targets Sr. no. Parameter Unit Level0LEVEL 1Responsibility

2006200720082009primarysecondary

B.M TargetTargetTarget

1. SKILLLevel(Operator)Level(1-4)2.002.212.613.50E&TJH

2. SKILLLevel(Technician)Level(1-4)2.252.253.103.80E&TPM

3.MULTISKILLED

Employees No./year10105775E&TPM

4.INTERNAL TRAINERNo./year00510E&TJH,PM

5.TRAINING EFFORTMan days /person/ year003.110E&TOther Pillars

6.ABSENTISM %4321.5E&TOther Pillars

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 Sr. no. Parameter Unit Level

0LEVEL

1Responsibility

2006200720082009betterprimarysecondary

B.M ActualActualActualTarget

1. SKILL

Level(Operator)Level(1-4)2.002.212.612.903.50E&TJH

2. SKILL

Level(Technician)Level(1-4)2.252.253.103.403.80E&TPM

3.MULTISKILLED

Employees No./year1010576075E&TPM

4.INTERNAL TRAINERNo./year005610E&TJH,PM

5.TRAINING EFFORTMan days /person/ year00 3.1 510E&TOther Pillars

6.ABSENTISM %4321.291.5E&TOther Pillars

All fig of bench mark

All fig is achieved fig.

All fig is achieved fig

Skill level (operator)

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

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 its done through regular education & training.

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

Interpretation

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

In year 2008 it was 2.27% its 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 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

Water consumption

Lit./ 8 oz case

Beverage power consumption Kwh/80Z CASE

LINE PRODUCTIVITY (IN %)

FURNACE OIL CONSUMPTION

LIT./CASE

CONCLUSIONCONCLUSION

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 dont 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 customers satisfaction level. SUGGESTIONS

SuggestionsI 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 cos 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. BIBLIOGRAPHYBIBLIOGRAPHY

1. WEBSITE:-

www.pepsicointernational.com www.pepsico.org www.google.com2. BOOKS:-

Human Resources Management V S P Rao Business Research Methodology CR Kothari Personnel management C B Memoria Business Research Methods Cooper 3. COMPANYS REPORT AND MANUALSANNEXURE

AnnexureName: - .. Date of Joining:-..

Area: - . Date of Appraisal:- 0

1

2

3 Never or rarely demonstrates the skill

Sometimes demonstrate but quality of execution is low

Usually demonstrate quality execution

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?

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 companys 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?

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

.. BENCH MARKS AND TARGETS

S

A

F

E

T

Y,

H

E

A

L

T

H

&

ENVI

RONM

ENT

O

F

F

I

C

E

T

P

M

Q

U

A

L

I

T

Y

M

A

I

N

T

E

N

A

N

C

E

A

U

T

O

N

O

M

O

U

S

M

A

I

N

T

E

N

A

N

C

E

E

D

U

C

A

T

I

O

N

&

T

R

A

I

N

I

N

G

D

E

V

E

L

O

P

M

E

N

T

M

A

N

A

G

E

M

E

N

T

P

L

N

N

E

D

M

A

I

N

T

E

N

A

N

C

E

I

N

D

I

V

I

D

U

A

L

I

M

P

R

O

V

E

M

E

N

T

Low motivation & output from employees

Lack of employees involvement

Less original equipment training

Lack of multi- skilled work force

Lack of internal trainers

Skill level of individuals is poor

Less focus on operational & maintenance training

STEERING COMMITTEE

EDUCATION & TRAINING PILLAR

MOHIT KUMAR

VIJAY RANGA

H.R. CO-ORDINATOR

NAVNEET SETHI

PRODUCTION COORDINATOR

RAJKUMAR WASAN

Q.C. EXECUTIVE

RAVIKANT SHARMA

SHIPPING EXECUTIVE

Skill Assessment of associatesStep a Job Skills Finalization

Skill Assessment of associatesStep B Deciding Skills required for each associate

Skill Assessment of associatesStep C Deciding desired level for each associate.

Rating the skill levels

Skill Assessment of associatesStep D Assessment of present skill level of each associate.

Skill Assessment of associatesStep E Preparation of Skill Matrix for each associate.

Skill Assessment of associatesStep E Preparation of Skill Matrix for each associate.

Skill Assessment of associatesStep E Preparation of Skill Matrix for each associate.

EMBED MSGraph.Chart.8 \s

GOOD

GOOD

GOOD

GOOD

9

_1342167501.xls

_1342177959.xls

_1342179385.xls

_1342175026.xls

_1342174783.xls

_1342166307.xls

_1342166758.xls

_1342165715.xls