COMPENSATION AND BENFITS 1. COKE INTRODUCTION MONETARY BENEFITS NON MONETARY BENEFITS2. PEPSICO INTRODUCTION MONETARY BENEFITS NON MONETARY BENEFITS3. PARLE AGRO INTRODUCTION MONETARY BENEFITS NON MONETARY BENEFITS

By: Nancy FernandesPooja ParikhNikitha RaiRenata Fernandes

COKE INTRODUCTIONThe Coca-Cola Company, incorporated on September 5, 1919, is a beverage company. The Company owns or licenses and markets more than 500 nonalcoholic beverage brands, primarily sparkling beverages but also a variety of still beverages, such as waters, enhanced waters, juices and juice drinks, ready-to-drink teas and coffees, and energy and sports drinks. It owns and markets a range of nonalcoholic sparkling beverage brands, which includes Coca-Cola, Diet Coke, Fanta and Sprite. The Companys segments include Eurasia and Africa, Europe, Latin America, North America, Pacific, Bottling Investments and Corporate. On December 30, 2011, the Company acquired Great Plains Coca-Cola Bottling Company (Great Plains) in the United States. During the year ended December 31, 2011, the Company acquired the remaining interest in Great Plains and Honest Tea, Inc. (Honest Tea). In December 2011, the Company acquired an additional minority interest in Coca-Cola Central Japan Company (Central Japan). In September 2012, it acquired approximately 50% equity in Aujan Industries beverage business. In January 2013, Sacramento Coca-Cola Bottling Company announced that it had been acquired by the Company. Effective February 22, 2013, Coca-Cola Co acquired interest in Fresh Trading Ltd. In November 2013, Coca-Cola Company and ZICO Beverages LLC announced that Coca-Cola has acquired the ownership interest in ZICO.The Company markets, manufactures and sells beverage concentrates, sometimes referred to as beverage bases, and syrups, including fountain syrups, and finished sparkling and still beverages. Outside the United States, it also sells concentrates for fountain beverages to its bottling partners. The Company sells sparkling beverages and a variety of still beverages, such as juices and juice drinks, energy and sports drinks, ready-to-drink teas and coffees, and certain water products, to retailers or to distributors, wholesalers and bottling partners who distribute them to retailers. In addition, in the United States, it manufactures fountain syrups and sells them to fountain retailers, such as restaurants and convenience stores who use the fountain syrups to produce beverages for immediate consumption, or to authorized fountain wholesalers or bottling partners who resell the fountain syrups to fountain retailers. The Company manufactures, markets and sells Leao / Matte Leao teas in Brazil through a joint venture with its bottling partners. During 2011, the Company introduced a variety of brands, brand extensions and beverage products: the Latin America group launched FrugosSabores Caseros; in the Pacific group, Fanta, a fruit-flavored sparkling beverage, was relaunched in Singapore and Malaysia; Real Leaf, a green tea-based beverage, launched two varieties in Vietnam; and in South Korea it introduced three flavor variants of the Georgia Emerald Mountain Blend ready-to-drink coffee beverage and Burn Intense, an energy drink; the Europe group launched Powerade ION4 in Denmark, Norway, Sweden and France, France launched Powerade Zero; in the Eurasia and Africa group, Turkey launched Cappy Pulpy, and India launched Fanta Powder, an orange-flavored powder formulation; Schweppes Novida, a sparkling malt drink, was launched in Kenya and Uganda; and in Uganda Coca-Cola Zero was launched; in Egypt, it launched CappyFruitbite; and Schweppes Gold, a sparkling flavored malt drink, and in Ghana, it launched Schweppes Malt, a dark malt drink. During 2011, the Company sold approximately 26.7 billion unit cases of its products.The Companys core sparkling beverages include Coca-Cola, Sprite, Fanta, Diet Coke / Coca-Cola Light, Coca-Cola Zero, Schweppes, Thums Up, Fresca, Inca Kola, Lift and Barq's. Its energy drinks include Burn, Nos and Real Gold. Its juices and juice drinks include Minute Maid, Minute Maid Pulpy, Del Valle, Simply, Hi-C, Dobriy and Cappy. The Companys other still beverages include glaceauvitaminwater and Fuze. The Companys coffees and teas include Nestea teas, Georgia coffees, Leao / Matte Leao teas, Sokenbicha teas, Dogadan teas and Ayataka teas. Its sports drinks include Powerade and Aquarius. The Companys waters include Ciel, Dasani, Ice Dew, Bonaqua / Bonaqa and Kinley. The Company competes with PepsiCo, Inc., Nestle, Dr Pepper Snapple Group, Inc., GroupeDanone, Kraft Foods Inc. and Unilever.

MONETARY BENEFITS Job CategorySalary Details

Executive Level(Sales/ Marketing)9L p.a- 10L p.a Approx

Managerial Level(Sales/ Marketing)12L p.a 13L p.a Approx

Senior Level(Sales/ Marketing)20L p.a 30 L p.a Approx

Head Level(Sales/Marketing)40 L p.a 50 L p.a Approx

Executive Level(Accounts/Admin)1 Lp.a 2 L p.a Approx

Managerial Level(Accounts/ Admin) 3 L p.a 5 L p.a Approx

Senior Level(Accounts/Admin)6L p.a 7 L p.a Approx

Head Level (Accounts/ Admin8 L p.a 10 L p.a Approx

NON MONETARY BENEFITSOne of thestrategicpriorities at Coca-Cola Enterprises is to create a winning and inclusive culture: Insurance, Health & Wellness Health Insurance Dental Insurance Life Insurance Supplemental Life InsurancePerks & Discounts Employee Discount Employee Assistance Program Company Social EventsProfessional Support Diversity Program Job TrainingInsurance, Health & Wellness:- Health and Dental InsuranceThe Coca-Cola Company values the health and well-being of their employees and provides a variety of market-competitive benefits programs to address employees benefits needs. Their total benefits package is highly regarded and is designed to meet employees basic and life-changing benefits needs. As market dynamics evolve, the company regularly assesses their benefits programs to ensure employees receive those benefits they value and are provided with diverseoptionsthat address the issues of individuals and families and promote healthy lifestyles.Employees, spouses and dependents are eligible forhealthand wellness benefits coverage from date of hire. There are no pre-existing condition exclusions for participants in the health plan.Benefit plans include Health (including Vision Care), Dental, Accidental Death-Dismemberment, GroupLife Insurance, Dependent Life Insurance, Health Care Account, Dependent Care Account, Vacation Purchase Program,BusinessTravel Accident Insurance, Short-Term Disability, Long-Term Disability, Survivor's Benefits Programs and Employee Assistance Program.

They offer medical (including vision care) and dental coverage for eligible domestic partners and their dependent children

Life Insurance and Supplement Life InsuranceLife insurance helps protect those who rely on the income of an employeeIf they pass away,life insurancebenefits can replace income for their family;. How much life insurance a they need depends on their goals and income. The two basic types of lifeinsurance policiesprovided the company is. Term life insurance and Whole life, or permanent insurance

Perks & DiscountsDiscounts include employee discount plan. All Coca-Cola employees are eligible for unbeatable deals at over 250 of the world's best retailers

Professional Support Diversity ProgramAligning Diversity Plans withBusinessPriorities

Although Coca Cola Enterprises is proud of the progress already made, the organization is now challenged with maintaining momentum, better aligning diversity and inclusion plans with the priorities of business, and focusing on some specific dimensions of diversity and inclusion. For example, in order to embed diversity and inclusionmoreinto management routines, Coca Cola Enterprises recently launched a Diversity Is Everybodys Business awareness-raising program that required all managers to run a diversity and inclusion workshop during a team meeting. The company is currently considering turning this into a yearly requirement for all managers to help nurture a culture of constructive dialogue around diversity and inclusion.

To better align diversity and inclusion plans with business priorities, Coca Cola Enterprises also created the Diversity in Action program, which encourages sites and business functions to create and track the progress of diversity and inclusionaction plansbased on assessments and regular meetings withsenior management. The company will continue this program, which has helped target most of its workplace and community initiatives. The nextstepis to begin exploring diversity and inclusion in relation to the marketplace and suppliers.Gender Diversity

Gender diversity has been a priority for Coca Cola Enterprises for many years. Thanks to consistent efforts in this area, thecompanyis seeing positive results. Woman currently account for 33 percent of its board of directors and 29 percent of itsexecutiveleadership teamtwo and a half times the European average for boards of directors and nearly three times the European average for executives. Female participation at all leadership and management levels is also on the rise.Europes increasingly multicultural andaging workforceis making a significant impact on the marketplace, as well as the workplace. These socio-demographic trends will require Coca Cola Enterprises to focus even more closely on ethnic, generational, anddisabilityissues in the future.

Job TrainingTo improve as a company and to help associates realize their full potential, they are committed to extending education and development programs to their associates at all levels of our organization.Coca-ColaUniversity(CCU) is theirCompany's education curriculum, which provides a wide range of courses through classroom learning, e-learning and field training to help associates develop personally and professionally. CCU's learning portfolio focuses on leadership;marketing;human rights;ethicsand compliance;diversity;sustainability; finance; and other competencies. They offer thousands of courses to associates through CCU. In 2009,morethan 27,000 associates participated in 1,720 CCU classroom sessions worldwide, and 39,100 associates participated in e-learning courses.Associates are encouraged to seek training through their annualperformance review system. The system, which includes mid-year and year-endcareerdiscussions between associates and their managers, gives everyone the opportunity to assess their annual performance against set goals and objectives. Associates and managers discuss training and development and outline a plan for training and enrichment. The associate and manager are responsible for ensuring that the proper training is completed within the calendar year.Executiveeducation programmesare becoming increasingly popular. AtCoca ColaIndia, a cross-functional team that conceptualized its Support My School programme, was sent to Russia and Turkey this year to learn of similarcommunity developmentand sustainability projects thereThe Company also encourages associates to pursuehigher education programs, with levels of reimbursement available for degree-seeking undergraduate and graduate studies at accredited colleges and universities. They also provide associates the opportunity to take advantage of many e-learning resources beyond CCU, as well as external conferences and other education and training opportunities.

NON MONETARY BENEFITS:

FINANCIAL RETIREMENT: Pension planThe Coca-Cola Enterprises Employees Pension Plan (the Pension Plan) is a tax-qualified defined benefit pension plan, which provides basic pension benefits for substantially all of the companys U.S. employees (excluding certain employees covered by collective bargaining agreements).The Pension Plan provides for an annual benefit (expressed as a life annuity payable at normal retirement age) equal to 1.15% of a participants final average earnings multiplied by his or her number of years of benefit service. Benefit service is defined as each month of service in which the participant receives compensation from the company, as well as any service that was credited under a plan that was merged into the Pension Plan. Final average earnings is the highest average compensation received by the participant during three consecutive calendar years out of his or her last 10 years of employment. Covered compensation under the Pension Plan includes salary and annual incentives.

Retirement planRetirement Plans, including a 401(k) plan with Company match of three percent and choice of funds and a defined benefit plan that is entirely funded by the Company

401K planThe Coca-Cola Company 401K Plan is a defined contribution plan with a profit-sharing component, 401k feature, and ESOP component. This plan has a Bright Scope Rating of 72. This plan is in the top 15% of plans for Total Plan Cost. The Coca-Cola Company 401K Plan currently has over 67,600 active participants . Charitable gift matchingMatching Gifts Program up to Rs10,000 per participant each calendar year on a 2-for-1 basis. This program allows, full-time Coca-Cola employees, their spouses/domestic partners, retirees and board members to contribute financial support to charitable organizations that are making a difference in our communities. Participants may contribute a cumulative maximum of rs10,000 from personal funds, per calendar year, to a single or multiple qualifying organizations. These funds will be matched on a 2-for-1 basis by The Coca-Cola Foundation, allowing for a maximum total match of rs20,000 per calendar year

Employee stock exchange plan

FAMILY AND PARENTING: Maternity and paternity leaveFathers shall be granted one day off with pay on the birth of his child. This benefit does not extend to adoption. Parental leave shall be provided in accordance with the applicable statutory requirements. An employees seniority standing shall not be affected by suchleave.

Work from home Family medical leave Unpaid extended leave Adoption assistance Military leave

Vacation and time off: Vacation and paid time off Paid holidays Sick leavesAfter a probationary period, the Company will provide up to six (6) days paid leave in any one calendar year. If unused, three days pay will be paid to theEmployees having four or more unused days in January of the following year.Notwithstanding the foregoing, employees who work ten (10) hour shifts shallbe provided with up to forty-eight (48) hours paid leave in any one calendaryear. If unused, twenty-four (24) hours pay will be paid to employees havingThirty-two (32) hours or more unused hours in January of the following year.

Bereavement leaveBereavement leave is a special kind of paid leave that you can use if someone close to you dies.An employee who is scheduled to work on a twelve (12) hour shift and who is absent for reasons for jury duty, sick leave (subject to the restrictions of Article V111) bereavement leave, statutory holidays or negotiations shall be compensated for twelve (12) hours of lost pay at his/her regular hourly rate of pay. For the purposes of sick leave cash out and paid time off for unused sick leave credits, employees who work twelve (12) hour shifts shall have their sick leave bank exhausted after forty-eight (48) hours has been paid or taken as compensation for sick time off.

PEPSICO INTRODUCTIONPepsiCo Inc. is an American multinational food and Beverage Corporation headquartered in Purchase, New York, United States .PepsiCo, Inc. was established in 1965 through the merger of Pepsi-Cola and Frito-Lay was founded by Donald M. Kendall, Herman Lay and the Ceo is Indra Nooyi.

PepsiCo is a global food and beverage leader with net revenues of more than $65 billion and a product portfolio that includes 22 brands that generate more than $1 billion each in annual retail sales. Our main businesses Quaker, Tropicana, Gatorade, Frito-Lay and Pepsi-Cola make hundreds of enjoyable foods and beverages that are loved throughout the world. PepsiCos people are united by our unique commitment to sustainable growth by investing in a healthier future for people and our planet, which we believe also means a more successful future for PepsiCo.Our Goals and Commitmentsi. Culture: Enable our people to thrive by providing a supportive and empowering workplace.ii. Ensure high levels of employee engagement and satisfaction as compared with other Fortune 500 companies.iii. Foster diversity and inclusion by developing a workforce that reflects local communities.iv. Encourage our employees to lead healthier lives by offering workplace wellness programmes.v. Ensure a safe workplace by continuing to reduce Lost-Time Injury Rates while striving to improve other occupational health and safety metrics through best practices.vi. Support ethical and legal compliance through annual training in our Code of Conduct, which outlines PepsiCo's unwavering commitment to its human rights policy, including treating every employee with dignity and respect.vii. Career: Provide opportunities that strengthen our employees' skills and capabilities to drive sustainable growth.

MONETARY BENEFITS

DESIGNATIONAVERAGE SALARY

SAP Consultant 3,66,192

SAP Consultant3,99,500

Finance Manager5,59,279

Sales & Marketing Manager 1,047,500

Territory Development Manager1,759,345

NON MONETARY BENEFITSI. Pension, Retiree Medical and Savings PlansOur pension plans cover certain full-time employees in the U.S. and certain international employees. Benefits are determined based on either years of service or a combination of years of service and earnings. Certain U.S. and Canada retirees are also eligible for medical and life insurance benefits (retiree medical) if they meet age and service requirements. Generally, our share of retiree medical costs is capped at specified dollar amounts, which vary based upon years of service, with retirees contributing the remainder of the costs.Gains and losses resulting from actual experience differing from our assumptions, including the difference between the actual return on plan assets and the expected return on plan assets, and from changes in our assumptions are determined at each measurement date. If this net accumulated gain or loss exceeds 10% of the greater of the market-related value of plan assets or plan liabilities, a portion of the net gain or loss is included in expense for the following year based upon the average remaining service period of active plan participants, which is approximately 10 years for pension expense and approximately 8 years for retiree medical expense. The cost or benefit of plan changes that increase or decrease benefits for prior employee service (prior service cost/(credit)) is included in earnings on a straight-line basis over the average remaining service period of active plan participants.In connection with our acquisitions of PBG and PAS, we assumed sponsorship of pension and retiree medical plans that provide benefits to certain U.S. and international employees. Subsequently, during the third quarter of 2010, we merged the pension plan assets of the legacy PBG and PAS U.S. pension plans with those of PepsiCo into one master trust.The provisions of both the PPACA and the Health Care and Education Reconciliation Act are reflected in our retiree medical expenses and liabilities and were not material to our financial statements.

Future Benefit Payments and Funding (a) Expected future benefit payments for our retiree medical plans do not reflect any estimated subsidies expected to be received under the 2003 Medicare Act. Subsidies are expected to be approximately $13 million for each of the years from 2012 through 2016 and approximately $100 million in total for 2017 through 2021.These future benefits to beneficiaries include payments from both funded and unfunded pension plans.In 2012, we expect to make pension and retiree medical contributions of approximately $1.3 billion, with up to approximately $1 billion expected to be discretionary. Our net cash payments for retiree medical are estimated to be approximately $124 million in 2012.

PensionOur pension plan investment strategy includes the use of actively managed securities and is reviewed periodically in conjunction with plan liabilities, an evaluation of market conditions, tolerance for risk and cash requirements for benefit payments. Our investment objective is to ensure that funds are available to meet the plans' benefit obligations when they become due. Our overall investment strategy is to prudently invest plan assets in a well-diversified portfolio of equity and high-quality debt securities to achieve our long-term return expectations. Our investment policy also permits the use of derivative instruments which are primarily used to reduce risk. Our expected long-term rate of return on U.S. plan assets is 7.8%. Our 2011 target investment allocation was 40% for U.S. equity, 20% for international equity and 40% for fixed income. For 2012, our target allocations are as follows: 40% for fixed income, 33% for U.S. equity, 22% for international equity and 5% for real estate. The change to the 2012 target asset allocations was made to increase diversification. Actual investment allocations may vary from our target investment allocations due to prevailing market conditions. We regularly review our actual investment allocations and periodically rebalance our investments to our target allocations.The expected return on pension plan assets is based on our pension plan investment strategy, our expectations for long-term rates of return by asset class taking into account volatility and correlation among asset classes and our historical experience. We also review current levels of interest rates and inflation to assess the reasonableness of the long-term rates. We evaluate our expected return assumptions annually to ensure that they are reasonable. To calculate the expected return on pension plan assets, our market-related value of assets for fixed income is the actual fair value. For all other asset categories, we use a method that recognizes investment gains or losses (the difference between the expected and actual return based on the market-related value of assets) over a five-year period. This has the effect of reducing year-to-year volatility.

Retiree MedicalIn 2011 and 2010, we made non-discretionary contributions of $110 million and $100 million, respectively, to fund the payment of retiree medical claims. In 2010, we made a discretionary contribution of $170 million to fund future U.S. retiree medical plan benefits. This contribution was invested consistent with the allocation of existing assets in the U.S. pension plan.Retiree Medical Cost Trend RatesAn average increase of 7% in the cost of covered retiree medical benefits is assumed for 2012. This average increase is then projected to decline gradually to 5% in 2020 and thereafter. These assumed health care cost trend rates have an impact on the retiree medical plan expense and liability. However, the cap on our share of retiree medical costs limits the impact. In addition, as of January 1, 2011, the Company started phasing out Company subsidies of retiree medical benefits. A 1-percentage-point change in the assumed health care trend rate would have the following effects:Savings PlanCertain U.S. employees are eligible to participate in 401(k) savings plans, which are voluntary defined contribution plans. The plans are designed to help employees accumulate additional savings for retirement, and we make Company matching contributions on a portion of eligible pay based on years of service.In 2010, in connection with our acquisitions of PBG and PAS, we also made Company retirement contributions for certain employees on a portion of eligible pay based on years of service.As of January 1, 2011, a new employer contribution to the 401(k) savings plan became effective for certain eligible legacy PBG and PAS salaried employees as well as all eligible salaried new hires of PepsiCo who are not eligible to participate in the defined benefit pension plan as a result of plan design changes approved during 2010. In 2011 and 2010, our total Company contributions were $144 million and $135 million, respectively.As of February 2012, certain U.S. employees earning a benefit under one of our defined benefit pension plans will no longer be eligible for the Company matching contributions on their 401(k) contributions.For additional unaudited information on our pension and retiree medical plans and related accounting policies and assumptions, see "Our Critical Accounting Policies" in Management's Discussion and Analysis.

II. PROFESSIONAL DEVELOPMENTWe provide a supportive and empowering workplace to help our associates thrive.We give our associates the chance to learn and grow professionally through regular training and career development tools. We also work to transfer good ideas, skills, knowledge and technology across our businesses.

PepsiCo UniversityPepsiCo University offers our associates a number of ways to boost their professional growth. Our Global Development Council works with PepsiCo University to establish a global curriculum, and associates can take courses in classrooms and online. There are five universities within PepsiCo University:Finance UniversityFinance University provides courses on Investor Relations/External Reporting, Audit/Risk Management, Control, Tax, Treasury, Operations and Supply Chain Finance, Sales Finance, Strategy/Mergers & Acquisitions (M&A), Business Planning, Systems and Information Technology (IT).Global Procurement UniversityGlobal Procurement University includes a variety of e-learning courses designed to enhance the performance and professional development of procurement professionals.Customer Management UniversityCustomer Management University offers a robust and continuously updated sales and customer management curriculum that's available to U.S. sales professionals across all divisions.Global R&D UniversityGlobal R&D University is a technical training program for all R&D associates worldwide. It provides specialized instruction in eight individual colleges: Packaging, Nutrition, Food Safety and Regulatory, Ingredient Application Science, Human Research and Science, Experience Design, Product Development and Process Engineering.HR UniversityHR University was launched in 2012 with seven courses that cover everything from organization design and business consulting skills to HR analytics and talent forecasting.Talent SustainabilityIt is a promise to invest in them to help them succeed, to work continually to develop and retain exceptional people and to create employment opportunities in the communities we serve.As PepsiCo continues its journey of sustainable growth, we must continue to hire, retain and develop our leadership bench and a highly skilled and diverse workforce. After all, our employees are our greatest strength.We have an extraordinary talent base across our organization in our manufacturing facilities, our sales and distribution organization, our marketing groups, our staff functions and our general managers.As we expand our business, we are heightening our focus on ensuring that we maintain an inclusive environment and develop the careers of our employees. Our goal is to continue to have the leadership talent, capabilities and experience necessary to grow our business well into the future.

III. HEALTH AND SAFETYOur first priority as a company is the safety, health and well-being of our associates around the world.We're always looking for ways to make PepsiCo a great place to work. One way is by offering associates a comprehensive benefits package-benefits that meet or exceed the standards of the competitive marketplaces in which our associates work around the world. Healthy LivingOur Healthy Living program encourages associates and their families to focus on healthy lifestyles at home, at work and at play. It includes preventive screenings and rewards for participating in personal health assessments and for completing health improvement programs. This program combines personalized coaching, fitness and nutrition programs, online tools and resources, incentives, educational messaging, worksite wellness initiatives and health benefit coverage to promote healthier lifestyles. To support employee wellness, we offer on-site health and wellness services in many countries around the world, including China, India, Mexico, South Africa, the U.K. and the U.S. These initiatives, which vary by location, include routine medical care at work sites; education programs on health, nutrition and exercise; programs on smoking cessation; on-site fitness centers; and organized programs to encourage exercise.

Workplace WellnessOur global wellness strategy is designed to get associates and their families involved in developing and maintaining healthy behaviors to improve their overall quality of life. In 2012, we launched a global wellness center of excellence to establish global principles and identify appropriate programs. Because emotional well-being is an important part of a healthy lifestyle, we offer stress management and coping skills in 20 countries. In the U.S. and Canada, we offer one-on-one coaching sessions via telephone. We also provide incentives of $50 for completing the online wellness program and up to $100 for completing the phone-based wellness coaching program in the U.S. Additionally, in Canada, Mexico, the U.S., and many countries across Europe, an Employee Assistance Program provides free confidential counseling to help employees address a range of personal issues. PepsiCo also works with a variety of organizations to improve workplace wellness. Healthy Money

This financial education program provides tools and resources to improve the financial fitness of PepsiCo's U.S. associates. It helps associates build personal financial plans, cut debt, save for retirement and much more.

Parle Agro INTRODUCTIONParle Agro is a trusted name in the beverage industry for agro based drinks. With an annual turnover of around INR 10 billion at present, Parle Agro is one of the fastest growing food and beverages companies in India. Parle Agro is a leading Indian Beverage Company, the only Indian transnational giant with the past experience of having successfully launched leading soft drink brands like 'Frooti, Appy Classic, Appy-Fizz,Bailley Packaged Drinking Water & Confectionery brands like Mintrox and Buttercup . Parle Agro strength is their people who have worked towards making their presence felt throughout the country and all over the world through a strong franchisee network and well-developed strong infrastructure. Parle Agro has its factories located in Silvassa, Patalganga, Bhopal, Chennai, Ghaziabad and Hyderabad. At Parle Agro, success is a habit; where greater heights are achieved through consumer insight, sound business practices, marketing and sales innovation, with the focus on the consumer. 'Thinking consumer, Tasting success, Always'- that is what Parle Agro is all about.

MONETARY BENEFITS

The company's particular focus on quality and brands has proved to be a major benefit for it in terms of revenue generation and employee retention. With an employee rating of as high as 4.1 (glassdoor.com), Parle Agro is aiming for further milestones in their sector. In the meanwhile, those who are looking forward to shaping up their careers at the concern, here is a list of salaries of some of the prominent profiles there:Job CategoryApproximate Salaries Earned Per Year

Accounts ManagerINR 3,00,000- INR 6,05,000 with an average salary of INR 4,20,000

Growth OfficerINR 120,000- INR 225,000 with an average salary of INR 168,333

Accounts Executive or AccountantINR 1,00,000- INR 4,93,000 with an average salary range of INR 2,27,000

Executive or Administration AssistantINR 1,50,000- INR 3,40,000 with an average salary range of INR 1,95,000

NON MONETARY BENEFITS

Extra PerquisitesPerks is an informal word for perquisites which areprivilegesgrantedtoemployeesinadditionto theirsalariesandbenefits(such as medial andpension plans). 'True' perks have little or nocashvalueortaximplications and may includecompanycar, vacations, reserved parking space, spaciousoffice, private and dining.

IncentivesAmonetarygiftprovided to anemployeebased onperformance, which is thought of as one way toenticethe employee to continue delivering positiveresults. Incentive pay may come in theformof abonus, profit-sharing, or commission.

Outdoor tripsWhen employees fulfill their targets one of the advantages are the outdoor trips that Parle Agro provides them with. It can either be for individuals or the team accordingly.

Employee of the month on the production area is practiced Parle Agro has a practice where every month employees are evaluated and according to each department which employee has performed the best becomes The Employee of the Month.