214870420 performance-appraisal-of-coca-cola-employees-140910065721-phpapp01

Performance Appraisal OfCoca-Cola Employees

Submitted By- Submitted To-

Payal Sharma Prof. Amrinder Singh

BBA 3rd year

Course No- 306Govt. M.A.M P.G College, Jammu (J&K)

Introduction

• The Coca-Cola Company is the world's largest beverage company.

• One of the early investors in India, the Coca-Cola system provides direct and indirect employment to more than 1, 50,000 people.

• The Company has more than 2.2 million retailers in India.

Performance Appraisal

• Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee.

• It is a structured formal interaction between a subordinate and supervisor, in which the work performance of the subordinate is examined and discussed.

Objectives

• To review the performance of the employees over a given period of time.

• To Increase motivation to perform effectively.

• To judge the gap between the actual and the desired performance.

• Better clarify and define job functions and responsibilities.

• Clarify organizational goals so they can be more readily accepted.

Company Profile

• The Company manufactures and markets leading beverage brands like Coca-Cola, Diet Coke, ThumsUp, Fanta, Limca, Sprite, Maaza, Minute Maid Pulpy Orange, Minute Maid Nimbu Fresh, Minute Maid 100%, Burn, Kinleyand Georgia range of tea and coffee.

“Performance Appraisal of Coca-Cola Employees” a case study of ‘Hindustan

Beverages Pvt. Ltd., Gangyal’Objectives Of The Study• To get familiar with cooperate world

environment and culture.• To learn how appraisals of a employee

in the company is decide by managers.• To learn the parameters seniors look

while doing the appraisals.• To see what are the factors, which

decide how much appraisals, a particular should get.

• Who are the Peoples involved in appraisals system and who takes which decision?

• To understand the appraisals system and methodology for appraisals in Coca-Cola India.

• To get familiar with the work and duties of a Human Resource (HR) Manager.

Scope Of The Study• The management can identify

the employee’s opinion of the existing performance appraisal system.

• The study can be used to make the present performance appraisal system more effective and satisfied among employees.

• It could be used to identify training and development needs for the individual and the organization as a whole.

Research Methodology

•Research Design Descriptive Research

•Sampling Technique Purposive Sampling Technique

•Sample Size 21

•Time Limit Four weeks

•Research Instrument Close End Structured Questionnaire

•Data CollectionTechnique

Primary Data Collection Technique

•Data Presentation Pie Charts & Tables

Q1. Performance appraisal techniques employed in Coca cola are a fair & equitable-

Data Interpretation-

Majority of respondents

agreed that the

performance appraisal

techniques employed in

coca cola are fair and

equitable.

Response No. of Employees

Agree 15

Disagree 0

Partially Agree 5

Completely

disagree 1

Neither agree nor

disagree 2

Q2. Performance appraisal techniques employed in coca cola should be more elaborative

Agree76%

Disagree0%

Partially Agree24%

Completely disagree

0%

Neither agree nor disagree

0%

No. of EmployeesResponse No. of Employees

Agree 16

Disagree 0

Partially Agree 5

Completely disagree 0

Neither agree nor disagree 0

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques employed in coca cola should be more elaborative

Q3. Performance appraisal techniques employed in Coca Cola should be conducted half yearly rather than annually

Agree62%

Disagree14%

Partially Agree24%

Completely disagree

0%

Neither agree nor disagree

0%

No. of EmployeesResponse No. of Employees

Agree 13

Disagree 3

Partially Agree 5

Completely disagree 0

Neither agree nor

disagree 0

Data Interpretation- Majority

of respondents agreed that the

Performance appraisal

techniques employed in Coca

Cola should be conducted half

yearly rather than annually

Q4. Performance appraisal techniques are considered as a vital tool and source of motivation of employees

57%

0%

38%

0%

5%

No. of Employees

Agree Disagree Partially Agree

Completely disagree Neither agree nor disagree

Response No. of Employees

Agree 12

Disagree 0

Partially Agree 8

Completely disagree 0

Neither agree nor

disagree 1

Data Interpretation- Majority of

respondents agreed that the

Performance appraisal techniques

are considered as a vital tool and

source of motivation of employees.

Q5. Performance appraisal techniques used in the organization convey the message that the men are valued

Agree33%

Disagree0%

Partially Agree57%

Completely disagree

0%

Neither agree nor disagree

10%

No. of EmployeesResponse No. of Employees

Agree 7

Disagree 0

Partially Agree 12

Completely disagree 0

Neither agree nor disagree 2

Data Interpretation- Majority of

respondents agreed that the

Performance appraisal techniques

used in the organization convey the

message that the men are valued.

Q6. Performance appraisal techniques help in evaluating the effectiveness of HR policies and procedures

Agree85%

Disagree0%

Partially Agree10%

Completely disagree0%

Neither agree nor disagree

5%

No. of EmployeesResponse No. of Employees

Agree 17

Disagree 0

Partially Agree 2

Completely disagree 0

Neither agree nor

disagree 1

Data Interpretation- Majority of

respondents agreed that the

Performance appraisal techniques

help in evaluating the effectiveness

of HR policies and procedures.

Q7. Performance appraisal techniques help in making superior subordinates relationship

Agree65%

Disagree0%

Partially Agree22%

Completely disagree

4%

Neither agree nor disagree

9%

No. of EmployeesResponse No. of Employees

Agree 4

Disagree 1

Partially Agree 12

Completely disagree 1

Neither agree nor

disagree 3

Data Interpretation- Majority of

respondents agreed that the

Performance appraisal techniques

help in making superior subordinates

relationship.

Q8. Performance appraisal techniques give the employees an opportunity to discuss long term career goals and plans with the superiors

Agree62%

Disagree19%

Partially Agree9%

Completely disagree

0%

Neither agree nor disagree

10%

No. of EmployeesResponse No. of Employees

Agree 13

Disagree 4

Partially Agree 2

Completely disagree 0

Neither agree nor

disagree 2

Data Interpretation- Majority of

respondents agreed that the

Performance appraisal

techniques give the employees

an opportunity to discuss long

term career goals and plans with

the superiors.

Q9. Performance appraisal techniques increases the effectiveness with which the individual performs the job

Agree57%

Disagree0%

Partially Agree38%

Completely disagree0%

Neither agree nor disagree

5%

No. of EmployeesResponse No. of Employees

Agree 12

Disagree 0

Partially Agree 8

Completely disagree 0

Neither agree nor

disagree 1

Data Interpretation- Majority of

respondents agreed that the

Performance appraisal

techniques increase the

effectiveness with which the

individual performs the job.

Q10. Performance appraisal techniques should be employees only at the time of promotion

Agree34%

Disagree38%

Partially Agree14%

Completely disagree

14%

Neither agree nor disagree

0%

No. of Employees

Response No. of Employees

Agree 7

Disagree 8

Partially Agree 3

Completely disagree 3

Neither agree nor

disagree 0

Data Interpretation- Majority of

respondents disagreed that the

Performance appraisal techniques

should be employees only at the

time of promotion.

Q11. The result of Performance appraisal techniques must be used for taking important personnel decisions such as trainings, transfers, etc.-

Agree38%

Disagree29%

Partially Agree14%

Completely disagree

0%

Neither agree nor disagree

19%

No. of EmployeesResponse No. of Employees

Agree 8

Disagree 6

Partially Agree 3

Completely disagree 0

Neither agree nor

disagree 4

Data Interpretation- Majority of

respondents agreed that the result

of Performance appraisal

techniques must be used for taking

important personnel decisions such

as trainings, transfers, etc.

Q12. An open discussion should be conducted between the superiors & subordinates after the performance appraisals

Agree67%

Disagree28%

Partially Agree0%

Completely disagree0%

Neither agree nor disagree

5%

No. of Employees

Response No. of Employees

Agree 14

Disagree 6

Partially Agree 0

Completely disagree 0

Neither agree nor

disagree 1

Data Interpretation- Majority of respondents agreed that the open discussion should be conducted between the superiors & subordinates after the performance appraisals.

Q13. Interpersonal relations lead to biased performance appraisals

Agree62%

Disagree0%

Partially Agree38%

Completely disagree0%

Neither agree nor disagree

0%

No. of EmployeesResponse No. of Employees

Agree 13

Disagree 0

Partially Agree 8

Completely disagree 0

Neither agree nor

disagree 0

Data Interpretation- Majority of respondents agreed that theInterpersonal relations lead to biased performance appraisals.

Q14. The Performance appraisal techniques employed in Coca Cola are

Excellent 21%

Very Good42%

Satisfactory 26%

Average11%

No. of Employees

Response No. of Employees

Excellent 4

Very Good 8

Satisfactory 5

Average 2

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques employed in Coca Cola are very good.

Findings

• Majority (89%) of the respondents are male • For 87% of the respondents performance appraisal was

conducted during working hours.• Once in a year the meeting is scheduled for all

employees to discuss their performance.• All of the respondents infer that they are never

involved in designing the performance appraisal system.

• All of the respondents have under gone performance appraisal program once in a year.

• 42% of the respondents believe that performance appraisal techniques employed in coca cola are very good.

Limitations

• The time was a limitation to cover more respondents.

• The information provided by the employees might be biased.

• Few employees sometimes felt disturbed, as they were busy in their job.

Recommendations

• Continuous assessment of personnel practices should be an ongoing HR practice.

• An especially effective method of evaluating appraisal practices is to ask for anonymous feedback about the system from both appraisers and appraised.

• There should be a proper check on biasing. Sometimes subordinates become good friend of managers and in appraisal time they enjoy good appraisals though, their work is not so commendable in comparison of others.

Conclusion• Hindustan Beverages Pvt. Ltd., Gangyal is one of the best

companies because of its good environment. The

experience in the organization was great because I have

learnt many practical concept and came to know how

actually an organization works. Most of the respondents are

satisfied with the performance appraisal techniques

employed in coca cola. Nothing in the world can be perfect.

If the problems identified are solved effectively, and

suggestions from employees and experienced personnel can

further enhance and make the performance appraisal an

ideal evaluation system.