A Study of Performance Appraisal on Employee Of

A STUDY OF EFFECTIVENESS PERFORMANCE APPRAISAL ON EMPLOYEE OF PEPSICO INDIA HOLDING PVT. LTD., KANPUR, U.P. 

Submitted to: Submitted By:

Ambalika Sinha Arvind kumar Mishra

(13MW01)

INTRODUCTION:

It is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc…

OBEJECTIVE: To have a depth understanding of executive

appraisal system in Pepsi co india Holding pvt. Ltd.

To analyze and apply performance appraisal strategies to improve the performance of the individual employees

To know the best performance appraisal strategy in interdepartmental teamwork.

To know about the Appraisal system that leads to increments and promotion.

To study the effectiveness of performance appraisal process and thereby improving the overall performance of the unit.

To understand the practical aspects.

REVIEW OF LITERATURE:

Performance appraisals are considered one of the best sources of evaluating employees. Such appraisals should be objective, free of biases and custom-designed to fit the specific needs of an organization. In addition, procedures and administration should be uniform and the entire appraisal system should be easy to operate. It should also be economical and acceptable to users. Finally, the appraisal system should be well documented and should provide procedures for review or appeals.

HYPOTHESIS SET FOR THE STUDY: H1: there is a link between performance appraisal

strategies with satisfaction of employee. H0: there is no link between performance appraisal

strategies with satisfaction of employee.   H1: annual increments are based on supervisor’s

interest on employee’s personal concern. H0: annual increments are not based on supervisor’s

interest on employee’s personal concern.   H1: extent of help of training and development

programs in improving employees’ performance leads to job rotation.

H0: extent of help of training and development programs in improving employees’ performance doesn’t leads to job rotation.

  H1: annual increments are an application of working

duration of an employee. H1: annual increments are not an application of

working duration of an employee.

RESEARCH DESIGN: SAMPLE FOR THE STUDY- 11 MEMBER OF INTER DEPARTMENT. METHOD OF SELECTION- Random

selection. TOOLS USED FOR THE DATA COLLECTION Questionnaire.

STATISTICAL ANALYSIS:

Frequency and percentages were calculated to interpret the demographic characteristic of the employes.

‘chi-Test’ test used for the comparison between two groups in peer relations and adjustment.

Correlation: was carried out to assess the degree of relationship between peers and adjustment of respondents.

RESULT:-

All the strategies are mostly fair and objective.

The employees are well aware of what is expected of them.

Feedback is not given by the management cadre staff properly.

Suggestions and innovations are not rewarded.

Supervisors are patient with the employees’ problems up to more than a normal extent.

INTRODUCTION PepsiCo, Incorporated (NYSE: PEP) is a Fortune 500, American

multinational corporation headquartered in Purchase, NY with interests in manufacturing and marketing a wide variety of carbonated and non-carbonated beverages, as well as salty, sweet and grain -based snacks, and other foods.

Their main product, Pepsi Cola, sells over 100 billion cans a year. Besides the Pepsi-Cola brands, the company owns other brands such as Quaker Oats, Gatorade, Frito-Lay, Tropicana, Copella, Mountain Dew, Miranda and 7-Up (outside the USA).

PepsiCo has 18 different product lines that offers a variety of high quality products providing refreshment and nutrition. PepsiCo brands

are available in nearly 200 countries and union territories.

It is the 2nd largest manufacturer of soft drinks in the world.

Indra Krishnamurthy Nooyi , who was ranked No. 11 in Fortune's list of the most powerful women in business, joined the company in 1994 and was named CEO in 2001. She was born in India and has done her education in India . She has been the chief executive of PepsiCo since 2006. During her time, healthier snacks have been marketed and the company is striving for a net-zero impact on the environment. This focus on healthier foods and lifestyles is part of Nooyi's "Performance With Purpose" philosophy.

WORLD’S HEADQUARTERS

PepsiCo World Head quarters is located in Purchase at New York.

PEPSI-CO BRANDS

CONCLUSION:

RECOMMENDATIONS: -

Extensive of the job training. Free hand in decision making. Focused job responsibility. Transparent career planning of all officers. Give tangible advantages. Exemplary rewards should be given for

unique achievements of the employees. Informal were calling as and when they need.