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(INDIA). 

Under the Guidance of :Company Guide Name:

Mr.Harish Chandra

Submitted to: Submitted By:

Dr.AmbalikaSinha Arvind kumar Mishra

Dr.Rajesh Kumar Shastri (13MW01)

Dr.Ravindra Tripathi

INTRODUCTION:

Performance appraisel are employed to determine who needs what trainning ,and who will be promoted,demoted ,retained,or fired.

CONT,D

Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows:

The supervisors measure the pay of employees and compare it with targets and plans.

The supervisor analyses the factors behind work performances of employees.

The employers are in position to guide the employees for a better performance.

COMPANY PROFILE

Pepsico. India Pvt. Limited was Established in 1989.

Pepsico. India Holding Pvt. Ltd., Jainpur Plant is the 2nd Largest Plant of Pepsico in India. It covers a Large Number of Pepsico Business in North India.

We are the Manufacturer of food Products,Cold drinks, soft drinks,Soda drinks and Juices.

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.

CONT’D PepsiCo was founded in 1965 through the merger of Pepsi-Cola

and Frito-Lay. Tropicana was acquired and PepsiCo merged with the Quaker Oats Company, including Gatorade .

Pepsi-Cola began selling its products internationally in 1934 with its operations in Canada. Operations grew rapidly in the 1950’s.

Key international markets include Argentina, Brazil, China, India, Mexico, Philippines, Saudi Arabia, Spain, Thailand and the United Kingdom. PepsiCo Beverages International, also produces, sells and distributes Gatorade sports drinks as well as Tropicana and other juices internationally.

In the 1970s and '80s PepsiCo bought restaurant chains such as Pizza Hut, Taco Bell, and Kentucky Fried Chicken which was later changed to KFC, but in 1997 it spun off its restaurant business into a separate company, Tricon Global Restaurants.

PEPSICO IN INDIAPEPSICO IN INDIA

o PepsiCo and its partners have invested more than US$ 700 million in India - building businesses, which today provide direct or indirect employment to more than 150,000 people

o PepsiCo entered India’s hot beverages category in2003 through a tie-up with Hindustan Lever Ltd.,a leader in hot beverages and owner of the Lipton brand. To produce its beverages, PepsiCo has 37 bottling plants in India, including 17 company-owned plants and 20 owned by franchisee partners.

o FritoLay India is one of the market leaders in the Indian snack foods segment and has other brands like Cheetos (potato wafers), Qauker Oats and Aliva low fat baked biscuits. The Lays potato chips, however, dominates the other brands.

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

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.

RESEARCH DESIGN: SAMPLE FOR THE STUDY- 44 Employee of

Pepsi co.

METHOD OF SELECTION- Random selection.

TOOLS USED FOR THE DATA COLLECTION.

It is a use non parametric method. Questionnaire.

THERE IS A LINK BETWEEN PERFORMANCE APPRAISAL STRATEGIES WITH SATISFACTION OF EMPLOYEE. 

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

performance appraisal strategy *

Sastisfaction of employee in the

begning years

44 100.0% 0 .0% 44 100.0%

performance appraisal strategy * Sastisfaction of employee in the begning years Crosstabulation

Count

Sastisfaction of employee in the begning years

Totalvery satisfied satisfied dissatisfied

performance appraisal

strategy

good 4 12 0 16

average 0 16 4 20

bad 4 4 0 8

Total 8 32 4 44

Chi-Square Tests

Value df Asymp. Sig. (2-sided)

Pearson Chi-Square 3.506a 4 .477

Likelihood Ratio 4.435 4 .350

Linear-by-Linear Association .020 1 .887

N of Valid Cases 44

Interpretation:Here chi-square test is more than .05.Hence Hypothesis is rejected.It means there is no relation between There is a link between performance appraisal strategies with satisfaction of employee

Symmetric Measures

Value

Asymp. Std.

Errora Approx. Tb Approx. Sig.

Interval by Interval Pearson's R -.045 .326 -.135 .896c

Ordinal by Ordinal Spearman Correlation -.006 .359 -.019 .985c

N of Valid Cases 44

Interpretation:Here co relation is more than .05.Hence Hypothesis is rejected.It means there is no relation between There is a link between performance appraisal strategies with satisfaction of employee. 

ANNUAL INCREMENTS ARE AN APPLICATION OF WORKING DURATION OF AN EMPLOYEE

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

annual increaments basd on

promotion * Empolyee

employment working duration

44 100.0% 0 .0% 44 100.0%

annual increaments basd on promotion * Empolyee employment working duration

Crosstabulation

Count

Empolyee employment working duration

Total0-1 years 1-5 years 10+ years

annual increaments basd on

promotion

yes 4 8 0 12

no 0 0 4 4

cant say 12 12 4 28

Total 16 20 8 44

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)

Pearson Chi-Square 5.500a 4 .240

Likelihood Ratio 4.918 4 .296

Linear-by-Linear Association .000 1 1.000

N of Valid Cases 44

Interpretation: Here chi-square test represents less than .05.So H2 is accepted.It means there is a relation between Annual increments is an application of working duration of an employee.

Symmetric Measures

Value

Asymp. Std.

Errora Approx. Tb Approx. Sig.

Interval by Interval Pearson's R .000 .226 .000 1.000c

Ordinal by Ordinal Spearman Correlation -.104 .279 -.312 .762c

N of Valid Cases 44

Interpretation: Here co-relation represents less than .05.So H2 is accepted.It means there is a relation between Annual increments is an application of working duration of an employee

RESULT:-

All the strategies are mostly fair and objective.

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.

Good and effective performance appraisal strategies aren’t applied.

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.