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Performance Appraisal
CERTIFICATE
The result embodied in this project work has not been submitted to any other
university or Institution for the award of any degree or diploma.
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ACKNOWLEDGEMENT
I would like to thank Mr. SAUMENDRA DAS for his valuable guidance and
encouragement and constructive suggestions throughout the project work.
Finally I thank to my parents for their continue support and help in the completion of
my project.
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DECLARATION
I also declare that this project works in the result of my sincere effort and that it is
has not been submitted to any other university for the award of any degree or diploma.
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CONTENTS
CHAPTER NO TITLE PAGE NO
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BIBLIOGRAPHY 92
APPENDIX 94
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LIST OF TABLES
SL NO PARTICULARS PAGE NO
1 TABLE NO-4.1.1
2 TABLE NO-4.1.2
3 TABLE NO- 4.1.3
4 TABLE NO-4.1.4
5 TABLE NO-4.1.5
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6 TABLE NO-4.1.6
7 TABLE NO-4.1.7
8 TABLE NO-4.1.8
9 TABLE NO-4.1.9
10 TABLE NO-4.1.10
11 TABLE NO-4.1.11
12 TABLE NO-4.1.12
13 TABLE NO-4.1.13
14 TABLE NO-4.1.14
15 TABLE NO-4.1.15
16 TABLE NO-4.1.16
17 TABLE NO-4.1.17
18 TABLE NO-4.1.18
LIST OF FIGURES
SL NO PARTICULARS PAGE NO
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1 ORGANSATION CHART
2 AVAILABILITY OF JOB
3 BASIS OF SELECTION
4 INVOLVEMENT OF HEAD
5 SOURCE OF RECRUITMENT
6 TYPE OF SELECTION
7 CONCENT ON SELECTION
8 PROMOTION
9 PREFERENCE TO INTERNAL SOURCES
10 INGREDIENTS FOR INTERVIEW
11 ORIENTATION CLASS
12 EMPLOYEE TRANSFER
13 EMPLOYEE REFERRALS
14 SELECTION PROCEDURES
15 PSYCHOMATRIC TEST
16 EMPLOYEE AGREEMENTS
17 PROBATION PERIODS
18 HIRING PROCESS
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CHAPTER I
INTRODUCTION
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Once the employee has been selected, trained and motivated, he is then appraised
for his performance. Performance appraisal is essential in escapable managerial activity for
enhancing organizational performance. It adminstrative and training and development
decisions and motivating employees.
Initially the appraisal system was started for the purpose of making administrative
decisions relating to promotions transfers and salary increments, however over the years
the performance appraisal system are being upon to serve a variety of purpose. They are,
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Administrative purpose
Motivational purpose
Development purpose
Performance improvement
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1. To study and analyze different performance appraisal schemes provided by the HCCB
PVT.LTD.
2. To study the existing annual performance appraisal system in HCCB PVT.LTD.
3. To study the efficiency of the system and overall rating during last year.
4. To study the interpersonal and team relationship with peers, superiors and
subordinates.
5. To study the performance feedback and counseling system for employees in HCCB
PVT.LTD.
6.To analyze the employee attitude towards the present appraisal system.
7.To enhance job satisfaction and self actualization of employees by encouraging, and
assisting every employee to realize his or her full potential.
RESEARCH DESIGN:
A Research Design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with economy
in procedure.
Generally the Research Design can be conveniently described in 3 ways. They are,
Research Design in case of exploratory research studies.
Research Design in case of descriptive and diagnostic research.
Research Design in case of hypothesis-testing research studies.
The present study is of descriptive study.
SOURCES OF DATA
The sources for collecting the data are from both
Primary Method
Secondary Method
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Primary Data
The Primary data are those which are collected afresh and for the first time, and
thus happen to be original in character. The tools for collecting this primary data are by
two types namely Interview Method and Questionnaire Method.
Secondary Data
The Secondary data are those which have already been collected by someone else
and which have already been passed through the statistical process in the company.
SAMPLE SIZE
All items in any field of in query constitute a universe or population. A finite
subset of the population gives a sample.
The statistical units in the sample are called sample units. The number of units in
the sample is called the size of the sample.
If the size of the sample is less than or equal to 30 then it is called as a small
samples. Otherwise that it if the size of the sample is greater than 30, it is called as large
samples.
The sample size of the survey is taken as 70 respondents.
SAMPLING PROCEDURE
Sampling is the selection of group with a view to obtain information about the
whole is group of persons that represents particular community.
The sampling method used was random sampling. This sampling method was used
because of lack of time and lack of through knowledge about the universe. The sample
size was fixed to 70 respondents.
SAMPLING TECHNIQUE
Simple random sampling
RESEARCH INSTRUMENTS
1. Personal interviews: Schedulers where administered personally for Collecting the data.
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1. The performance appraisal study is limited only to the HCCB PVT. LTD, which is
located in Vishakhapatnam.
2. The survey could not be extended to all the employees working in the plant as they
could not spare much time because of their busy schedule of work.
3. The performance appraisal study is conducted on a limited number of employees
and on the entire work force.
4. The answers given by the respondents highly depend on the mood and interest and
thus the accuracy fluctuates sometimes.
5. Sample size is 70 respondents.
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CHAPTER II
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Soft drinks can trace their history back to the mineral water Found in
natural springs. Bathing in natural springs has long been considered a healthy thing to do;
mineral water was said to have curative powers. Scientists soon discovered the gas
harmonium or carbon dioxide was behind the Bubbles in natural mineral water. The first
marketed soft drinks (non-carbonated) appeared in the 17 Century. They were made from
water and lemon juice sweetened with Honey. In 1676, the companies de Lemonades of
Paris were granted a Monopoly for the sale of lemonade soft drinks. Vendor would carry
Tanks of lemonade on their backs and dispensed cups of the soft drink to Thirsty
Parisians.
Joseph Priestley
John Mathews
In 1810, the first United States patent was issued for the means of mass
Manufacture of imitation mineral waters to Simons and Rendell of Charleston, South
Carolina. However carbonated beverages did not achieve great popularity in America until
1832, when John Mathews Invented his apparatus for the making carbonated water. John
Mathews Then mass-manufactured his apparatus for sale to soda fountain owners.
Over 1,500 U.S. patents were filed for a cork, cap, or lid for the carbonated
drink bottle tops during the early days of the bottling industry. Carbonated drink bottles
are under a lot of pressure from the Gas. Inventors were trying to find the best way to
prevent the carbon Dioxide or bubbles from escaping. In 1892, the Crown Cork Bottle
Seal Was patented by William Painter, a Baltimore machine shop operator. It was the first
very successful method of keeping the bubbles in the bottle?
1900-1909Rapid growth
1940sPost-war growth
1950sPackaging innovations
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21st Century..
The Coca-Cola bottling system grew up with roots deeply planted in local
communities. This heritage serves the Company well today as people seek brands that
honor local identity and the distinctiveness of local markets. As was true a century ago,
strong locally based relationships between Coca-Cola bottlers, customers and
communities are the foundation on which the entire business grows.
1885
John Pemberton invented the original recipe for a new coca wine. He named it
Pembertons French
Wine Coca, which was believed to be inspired by Vin Mariani, a popular coca wine
invented by Angelo Mariani.
1892
Made the first big break in Coca Cola history. Candler incorporated The Coca-Cola
Company in 1982, and began marketing the product.
1894
1899
The first bottle was sold in Vicksburg, Mississippi. In 1899, Chattanooga, Tennessee
became the first site of a Coca-Cola bottling company.
1955
1985
Coca-Cola attempted to change the original formula. Most consumers preferred the taste
of the original Coca-Cola, and many ceased purchasing the product until the company
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switched back to the original formula. It was renamed Coca-Cola Classic to show
consumers that the drink had reverted back to its original formula.
2000
Coca Cola is now being sold around the world, in more than 200 different countries. The
Coca-Cola Company now sponsors an assortment of events, including the Olympic
Games, and NASCAR. In England, it is the primary sponsor of The Football League. It
is also featured in several television shows including The Gods Must Be Crazy.
2005
Coca Cola history took another leap in the market. In 2005, the company launched Diet
Coke, sweetened with artificial flavors. Later in 2005, it announced Coca Cola Zero,
sweetened with aspartame and ace sulfate potassium.
Coca Cola made its debut in Atlanta, At Jacobs pharmacy Soda fountain where
it is sold for 5 cents a glass.
It was 1886, and in New York Harbor, workers were constructing the Statue of
Liberty. Eight hundred miles away, another great American symbol was about to be
unveiled.
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A century later, The Coca-Cola Company has produced more than 10 billion
gallons of syrup. Unfortunately for Pemberton, he died in 1888 without realizing the
success of the beverage he had created.
Introducing Coke
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The elf-like sprite is introduce to promote the use of the worldwide Coke
During the 70s Coca-Cola thrilled the world with its exciting and dynamic advertising
Sprite followed in 1961, with TAB in 1963 and Fresca in 1966. In 1960,
The Coca-Cola Company acquired The Minute Maid Company, adding an entirely
new line of business - juices -- to the Company.
1978, The Coca-Cola Company was selected as the only Company allowed to
sell packaged cold drinks in the Peoples Republic of China.
Coke in space
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The Company continues its long standing association with athletic events
including the Olympic Games and the FIFA world cup.
The l990s were a time of continued growth for The Coca-Cola Company. The
Companys long association with sports was strengthened during this decade, with
ongoing support of the Olympic Games, FIFA World Cup TM foot ball (soccer), Rugby World
Cup and the National Basketball Association. Coca-Cola classic became the Official Soft
Drink of NASCAR racing, connecting the brand with one of the worlds fastest growing and
most popular spectator sports.
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From the early beginnings when just nine drinks a day were served, Coca-Cola
has grown to the worlds most ubiquitous brand, with more than 1.4 billion beverage
servings sold each day. When people choose to reach for one of The Coca-Cola Company
brands, the Company wants that choice to be exciting and satisfying, every single time.
Milestones
1969
1981
Kar-Tess Holding S.A. acquires 99.9 per cent interest in Hellenic Bottling Company
S.A.
1991
Hellenic Bottling Company S.A. shares are listed on the Athens Stock Exchange.
1998
2000
2001
Expanded territory to include The Coca Cola Companys Russian territories, yielding
full control of Russian Coca-Cola bottling operations.
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2002
Coca-Cola Hellenic Bottling Company S.A. lists its American Depositary Receipts
(ADRs) on the New York Stock Exchange.
FTSE4Good listing confirmed under the new stricter environmental, social and
human rights criteria.
2003
Twentieth anniversary of our Amita juice brand, the market leader in Greece with 29
flavors.
Acquired Multi vita sp. z.o.o, in Poland and Romerquelle GmbH in Austria.
2004
Eight Coca-Cola Hellenic Bottling Company territories join the European Union (EU).
Published the first Global Reporting Initiative (GRI) report in the non-alcoholic
beverage industry.
2005
Acquired Vlasinka d.o.o. mineral water company in Serbia and Bankya Mineral
Waters Bottling Company E.O.O.D. in Bulgaria.
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Acquired the Multon Z.A.O. Group, a leading Russian fruit juice company.
Acquired Vendit Ltd, one of the largest independent vending operators in Ireland.
Launched the Green Danube Partnership with the International Commission for the
Protection of the Danube River (ICPDR).
2006
Sales volume exceeds 500 million unit cases of non-sparkling drinks for the first time
in one year.
Acquired the Fresh & Co d.o.o. Group, a leading Serbian fruit juice company.
Acquired Fonti del vulture S.r.l., a producer of high quality mineral water in Italy.
Acquired Yoppi Kft., a hot and cold beverage vending operator in Hungary.
2007
Signed the UN Global Compact CEO Water Mandate, Caring for Climate statement
and the Bali Communiqu.
Announced intent to build 15 combined heat and power (CHP) units to reduce total
carbon dioxide emissions from operations by 20 per cent.
Achieved the milestone of two billion unit case sales volume in one year.
Earnings before interest, tax, depreciation and amortization (EBITDA) per annum in
excess of l billion for the first time.
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2008
Formed three-party joint venture with The Coca-Cola Company and illycafe SpA,
Italy producer of premium coffees, to manufacture, market, sell and distribute
premium ready-to- drink (RTD) iced coffee products.
2009
The word Organization has two meanings. In the first instance, it signifies
institution or functional group and the second meaning refers to the process of organizing
the way of work which is arranged and allocated among the members of the organization,
so that the goal of the organization can be achieved efficiently. The organization process
involved the balancing of the companies on one hand changes on the other hand.
Organization structure gives stability and reliability to the action of its members.
The following table shows the description of the employees along with the
designation and also the number of employees.
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2 Commercial Manager 1
5 Administration 1
6 Production Manager 1
8 Store Executive 3
9 Central Executive 25
10 Route Agents 50
11 Sales Training 1
12 Chemist 3
13 Accountant 5
14 Supervisors 8
15 Clerks 8
16 Operations 10
17 Electricians 3
18 Fitters 2
20 Security Guards 6
21 Office Boys 13
Managing director 29
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CEO
Executive CEO
FIGURE NO-2.2.1
Finance department
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Purchases
This section functions with two people including the purchase in charge who
reports to the finance manager. The plant inform as the stores of the requirements who in
turn make a purchase request to the purchase department. Every purchase matter
whether concerning the plant or office is handled by the purchase department.
Personnel department
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Any company to start and operate its business has to invest its capital in fixed
assets and floating assets and also in meeting the daily requirements of the company.
However, depending on the nature of the business and the product being offered by the
company the ratio of the investment of capital in fixed and floating assets differ.
2.4 H R FUNCTIONS
Basically the HRM practices are necessary for every organization. But
unfortunately in Pakistan not so much used HRM practices. In multinational companies
like coca cola have their own separate department of HRM. According senior executive of
HR Waqar Mahmood our HR department consist of 29 people in Gujranwala plant.
Every organization has its own policies and strategies by which they control the
functions of their departments. Similarly, we also have own policies and strategies by
which we control all the functions of our departments. coca cola HR department is also
conducting all the practices of HRM like Job analysis and design of work ,recruitment and
selection, training and development, performance appraisals, compensation, employee
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relationships, staff welfare and medical policies and some other things like that. These all
practices are conducted by own policies and strategies. HR department not make
decisions related of its own department, they also conduct in companys decision.
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Our recruitment process is well established first of all we give ads in news papers,
company website, institutions etc. Once we receive an application form, from candidates
with required documents and CV.
Internal recruitment
External recruitment
Selection process
The selection process will vary depending on the position youre applying for, as
one process cant fit all the different roles we have here at CCE. However, in most cases a
combination of any of the following tools will be used:
Interview
Group exercises
Presentations
Psychometric tests
Role plays/Situational Exercises
Interview
The interview is designed to reveal more about you and your experiences. Well
ask for examples of how you behaved in different situations, maybe at school, university,
a club, at home or in previous jobs. This is not designed to 'catch you out' and our
interviewers will never try and trick you into an answer. Be honest, be yourself and it
should be an enjoyable experience.
Also, dont forget that this is your chance to find out more about us and ask
questions. Remember, interviews are a two-way process so use it to understand the
nature of the role and to make sure it really is what youre looking for.
Group exercises
Were very much a team at CCE so these will show us how effectively you work
with people. Theyre a good opportunity for us to see how you communicate, influence
and involve other people in the workplace.
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Psychometric tests
Psychometric tests are timed exercises that examine your abilities and
potential. On occasions, we may also use a personality assessment tool that is designed
to find out more specific things about you. If youre asked to complete a psychometric
test, well send you information and advice in advance on how to prepare.
After recruiting the fresh employee we train them for three months and also
pay them salaries after three months they become part of a firm.
We also give training to already exist employee it depend upon condition for
example if new technology is introduced first of all we give full training to them about new
technology then we allow them to start their job.
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Performance appraisal
HR department manage says that employees are our assets, there for we
are careful about their health and benefits. We give following compensation and benefits:
Basic salary
Bonus
Medical facility
Pick and drop
Gratuity fund
Social security
We get many advantages from our employees because they are happy
from company. Our employees are satisfy from our compensation and in the coca cola
never downsizing occurred which shows that well relationship between employees and
company.
EMPLOYEES RELATIONSHIP
Employees are the most important assets of every company so it is very
important to give them importance. The satisfaction of the employees makes the
company successful. The reason is that if the employees of the company are satisfied then
they will work hard for the development of the company but if they are not satisfied with
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the companys policies and they are not given their rights then they will leave the
company which can turn into a big loss. So employees relationship is very important for
every company.
Every company has its own policy. We have also got our own policy by
which we give importance to our employees if any employee faces some kind of problem
related to his life or work then he can directly go to the manager and he can share all of
his problems. This thing should be adopted by every company because this makes the
employee satisfied with the company.
We believe that an open door policy is the best policy for employees
relations because due to this, our employees feel very independent and they know that if
they get any problem, they can contact directly to the manager of their department. So
we strongly believe that such policy makes our employees satisfy with us.
Safety Policy
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Ensure each and every one to use in responsible and accountable for our
actions. Establish mechanisms to communicate effectively with employees Consumers and
government on our safety performance. We believe in safety. We adhere to our safety
principles. We deliver.
H R Department Chart
A s s D t . y .
G M e an ne ar g e r
a Il R &
PM e a r ns ao n n e l
A dg em r i n i s t r a
H R t o r
( A G M
)
FIGURE NO-2.4.1
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Production department
The production department is headed by a factory manager who reports
directly to the Area General Manger (AGM) .one engineer is so far inn side battery limit
i.e. plant equipments and maintenance and the second engineer is for outside battery
limits; for the utilities like generate room, boiler, water treatment plant and the Maaza
unit which is located at same distance, these four people report to the plant manager.
There are 165 workers in the plant, which includes women, who are
otherwise engaged in housekeeping into the production line. Depending on the demand,
the company operates three types of shifts.
1. General shift : 8a.m to 5pm
Women are employed only in the general shift (8am to 5pm) o the a shift
(6am to 2pm).in the other shifts, casual labours are used.
Production schedule
The production schedule fixed daily by taking into consideration the market
demand, the availability of empty bottles and inventory position of filled bottles. The
storage capacity of the godown is at present 90,000 crates, which also limits the
production schedule. The production schedule for each brand is fixed daily. Production is
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generally carried out in two shifts. In summer, the demand its peak and production will be
extended 12 hours shifts.
Raw materials
Raw materials are the flavors essence concentrate supplied by parley, sugar
and water sugar purchased in bulk from the wholesale sugar market. The requirement of
sugar for 20-25 production days kept in stock in stoke and requirement for a month
intended in advance. Water required met by municipal supply, water from bore well and
tube wells also used when required. Water further treated with chemicals. Caps are
supplied by specialized firms like L&T and metal box India ltd.
Ingredients
1. Water
2. Sugar
3. Co2
Sales department
The sales department has a general sales manager and three associates
sales managers. Of the three sales managers, one person is in charges of city sales while
the other looks after district and Orissa sales. All of report to AGM directly, Is interacts
with sales department on daily basis and virtually leads the teams.
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District sales
In addition to the sales manager, there is a deputy sales manager, four
assistance sales manager and below the two salesmen each distributor. From the
distributor it reaches the retailer outlet. The company sales force helps the retailer and
distributor achieve their targets promotions and other incentives. The sales forced in far
locations report to the sales manager once in a weak. Based on their reports, new
incentive schemes and offers are made. The previous weeks performance is evaluated
and targets for the next week.
City sales
Under the sales manager (city), there are supervisor, staffs and 113 field
forces. The company has no distributors in the city of Visakhapatnam. They directly
supply to the retailers. There are 30 routes with trunks covering each route. Each trunk is
accompanied by sales man and two sales helpers. There is a sales officer for every two
routes. He moves around on a hike and sees to it that are outlets are covered. Any urgent
messages are communicated to the sales force through mobiles there are approximately
5600 outlets in Visakhapatnam city. In lop areas i.e. Areas where company trunk cannot
go, a fat dealer is appointed.
Customer service support system
There is customer service support system (CSSS), which functions under
the CSSS for entire Andhra Pradesh, locally it reports to the AGM. In the soft industry, the
customer and consumer are defined separately.
Consumer response co-ordination unit (CRC)
The consumer response co-ordination unit has the sales manager the units
temporarily handle by the CSSS. The CRC unit receives complaints and grievance from the
market either through phone calls or through sales force. It sends regular reports to the
corporate office.
Distribution pattern:
Direct operation
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Super
stockiest Route
agents
Marketing mix
In the early 1960s, Professor Neil Borden at Harvard business school
identified a no of company performance action that can influence the consumer decision
to purchase goods or services. Borden suggested that all those actions of the company
represented a marketing mix. Professor e. Jerome mc carthy, also at the Harvard
business school in the early 1960s, suggested that the marketing mix contained four
elements: product, price, place, and promotion.
Diagram
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Price: this refers to the process of setting, a price for a product, including discounts. The
price need not be monetary- it can simply be what exchanged for the product or services
Promotion: this includes advertising, sales promotion, publicity, and personal selling,
branding and refers to the various methods of product, brand, or company,
Place (or distribution): refers to how the product gets to the customer; for example,
point of sale placement or retailing this fourth p generally to the channel by which a
product segment (young adults, families, business people), etc.
These four elements are often referred to as the marketing mix, which a marketer
can use to craft a marketing plan.
The results of the taste tests were strong the sweeter mixture
overwhelmingly beat both regular Coke and Pepsi. Then tasters were asked if they would
buy and drink it if it were Coca-Cola. Most said yes, they would, although it would take
some getting used to. A small minority, about 10-12%, felt angry and alienated at the
very thought, saying that they might stop drinking Coke altogether. Their presence in
focus groups tended to skew results in a more negative direction as they exerted indirect
peer pressure on other participants.
Early in his career with Coca-Cola, Goizueta had been in charge of the
company's Bahamian subsidiary. In that capacity, he had improved sales by tweaking the
drink's flavor slightly, so he was receptive to the idea that changes to the taste of Coke
could lead to increased profits. He believed it would be "New Coke or no Coke", and the
change must take place openly. He insisted that the containers carry the "NEW!" label,
which gave the drink its popular name.
Goizueta also made a visit to his mentor and predecessor as the company's
chief executive, the ailing Robert W. Woodruff, who had built Coke into an international
brand following World War II. He claimed he had secured Woodruff's blessing for the
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reformulation, but even many of Goizueta's closest friends within the company doubt that
Woodruff truly understood what Goizueta intended. Goizueta always said he had.
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In 1893, Coca Cola was registered in the United States and then further
investment was put into it to expand the business. To handle the enormous capacity of its
business, the Coca Cola Company has divided up into six operating units: Middle and Far
East Groups, Europe, The Latin America Group, The North America, The Africa Group and
The Minute Maid Company. The Head Quarters is situated in the United States. The
country that I'm going to be concentrating on is the United Kingdom and how the
company works in the U.K.
Coca Cola also have limited liability as they are a public limited company. A
limited company is owned by its shareholders. There is no legal maximum to the number
of shareholders. There are two forms of Limited Liability Company in the UK, the Private
Limited Company (Ltd) and the Public Limited Company (Plc). The essential difference,
between the two, is that the Private Limited Company cannot legally offers its shares to
the general 'public', therefore this form of company is usually associated with family run
businesses. Whilst the Public Limited Company can sell its shares to the general public on
the Stock Exchange, providing the potential for far greater finances to be raised.
Some shareholders had invested their life savings and not only lost their
money, but their homes, limited liability was designed to protect shareholders from this
mistake, but the key motive was to ensure that large projects could continue to raise
capital. Coca Cola's Objectives of the Company.
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Mainly all companies' objectives are to survive, maximize their profits and to
expand their business, however, from when Coca Cola had started, over the years they
had achieved these objectives. So the company has come up with six strategic objectives
to provide the company with a framework for the company's success. In 2003, every
function of The Coca-Cola Company integrated these priorities into their business plans.
And this year, they will continue to establish these priorities, and their benefits into every
aspect of the business.
firm makes or licenses more than 3,000 drinks under 500 brand names in some 200
nations. Although it does no bottling itself, Coke owns 34% of the worlds #1 Coke bottler
Coca-Cola Enterprises (CCE); 32% of Mexicos bottler Coca-Cola FEMSA; and 23% of
European bottler Coca-Cola Hellenic Bottling.
OVER VIEW
The two partner organizations, CCL and CCBC, represent one beverage
provider system which collectively employs over 5,000 people across Canada.
Coca-Cola beverages have been sold and distributed in Canada for more
than one hundred years. In 1906, the first Canadian-made Coca-Cola bottles came off
the production line at 65 Bell woods Avenue in Toronto. Today, the Coca-Cola system in
Canada has seven production plants and employs approximately 5,500 employees in more
than 60 sales centers and satellite locations in all 10 provinces.
Corporate citizenship
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We act responsibly, doing the right thing with regard to the local and global
environment as we build and nurture strong brands.
Energy efficiency
Coca-Cola headquarters
(122.8 m) high One Coca-Cola Plaza. located on the corner of North Aven and Luckie
Street. Completed in 1979, the architects were FABRAP and the designer Torn Pardue.
Mission
Our Roadmap starts with our mission, which is enduring. It declares our purpose as a
company and serves as the standard against which we weigh our actions and decisions.
Vision
Our vision serves as the framework for our Roadmap and guides every aspect of our
business by describing what we need to accomplish in order to continue achieving
sustainable, quality growth.
People: Be a great place to work where people are inspired to be the best they can
be.
Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate
and satisfy peoples desires and needs.
Profit: Maximize long-term return to shareowners while being mindful of our overall
responsibilities.
Values
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Our values serve as a compass for our actions and describe how we behave
in the world.
Integrity: Be real
Get out into the market and listen, observe and learn
Be insatiably curious
Work Smart
Work efficiently
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Reward our people for taking risks and finding better ways to solve problems
Be the Brand
CEO
Muhtar Kent is Chairman of the Board and Chief Executive Officer of The Coca-Cola
Company.
Coca-Cola in India
Coca-Cola the corporation nourishing the global community with the worlds largest
selling soft drink concentrates since 1886, returned to India in 1993 after a 16 year
hiatus, giving new thumbs up to the Indian soft drink market. In the same year, the
Company took over ownership of the nations top soft-drink brand and bottling network.
Its no wonder our brands have assumed an iconic status in the minds of the worlds
consumers.
Company Portfolio
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Brand logos:-
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Coca Cola
ThumsUp
Limca
Sprite
Fanta
Mazaa
Pulpy Orange
Atul Singh
Atul Singh is the President of Coca-Cola India and South West Asia Business
Unit, a responsibility that he took over on September 1, 2005. He was earlier the
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President of East, Central & South (ECS) China Division of Coca-Cola. Atul is responsible
for Coca Colas operations in India, Sri Lanka, Bangladesh, Bhutan, Nepal and the
Maldives.
State Haryana,
Zip/Pin 122106,
Country India,
Coca-Cola beverages
Market share
Sprite 12.2%
Limca 10.9%
Fanta 10.0%
Achievements
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Celebrating a 100 anniversary with first world wide bottle conference in the year
1985.
Company Overview
Coca-Cola India Private Limited produces carbonated drinks. It offers soft drinks,
juice drinks, fruit drinks, and bottled water, as well as ice tea and cold coffees. The
company was founded in 1993 and is based in Gurgaon, India. Coca-Cola India Private
Limited operates as a subsidiary of Coca-Cola South Asia Holdings, Inc.
Key Executives
Description of Products
Fanta Orange
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Maaza Mango
COLOJK
0 - Orange- Fant
Generally Shops are called Outlets, These out lets are 4 type
There is
E&D-l
E&D-2
Grocery Out lets : It was located on bus stops and public spots.
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Visi Cooler
Chest Cooler
4 Bronze
7 Silver
9 Gold
10 Gold
15 Diamond
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20 Diamond
30 Diamond
200 ml Coke, Thums Up, Limca, Sprite, Fanta, Mazaa, And Mazaa Tetra
250ml Mazaa-RCB
300 ml Coke, Thums Up, Limca, sprite, Fanta, kinley -RGB
330 ml Coke. Thums, sprite, Fanta cans or tins.
350 ml Coke, Thurns Up, Lirnca, sprite, Fanta Pet- Xpress pack
600 ml Coke, Thums Up, Lirnca,sprite, Fanta, Mazaa pet,mobile pack
400 ml Minuete maid, Pulpy orange, Nimbu fresh Mobile pack
1.25 ml Coke, Thums Up, Limca, sprite, Fanta fridge pack
2 let Coke, Thums Up, Limca, sprite, Fanta party pack
1 .2 let Mazaa
1 .2 let Pulpy orange
500 ml Soda
1.5 let Soda
500 ml Water
1 let Water
2 let Water
Types of Drinks
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Line order
Alternate order
Line order booking: it had order taken every day. Regularly Coca cola follows this order.
Alternative Order booking: it had order taken every 3days at once. Sometimes
company fallows these order.
PLANT LAY-OUT
The lay-out of the bottling plant of Coca-cola vizag confirms to the products on
lines lay-out. The machines and equipment have been imported from Germany, which
products the best capital investment in the World. The machinery and all the equipments
is arranged according to the sequence of operations, the machines and workers are
specialized in drink industry. They are specialized in operations such as the syrup, clearing
the bottles, filling the bottles. Crating and sealing the bottles with crown. All these
operations are carried on a continuous movement.
Due to above reasons the product lay-out offers certain advantages. The
production cycle is speedier up. Since the company follows a continuous movement, the
cost of material handling goes low. The total floor space required by the machine is less
than for other types of plant lay-outs.
PLANT CAPACITY
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used to its full capacity by running their shifts every day. Each shift consists of 8 hours.
So, during the summer season the plant is run round the clock, i.e., 24 hour. This is
because the demand reaches its peak in its summer months. The company has to produce
enough bottles of soft drinks at a speed to keep in pace with the disappearance of soft
drinks from the shelves of the retailers.
PRODUCTION SCHEDULE
The production schedule for each brand is fixed daily, filling the bottles of
each brand and flavor. This has an advantage in that the branded products can be
manufactured once at a time. The glass bottles used for filling soft drinks are of the
volumes of containing 300m1 of soft drinks. There are also bottles of 500rnl capacities to
be filled soft drinks.
QUALITY CONTROL
Coca-Cola vizag takes great care to maintain the quality control of the products in
their factory. The bottles are visually examined for impurities continuously, as the bottles
move out. Samples are checked every ten minutes of production time by the chemist for
its quality and hygiene condition. The chemical analysis is also made for flavors, gas
contents and sugar percentages. The appearance, smell and taste of the products are also
checked.
If any defects are noticed the production is suspended and the connection
measures are taken so as to set right the bottling process irregularities, further samples
from each batch are dispatched to the affiliated parent agency company in each week for
quality check up. Moreover, agency of the company also lifts sample from the market at
random for quality checkup at any to make sure that the quality is maintained to the
exact standard of the parent company.
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At the end of the production schedule, daily all the equipment, plant floor
and wet patches are cleaned with bleaching powder of some other solution, the standards
of hygiene maintained inside the production shops are commendable.
SYRUP MAKING
Amount sugar is taken for treatment. Sugar syrup and essence are mixed in the
tank with the help of mechanical stirrer and eventually the flavor syrup is ready to be
used in the end use product.
WATER TREATMENT
This is the second in the process of soft drink manufacture. Water is the basic
ingredient in the soft drink, which comprises up to 90% of the quality. Hence, the quality
of water is brought to treatment tank and then water treatment chemicals such as
hydrated lime, bleaching powdered Ferro sulphate are added to the tank and mix
thoroughly with the help of mechanical stirrer.
It frees the water from micro organism Reduces the alkalinity to a required level.
This treated water passes though the specially designed filtration plant
containing chemical such activated carbon ( granular) and finally the manufacturer will get
the water suitable for soft drink bottling. For maintaining equipments in hygiene
conditions soda bicarbonate is used.
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BOTTLING
In this process both the concentrate and the purified water are mixed
together along with carbon dioxide gas and then bottled. In soft drinks field, only reusable
glass bottles sparkling clean and they are sterilized before the beverage is filled. For this
purpose the company makes use of machine known as Bottle Washer. For cleaning of
bottles washing chemicals such as caustic soda and tn-sodium phosphate are used. In the
bottle washing system, in one end of washer the dirty bottles are fed and the bottles are
washed automatically while passing through various designed chambers containing
chemical solutions at different temperatures and concentration. Hot water is used for
cleaning the bottles. The bottles, after sterilization are collected at the other end of the
washer. They are then sending towards Filler on conveyor belts. Before the beverage
reaches the filling machine fit is saturated with carbon dioxide gas in carbonated after
being chilled.
This carbon dioxide gas gives Fizz to the soft drinks and along side pro larges the
shelf life of the products.
The bottles then are moved on the conveyor belts to the filling machines where
the beverage is filled under pressure and bottles are sent to the crowner where sealing is
done with the help of crowns. The crowns are used to retain the carbonation, flavors as
well as to protect the products form spoilage and contamination.
CRATING
The bottles collected from conveyor belts area placed manually into plastic
crakes. Each plastic case has capacity of 24 bottles. These crakes protect the bottles from
breakage and for easy handling of bottles. These crakes are put on specially designed
vans for carrying bottles and are sent to various consumption points.
DISTRIBUTION SETUP
Coca-Cola India pvt Ltd. Covers the five district of the territory through 172
distributors appointed at various locations for secondary di
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Coca-Cola India., REACHES THE 2200 OUTLETS OF Vizag city trough its four
dealers. Each dealer is assigned a specific area which is further divided.. Dealer is given to
salesmen depending upon the potential of his route.
The total covered by the plant is put to around 15,000 nos., in the five
districts in the Visakhapatnam city contributes to 2200 put lets.
CHAPTER III
THEORETICAL REVIEW
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issues has been conducted, serious doubts continue to persist about various aspects of
appraisal.
3.6 Approaches to Performance Development
Performance appraisal - Traditional approach
Traditionally, performance appraisal has been used as just a method for
determining and justifying the salaries of the employees. Than it began to be used a tool
for determining rewards (a rise in the pay) and punishments (a cut in the pay) for the
past performance of the employees.
This approach was a past oriented approach which focused only on the past
performance of the employees i.e. during a past specified period of time. This approach
did not consider the developmental aspects of the employee performance i.e. his training
and development needs or career developmental possibilities. The primary concern of the
traditional approach is to judge the performance of the organization as a whole by the
past performances of its employees.
Therefore, this approach is also called as the overall approach. In 1950s the
performance appraisal was recognized as a complete system in itself and the Modern
Approach to performance appraisal was developed.
Performance appraisal - Modern approach
The modern approach to performance development has made the performance
appraisal process more formal and structured. Now, the performance appraisal is taken as
a tool to identify better performing employees from others, employees training needs,
career development paths, rewards and bonuses and their promotions to the next levels.
Appraisals have become a continuous and periodic activity in the organizations.
The results of performance appraisals are used to take various other HR decisions like
promotions, demotions, transfers, training and development, reward outcomes. The
modern approach to performance appraisals includes a feedback process that helps to
strengthen the relationships between superiors and subordinates and improve
communication throughout the organization.
METHODS OF APPRAISAL
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inter personal relationships, adaptability and reliability, job knowledge etc). These
statements are developed from critical incidents.
In this method, an employees actual job behavior is judged against the desired
behavior by recording and comparing the behavior with BARS. Developing and practicing
BARS requires expert knowledge.
MODERN METHODS
1. Management by Objectives (MBO)
The MBO concept as was conceived by Mr. Drucker reflects a management
philosophy that stress goals rather than methods and which values and utilizes employee
contribution. It is result oriented. Application of MBO in the field of performance
appraisal in four steps:
A. To establish the goals each subordinate is to attain. The goals typically refer to
the desired outcome to be achieved; these goals can then by used to evaluate
employee performance.
B. Setting the performance standard for the subordinated in a previously
arranged time period. As subordinates perform they know fairly well there is
to do, what has been done, and what remains to be done.
C. The actual level of goal attainment is compared with the goals that were not
met upon. The evaluator explores reasons for the goals that were not met and
for the goals that were exceeded. This step helps determine possible training
needs.
D. Establishing new goals and, possibly, new strategies for goals not previously
attained. Subordinates who successfully reach the established goals may be
allowed to participate more in the goal setting process the next time. The
process is repeated.
2. 360 degree appraisal
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3. Assessment centers
An assessment centre is a central location where managers may come together
to have their participation in job related exercises evaluated by trained observers. The
principle idea is to evaluate managers over a period of time, say one to three days, by
observing their behavior across a series of select exercises or work samples. Assesses are
requested to participate in in-nascent exercise work groups(with leaders), role playing,
and other similar activities, which require the same attributes for successful performance,
as in actual job. Self appraisal and peer evaluation are also throwing in for final rating.
The characteristics assessed in a typical assessment centre include assertiveness,
persuasive ability, communicating ability, planning and organization ability, self
confidence, resistance to stress, energy level, decision making, sensitivity to the feeling of
others, administrative ability, creativity, and mental alertness.
3.7 THE APPRAISAL PROCESS
The appraisal process begins with the establishment of performance standards;
these should have evolved out of job analysis and the job description.
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The employees should be informed and the standards should be clearly explained to
the. This will help them to understand their roles and to know what exactly is expected
from them. The standards should also be communicated to the appraisers or the
evaluators and if required, the standards can also be modified at this stage itself
according to the relevant feedback from the employees or the evaluators.
3. Measuring the Actual Performance
The most difficult part of the Performance appraisal process is measuring the
actual performance of the employees that is the work done by the employees during the
specified period of time. It is a continuous process which involves monitoring the
performance throughout the year. This stage requires the careful selection of the
appropriate techniques of measurement, taking care that personal bias does not affect the
outcome of the process and providing assistance rather than interfering in an employees
work.
4. Comparing the Actual With the Desired Performance
The actual performance is compared with the desired or the standard performance.
The comparison tells the deviations in the performance of the employees from the
standards set. The result can show the actual performance being more than the desired
performance or, the actual performance being less than the desired performance depicting
a negative deviation in the organizational performance. It includes recalling, evaluating
and analysis of data related to the employees performance.
5. Discussing Results
The result of the appraisal is communicated and discussed with the employees on
one-to-one basis. The focus of this discussion is on communication and listening. The
results, the problems and the possible solutions are discussed with the aim of problem
solving and reaching consensus. The feedback should be given with a positive attitude as
this can have an effect on the employees future performance. The purpose of the
meeting should be to solve the problems faced and motivate the employees to perform
better.
6. Decision Making
The last step of the process is to take decisions which can be taken either to
improve the performance of the employees, take the required corrective actions, or the
related HR decisions like rewards, promotions, demotions, transfers etc.
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employee feels happy to work with their supervisor and thereby contributes their
maximum to the organization
Supervisors. In this way, each employee gets to know the expectations of their
superior, and each superior also gets to know the difficulties of their subordinates
and can try to solve them. Together, they can thus better accomplish their tasks
To provide an opportunity to each employee for self-reflection and individual goal-
setting, so that individually planned and monitored development takes place
To help employees internalize the culture, norms and values of the organization,
thus developing an identity and commitment throughout the organization
To help prepare employees for higher responsibilities in the future by continuously
reinforcing the development of the behavior and qualities required for higher-level
positions in the organization.
To be instrumental in creating a positive and healthy climate in the organization
that drives employees to give their best while enjoying doing so; and
To assist in a variety of personnel decisions by periodically generating data
regarding each employee.
HCCBPL has its considerable and conscience full ethics towards the employees and their
appraisal system. In this regard HCCBPL has developed a very good system of performance
appraisal system with remarkable constraints like periodic review, a specific appraisal form and
many..
It upholds the self esteem and dignity of each other by creating an open culture conductive for
expression of views and ideas irrespective of hierarchy.
HCCBPL take utmost care to protect our natural environment and serve the communities in which
we live and work.
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Consequence management
Once the business/functional plan is frozen, the superior and the employee should meet to clarify
expectations from their key customers/stakeholders and each other. This input should be
converted into performance goals to be met during the review period.
The goals articulated are not merely a routine set of activities, but ideally should result in value
creation for the organization through either continuously improving or reducing gap in the existing
products, processes and services. To improve organizational performance. The goals must
necessarily incorporate performance stretch i.e., they need to be significantly higher than the
goals of the previous year.
Measurement criteria are for tracking performance against the goals. The superior/employee are
free to freeze the criteria as relevant to their nature of work. Possible criteria may be quantity
(tones produced, units sold), quality, cost, time and human relations.
The goals can be added/deleted/modified with mutual consent in response to changing business
priorities.
HCCBPL follows an performance appraisal form for the purpose of periodic review over the
employee performance which is done periodically by the superior and the form includes:
1) Attributes
2) Overall assessment
Attributes:
In this section, the attributes of the employees like job knowledge, Quality of work, Target
achievement, Interpersonal relations, punctuality, integrity & loyalty of organization, Physical
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stability, leadership & communication skills are observed and measured with specified ratings to
each employee.
Overall assessment:
Based on the ratings from attributes section and even other constraints the employees is given
with final result of review which results in the decisions of training/development programs,
promotions and even other incentives.
Consequence management:
This is the final part of appraisal process. This is done based on the results of review and even the
appraised employee i.e., his/her feedback. It includes if appraised positively- rewards and
recognition,
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CHAPTER IV
DATA ANALYSIS
&
INTERPRETATION
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Data analysis and interpretation refers to how the collected from the different
sources and how it is interpreted. The data collected from the primary sources and
secondary sources.
The Primary data are those which are collected afresh and for the first time, and
thus happen to be original in character. The tools for collecting this primary data are by
two types namely Interview Method and Questionnaire Method.
The Secondary data are those which have already been collected by someone else
and which have already been passed through the statistical process in the company.
For collecting the data the sample size taken in the survey is only 70 respondents.
Because lack of time. The technique used for collecting the data is simple random
sampling technique. The statistical tools used in survey are bar charts, pie charts and
tables.
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Yes 60 86
No 10 14
Total 70 100
Table No-4.1
FIGURE NO-4.1.1
INFERENCE:
From the above table, it shows the respondents opinion about existence of
performance appraisal system in the organization. It reveals that 86% of the total
respondents opinioned that the appraisal system existed in the company and 14% of the
respondents opinioned that the appraisal system is not existed. So majority of the
respondents opinioned that the appraisal system is existed.
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Average 12 17
Poor 10 14
Total 70 100
Table No-4.1.2
FIGURE NO-4.1.2
INFERENCE:
From the above table 22% of the respondents opinioned that the factors of
appraisal is excellent, 47% of the respondents opinioned that, the factors of appraisal is
good, 17% of the respondents opinioned that, the factors of appraisal is average and 14%
of the respondents opinioned that it is poor.
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Performance Review
Committee 20 28.6
Others 10 14.3
Total 70 100
Table No-4.1.3
FIGURE NO-4.1.3
INFERENCE:
From the above table 57.1% opinioned that, they prefer peers, 28.6% opinioned that,
they prefer performance review committee and 14.3% opinioned that, they prefer others.
So majority of the respondents opinioned that they prefer peers.
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Total 70 100
Table No-4.1.4
FIGURE NO-4.1.4
INFERENCE:
From the above table, 78.5% opinioned that, the performance appraisal is done at
the place of work and 21.5% opinioned that, the performance appraisal is done at any
other place in the organization.
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Total 70 100
Table No-4.1.5
INFERENCE
From the above table, 42.8% opinioned that, they are fully aware of the performance
appraisal system, 28.6% opinioned that, they are partially aware of the performance
appraisal system and 28.6% opinioned that, they are not at all aware of the performance
appraisal system.
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Total 70 100
Table No-4.1.6
INFERENCE
From the above table, 7.1% opinioned that, the performance appraisal is conducted for
every 3 months, 50% opinioned that, the appraisal is conducted for every 6 months,
7.1% opinioned that, the appraisal is conducted for every 9 months and 35.8% opinioned
that, the appraisal is conducted for every 1 year most of the
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Yes 60 86
No 10 14
Total 70 100
Table No-4.1.7
INFERENCE
From the above table, 86% opinioned that, the interpersonal and team relationships
with peers, superiors and subordinated is satisfactory and good and 14% opinioned that,
the interpersonal and team relationships with peers, superiors and subordinated is not
satisfactory.
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Within 15 days 35 50
Total 70 100
Table No-4.1.8
INFERENCE
From the above table, 21.4% opinioned that, the feedback is communicated
immediately after completion, 50% opinioned that, the feedback is communicated within
15 days, 21.4 % opinioned that, the feedback is communicated more than a month and
7.2% opinioned that, the feedback is not communicated.
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Oral 22 31.4
Written 48 68.6
Total 70 100
Table No-4.1.9
INFERENCE
From the above table, 31.4% of the respondents opinioned that, the feedback is
communicated in oral form and 68.6% opinioned that, the feedback is communicated in
the written form.
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Total 70 100
Table No-4.1.10
INFERENCE
From the above table, 28.6% of the respondents opinioned that, the feedback is
communicated by the concerned controlling officer, 64.3% opinioned that, the feedback is
communicated by the superior and 7.1% opinioned that, the feedback is communicated
by any other manager.
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Total 70 100
Table No-4.1.11
INFERENCE
From the above table, 32.9% of the respondents opinioned that, the self appraisal
report should submit to the superior and 67.1% opinioned that, the self appraisal report
should submit to any controlling officer.
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Yes 40 57
No 30 43
Total 70 100
Table No-4.1.12
INFERENCE
From the above table, 57% of the respondents opinioned that, the appraisal is based
on well defined objective and 43% opinioned that, the appraisal is not based on the well
defined objective .
13.The Appraisal Is Based On Job Analysis
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Yes 12 17
No 58 83
Total 70 100
Table No-4.1.13
INFERENCE
From the above table, 17% of the respondents opinioned that, the appraisal is based
on job analysis and 83% opinioned that, the appraisal is not based on job analysis.
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Yes 70 100
No 0 0
Total 70 100
Table No-4.1.14
INFERENCE
From the above table it shows all the respondents opinioned that, the appraisal is
necessary for the organization.
Yes 45 64
No 25 36
Total 70 100
Table No-4.1.15
INFERENCE
From the above table, 64% of the respondents opinioned that, the performance
appraisal publicity is given by the organization and 36% opinioned that, the publicity is
not given.
Yes 35 50
No 35 50
Total 70 100
Table No-4.1.16
INFERENCE
From the above table, 50% of the respondents opinioned that, the present
performance appraisal system is effective and 50% of the respondents opinioned that, the
present appraisal system is not effective.
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Total 70 100
Table No-4.1.17
INFERENCE
From the above table, 28.6% of the respondents opinioned that, the appraisal
regarding promotions is based on only seniority, 14.3% opinioned that, the appraisal
regarding promotions is based on only merit and 57.1% opinioned that, the appraisal
regarding promotions is based on both merit and seniority.
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CHAPTER V
5.1 SUMMARY
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century. Coca Cola enjoyed in step by step worldwide Atlanta Beginnings (1986-
1892).Coca Cola is enjoyed in the United States. Coca Cola made its debut in Atlanta, At
Jacobs pharmacy Soda fountain where it is sold for 5 cents a glass. It was 1886, and in
New York Harbor, workers were constructing the Statue of Liberty. Eight hundred miles
away, another great American symbol was about to be unveiled.
Introducing Coke, The elf-like sprite is introduce to promote the use of the worldwide
Coke
During the 70s Coca-Cola thrilled the world with its exciting and dynamic
advertising. After 70 years of success with one brand, Coca-Cola.
Sprite followed in 1961, with TAB in 1963 and Fresca in 1966. In 1960,
The Coca-Cola Company acquired The Minute Maid Company, adding an entirely
new line of business - juices -- to the Company.Advertising for Coca-Cola, always an
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important and exciting part of its business, really came into its own in the 1970s, and
reflected a brand connected with fun, friends and good times. The international appeal of
Coca-Cola was embodied by a 1971 commercial, where a group of young people from all
over the world gathered on a hilltop in Italy to sing Id Like to Buy the World a Coke.
Coke in space In 1985, Coca-Cola becomes the first soft drink ever in space.
Refreshing the world through sports. The Company continues its long standing
association with athletic events including the Olympic Games and the FIFA world cup. The
l990s were a time of continued growth for The Coca-Cola Company. The Companys long
association with sports was strengthened during this decade, with ongoing support of the
Olympic Games, FIFA World CupTM foot ball (soccer), Rugby World Cup and the National
Basketball Association. Coca-Cola classic became the Official Soft Drink of NASCAR racing,
connecting the brand with one of the worlds fastest growing and most popular spectator
sports. New beverages joined the Companys line-up, including PowerAde sports drink,
Qoo childrens fruit drink and Dasani bottled water. The Companys family of brands
further expanded through acquisitions, including Limca, Maaza and Thurns Up in
India, Barqs root beer in the U.S., Inca Kola in Peru, and Cadbury Schweppes
beverage brands in more than 120 countries around the world. By 1997, the Company
already sold 1 billion servings of its products every day, yet knew that opportunity for
growth was still around every corner.
Welcome to The Coke side of life. Coca-Cola global marketing flat form makes its
debut.1886, Coca-Cola brought refreshment to patrons of a small Atlanta pharmacy.
Now well into its second century, the Companys goal is to provide magic every time
someone drinks one of its more than 500 brands. From the early beginnings when just
nine drinks a day were served, Coca-Cola has grown to the worlds most ubiquitous brand,
with more than 1.4 billion beverage servings sold each day. When people choose to reach
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for one of The Coca-Cola Company brands, the Company wants that choice to be exciting
and satisfying, every single time. Achievements of coca cola are,
The third Chapter deals with the review literature and the procedure of
performance appraisal system in HCCBPL . The review literature deals with the main
aspects of performance appraisal of the employees and how it would motivate the
employees and it helps in both the individual and organizational development.
The performance appraisal system in HCCBP ltd is very good and satisfactory by
the employees.
The fourth chapter deals with the data analysis and interpretation. The data is
interpreted based on the samples collected from the employees in the organization. The
data analysis deals with the company whether the employees are satisfied with the
procedure or to make any changes in the present appraisal system and the necessary
chages are suggested to the organizations.
The fifth chapter deals with the summary of the project report and findings and
suggestions basing on the study.
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5.2 FINDINGS
5. It can analysed that 42.8% opinioned were fully aware of the performance
appraisal system, 28.6% opinioned that, they were partially aware of the
performance appraisal system and 28.6% opinioned that, they were not at all
aware of the performance appraisal system. Hence it can said that majority are
having awareness.
6. 7.1% opinioned that, the performance appraisal is conducted for every 3 months,
50% opinioned that, the appraisal is conducted for every 6 months, 7.1%
opinioned that, the appraisal is conducted for every 9 months and 35.8%
opinioned that, the appraisal is conducted for every 1 year.
7. 86% opinioned that, the interpersonal and team relationships with peers,
superiors and subordinated is satisfactory and good and 14% opinioned that, the
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interpersonal and team relationships with peers, superiors and subordinated is not
satisfactory .
10. 28.6% of the respondents opinioned that, the feedback is communicated by the
concerned controlling officer, 64.3% opinioned that, the feedback is communicated
by the superior and 7.1% opinioned that, the feedback is communicated by any
other manager.
11. 32.9% of the respondents opinioned that, the self appraisal report should submit
to the superior and 67.1% opinioned that, the self appraisal report should submit
to any controlling officer.
12. 57% of the respondents opinioned that, the appraisal is based on well defined
objective and 43% opinioned that, the appraisal is not based on the well defined
objective .
13. 17% of the respondents opinioned that, the appraisal is based on job analysis and
83% opinioned that, the appraisal is not based on job analysis.
14. All the respondents opinioned that, the appraisal is necessary for the organization.
15. 64% of the respondents opinioned that, the performance appraisal publicity is
given by the organization and 36% opinioned that, the publicity is not given.
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16. 50% of the respondents opinioned that, the present performance appraisal system
is effective and 50% of the respondents opinioned that, the present appraisal
system is not effective.
17. 28.6% of the respondents opinioned that, the appraisal regarding promotions is
based on only seniority, 14.3% opinioned that, the appraisal regarding promotions
is based on only merit and 57.1% opinioned that, the appraisal regarding
promotions is based on both merit and seniority.
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5.3 SUGGESTIONS
1. Only few respondents opinioned that the appraisal factors are excellent. So the
organization needs to consider good factors for appraisal.
2. The organization need to consider 360 degree appraisal system because they
prefer more to the peers.
3. For every organization the awareness of performance appraisal is important. So
the organization needs to create 100% awareness about performance appraisal
system.
4. The performance appraisal should be conducted based on the well defined
objective.
5. Job analysis is one of the dominant factors for appraisal so the organization need
to give more importance for job analysis while conducting appraisal.
6. The organization has to increase efficiency of system by establishing the good
standards for performance appraisal.
7. The feedback plays a major role in the process of communication between the
superior and the subordinate. So that the organization need to provide
immediate feedback to its employees.
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5.4 CONCLUSION
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BIBLIOGRAPHY
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BIBLIOGRAPHY
BOOKS
1. DR. P. SUBBA RAO Essentials of Human Resource Management And
industrial relations, Himalaya publishing house, 3rd revised edition, Mumbai 1999.
READING MATERIALS
1. Annual records and reports of the coca cola company.
2. Previous project records at the company.
WEBSITES
1. www.Google.com
2. www.BBIPLINFRA.com
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ANNEXURES
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QUESTIOINNAIRE
Respected Sir/madam,
NAME:
AGE:
DESIGNATION:
DEPARTMENT:
MONTHLY INCOME:
EXPERIENCE:
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A .Your superior
B .Any controlling officer
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