Performance Appraisal Of Coca-Cola Employees

Submitted ByPayal Sharma Submitted ToProf. Amrinder Singh BBA 3rd year Course No- 306 Govt. 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 CocaCola 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, Kinley and 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 employees 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 Sampling Technique Sample Size Time Limit Research Instrument Data Collection Technique Data Presentation Descriptive Research Purposive Sampling Technique 21 Four weeks Close End Structured Questionnaire Primary Data Collection Technique Pie Charts & Tables

Q1. Performance appraisal techniques employed in Coca cola are a fair & equitableResponse Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees 15 0 5 1 2

Data InterpretationMajority of respondents agreed that the performance appraisal techniques employed in coca cola are fair and equitable.

Q2. Performance appraisal techniques employed in coca cola should be more elaborative
Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees 16 0 5 0 0
Agree 76% Disagree 0%

No. of Employees
Completely disagree 0%

Neither agree nor disagree 0%

Partially Agree 24%

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 No. of Employees
Response Agree Disagree No. of Employees 13 3
Neither agree nor disagree 0% Completely disagree 0%

Partially Agree
Completely disagree Neither agree nor disagree

5
0 0
Partially Agree 24%

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques employed in Coca Cola should be conducted half yearly rather than annually

Disagree 14%

Agree 62%

Q4. Performance appraisal techniques are considered as a vital tool and source of motivation of employees
Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees
Agree

No. of Employees
Disagree Neither agree nor disagree Partially Agree

12 0 8 0

Completely disagree

0% 5%

38%

57%

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques are considered as a vital tool and source of motivation of employees.

0%

Q5. Performance appraisal techniques used in the organization convey the message that the men are valued
Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees 7 0 12 0 2
Completely disagree 0% Neither agree nor disagree 10%

No. of Employees

Agree 33%

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques used in the organization convey the message that the men are valued.

Partially Agree 57% Disagree 0%

Q6. Performance appraisal techniques help in evaluating the effectiveness of HR policies and procedures No. of Employees
Response Agree Disagree Partially Agree No. of Employees 17 0 2
Disagree 0% Partially Agree 10% Neither agree nor disagree Completely disagree 5% 0%

Completely disagree Neither agree nor disagree

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques help in evaluating the effectiveness of HR policies and procedures.

Agree 85%

Q7. Performance appraisal techniques help in making superior subordinates relationship

Response Agree No. of Employees 4

No. of Employees
1
12 1
Partially Agree 22% Completely disagree 4% Neither agree nor disagree 9%

Disagree
Partially Agree Completely disagree Neither agree nor disagree

3
Disagree 0%

Agree 65%

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques help in making superior subordinates relationship.

Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree

Q8. Performance appraisal techniques give the employees an opportunity to discuss long term career goals and plans with the superiors No. of Employees
No. of Employees 13 4 2 0 2
Completely disagree Partially Agree 0% 9% Neither agree nor disagree 10%

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.

Disagree 19%

Agree 62%

Q9. Performance appraisal techniques increases the effectiveness with which the individual performs the job
Response Agree Disagree Partially Agree No. of Employees 12 0 8

No. of Employees
Neither agree nor disagree Completely disagree 5% 0%

Completely disagree Neither agree nor disagree

Partially Agree 38% Agree 57%

Data Interpretation- Majority of respondents agreed that the Performance appraisal techniques increase the effectiveness with which the individual performs the job.

Disagree 0%

Q10. Performance appraisal techniques should be employees only at the time of promotion No. of Employees
Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees 7 8 3 3
Completely disagree 14% Partially Agree 14% Agree 34% 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.

Disagree 38%

Q11. The result of Performance appraisal techniques must be used for taking important personnel decisions such as trainings, transfers, etc.No. of Employees
Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees 8 6 3 0 4
Completely disagree 0% Partially Agree 14% Neither agree nor disagree 19%

Agree 38%

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.

Disagree 29%

Q12. An open discussion should be conducted between the superiors & subordinates after the performance No. of Employees appraisals
Response Agree Disagree Partially Agree Completely disagree Neither agree nor disagree No. of Employees 14 6 0 0
Agree 67% Disagree 28% Neither agree nor Partially Agree disagree 0% 5% Completely disagree 0%

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

Response Agree No. of Employees 13

No. of Employees
Completely disagree 0% Neither agree nor disagree 0%

Disagree
Partially Agree Completely disagree

0
8 0
Agree 62%

Partially Agree 38%

Neither agree nor disagree

Data Interpretation- Majority of Disagree 0% respondents agreed that the Interpersonal relations lead to biased performance appraisals.

Q14. The Performance appraisal techniques employed in Coca Cola are

No. of Employees
Response
Excellent

No. of Employees
4
Average 11% Excellent 21%

Very Good

8
Satisfactory 26%

Satisfactory

Average

Very Good 42%

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.