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A SWEET EMPLOYEE PERFORMANCE

APPRAISAL SYSTEM FOR JELLY BELLY

Faculty Group Members


Shikha Goyal Prerna Chand
Assistant Professor Raisul Azam
Lovely Professional Rizwan Khan
Iqjot Kour
PERFORMANCE APPRAISAL SYSTEM-JELLY
BELLY
Introduction

Company Profile
•Jelly Belly Candy Company-Herman G Rowland (G.
Grandson)
•Former name- Herman Goelitz Candy
Company and Goelitz Confectionery Company
•Founded in 1869
•Products-More than 50 varieties
CONT..
 Traditional flavors like orange, lemon, lime, and cherry,
to more exotic ones
like cinnamon, pomegranate, cappuccino, buttered
popcorn, and chili-mango
 1976-U.S. president Ronald Reagan as his favorite
candy
 Boosted export of candy

 Jelly Belly recognizes that employees are more likely to


stay with their employer when they feel connected and
recognized for their efforts.
 Programs for managing and evaluating employee
performance are critical to aligning corporate and
employee values and priorities.
PERFORMANCE MANAGEMENT SYSTEM
 Organizational Goal, Individual goal-determines the
success of organizational goal
 Purpose of PMS

 Reward allocations

 Identifying areas for development

 Criteria to validate selection device and development


programs
Having a variety of jelly bean flavors is great
- a variety of employee appraisal processes
in a single company is not
CHALLENGES
 New employee performance and talent
management system
 Updating and consolidating performance
management process
 Training to employees for new system

 Accurate reviews of employees in stipulated time


SOLUTION
 Top priorities “ease of use”
 A new system also had to save time. Because
employees were in multiple locations, it needed to be
web-based for accessibility.
 And it had to be flexible, easily incorporating core
competencies into different forms
 Eliminated those that were geared to very large
companies and were not web-based and too many
options for customization
CONT..
 The committee selected Halogen Performance™, a web-
based application for managing employee performance from
Halogen Software.
 User-friendliness interface and easy for the managers to
use and it's customizable without overwhelming.
 After two days of training by Halogen staff, four members
of Jelly Belly's HR team set out to train the company's
supervisors on the new system.
 About 50 managers received a crash course in using
Halogen Performance, and then used it to complete annual
employee evaluations
 Jelly Belly's HR team is now customizing the software to
include more relevant competencies and to respond to
comments from managers and staff on the new system.
 The feedback has been really positive, from both managers
and employees as well
RESULTS

 The new automated employee performance appraisal


system has completely formalized and organized Jelly
Belly's employee evaluation process
 Standardize competencies across job classifications,
add signature and comment sections to make our
process more interactive, and increase accessibility
for remote managers
 The web-based product helps remote and traveling
managers maintain access to the forms and the data
they need to evaluate their staff
 Organizing and automating the appraisal process
results in performance appraisals that are more
accurate and fair
CONT..

 The new system is also helping Jelly Belly track


training requirements and development in its
staff
 The new employee performance and talent
management system has proven to be a big time-
saver for Jelly Belly's HR team
 The new system is also helping Jelly Belly to
better align employee goals with the company's
business objectives
Thanks
Having a variety of jelly bean flavors is great
- a variety of employee appraisal processes
in a single company is not

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