The document is a report on performance appraisals of employees at Coca-Cola India. It discusses the performance appraisal process and techniques used at Coca-Cola, including surveys of employees' opinions. The majority of employees agreed the techniques are fair and can motivate employees, but some felt they should be more frequent and elaborate. The report provided recommendations to address issues like potential bias and improve the system.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Recruiting is the process of finding & attracting capable applicants for employment. The process begins when new recruits are required & ends when their applications are submitted.The result is a pool of applicants from which new employees are selected.
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Recruiting is the process of finding & attracting capable applicants for employment. The process begins when new recruits are required & ends when their applications are submitted.The result is a pool of applicants from which new employees are selected.
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
IBM Analytics: Thought Leadership White PaperCasey Lucas
Implementing Agile Performance Management.
The findings, focusing on the early days of
adoption, provide evidence-based guidance for
organizations considering a move away from traditional
performance management programs and looking for a
more agile approach.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Presentation by Dr. Damien West on 'Developing High Performance: Performance ...OECD Governance
This presentation by Dr. Damian West from the Australian Public Service Commission, was made at the joint meeting of the Senior Budget Official Performance and Results Network and the Public Employment and Management Expert meeting on 26 November 2015. For further information, please see http://www.oecd.org/gov/pem/.
Effectiveness of Performance Management SystemCeline George
According to several studies conducted by leading management exponents, it is estimated that there are about 48% of employees who are disengaged at their workplace.
Read Blog: https://www.openhrms.com/blog/how-to-measure-effectiveness-of-performance-management-system
High-Impact Performance Management: 4 Ways to Build Your Leadership Bench and...Snag
Performance management in the service industry is no easy task. You’ve got a lot of locations and higher-than-average turnover. Keeping frontline employees engaged, while developing your best ones for future management positions is not only a top concern for most companies, but also crucial to overall business success.
Check out our ‘High-Impact Performance Management’ webinar presentation, featuring our performance management expert, Dr. Chris Wright, and Flash Foods’ Training Manager, Michelle Davis, to receive 1 credit hour toward HRCI recertification and:
– Discover the 4 secrets to develop your top performers and build your leadership bench
– Hear how Flash Foods is increasing evaluation efficiency by 75% and saving 750 hours/year
– Uncover the 6 mistakes so many companies are making in the performance management process … and how to correct them
– Understand how increasing feedback can also increase employee engagement, retention and customer service
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
Similar to 214870420 performance-appraisal-of-coca-cola-employees (20)
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
1. Performance Appraisal Of
Coca-Cola Employees
Submitted By- Submitted To-
Payal Sharma Prof. Amrinder Singh
BBA 3rd year
Course No- 306
Govt. M.A.M P.G College, Jammu (J&K)
2. Introduction
• The Coca-Cola Company is the world's largest
beverage company.
• One of the early investors in India, the Coca-
Cola system provides direct and indirect
employment to more than 1, 50,000 people.
• The Company has more than 2.2 million
retailers in India.
3. 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.
4. 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.
5. 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.
6. “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 employee’s 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.
7. Research Methodology
•Research Design Descriptive Research
•Sampling Technique Purposive Sampling
Technique
•Sample Size 21
•Time Limit Four weeks
•Research Instrument Close End Structured
Questionnaire
•Data Collection
Technique
Primary Data
Collection Technique
•Data Presentation Pie Charts & Tables
8. Q1. Performance appraisal techniques
employed in Coca cola are a fair &
equitable-
Response No. of Employees
Agree 15
Disagree 0
Partially Agree 5
Completely
disagree 1
Neither agree nor
disagree 2
Data Interpretation-
Majority of respondents
agreed that the
performance appraisal
techniques employed in
coca cola are fair and
equitable.
9. Q2. Performance appraisal techniques
employed in coca cola should be
more elaborative
Agree
76%
Disagree
0%
No. of Employees
Partially Agree
24%
Completely
disagree
0%
Neither agree
nor disagree
0%
Response No. of Employees
Agree 16
Disagree 0
Partially Agree 5
Completely disagree 0
Neither agree nor disagree 0
Data Interpretation- Majority
of respondents agreed that the
Performance appraisal techniques
employed in coca cola should be
more elaborative
10. Q3. Performance appraisal techniques
employed in Coca Cola should be
conducted half yearly rather than
annually
Agree
62%
Disagree
14%
No. of Employees
Partially Agree
24%
Completely
disagree
0%
Neither agree nor
disagree
0%
Response No. of Employees
Agree 13
Disagree 3
Partially Agree 5
Completely disagree 0
Neither agree nor
disagree 0
Data Interpretation- Majority
of respondents agreed that the
Performance appraisal
techniques employed in Coca
Cola should be conducted half
yearly rather than annually
11. Q4. Performance appraisal techniques
are considered as a vital tool and
source of motivation of employees
Agree Disagree Partially Agree
Completely disagree Neither agree nor disagree
57%
0%
38%
No. of Employees
0%
5%
Response No. of Employees
Agree 12
Disagree 0
Partially Agree 8
Completely disagree 0
Neither agree nor
disagree 1
Data Interpretation- Majority of
respondents agreed that the
Performance appraisal techniques
are considered as a vital tool and
source of motivation of employees.
12. Q5. Performance appraisal techniques
used in the organization convey the
message that the men are valued
Agree
33%
Disagree
0%
No. of Employees Response No. of Employees
Agree 7
Disagree 0
Completely
disagree
0%
Partially Agree
57%
Neither agree nor
disagree
10%
Partially Agree 12
Completely disagree 0
Neither agree nor disagree 2
Data Interpretation- Majority of
respondents agreed that the
Performance appraisal techniques
used in the organization convey the
message that the men are valued.
13. Q6. Performance appraisal techniques
help in evaluating the effectiveness of
HR policies and procedures
No. of Employees
Agree
85%
Disagree
0%
Completely disagree
0%
Partially Agree
10%
Neither agree nor
disagree
5%
Response No. of Employees
Agree 17
Disagree 0
Partially Agree 2
Completely disagree 0
Neither agree nor
disagree 1
Data Interpretation- Majority of
respondents agreed that the
Performance appraisal techniques
help in evaluating the effectiveness
of HR policies and procedures.
14. Q7. Performance appraisal techniques
help in making superior subordinates
relationship
Agree
65%
Completely
disagree
Disagree
0%
4%
Partially Agree
22%
No. of Employees
Neither agree
nor disagree
9%
Response No. of Employees
Agree 4
Disagree 1
Partially Agree 12
Completely disagree 1
Neither agree nor
disagree 3
Data Interpretation- Majority of
respondents agreed that the
Performance appraisal techniques
help in making superior subordinates
relationship.
15. Q8. Performance appraisal techniques
give the employees an opportunity to
discuss long term career goals and plans
with the superiors
Agree
62%
Completely
disagree
Partially Agree
9%
0%
Disagree
19%
No. of Employees
Neither agree nor
disagree
10%
Response No. of Employees
Agree 13
Disagree 4
Partially Agree 2
Completely disagree 0
Neither agree nor
disagree 2
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.
16. Q9. Performance appraisal techniques
increases the effectiveness with which
the individual performs the job
Agree
57%
No. of Employees
Completely disagree
Disagree
0%
Partially Agree
38%
0%
Neither agree nor
disagree
5%
Response No. of Employees
Agree 12
Disagree 0
Partially Agree 8
Completely disagree 0
Neither agree nor
disagree 1
Data Interpretation- Majority of
respondents agreed that the
Performance appraisal
techniques increase the
effectiveness with which the
individual performs the job.
17. Q10. Performance appraisal
techniques should be employees only
at the time of promotion
Agree
34%
No. of Employees
Disagree
38%
Partially Agree
14%
Completely
disagree
14%
Neither agree nor
disagree
0%
Response No. of Employees
Agree 7
Disagree 8
Partially Agree 3
Completely disagree 3
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.
18. Q11. The result of Performance
appraisal techniques must be used for
taking important personnel decisions
such as trainings, transfers, etc.-
Agree
38%
No. of Employees
Disagree
29%
Partially Agree
14%
Completely
disagree
0%
Neither agree nor
disagree
19%
Response No. of Employees
Agree 8
Disagree 6
Partially Agree 3
Completely disagree 0
Neither agree nor
disagree 4
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.
19. Q12. An open discussion should be
conducted between the superiors &
subordinates after the performance
appraisals
Agree
67%
Partially Agree
0%
No. of Employees
Completely disagree
Disagree
28%
0%
Neither agree nor
disagree
5%
Response No. of Employees
Agree 14
Disagree 6
Partially Agree 0
Completely disagree 0
Neither agree nor
disagree 1
Data Interpretation- Majority of
respondents agreed that the open
discussion should be conducted
between the superiors & subordinates
after the performance appraisals.
20. Q13. Interpersonal relations lead to
biased performance appraisals
Agree
62%
Response No. of Employees No. of Employees
Partially Agree
Disagree
0%
38%
Completely disagree
0%
Neither agree nor
disagree
0%
Agree 13
Disagree 0
Partially Agree 8
Completely disagree 0
Neither agree nor
disagree 0
Data Interpretation- Majority of
respondents agreed that the
Interpersonal relations lead to biased
performance appraisals.
21. Q14. The Performance appraisal
techniques employed in Coca Cola are
No. of Employees
Excellent
21%
Very Good
42%
Satisfactory
26%
Average
11%
Response No. of Employees
Excellent 4
Very Good 8
Satisfactory 5
Average 2
Data Interpretation- Majority of
respondents agreed that the
Performance appraisal techniques
employed in Coca Cola are very good.
22. 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.
23. 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.
24. 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.
25. 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.