My Internship ppt on coca cola jammu

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.