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JVIRAHYAS@GMAIL.COM
A Project Study Report On Training Undertaken at VARUN BEVERAGE LIMITED PEPSICO PERFORMANCE APPRAISAL & INDUCTION POLICY Submitted in partial fulfillment for the Award of degree of Master of Business Administration Academic session 2009-2011
Submitted By:
Xxxxxx xxxxxx MBA 3rd SEM
Submitted To:
Drxxxxx (Director)
PREFACE
This project was a challenge for me and I am thankful to everybody for the combined efforts without which I would have not completed this project.
My project was based on the performance appraisal &induction policy of workers and staff in Varun beverage Ltd. (PepsiCo) where manpower is an important asset. For this I took interview of HR Manger of the company with the help of questionnaire. I am heartly thankful to all of them for supporting and encouraging me.
The industrial training is a part of the curriculum of the Rajasthan Technical University, Master of Business Administration 3rdsemester. There is a provision for industrial training of 45 days; it is aimed to provide the student an industrial exposure. Students are expected to learn the practical application of the theories being studied at the college level.
I selected Varun Beverage Ltd. (PepsiCo) for my industrial training. It is an excellent, innovative, and competitive and high- tech production company of safety beverages & food.
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ACKNOWLEDGEMENT
It gives me great pleasure to present this report, a written testimony of the most fruitful training. I sincerely acknowledge that whatever little achievements I have made through this report would not have been possible without cooperation.
I convey my sincere thanks Varun Beverage Ltd (PepsiCo). for giving me this opportunity to do project on PERFORMANCE APPRAISAL INDUCTION POLICY OF WORKERS & STAFF of Varun Beverage Ltd. (PepsiCo)
I offer my profound gratitude to Mr. S.K Pareek HR Manager, Varun Beverage Ltd. (PepsiCo) Jaipur for giving me the opportunity of amalgamating my theoretical knowledge with practical experience and allowing me to complete my summer project within the company. He not only served as my supervisor but also encouraged me throughout my academic program. He and the other HR members patiently guided me for the dissertation process. I thank them all.
I would like to thank Mr. J. virahyas to guide me for the project report. I am also thankful to all other faculty members for helping me out. Finally, I would like to thank my parents and all my friends who supported me.
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EXECUTIVE SUMMARY
Performance Appraisal is very essential for promotion, transfer, assessing the training of the employees. So appraisal on continuing basis during the working life of employees is very desirable and useful. However to have a proper control a formal procedure for evaluating Personnel within the organization are needed.
Varun Beverage Ltd. is one of the leading manufacture and exporter of beverages. It also provides healthy drinks.
My project is based on appraisal & induction of workers and staff to identify areas for further training, decide upon the pay rise and to determine promotions and transfers. There are around targeted staff employee and workers. I have adopted Graphic Rating Scale technique for the appraisal. For the form to be filled, I met the head of the department (HOD) and the immediate supervisor of the workers.
In this project, all the respondents provided their full cooperation and participated enthusiastically.
1. 2. 3
Introduction to the Industry Introduction to the Organization Research Methodology 3.1 Title of the study 3.2 Duration of the project 3.3 Objective of study 3.4 Type of Research 3.5 Sample size and method of Selecting sample 3.6 Scope of study 3.7 Limitation of Study
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4. 5. 6. 7. 8. 9. 10.
Facts and Findings Data Interpretation SWOT analysis Conclusion Recommendations Appendix Bibliography
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CHAPTER-1
degree in public and private management. Graduating in 190, Nooyi started at The Boston Consulting Group (BCG), and than held strategy positions at Motorola and Asea Brown Bover. In addition to being a member of the PepsiCo board of directors, Nooyi servers as a member of the board of the International Rescue Committee, Catalyst and the Lincoln Center for the Performing Arts. She is a Successor Fellow of the Yale Corporation and member of the board of Trustees of Eisenhower Fellowships, and currently serves as chairman of the U.S.-India. In 2007, she was chosen as a receipt of the Padma Bhusan award by the Government of India. In 2008, she was elected to the Fellowship of the America academy of Arts and Sciences.
PepsiCo Executive:
Nooyi joined PepsiCo in 1994 and named president and CEO in 2001. Nooyi has directed the companys global strategy for more than decade and led PepsiCos restructuring, including the 1997 divestiture of its restaurants into Tricon, now known as Yum! Brands Nooyi also took the lead in the acquisition of Tropicana in 1998, and merger with Quaker oats Company, which also brought Gatorade to PepsiCo .In 2007 she became the fifth CEO in PepsiCos 44-year history.
Pepsi is situated at Somars New York in U.S.A. Calab bradham a north Carolina pharmacist concocted Pepsi in the year 1890 as a cure to Dyespsia (indignation). In 1903, business strategy worked and in 1909 he had a New York advertising agency. PepsiCo Food & Beverages International, a full fledge co. earns more than half of its global revenues from snack foods & fast foods, PepsiCos major business includes Pepsi foods, KFS, pizza hut, taco bell 7 California pizzas is a world leader in restaurant business also. PepsiCo gained entry to India in 1988 by creating a joined venture with Punjab government owned Punjab Agro Industrial Corporation (PAIC) and Voltas India limited. PepsiCo is a world leader in convenient foods and beverages, with 2006 revenues of more then $35 billion and 168000 employees. PepsiCo brands are available in nearly 200 countries and territories and generate sales at the retail level of about $92 billion.
PepsiCo offers the world's largest portfolio of billion-dollar food and beverage brands, including 18 different product lines that each generates more than $1 billion in annual retail sales PepsiCo offers the world's largest portfolio of billion-dollar food and beverage brands, including 18 different product lines that each generate more than $1 billion in annual retail sales. Our main businesses-Frito-Lay, Quaker, Pepsi-Cola, Tropicana and Gatorade--also make hundreds of other nourishing, tasty foods and drinks that bring joy to our consumers in over 200 countries. With more than $43 billion in 2008 revenues, PepsiCo employs 198,000 people who are united by our unique commitment to sustainable growth, called Performance with Purpose. By dedicating ourselves to offering a broad array of choices for healthy, convenient and fun nourishment, reducing our
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environmental impact, and fostering a diverse and inclusive workplace culture, PepsiCo balances strong financial returns with giving back to our communities worldwide.
Our three business units were comprised of six reportable segments, as follows:
Frito-Lay North America (FLNA), Quaker Foods North America (QFNA), Latin Americas Foods (LAF), PepsiCo Americas Beverages (PAB,) United Kingdom & Europe (UKEU).
and offices. In addition, FLNA also utilizes approximately 55 plants and production processing facilities that are owned or leased by our contract manufacturers or co-packers.
Europe
Europe's most significant properties are its snack manufacturing and processing plants located in Leicester, U.K., and Coventry, U.K., each of which are owned. Europe also owns or leases approximately 35 plants and approximately 320 warehouses, distribution centers and offices. In addition, authorized bottlers in which we have an ownership interest own or lease seven plants and approximately 30 distribution centers. Europe also utilizes approximately one plant and production processing facility and approximately two distribution centers that are owned or leased by our contract manufacturers.
A Green Future
We operate in local communities around the world, and we are investing in innovative ways to minimize our environment impact. We are building facilities that conserve energy and raw materials and reduce waste. And across our operation, we are working with environmental organizations to understand local ecological challenges and apply advanced, scientifically based practices to address them. In 2009, we introduced new Sustainable Engineering guidelines that apply to our new construction and major reengineering projects worldwide. In the United States, our corporate facility in Chicago meets leadership in Energy and Environmental Design (LEED) standards for efficient and sustainable energy use and materials. And in Chongqing, China, we opened a new beverage facility designed to use 22 percent less water and 23 percent less energy than the average PepsiCo plant in china. The plant uses its innovative environmental management system to monitor water and energy use on every production line and every piece of equipment in real time.
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The technological will help the plant reduce carbon emission by an estimated 3,100 tons and conserve 100 million litters of water of each year.
PepsiCo established its business operations in India the year 1989. It is now the 4th largest consumer products company. PepsiCo has a divers range of product from tasty Treats to healthy Eats. It provides direct or indirect employment to 150,000 people in India. It has more than 36 bottling plants including 13 Company &23 Franchise owned ones.
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PepsiCo entered India in 1989 and grown to become the countrys largest selling food and Beverage Company. One of the largest multinational investors in the country. PepsiCo has established a business which aims to serve the long term dynamics needs of consumers in India. PepsiCo nourishes consumers with a range of products from treats to healthy eats that deliver joy as well as nutrition and always, good taste.pepsi, 7UP, Miranda and mountain dew, in addition to low calorie options such as Diet Pepsi, hydrating and nutritional beverages such as Aqua fine drinking water, isotonic sports drinks-Gatorade, Tropicana 100% fruit juices, and juice based drinks-Tropicana Nectars, Tropicana Twister and slice, non-carbonated beverage and a new innovation Nimbooz by 7up. Local brands-Lehar Soda, Dukes Lemonade and Mangola add to the diverse range of brands.
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Establishment
PepsiCo established
Employment
its PepsiCo India and to
Investment
India have and its
invested 1 billion
become one of the countrys people including leading food and beverage and distributors. companies. largest One of the
company was
multinational
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Flagship Brand of PepsiCo. 100 year old brand loved by over 200 million people worldwide.
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An iconic youth brand in India. The single largest selling soft drink brand in India.
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Constituents: Carbonated water, sugar, acidity regulator and sequestering agent, Permitted Class II preservatives, Contain added flavorNatural flavoring Substances, Quantity of sugar added- 11gm/100gm,Contain no fruits.
relatively
short span.
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Brand Advantage
Gatorade is an optimal mix of water, carbohydrates and essential mineral salts that get absorbed instantly to rehydrate, replenish and refuel like no other beverage can. Gatorade is unlike any other Beverage or Energy Drink! Gatorade quickly puts back what body losses in sweat. Its scientific formulation instantly helps the body restore essential minerals, salts, water & energy lost when it is active. Gatorade thus helps go Stronger for Longer. It contains less than of the sugar that is normally found in energy drinks/ soft drinks and even juices.
Gatorade is meant for consumption in active, sporty, hot and sweaty occasions. Gatorade is scientifically formulated and athletically proven to quench thirst.
In 2007, the brand was re-launched with a completely new, punchier formulation with communication that aimed at forging a strong emotional connect with the audience. Thus came about the "Darr Ke Aage Jeet Hai" campaign, which acknowledged that fear was a very real and relevant aspect of the adventurous world and Mountain Dew, as a brand wanted to encourage all youth in their moment of fear, to believe in themselves and just go for it because beyond fear, lies victory.
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Brand Advantage
The brand delivers very strongly on certain expectations. These are Locally Relevant Taste Nimbooz is a great tasting product which has capitalized on the existing familiarity & behavior of high frequency consumption of unpackaged / Homemade Nimbu pani. It has been true to its Asli Indian Identity by owning and appropriating Nimbu pani Codes such as the Matka (Earthen Pot) and Squeezer.
Convenience and Great Value The product is available in 3 convenient formats, 350ml PET, 200ml RGB and 200ml Tetra at magic price points of Rs.15, Rs. 10 and Rs. 10 respectively.
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Hygienic It is just like home made Nimbu pani, so that one can enjoy that natural and delicious lemony refreshment anywhere you go.
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In 2008, Slice was relaunched with a 'winning' product formulation which made the consumers fall in love with its taste. With refreshed pack graphics and clutter breaking advertising, Slice has driven strong appeal within the category.
TROPICANA
Brand History
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Tropicana was founded in Bradenton, Florida, USA, in 1947. And is now enjoyed almost everywhere in the world. Carefully nurtured for over 50 years, it has matured into one of the most respected beverage brands. Today it is the World's no. 1 juice brand and is available in 63 countries. Since 1998, it has been owned by PepsiCo, Inc. Tropicana Premium Gold was re-launched as Tropicana 100% in year 2008 Categories in India, Tropicana comes in 2 varieties: 100% Juices (sold as Tropicana 100%) and Juice beverages & nectars (sold as Tropicana).
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TROPICANA TWISTER
Brand History
PepsiCo India launched its international fruit drink brand Tropicana Twister nationally in India in Jan08. Tropicana Twister comes from the rich heritage and renowned fruit expertise of Tropicana, the World's No. 1 Juice brand.
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Tropicana Twister launch is a significant entry in a fast changing beverage industry where there is an increasing trend towards making healthier beverage choices. With the launch of Tropicana Twister, PepsiCo aims to create & capture significant part of the fastest growing Juice drinks category
The brand is targeted at young adults seeking natural refreshment beverage options that also deliver on attitude or coolness quotient and on-the-go convenience. Tropicana Twister is available currently in 2 exciting flavor variants Orange Thrill & Apple Burst, each available in highly attractive packaging & pricing: 250ml Glass Bottle at `12/- 350ml PET bottle at `22/- & 1.2L PET bottle at `70/-
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MIRINDA ORANGE
Brand History
Mirinda is an international soft drink brand from Spain that was launched in India in 1991. Now when we think Mirinda, we think orange. But this soft drink brand has many other fruit flavours; Mirinda Lemon was launched in 1998 & other flavors like Apple & Bat berry that were launched as in & outs.
Mirinda has always been about a great orange taste, which is now synonymous with the brand. These were communicated through our great campaigns; the memorable Mirinda Men to Taste Aisa Chaye Character Fisla Jaye.
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MIRINDA LEMON
Brand Advantage
All
Cheetos products are made with healthier oil - Rice Bran Oil. This has led to a reduction two of its biggest variants (Masala balls & Cheese Puffs) PepsiCo has reduced fat by
10% through product improvement initiatives even as it maintains their taste profiles.
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In
the third main variant - Tangy Loops, the product has been improved by using wholegrain new launch under Cheetos Whoosh is a source of Vitamin A.
in its manufacture.
The
Chester
Cheetah
is
Cheetos'
brand
mascot.
Chester Cheetah is the "Cool Cat" who accompanies kids in their adventures. Chester is wild and witty, wears cool sun glasses and is great fun to be with. Most importantly, Chester Cheetah is crazy for Cheetos.
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Brand Advantage
Cooked in RBO (Rice Bran Oil), Kurkure has 40% less Saturated Fat, Zero Trans Fats and No Added MSG. All the raw materials used in Kurkure comply with the Prevention of Food Adulteration Act and Rules that govern the manufacture, distribution and sale of Kurkure. All ingredients are such that are used daily in all households today for preparation of various edible items.
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LAYS
Brand History
Lays - worlds largest and favorite snack food brand, has also steadily established itself as an indispensable part of the snacking culture in India since its launch in 1995. Lays, with its irresistible tastes, international & Indian flavors and young imagery has established itself as a youth brand and continues to grow in the hearts and mind of its consumer!
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Brand Advantage
Quality Standards
Lays is made in automated plants in three locations Channo (Punjab), Kolkata and Pune. These plants are also audited and certified by various external agencies. These certifications include:
HACCP
(Hazard analysis & critical control point), by TQCSI (Australia), which confirms that products are manufactured in Food
Certification
Safety Environment & manufacturing has adequate controls to ensure product tracking.
AIB The
International: one of the best auditing body which confirms process and product safety. plants are ISO 14000 certified which confirms that the manufacturing process ensure plants are also certified to ensure that the product, process, environment and people
environmental safety.
Our
safety have been maintained at very high level and this certification is issued by OHSAS 18001 (Occupational Health & Safety Assessment Series USA).
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LEHAR NAMKEEN
Brand History
Lehar was launched in 1996, Innovated through small packs and new traditional Flavours. It was built on communication, irresistible taste and modern imagery. Lehar was re-launched in 2006 and positioned on the plank of "Taste zyaada kyonki oil taza" with a promise to deliver good taste through the use of fresh oil in manufacturing.
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Quaker Oats offer the complete whole grain "package" of complex carbohydrates, fiber, essential nutrients, and phytonutrients - plant based substances with many health benefits. Each serve of Quaker oats provide 70% of your daily whole grain requirement Quaker Oats helps reduce cholesterol and helps weight management
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UNCLE CHIPS
Brand History
Launched in 1992, Uncle Chipps was a pioneer in branded potato chips in India. The brand was acquired from Amrit Agro Ltd. in 2000 by Frito-Lay India. The extremely popular brand has grown from strength to strength post acquisition with consumers feeling a very strong connection with it. Uncle Chipps is warm playful, lively, companionable and traditional-at-heart', just like the Uncle everyone in the family related to and no family gathering is complete without!
ALIVA
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Brand History
Aliva was launched on June 5, 2009. Aliva has an iconic product shape that has even been granted a design registration.
tasty snacking options in line with local consumer needs. Aliva has a range of 4 distinct Indian flavours that have been inspired by local spices unique to different parts of the country.
03 Jun 10 7UP launches first-of-its-kind digital campaign in AP 18 May10 7UP'S mega campaign brings loads of goodies for consumers in West Bengal 09 May10 Nimbooz's "Pecha Bhangre Da" Winners are from Nachda Punjab Cutural Society & Mohindra College 06 May10 Gautham Mukkavilli to head PepsiCos Global COE on Grain Nutrition 04 May10 Lays launches four consumer co-created flavours-an India first! 22 Apr 10 Mountain Dew dons new look with grip pack 09 Apr 10 Tatas & PepsiCo sign MOU to form JV for healthy beverages 25 Mar10 PepsiCo India achieves splendid success in contact farming in West Bengal 03 Mar10 PepsiCo WOWs youngsters with its new thematic campaign
'Youngistaan ka WOW' 03 Mar10 22 Feb10 Mountain Dew Teams Up With Kings XI Punjab Slice launches in Mumbai to bring Pure Mango Pleasure to Indias Mango Capital. 28 Jan 10 A burst of lemon refreshment-7UPs new campaign for 2010 23 Jan 10 Mirinda launches 'Home pack' 28 Oct 09 Lays launches mega consumer engagement program 19 Dec09 19 Dec09 02 Dec09 02 Dec09 22 Sep08 Talent Hunt for fast bowlers Gatorade Launches Pace Bowling Hunt More products launch under Kurkure and Cheetos PepsiCo to transform snacks: cut fat, add more nutrients PepsiCo slots $500 mn to triple India sales
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PepsiCo to invest $500 mn; vows to replenish water PepsiCo working on nutritious products for women PepsiCo commits $500m aims to triple business PepsiCo to invest $500 mn in India over three years Indra Nooyi, Warren Buffett in top 'executive icons' list
At PepsiCo, we believe being a responsible corporate citizen is not only the right thing to do, but the right thing to do for our business.
Our Mission
Our mission is to be the world's premier consumer Products Company focused on convenient foods and beverages. We seek to produce financial rewards to investors as we provide opportunities for growth and enrichment to our employees, our business partners and the communities in which we operate. And in everything we do, we strive for honesty, fairness and integrity.
Our Vision
"PepsiCo's responsibility is to continually improve all aspects of the world in which we operate environment, social, economic - creating a better tomorrow than today." Our vision is put into action through programs and a focus on environmental stewardship, activities to benefit society, and a commitment to build shareholder value by making PepsiCo a truly sustainable company.
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Brands facts
PepsiCo nourished consumer with range of product from tasty to healthy eats that deliver enjoyment, nutrition, convenience as well as affordability.
Beverages
Foods
PepsiCos food division, Frito-lays, is the PepsiCo Indias expansive portfolio includes iconic refreshment beverages Pepsi, 7up, Nimbooz, Miranda and Mountain Dew, in addition to low calorie options such as Diet Pepsi , hydrating and nutritional beverages such as Aquafina drinking ware, isotonic sports drinks Gatorade , Tropicana nectars, Tropicana twister and slice. Local brands Lehar evervess sods, Dukes lemonade and
leader in the branded salty snack market and all Frito-lays products are free of trans-fat and MSG. it manufactures lays potato chips; cheetos extruded snacks, uncle chips and traditional snacks under the kurkure and Lehar brands. The companys high fiber breakfast cereal, Quaker oats, and low fat and roasted snacks options enhance the healthful choices available to consumers. Frito lays core products, lays, kurkure, uncle chips and cheetos are cooked in rice bran oil to significantly reduce saturated fats and all its products contain voluntary nutritional labeling on their packets.
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Pepsi logos
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(1898)
(1998)
(2005)
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(2008)
GENERAL MANAGER
FINANCE MANAGER
HR MANAGER
MARKETING MANAGER
R& D
QUALITY
ASSIATANT MANAGER
ASSISTANT MANAGER
ASSISTANT MANAGER
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To capture major parts of the Global market so as to cater to the needs of both domestic as well as the international market.
To improve the productivity by effective utilization of resources. To expand the scale of production to enjoy the benefit of economies of scale i.e. to increase the level of production to reduce the per unit cost.
To minimize the wastage or scrap to ensure the cost effectiveness. To further improve the quality of the product so as to become the leading supplier of Safety beverages, foods, mineral waters etc in the world.
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COMPANY PROFILE
Name of Company Year of Manufacturing : Varun Beverage Ltd. (PepsiCo) : 1991(In India established in year 1989) Address Product : : Cold drink, Healthy drinks, Foods, mineral water, etc Main Plant & Machinery : Delhi (36 bottling plants Including13company &23 Franchise owned ones) Board of Directors : MDDirectorDirectorCFO & Company Secretary Certification Agency
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Company Project Studies has been done under Varun beverages ltd. The company was incorporated in 1995 and is based in Gurgaon, India. Varun Beverages Limited operates as a subsidiary of RKJ group. The company has 18 bottling plants in India. Varun Beverages Jaipur started in June 1995.
It can be said with absolute certainty that the RKJ Group has carved out a special niche for itself. Its services touch different aspects of commercial and civilian domains like those of:
Bottling Food Chain and Education. Headed by Mr. R. K. Jaipuria , the group as on today can lay claim to expertise and leadership in the fields of education, food and beverages.
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The business of the company was started in 1991 with a tie-up with Pepsi Foods Limited to manufacture and market Pepsi brand of beverages in geographically predefined territories in which brand and technical support was provided by the Principals viz., Pepsi Foods Limited. The manufacturing facilities were restricted at Jaipur Plant only. Varun Beverages Ltd. is the flagship company of the group. It is a bottling plant of the R.K.J. group which is located in Bhiwadi, Jaipur (Rajasthan).
R.K.J. GROUP
BOTTLING
FOOD CHAIN
EDUCATION
ltd. etc.
The group also became the first franchisee for Yum Restaurants International [formerly PepsiCo Restaurants (India) Private Limited] in India. It has exclusive franchise rights for Northern & Eastern India. It has total 46 Pizza Hut Restaurants & 1 KFC Restaurant under its company.
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It has diversified into education by opening the first school in Gurgaon under management of Delhi Public School Society. The schools of the group are run under a Registered Trust namely Champa Devi Jaipuria Charitable Trust.Companies are medium sized, professionally managed, unlisted and closely held between Indian Promoters and foreign collaborators. THE AUTOMATED BOTTLING PROCESS
WASHING OF BOTTLES
CAPPING
LABELLING
CODING INSPECTION
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PACKAGING
Awards feather in the cap-The group added another feather to its cap when the prestigious PepsiCo International Bottler of the Year award was presented to Mr. R. K. Jaipuria for the year 1998 at a glittering award ceremony at PepsiCos centennial year celebrations at Hawaii, USA. The award was presented by Mr. Donald M. Kendall, founder of PepsiCo Inc. in the presence of Mr. George Bush, the 41st President of USA, Mr. Roger A. Enrico, Chairman of the Board & C.E.O., PepsiCo Inc. and Mr. Craig Weather up, President of Pepsi Cola Company. The RKJ group led by Mr. Jaipuria has seven Pepsi bottling plants. Spread around the country in Greater Noida and Kosi (UP), Alwar and Jodhpur (Rajasthan), Goa, Dharwar (Karnataka) and Kathmandu.
It has mainly 5 departments, these are: 1. Shipping Department 2. Production Department 3. HR Department 4. Finance Department 5. Sales and Marketing Department
FUTURE PLANS
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In two months time, the South African country Zambia will have another beverage company added to the limited plants existing in the country. The Pepsi-Cola plant in Lusaka whose construction begun in September last year under the franchise of Varun Beverages a subsidiary RJ Corporation of India, is expected to open in the first week of August.
Key Points Creation of 300 immediate jobs for Zambians. 16 people earmarked for technical positions already in India under the auspices of
the company, for orientation in beverage technology. First phase Varun Beverages-Zambia to be located in the vicinity of Zambia
Breweries with a capital injection of US$20 million, will give a number of management positions to Zambians. Apart from Pepsi and water-packaging, a range of fresh-fruit juices will also be processed. Second phase Expansion into the Copperbelt in the next two years, at an estimated
Mr Ravi Jaipuria extolled Zambias investment policies and stable political climate coupled with friendly people, as variables that attracted his company to invest in the country. Zambia is a very peaceful country and because of its centrality it is easy to tap into the market in neighboring countries, this would also help marketing the country to other investors.
Varun Beverages chairperson Ravi Jaipuria has pledged commitment to ensuring good conditions of service for workers. A strong commitment to corporate-social responsibility and the environment has also been made. Diplomats at the Zambia High Commission in New Delhi recently visited the headquarters of Varun Beverages on the outskirts of the
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capital, to acquaint themselves with operations of the company whose chain of other businesses include Pizza Hut, Costa Coffee and Kentucky Fried Chicken, popularly known as KFC, among others. Zambian business executives and representatives from the Zambia Development Agency (ZDA) networked with the Indian business community under the theme India-Africa Project Partnership.
The company which will add to the core Pepsi-product, fruit juice processing, will also expand to the Copperbelt in the next two years. The expansion programme will gobble US$15million. Plans are also afoot to explore viability of the beverage industry in far flung and remotes parts of the country. This will however, be dictated by the supply chain of raw materials and their availability. This is to ensure sustainable production. The company will also consider diversifying into agriculture and dairy industry. When this happens, out-grower schemes will be an added. This will trigger farmer-motivation and increased productivity with one end result-more income for peasant farmers
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To encourage employee to stretch performance. To focus on performance and display appropriate behavior. To the management form a basis for taking decisions regarding further training and development, recruitment etc.
To provide coaching, counseling, career planning and motivation to the subordinates. To test the effectiveness of recruitment, selection and induction programme.
Type of Research
A Research design specifies the methods and procedures for conducting a particular study. It is a map (or) blue print to which the research is to be conducted. The research design will give a clear cut idea of the procedure to be followed for the completion of the project. The research has been carried out with certain focused objectives which need to be fulfilled after the completion of the study. The completion of these objectives will throw some light on the problem. The problem at hand is to study the Procedure for Recruitment and Selection followed at the organization. EXPLORATORY research design has been considered as a suitable methodology for present study and for data analysis.
There are two types of sampling 1) Random Sampling and 2) Systematic Sampling
1)
2)
Sample size:
The sample size for the survey conducted was 50 respondents. All were
employees of VBL PepsiCo jaipur. Random sampling Technique was used in the survey conducted.
RESEARCH DESIGN
Research design is the overall description of all the steps though which the projects have preceded from the setting of objectives to the writing of the project report. The success of the project depends on the soundness of the research design, which includes problem definition, specific method of data collection and analysis and time required for the project.
Books related to performance appraisal & induction policy. Handbook of the company. Internal survey of the organization. Searching on the internet for the significant information.
VBL believes that a quality workforce build a quality organization. Towards this objective the groups retail training division has devised strategies that help develop the employees competencies, knowledge and skills. The HRD is for the complete monitoring of various processes conducted for the employees of VBL, in other words this department keeps track of the number of persons being trained, selected and recruited each month in a year, the engineer of this department keeps the note of the number of persons being trained, selected, and recruited each month. The system gives us complete information about the details of the persons their number for current menthe and also the cumulative figure. Considering the economic condition of country and the public sector undertaking in particular the chairman, as well as managers of the subsidiary companies have been emphasizing on the need for improving the effectiveness of executives, supervisors, workers at all levels of the company through intensive training. In VBL effective utilization of available manpower is of critical importance, this can be achieved through refresher training, basic training, retraining, on the job training of all employees, especially training of the apprentice and young entrants. The Human Resource Development Department promotes VBL to move ahead with its objectives. The management development division looks after training and development affords for executive through in- company and external training programs. The technical division looks after training of manufacturing personnel for skill development and coaching for carrier growth as well as meeting technical manpower needs.
PERFORMANCE APPRAISAL
INTRODUCTION
Performance Appraisal is a method by which the performance of an employee is evaluated in a systematic way. The performance is measured against factors such as job knowledge, quality, quantity of output, initiative, leadership abilities, supervision, dependability, cooperation, judgement, etc.
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It is the method of evaluating the behaviour of employees in the work spot, normally including both the qualitative and quantitative aspects of job performance. It is a systematic and objective way of evaluating both the work- related behaviour and the potential of the employee. It is a process which involves determining and communicating to an employee how he or she is performing the job and establishing a plan of improvement for him or her.
Assessment of performance should not be confined to the past performance alone. Potentials of the employee for future performance must also be assessed.
The other terms used for Performance Appraisal are: Performance Rating, Employee Assessment, Personnel Appraisal, Performance Evaluation, and Employee Evaluation.
Performance Appraisal is not done in isolation. It is linked to the job analysis where Job Analysis sets out requirements, which are translated into performance standards, which in turn form the basis for Performance Appraisal.
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It is result oriented as well as potential oriented. It is a means of self- control, judgement and evaluating potentiality.
What Is To Be Appraised?
Appraisal is to be done of:
Behaviour, including observable physical action, movements. Traits, which are measured in terms of personal characteristics.
When to Appraise?
Appraisal should be done periodically. Appraisal should be done formally as well as informally. Appraisal should be done systematically. Appraisal of performance should also be done after an employee is promoted or transferred to another job.
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To give feedback to employees about their performance so that they could improve themselves.
To assess the strengths and weaknesses of the employees. To identify the employee training needs. To form a basis for personnel decisions concerning promotion, transfer, demotion, pay increment, etc.
To develop positive superior- subordinates relations. To provide data for personnel planning. To ensure personal growth and development of an employee. To improve efficiency and productivity of the employees. To test the effectiveness of recruitment, selection and induction programme. To help the employee understood their personal goals and how the attainment of these goals leads to the attainment of Organizational objectives as a whole.
Performance is an important component of motivation. There are effort- performance and performance reward linkages to motivate an employee. Through the objective analysis of performance appraisal, it becomes possible for the Organization to weed out inefficient employees.
Appraisals provide a legal basis and defensible reasons for making promotion, transfer, reward and discharge decisions.
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Higher- caliber personnel are attracted to an Organization that recognizes and rewards better than average performance.
Appraise Performance
P E R F O R M A N C E
M A N A G E M E N T
Performance Interview
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1)
Use Appraisal Data for Appropriate Purposes Setting Objectives of Performance Appraisal: - Firstly the objectives or the
purpose of conducting the performance appraisal are determined. The objectives may include assessing the training needs, awarding pay increase, decision regarding promotion and transfer, etc.
2)
3)
When to Evaluate?
Appraisa l Design
What Problems?
4)
The Assessment should also include ones potential to perform and not just actual performance.
5)
Performance Interview: - Once the Appraisal is done the raters should discuss and review the performance with the rates so that they may receive feedback about where they stand in front of their superiors.
Performance Interview has three goals: To maintain the behaviour of employees who perform in desirable manner. To change the behaviour of employees whose performance does not meet the Organizational requirements. To recognize the superior performance behaviour so that they could try to reach that level.
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ii.)
Archiving Performance Data: - Organizations need to archive or store the appraisal data so that they could use the data for future reference.
iii.)
Use of Appraisal Data: - The final step in the appraisal process is the use of appraisal data. The appraisal data is generally used by the HR department for: -
Remuneration administration. Employee training and development programmes. HR planning. Promotion, Transfer, lay- off decisions.
1.)
strengths, weaknesses, past performance, potential, and suggestions for improvement. In this, the rater describes the performance of the employee in his own words. He has to devote considerable time and thought for writing his analysis. He generally writes from diary of observed critical incidents kept by him.
Merits It is a simple method. It provides detailed feedback to subordinates. The rater is given the opportunity to express specific points regarding a particular employees performance. Demerits
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It can be very time consuming. The usefulness of the essay appraisal depends heavily on the writing skills of the supervisor.
The use of this evaluation for rewards and validation of selection devices is severely limited.
2.)
Critical Incident Appraisal: This method requires the rater to maintain a record
of key behaviours that may be critical to make the difference between doing a job effectively and doing it ineffectively. The rater writes down anecdotes that describe what the employee did that was especially effective or ineffective. It provides information based on systematic observation of actual job performance.
Merits It looks at behaviours. The list of critical incidents tells which of employees behaviours are desirable and which one calls for improvements. It emphasizes rating on objective evidence rather than on the subjective evaluation of traits. The supervisor finds counseling easier since he knows his subordinates strengths and weaknesses. Demerits It is time-consuming and burdensome for appraisers to regularly write these incidents down.
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Critical incidents do not lend themselves to quantification. Thus, the comparison and ranking of subordinates is difficult.
It may lead to too much supervision with the employees feeling constantly under watch.
3.)
descriptions and ticks those behaviours that apply to the employee. The rater merely goes down the list and gives yes or no responses. He checks and ticks the items. If the employee does not possess a listed trait, he leaves it blank.
Merits The checklist method reduces some bias, since the rater and the scorer are different.
Demerits It is difficult and costly. Because if there is a big number of job categories, a checklist of items must be prepared for each category.
4.)
Graphic Rating Scale: It is one of the oldest and most popular methods of
appraisal. In this method, the appraiser, who is usually the supervisor, is supplied with a printed form, one for each person to be rated. For lower level employees, typical qualities rated are quantity and quality of work, job knowledge, cooperativeness, dependability, initiative, industriousness, willingness to accept responsibility, attitude. For managerial personnel, the attributes included are
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analytical
ability,
judgement,
leadership,
communication
interpersonal skills, planning and decision- making abilities. The assessor goes down the list of factors and notes that point along the scale that best describes the employee.
Merits Rating scales are less time- consuming to develop and administer. They also provide space for the rater to comment on the evaluation given for each characteristic. Rating scales are easy to understand and require no detailed training. They allow many employees to be rated quickly. In these scales, more than one performance dimension can be included. They permit quantitative analysis and comparison. Since the standardized comparisons across sections and departments can be made. Demerits The traits indicated on the scale are mostly subjective. This method is subject to all the rating errors, i.e. leniency, severity, central tendency and halo effect.
5.)
Forced Choice: In this method, the rater has to choose between two or more
statements, all of which may be favourable or unfavourable. The raters job is to identify which statements is most (or in some cases least) descriptive of the individual being evaluated.
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Merits
Demerits This method tends to be disliked by raters because they are forced to make distinctions between statements that are difficult to differentiate between.
Raters also may become frustrated. It is very difficult to keep secret of the values attached to various statements.
6.)
produced by combining major elements from the critical incident and graphic rating scale approaches. These scales are descriptions of various degrees of behaviour relating to an aspect of performance dimension. This approach starts with a rating scale but it uses critical incidents to provide anchors which means examples for different points on the rating scale. These examples or anchors make the rating scale more job- specific rather than traitoriented; it is hoped, less subjective and less error- made. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behaviour of the given job rather than general descriptions or traits.
Merits BARS are based on a careful analysis of the job. These scales specify definite, observable and measureable job behaviour. This method tends to reduce rating errors. BARS evaluations are generally upheld due to its job relatedness.
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BARS provide a common frame of reference for evaluators due to clear definition of dimensions and use of critical indicents.
It is time- consuming to develop. The behaviours used are actively- oriented rather than results- oriented.
7.)
Ranking Methods: Under this method, a man is compared with all others without
considering any specific factors. A rank is prepared by placing the best at the top and the poorest in performance at the bottom. An employees performance ranking can be determined by using either one global criterion or a number of criteria. There are various ranking methods like:
i.)
Simple or Straight Ranking: - This method requires the rater to rank all the subordinates from best to worst. It provides for an ordinal scoring- first, second, third and so on. In this the ranking is usually confined to one factor, i.e. overall performance. It is a simple method but it may involve bias.
ii.)
Paired Comparison: - This is a modified way of man- to- man ranking. In this, each employee is compared with all the others in pairs one at a time. The number of times an employee is judged better than the others determines his rank. The number of comparisons to be made can be decided on the basis of the following formula: N (N-1) 2 Where N is the number of persons to be compared.
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This method is easier and simpler than the ranking method. It is subjective because appraisal is not based on specific job related performance. It also becomes cumbersome when the number of employees to be rated is large. iii.) Alternative Ranking: - Under this method, employees are ranked from best to worst on some characteristic. Thus, a new list is created with the name of the best employee at the top and the worst at the bottom. Again, the appraiser selects the best and poorest from the remaining employees and so on until all employees have been crossed off the original list and placed on the new list.
iv.)
Forced Distribution Ranking: - This method assigns employees to different performance groups: above average, average and so on. Thus, employees are rank ordered in terms of their performance group, rather than as individuals. This method assumes that the level of employee job performance conforms to a normal statistical distribution. The employee performance levels conform with a bell- shaped curve.
Merits They can be helpful when the results of the performance appraisal are used to distribute rewards such as pay raises or financial incentives. They are inexpensive to design and implement.
Demerits The magnitude of differences in employee performance is not specified. Ranking large numbers of employees may become a very cumbersome. Ranking is not as useful as alternative methods in providing performance feedback, or in showing employee strengths and weaknesses necessary for the development of employee training and development programmes.
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8.)
immediate superior. It covers limited range of aspects like the subordinates strengths, weaknesses, major achievements or failures and information on some personality traits. It is a descriptive appraisal mainly used for promotions and transfer purposes. Only in recent year, this has been made necessary by trade unions and courts to communicate a negative confidential report to the employee. This method focuses on evaluating rather than developing the employee.
9.)
employees. This group consists of the immediate supervisor, head of the department and a personnel expert. This group determines the standards of performance for the job, measures actual performance of employees analyses the causes of poor performance and
suggests for improvements. Personal bias is minimized due to multiple evaluators, but it is consuming method.
10.)
Field Review Method: Under this method, the line officers do not themselves fill
up the rating form. Instead, the representatives of the personnel department come to the shop- floor and interview the supervisors to obtain pertinent information about employees. The interviewer asks questions and takes detailed notes of the answers given by supervisors. These are then approved by the concerned supervisor and then placed in the employees service file. This method relieves the supervisor of the need for filling in appraisal forms. This is an objective method because the supervisors personal bias is reduced due to the active involvement of the personnel officer. This may be a timeconsuming method. Its success- depends upon the competence of the interviewer.
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11.)
drawn from different work units. They work together on an assignment. Evaluators observe and rank the performance of all the employees. The employees are evaluated both individually and collectively by using simulation techniques like role playing, business games and in- basket exercises. In this, job- related characteristics are evaluated to determine employee potential for promotion. The qualities generally evaluated are interpersonal skills, communicating ability, and ability to plan and organize.
12.)
developed employees leave the Company, the financial assets are decreased due to their higher productivity. Under this method, the performance is judged in terms of costs and financial gain. Costs of human resources consist of expenditure incurred on recruitment, selection, training, compensation, etc. Contribution of employees is the money value of their productivity and creative ideas. The performance of employees can be judged on the basis of difference between their costs and contributions. To judge performance, the following factors are considered: a.) Average value of production.
b.) Quality of items produced. c.) Overhead cost. d.) Cost of errors, accidents, spoilage, wastages and damages. e.) The cost of the supervision.
13.)
purposes. Employees are evaluated by how well they accomplish a specific set of objectives
that have been determined for their job. This method is also known as management by objectives.
This method (MBO) includes the following steps: a.) Superior and subordinates (ratee) get together and jointly discuss, modify and reach an agreement regarding the specific goals, duties and areas of responsibility of the individuals job. b.) Key Performance Areas or Key Result Areas are also decided in advance through joint effort. c.) The subordinate sets his own short- term performance goals or targets in cooperation with his superior. The superior guides goal- setting process. d.) They agree upon criteria for measuring and evaluating performance. e.) Periodic formal and informal reviews regarding progress and problems associated with achieving the goals are made. f.) The superior plays a supportive role. g.) The process focuses upon results accomplished and not upon personal traits.
Merits This method has result- oriented emphasis. It assists the planning and control functions and provides motivation. Employees participate in developing goals; hence they have greater commitment to objectives. Its focus is on job performance rather than employees personal attributes.
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Supervisor acts as a counselor and quantitative. Goals set can be both qualitative and quantitative. It permits frequent evaluation. It enables the employee (ratee) to become involved in the appraiser process. It encourages innovation and creativity, since employees are free to determine how they will meet their goals.
Demerits Generally, this technique is applied to managerial employees. It is not effective in an environment where management has little trust in its employees or where management makes decisions autocratically. It is a rigid control device that frightens rather than motivates. It focuses upon short term goals and their attainment. It does not concentrate upon behavioural traits that would qualify an employee for a new assignment.
360 degree Performance Appraisal: - The term 360 degree is used to describe the
comprehensive nature of feedback derived from a composite rating from peers, subordinates, superiors and occasionally customers. First developed at General Electric, US in 1992, this system has become popular in India also. GE (India), Reliance Industries, Wipro, Infosys are using this method with greater benefits. The Press has recently reported that companies like 3M and British Aerospace is introducing 360 degree appraisal and feeding the results into the formula for performance- related pay for managers. The 360 degree appraisal has proved to be useful especially for providing feedback for senior managers who are often neglected at the top in appraisal terms. In 360 degree appraisal,
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besides assessing performance, other attributes of the assessee like talent, values, loyalty etc. are evaluated by the people who are best placed to do it. Since this kind of appraisal method uses multiple raters for appraisal, this offers a variety of benefits. Firstly, there will be objectivity in rating as more than one rater is involved in the assessment process. Furthermore the raters at different levels in the Organization often observe different facets of the employees performance. Another key advantage of the broad group of appraisers involved in the process is that it can provide a more meaningful appraisal for employees with little contact with their workplace. In such situation traditional top- down appraisals are of little value. But besides all this one particular criticism of many 360 degree systems is that all the raters are given the same instrument, despite different nature of the contact with the appraisee.
Upward Appraisal: - Upward Appraisal involves the employee rating their managers
performance via an anonymous questionnaire. The process is anonymous to overcome employees worries about providing an honest but unfavourable feedback on managerial performance. The benefits of upward appraisal include improved managerial effectiveness and leadership through make- you- better feedback and increased employee voice and empowerment.
Team- based Appraisal: - In this kind of appraisal the manager appraises the team of
employees working under him as a whole. Targets are set, performance measured and assessments are made and rewards are allocated as with traditional individual appraisals. The manager makes no attempt to differentiate one member from another in performance terms. The teams are then encouraged to resolve internally any performance problems or competence deficiencies in order to facilitate overall team performance and development. Team members may themselves provide informal rewards or recognition of superior performance.
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Sometimes it is also seen that the individual appraisals of each team member is made but not by management. Rather, it is in the form of peer appraisal, where team members appraise each other via the use of anonymous rating questionnaire.
HALO EFFECT: - This problem occurs when an evaluator assigns ratings on the basis of
an overall impression (good or bad) which he has developed of the employee. For ex. If a supervisor has a general opinion for an employee that he is good then he will rate him high on all the parameters instead of evaluating whether he is actually good at all the parameters or not.
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CENTRAL TENDENCY: - This kind of a problem arises when the rater avoids using
high or low ratings. He usually rates the person near the average or middle of the scale. It is a kind of play it safe tendency. It facts to distinguish between high and low performance.
RECENCY ERROR: - in this kind of error the appraiser assigns ratings on the basis of
the employees most recent behaviour; he does not consider the individuals performance as a whole for the entire period.
SIMILARITY ERROR: - In this error, the evaluator rate other people in the same way as
the evaluator perceive themselves. For Ex. the evaluator who perceives himself as aggressive may evaluate others by looking for aggressiveness.
STEREOTYPING: - This problem arises when the rater rates the person on the basis of
the qualities of the group to which it belongs instead of rating him on the basis of his qualities.
Department Head notes down the key responsibility areas of the assessee
Rating
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Feedback
The filled form is sent back to the HR manager and the Administration Department for the feedback purpose
Approval
The Performance Assessment Report is finally approved by the Managing Director
Name: Dept: Reporting to . Designation: . Grade: Staff/ Worker (Plz Tick) Note: (To be filled by Dept Head as per Job Description) KRAs: (Key Responsibility Areas of the Assess) 1. .
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(Please Tick)
Well Informed Good knowledge Exceptional Expertise
Attitude
No Interest
Careless Indifferent
Interested in work
Enthusiastic at Job
Quality of Work
Below Std.
Somewhat on Mark
Good Satisfactory
Very Good
Excellent
Contribution To Work
Poor
Average
Good
Excellent
Poor
Average
Good
Excellent
Disciplined
Poor
Average
Good
Excellent
Attendance
Poor
Average
Good
85
Excellent
LIMITATIONS
1. Single Appraisal System: There was only one way in the Company to appraise the
workers i.e. the superiors or Department Head appraised the workers but there was no policy for the workers to appraise their superiors.
2. Complex Appraisal Form: The previous performance appraisal form of the Company was
very complex which made the appraisal process very confusing. But this drawback was removed later on by introducing the Simple Appraisal Performa.
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3. Pre- decided Appraisal Performa: The performance appraisal report/ Performa of the
Company were pre- decided which did not included all the significant parameters but I was not permitted to design my appraisal form.
4. Time Limitation: As the employees were burdened with their work they could not give
adequate time to the appraisal process.
5. Favouritism: I observed in some cases where the supervisor had rated high to some
employees on parameters like attitude towards work, discipline due to their favouritism which I observed was not actually true for those employees as they were lazy and working at the work place.
6. Lack of Proper Appraisal Method: The Company is using Graphic Rating Scale Method
of performance appraisal for years which is not enough keeping in mind the changing environment. The Company should be flexible to change the appraisal technique as per the changing situation. In the current scenario for having a clear and complete picture of the overall performance of the employees 360 degree Appraisal should be introduced in the Organization where the employees performance appraisal is made the superiors, peers subordinates, clients, etc.
7. Limited Scope: In the Company I was not permitted to evaluate the data for the appraisal
purpose. The Company had already set its evaluation and appraisal system and I was bound to use the same data which was collected by the supervisor himself
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Majority of respondent come under the age group of 25-30. In the 50 respondent 50% of the respondent are male and 50% of the respondent are female.
40% of the respondents are getting the salary range between 8000-10000 100% of the respondents are getting the on the job training. Majority of the respondents are satisfied with their present salary. 60% of the respondents are satisfied with the incentives scheme. 50% of the respondents are aware with the job responsibility. 43.33% of the respondents have the job knowledge before the assignment of a particular job.
60% of the respondents believe they possess the leadership qualities in them which will be the major consideration for the selection process.
40% of the sample size reveals that qualification is an important factor in the process of recruitment and selection.
S-2 Serious Gap Satisfactory Knowledge Well Informed Good Knowledge Exceptional Expertise 2 8 4 1
S-3
S-4 1
5 2 1 1
2 1 1 1
Interpretation: Most of the employees have sufficient knowledge to perform their job
effectively.
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S-2 No Interest Careless Interested in Work Enthusiastic at job Always very Enthusiastic 2 3 3
S-3
S-4 1
1 2 4 5
2 5 2
Interpretation: More than 90% of the Employees have positive and enthusiastic attitude
towards work.
QUALITY OF WORK
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S-2 Below Standard Somewhat on Mark Good Satisfactory Very Good Excellent 2 3 1 3
S-3 2 5 4
S-4 2 4 2 1 1
Interpretation: The staff employees need to improve their quality of work as a considerable
number of employees quality of work is not up to the mark.
CONTRIBUTION TO WORK
93
S-3
S-4
2 6 4
1 4 5
Interpretation: Almost all the workers are contributing well towards their work.
DISCIPLINE
94
S-3
S-4
3 4 4
2 4 2
Interpretation: More than half of the employees are well disciplined at the work.
S-2
95
S-3
S-4
1 2 4 2
2 4 3
2 4 5 1
Interpretation: Most of the employees need to work on improving their relationship and
contacts with other to maintain a congenial work environment.
ATTENDANCE
S-2 Poor
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S-3
S-4 1
3 5 2
2 6 4
1 4 2
Interpretation: Almost all the staff members are punctual and attentive.
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5 10 25 10
Interpretation: Overall all the workers are efficient at working except some who lack some skills
which can be taught through training. So the Quality of Work is good.
ATTENDANCE
10
Good Excellent
20 20
Interpretation: Almost all the workers are punctual and attentive at work.
WORK KNOWLEDGE
99
Good Excellent
15 10
Interpretation: The work knowledge of the workers needs some improvement. Some
immediate step is needed on part of the management to fill this gap.
DISCIPLINE
2 10 26
Excellent
12
Interpretation: All the workers leaving one or two are well- disciplined at their wor
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SWOT ANALYSIS
STRENGTH
Pepsi is a well established company, so it has a good reputation in the market. Advertising of Pepsi is much more aggressive than coke. Backed by huge promotion at National and International level. Lot of SGAs provided in the market.
WEAKNESS
Non-fulfillment of commitments on time, made to shopkeepers. Incompetent salesman who do not give the schemes in the market regularly. Unavailability of various demanded flavors like Mirinda and Mirinda Lemon. No repairement services on time for fridges.
OPPURTUNITY
May tie up or liaison with major showrooms, computer centers and restaurant. Huge publicity of lemon Mirinda/ Slice has created a lot of demand. Company has brand equity in the eyes of customers, so its new products can easily penetrates in the market.
THREAT
Threat of competitors new brand entry in the market in near future. Restrictions made by Govt. agencies that soft drinks are harmful and non- nutritive. Natural juices are now available whose price are less or same as soft drinks.
2
CONCLUSION
From the entire study on the project on the topic, it is being concluded that the performance appraisal programme is very important for any Organization. The growth and success of the Company is mostly dependent on the efficiency and effectiveness of the human resource which can be properly measured through the effective performance appraisal programme.
The Performance Appraisal Programme helps the management in assessing the current level of performance of the employees and can find the variance or gap between the current and desired level of performance of employees.
In context of the Company under study i.e. Varun Beverage ltd (PepsiCo). the Company has analyzed the performance of its staff members and the workers taking various parameters namely Job Knowledge, Attitude towards Work, Quality of Work, Contribution to Work, Discipline, Contact with Others, Attendance. It is being analyzed that the employees have adequate job knowledge, they are very enthusiastic at work, they are punctual, well disciplined and maintain good relationship with others. On the other hand the quality of work is the aspect that draws the management attention for improvement. Through this appraisal the management could find out the areas where the performance is lacking behind and could detect and analyze the root cause of the problem and try to remove the deviation to improve the overall performance of the Organization.
SUGGESTIONS
Some suggestions to increase the usefulness of study: -
1. Feedback: - Efforts should be made to communicate the ratings to both the employees as
well as the raters. The employees should be informed about their performance and should also be provided adequate counseling on how to fill the gap to reach the desired performance level.
4. Trained Raters: - The Evaluators should be given adequate training in order to provide them
knowledge and skills in designing appraisals, conducting post appraisal interviews and correcting the rating errors.
5. Post Appraisal Interview: - After the appraisal of the employees, a post appraisal
interview should be conducted to know the difficulties of the work and training needs of the employees.
6. Unbiased: -The entire performance appraisal process must be unbiased. The rater must rate
the employee on the basis of his real work performance and must also avoid favouritism while rating.
7. Frequent Appraisal: - The performance appraisal should be done at regular interval i.e.
twice a year so that a perfect comparison of skills could be done. It should be done after 2 months for the new employees.
QUESTIONNAIRE
SAMPLE SIZE: - 50 QUESTIONNAIRE FORM
1. NAME:
2. ADDRESS:
b. 30- 40 c. 40- 50
6. How frequently should the Performance Appraisal be conducted in the Company? a. After 3 months b. After 6 months c. Once in a year
7. Do you think the Company should stick to the same Appraisal techniques forever? a. Yes b. No
a. Yes b. No
10. Do you think you have achieved the target performance level? a. Significantly b. Partially
11. What role does the Performance Appraisal play in the overall success of the Company? a. Significant b. Partial c. Minor
13. Do you think separate training should be given to the raters for the appraisal programme? a. Yes b. No
14. What role does the Performance Appraisal play in maintaining the cordial relationship between superiors and subordinates?
8
QUESTIONNAIRE RESPONSE
1. Are you satisfied with the Performance Appraisal process? Yes 40 No 10
2. How frequently should the Performance Appraisal be conducted in the Company? After 3 months 15 After 6 months 30 Once in a year 5
3. Do you think the Company should stick to the same Appraisal technique forever? Yes 15 No 35
5. Is Performance Appraisal really effective in enhancing the performance of the employees? Yes 44 No 6
9
6. Do you think you have achieved the target performance level? Significantl y 35 Partially 15
7. What role does the Performance Appraisal play in the overall success of the Company? Significan t 30 Partial 15 Minor 5
9. Do you think separate training should be given to the raters for the appraisal programme? Yes 30 No 20
10. What role does the Performance Appraisal play in maintaining the cordial relationship between superiors and subordinates? Major role Minor role
10
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HRM Review, Cover Story-strategic HRM Annual Report of Varun Beverage Ltd. Induction Profile of Varun Beverage Ltd.
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BIBLIOGRAPHY
The following books were referred during the preparation of the project report: -
Jitendra Virahyas
JVIRAHYAS@GMAIL.COM
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