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PERFORMANCE APPRAISAL OF

COCA COLA EMPLOYEES

SUMITTED BY: REEMA UPADHYAY

GUIDANCE BY: PROF.SUPRATIM BHATTACHARYA

COURSE: MBA

SIKKIM MANIPAL UNIVERSITY


INTRODUCTION
 The coca-cola company is the world’s largest beverage company.
 The coca-cola company is headquartered in Atlanta,Georgia.
 The current chairman of coca-cola is James Quincey
 The company operates a franchised distribution system from 1889.
 The company provides direct and indirect employment to more than
1,50,000 people.
 The company has more than 2.2 million retailers in India.
 Key Result Area-KRA is the basis of performance Management at coca-
cola company.

PERFORMANCE APPRAISAL
Performance appraisal is a method of evaluating the behaviorbof employees
in the work spot, normally including both the qualitative and quantitative
aspects of job performance.
It is a structured formal interaction between a subordinate and supervisor,in
which the work performance of the subordinate is examined and discussed.

Objectives Of Performance Appraisal


 Review the performance of the employees over a given period of time.
 Increase motivation to perform effectively.
 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.

PERFORMANCE APPRAISAL OF COCA-COLA


Coca-cola performance appraisal is annually.They appraise their
employees due to their performance about goals of the
organisation.They set the goal at the start of the year and tell the
employees about the goal if the employees achieve this goal they
appraise the employees.

Steps in Appraising Employees Performance Of


Coca-cola
 Define the job: Means making sure that you and your sub ordinate
agree on his or her dities and job standard.
 Appraise the performance: Means compairing your subordinates
actual performance to the standard tha has been set.
 Provide the feedback: Means discuss the performance and
progressand make plans for any development required.

Main parameters used by Coca-cola as a base of


reward system
Objective of the parameters is to make their employees feel comfort,
satisfied,motivated towards achivement of organization tasks,
competent to perform to the extent to attain organisation mossion and
vision terminologies and compete with outside rivals successfully.As
the management beleives that if the employees are loyal to the
organization then they perform better to the way to overcome ant
competitive goals with accordance to desired results with remarkable
customer satosfacton.
 Inflation rate factor
 Market Potential
 Matching with his/her presence career path
 Personal development of an individual
 Sales reward
 Training and development
 Re-creational activities
 Individual goal setting
Types of reward of colca-cola
Yearly Basis:-

 Employee salary increament


 Grade jump
 Designation
 Annual incentive Plan(AIP)(for business performance,but fixed)
 Personal progress report(PPR)(Annual Appraisal)
Monthly Basis

 Making the move(MTM,sales target acheive)


 Monthly turn hall(extraordinary performance)
Quaterly Basis
 Employee of the quator(EOQ,non sales)
 Sales Dangle content

Recognizing and Managing Top Performers


 Role expansion
 Assignment to work on regional/national issue taskforce.
 Advance learning and Development Opporunities

Accelerating Performance of Solid Performers


 Build on their strength.help them leverage what they are best at.
 Assign project to utilise their skill and build confidence.
 Facilitate problem-solving so barriers to performance are removed.

RECOMMENDATIONS
 Appaisal system is an effective technique to support and change culture
of the organisation optimistically.
 Continuous assesment of personal practoces should be an ongoing HR
practice.

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