Académique Documents
Professionnel Documents
Culture Documents
Submitted by
D. Vinayaka
Regd.no.18ZFCMD006
2018 - 2020
Performance Appraisal
CERTIFICATE
Performance Appraisal
ACKNOWLEDGEMENT
I am very thankful to the entire team of WE REACH INDIA INFOTECH for their
cooperation, without which completion of this project would not have been possible.
I would like to thank DR. NIDHI GOELfor his valuable guidance and
encouragement and constructive suggestions throughout the project work.
Finally I thank to my parents for their continue support and help in the completion of
my project.
Performance Appraisal
DECLARATION
I also declare that this project works in the result of my sincere effort and that it
is has not been submitted to any other university for the award of any degree or
diploma.
YAVVARI LALITHA
KUMARI
Performance Appraisal
CONTENTS
Performance Appraisal
Performance Appraisal
LIST OF TABLES
SL NO PARTICULARS PAGE NO
1 TABLE NO-4.1.1
2 TABLE NO-4.1.2
3 TABLE NO- 4.1.3
4 TABLE NO-4.1.4
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5 TABLE NO-4.1.5
6 TABLE NO-4.1.6
7 TABLE NO-4.1.7
8 TABLE NO-4.1.8
9 TABLE NO-4.1.9
10 TABLE NO-4.1.10
11 TABLE NO-4.1.11
12 TABLE NO-4.1.12
13 TABLE NO-4.1.13
14 TABLE NO-4.1.14
15 TABLE NO-4.1.15
16 TABLE NO-4.1.16
17 TABLE NO-4.1.17
18 TABLE NO-4.1.18
LIST OF FIGURES
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SL NO PARTICULARS PAGE NO
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1 ORGANSATION CHART
2 AVAILABILITY OF JOB
3 BASIS OF SELECTION
4 INVOLVEMENT OF HEAD
5 SOURCE OF RECRUITMENT
6 TYPE OF SELECTION
7 CONCENT ON SELECTION
8 PROMOTION
9 PREFERENCE TO INTERNAL SOURCES
10 INGREDIENTS FOR INTERVIEW
11 ORIENTATION CLASS
12 EMPLOYEE TRANSFER
13 EMPLOYEE REFERRALS
14 SELECTION PROCEDURES
15 PSYCHOMATRIC TEST
16 EMPLOYEE AGREEMENTS
17 PROBATION PERIODS
18 HIRING PROCESS
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CHAPTER – I
INTRODUCTIN
Performance Appraisal
Definition:
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Initially the appraisal system was started for the purpose of making
administrative decisions relating to promotions transfers and salary increments, however
over the years the performance appraisal system are being upon to serve a variety of
purpose. They are,
Administrative purpose
Motivational purpose
Development purpose
Performance improvement
In this present situation performance appraisal become important aspect for the
growth and development of the organisation. As beverages industries are recruiting their
employees day to day and providing the best remunerations and facilities, the student
researcher thought to do her survey in Hindustan Coca-cola Beverages Ltd,
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Vishakhapatnam to know about the fact in that organisation. The student researcher
again tried to compare the theories available in the books, journals etc with the practical
implementation in that company. She revealed the situation and found that the appraisa
system adopted by the company was good and satisfactory among all the employees.
Further she quoted points and suggested few points for the development of the
employees.
Management is also providing all the requirements of the employees for the
completion of the work and even the system constitute goal setting, periodic reviews,
feedback and consequence management, and finnaly rating is given as per this reviews.
The employee assessment has been done by the system of appraisal by the
superior and have the final authority for the rating. Here the employees are given
chance for their individual development. The action is taken according to the ratings of
appraised employee.
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1. To study and analyze different performance appraisal schemes provided by the HCCB
PVT.LTD.
1. To study the efficiency of the system and overall rating during last year.
1. To study the interpersonal and team relationship with peers, superiors and
subordinates.
1. To study the performance feedback and counseling system for employees in HCCB
PVT.LTD.
6.To analyze the employee attitude towards the present appraisal system.
7.To enhance job satisfaction and self actualization of employees by encouraging, and
assisting every employee to realize his or her full potential.
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According to Redman and Mory, “Research is a systematized effort to gain new
knowledge”.
RESEARCH DESIGN:
SOURCES OF DATA
• Primary Method
• Secondary Method
Primary Data
The Primary data are those which are collected afresh and for the first time, and
thus happen to be original in character. The tools for collecting this primary data are by
two types namely Interview Method and Questionnaire Method.
Secondary Data
The Secondary data are those which have already been collected by someone
else and which have already been passed through the statistical process in the company.
SAMPLE SIZE
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If the size of the sample is less than or equal to 30 then it is called as a small
samples. Otherwise that it if the size of the sample is greater than 30, it is called as
large samples.
SAMPLING PROCEDURE
Sampling is the selection of group with a view to obtain information about the
whole is group of persons that represents particular community.
The sampling method used was random sampling. This sampling method was
used because of lack of time and lack of through knowledge about the universe. The
sample size was fixed to 70 respondents.
SAMPLING TECHNIQUE
RESEARCH INSTRUMENTS
• Bar charts
• Pie-charts
• Tables
1. The performance appraisal study is limited only to the HCCB PVT. LTD, which is
located in Vishakhapatnam.
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1. The survey could not be extended to all the employees working in the plant as
they could not spare much time because of their busy schedule of work.
1. The answers given by the respondents highly depend on the mood and interest
and thus the accuracy fluctuates sometimes.
CHAPTER – II
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Soft drinks can trace their history back to the mineral water Found in
natural springs. Bathing in natural springs has long been considered a healthy thing to
do; mineral water was said to have curative powers. Scientists soon discovered the gas
harmonium or carbon dioxide was behind the Bubbles in natural mineral water. The first
marketed soft drinks (non-carbonated) appeared in the 17 Century. They were made
from water and lemon juice sweetened with Honey. In 1676, the companies de
Lemonades of Paris were granted a Monopoly for the sale of lemonade soft drinks.
Vendor would carry Tanks of lemonade on their backs and dispensed cups of the soft
drink to Thirsty Parisians.
Joseph Priestley
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John Mathews
In 1810, the first United States patent was issued for the” means of mass
Manufacture of imitation mineral waters” to Simons and Rendell of Charleston, South
Carolina. However carbonated beverages did not achieve great popularity in America
until 1832, when John Mathews Invented his apparatus for the making carbonated
water. John Mathews Then mass-manufactured his apparatus for sale to soda fountain
owners.
Over 1,500 U.S. patents were filed for a cork, cap, or lid for the
carbonated drink bottle tops during the early days of the bottling industry. Carbonated
drink bottles are under a lot of pressure from the Gas. Inventors were trying to find the
best way to prevent the carbon Dioxide or bubbles from escaping. In 1892, the “Crown
Cork Bottle Seal” Was patented by William Painter, a Baltimore machine shop operator.
It was the first very successful method of keeping the bubbles in the bottle?
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Coca-Cola® originated as a soda fountain beverage in 1886 selling for five
cents a glass. Early growth was impressive, but it was only when a strong bottling
system developed that Coca-Cola became the world-famous brand it is today.
1900-1909………Rapid growth
1940s……………Post-war growth
1950s……………Packaging innovations
21st Century……..
The Coca-Cola bottling system grew up with roots deeply planted in local
communities. This heritage serves the Company well today as people seek brands that
honor local identity and the distinctiveness of local markets. As was true a century ago,
strong locally based relationships between Coca-Cola bottlers, customers and
communities are the foundation on which the entire business grows.
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1885
John Pemberton invented the original recipe for a new coca wine. He named it
Pemberton’s French
Wine Coca, which was believed to be inspired by Vin Mariani, a popular coca wine
invented by Angelo Mariani.
1892
Made the first big break in Coca Cola history. Candler incorporated The Coca-Cola
Company in 1982, and began marketing the product.
1894
1899
The first bottle was sold in Vicksburg, Mississippi. In 1899, Chattanooga, Tennessee
became the first site of a Coca-Cola bottling company.
1955
1985
Coca-Cola attempted to change the original formula. Most consumers preferred the taste
of the original Coca-Cola, and many ceased purchasing the product until the company
switched back to the original formula. It was renamed Coca-Cola Classic to show
consumers that the drink had reverted back to its original formula.
2000
Coca Cola is now being sold around the world, in more than 200 different countries. The
Coca-Cola Company now sponsors an assortment of events, including the “Olympic
Games”, and “NASCAR”. In England, it is the primary sponsor of “The Football League”.
It is also featured in several television shows including “The Gods Must Be Crazy”.
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2005
Coca Cola history took another leap in the market. In 2005, the company launched “Diet
Coke’, sweetened with artificial flavors. Later in 2005, it announced “Coca Cola Zero’,
sweetened with aspartame and ace sulfate potassium.
Coca Cola made its debut in Atlanta, At Jacobs’ pharmacy Soda fountain
where it is sold for 5 cents a glass.
It was 1886, and in New York Harbor, workers were constructing the Statue
of Liberty. Eight hundred miles away, another great American symbol was about to be
unveiled.
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Introducing Coke
The elf-like sprite is introduce to promote the use of the worldwide “Coke”
During the 70’s Coca-Cola thrilled the world with its exciting and dynamic advertising
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Sprite® followed in 1961, with TAB® in 1963 and Fresca® in 1966. In 1960,
1978, The Coca-Cola Company was selected as the only Company allowed to
sell packaged cold drinks in the People’s Republic of China.
Coke in space
The Company continues its long standing association with athletic events
including the Olympic Games and the FIFA world cup.
The l990s were a time of continued growth for The Coca-Cola Company.
The Company’s long association with sports was strengthened during this decade, with
ongoing support of the Olympic Games, FIFA World Cup TM foot ball (soccer), Rugby
World Cup and the National Basketball Association. Coca-Cola classic became the Official
Soft
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Drink of NASCAR racing, connecting the brand with one of the world’s fastest growing
and most popular spectator sports.
From the early beginnings when just nine drinks a day were served, Coca-
Cola has grown to the world’s most ubiquitous brand, with more than 1.4 billion
beverage servings sold each day. When people choose to reach for one of The Coca-Cola
Company brands, the Company wants that choice to be exciting and satisfying, every
single time.
Milestones
1969
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1981
• Kar-Tess Holding S.A. acquires 99.9 per cent interest in Hellenic Bottling Company
S.A.
1991
• Hellenic Bottling Company S.A. shares are listed on the Athens Stock Exchange.
1998
2000
2001
• Expanded territory to include The Coca Cola Company’s Russian territories, yielding
full control of Russian Coca-Cola bottling operations.
2002
• Coca-Cola Hellenic Bottling Company S.A. lists its American Depositary Receipts
(ADRs) on the New York Stock Exchange.
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• FTSE4Good listing confirmed under the new stricter environmental, social and
human rights criteria.
2003
• Twentieth anniversary of our Amita juice brand, the market leader in Greece with
29 flavors.
• Acquired Multi vita sp. z.o.o, in Poland and Romerquelle GmbH in Austria.
2004
• Eight Coca-Cola Hellenic Bottling Company territories join the European Union
(EU).
• Published the first Global Reporting Initiative (GRI) report in the non-alcoholic
beverage industry.
2005
• Acquired Vlasinka d.o.o. mineral water company in Serbia and Bankya Mineral
Waters Bottling Company E.O.O.D. in Bulgaria.
• Acquired the Multon Z.A.O. Group, a leading Russian fruit juice company.
• Acquired Vendit Ltd, one of the largest independent vending operators in Ireland.
• Launched the Green Danube Partnership with the International Commission for the
Protection of the Danube River (ICPDR).
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2006
• Sales volume exceeds 500 million unit cases of non-sparkling drinks for the first
time in one year.
• Acquired the Fresh & Co d.o.o. Group, a leading Serbian fruit juice company.
• Acquired Fonti del vulture S.r.l., a producer of high quality mineral water in Italy.
• Acquired Yoppi Kft., a hot and cold beverage vending operator in Hungary.
2007
• Signed the UN Global Compact CEO Water Mandate, Caring for Climate statement
and the Bali Communiqué.
• Announced intent to build 15 combined heat and power (CHP) units to reduce total
carbon dioxide emissions from operations by 20 per cent.
• Achieved the milestone of two billion unit case sales volume in one year.
• Earnings before interest, tax, depreciation and amortization (EBITDA) per annum
in excess of €l billion for the first time.
2008
• Formed three-party joint venture with The Coca-Cola Company and illycafe SpA,
Italy producer of premium coffees, to manufacture, market, sell and distribute
premium ready-to- drink (RTD) iced coffee products.
Performance Appraisal
2009
The word Organization” has two meanings. In the first instance, it signifies
institution or functional group and the second meaning refers to the process of
organizing the way of work which is arranged and allocated among the members of the
organization, so that the goal of the organization can be achieved efficiently. The
organization process involved the balancing of the companies on one hand changes on
the other hand. Organization structure gives stability and reliability to the action of its
members.
The following table shows the description of the employees along with the
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Managing director
CEO
Executive CEO
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Head
Head AVP Managing Head Head Head
Finance Sales Marketing Operations Human Transport
TPT Shipping
Executive
FIGURE NO-2.2.1
Finance department
Sources of finance
Coca-cola being a MNC has a wide network and market for its
products worldwide. The finance to the company comes from corporate office and
financial
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institution abroad. The units which have been set up in India are subsidiary concerns of
group. These units mobilize their own funds and pay lumps amount to the corporate
group for getting technology and the product specification to be manufactured in the
company, for which the formulation comes from the office situated abroad. The finance
department can be broadly segmented into two, the accounting sections and the
payables or receivables i.e., working capital. In addition to these sections like stores,
shipping, purchase, administration in unit level regional office. The finance manager
makes allocations for the different department in consultant heads
Stores
There is a store in-charge and four other people to assist him. All material
used for production are under the stores in charge once they enter the company
premises. This includes raw material, other material etc. The stores department reports
to the finance manager and daily reports are sent to him. Materials are stocked in
accordance with the production schedule and sales target.
Shipping
The functions of the two people including, the purchase in -charge who
reports to the finance manager.
Purchases
This section functions with two people including the purchase in charge
who reports to the finance manager. The plant inform as the stores of the requirements
who in turn make a purchase request to the purchase department. Every purchase
matter whether concerning the plant or office is handled by the purchase department.
Personnel department
Financial Structure
Any company to start and operate its business has to invest its capital in
fixed assets and floating assets and also in meeting the daily requirements of the
company.
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However, depending on the nature of the business and the product being offered by the
company the ratio of the investment of capital in fixed and floating assets differ.
2.4 H R FUNCTIONS
Basically the HRM practices are necessary for every organization. But
unfortunately in Pakistan not so much used HRM practices. In multinational companies
like coca cola have their own separate department of HRM. According senior executive of
HR “Waqar Mahmood “our HR department consist of 29 people in Gujranwala plant.
Every organization has its own policies and strategies by which they control
the functions of their departments. Similarly, we also have own policies and strategies
by which we control all the functions of our departments. coca cola HR department is
also conducting all the practices of HRM like Job analysis and design of work
,recruitment and selection, training and development, performance appraisals,
compensation, employee relationships, staff welfare and medical policies and some other
things like that. These all practices are conducted by own policies and strategies. HR
department not make decisions related of its own department, they also conduct in
company’s decision.
Performance Appraisal
Job analysis is the procedure for determining the duties and skill requirements
of a job and the kind of person who should be hire for it. Job analysis consists of two
products one is job description and second job specification.
Coca cola company HR department check its own job description and job analysis
in which they get the information about employees work activities, human behavior,
performance standard, job context and human requirements and also other information
related to this conduct.
The process of deciding what positions the firm will have to fill, and how to fill
them. Coca cola HR department involves in company strategic planning and they also
make sufficient planning for hiring new employees in the future. We forecast for the
expected employees needs in the organization. We forecast of employees on the change
technology and increasing in productivity.
After planning we send this report to the head office for approval. If we get
approval from the head office then we start recruitment process.
Our recruitment process
Our recruitment process is well established first of all we give ads in news
papers, company website, institutions etc. Once we receive an application form, from
candidates with required documents and CV.
Internal
recruitment
External
recruitment
Selection process
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The selection process will vary depending on the position you’re applying for, as
one process can’t fit all the different roles we have here at CCE. However, in most cases
a combination of any of the following tools will be used:
Interview
Group
exercises
Presentations
Psychometric tests
Role plays/Situational
Exercises Interview
The interview is designed to reveal more about you and your experiences. We’ll
ask for examples of how you behaved in different situations, maybe at school,
university, a club, at home or in previous jobs. This is not designed to 'catch you out'
and our interviewers will never try and trick you into an answer. Be honest, be yourself
and it should be an enjoyable experience.
Also, don’t forget that this is your chance to find out more about us and ask
questions. Remember, interviews are a two-way process so use it to understand the
nature of the role and to make sure it really is what you’re looking for.
Group exercises
We’re very much a team at CCE so these will show us how effectively you work
with people. They’re a good opportunity for us to see how you communicate, influence
and involve other people in the workplace.
Psychometric tests
Psychometric tests are timed exercises that examine your abilities and
potential. On occasions, we may also use a personality assessment tool that is designed
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to find out more specific things about you. If you’re asked to complete a psychometric
test, we’ll send you information and advice in advance on how to prepare.
After recruiting the fresh employee we train them for three months and
also pay them salaries after three months they become part of a firm.
Performance appraisal
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We get many advantages from our employees because they are happy
from company. Our employees are satisfy from our compensation and in the coca cola
never downsizing occurred which shows that well relationship between employees and
company.
EMPLOYEES RELATIONSHIP
Every company has its own policy. We have also got our own policy by
which we give importance to our employees if any employee faces some kind of problem
related to his life or work then he can directly go to the manager and he can share all of
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his problems. This thing should be adopted by every company because this makes the
employee satisfied with the company.
We believe that an open door policy is the best policy for employees’
relations because due to this, our employees feel very independent and they know that
if they get any problem, they can contact directly to the manager of their department.
So we strongly believe that such policy makes our employees satisfy with us.
Safety Policy
Ensure each and every one to use in responsible and accountable for our
actions. Establish mechanisms to communicate effectively with employees Consumers
and government on our safety performance. We believe in safety. We adhere to our
safety principles. We deliver.
H R Department Chart
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FIGURE NO-2.4.1
Production department
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i.e. plant equipments and maintenance and the second engineer is for outside battery
limits; for the utilities like generate room, boiler, water treatment plant and the Maaza
unit which is located at same distance, these four people report to the plant manager.
There are 165 workers in the plant, which includes women, who are
otherwise engaged in housekeeping into the production line. Depending on the demand,
the company operates three types of shifts.
Women are employed only in the general shift (8am to 5pm) o the ‘a’
shift (6am to 2pm).in the other shifts, casual labours are used.
1. Water treatment
1. Bottling process
1. Quality control
Production schedule
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generally carried out in two shifts. In summer, the demand its peak and production will
be extended 12 hours shifts.
Raw materials
Ingredients
1. Water
1. Sugar
1. Co2
Sales department
The sales department has a general sales manager and three associates’
sales managers. Of the three sales managers, one person is in charges of city sales
while the other looks after district and Orissa sales. All of report to AGM directly, Is
interacts with sales department on daily basis and virtually leads the teams.
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District sales
City sales
Under the sales manager (city), there are supervisor, staffs and 113 field
forces. The company has no distributors in the city of Visakhapatnam. They directly
supply to the retailers. There are 30 routes with trunks covering each route. Each trunk
is accompanied by sales man and two sales helpers. There is a sales officer for every
two routes. He moves around on a hike and sees to it that are outlets are covered. Any
urgent messages are communicated to the sales force through mobiles there are
approximately 5600 outlets in Visakhapatnam city. In lop areas i.e. Areas where
company trunk cannot go, a fat dealer is appointed.
The consumer response co-ordination unit has the sales manager the
unit’s temporarily handle by the CSSS. The CRC unit receives complaints and grievance
from the market either through phone calls or through sales force. It sends regular
reports to the corporate office.
Distribution pattern:
Direct operation
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marketing
Super
stockiest
R
o
ut
e
a
g
e
nt
s
Marketing mix
Diagram
In popular usage “marketing” is the promotion of products especially
advertising and branding. However in professional usage the term as a wider
meaning, which
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recognize the marketing is customer cantered. Products often developed to meet the
desires of groups of customers or event, in some cases for specific customers.
The product aspects of marketing deal with the specification of the actual
goods or services and how it relates to the end user needs and wants. The scope of a
product generally includes supporting elements such as warranties, guarantees, and
support.
Price: this refers to the process of setting, a price for a product, including discounts.
The price need not be monetary- it can simply be what exchanged for the product or
services
Promotion: this includes advertising, sales promotion, publicity, and personal selling,
branding and refers to the various methods of product, brand, or company,
Place (or distribution): refers to how the product gets to the customer; for example,
point of sale placement or retailing this fourth p generally to the channel by which a
product segment (young adults, families, business people), etc.
These four elements are often referred to as the marketing mix, which a
marketer can use to craft a marketing plan.
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The results of the taste tests were strong the sweeter mixture
overwhelmingly beat both regular Coke and Pepsi. Then tasters were asked if they would
buy and drink it if it were Coca-Cola. Most said yes, they would, although it would take
some getting used to. A small minority, about 10-12%, felt angry and alienated at the
very thought, saying that they might stop drinking Coke altogether. Their presence in
focus groups tended to skew results in a more negative direction as they exerted
indirect peer pressure on other participants.
Early in his career with Coca-Cola, Goizueta had been in charge of the
company's Bahamian HYPERLINK "http://en.wikipedia.org/wiki/Subsidiary"subsidiary.
In that capacity, he had improved sales by tweaking the drink's flavor slightly, so he was
receptive to the idea that changes to the taste of Coke could lead to increased profits.
He believed it would be "New Coke or no Coke", and the change must take place openly.
He insisted that the containers carry the "NEW!" label, which gave the drink its popular
name.
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reformulation, but even many of Goizueta's closest friends within the company doubt
that Woodruff truly understood what Goizueta intended. Goizueta always said he had.
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In 1893, Coca Cola was registered in the United States and then further
investment was put into it to expand the business. To handle the enormous capacity of
its business, the Coca Cola Company has divided up into six operating units: Middle and
Far East Groups, Europe, The Latin America Group, The North America, The Africa Group
and The Minute Maid Company. The Head Quarters is situated in the United States. The
country that I'm going to be concentrating on is the United Kingdom and how the
company works in the U.K.
Coca Cola also have limited liability as they are a public limited company.
A limited company is owned by its shareholders. There is no legal maximum to the
number of shareholders. There are two forms of Limited Liability Company in the UK, the
Private Limited Company (Ltd) and the Public Limited Company (Plc). The essential
difference, between the two, is that the Private Limited Company cannot legally offers its
shares to the general 'public', therefore this form of company is usually associated with
family run businesses. Whilst the Public Limited Company can sell its shares to the
general public on the Stock Exchange, providing the potential for far greater finances to
be raised.
Some shareholders had invested their life savings and not only lost their
money, but their homes, limited liability was designed to protect shareholders from this
mistake, but the key motive was to ensure that large projects could continue to raise
capital. Coca Cola's Objectives of the Company.
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Mainly all companies' objectives are to survive, maximize their profits and to
expand their business, however, from when Coca Cola had started, over the years they
had achieved these objectives. So the company has come up with six strategic
objectives to provide the company with a framework for the company's success. In
2003, every function of The Coca-Cola Company integrated these priorities into their
business plans. And this year, they will continue to establish these priorities, and their
benefits into every aspect of the business.
Performance Appraisal
The firm makes or licenses more than 3,000 drinks under 500 brand names in some 200
nations. Although it does no bottling itself, Coke owns 34% of the world’s #1 Coke
bottler Coca-Cola Enterprises (CCE); 32% of Mexico’s bottler Coca-Cola FEMSA; and
23% of European bottler Coca-Cola Hellenic Bottling.
OVER VIEW
The two partner organizations, CCL and CCBC, represent one beverage
provider ‘system’ which collectively employs over 5,000 people across Canada.
Coca-Cola® beverages have been sold and distributed in Canada for more
than one hundred years. In 1906, the first Canadian-made Coca-Cola® bottles came off
the production line at 65 Bell woods Avenue in Toronto. Today, the Coca-Cola system in
Canada has seven production plants and employs approximately 5,500 employees in
more than 60 sales centers and satellite locations in all 10 provinces.
The Coca-Cola Company is a vibrant network of people, in more than 200
countries. putting citizenship into action. Through our actions as local citizens, we strive
every day to refresh the marketplace, enrich the workplace, protect the environment
and strengthen our communities.
Corporate citizenship
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We act responsibly, doing the right thing with regard to the local and global
environment as we build and nurture strong brands.
• Energy efficiency
• Eliminating or minimizing solid waste
Coca-Cola headquarters
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(122.8 m) high One Coca-Cola Plaza. located on the corner of North Aven and Luckie
Street. Completed in 1979, the architects were FABRAP and the designer Torn Pardue.
Mission
Our Roadmap starts with our mission, which is enduring. It declares our purpose as a
company and serves as the standard against which we weigh our actions and decisions.
Vision
Our vision serves as the framework for our Roadmap and guides every aspect of our
business by describing what we need to accomplish in order to continue achieving
sustainable, quality growth.
• People: Be a great place to work where people are inspired to be the best they
can be.
• Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate
and satisfy people’s desires and needs.
Values
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Our values serve as a compass for our actions and describe how we behave
in the world.
• Integrity: Be real
• Get out into the market and listen, observe and learn
• Be insatiably curious
Work Smart
• Work efficiently
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• Reward our people for taking risks and finding better ways to solve problems
Be the Brand
CEO
Muhtar Kent is Chairman of the Board and Chief Executive Officer of The Coca-
Cola Company.
Coca-Cola in India
Coca-Cola the corporation nourishing the global community with the world’s
largest selling soft drink concentrates since 1886, returned to India in 1993 after a 16
year hiatus, giving new thumbs up to the Indian soft drink market. In the same year,
the Company took over ownership of the nation’s top soft-drink brand and bottling
network. It’s no wonder our brands have assumed an iconic status in the minds of the
world’s consumers.
Company Portfolio
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Brand logos:-
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The various flavors and sub- brands are fallows:-
• Coca — Cola
• ThumsUp
• Limca
• Sprite
• Fanta
• Mazaa
• Pulpy Orange
Atul Singh
Atul Singh is the President of Coca-Cola India and South West Asia
Business Unit, a responsibility that he took over on September 1, 2005. He was earlier
the
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Performance Appraisal
President of East, Central & South (ECS) China Division of Coca-Cola. Atul is responsible
for Coca Cola’s operations in India, Sri Lanka, Bangladesh, Bhutan, Nepal and the
Maldives.
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Coca-Cola beverages
Market share
Achievements
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• Celebrating a 100 anniversary with first world wide bottle conference in the year
1985.
Company Overview
Key Executives
Description of Products
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Maaza Mango
Pulpy Orange Pure Orange
COLOJK
0 - Orange- Fantà
J - Juice - Mazaa, Pulpy, Nimbu fresh
type There is
• E&D-l
• E&D-2
Grocery Out lets : It was located on bus stops and public spots.
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• Visi Cooler
• Chest Cooler
4 Bronze
7 Silver
9 Gold
10 Gold
15 Diamond
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20 Diamond
30 Diamond
200 ml Coke, Thums Up, Limca, Sprite, Fanta, Mazaa, And Mazaa Tetra
250ml Mazaa-RCB
300 ml Coke, Thums Up, Limca, sprite, Fanta, kinley -RGB
330 ml Coke. Thums, sprite, Fanta cans or tins.
350 ml Coke, Thurns Up, Lirnca, sprite, Fanta —Pet- Xpress pack
Coke, Thums Up, Lirnca,sprite, Fanta, Mazaa — pet,mobile
600 ml pack
400 ml Minuete maid, Pulpy orange, Nimbu fresh Mobile pack
1.25 ml Coke, Thums Up, Limca, sprite, Fanta — fridge pack
2 let Coke, Thums Up, Limca, sprite, Fanta — party pack
1 .2 let Mazaa
1 .2 let Pulpy orange
500 ml Soda
1.5 let Soda
500 ml Water
1 let Water
2 let Water
Types of Drinks
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• Line order
• Alternate order
Line order booking: it had order taken every day. Regularly Coca cola follows this
order.
Alternative Order booking: it had order taken every 3days at once. Sometimes
company fallows these order.
PLANT LAY-OUT
The lay-out of the bottling plant of Coca-cola vizag confirms to the products
on lines lay-out. The machines and equipment have been imported from Germany,
which products the best capital investment in the World. The machinery and all the
equipments is arranged according to the sequence of operations, the machines and
workers are specialized in drink industry. They are specialized in operations such as the
syrup, clearing the bottles, filling the bottles. Crating and sealing the bottles with crown.
All these operations are carried on a continuous movement.
Due to above reasons the product lay-out offers certain advantages. The
production cycle is speedier up. Since the company follows a continuous movement, the
cost of material handling goes low. The total floor space required by the machine is less
than for other types of plant lay-outs.
PLANT CAPACITY
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PRODUCTION SCHEDULE
The production schedule is fixed by taking into consideration the present
or current market demand, the availability of empty bottles and also the inventory
position of differ flavors.
The production schedule for each brand is fixed daily, filling the bottles of
each brand and flavor. This has an advantage in that the branded products can be
manufactured once at a time. The glass bottles used for filling soft drinks are of the
volumes of containing 300m1 of soft drinks. There are also bottles of 500rnl capacities
to be filled soft drinks.
QUALITY CONTROL
Coca-Cola vizag takes great care to maintain the quality control of the products
in their factory. The bottles are visually examined for impurities continuously, as the
bottles move out. Samples are checked every ten minutes of production time by the
chemist for its quality and hygiene condition. The chemical analysis is also made for
flavors, gas contents and sugar percentages. The appearance, smell and taste of the
products are also checked.
If any defects are noticed the production is suspended and the connection
measures are taken so as to set right the bottling process irregularities, further samples
from each batch are dispatched to the affiliated parent agency company in each week
for quality check up. Moreover, agency of the company also lifts sample from the market
at random for quality checkup at any to make sure that the quality is maintained to the
exact standard of the parent company.
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At the end of the production schedule, daily all the equipment, plant floor
and wet patches are cleaned with bleaching powder of some other solution, the
standards of hygiene maintained inside the production shops are commendable.
SYRUP MAKING
In this process the syrup of a particular is prepared by heating sugar with
activated carbon power and filter aid (Hyfloces super cell) in treatment tank for a
specified time and up to a particular temperature. During the treatment most of the
colors, odor and some Organic impurities are removed from sugar syrup. This treated
syrup then passed through filter press, fitted with filter papers and heat exchangers and
clear syrup is collected in the syrup making tank, the essence of particular product will
be added for which a required.
Amount sugar is taken for treatment. Sugar syrup and essence are mixed in
the tank with the help of mechanical stirrer and eventually the flavor syrup is ready to
be used in the end use product.
WATER TREATMENT
This is the second in the process of soft drink manufacture. Water is the basic
ingredient in the soft drink, which comprises up to 90% of the quality. Hence, the
quality of water is brought to treatment tank and then water treatment chemicals such
as hydrated lime, bleaching powdered Ferro sulphate are added to the tank and mix
thoroughly with the help of mechanical stirrer.
• It frees the water from micro organism• Reduces the alkalinity to a required level.
This treated water passes though the specially designed filtration plant
containing chemical such activated carbon ( granular) and finally the manufacturer will
get the water suitable for soft drink bottling. For maintaining equipments in hygiene
conditions soda bicarbonate is used.
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BOTTLING
In this process both the concentrate and the purified water are mixed
together along with carbon dioxide gas and then bottled. In soft drinks field, only
reusable glass bottles sparkling clean and they are sterilized before the beverage is
filled. For this purpose the company makes use of machine known as’ Bottle Washer’.
For cleaning of bottles washing chemicals such as caustic soda and tn-sodium phosphate
are used. In the bottle washing system, in one end of washer the dirty bottles are fed
and the bottles are washed automatically while passing through various designed
chambers containing chemical solutions at different temperatures and concentration. Hot
water is used for cleaning the bottles. The bottles, after sterilization are collected at the
other end of the washer. They are then sending towards ‘Filler’ on conveyor belts. Before
the beverage reaches the filling machine fit is saturated with carbon dioxide gas in
carbonated after being chilled.
This carbon dioxide gas gives ‘Fizz’ to the soft drinks and along side pro larges
the shelf life of the products.
The bottles then are moved on the conveyor belts to the filling machines where
the beverage is filled under pressure and bottles are sent to the crowner where sealing
is done with the help of crowns. The crowns are used to retain the carbonation, flavors
as well as to protect the products form spoilage and contamination.
CRATING
The bottles collected from conveyor belts area placed manually into plastic
crakes. Each plastic case has capacity of 24 bottles. These crakes protect the bottles
from breakage and for easy handling of bottles. These crakes are put on specially
designed vans for carrying bottles and are sent to various consumption points.
DISTRIBUTION SETUP
Coca-Cola India pvt Ltd. Covers the five district of the territory through
172 distributors appointed at various locations for secondary di
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Coca-Cola India., REACHES THE 2200 OUTLETS OF Vizag city trough its
four dealers. Each dealer is assigned a specific area which is further divided.. Dealer is
given to salesmen depending upon the potential of his route.
The total covered by the plant is put to around 15,000 nos., in the five
districts in the Visakhapatnam city contributes to 2200 put lets.
CHAPTER – III
THEORETICAL REVIEW
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Definition
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Performance Appraisal
Its roots in the early 20th centuary can be traced to taylor’s pioneering time and
motion studies as a distinct and formal management procedure used in the evaluation of
work performance, appraisal really dates from the time of the second world war- not
more than 60 years ago.
It was felt that employees with roughly equal work abilities could be provided
with same amount of money, but they had different levels of morale, motivation &
performance. So basically the payment structure was focused on the amount of work
rather than the outcome. Morale and self-esteem was the issue which had a major
impact on the performance of different individuals.
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issues has been conducted, serious doubts continue to persist about various aspects of
appraisal.
This approach was a past oriented approach which focused only on the past
performance of the employees i.e. during a past specified period of time. This approach
did not consider the developmental aspects of the employee performance i.e. his
training and development needs or career developmental possibilities. The primary
concern of the traditional approach is to judge the performance of the organization as a
whole by the past performances of its employees.
Therefore, this approach is also called as the overall approach. In 1950s the
performance appraisal was recognized as a complete system in itself and the
Modern Approach to performance appraisal was developed.
METHODS OF APPRAISAL
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• Essay method
Traditional Methods
• Rating scales
This is the simplest and most popular technique for appraising employee
performance. The typical rating system consists of several numerical scales, each
representing a job related performance criterion such as dependability initiative,
output, attendance, attitude, co-operation, and the appropriate performance level
on each criterion, and then computes the employees total numerical score. The
number of points scored may be linked to salary increases, whereby so many
points equal a rise of some percentage.
• Checklist
This approach is known as the forced choice method because the rater is
forced to select the statements, which are readymade. The rater is given a series of
statements about an employee. These statements are arranged in block of two or
more, and the rater indicates, which statement is most or least descriptive of the
employee. As in the checklist method, the rater is simply expected to select the
statements that describe the rate. The HR department does the actual assessment.
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6. Essay method
Under this method the supervisor makes a free form, open ended
appraisal of an employee in his own words and puts down his impressions about
his impressions about the employee. The description is always as factual and
concrete as possible. No attempt is made to evaluate an employee in a
quantitative manner. The strength or the
The essay method depends on the writing skills and analytical ability of
the rater. The Essay method can consume much time because the rater must collect the
information necessary to develop the essay and then he/she must write it.
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inter personal relationships, adaptability and reliability, job knowledge etc). These
statements are developed from critical incidents.
In this method, an employee’s actual job behavior is judged against the desired
behavior by recording and comparing the behavior with BARS. Developing and practicing
BARS requires expert knowledge.
MODERN METHODS
• To establish the goals each subordinate is to attain. The goals typically refer
to the desired outcome to be achieved; these goals can then by used to
evaluate employee performance.
• The actual level of goal attainment is compared with the goals that were not
met upon. The evaluator explores reasons for the goals that were not met
and for the goals that were exceeded. This step helps determine possible
training needs.
• Establishing new goals and, possibly, new strategies for goals not previously
attained. Subordinates who successfully reach the established goals may be
allowed to participate more in the goal setting process the next time. The
process is repeated.
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3. Assessment centers
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Performance Appraisal
STEPS IN APPRAISAL PROCESS
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1. Establishing Performance Standards
The first step in the process of performance appraisal is the setting up of the
standards which will be used to as the base to compare the actual performance of the
employees. This step requires setting the criteria to judge the performance of the
employees as successful or unsuccessful and the degrees of their contribution to the
organizational goals and objectives. The standards set should be clear, easily
understandable and in measurable terms. In case the performance of the employee
cannot be measured, great care should be taken to describe the standards.
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Performance Appraisal
The employees should be informed and the standards should be clearly explained to
the. This will help them to understand their roles and to know what exactly is expected
from them. The standards should also be communicated to the appraisers or the
evaluators and if required, the standards can also be modified at this stage itself
according to the relevant feedback from the employees or the evaluators.
5. Discussing Results
The result of the appraisal is communicated and discussed with the employees on
one-to-one basis. The focus of this discussion is on communication and listening. The
results, the problems and the possible solutions are discussed with the aim of problem
solving and reaching consensus. The feedback should be given with a positive attitude
as this can have an effect on the employees’ future performance. The purpose of the
meeting should be to solve the problems faced and motivate the employees to perform
better.
6. Decision Making
The last step of the process is to take decisions which can be taken either to
improve the performance of the employees, take the required corrective actions, or the
related HR decisions like rewards, promotions, demotions, transfers etc.
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Identification of the appraisal criteria is one of the biggest problems faced by the
top management. The performance data to be considered for evaluation should be
carefully selected. For the purpose of evaluation, the criteria selected should be in
quantifiable or measurable terms
Lack of competence
Top management should choose the raters or the evaluators carefully. They
should have the required expertise and the knowledge to decide the criteria accurately.
They should have the experience and the necessary training to carry out the appraisal
process objectively.
Many errors based on the personal bias like stereotyping, halo effect (i.e. one
trait influencing the evaluator’s rating for all other traits) etc. may creep in the appraisal
process. Therefore the rater should exercise objectivity and fairness in evaluating and
rating the performance of the employees.
Resistance
The appraisal process may face resistance from the employees and the trade
unions for the fear of negative ratings. Therefore, the employees should be
communicated and clearly explained the purpose as well the process of appraisal. The
standards should be clearly communicated and every employee should be made aware
that what exactly is expected from him/her.
Performance Appraisal
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employee feels happy to work with their supervisor and thereby contributes
their maximum to the organization
HCCBPL has its considerable and conscience full ethics towards the employees
and their appraisal system. In this regard HCCBPL has developed a very good system of
performance appraisal system with remarkable constraints like periodic review, a specific
appraisal form and many..
It upholds the self esteem and dignity of each other by creating an open culture
conductive for expression of views and ideas irrespective of hierarchy.
HCCBPL take utmost care to protect our natural environment and serve the communities
in which we live and work.
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Performance planning/goal
setting Performance
review-periodic review
Consequence management
Performance planning/goal setting:
Once the business/functional plan is frozen, the superior and the employee should meet to
clarify expectations from their key customers/stakeholders and each other. This input
should be converted into performance goals to be met during the review period.
The goals articulated are not merely a routine set of activities, but ideally should result in
value creation for the organization through either continuously improving or reducing gap
in the existing products, processes and services. To improve organizational performance.
The goals must necessarily incorporate performance stretch i.e., they need to be
significantly higher than the goals of the previous year.
Measurement criteria are for tracking performance against the goals. The
superior/employee are free to freeze the criteria as relevant to their nature of work.
Possible criteria may be quantity (tones produced, units sold), quality, cost, time and
human relations.
HCCBPL follows an performance appraisal form for the purpose of periodic review over the
employee performance which is done periodically by the superior and the form includes:
1. Attributes
1. Overall assessment
Attributes:
In this section, the attributes of the employees like job knowledge, Quality of work, Target
achievement, Interpersonal relations, punctuality, integrity & loyalty of organization,
Physical
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stability, leadership & communication skills are observed and measured with specified
ratings to each employee.
Overall assessment:
Based on the ratings from attributes section and even other constraints the employees is
given with final result of review which results in the decisions of training/development
programs, promotions and even other incentives.
Consequence management:
This is the final part of appraisal process. This is done based on the results of review and
even the appraised employee i.e., his/her feedback. It includes if appraised positively-
rewards and recognition,
Performance Apprai
CHAPTER IV
DATA ANALYSIS
&
INTERPRETATION
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Data analysis and interpretation refers to how the collected from the different
sources and how it is interpreted. The data collected from the primary sources and
secondary sources.
The Primary data are those which are collected afresh and for the first time, and
thus happen to be original in character. The tools for collecting this primary data are by
two types namely Interview Method and Questionnaire Method.
The Secondary data are those which have already been collected by someone
else and which have already been passed through the statistical process in the company.
For collecting the data the sample size taken in the survey is only 70
respondents. Because lack of time. The technique used for collecting the data is simple
random sampling technique. The statistical tools used in survey are bar charts, pie
charts and tables.
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1. Existence of Performance Appraisal System
Percentage
Opinion Pool Respondents (%)
Yes 60 86
No 10 14
Total 70 100
Table No-4.1
100
90
80
70
60
Kind Of Opinion
50
Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
FIGURE NO-4.1.1
INFERENCE:
From the above table, it shows the respondents opinion about existence of
performance appraisal system in the organization. It reveals that 86% of the total
respondents opinioned that the appraisal system existed in the company and 14% of the
respondents opinioned that the appraisal system is not existed. So majority of the
respondents opinioned that the appraisal system is existed.
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Table No-4.1.2
100
90
80
70
60
Kind of opinion
50
Respondents
40
Percentage(%)
30
20
10
0
1 2 3 4 5 6
FIGURE NO-4.1.2
INFERENCE:
From the above table 22% of the respondents opinioned that the factors of
appraisal is excellent, 47% of the respondents opinioned that, the factors of appraisal is
good, 17% of the respondents opinioned that, the factors of appraisal is average and
14% of the respondents opinioned that it is poor.
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Performance Appraisal
Percentage
Opinion pool Respondents (%)
Peers 40 57.1
Performance Review
Committee 20 28.6
Others 10 14.3
Total 70 100
Table No-4.1.3
100
90
80
70
60
Kind Of Opinion
50
Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7 8 9
FIGURE NO-4.1.3
INFERENCE:
From the above table 57.1% opinioned that, they prefer peers, 28.6% opinioned
that, they prefer performance review committee and 14.3% opinioned that, they prefer
others. So majority of the respondents opinioned that they prefer peers.
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INFERENCE:
From the above table, 78.5% opinioned that, the performance appraisal is done
at the place of work and 21.5% opinioned that, the performance appraisal is done at any
other place in the organization.
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Percentage
Opinion pool Respondents (%)
Fully aware 30 42.8
Partially aware 20 28.6
Not at all aware 20 28.6
Total 70 100
Table No-4.1.5
100
90
80
70
60
Kind Of Opinion
50
Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
INFERENCE
From the above table, 42.8% opinioned that, they are fully aware of the performance
appraisal system, 28.6% opinioned that, they are partially aware of the performance
appraisal system and 28.6% opinioned that, they are not at all aware of the
performance appraisal system.
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100
90
80
70
60
50
Respondents
40
Percentage (%)
30
20
10
0
3 9 Total
months months
INFERENCE
From the above table, 7.1% opinioned that, the performance appraisal is conducted
for every 3 months, 50% opinioned that, the appraisal is conducted for every 6 months,
7.1% opinioned that, the appraisal is conducted for every 9 months and 35.8%
opinioned that, the appraisal is conducted for every 1 year most of the
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Percentage
Opinion pool Respondents (%)
Yes 60 86
No 10 14
Total 70 100
Table No-4.1.7
100
90
80
70
60 Kind Of
Opinion
50
Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
INFERENCE
From the above table, 86% opinioned that, the interpersonal and team relationships
with peers, superiors and subordinated is satisfactory and good and 14% opinioned that,
the interpersonal and team relationships with peers, superiors and subordinated is not
satisfactory.
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Table No-4.1.8
100
90
80
70
60
50
40 Respondents
30 Percentage (%)
20
10
0
Immediately More than a Total
after month
completion
INFERENCE
From the above table, 21.4% opinioned that, the feedback is communicated
immediately after completion, 50% opinioned that, the feedback is communicated within
15 days, 21.4 % opinioned that, the feedback is communicated more than a month and
7.2% opinioned that, the feedback is not communicated.
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Table No-4.1.9
100
90
80
70
60 Kind Of
Opinion
50
Respondents
40 Percentage
(%)
30
20
10
0
1 2 3 4 5 6 7 8
INFERENCE
From the above table, 31.4% of the respondents opinioned that, the feedback is
communicated in oral form and 68.6% opinioned that, the feedback is communicated in
the written form.
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100
90
80
70
60
Kind Of Opinion
50
Respondents
40
Percentage (%)
30
20
10
0 2 3 4 5 6
1
INFERENCE
From the above table, 28.6% of the respondents opinioned that, the feedback is
communicated by the concerned controlling officer, 64.3% opinioned that, the feedback
is communicated by the superior and 7.1% opinioned that, the feedback is
communicated by any other manager.
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Percentage
Opinion pool Respondents (%)
Your superior 23 32.9
Any controlling officer 47 67.1
Total 70 100
Table No-4.1.11
120
100
80
Respondents
60 Percentage
(%)
40
20
0
r
r e l
io ic a
r f t
e f o
p o T
u g
s in
r l
u o
o r
Y n
o
y
n
A
INFERENCE
From the above table, 32.9% of the respondents opinioned that, the self appraisal
report should submit to the superior and 67.1% opinioned that, the self appraisal report
should submit to any controlling officer.
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1. Performance Appraisal Based On Well Defined Objective Criteria
Percentage
Opinion pool Respondents (%)
Yes 40 57
No 30 43
Total 70 100
Table No-4.1.12
100
90
80
70
60
Kind Of Opinion
50
40 Respondents
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
INFERENCE
From the above table, 57% of the respondents opinioned that, the appraisal is based
on well defined objective and 43% opinioned that, the appraisal is not based on the well
defined objective .
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Percentage
Kind Of Opinion Respondents (%)
Yes 12 17
No 58 83
Total 70 100
Table No-4.1.13
100
90
80
70
60
Kind Of Opinion
50
Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
INFERENCE
From the above table, 17% of the respondents opinioned that, the appraisal is
based on job analysis and 83% opinioned that, the appraisal is not based on job
analysis.
Table No-4.1.14
100
90
80
70
60
Kind Of Opinion
50
Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
INFERENCE
From the above table it shows all the respondents opinioned that, the appraisal is
necessary for the organization.
15.Publicity To The Performance Appraisal By The Organization
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Performance Appraisal
Percentage
Opinion pool Respondents (%)
Yes 45 64
No 25 36
Total 70 100
Table No-4.1.15
100
90
80
70
60
Kind Of Opinion
50 Respondents
40
Percentage (%)
30
20
10
0
1 2 3 4 5 6 7
INFERENCE
From the above table, 64% of the respondents opinioned that, the performance
appraisal publicity is given by the organization and 36% opinioned that, the publicity is
not given.
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Percentage
Opinion pool Respondents (%)
Yes 35 50
No 35 50
Total 70 100
Table No-4.1.16
100
90
80
70
60
50 Respondents
40 Percentage (%)
30
20
10
0
Yes No Total
INFERENCE
From the above table, 50% of the respondents opinioned that, the present
performance appraisal system is effective and 50% of the respondents opinioned that,
the present appraisal system is not effective.
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Performance Appraisal
Percentage
Opinion pool Respondents (%)
Only seniority 20 28.6
Only merit 10 14.3
Both merit & seniority 40 57.1
Total 70 100
Table No-4.1.17
120
100
80
Respondents
60
Percentage (%)
40
20
0
o e n
i
e a
n m s ot
e
s ly & T
n it
ly r
n O e
O hm
t
o
B
INFERENCE
From the above table, 28.6% of the respondents opinioned that, the appraisal
regarding promotions is based on only seniority, 14.3% opinioned that, the appraisal
regarding promotions is based on only merit and 57.1% opinioned that, the appraisal
regarding promotions is based on both merit and seniority.
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CHAPTER – V
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The first Chapter deals with introduction need for the study, objectives,
methodology and limitations. In this chapter on need for the study deals with, a good
system of performance appraisal and feedback is needed by organization that wants to
be dynamic and growth orientd. There should no difference of opinion between the
review and appraisal employees. The feedback plays a major role in the process of
communication between the superior and the subordinate.
Methodology of the study, sample size is 70 and data collection of the study are
primary and secondary data. The technique used was simple random technique. the
instruments for collecting primary data are personal interview and questionnaire.
Limitations of the study is it may not be possible to cover in depth because of the period
is limited
The second Chapter deals with the industry profile and its business lines in
different fields. The HCCBPL got succeed in whatever it entered with awards and
milestones of successful journey as a symbol of its achievements. The group even more
serious and considerable its responsibilities as a social organization with CSR activities.
– Cola in 1929. CANDLER sold the company to Ernest Woodruff and he was the first
president of “Coca – Cola” M.DOUGLAS IVESTOR is currently chairman and BOD (Board
of director) of Coca – Cola company. Company’s head quarters are located in ATLANTA
GEORGIA. Approximately 70% of company volume and 80% of company profit come
from the outside the U.S. Scientists soon discovered that gas carbon or carbonium was
behind
the bubbles in natural mineral water. The first marketed soft drink appeared in the 17 th
century. Coca Cola enjoyed in step by step worldwide Atlanta Beginnings (1986-
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Performance Appraisal
1892).Coca Cola is enjoyed in the United States. Coca Cola made its debut in Atlanta, At
Jacobs’ pharmacy Soda fountain where it is sold for 5 cents a glass. It was 1886, and in
New York Harbor, workers were constructing the Statue of Liberty. Eight hundred miles
away, another great American symbol was about to be unveiled.
During the 70’s Coca-Cola thrilled the world with its exciting and dynamic
advertising. After 70 years of success with one brand, Coca-Cola®.
Sprite® followed in 1961, with TAB® in 1963 and Fresca® in 1966. In 1960,
The Coca-Cola Company acquired The Minute Maid Company, adding an entirely
new line of business - juices -- to the Company.Advertising for Coca-Cola, always an
important and exciting part of its business, really came into its own in the 1970s, and
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reflected a brand connected with fun, friends and good times. The international appeal
of Coca-Cola was embodied by a 1971 commercial, where a group of young people from
all over the world gathered on a hilltop in Italy to sing “I’d Like to Buy the World a
Coke.”
Coke in space In 1985, Coca-Cola becomes the first soft drink ever in
Refreshing the world through sports. The Company continues its long standing
association with athletic events including the Olympic Games and the FIFA world cup.
The l990s were a time of continued growth for The Coca-Cola Company. The Company’s
long association with sports was strengthened during this decade, with ongoing support
of the Olympic Games, FIFA World CupTM foot ball (soccer), Rugby World Cup and the
National Basketball Association. Coca-Cola classic became the Official Soft Drink of
NASCAR racing, connecting the brand with one of the world’s fastest growing and most
popular spectator sports. New beverages joined the Company’s line-up, including
PowerAde® sports drink, Qoo® children’s fruit drink and Dasani® bottled water. The
Company’s family of brands further expanded through acquisitions, including Limca®,
Maaza® and Thurns Up® in India, Barq’s® root beer in the U.S., Inca Kola® in Peru,
and Cadbury Schweppes’® beverage brands in more than 120 countries around the
world. By 1997, the Company already sold 1 billion servings of its products every day,
yet knew that opportunity for growth was still around every corner.
Welcome to ‘The Coke side of life”. Coca-Cola global marketing flat form makes its
debut.1886, Coca-Cola® brought refreshment to patrons of a small Atlanta pharmacy.
Now well into its second century, the Company’s goal is to provide magic every time
someone drinks one of its more than 500 brands. From the early beginnings when just
nine drinks a day were served, Coca-Cola has grown to the world’s most ubiquitous
brand, with more than 1.4 billion beverage servings sold each day. When people choose
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to reach for one of The Coca-Cola Company brands, the Company wants that choice to
be exciting and satisfying, every single time. Achievements of coca cola are,
The third Chapter deals with the review literature and the procedure of
performance appraisal system in HCCBPL . The review literature deals with the main
aspects of performance appraisal of the employees and how it would motivate the
employees and it helps in both the individual and organizational development.
The performance appraisal system in HCCBP ltd is very good and satisfactory by
the employees.
The fourth chapter deals with the data analysis and interpretation. The data is
interpreted based on the samples collected from the employees in the organization. The
data analysis deals with the company whether the employees are satisfied with the
procedure or to make any changes in the present appraisal system and the necessary
chages are suggested to the organizations.
The fifth chapter deals with the summary of the project report and findings and
suggestions basing on the study.
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5.2 FINDINGS
1. It observed that 86% of the respondents opinioned on the performance appraisal
system existence in the organization, where as 14% of the respondents
opinioned on the appraisal system non existence. Therefore majority are
considering the existence of appraisal system.
1. It can observed that 78.5% opinioned on the performance appraisal was done at
the place of work and 21.5% opinioned that, the performance appraisal was
done at other place in the organization.
1. It can analysed that 42.8% opinioned were fully aware of the performance
appraisal system, 28.6% opinioned that, they were partially aware of the
performance appraisal system and 28.6% opinioned that, they were not at all
aware of the performance appraisal system. Hence it can said that majority are
having awareness.
1. 86% opinioned that, the interpersonal and team relationships with peers,
superiors and subordinated is satisfactory and good and 14% opinioned that, the
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1. 32.9% of the respondents opinioned that, the self appraisal report should submit
to the superior and 67.1% opinioned that, the self appraisal report should
submit to any controlling officer.
1. 57% of the respondents opinioned that, the appraisal is based on well defined
objective and 43% opinioned that, the appraisal is not based on the well defined
objective .
1. 17% of the respondents opinioned that, the appraisal is based on job analysis
and 83% opinioned that, the appraisal is not based on job analysis.
1. All the respondents opinioned that, the appraisal is necessary for the
organization.
1. 64% of the respondents opinioned that, the performance appraisal publicity is
given by the organization and 36% opinioned that, the publicity is not given.
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5.3 SUGGESTIONS
1. Only few respondents opinioned that the appraisal factors are excellent. So
the organization needs to consider good factors for appraisal.
1. Job analysis is one of the dominant factors for appraisal so the organization
need to give more importance for job analysis while conducting appraisal.
1. The feedback plays a major role in the process of communication between the
superior and the subordinate. So that the organization need to provide
immediate feedback to its employees.
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5.4 CONCLUSION
A good system of performance appraisal comes out through perfect rating of the
employees and their feedback for the given rating. The system should work so the
things to be done through the people.
HCCBPL occupied a prominent position in the industry in its products and it has
been achieving its objectives despite of obstacles faced and stood at a good position
with a perfect vision.
The employees of HCCBPL are satisfied with the system of appraisal followed there,
because of its concern and consideration towards the employees by the management.
Finally I conclude my topic “performance appraisal ”, the work and the related
issues were drastically changed when compared to the past.
Performance appraisal is a sensitive issue because it not only appraisal for the
achievers but also punishments and warnings to the low contributors. Everything done
by the organization should be accepted the employees and even make the perceive that
it is done for the good sake of employees. This factor is quite crucial for any organization
to achieve its objectives.
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BIBLIOGRAPHY
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BIBLIOGRAPHY
BOOKS
1. DR. P. SUBBA RAO Essentials of Human Resource Management And
industrial relations, Himalaya publishing house, 3rd revised edition, Mumbai 1999.
2. K. ASWATHAPPA Human Resources and Personnel Management,Mc
Graw Hill edition, New Delhi, revised edition, 2007.
3. R.S. DWIVEDI Human Resources and Personnel Management,
Galgotia Publishing Company, New Delhi, revised edition, 2008.
4. V.S.P. RAO Human Resource Management, excel books, New
Delhi, edition, 2005.
5. Kothari Research methodology.
READING MATERIALS
WEBSITES
1. www.Google.com
1. www.BBIPLINFRA.com
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ANNEXURES
Performance Appraisal
QUESTIOINNAIRE
Respected Sir/madam,
NAME:
AGE:
DESIGNATION:
DEPARTMENT:
MONTHLY INCOME:
EXPERIENCE:
B.NO
• Excellent
• Good
• Average
• Poor
• If you are above the supervisory cadre, are you satisfied with self appraisal or you
prefer
• Peers
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• Place of work
B .Partially Aware
• 3 months
• 6months
• 9 months
• 1 year
• Interpersonal and team relationship with peers, superior and subordinates are
A .YES B .NO
B. within 15 days
D .Not communicated
• Feedback is communicated in which form
• Oral
• Written
A. Superior
11.If you are above the supervisory cadre, to whom you will submit the self appraisal
report?
A .Your superior
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• Yes
B.
No
13.Is the appraisal based on job analysis?
A. Yes
A. No
A. Yes B. No
A .YES B .NO
16. Present performance appraisal is effective?
A .YES B .NO
A.Only Seniority
B.Only Merit
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