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A REPORT

ON

PERFORMANCE MANAGEMENT
SYSTEM

AKANSHA SRIVASTAVA
&
EMPLOYEE ENGAGEMENT
SCHEMES

BY
AKANSHA SRIVASTAVA

HINDUSTAN COCA COLA


BEVERAGES PVT LTD.

1
AKANSHA SRIVASTAVA
A REPORT

ON

PERFORMANCE MANAGEMENT
SYSTEM
&
EMPLOYEE ENGAGEMENT
SCHEMES
BY

AKANSHA SRIVASTAVA

A REPORT SUBMITTED IN PARTIAL FULFLLMENT OF THE


REQUIREMENTS OF MBA PROGRAM OF IIPM,NEW DELHI

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DISTRIBUTION LIST:
FACULTY GUIDE: COMPANY GUIDE:
PROF. DIPTI SHARMA MRS. CHANDANA TYAGI
Faculty IBS, Human resource,
Hyderabd Regional office
Coca-cola, Hyderabad

AKANSHA SRIVASTAVA
.

AKNOWLEDGEMENT

Successful accomplishment of any task is possible only with the cooperation of the people at
various levels. It is impossible to thank each of them individually but a sincere effort is being
made here to thank some of them.

I would like to express my gratitude and sincere thanks to Mr. G.V.R.K. Raju, HR Manager,
Regional Office (South region) for giving me opportunity to work and be a part of Hindustan
Coca-Cola Beverages Pvt Ltd.

In particular I would like to thank my company guide Mrs. Chandana Tyagi for giving me
opportunity to work on different projects like ‘PERFORMANCE MANAGEMENT SYSTEM’
and ‘EMPLOYEE ENGAGEMENT SCHEMES’. These projects would not have been possible
without her pushing efforts. I have no words to thank her for timely advice, personal efforts and
keen interest in the projects.

I would also like to take this opportunity to thank my faculty guide Prof. Dipti Sharma for
providing a helping hand and also for guiding me as a mentor and giving necessary assistance.

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Without his support, motivation and guidance it would have been nearly impossible to complete
these projects on time successfully.

All of the projects are a result of cumulative efforts of five people working not only as a team but
as a single unit. I hereby thank Rahul, Garima, Anshula and Kanchan for all their hard work,
support and help.

I also received tremendous help & support from Mr. Sannu Francis and Ms. Roopa Kandi (HR

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executives) throughout the projects. They were always willing to explain the nitty gritty of things
& motivated me to do a better job each day. Without their cooperation, the projects would not
have taken the desired shape in such a less amount of time.
Last but not the least I thank my families, friends who were always there for me.

HINDUSTAN COCA-COLA BEVERAGES


PVT LTD.

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AKANSHA SRIVASTAVA

FINAL PROJECT REPORT


ABSTRACT

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Coca-Cola (also known as Coke) is a type of carbonated soft drink sold in stores, restaurants
and vending machines in more than 200 countries. It is produced by The Coca-Cola Company
and is one of the world’s most recognizable and widely sold commercial brands.

Coca-Cola, the corporate nourishing the global community with the worlds largest selling soft
drink concentrates since 1886, returned to India in 1993 after a gap of 16 years giving a 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 brands and bottling network.

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During the course of this summer internship program I have worked on two projects for the
organization namely PERFORMANCE MANAGEMENT SYSTEM & EMPLOYEE
ENGAGEMENT SCHEME. These projects were completed in the human resource department
of Coca-Cola Moula Ali, Hyderabad under the able guidance of my company guide Mrs.
Chandana Tyagi and faculty guide Mr. Dipti Sharma.

PERFORMANCE MANAGEMENT SYSTEM AUDIT:

Performance management system of coca cola has recently gone for an overhaul. The main aim
of the project is reviewing the new PMS system and it’s effectiveness.

The process entailed studying the existing PMS system in the organization, auditing and
analyzing the appraisal files, comparing it with PMS systems followed at other similar
organizations and giving recommendations & suggestions for improving the process further as
well as finding out it’s shortcomings and weaknesses if any.

EMPLOYEE ENGAGEMENT SCHEMES:

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The buzzword of the moment for HR is "engagement". Engaged employees are committed to
their work, putting in enthusiasm and discretionary effort for the organization’s success. This
project involves studying and analyzing the already in place employee engagement and fun at
work activities at Coca-Cola (south region) and also giving pragmatic suggestions for the same.

This entails interactions with the various cadres of associates in order to determine the need for
every level, understanding the policies and culture of the organization, studying the already
existing activities for employee engagement and then giving suggestions and recommendations
with proper feasibility study for the suggestions given.

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TABLE OF CONTENTS

S TOPIC PAGE
NO NO
.
1. ACKNOWLEDGEMENT 3
2. ABSTRACT 5

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3. ORGANIZATIONAL PROFILE 10
4. COCA COLA INDIA – A BRIEF INTRODUCTION 13
5. ORGANIZATIONAL STRUCTURE HINDUSTAN 15

COCA COLA BEVERAGES PVT LTD.


6. PROJECT 2: PERFORMANCE 16

MANAGEMENT SYSTEM AUDIT


6.1 PERFORMANCE MANAGEMENT SYSTEM – 17

INTRODUCTION
6.2 PROCESS OF PMS 19
6.3 BENEFITS 20
6.4 CONCERNS OF PMS 20
6.5 OBJECTIVE OF THE PROJECT 22
6.6 METHODOLGY ADOPTED 26
6.7 PMS AT HCCBPL 31
6.8 ANALYSIS & OBSERVATIONS 35
7 SUGGESTIONS 36
7.1 PERFORMANCE MANAGEMENT SYSTEM – 37

INTRODUCTION
7.2 PROCESS OF PMS 38
7.3 BENEFITS 40
7.4 CONCERNS OF PMS 42
7.5 OBJECTIVE OF THE PROJECT 43
7.6 METHODOLGY ADOPTED 43
7.7 PMS AT HCCBPL 44
7.8 ANALYSIS & OBSERVATIONS 46
7.9 SUGGESTIONS 47

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8 OTHER PROJECTS: MD’S ASSESSMENT 49

CENTER
8.1 MD’S ASSESMENT CENTER – DESCRIPTION 50
8.2 REFERNCES 52
8.3 GLOSSARY 52
8.4 APPENDICES 53

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MAIN TEXT

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AKANSHA SRIVASTAVA
ORGANIZATIONAL PROFILE

The product that has given the world its best-known taste was born in Atlanta, Georgia, on May
8, 1886. Dr. John Stith Pemberton, a local pharmacist, produced the syrup for Coca-Cola. Coca-
Cola was initially sold as a patent medicine for five cents a glass at soda fountains. Coca-Cola
was sold in bottles for the first time on March 12, 1894, and cans of Coke first appeared in 1955.

Coca-Cola (also known as Coke) is a carbonated soft drink is produced by The Coca-Cola

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Company (NYSE: KO). Coke is one of the world's most recognizable and widely sold
commercial brands.1

Originally intended as a patent medicine when it was invented in the late 19th century, Coca-
Cola was bought out by businessman Asa Griggs Candler, whose marketing tactics led Coke to
its dominance of the world soft drink market throughout the 20th century. Although faced with
critiques of its health effects and various allegations of wrongdoing by the company, Coca-Cola
has remained a popular soft drink to the present day.

The company actually produces concentrate for Coca-Cola, which is then sold to various Coca-
Cola bottlers throughout the world. The bottlers, who hold territorially-exclusive contracts with
the company, produce finished product in cans and bottles from the concentrate in combination
with filtered water and sweeteners. The bottlers then sell, distribute and merchandise Coca-Cola
in cans and bottles to retail stores and various other outlets.

The Coca-Cola Company has, on occasion, introduced other cola drinks under the Coke brand
name. The most famous of these is Diet Coke, which has become a major diet cola but others
exist, including Caffeine free Coke, Cherry Coke, Coke Zero, Vanilla Coke and limited editions
with lemon and with lime, and even with coffee. The Coca-Cola Company owns and markets
other soft drinks that do not carry the Coca-Cola branding, such as Sprite, Fanta, and others. 2

1
www.cocacola.com
2
http://en.wikipedia.org

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BRANDS UNDER COKE UMBRELLA

INTERNATIONAL:

TEA / COFEE: FRUIT JUICES:

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SPORTS DRINK: COLD DRINKS:

OTHER DRINKS: WATER:

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ENERGY DRINKS: AND THE RECENT

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ENTRY:

INDIAN:

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SLOGANS USED:
The following is a sampling of the variety of slogans that has been used to advertise the Coca-
Cola product for years:

 1904 - Delicious and Refreshing


 1922 – Thirst now no season
 1927 – Around the corner from everywhere
 1929 – The pause that Refreshes

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 1932 – Ice Could Sunshine
 1938 – The Best Friend Thirst Ever Had
 1939 – Coca-Cola goes along
 1948 – Where there’s Coke there’s hospitality
 1956 – Coca-Cola…Makes good things taste better
 1959 – Be Really Refreshed
 1963 – Things go better with coke
 1970 – It’s a Real thing
 1971 – I would like to buy the world a coke
 1976 – Coke Adds Life
 1979 – Have a Coke and a Smile
 1982 – Coke Is It!
 1987 – When Coca-Cola is part of your life, ‘you can’t beat the feeling!
 1988 – Can’t beat the feeling
 1989 – Can’t beat the real thing
 1993 – Always Coca-Cola.

COCA COLA INDIA – A BRIEF


INTRODUCTION

Coca-Cola, the corporate nourishing the global community with the worlds largest selling soft
drink concentrates since 1886, returned to India in 1993 after a gap of 16 years giving a new

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thumbs up to the Indian Soft Drink Market. In the same year, the Company took over ownership
of the nation's top soft-drink brands and bottling network. It’s brands have now assumed an
iconic status in the minds of the consumers.

Ever Since, Coca-Cola India has made significant investments to build and continually
consolidate its business in the country, including new production facilities, waste water treatment
plants, distribution systems and marketing channels.

Coca-Cola India is among the country’s top international investors, having invested more than

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US$ 1 billion in India within a decade of its presence and further pledged another US$ 100
million in 2003 for its operations.

With virtually all the goods and services required to produce and market Coca-Cola being made
in India, the business system of the Company directly employs approximately 6,000 people, and
indirectly creates employment for more than 125,000 people in related industries through our
vast procurement, supply and distribution system.

The vast Indian operations comprise 25 wholly-owned- company-owned bottling operations and
another 24 franchisee-owned bottling operations. That apart, a network of 21 contract-packers
also manufactures a range of products for the Company.

On the distribution front, 10-tonne trucks, open-bay three-wheelers that can navigate the narrow
alleyways of Indian cities constantly keep our brands available in every nook and corner of even
the country’s remotest areas.

The Company has shaken up the Indian carbonated drinks market, and given consumers the
pleasure of world-class drinks to fill up their hydration, refreshment & nutrition needs. 3

ORGANIZATIONAL STRUCTURE

3
www.coca-colaindia.com

15
COCA COLA HINDUSTAN BEVERAGE PVT
LTD.

These projects have been done under Coca-Cola India, regional office Human Resource
department at Moula Ali, Hyderabad. The area covered under the projects is the south region of
the country. An overview of the various units (offices & plants) of coke located in southern
region and covered within the project are as followed:

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SOUTH REGION UNITS (PLANTS & OFFICES):

1) Regional office, Moula Ali Hyderabad


2) Moula Ali plant, Hyderabad
3) Ameenpur plant, Hyderabad
4) Marketing & Sales, Koimbatore
5) Neemam Plant, Chennai
6) Marketing and sales, Chennai
7) Bidadi plant, Bangalore
8) Bangalore office

ORGANIZATIONAL HIERARCHY:

The organization is divided into levels according to grades from 1 to 12 in India which are as
follows.

Grade 1-3 includes workmen, salesmen, bottle checkers, filler operators, fork lift operators etc.

Grade 4-7 includes staff and the breakup is as follows: 4- officers, 5- senior officers, 6-
executives, 7- senior executives.

Grade 8 is assistance mangers.


Grade 9 is associate mangers
Grade 10 is manger
Grade 11 is senior mangers

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AKANSHA SRIVASTAVA
PERFORMANCE
MANAGEMENT SYSTEM
AUDIT

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PERFORMANCE MANAGEMENT SYSTEM

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The history of performance appraisal is quite brief. Its roots in the early 20 th century can be
traced to Taylor’s pioneering Time and Motion studies. But this is not very helpful, for the same
may be said about almost everything in the field of modern human resources management.

In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and
development was gradually recognized. The general model of performance appraisal, as it is
known today, began from that time. 4

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MORDERN APPRAISAL SYSTEM:

Managing employee performance is an integral part of the work that all managers and rating
officials perform throughout the year. It is as important as managing financial resources and
program outcomes because employee performance or the lack thereof, has a profound effect on
both the financial and program components of any organization. 5

Performance appraisal may be defined as a structured formal interaction between a subordinate


and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in
which the work performance of the subordinate is examined and discussed, with a view to
identifying weaknesses and strengths as well as opportunities for improvement and skills
development.

In many organizations appraisal results are used, either directly or indirectly, to help determine
reward outcomes. That is, the appraisal results are used to identify the better performing
employees who should get the majority of available merit pay increases, bonuses, and
promotions.

By the same token, appraisal results are used to identify the poorer performers who may require
some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. Whether
this is an appropriate use of performance appraisal - the assignment and justification of rewards

4
http://en.wikipedia/coca-cola.org
5
Performance Appraisal Handbook, US Department of Interiors

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and penalties - is a very uncertain and contentious matter. Performance appraisals are a regular
review of employee performance within organizations.

Generally, the aims of a scheme are:

 Give feedback to employees to improve subsequent performance.


 Identify employee training needs.
 Document criteria used to allocate organizational rewards.
 Form a basis for personnel decisions-salary (merit) increases, disciplinary actions, etc.

AKANSHA SRIVASTAVA
 Provide the opportunity for organizational diagnosis and development.
 Facilitate communication between employee and administrator.
 Validate selection techniques and human resource policies to meet legal Equal
Employment Opportunity requirements.

A common approach to assessing performance is to use a numerical or scalar rating system


whereby managers are asked to score an individual against a number of objectives/attributes.

PROCESS OF PERFORMANCE MANAGEMENT:

The performance management is the systematic process of:


• planning work and setting expectations
• continually monitoring performance
• developing the capacity to perform
• periodically rating performance in a summary fashion; and
• rewarding good performance

STEP 1: PLANNING:
In an effective organization, work is planned in advance. This includes setting performance
expectations and goals for individuals in order to channel efforts toward achieving organizational
objectives. Involving employees in the planning process is essential to their understanding of the
goals of the organization, what needs to be done, why it needs to be done, and expectations for
accomplishing goals.

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STEP 2: MONITORING
Effective and timely feedback during the performance appraisal period addressing employee
performance on elements and standards is an essential component of a successful performance
management program.

Employees need to know in a timely manner how well they are performing. They need to be told
what they are doing well and if there are areas needing improvement.

Feedback can come from many different sources: observation by managers and rating officials,

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measurement systems, feedback from peers, and input from customers, just to name a few. It will
be up to rating officials to determine how best to gather the information, and from which sources,
to ensure an effective rating of the employees under their supervision.

Part of the monitoring process includes conducting at least one formal progress review during
each appraisal period at approximately mid-way through the rating cycle.

STEP 3: DEVELOPING EMPLOYEES

The process of performance management provides an excellent opportunity to identify


developmental needs. During planning and monitoring of work, deficiencies in performance
become evident and can be addressed. Areas for improving good performance also stand out, and
action can be taken to help successful employees improve even further.

Developing employees is more than just training employees. Developing employees covers all
efforts to foster learning, which happens on the job every day. When organizations focus on
developing their employees' capacity to perform rather than just training them, employees will be
able to adapt to a variety of situations, which is vital for the survival, well-being, and goal
achievement of individuals as well as organizations.

STEP 4: RATING

Within the context of formal performance appraisal requirements, rating means evaluating
employee performance against the elements and standards in an employee's performance
appraisal plan and assigning a rating of record.

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STEP 5: ACTION BASED ON PERFORMANCE

A basic principle of effective management is that all behavior is controlled by its consequences.
Those consequences can and should be both formal and informal and both positive and negative.
Positive consequences include rewards and recognition, promotions, within-grade-increases, etc.
Negative consequences may include counseling, reassigning, removing, or downgrading the
employee. 6

BENEFITS OF PERFORMANCE MANAGEMENT

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1. PM focuses on results, rather than behaviors and activities. A common misconception
among supervisors is that behaviors and activities are the same as results. Thus, an employee
may appear extremely busy, but not be contributing at all toward the goals of the organization.
An example is the employee who manually reviews completion of every form and procedure,
rather than supporting automation of the review. The supervisor may conclude the employee is
very committed to the organization and works very hard, thus, deserving a very high
performance rating.

2. Aligns organizational activities and processes to the goals of the organization. PM


identifies organizational goals, results needed to achieve those goals, measures of effectiveness
or efficiency (outcomes) toward the goals, and means (drivers) to achieve the goals. This chain
of measurements is examined to ensure alignment with overall results of the organization.

3. Cultivates a system-wide, long-term view of the organization. An effective performance


improvement process must follow a systems-based approach while looking at outcomes and
drivers. Otherwise, the effort produces a flawed picture. For example, laying off people will
likely produce short-term profits. However, the organization may eventually experience reduced
productivity, resulting in long-term profit loss.

4. Produces meaningful measurements. These measurements have a wide variety of useful


applications. They are useful in benchmarking, or setting standards for comparison with best
practices in other organizations. They provide consistent basis for comparison during internal
change efforts. They indicate results during improvement efforts, such as employee training,
6
Performance Appraisal Handbook, US Department of Interiors

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management development, quality programs, etc. They help ensure equitable and fair treatment
to employees based on performance. 7

AND ALSO:

1. Helps you think about what results you really want. You're forced to be accountable, to "put a
stake in the ground".

2. Depersonalizes issues. Supervisor's focus on behaviors and results, rather than personalities.

3. Validates expectations. In today's age of high expectations when organizations are striving to

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transform themselves and society, having measurable results can verify whether grand visions
are realistic or not.

4. Helps ensure equitable treatment of employees because appraisals are based on results.

5. Optimizes operations in the organization because goals and results are more closely aligned.

6. Cultivates a change in perspective from activities to results.

7. Performance reviews are focused on contributions to the organizational goals, e.g., forms
include the question "What organizational goal were contributed to and how?"

8. Supports ongoing communication, feedback and dialogue about organizational goals. Also
supports communication between employee and supervisor.

9. Performance is seen as an ongoing process, rather than a one-time, shapshot event.

10. Provokes focus on the needs of customers, whether internal or external.

11. Cultivates a systems perspective that is, focus on the relationships and exchanges between
subsystems, e.g., departments, processes, teams and employees. Accordingly, personnel focus on
patterns and themes in the organization, rather than specific events.

12. Continuing focus and analysis on results helps to correct several myths, e.g., "learning means
results", "job satisfaction produces productivity", etc.

14. Provides specificity for comparisons, direction and planning.

CONCERNS OF PERFORMANCE MANAGEMENT:


7
www.pms/benfits.htm

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Typical concerns expressed about performance management are that it seems extraordinarily
difficult and often unreliable to measure phenomena as complex as performance. People point
out that today's organizations are rapidly changing, thus results and measures quickly become
obsolete. They add that translating human desires and interactions to measurements is
impersonal and even heavy handed. 8

There are many other significant factors, which deter or impede objective evaluation. These
factors are as follows:

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HALO EFFECT: One factor’s excellent score affects the score or the other factor.

HORN EFFECT: Unsatisfactory rating on one factor on one factor affects the score on other
factor.

STRICT RATING: Being over conservative and strict in rating.

CENTRAL TENDENCY: Most of the factors are given average rating.

LENIENT RATING: Being relatively more easy and lenient in a rating.

INITIAL IMPRESSION: Rating is influenced by the initial impression of the rate on the
rater.

SPILL OVER AFFECT: Using past rating unjustly to rate current performance.

STATUS AFFECT: Rating affected by the status of the rate.

SAME AS ME: Rating highly as the rater and rate share common qualities and attitudes.

DIFFERENT FROM ME: Rating lowly as the rater and rate have different and conflicting
qualities and attitudes.

CONTRAST EFFECT: Rating a person in comparison to others already rated.

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www.pms/benfits.htm

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AKANSHA SRIVASTAVA
OBJECTIVE OF THE PROJECT
Understanding and analyzing the existing performance appraisal system for Grade 8 & above
associates across the southern region and making strategic suggestion for improvement where
ever required in the PMS system.

METHODOLOGY ADOPTED
1) Studying the existing Performance Appraisal system in the organization.
2) Preparation of the Checklist.
3) Verifying/Comparing the performance appraisal form with respect to the Checklist
4) Analysis so as to determine whether the new system is effective & efficient.
5) Making Recommendations and suggestions and converting these ideas into trainings.

PROCESS USED
 Analyzing and studying existing performance management system: In this we studied
the already existing in place performance management system at coke. This entailed
interacting with the HR managers and understanding the PMS system

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 Studying the performance appraisal form and preparing a checklist: In this step we
studied the already existing performance appraisal forms for various units and prepared a
checklist on the parameters on which we would audit the appraisal forms.

 Auditing the performance appraisal forms according to the checklist: In this step we
checked the forms on the basis of checklist prepared and noted down the discrepancies if
any from the procedure. Also we analyzed what each detail in the form meant and
signified how it worked etc.

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 Summary of analysis: In this last step we summarized the analysis and observations of
the performance management system of coke. We made a comprehensive summary of
our observations and suggestions. Formulation of report was done and various tools like
graphical method, pie charts etc were used to extract meaningful information from the
analysis.

PERFORMANCE MANAGEMENT SYSTEM


AT HINDUSTAN COCA COLA BEVERAGES
PVT LTD.

Hindustan coca cola beverages Pvt ltd has recently gone for a change in it’s PMS system.
Rationale for going for change was as follows:

 Ratings in the PMS followed & the business achievements do not match.
 In the year 2005 the business was not doing well.
 Linkage of Key Result Areas to the business result was not clear.
 Bench mark rating and performance standard was not been identified clearly.

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 Duplication of development plan of individuals.
 Online process not accessible to up country managers.

NEW PERFORMANCE MANAGEMENT SYSTEM AT COKE:


SALIENT POINTS
 Objective setting: objectives for evaluation are set in consultation between the employee
and the supervisor.

 Communication of objective: the mutually agreed and set objectives and targets are

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communicated to the employees.

 Alignment between associates & mangers: there is communication and alignment


between associates and manger.

 Mid year feedback & discussion (no ratings): in the middle of the year feed back and
discussion are held. No ratings are awarded in these mid year reviews.

 Final performance appraisal at the end of year: a final appraisal is done at the end of
the year annually. This involves filling up the performance appraisal forms and having a
discussion with the employees. Here the final ratings are given to subordinates after
evaluating their performance on mutually set objectives.

PERFORMANCE APPRAISAL FORM:

The performance appraisal form of Coke contains three sections namely three key result areas
(KRAs) as follows:

SECTION 1: Personal Information


Reporting
Name Location Designation Manager Appraisal period

SECTION 2: Key Result Areas


KRA 1: Business Plan Achievement

Objective Weight Target By when Actual Result Achievement Points Rating

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KRA 2: People Development

Objective Weight Target By when Actual Result Rating Recommended Rating

KRA 3: Key Behavioral Measures


Demonstrating financial Planning and
ability Accountability Collaboration(team work) Execution Rating

SECTION 3: Overall Ratings

KRA # 1 KRA # 2 Key Behavioral Measure Overall Rating

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SECTION 4: Supporting Documents

Overall rating and supporting documents are given in the end to substantiate the results in the
appraisal form. The appraisal form follows a five scale rating which is awarded according to the
points scored on various parameters.

The details of the performance appraisal form and system can not be disclosed in the
report as it is confidential.

ANALYSIS & OBSERVATIONS


Detailed analysis of coke’s PMS system was done using various statistical and graphical
methods. The details of which are not disclosed in this report as they are confidential for
the organization.

However a brief overview of the pros and cons of the PMS system of coke is as follows.

THE PROS:
 Transparent system.
 Discussion with the supervisors: PMS system allows the employees and their accessors to
discuss things together and come to a mutual point and also to sort out any discrepancies
if any. Helps in improving communication between the manager and subordinate.

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 Allows the employee to highlight and bring into notice his achievements and progress.
 The form is divided in 3 KRA’s which give an over all and comprehensive evaluations.
 Targets are set after mutual discussions.
 Reduces subjectivity and improves objectivity in the process.
 Does an annual evaluation.
 Only mid year feed back or review is done.
 Standard, simple and straight forward procedure.
 Supporting documents are required to substantiate the achievements.

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 Relative performances are taken into consideration as the final touch to the process.
 Confidentiality is maintained

THE CONS:
1. Manual process and hence prone to errors.
2. Does not completely protect from biasing and prejudices.
3. Proper communication is required.

SUGGESTIONS
 Steps should be taken to help employees understand the appraisal system. Spend a certain
amount of time with employees and discuss the importance of PA, what they should
expect from it, how they can make it more effective.

 The present system is time consuming and though it is simpler from the previously
followed system, it still is slightly complex to understand. Hence efforts should be made
to simplify the process further especially the appraisal form.

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 While creating the development plan, training, cross functional exposure and short term
assignments should be encouraged. This will not only help in achievement of
organizational goals but also in career growth of the employee.

 Interaction between employees and supervisors is a very important step in the system.
There are few cases where both the parties have not met and discussed the performance
of the subordinate. Hence it should be made mandatory for both employee as well as
supervisor to meet and discuss issues. An attendance sheet could be maintained which

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could be signed by both parties specifying the date and time of such meeting. This step
would help in keeping track as well as facilitating the meetings.

 The feedback given should be specific, relevant and timely. Delay in the process might
result in a negative attitude towards the present system.

 It should be made compulsory for managers to fill in complete details. As observed in the
forms many number of times the fields of targets, time to achieve targets, etc were not
filled. Mostly half filled fields were submitted. Hence it is difficult to understand how or
on what basis the ratings or points are awarded. Manager’s comments were missing in
some cases and this reduces the transparency of the system. To combat this problem one
person can be assigned the work to check each form whether it is filled properly and
completely when it is being submitted. This person will act as a single window and only
through him/her the forms would be collected.

 Maximum number of times the supporting documents were missing. This does not allow
verifying the claims made. The above suggestion of one point contact person can be
made applicable for this too.

 Everyone should be thoroughly explained the process and the requirements for the form.
They should clearly know how to fill it. Some sessions can be taken for each department
to explain the form clearly to managers. Also it can be done that one person can be

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appointed as information person who can explain and clear any doubt which may arise to
any manager.

 It should preferably be typed so that the comments and all are legible and only signatures
should be done in ink.

 Ratings were awarded wrongly in few cases. It may be confusing for someone who is
filling the forms to convert into percentage. For eg. % achievement in KRA#1 i.e

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Business Achievement Plan, so the values are to be converted to percentage. Also in a
single KRA a manager has to give rating many numbers of times before giving overall
rating for that KRA. This confuses and tires a person sometimes and the result is half
filled or incorrectly filled forms. This process is repeated for each KRA and overall
ratings are at the end. Probably it would be a good idea to reduce so many ratings. Only
one rating for one KRA should be done to simplify the process.

The detailed observations and analysis for the PMS system can not be disclosed in the
report as it is confidential data for the organization.

31
AKANSHA SRIVASTAVA
EMPLOYEE
ENGAGEMENT
SCHEMES

32
AKANSHA SRIVASTAVA
WHAT IS EMPLOYEE ENGAGEMENT?
Employee engagement has been the fastest growing form of community involvement during the
1990’s in many parts of the world.

Companies are increasingly aware of the role that they can play in supporting employees, in
becoming more aware of and taking action to respond to the social, economic and environmental
problems in communities. And the benefits back to the company for employee engagement are
tangible in many ways. Employees learn new skills, demonstrate leadership and feel good about
the company, themselves and what they can contribute to the community. The company
improves its public image through its employees acting as company ambassadors, giving the
company a human face.

33
A fully engaged employee is intellectually and emotionally bound with the organization, gives
100 percent, feels passionately about its goals and is committed to live by its values. This
employee goes beyond the basic job responsibility to delight the customers and drive the
business forward. Moreover, in times of diminishing loyalty, employee engagement is a
powerful retention strategy. The truth of the matter is that employee engagement does have a
strong tangible impact on the bottom-line.
Employee engagement occurs when staff doesn’t merely turn up, but go that extra mile. Engaged
employees are committed to their work, putting in enthusiasm and discretionary effort for the

AKANSHA SRIVASTAVA
organization’s success. Worldwide, six-out-of-ten (59%) of highly-engaged employees said they
planned to stay with their employer, compared with 24% of disengaged staff. Another advantage
of engagement is that workers start to believe in the corporate brand. 9

There are two complementary approaches to developing an employee engagement program. The
first is a supportive approach where the company’s main efforts are to encourage employees’
existing engagement in the community, usually outside of work time. Companies who want to
initiate employee engagement and identify activities and issues that align with their values and
developmental needs use an alternative, strategic approach. The two approaches can, of course,
work together to form a holistic program of employee engagement.

Effective employee engagement:

1. Addresses community needs.


Companies can play an important role in helping to solve community problems.
Employee engagement programs provide an effective way to engage in dialogue with
community stakeholders; jointly identify needs and solutions and bring together the
community needs, the company goals and employee desires to participate.

2. Reflects employee interests and skills.

9
Employee Engagement: The Key to Gaining Competitive Advantage by Richard S. Wellins, Ph.D., Senior Vice
President Of Global Marketing And New Business Development, Paul Bernthal, Ph.D., Manager Of Center For
Applied Behavioral Research Mark Phelps, Senior Consultant Development Dimensions International

34
Employee engagement programs can make a real difference to how employees feel about
themselves and their employer. They provide a way to create new forms of dialogue with
employees.

3. Meets business priorities.


Programs that are aligned with business objectives can bring tangible benefits to the
company and are seen by employees and external stakeholders as relevant and
meaningful.

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4. Training and Development.
Employee engagement can complement training and development programs with the
added dimension of a real life situation that traditional training courses cannot provide. In
an unfamiliar situation, employees can be stimulated into creative thinking and problem
solving, end encouraged into real learning.

5. Transfer of core competencies of the business through the time and resources of
employees into local communities.

6. Employer of choice.
There is increasing evidence that people do make the link between companies that are
actively involved in the community and those that are good to work for. More and more
potential recruits are choosing employers who behave responsibly.

7. Values, culture, morale and motivation.


Employees take great pride and satisfaction in what they achieve through their employee
engagement in communities. When employee engagement is developed as a company-
wide program it helps to build a cohesive workforce, underpinning company values and
culture.

8. Corporate reputation.

35
Employee engagement as part of a wider social investment program can build a
company’s image in its local communities. Employee engagement is seen as a tangible
way of demonstrating a company’s social responsibility, strengthening its reputation in
the local and wider community. 10

Having fun at work can help morale, reduces stress, improves staff retention, means less
sick days and increase team building and spirits.

BENEFITS OF EMPLOYEE ENGAGEMENTS

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Some of the benefits of employee engagements are as follows:

 Increased passion, commitment and alignment with organization’s strategies and goals
 Increased productivity and improved morale
 Boosted business growth
 Your employees become effective brand ambassadors for your company
 You create a sense of loyalty in a competitive environment

OBJECTIVE OF THE PROJECT

Analyzing the existing employee engagement programs in HCCBPL and making new &
pragmatic proposals for the same keeping in mind the atmosphere, business, constraints, culture
and requirements of Hindustan coca cola beverages pvt ltd.

METHODOLOGY ADOPTED

1) Analysis of existing engagement activities: this involves finding about the existing
programs in the organization.

10
Engage: Getting Started in Employee Engagement by Amanda Bowman

36
2) Interviews: Interaction with HR personals and other associates to understand the needs,
requirement, feasibility etc for engagement activities and also to learn about already in
place activities.

3) Suggestions and recommendations: this involves giving suggestions and


recommendations for the future employee engagement programs.

4) Feasibility analysis: Doing a feasibility analysis for various proposals and suggestions

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made for the engagement programs.

5) Formation of report: this includes formation of a comprehensive report for the proposed
employee engagement activities.

ANALYSIS AND OBSERVATIONS

STUDY OF ALREADY EXISTING EMPLOYEE ENGAGEMENT


PROGRAMS IN HCCBPL
The areas covered under study of already existing employee engagement are as follows:

1. Moula Ali, Hyderabad


2. Ameenpur, Hyderabad
3. Regional office, Hyderabad
4. Nemam, Chennai
5. Sales office, Chennai

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6. Bidadi, Bangalore
7. Marketing & sales office, Bangalore
8. Vizag
9. Vijayawada
10. Sales and marketing, Coimbatore

A template was designed to store the information received. Various activities in different regions
are as followed:

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  Activity-1 Activity-2 Activity-3
Target
Refreshment Achievement
Current Activities/ Programs Family Day Party Party
all from worker to
Target Audience/Dept/Grade managers sales sales & MD
any eating
beach (this year), any eating joint joint or hotels
Location resorts etc or hotels etc etc
Duration 1 day 1 day 1 day
comes under comes
marketing marketing
Budget 11 lakhs incentives incentive
after peak season before season after season
Ideal Time (dec - jan) begins completion
family oriented,
Culture(mindset of people) middle class not conservative  
family time, More outdoor
amusement to events and
Interest of People children Eating out functions etc
Turnout of People 90% 95% 95%
top management involved, HR
everyone was is required to be people
Involvement of Top Management present, 100% present involved
Frequency once in year twice a year once a year
every department lot of people are
has a involved in HR + Sales
representative, HR planning & team people
Man-Power Requirement people organizing are involved.

Accessories Requirement Fooding, Logistics, Printouts, gifts, Printouts,

38
gifts,
fooding, fooding,
logistics etc logistics etc
Additional Information if any dinner packages None None
Enthusiasm
on gifts &
excellent rewards etc,
responses, great response, motivated
everyone was like to have such people for
target Audience feedbacks enthusiastic events next targets
dinner packages take out for presentations

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were given, games some lunch or of gifts,
Brief Description and picnic snacks etc lunch etc
       
Open house
meetings or
Grievance Handling and grievance
Meetings meetings.    
Turnout of People HR participate    
all staff, everyone
on the payrolls of
target audience the company    
anything that
bothers any
particular
employee,
problems varies
issues involved with season    
At least once a
month but try to do
it at least on sat or
Frequency sun.    
HR Dpt
participates,
Involvement of Top Management managers    
most cases are
solved
adherence to time line immediately    
try to solve it
before next
Ideal Time meeting    
Response of top management try to solve the    

39
problems
       
Suggestions None specific    
lot of planning,
hard work, taking
care of small
details,
supervision,
involving top
management
Role of HR officials    

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  Activity-1 Activity-2 Activity-3 Activity-4
Current Activities/ Republic World
Programs Family day Day Safety Day Water Day
Target all permanent all permanent all permanent
Audience/Dept/Grade employees employees all employees employees
plant & plant &
Location Beach resort office plant & office office
Duration 1day 1day 1day 1day
Comes under
CSR activity,
approximate
budget 20 -
Budget Rs. 12 Lakhs Rs. 20,000 Rs. 25,000 25 Lakh
after peak
Ideal Time season, 4th feb 26th Jan 1 day 1 day

40
Family
oriented, spend
time with kids,
involve work
with pleasure,
workmen etc
are from lower
end of society
so are
traditional and

AKANSHA SRIVASTAVA
conservative
also, staff are
educated and
enjoy fun
events and
Culture(mindset of people) activities.      
would like more
events &
functions,
mingle work
with fun
Interest of People activities      
with security,
not full
employee
attendance
Turnout of People 95% required 100% 90%
All managers
Managers take interest
Involvement of Top involved, AGM and are
Management also involved involved    
occasions,
Frequency once a year once a year once a year once a year
HR dept and
people in other
areas also
helped if
Man-Power Requirement required      
fooding,
logistics, logistics, logistics, gifts,
Accessories Requirement transportation decorations accessories logistics etc

41
etc
Additional Information if
any None      
very excellent
feedback,
especially
dinner package
which was
included this positive
year was response,
appreciated workmen also

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very much, participate good and
pictures and all good enthusiasticall positive
target Audience feedbacks were taken response y response
Beach resort,
theme of village
& rural area,
candy, games,
lunch was
served,
bhelpuri, dinner safety
was also served pictures,
so the flag slogans and
employees do hoistation, sketching
not have to sweets contests,
cook after a distribution presentations, spread
Brief Description tiring day. etc drills etc awareness
         
Grievance Handling and Open houses Follow the
Meetings meeting calendar    
Earlier there
were many
issues and
complaints but
over the time
now the turnout
is lowered as
not many issues
Turnout of People come out.    

42
Conduct
meetings
separately for
all grades of
associates like
work men,
contract labour,
staff and
Target audience managers alone      
Now only small
issues like

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wages
calculations,
leave problems
and OT
calculations
issues involved come up.      
Once in month,
alternative day
btw 2-4 pm
anyone can
come with
Frequency problems etc.      
Everyone is
committed to
help and solve
Involvement of Top any problem as
Management per possible      
Mostly issues
are solved in 24
Adherence to time line hrs      
Within 24 hrs
some action is
tried to be taken
on regular
issues otherwise
appropriate time
Ideal Time line is fixed      
Response of top positive and
management helpful      
         

43
Try to plan
something for
the canteen etc,
No activities for
contract
Suggestions laborers.      
Planning and co
ordination is all
done by HR
dept. overall

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organization of
the events is
also handled by
HR with help
from other areas
Role of HR if required.      

  Activity-5 Activity-6 Activity 7 Activity 8


Current Activities/ Navratri Vishwakarm Women
Programs Pooja a Pooja Day Diwali
everyone
all from staff &
permanent workmen to managers all
Target Audience/Dept/Grade employees mangers etc employees
plant & plant &
Location office plant & office Office office
Duration 1day 1day 1day 1day
Rs. 600
per person
+ Rs.
2000 pearl Rs. 750 per
Budget Rs. 25000 Rs. 3 Lakhs necklace employee
Ideal Time 1 day 1 day 1 day 1 day
Culture(mindset of people)        
Interest of People        
Turnout of People 95% 95% 100% 100%
Involvement of Top
Management        

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occasion,
occasion, occasion, once a festival,
Frequency once a year once year year once a year
Man-Power Requirement        
decoration, bouquet, crackers,
logistics, decoration sweets decoration
fooding and and related and gifts s, sweets
Accessories Requirement related stuff accessories etc etc
Additional Information if any        
great
response and gifts and

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good full all were
participation participation appreciate positive
and great from d very and good
target Audience feedbacks response employees well response
plant and bouquet of
office is flowers,
decorated, sweets free
pooja is and gifts crackers
conducted on of pearl and sweets
large scale, necklaces are
sweets and re given to distributed
big pooja, snacks are women to
Brief Description sweets etc given employees employees.

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SUGGESTIONS FOR EMPLOYEE
ENGAGEMENT ACTIVITIES & THEIR
FEASIBILTY ANALYSIS

AKANSHA SRIVASTAVA
Various suggestions for employee engagement activities made by me are as follows:

Fields Activity -1 Activity -2 Activity -3


       
Visit SOS
Village / Old Age
  Night Out Camping Cricket Tournament Home

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Night Out Camping
involves going to an out
door location like some Book a ground for one
natural park, grounds, or day and conduct an coke
any open sky areas. Put cup cricket tournament.
up tents and bonfire, Drinks, snacks and food Visit an SOS
play some songs, play for both audience and village with the

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games, cook food there players will be provided families and kids.
itself and enjoy the on ground itself. Spend the days
night out with the Selections are made by with children
nature. Employees are conducting matches there. Take along
required to bring along within employees of one some gifts etc to
their families and unit and then the best give to
children. A bus or winning team can underprivileged
transport should be compete with teams of children there.
arranged for travel and other units in south or Play with them,
one could explore the whole India. Winning teach them or I n
Brief natural surroundings team would take home general interact
Description around the city. the trophy and the gifts. with them.

Majorly this activity This activity is for Market


Target would be for staff and developers and Sales For all staff and
Audience manager level associates team people. managers

47
Will teach the
employees and
their families some
compassion
towards the
society. Would act
as image booster
Since the MD and Sales for the company.

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team consist of mostly When children of
guys this would be more employees interact
interesting for them. It is with kids at SOS
Night out is different an outdoor and physical village they would
activity than most day activity which is different also learn and
activities already from usual eat out parties. enjoy along with
conducted. It will be fun This would entail the their families.
for the families and pride of winning the coke Would be a
especially for the cup and would bind the different and
Benefits / children who would employees more with the satisfying
Reasons enjoy the experience. company. experience for all.
Natural open skies Any open ground or Any Old Age
areas, grounds, wild stadiums which are easily Home or SOS
sanctuaries, parks and available for rent at cheap villages around the
Location similar places prices for a day. city.

Time
Required 1 day and 1 night 1 day 1 day

Rs. 77,500 - 1 lakh


Rs. 7-8 Lakhs approximately.
approximately. Rs. 75,000 - 1 Lakhs Breakup: Rs.
Breakup: Rs.15,000 approximately (2500*2 + 2,500
(for a tent for 4 person 6000*4 + 300 *150). (transportation by
accommodation) + Breakup: Rs. 2,000 one bus) + Rs.
fooding ( Rs.20,000) + (transportation by bus) + 50,000 (Fooding)
Rs. 2,500 Rs. 6,000 (sports kit) + + Rs. 25,000
 Budget (transportation by Bus) Rs. 300 (food) per head (Gifts)

48
After the peak season.
One should probably
start on Saturday
morning and get back to
homes on Sunday so as
to relax and be ready for Can be conducted once
work on Monday every year as per suited
Ideal Time morning. by the organization. Any time

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Gifts etc (which
could also be old
Tents, food and stuff clothes &
required for cooking, medicines etc
night lamps, beddings, Trophy, gifts, foods, collected),
games and related snacks, drinks, uniforms, fooding,
Accessories activities, transport and ground, transportation, transportation,
Required other such related items. logistics etc logistics etc.

Fields Activity -4 Activity -5 Activity -6


       
Inter Department
Carom, Chess or
Badminton
Championship /
  Open Air Theater Games Room Theme parties
Can pick any theme like
Put up a big screen, ethnic, flowers or astronomy
loudspeakers and Can Conduct any and provide decoration and
projectors. Get the games championship food according to the theme.
VCDs or DVDs of like carom, chess etc Everyone is required to dress
popular movies and or can make a games up according to the theme
show in any open room inside the and added props can be there
space. Provide food campus where some like tarot readers, parrot
and snacks like cold common games can readers or flower garlands,
drinks, popcorns, be kept for the big prints or traditional
Brief sandwiches etc during enjoyment of the dishes of nay one part of
Description the movies. employees. India.

49
Can be done for both
staff level or for
workmen etc. games
room facility can be
enjoyed by workmen
Target Workmen and their and staff during
Audience families. breaks etc. Staff and manager
Since not many
activities are for
Contract labours and
workmen and it is

AKANSHA SRIVASTAVA
difficult to arrange an
event for them I think
this activity can be
enjoyed by them.
Movies are liked and
watched by mostly all
and involving
families would entail
more participation
and enjoyment for Would provide Different activity and
them. Can be done entertainment and interesting to attempt. Do not
separately for staff break from require any specific skills
Benefits / and other levels of monotonous work and can be enjoyed by all age
Reasons employees also. environment. groups.
Any available space
Any open ground or can be converted in
available place (if games room.
such a space is Championship can Can hire any hotel or resort.
available inside the be conducted inside Can be conducted inside the
campus boundaries it the campus location office campus if a big hall or
Location would be better). itself. space is available.
Time
Required 1 day Not applicable 1 day

50
Rs. 50,000
approximately
(considering the
availability of
projector and related
equipments).
Breakup: Rs. 1.5
lakhs (Projectors, big Rs. 8,000 Rs. 2 Lakhs Breakup: Rs.
screen, loudspeakers; approximately. 75,000 (themed food) + Rs.
mostly already Breakup: Rs. 3,000 25,000 (Decorations etc) +

AKANSHA SRIVASTAVA
available) + Food (for games Rs. 25,000 (Games, quizzes,
(Rs. 200 per person). equipment) + Rs. props) + Rs. 25,000 (Hotel
This estimate is base 5,000 (Gifts / prizes booking) + Rs. 2,500
Budget on 200 people. as per budget) (transport by bus)

Ideal Time After peak season Anytime Before peak season

Logistics like Carom board, Prizes,


projectors, speakers, Gifts, Chess. Table,
Accessories screen etc, food and Chairs and related Fooding, Logistics,
Required other items. stuff. Decoration etc

Fields Activity – 7 Activity - 8 Activity - 9  Activity - 10


         
Water Park /
Run Way Nine/ Oceans water
  Go Carting Snacks bar GYM park
Brief Can take the staff All the units of All units of Water parks are
Description for outdoor go Coke have a coke can have the best way to
carting, rock canteen and cold a room for beat the heat of
climbing and other drinks, coffee etc gym. summers. The
related sports. It for the employee organization can
will be a different but addition of take the employees
and interesting fresh healthy to Water Parks
experience. snack bars like along with their
fruit juices, families for 1 day.
sandwiches or
fruit salad is
added to the

51
Coketeria it
would increase
facilities. People
who would like to
have some light
and healthy
snacks between
meals it would be
suitable for them
too.
All employees.

AKANSHA SRIVASTAVA
For Contract
labors and
workmen a fruit
juice machine or
counter can be
installed near
Target Sales Team / Staff their working managers &
Audience and manager space. staff Managers & Staff
Different activity Healthy
and interesting to option,
attempt. Do not Healthy option, energizing Fun filled activity
require any energizing and and would to beat the stress of
specific skills andwould provide increase the work and have a
Benefits / can be enjoyed by light snack fitness level break from
Reasons all age groups. between meals. of employees monotonous life.
Any space in the
Any go carting and office and plant.
sports center like Can also be any free room Any water park
Run Way Nine in included in of space in like Ocean water
Location Hyderabad canteen. premise. park in Hyderabad
Time
Required 1 day NA NA 1 day
 Budget Rs. 40,000 Rs. 25,000 Approx 2 Rs. 85,000
(500*40+300* 40 lakhs per unit. (300*150 +
+5000). Breakup: 150*200 + 4
Rs. 500 (for sports) *2500) Breakup:
+ Rs. 300 (food 300 (food per
per person) + Rs. person) + 200
2500 (ticket fees) +
(transportation by 2500 (transport by

52
one bus for a day).
This estimate is 1 bus). This
based on 40 estimate is based
people. on 150 people.
Ideal Time After peak season Anytime anytime Summers
Fitness
machines,
Accessories fruits, machine music system,
Required Transport etc. free room. Transport.

AKANSHA SRIVASTAVA
Apart from these suggestions of activities we came up with easy to implement ideas to brighten
up the office lives of employees and to keep them energetic and boosted up for the entire day.
We compiled a comprehensive list of games, places to visit, important contact numbers and
addresses required, easy to implement ideas for work place. Amongst all the suggestions and
recommendations made by us the management chose four ideas to implement. We elaborately
designed these ideas. Following are the four ideas which are to be implemented in the
organization in the near coming future.

We also concentrated on easy to implement ideas and activities in day to day routine lives of the
employees. Since employees spend most of their day in the office, their life can become
monotonous and tiring. The office is not a fun place anymore. This hampers creativity,
productivity and motivation of an employee. It is also not possible for organization to plan big
activities for their work force much often as it requires time, energy, money and other resources.
Hence we concentrated on easily implemented ideas which require less effort and time to be
implemented and make big differences. The list for these ideas is attached with the report in the
appendices.

1# COKE WOMEN’S PARLIAMENT

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LOGO: (Signifies opening up of veil of Indian
women.)

AKANSHA SRIVASTAVA
VISION: Women’s empowerment for global betterment.

MISSION:
1. To stimulate women’s participation and address their concerns.
2. To motivate women empowerment.

OBJECTIVE:
Coke Women’s parliament aims to provide a forum wherein all the women associates of coke
can voice their opinions and grievances as well as give their suggestions for any matter
concerned (personal or professional).

SCOPE:
Provide an open forum where in any women associate can voice her opinions, issues, problems,
and give various suggestions, advices and counseling for the related topics.

COORDINATOR OF THE FORUM: Mentor

AGENDA & ACTIVITIES:


 Regular interaction among the women associates

 Discussing the rights and related issues for women.

54
 Discussing and addressing the personal and professional problems affecting the women
associates.

 Conducting various CSR activities in the region and adding to the reputation of the
organization.

 Conducting various educational and orientation programs to develop and enhance their
skill set and groom their personalities.

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 Conducting various engagement activities to bring forth their talents and capabilities.

 Celebration of events and occasions like international women’s day and festivals etc.

CALENDAR: A common meeting has to be conducted once in two months.

2 # COKE BUDDY/COKE CARES!!

PURPOSE:
The main aim of this exercise is to make the associates feel that the organization listens and also
responds to their grievances, suggestions, queries, advices and ideas. Anyone can put any thing
which he wants to bring into the notice of company on a piece of paper and just drop it in the
box. It’s a simple and easy way to bridge the communication gap. Anyone who wishes to
communicate anonymously can also bring his points in the notice of management.

55
NUMBER OF BOXES:
1 In factory (next to the notice board)
1 In shipping (inside shipping building on the office wall)
1 In office (next to the board)
1 On entrance to the plant (C Gate)11

FREQUENCY:

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The box will be opened on every second Wednesday of the month. The committee will have two
days to discuss and find solutions of various issues. On the following Saturday the committee
will give their decisions. They may issue some notice & information’s on related topics on the
notice board or they can go for individual counseling and if need be they may address an open
forum. The notice of the next date when the box will be opened is to be put on the notice board
so as the employees know that their concerns are being heard & they can expect a response, and
also this make the system transparent system.
COORDINATING COMMITTEE: 3 Members (2 from hr, 1 from plant)

PROPOSED SHAPES:

3 # FLAVOURS OF THE WEEK!!

DESCRIPTION:
This is a notice board to be placed within the office premises. This would facilitate the flow of

information from management to employees and vice versa also .


11
See glossary

56
LOCATION:
1. Office premises, right hand side wall the in front of the photocopy workshop.
2. On the way to plant, right hand side wall of storage room.

CONTENTS OF THE BOARD:


1. Announcement of different Contest winners

AKANSHA SRIVASTAVA
2. Important notices by the company regarding
- job vacancies
- competitions & contests
- Advices and suggestions given by the employees which company implemented or
planning to implement.
- schedule of meetings
- up coming event
- upcoming birthdays and wedding anniversaries (responsibility of HR department)

3. Thought for the day (responsibility of HR team)

4. Articles or newsletters (they may be published articles about company in newspaper and
magazines or written by any associate, or any interesting article from anywhere).

5. This board could be decorated according to the themes. If there is any festival or occasion
around then it could contain articles related to that, related events happening etc.
6. Latest happenings in the city – any event happening in the city; the details of which could
be provided on the board for employees

7. Tit Bits- Any contribution by employees themselves.

8. Pictures of events held in coke, pictures of contest winners or candid camera pictures.

57
Contents of the board will be changed once a week. Thought for the day will be written
daily.

PROPOSED SHAPES:

AKANSHA SRIVASTAVA
This board can be placed with the coke buddy i.e the grievance and suggestion box discussed
above.

4 # KO – ROAR PATI

INITIAL ANNOUNCEMENT
Firstly there should an announcement made (probably with the help of notices and circulars)
about the game and its rules and regulations.

TARGET AUDIENCE
Managers and Members of Staff (Those having access to PC).

INITIAL ROUND
This round will comprise of 15 questions for each participant. Each question will be having four
options. These questions will be very basic General Knowledge questions. (This round will

58
comprise of questions on Mythology, Elementary Science, Current Happening, Movies,
Geography, and History etc.)

Step 1: Filling the personal information by an individual.


Step 2: After filling of the personal information by the employee, he’ll be getting 15 questions
on the screen and the employee in top 5 positions (the ones who have been able to answer the
maximum number of questions correctly in the minimum time span) will be selected for the next
level.

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 Whenever the 1st question gets wrong the system will indicate the guy to quit the game.
 The first priority for the selection is the maximum number of questions been answered
correctly and
 The second is the time taken to answer these questions.
For Example: Full form of PITA12

At the end of this first screening round 5 guys from each unit would be selected, these will be the
top 10 performers of that particular unit. These winners will be getting a cheque of Rs.2000/-
each.

SECOND ROUND
This round will comprise of 10 questions. These questions are going to be based on the Function
a guy is in (HR questions for HR people). These questions also will be having four options and
one of the answers given would be the correct answer.

Step 1: For this round also the employee would be filing in the personal information online.
Step 2: Next he’ll be getting 10 questions on his screen and 1 person from each region who has
answered the maximum number of questions correctly in the minimum time span will be
qualified for the next round.
 As and when the participant gives the wrong answer to any question he would not be
allowed to continue further.

12
See glossary

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 In this case if the 2 participants correctly answer the same number of question they will
be selected on the basis of minimum time taken to answer the questions.

For example: From a marketing guy: What is the maximum Red score of an individual in the
region?

One person per unit will be selected for the final round after this round; she/he will be the best
performer of the unit. This winner will be getting a cheque worth Rs. 5000/-

AKANSHA SRIVASTAVA
FINAL ROUND
This round will be conducted at Hyderabad Head Office of HCCBPL for South Region. All the
best performers of from each unit will be assembled at a venue on a predetermined date.
These participants will be made to sit in a group and they will be playing the Fastest Answer
First. There will be a question put up on the screen and who so ever hits the buzzer first and
gives the correct answer for the screened question will be qualified to play at the COKE SEAT.

This participant on the COKE SEAT will have to answer 15 questions correctly in order to win
the BUMPER PRIZE. This person needs to necessarily answer the first 5 questions and if he fails
to do so next person would be qualified by the method of Fastest Answer First.
The Prize to the participant would be given as per the following scheme:
If the Participant

Answers the 6th question correctly- 200 ml bottle- 200 Miles Trip (One Way)
Answers the 7th question correctly- 250 ml bottle- 250 Miles Trip (One Way)
Answers the 8th question correctly- 300 ml bottle- 300 Miles Trip (One Way)
Answers the 9th question correctly- 400 ml bottle- 400 Miles Trip (One Way)
Answers the 10th question correctly- 500 ml bottle- 500 Miles Trip (One Way)

Answers the 11th question correctly-1 Lt bottle- 1000 Miles Trip (One Way)
Answers the 12th question correctly-1.2 Lt bottle- 1200 Miles Trip (One Way)
Answers the 13th question correctly- 1.5 Lt Bottle- 1500 Miles Trip (One Way)

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Answers the 14th question correctly- 2 Lt Bottle- 2000 Miles Trip (One Way)

Answers the 15th question correctly- He will get a Trip to Australia or Mauritius for two
members.

Finally if the person answers all the questions he will be called as the KO-ROAR-PATI. In case
if a person cannot answer all the questions, the person who has reached or gained maximum
miles will be the KO-ROAR- PATI13.

AKANSHA SRIVASTAVA
OTHER PROJECTS:
MD’S ASSESMENT
CENTER

13
See glossary

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AKANSHA SRIVASTAVA
MD’S ASSESMENT CENTER
DESCRIPTION:
We also helped HCCBPL in the ongoing project ‘MD’S Assessment Center’. Market Developers
are not on the pay rolls of the company. However to motivate market developers and to develop
their careers the organization has launched this assessment center wherein even a market
developer has chance to get promoted and become a part of HCCBPL. They can also come on
the pay rolls of the company. This is an excellent opportunity for them.

We helped the management in the recruitment process for these MD’s. This project provided us
with the opportunity to understand the recruitment and selection procedure of the MD’s.

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This exercise was divided into two parts:
1. One part concentrated on analyzing the work performance of the market developer. For
example how successful are they in achieving results, what are their RED score 14, How
successful are they in achieving EBITDA etc. This measure how the actual professional
work performance is of the MD.
2. The second part concentrated on understanding and analyzing the behavioral aspects of
the market developer. The aim of the exercise was to understand whether the particular

AKANSHA SRIVASTAVA
person had the qualities necessary for the job profile.

For the first part previous performances of the MD’s were checked. For the second part
various exercises were conducted and performances measured.
The exercises conducted were as follows:
1. Group Discussion
2. Aero-modeling discussion
3. Case let
4. Aero-modeling Implementation
5. Role Play
6. Interview

The qualities checked were:


 Lives the values
 Delivers results
 Building Relationships
 Planning & Execution
 Demonstrating Financial Acumen

ANALYSIS:
In this exercise we concentrated on understanding the recruitment and selection process fro
market developers. We audited the files of market developers and maintained the records of each
14
See glossary

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individual’s performance. We recorded the comments of the assessors for each market
developers. We also analyzed the areas for development for each market developers so as to
indentify short comings and work on further training & development of market developer.

The analysis and details of this assessment center can not be disclosed in this report as they
are confidential for the organization.

BENEFITS FROM THIS EXERCISE:

AKANSHA SRIVASTAVA
 A greater in depth understanding of recruitment and selection process.
 An overall assessment of an individual i.e from behavioral components to work
performance all is considered and then final selections are made.
 In house promotion scheme boosts the moral of the employees.
 Clear cut defined procedure for assessment of MD’s
 Maintenance of files so as to give a feedback to the MD and also to determine his training
and development needs as well as his strengths and skills.
 Also makes it easy to track down any record of any individual.

REFERENCES
BOOKS
 Ashwathappa K, Human Resource and Personnel Management,
Management, Tata Mc Graw Hill
Publications, New Delhi, 1992
 Edwin B Flippo, Personnel Management,
Management, McGraw Hill International, Singapore, 1984.
 Malhotra Naresh K. Marketing Research, an applied orientation.
 Prasad LM, Principles of Management.
Management.
 Rao T V, Performance Management & Appraisal System, Response Books
 Smith Malcolm, Performance Measurement & Management, SAGE Publications.

INTERNET WEB SITES


 www.coca-cola.com
 http://en.wikipedia.org
 www.google.co.in

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 www.coco-colaindia.com
 www.careerjournal.com
 http://www.shrm.org (Society for Human Resource Management)
 http://www.mrs.org.uk (MRS Network Employee Research Group)

 www.attackstress.com

 www.employeeengegment/cerebralstuff.htm

AKANSHA SRIVASTAVA
 www.employeebenefits.co.uk

ARTICLES AND RESEARCH PAPERS


 Organizational Culture by Kathyrn A Baker.
 Employee Engagement: The Key to Gaining Competitive Advantage by Richard S.
Wellins, Ph.D., Senior Vice President Of Global Marketing And New Business
Development, Paul Bernthal, Ph.D., Manager Of Center For Applied Behavioral
Research Mark Phelps, Senior Consultant Development Dimensions International
 Engage: Getting Started in Employee Engagement by Amanda Bowman

GLOSSARY

 RED – Right Execution Daily; a term related to market developer wherein they
have to ensure that the outlets under them are following the specification
properly. A high RED score means good performance.

 COKETERIA – cafeteria in coke office at Moula Ali, Hyderabad.

 KO – In NYSE coke is registered under the name of KO.

 PITA – A arithmetic term used in market developers to help them understand


how to improve the

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 C GATE – Security check gate on the entrance to the plant premises at Moula
Ali, Hyderabad.

AKANSHA SRIVASTAVA
APPENDICES
1 # EASY TO IMPLEMENT IDEAS FOR WORK PLACE:

1. Puzzle: Send E-mail to everyone containing one Crossword or Puzzle, The person who
sends first and right answer will be the winner.
2. Good Morning Mails to Every executive.
3. Best Quotation: We can decide days in a week i.e. Monday is Happiness, so the person
should send some quote related to happiness, the best quote will be awarded with some
goody bag.
4. Flowers: Once in a month we can send a single stick of flower to everyone, it should
either be given in the morning or place it before they come to office.

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5. Lucky Draw: Everyone should be given a number and lucky draw will be taken
randomly and it will be taken once a week and will be awarded with a goody bag. We can
place some Sudoku puzzle or Garfield at the desk, once a week and one who submits
first will be awarded with the Goody bag and Garfield can be read for entertainment.
6. SMS contest: One who sends the best SMS or submit it will be awarded Goody Bag.
7. Complete the Phrase/Line.
8. Describe the word in the funniest way you can.
9. Give some ice cream/ chocolates in middle of the day.

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10. Complete the joke.
11. Theme day: You have to wear something related to the colour i.e. Red or Blue etc.
12. Give the Exact word in Hindi i.e. Train is called lohpatgamini.
13. Graffiti wall: in Coketeria wall besides the sofas could be turned into a graffiti wall
wherein anyone can write any quote, any funny lines or jokes. This wall will brighten up
the atmosphere and would be fun activity to indulge in. this wall can be constructed by
simply applying paint or chart paper on the walls and putting some sketch pens etc near
by.

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