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Transcript of Sou Jan Ya
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1
A STUDY ON
“PERFORMANCE MANGEMENT PROCESS”
IN
PEPSICO
(ARADHANA FOODS AND JUICES PVT.LTD, POTHIREDDY PALLY VILLAGE,
SANGAREDDY MANDAL, MEDAK DIST, A.P.)
A Project submitted to GITAM University, in partial fulfillment
Of the requirement for the award of Degree of
MASTER OF BUSINESS ADMINISTRATION
By
PINKI BISWAS
(1225110238)
Under the Esteemed Guidance of
MS. S.ANJANI DEVI
(ASSISTANT PROFESSOR)
GITAM INSTITUTE OF MANAGEMENT
GITAM UNIVERSITY
VISAKHAPATNAM
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DECLARATION
I,PINKI BISWAS, hereby declare that the Project entitled “PERFORMANCE
MANAGEMENT PROCESS” in PEPSICO,HYDERABAD is an original work carried out by
me. This project is submitted under the esteemed guidance of Ms. S. ANJANI DEVI Assistant
Professor, GITAM Institute of Management, GITAM University, Visakhapatnam, is a
bonafied work carried out by me and has not been submitted to any other college or university
for the award of any kind of degree.
Place: PINKI BISWAS
Date: (1225110238)
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CERTIFICATE FROM GUIDE
This is to certify that the project Report titled “A STUDY ON PERFORMANCE
APPRAISALPROCESS”
with reference to PEPSICO, HYDERABAD is an original work carried out by Pinki Biswas Reg. No 1225110238, under my guidance and supervision in partial
fulfillment for the award of MBA program of GITAM INSTITUTE OF MANAGEMENT,
GITAM University, VISAKHAPATNAM during the Academic year 2010-2011. This report is
not submitted to any other University or Institution for the award of any
Degree/Diploma/Certificate.
Visakhapatnam:
Date: Ms. S. Anjani Devi
Asst. Prof
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ACKNOWLEDGEMENT
I express my profound gratitude to PROF .K. SIVARAMAKRISHNA, Principal,
PROF.P.SHEELA, Vice-Principal and Ms. K.V.UMA DEVI, Associate Professor, GITAM
INSTITUTE OF MANAGEMENT, GITAM UNIVERSITY for necessary cooperation
extended to me in doing my project work.
With my immense pleasure I would like to express my sincere thanks to my project guide
Ms. S.ANJANIDEVI, Assistant Professor for giving me this opportunity to successfully
complete my project work.
I also express my deep sense of gratitude to the management of PEPSICO for giving me this
opportunity to study “PERFORMANCE MANGEMENT PROCESS” in their esteemed
organization.
I extend my heartfelt thanks to MR.VENKAT SUNDARAM, GENERAL MANAGER,
HUMAN RESOURCES PEPSICO for kindly obliging to my proposal to do my internship in
their prestigious organization.
I take this opportunity to acknowledge my sincere thanks to MR.P.SANDEEP KUMAR,ASSISTANT MANAGER, HUMAN RESOURCES who was my Project Guide and for
spending his valuable time despite of his busy schedule. He has been a staunch pillar of support
to my data analysis and to all the employees whose cooperation and valuable guidance helped
me to enhance my knowledge in the subject.
I would humbly thank the representatives and employees of PEPSICO and all those individuals
who made this study A GRAND success, giving their support directly and indirectly.
PINKI BISWAS
(1225110238)
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CONTENTS
Particulars Pg.No.
EXECUTIVE SUMMARY
LIST OF TABLES
LIST OF FIGURES
Chapter 1: THEORITICAL AND CONCEPTUAL ANALYSIS
a. Main Subject (Performance management overview)b. Topic related concepts (Concepts of Performance management)
Chapter 2: METHODOLOGY
a. Need Significance of Studyb. Objectives of Studyc. Scope of Studyd. Research Designe. Limitations
Chapter 3: PEPSICO PROFILE
a. Industry profile of PepsiCob. Organizational profile (PepsiCo)c. Topic profile in the organization (Performance Management Process)
Chapter 4: ANALYSIS
a. Data collection and Analysis
Chapter 5:
a. Findingsb. Suggestionsc. Conclusions
BIBLIOGRAPHY
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ANNEXURE (Questionnaire)
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INTRODUCTION TO PERFORMANCE MANAGEMENT:
PERFORMANCE MANGEMENT (PM) includes activities that ensure that goals are
consistently being met in an effective and efficient manner. Performance management can focus
on the performance of an organization, a department, employee, or even the processes to build a
product or service, as well as many other areas.
“Performance Management is a cyclical process aimed at improving performance.”
In organizational development (OD), performance can be thought of as Actual Results versus
Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the
performance improvement zone. Performance management and improvement can be thought of
as a cycle:
1. Performance planning where goals and objectives are established.
2. Performance coaching where a manager intervenes to give feedback and adjust
performance.
3. Performance appraisal where individual performance is formally documented and
feedback delivered.
Once an employee is selected and trained for a job then management would like to see how he
performs his work. It helps in evaluating the performance of employees and in assessing the
hiring and training methods followed in an organization. Merit rating is a „process of evaluating
an employee‟s performance of a job in terms of its requirements‟.
MERIT RATING IS ALSO TERMED AS PERFORMANCE APPRAISAL OR EMPLOYEE
APPRAISAL.
MEANING AND DEFINITION:
Performance appraisal is the process of measuring quantitatively and qualitatively an employees‟
past or present performance against the background of his expected role performance, the
background of his work environment, and about his future potential for an organization. The
evaluation of the performance and personality of each employee is done by his immediate
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superior or some other person trained in the techniques of merit rating. Various rating techniques
are employed for comparing individual employees in a group in terms of personal qualities or
deficiencies and the requirements of their respective jobs.
ACCORDING TO EDWARD FLIPPO“Performance appraisal is the systematic, periodic and
an impartial rating of an employee‟s excellence in matters pertaining to his present job and his
potential for a better job.”
NEED OF THE STUDY:
Performance Appraisal has been considered as the most significant and indispensable tool for an
organization, for the information it provides is highly useful in making decisions regarding
various personnel aspects such as promotion and merit increases. Performance measures also
link information gathering and decision making processes which provide a basis for judging the
effectiveness of personnel sub-divisions such as recruiting, selection, training and compensation.
Accurate information plays a vital role in the organization as a whole. They help in finding out
the weaknesses in the primary areas. Formal Performance Appraisal plans are designed to meet
three needs, one of the organization and the other two of the individual namely:
They provide systematic judgments to back up salary increases, transfers,
demotions or terminations. They are the means of telling a subordinate how he is doing and suggesting
needed changes in his behavior, attitudes, skills or jobknowledge. They let him
know where he stands with the Boss.Superior uses them as a base for coaching
and counseling the individual.
On the basis of merit rating or appraisal procedures, the main objectives of employee appraisal
are:
To enable an organization to maintain an inventory of the number and quality of all
managers and to identify and meet their training needs and aspirations.
To determine increment rewards and to provide reliable index for promotions and
transfers to positions of greater responsibility.
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To suggest ways of improving the employee s performance when he is not found to be
up to the mark during the review period.
To identify training and development needs and to evaluate effectiveness of training and
development programs.
To plan career development, human resource planning based potentials.
OBJECTIVES OF THE STUDY:
Performance appraisal can be carried out with various objectives in mind and these objectives
can be classified under the following four heads
(a) WORK-RELATED OBJECTIVES:To assess the work of employees in relation to
job requirements, improve efficiency and carry out job evaluation.(b) CAREER DEVELOPMENT OBJECTIVES: To assess the strong and weak points
in the working of the employees and finding remedies for weak points through
training, plan promotions, transfers, layoffs, etc. of the employees and plan career
goals.
(c) COMMUNICATION: To give feedback to the employees about their performance,
develop positive superior-subordinate relations and provide coaching, counseling,
career planning and motivation to employees.
(d) ORGANIZATIONAL OBJECTIVES: To serve as the basis for promotion or
demotion, wage and salary administration, planning suitable training and
development programs and transfer or termination.
SCOPE OF THE STUDY:
The term "Performance Management" is often used in two contexts:
1. A way of maximizing performance of an individual, team or organization
2. A process for dealing with underperforming individuals (or teams).
Whilst the underlying principles are always the same, the way in which they are implemented
varies between the two contexts:
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Maximizing performance Poor performers
Usually collaborative between
management and staff Involves more confrontation
Can be informal, with written
records only recording revised
targets
Is a formal process with each
step being written down
Is a cyclical process, one of
constant improvement
Is a process that escalates into
disciplinary proceedings,
possibly concluding with
termination of employment
Often involves analysis of the
process
Often involves analysis of one
individual's behaviors/attitudes
PERFORMANCE APRAISAL PROCESS:
Performance appraisal should be done on the basis of certain standards or criterion fixed in
advance. Unless a proper process is used for evaluation, it will not give good results. Following
process is used for merit-rating:
1.
Establishing standards: Standards help in setting yardsticks for evaluating performance. 2. Communicating standards to employees: Employees should know what is expected
from them.
3. Measuring actual performance: Deviations in performance are noted in this stage.
4. Comparing actual with standards: The actual performance is compared to the
standards set earlier for finding out the standing of employees.
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5. Discussing reports with the employees: The assessment reports are discussed
periodically with concerned employees.
6. Taking corrective actions: Evaluation process will be usefulonly when corrective action
is taken on the basis of reports. Corrective action may be in the form of advice, counsel,
warning, training, etc. These actions will be useful in helping employees to improve their
performance in future.
RESEARCH DESIGN:
A research design is a type of blueprint prepared on various types of blueprints available for the
collection, measurement and analysis of data. A research design calls for developing the most
efficient plan of gathering the needed information. The design of a research study is based on the
purpose of the study.A research design is the specification of methods and procedures for
acquiring the information needed. It is the overall pattern or framework of the project that
stipulates what information is to be collected from which source and by what procedures.
Sampling:
An integral component of a research design is the sampling plan. Specifically, it addresses three
questions
Whom to survey (The Sample Unit)
How many to Survey (The Sample Size) &
How to select them (The Sampling Procedure)
Making a census study of the whole universe will be impossible on the account of limitations of
time. Hence sampling becomes inevitable. A sample is only a portion of the total employee
strength. According to Yule, a famous statistician, the object of sampling is to get maximum
information about the parent population with minimum effort.
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Methods of Sampling:
Probability Sampling is also known as random sampling or chance sampling. Under this
sampling design every individual in the organization has an equal chance, or probability, of
being chosen as a sample. This implies that the section of sample items is independent of thepersons making the study that is the sampling operation is controlled objectively so that the items
will be chosen strictly at random.
Non Probability Sampling is also known as deliberate sampling, purposeful and judgmental
sampling. Non-Probability Sampling is that which does not provide every individual in the
Organization with a known chance of being included in the sample.
Data collection method:
Collection of data is the first step in statistics. The data collection process follows the
formulation for research design including the sample plan. The data can be secondary or
primary.Collection of Primary Data during the course of the study or research can be through
observations or through direct communication with respondents on one form or another or
through personal interviews.
I have collected primary data by the means of a Questionnaire. The Questionnaire was
formulated keeping in mind the objectives of the research study.Secondary data means data that
is already available i.e., they refer to data, which has already been collected and analyzed by
someone else. When a secondary data is used, the researcher has to look into various sources
from where he can obtain data. This includes information from various books, periodicals,
magazines etc.
Primary Data:
Sample size-50
Method-Questionnaire
Secondary Data:
Sources-Internet, Websites, Company data
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Limitations
The following are the limitations faced by me during the course of the study:
The sample consisted only of employees in the day shift. Employees of the night shift were not
considered for the purpose of study. There is no concrete basis to prove the response given is a
true measure of the opinion of all the employees as a whole. The questionnaire contained mostly
multiple-choice questions; therefore many respondents may not have given a proper thought
before answering the questions. The response of the respondents may not be accurate thinking
that the management might misuse the data. Almost all of the questionnaires had the open-ended
questions. Sensitive company information cannot be displayed in the project report. Most
respondents might be influenced by their peers in answering the questions.
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INDUSTRY PROFILE:
PepsiCo entered India in 1989 and has grown to become one of the country‟s leading food and
beverage companies. One of the largest multinational investors in the country, PepsiCo has
established a business which aims to serve the long term dynamic needs of consumers in India.
PepsiCo India and its partners have invested more than U.S.$1 billion since the company was
established in the country. PepsiCo provides direct and indirect employment to 150,000 people
including suppliers and distributors.
PepsiCo nourishes consumers with a range of products from treats to healthy eats that deliver joy
as well as nutrition and always, good taste. PepsiCo India‟s expansive portfolio includes iconic
refreshment beverages Pepsi, 7 UP, Mirinda and Mountain Dew, in addition to low calorie
options such as Diet Pepsi, hydrating and nutritional beverages such as Aquafina drinking water,
isotonic sports drinks - Gatorade, Tropicana100% fruit juices, and juice based drinks – Tropicana
Nectars, Tropicana Twister and Slice. Local brands – Lehar Evervess Soda, Dukes Lemonade
and Mangola add to the diverse range of brands.
PepsiCo‟s foods company, Frito-Lay, is the leader in the branded salty snack market and all Frito
Lay products are free of trans-fat and MSG. It manufactures Lay‟s Potato Chips, Cheetos
extruded snacks, Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. Thecompany‟s high fibre breakfast cereal, Quaker Oats, and low fat and roasted snack options
enhance the healthful choices available to consumers. Frito Lay‟s core products, Lay‟s, Kurkure,
Uncle Chipps and Cheetos are cooked in Rice Bran Oil to significantly reduce saturated fats and
all of its products contain voluntary nutritional labeling on their packets.
The group has built an expansive beverage and foods business. To support its operations,
PepsiCo has 36 bottling plants in India, of which 13 are company owned and 23 are franchisee
owned and 5 co packer units. In addition to this, PepsiCo‟s Frito Lay foods division has 3` state-of-the-art plants. PepsiCo‟s business is based on its sustainability vision of making tomorrow
better than today. PepsiCo‟s commitment to living by this vision every day is visible in its
contribution to the country, consumers and farmers.
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PepsiCo’s goal is to delight & nour ish consumers with products that range from treats to
healthy eats.
Mission and Vision
Mission:
"To be the world's premier consumer Products Company focused on convenience food and
beverages. We seek to produce healthy financial rewards to investors as we provide
opportunities for growth and enrichment to our employees, our business partners and the
communities in which we operate. And in everything we do, we strive for honesty, fairness and
integrity."
Vision:
"To build India’s leading total beverage company, delighting consumers by best meeting their
everyday beverage needs, and stakeholders, by delivering performance with purpose, through
our talented people."
PepsiCo Sustainability Vision
"PepsiCo’s responsibility is to continually improve all aspects of the world in which we operate
– environment, social, economic – creating a better tomorrow than today"
Tomorrow better than Today
Organizational Values
Their commitment is to deliver sustained growth, through empowered people, acting with
responsibility and building trust.
Guiding Principles
Care for customers, consumers and the world.
Sells products with which the company can be proud of.
Speak with truth and candor.
Balance short term and long term.
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Win with diversity and inclusion.
Respect others and succeed together.
Their commitments are sustained growth, empowered people and responsibility and trust.
Code of Conduct
Each year, every PepsiCo associate is asked to review PepsiCo's Worldwide Code of Conduct
and recommit to living by it. Associates receive training in the Code, which is available in 38
languages. In 2005, PepsiCo took additional steps to ensure that key associates understood every
aspect of the Code by developing online and written training and certification that all executives
and associates are required to complete.
PepsiCo India also introduced a Speak Up line - a free hotline operated by a third party - which
PepsiCo associates may call to report any issues of concern, including those relating to values,
Code of Conduct and accounting and auditing issues. The line is accessible from anywhere
around the world and callers remain anonymous.
AFJP - SANGAREDDY PLANT HISTORY
This plant belongs to Koshla compressor (inaugurated by former PM of India- Indira Gandhi)
and converted to beverage manufacturing facilities under the name Charminar Bottling CompanyLtd in 1996 by Jaipuria group.
Charminar Bottling Company Ltd (CBCL), Sangareddy was an erstwhile franchisee owned
bottling operation taken over by PepsiCo on 26th March 2006 and named as Aradhana Foods
and Juices Pvt Ltd. It is located 45 Kms from the city of Hyderabad and services the entire
Andhra Pradesh and parts of Karnataka located at Pothireddypally Village, SangareddyMandal,
and Dist: Medak covering area of around 32 acres. . They manufacture the worldwide popular
carbonated soft drinks viz Pepsi, 7up, Mirinda, Mountain Dew, lemon flavouredNimbooz& Fruit
Juice drink Slice as well as the packaged water Brand “Aquafina”.
It has following manufacturing lines:
Linker, Hilden, Slice, Hot fill (Juice based drinks in PET), Aquafina Packaged Drinking Water
line, Carbonated Soft Drinks in PET bottles.
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Since take over from Charminar Bottling Company Ltd., company invested approximately 250
Crores in setting up state of the art, technology by setting up high speed Aquafina 120 BPM,
Aquafina 400 BPM,Hot Fill 600 BPM, CSD- PET 400 BPM, CSD- PET 600 BPM. Sangareddy
Plant emerged as the biggest plant in the region with the expansion and will scale up its capacity
further to become a 2 crore cases/annum plant by the year 2010.
Sangareddy Plant under the umbrella of PepsiCo India Business region is the biggest plants in
India which comes under Africa & Middle East Asia (AMEA) region.
PepsiCo's Environmental Commitment:
PepsiCo is committed to provide safe and healthy work environment and to being an
environmentally responsible corporate citizen. They conduct our business in an environmentally
responsible way. We comply with or exceed requirements of all applicable laws and regulations.
They have distributed around 100 tree guards at Pothireddypally village on World Environment
Day in 2008.
Community Development Program:
PepsiCo is highly committed in community development. This helps the organization and the
society to build up a high level trust. Plant has distributed around 40 Benches at Govt. High of
Pothireddypally Village.
Service to the local community:
• Sangareddy Plant under Performance with Purpose umbrella executed HIV AIDS awareness,
Livelihood Resource Centre – Employability Programme, Solid Waste Management Project –
Clean Sangareddy Green Sangareddy, Water Projects at villages,
Rain water harvesting, Infra development at schools and Environment support initiatives.
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ORGANIZATION STRUCTURE
PERFORMANCE MANAGEMENT IN THE ORGANIZATION:
PepsiCo‟s vision of Performance with Purpose is about delivering responsible and sustainable
growth. It is totally people‟s process. To achieve the vision of the organization the key element is
their talent. The performance management process in the organization is to ensure that everyone
is working according to the objectives set, receiving coaching and feedback to improve their
performance and experiencing exciting opportunities for growth.
Setting performance standards, observing and providing feedback, and conducting appraisals
enables the Team Leader to achieve the best results through managing employee
performance.The methods and techniques that are used for evaluating employee performance in
the organization is a combination of MBO (Management By Objective) and 360 degree
performance appraisal.
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MBO refers to a comprehensive, organization wise goal setting and appraisal programme.
The 360 degree technique involves a systematic collection of performance data on an individual
or group, derived from a number of stakeholders.
Performance Management Process Overview
PepsiCo‟s Performance Management Process, or PMP, is an annual employee performance,
development, and review cycle. This process reinforces the concept of Proven Results i.e.
business and people results and supports development through the Career Growth Model. PMP is
based on the principles that consistency and sustainability of results matters, and results must be
achieved in accordance with, and not at the expense of, their values.
The purpose of PMP is to ensure that managers and employees are:
Working effectively together against the right Business and Peopleobjectives that are
linked to our business plan
Providing and receiving feedback and coaching,
Recognizing and rewarding employee contributions, and
Considering employees‟ career interests and aspirations when making decisions.
These efforts support their strategic vision of Talent Sustainability, helpingto ensure they have“the right people in the right place, at the right time, doingthe right work the right way.”
To begin the process, it undergoes three key phases‟ i.e. objective setting, mid-year review and
performance and development review. The manager develops a performance plan that directs the
employee's efforts toward achieving specific results, to support organizational growth as well as
the employee's professional growth. Discussion of goals and objectives throughout the year
provides a framework to ensure that employees achieve results through mutual feedback. The
objectives should follow the SMART criteria i.e.
In mid-review phase the information on progress against objectives is collected then the
performance is reviewed & revisit career interest and necessary changes are made if any changes
are found in the objectives.
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The final PMP phase is the Performance and Development Review. This is the annual end-of-
year activity where managers and employees review accomplishments from the year and the
manager communicates performance ratings and compensation decisions. It‟s also the stage
where managers and employees discuss objectives for the upcoming year, and may take another
opportunity to discuss career interests.
Face-to-face discussions to gather information for the PDR
• While not required, a best practice is for managers and employees to sit down face-to-face to
review inputs for the PDR to understand the employee perspective on his / her performance over
the past year.
• The purpose is NOT to discuss or debate ratings, or for the manager to review his/her
perspective.
• The employee‟s role is to provide concise and complete information regarding performance
against objectives.
• The manager‟s role is to ask clarifying questions and understand the employee‟s perspective so
he/she can use the self-assessment as one data point when writing the final appraisal and
developing ratings.
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Complete performance review and finalize appraisal:
Once managers have collected all necessary data, they complete the performancereview by
documenting actual results against each objective. Managers should also write a detailed
summary of the performanceyear, as well as the employee‟s development focus for the coming
year.
Performance is rated for both Business and People results using a 5-point rating scale, with 1
being the lowest rating and 5 being the highest rating. Both ratings are weighted equally and will
drive both merit increases and bonus.
B e l o w
E x
p e c t a t i o n s
1 2 3 4 5
E x c e p
t i o n a l
Did not meet
most key
objectives
Unsatisfactory
year overall;
may have met
some
objectives, but
did not meet
expectation on
the most
important
objective.
Met most key
Objectives
Satisfactory
Overall; met
expectations on
most objectives.
Met key
Objectives
Good year
Overall; met
key objectives
and exceeded
some objectives.
Exceeded key
Objectives
Very good year
Overall;
exceeded
expectations on
the most
important
objectives and
met expectations
on others.
Significantly
exceeded most
key objectives
Outstanding
year overall;
significantly
exceeded
expectations on
the most
important
objectives and
met expectations
on others.
In the final step (at the end of the year) of discussion the manager and employee meet up and
review about the last year‟s performance, a look ahead to the coming year and discussion about
the development objectives and career interests. The purpose is to review accomplishments for
the year, and for the manager to communicate performance ratings and compensation decisions
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Data Collection and Analysis:
This report used the primary data collection technique as to get the raw data and used the sample
respondent‟s concept to understand the acceptance and satisfaction levels of the employees
regarding the questions that relate to the performance appraisal process in the organization.
Aim:
To ascertain the effectiveness of Performance Appraisal methodology used by the Organization.
Every question prepared under this questionnaire was thoroughly verified and gained acceptance
from the organization to facilitate the responses so as to compute the analysis of the collected
data.
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Data Analysis:
The following pages include the survey questionnaire with necessary analysis and column charts.
1) Work experience prior to joining PepsiCo.
Data: (TABLE 1)
Column-chart: (CHART 1)
Interpretation:
96% of the respondents have some amount of prior work experience before joining
PepsiCo.
4% of the have no work experience.
0
10
20
30
40
50
60
Yes No
Acceptance level Sample response Respondents (%)
Yes 48 96
No 02 04
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2) Information regarding the performance appraisal model is given during induction
Data: (TABLE 2)
Column-chart: (CHART 2)
Interpretation:
100% of the samples were informed about the performance appraisal model, during their
induction. The company has made it a point to inform the employee about the model
before he signs the acceptance letter. This prevents any ambiguities and
misunderstanding about what is expected of the employee before he joins the
organization.
0
20
40
60
80
100
120
Yes No
Option Sample response Respondents (%)
YES 50 100
No 00 00
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3) How do you find the Performance Appraisal Model in this Organization?
Data: (TABLE 3)
Column-chart: (CHART 3)
Interpretation:
From the above chart it can be inferred that, a majority of the sample (46%) respondents have
found the Appraisal Model to be objective.
0
10
20
30
40
50
Acceptance level Sample response Respondents (%)
Simple 10 20
Complicated 00 00
Objective 23 46
Subjective 05 10
Efficient 05 10
Inefficient 00 00
Both Objective &
subjective
07 14
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4) In your opinion, does the Performance Appraisal System give a proper assessment of your
contribution to the organization?
Data: (TABLE 4)
Column-chart: (CHART 4)
Interpretations:
About 94% of the respondents say that the Performance Appraisal System does give a true and
fair view of their contribution to the Organization. This does include employees who think that
their rating does not always turn up to be correct as per their opinion.
The groups of respondents, who have replied in the negative, also include candidates who say
that the appraisal does not turn out to be right most of the times but do show a fair view
sometimes. Since the appraisal is done on a half yearly basis and most of the candidates have not
gone through more than 1-2 rounds of appraisals, the data may not be entirely sufficient to reach
any conclusions.
0
20
40
60
80
100
Yes No
Option Sample response Respondents (%)
Yes 47 94
No 03 06
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5) How often does your Performance assessment match to your expectations?
Data: (TABLE 5)
Column-chart: (CHART 5)
Interpretation:
60% of the employees said that the performance assessment often match their expectations.
20% sometimes, 16% never and 4% every time.
0
10
20
30
40
50
60
70
Never Rarely Sometimes Often Evrytime
Acceptance level Sample response Respondents (%)
Never 08 16
Rarely 00 00
Sometimes 10 20
Often 30 60
Every time 02 04
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6) According to you, how often should the Performance Review take place?
Data: (TABLE 6)
Column-chart: ( CHART 6)
Interpretation:
The majority (96%) wants the frequency of the appraisal to be conducted in every 6 months and
04% of them opted once in a year.
0
20
40
60
80
100
120
Once a month Every 3 months Every 6 months Once in a year
Option Sample response Respondents (%)
Once a month 00 00
Every 3 months 00 00
Every 6 months 48 96
Once a year 02 04
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7) What is your Satisfaction level with the current Appraisal System?
Data: (TABLE 7)
Column-chart: (CHART 7)
Interpretation:
The satisfaction level of the Appraisal system is quite high as can be seen from the graph. This is
a good sign as increased level of satisfaction is the main emphasis of any appraisal system. The
curve tops at the rating of high and this includes about 75% of the population. The satisfaction
level also brings to light the efficiency of the management in devising an acceptable Appraisal
system.
0
10
20
30
40
50
60
70
80
Very low Low Average High Very high
Acceptance level Sample response Respondents (%)
Very low 05 10
Low 00 00
Average 10 20
High 35 70
Very high 00 00
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8) Which are the areas that should be improved upon?
Data: (TABLE 8)
Column-chart: (CHART 8)
Interpretation:
This question breaks up the different phases of the appraisal system and tries to come to derive aconclusion as to the areas of improvement in the process of evaluation. 60% of the respondents
say that there should be a change in the standards.
0
10
20
30
40
50
60
70
Standards Monetary
incentives
Frequency of
the appraisal
Appraiser
Option Sample response Respondents (%)
Standards 30 60
Monetary incentives 10 20
Frequency of Appraisal 10 20
Appraiser 00 00
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9) How important do you think is Performance Appraisal to your Performance?
Data: (TABLE 9)
Column-chart: (CHART 9)
Interpretation:
This question was put in to find out and analyze the importance of the Appraisal system to the
productivity of the employee. Majority of the respondents (i.e. 70% which includes ratings of
very important and 20% most important) affirm that their performance is directly influenced by
recognitionsof their performance by the appraisal system. None of the respondents have stated
that the appraisal system had no effect on their productivity. This points out to the fact that the
Appraisal system goes a long way in determining the productivity of the employees in an
Organization. Therefore it is very important for any Organization to devise their Performance
Appraisal System carefully.
0
20
40
60
80
Not
important
Less
important
Important Very
important
Most
important
Option Sample response Respondents (%)
Not Important 00 00
Less Important 00 00
Important 05 10
Very important 35 70
Most Important 10 20
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10) Do you think the one to one feedback sessions are effective in ironing out problems in the
work environment?
Data: (TABLE 10)
Column-chart:( CHART 10)
Interpretation:
One to One feedback sessions are conducted by PepsiCo during the appraisal system phase to tell
the employee on an individual level as to the rating given to him / her. The manager tries to justify his reasons on why he had given a particular rating to an employee. 92% of the employees
responded by saying that the face to face feedback are efficient in ironing out problems.
0
10
20
30
40
50
60
70
80
90
100
Yes No
Option Sample response Respondents (%)
Yes 46 92
No 04 08
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11) If you were given an opportunity to rate the transparency of the Appraisal System, what
marks would you give?
Data: (TABLE 11)
Column-chart: (CHART 11)
Interpretation:
This question is an attempt to analyze the perceived transparency of the rating among the
employees of the Organization. A majority of the employees have given a transparency rating of
8.
0
10
20
30
40
50
60
1 point 5 point 6 point 7point 8 point
Ratings Sample response Respondents (%)
1 point 05 10
5 point 10 20
6 point 05 10
7 point 05 10
8 point 25 50
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12) Do you feel comfortable discussing any difference of opinion about your Performance rating
with your appraiser?
Data: (TABLE 12)
Column-chart: (CHART 12)
Interpretation:
A majority (90%) of the employees feel that they feel comfortable discussing any differences of
opinion about their Performance rating with their appraiser and 10% of them has given negative
answer.
0
10
20
30
40
50
60
70
80
90
100
Yes No
Option Sample response Respondents (%)
Yes 45 90
No 05 10
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13) How do you rate the Performance Appraisal System in your Organization?
Data: (TABLE 13)
Column-chart: (CHART 13)
Interpretation:
This question is to ascertain whether there are any flaws in the Performance Appraisal system.
About 60 % of the sample has given a rating of 8 point. This shows the system is generally
acceptable to the employees and is a good sign for PepsiCo.
Ratings Sample response Respondents (%)
5 point 10 20
6 point 05 10
7 point 05 10
8 point 30 60
0
10
20
30
40
50
60
70
5 point 6 point 7 point 8 point
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14) Does the Performance Appraisal System in your Organization helps in developing your
career?
Data: (TABLE 14)
Column-chart: (CHART 14)
Interpretation:
A majority (96%) of the employees feel that the Performance Appraisal System in their
organization helps in developing their career.The feedback that is given to the employees about
their overall performance helps them to improve and thus helps in career building.
0
20
40
60
80
100
120
Yes No
Option Sample response Respondents (%)
Yes 48 96
No 02 04
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FINDINGS :
The following are the findings and suggestions derived from this particular
research study.
They have been able to deliver consistent results for so many years is because of effective
use of the performance management process.
Employee objectives are aligned with the business priorities.
Career Development Action Plans are in place and being executed.
Employees receive formal coaching and feedback and are appropriately recognized for
their contributions.
Career development discussions occur frequently.
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SUGGESTIONS:
In order to promote growth, far more information must be added to the appraisal process and the
related information should be transparently shared with the employee.
Most employees resist being classified at the low end of the scale. Employees who are low rated
are more likely to resist the evaluation of the superior and argue, claiming that personal bias was
involved in the ratings.
The implementation of a Performance Appraisal System rests on the shoulders of the manager
and he must ensure that it is done properly. A good manager can make an average appraisal
system work and vice-versa.
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CONCLUSION:
The group has built an expansive beverage and foods business. It support its operations, PepsiCo
has 36 bottling plants in India, of which 13 are company owned and 23 are franchisee owned and
5 co packer units. In addition to this, PepsiCo‟s Frito Lay foods division has 3` state-of-the-art
plants. PepsiCo‟s business is based on its sustainability vision of making tomorrow better than
today. PepsiCo‟s commitment to living by this vision every day is visible in its contribution to
the country, consumers and farmers.
PepsiCo‟s Performance Management Process, or PMP, is an annual employee performance,
development, and review cycle. This process reinforces the concept of Proven Results i.e.
business and people results and supports development through the Career Growth Model. PMP is
based on the principles that consistency and sustainability of results matters, and results must be
achieved in accordance with, and not at the expense of, their values.
Working at PEPSICO gave me some real insights into how practically the concepts of
Performance appraisal are implemented in an established organization. The internship pursued at
the company helped me to get practical exposures to varied concepts like performance appraisal
carried out by the management, theperformance management process and its effectiveness. The
project work carried out made me exposed to some practical findings which have already been
reported.
Finally, I would like to conclude my report thanking all my esteemed guides both in and outside
the organization who have helped me learn HR concepts being implemented practically. It has
been a great pleasure for me pursuing my project work at this company with well experienced
personnel.
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BIBLIOGRAPHY:
Books referred:
A.S. Kohli and T. Deb, Performance Management, Oxford University Press, New Delhi
2008.
T.V. Rao, Performance Management and Appraisal Systems. Response books New Delhi
2007
Journals & magazines:
Personnel today Kolkata.
HRM review Hyderabad.
Web sites
http:// www.google.com/
http:// www.pepsico.com/
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ANNEXURE:
QUESTIONNAIRE
Dear Respondent,
I would be grateful if you could spare some of your time to respond to the following
questions . Your response will be treated as confidential and would only be used for
the purpose of study.
Gender : Male/ Female
Age: 21-25 25-30 30-35 35+
Years of experience in this Organization:
Less than a Year 1 yrs 2 yrs 3 yrs 4 yrs+
1) Have you worked in any other Company prior to joining this Organization?
Yes No
2) Were you informed about the Performance Appraisal model, used in the
Organization, during your induction?
Yes No
3) How do you find the Performance Appraisal Model in this Organization?
(Mark all the relevant options)
Simple Complicated Objective Subjective Efficient Inefficient
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4) In your opinion, does the Performance Appraisal System give a proper assessment of
your contribution to the organization?
Yes No
5) How often does your Performance assessment match to your expectations?
Never Rarely Sometimes Often Every time
6) According to you, how often should the Performance Review take place?
Once a month Every 3 months Every 6 months Once a year
7) What is your Satisfaction level with the current Appraisal System?
Very low Low Average High Very High
8) Which are the areas that should be improved upon?
(Mark all the relevant options)
Standards Monetary incentives Frequency of Appraisal Appraiser
9) How important do you think is Performance Appraisal to your Performance?
Not Important Less Important Important Very Important Most Important
10) Do you think the one to one feedback sessions are effective in ironing out problems
in the work environment?
Yes No
11) If you were given an opportunity to rate the transparency of the Appraisal System,
what marks would you give?
(On a scale of 1 to 10 with 1 being the lowest and 10 being the highest)
………………………………..
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12) Do you feel comfortable discussing any difference of opinion about your
Performance rating with your appraiser?
Yes No
13) How do you rate the Performance Appraisal System in your Organization?
(On a scale of 1 to 10 with 1 being the lowest and 10 being the highest)
……………………………….
14) Does the Performance Appraisal System in your Organization helps in developing your
career?
Yes No
15) Any Suggestions
………………………………………………………………………………………………………
…………..