SUMMER TRAINING PROJECT REPORT
ON
PERFORMANCE APPRAISAL
IN VARUN BEVERAGES LIMITED ,MATHURA
SUBMITTED IN PARTIAL FULFILLMENT OF THE
AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED BY:-
POOJA
ROLL NO. 1506770053
(2016-2017)
HINDUSTAN INSTITUE OF MANAGEMENT & COMPUTER
STUDIES FARAH MATHURA (UP)
AFFILIATED BY A.P.J ABDUL KALAM TECHNICAL
UNIVERSITY ,LUCKNOW
PREFACE
Human resource management is concerned with people
element in management .since every organization is made up
of people ,acquiring their services ,development their
skills/motivating to high level of performance ensuring that
they continue to maintain their commitments to the
organization which are essential to achieve organizational
objectives.
This project is meant to know the human resource policies in
the organization .the HR policies are a tool to achieve employee
satisfaction and thus highly motivated employe3es .the main
objective of various HR policies is to increase motivation and
thus fulfillment organisatinal goals and objectives.
The objective is to provide the reader with a framework of the
HR policy manual and the various objectives that the different
policies aim to the achieve . the main focus was on the
managerial levels of employees in VARUN BEVERAGES LTD
(PEPSI) KOSI.
DECLARATION
I am ,POOJA student of MBA of “HINDUSTAN INTITUTE
OF MANAGEMENT AND COMPUTER STUDIES,FARAH”
hereby declare that my project entitled “performance
appraisal at varun beverages (Pepsico) ltd kosi” is the
result of my effort and based on information collected by
me through secondary sources.
The data provided in the project is true to the best of my
knowledge. The project has not been published so far by
any other person.
Pooja
MBA 3rd semester HR&MKT.
ROLL NO.1506770053
HIMCS FARAH (UP)
ACKNOWLEDGEMENT
This is a great opportunity to acknowledge and to thanks all
those person Without those Support and help this Project
would have been impossible we would like to add a few
heartfelt words for the people who were part of this project in
numerous ways.
I would like to thanks to my project guide Mr. Raziq Malik
(DGM_HR & Admin)*for his identifiable guidance, valuable
Suggestion , moral support, constant encouragement
&contribution of time for the Successful completion of project
work .I am very greatfull to him . for providing all the facilities
needed during the project development .
I thank my Councillors for his indispensable Support &
encouragement though the project .I would like to thank
project guide &all those who helped me directly or indirectly.
Pooja
M B A 3rd sem
Roll no_1506770053
TABLE OF CONTENT
1.0 INTRODUCTION OF THE TOPIC
2.0 SCOPE OF THE STUDY
3.0 IMPORATANCE OF THE STUDY
4.0 ABOUT THE COMPAHNY
5.0 OBJECTIVE OF THE NSTUDY
6.0 RESEARCH METHODOLOGY
UNIVERSE OF THE STUDY
SAMPLE SIZE
SAMPLING METHOD
TOOLS FOR DATA COLLECTION
7.0 DATA ANALYSIS &INTERPRETATION
8.0 FINDINGS
9.0 RECOMMENDATIONS & SUGGESTION
10.0 CONCLUSION
11.0 LIMITATIONS OF THE STUDY
Bibliography
Appendix [Questionnaire]
INTRODUCTION
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 - but not all - 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.
(Organizations need to be aware of laws in their
country that might restrict their capacity to dismiss
employees or decrease pay.)
Whether this is an appropriate use of performance
appraisal - the assignment and justification of
rewards and penalties - is a very uncertain and
contentious matter.
MEANING OF PERRFORMANCE APPRAISAL-
Performance Appraisals is the assessment of
individual’s performance in a systematic way. It is a
developmental tool used for all round development
of the employee and the organization. The
performance is measured against such factors as
job knowledge, quality and quantity of output,
initiative, leadership abilities, supervision,
dependability, co-operation, judgment, versatility and
health. Assessment should be confined to past as
well as potential performance also. The second
definition is more focused on behaviors as a part of
assessment because behaviors do affect job results.
ACCORDING TO FLIPPO- “A systematic, periodic
and so far as humanly possible ,an impartial rating
of an employee’s excellence in matters pertaining to
his present job and to his potentialities for a better.
ACCORDING TO SUBMIN- Performance appraisal
is a systematic appraisal of the employees
personality traits and performance on the job and is
designed to determine his contribution and relative
worth to the firm.
ACCORDING TO DALE YODER- “All formal
procedure used in working organizational to
evaluate personalities and contributions and
potential of group members.”
SUMMER TRAINING PROJECT REPORT
ON
PERFORMANCE APPRAISAL
IN VARUN BEVERAGES LIMITED ,MATHURA
SUBMITTED IN PARTIAL FULFILLMENT OF THE
AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED BY:-
POOJA
ROLL NO. 1506770053
(2016-2017)
HINDUSTAN INSTITUE OF MANAGEMENT & COMPUTER
STUDIES FARAH MATHURA (UP)
AFFILIATED BY A.P.J ABDUL KALAM TECHNICAL
UNIVERSITY ,LUCKNOW
PREFACE
Human resource management is concerned with people
element in management .since every organization is made up
of people ,acquiring their services ,development their
skills/motivating to high level of performance ensuring that
they continue to maintain their commitments to the
organization which are essential to achieve organizational
objectives.
This project is meant to know the human resource policies in
the organization .the HR policies are a tool to achieve employee
satisfaction and thus highly motivated employe3es .the main
objective of various HR policies is to increase motivation and
thus fulfillment organisatinal goals and objectives.
The objective is to provide the reader with a framework of the
HR policy manual and the various objectives that the different
policies aim to the achieve . the main focus was on the
managerial levels of employees in VARUN BEVERAGES LTD
(PEPSI) KOSI.
DECLARATION
I am ,POOJA student of MBA of “HINDUSTAN INTITUTE
OF MANAGEMENT AND COMPUTER STUDIES,FARAH”
hereby declare that my project entitled “performance
appraisal at varun beverages (Pepsico) ltd kosi” is the
result of my effort and based on information collected by
me through secondary sources.
The data provided in the project is true to the best of my
knowledge. The project has not been published so far by
any other person.
Pooja
MBA 3rd semester HR&MKT.
ROLL NO.1506770053
HIMCS FARAH (UP)
ACKNOWLEDGEMENT
This is a great opportunity to acknowledge and to thanks all
those person Without those Support and help this Project
would have been impossible we would like to add a few
heartfelt words for the people who were part of this project in
numerous ways.
I would like to thanks to my project guide Mr. Raziq Malik
(DGM_HR & Admin)*for his identifiable guidance, valuable
Suggestion , moral support, constant encouragement
&contribution of time for the Successful completion of project
work .I am very greatfull to him . for providing all the facilities
needed during the project development .
I thank my Councillors for his indispensable Support &
encouragement though the project .I would like to thank
project guide &all those who helped me directly or indirectly.
Pooja
M B A 3rd sem
Roll no_1506770053
TABLE OF CONTENT
12.0 INTRODUCTION OF THE TOPIC
13.0 SCOPE OF THE STUDY
14.0 IMPORATANCE OF THE STUDY
15.0 ABOUT THE COMPAHNY
16.0 OBJECTIVE OF THE NSTUDY
17.0 RESEARCH METHODOLOGY
UNIVERSE OF THE STUDY
SAMPLE SIZE
SAMPLING METHOD
TOOLS FOR DATA COLLECTION
18.0 DATA ANALYSIS &INTERPRETATION
19.0 FINDINGS
20.0 RECOMMENDATIONS & SUGGESTION
21.0 CONCLUSION
22.0 LIMITATIONS OF THE STUDY
Bibliography
Appendix [Questionnaire]
INTRODUCTION
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 - but not all - 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.
(Organizations need to be aware of laws in their
country that might restrict their capacity to dismiss
employees or decrease pay.)
Whether this is an appropriate use of performance
appraisal - the assignment and justification of
rewards and penalties - is a very uncertain and
contentious matter.
MEANING OF PERRFORMANCE APPRAISAL-
Performance Appraisals is the assessment of
individual’s performance in a systematic way. It is a
developmental tool used for all round development
of the employee and the organization. The
performance is measured against such factors as
job knowledge, quality and quantity of output,
initiative, leadership abilities, supervision,
dependability, co-operation, judgment, versatility and
health. Assessment should be confined to past as
well as potential performance also. The second
definition is more focused on behaviors as a part of
assessment because behaviors do affect job results.
ACCORDING TO FLIPPO- “A systematic, periodic
and so far as humanly possible ,an impartial rating
of an employee’s excellence in matters pertaining to
his present job and to his potentialities for a better.
ACCORDING TO SUBMIN- Performance appraisal
is a systematic appraisal of the employees
personality traits and performance on the job and is
designed to determine his contribution and relative
worth to the firm.
SCOPE OF PERFORMANCE APPRAISAL-
The scope of any performance appraisal should
include the following: provide employees with a
better understanding of their role and
responsibilities; increase confidence through
recognizing strengths while identifying training
needs to improve weaknesses; improve working
relationships and communication between
supervisors and subordinates; increase
commitment to organizational goals; develop
employees into future supervisors; assist in
personnel decisions such as promotions or
allocating rewards; and allow time for self-
reflection, self-appraisal and personal goal
setting.
NEEEDS
a. Providing information about the performance ranks
basing on which decision regarding salary
fixation ,conformation .promotion ,transfer ,demotio
n are taken.
b. To prevent grievances and disciplinary activities.
c. Provide information ,which help to counsel the
subordinate.
d. Provide feedback information about the le3vel of
achievement and behavior of subordinate.
e. Provide information to diagnose deficiency in
employee regarding skill, determine training and
development needs and to prescribe the means for
employee growth provides information for correction
g placement.
IMPORTANCE
o It encourages employees to perform better in the
future
o It presents an opportunity for employees to leverage
positive performance for an increase in salary or
promotion
o During the appraisal, employees can discuss strengths
and weaknesses with a supervisor, in effect, allowing
employees to discuss personal concerns
o It provides communication between a supervisor and
employee on a regular basis to discuss job duties and
issues with work performance
o It allows employees to identify what skills may be
lacking and need to be acquired or improved upon.
There are instances when education provided by the
company is a necessity to advance success overall
o It holds employees accountable for their job
performance, and since the employee knows that an
appraisal is coming, the employee has the
opportunity to prepare in advance
o It provides the opportunity for managers to explain
organizational goals and the ways in which employees
can participate in the achievement of those goals.
Objectives of Performance Appraisals
Use of Performance Appraisals
1. Promotions
2. Confirmations
3. Training and Development
4. Compensation reviews
5. Competency building
6. Improve communication
7. Evaluation of HR Programs
8. Feedback & Grievances
WHAT IS TO BE APPRAISE
Every organization has to decide upon the content to be
appraised before the program the content to be
appraised on the basis of job analysis .the content to be
appraisal may be in the form of contribution to
organizational objectives like production ,savings in term
of cost ,return on capital etc. other measures are based
on –
Behavior which measure , observable physical
action, movements.
Objective which measures job related results like
amount of deposited mobilized.
Traits ,which are, measured in the term of personal
characteristics observable employees job activities.
WHO WILL APPRAISE
The appraiser may be any person who has thorugh knowledge
aboiut the job content to be appraised ,standards of content ,
and who observe the employer while performing the job. The
appraiser should be capable of determining what is more
important and what is relatively less important .he should
prepare reports and make judgement without bias .typical
appraisers are- supervisors, peers, subordinates ,employees
themselves and users services and consultants.
1. SUPERVISOR- Supervisor include superior of the
employees ,other superiors having knowledge about the
work of the employee.
2. PEERS- peers appraisal may be reliable if the work group is
stable over the reasonably long period and performs task
that require interaction.
3. SUBORDINATE- the concept of having superior related by
subordinates is being used in most organization today.
4. SELF APPRAISAL- if individual understand the objectives
they are expected to achieve and the standards by which
they are to be evaluated ,they are to agreat extent ,in the
best position to appraise their own performance.
5 .USERS OF SERVICE – employee’s performance in service
organization on relating to behaviourn ,promptness,spped in
doing the job ans accuracy can be better judged the
customers or users of services.
6CONSULTANTS – sometimes consultants may be engaged
for appraisal when employees and employers do not trust
the supervisory appraisal and management dose not trust
the self appraisal or peer appraisal or subordinate
appraisal .in this situation consultants are trained and they
observe the employee at work for sufficiently long period for
the purpose of appraisal.
WHEN TO APPRAISAL
Informal appraisal is conducted whenever the supervisor or
personnel manager feel it is necessary .however ,a
systematic appraisal is conducted on regular basis FOR
EXAMPLE every six month or annually ,one study of 244 firms
found that appraisals were most often conducted once in
year .recent research suggests that feedback that is more
frequent correlates positively with improved
performance .research has to also indicated that appraisal
for development purpose should be separated from those
for salary administration.
“WHY” OF APPRAISAL
The “why” of appraisal is concerned with—
Creating and maintaining a satisfactory level of
performance of employee during their
probation/training period.
Highlighting employee needs and opportunities for
personal growth and development.
Promoting and understanding betwwn the supervisory
and his subordinate.
Providing useful criteria for determining the validity of
selection and training methods and techniques
&forming concrete measure for attracting invidual of
higher caliber to the organization.
“HOW”TO APPRAISAL
Under how the organization must decide what different
methods and which of these may be used for performance
appraisal on the basis of comparative advantage and
disadvantage ,it is decided which method would suit the
purpose best. VBL has adopted rating system .in the
system ,after rating each feature ,appraiser express his
rem,marks about the performance .after the remarks
made by appraiser, the reaviwer and functional support
officer review the assessment of appraiser .perrformance
department puts their remark regarding
promotion ,increment ,for appointment on permanent
basis in the organization or not.
Performance Appraisal Process-
1. Objectives definition of appraisal
2. Job expectations establishment
3. Design an appraisal program
4. Appraise the performance
5. Performance Interviews
6. Use data for appropriate purposes
7. Identify opportunities variables
8. Using social processes, physical processes,
human and computer assistance
COMPANY PROFILE
The business of the company was started in 1991 with a tie-
up with pepsi foods limited to manufacture and market pepsi
brand of beverages in geographically pre-defined erritories
min which brand and technical support was provided by the
principle.,, pepsi foods limited .the manufacturing facilities
were restricted at agra plant only. Varun beverages limited
are the flagship company of the group.
Varun beverages limited operates as the franchise of
carbonate soft drinks and non carbonate beverages sold
under trademark owned by pepsico. In internationally. The
company produces and distributes a range of CSDs under the
brands of pepsi, deit pepsi,seven –up.mirinda orange,mirinda
lemon ,mountain dewn ,seven –up nimbooz masala
soda ,seven –up revive and evervess.it also produce and
distributers ncbs under the brand of Tropicana
slice .tropicana frutz (lychee, apple, and mango) and
nimbooz ,as well as packed drinking water under the brand
aquafina , in addition ,the company has the franchise for ole
brand of pepsi product in sri lanka.
Vision –
being the best in everything we touch and handle.
Mission-
Continuously excel to achieve and maintain leadership
position in all chosen businesses and delight all stakeholder
by making economic value economic value addition in all
corporate function.
Achievements- production of innovative ,high quality retail
branded beverages combined with world –class
packaging .driven by a management team with a relentless
focus on achieving superior customer service, driving
earnings improvement and increasing shareholder value.
Working environment- company creating an environment
where there employees enjoy a greater degree of
empowerment –both individually and their work teams .the
employees are equipped with the necessary tools ,training
and management backup for strong performance and
accountability, ass well ass with an environmenmmt of open
communication and environment.
PRODUCTS-
PepsiCo India ‘s expansion portfolio includes refreshment
beverages-
7UP
Aquafina
Duke’s
Gatorade
Mirinda
Mountain dew
Pepsi
Slice
Tropicana
SWOT ANALYSIS
Strengths
Product diversity
Extensive and distribution channel
Corporate social responsibility
Competency in merger and acquisitions
Successful marketing and advertising campaigns
Pro active and progressive
Weaknesses –
1 overdependence on walt-mart.
2 Low pricing
3 Questionable practicable using tab water but labeling it as
mountain spring water
4 Too low net margin.
Opportunities-
1 Growing beverages and snacks consumption in emerging
market.
2 Increasing demand for healthy food and beverages.
3 Further expansion through acquisition
4 Savory snacks consumption growth.
Threats-
1 Change in consumer taste
2 Water scarcity
3 Decreasing gross profit market
4 Strong dollar
5 Increased competition from snyderr’s
STRUCTURE OF ORGANISATION
CHAIRMAN
MANAGEMENT FUNTION
PRODUCTION FINANCE PERRSONAL MARKETING
ASSITANT ASSISTANT ASSISTANT AREA SALES
1 STRUCTURE OF PRODUCTION DEPARTMENT-
PLANT MANAGERS
PLANT ACCOUNTANT
PRODUCTION MANAGER
SHIPPING HEAD
SUPPLY EXECUTIVE SHIPPING IN
CHARGE
METHODS OF PERFORMANCE APPRAISAL
Past Oriented Methods
1. Rating Scales: Rating scales consists of several numerical
scales representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc. Each
scales ranges from excellent to poor. The total numerical scores
are computed and final conclusions are derived. Advantages –
Adaptability, easy to use, low cost, every type of job can be
evaluated, large number of employees covered, no formal
training required. Disadvantages – Rater’s biases
2. Checklist: Under this method, checklist of statements of
traits of employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or checking
and HR department does the actual evaluation. Advantages –
economy, ease of administration, limited training required,
standardization. Disadvantages – Raters biases, use of improper
weighs by HR, does not allow rater to give relative ratings
3. Forced Choice Method: The series of statements arranged
in the blocks of two or more are given and the rater indicates
which statement is true or false. The rater is forced to make a
choice. HR department does actual assessment. Advantages –
Absence of personal biases because of forced choice.
Disadvantages – Statements may be wrongly framed.
4. Forced Distribution Method: here employees are clustered
around a high point on a rating scale. Rater i compelled to
distribute the employees on all points on the scale. It is
assumed that the performance is conformed to normal
distribution. Advantages – Eliminates Disadvantages –
Assumption of normal distribution, unrealistic, errors of central
tendency.
5. Critical Incidents Method: The approach is focused on
certain critical behaviors of employee that makes all the
difference in the performance. Supervisors as and when they
occur record such incidents. Advantages – Evaluations are
based on actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases, chances
of subordinate improvement are high. Disadvantages –
Negative incidents can be prioritized, forgetting incidents,
overly close supervision; feedback may be too much and may
appear to be punishment.
6. Behaviorally Anchored Rating Scales: statements of
effective and ineffective behaviors determine the points. They
are said to be behaviorally anchored. The rater is supposed to
say, which behavior describes the employee performance.
Advantages – helps overcome rating errors. Disadvantages –
Suffers from distortions inherent in most rating techniques.
7. Field Review Method: This is an appraisal done by
someone outside employees’ own department usually from
corporate or HR department. Advantages – Useful for
managerial level promotions, when comparable information is
needed, Disadvantages – Outsider is generally not familiar with
employees work environment, Observation of actual behaviors
not possible.
8. Performance Tests & Observations: This is based on the
test of knowledge or skills. The tests may be written or an
actual presentation of skills. Tests must be reliable and
validated to be useful. Advantage – Tests may be apt to
measure potential more than actual performance.
Disadvantages – Tests may suffer if costs of test development
or administration are high.
9. Confidential Records: Mostly used by government
departments, however its application in industry is not ruled
out. Here the report is given in the form of Annual
Confidentiality Report (ACR) and may record ratings with
respect to following items; attendance, self expression, team
work, leadership, initiative, technical ability, reasoning ability,
originality and resourcefulness etc. The system is highly
secretive and confidential. Feedback to the assessee is given
only in case of an adverse entry. Disadvantage is that it is highly
subjective and ratings can be manipulated because the
evaluations are linked to HR actions like promotions etc.
10. Essay Method: In this method the rater writes down the
employee description in detail within a number of broad
categories like, overall impression of performance,
promotability of employee, existing capabilities and
qualifications of performing jobs, strengths and weaknesses
and training needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees that often
occur in a better-structured checklist. Disadvantages – It its
highly dependent upon the writing
skills of rater and most of them are not good writers. They may
get confused success depends on the memory power of raters.
11. Cost Accounting Method: Here performance is evaluated
from the monetary returns yields to his or her organization.
Cost to keep employee, and benefit the organization derives is
ascertained. Hence it is more dependent upon cost and benefit
analysis.
12. Comparative Evaluation Method (Ranking & Paired
Comparisons): These are collection of different methods that
compare performance with that of other co-workers. The usual
techniques used may be ranking methods and paired
comparison method.
Ranking Methods: Superior ranks his worker based on
merit, from best to worst. However how best and why
best are not elaborated in this method. It is easy to
administer and explanation.
Paired Comparison Methods: In this method each
employee is rated with another employee in the form of
pairs. The number of comparisons may be calculated with
the help of a formula as under.
Future Oriented Methods
1. Management By Objectives: It means management by
objectives and the performance is rated against the
achievement of objectives stated by the management. MBO
process goes as under.
Establish goals and desired outcomes for each subordinate
Setting performance standards
Comparison of actual goals with goals attained by the
employee
Establish new goals and new strategies for goals not
achieved in previous year.
Advantage – It is more useful for managerial positions.
Disadvantages – Not applicable to all jobs, allocation of merit
pay may result in setting short-term goals rather than
important and long-term goals etc.
2. Psychological Appraisals: These appraisals are more
directed to assess employees potential for future performance
rather than the past one. It is done in the form of in-depth
interviews, psychological tests, and discussion with supervisors
and review of other .
RESEARCH AND METHODOLGY –
DATA ANALYSIS-
1 Are you aware of the objective of the performance appraisal
system ?
OPTIONS NO. OF PERCENTAGE
RESPONDENTS
(SAMPLE SIZE)
VERY MUCH 42 84%
SOME WHAT 7 14%
DON’T KNOW 1 2%
45
40
35
30
25
20 Series 2
Series 1
15
10
0
VERY MUCH
SOME WHAT
DON’T'KNOW
INETERPRETATION- 84% employees are aware of the object of
the performance appraisal msystem.
2. performance appraisal helps the organization in achieving
goal-
Options No. of respondent percentage
(sample size) 50
Yes 38 76%
No 10 20%
Don’t know 2 4%
40
35
30
25
20
Series 2
15
Series 1
10
5
0
yes
no
don't know
Interpretation-76% EMPLOYEES SAY YES THAT PERFORMANCE
APPRAISAL HELPS THE ORGANISATION IN ACHIEVI
3. HOLD MEETING IN THE BEGINNING OF THE YEAR TO EXPLAIN
& CLARIFY ACTIVITY TASK &GOALS TO BE ACHIEVED-
OPTION NO OF PERCCENTAGE
REPONDENTS
(SAMPLE SIZE)
YES 39 78%
NO 11 22%
40
35
30
25
Series 2
20 Series 1
15
10
0
yes no
INTERPRETATION- 78% EMPLOYEES SAY THAT YES ORGANISED
MEETINGS HELKPS GOAL AND TASK .WHILE THE OTHER
22%EMPLOYEES THAT IN NOT VERY MUCH HELPFUL
4.ORAGANISATION-hass to make a fixed duration for
performance appraisal.
OPTIONS NO OF PERCENTAGE
RESPONDENTS
( SAMPLE SIZE)
YES 40 80%
NO 10 20%
45
40
35
30
Series 2
25
Series 1
20
15
10
0
YES NO
INTERPRETATION-80% EMPLOYESS AGREE WUTH THE IS
ORGANISATION SHOULD HAVE TO MAKE A FIEXED
DURATION FOR PERFORMANCE. WHILE THE OTHER 20%
EMPLOYEES DO NOT AGREE WITH THIS STATEMENT.
5. Satisfied for point allocation on the basis of KRA’S &
management dimension-
No. of respondents Percentage
Fully satisfied 20 40%
Satisfied 26 52%
Dissatisfied 2 4%
Uncertain 2 4%
45
40
35
30
Series 2
25
Series 1
20
15
10
0
yes no
INTERPRETATION -40% EMPLOYEES ARE FULLY SATISFIED FOR
POINT ALLOCATION ON THE BASIS OF KRA’S AND
AMANAGERIAL DIMENSIONS.
6. Performance appraisal affects the working effieciency of
employees.
Options No of respondents Percentage
Yes 42 84%
NO 8 16%
45
40
35
30
Series 2
25
Series 1
20
15
10
0
yes no
INTERPREETATION- 84% Employees say that yues performance
appraisal system affect the working efficiency of
employee .while the othyer 16% employyess do not agree with
this statement.
7 .appraisal syste,m is able to develop high result orientation
appraisal.
Options No of responmdents Percentage
Yes 47 94%
No 3 6%
50
45
40
35
30 Series 2
25 Series 1
20
15
10
5
0
yes no
INTERPRETATION- 94% employees say that yes the appraisal
system is able44 to develop high result orientation
approach .while the others 6% employees do not agree with us.
8.The system will also contribution in performance appraisal.
Options No of respondents Percentage
Yes 36 72%
No 10 20%
Don’t know 4 8%
40
35
30
25
Series 2
20 Series 1
15
10
0
yes no don't know
INERPRETATION- 72% EMPLOYEES THINK THAT THE SYSTEM
WILL ALSO CONTRIBUTION IN POTENTIAL APPRAISAL.
9. promotion process in the organisation is based on-
Options No.of respondents Percentage
Performance 2 4%
Experience 6 12%
Both 42 84%
45
40
35
30
25 Series 2
Series 1
20
15
10
0
performance experience both
INTERPRETATION- 4% Employees say that promotion says that
process in the organisaation is based on performance,12%
employees say that based on expectations and 84% say both
10. the present performance appraisal system is transparent &
free from bias.
Options No. of respondents Percentage
Yes 42 84%
No 8 16%
45
40
35
30
Series 2
25
Series 1
20
15
10
0
yes no
INTERPRETATION-84% employees agree with this statement
that the present performance appraisal system .
11. Satisfied with the current performance appraisal system.
Options No. of respondents Percentage
Highly satisfied 27 54%
Satisfied 18 36%
Dissatisfied 1 2%
Just satisfied 4 8%
30
25
20
Series 2
15 Series 1
10
0
highly satisfied satisfied dissatisfied just satisfeid
INTERPRETATION- 54% employees are highly satisfied with the
current performance appraisal system, while 36% employees
are satisfied with the current performance appraisal s
CONCLUSION- after studying the every aspect sa of the my
research project it is concluded that there are some basic
problems ,which are faced by every soft drink company .on the
other hand the retail outlet holder cannot be satisfied .thne
more yuou give ,the retail outlet holder like non availability of
advertisement material ,lackk of fridge maintainace
services ,various schemes are not provide to the retail outlet
holders honestly ,communication gap more monopoly counters
as compared to Pepsi monopoly counters in the surveyed area
o Mathura city .the company should care3fully handle this.
Overall ,Pepsi has more market share as compare to coke
but in this report it is found that in the surveyed area of the
Mathura city ,the market share of pepsi is decreasing due to
the non-satisfaction of retail; outlet holders.
