A REPORT

ON

PERFORMANCE MANAGEMENT SYSTEM & EMPLOYEE ENGAGEMENT SCHEMES

BY

AKANSHA SRIVASTAVA HINDUSTAN COCA COLA BEVERAGES PVT LTD.

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

DISTRIBUTION LIST: FACULTY GUIDE:

PROF. DIPTI SHARMA

COMPANY GUIDE:
MRS. CHANDANA TYAGI

Faculty IBS,
Hyderabd

AKANSHA SRIVASTAVA

Human resource, Regional office Coca-cola, Hyderabad .

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. 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.

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.

AKANSHA SRIVASTAVA

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

HINDUSTAN COCA-COLA BEVERAGES PVT LTD.

AKANSHA SRIVASTAVA

FINAL PROJECT REPORT

ABSTRACT
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 worlds 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. 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 its 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 its shortcomings and weaknesses if any. AKANSHA SRIVASTAVA

EMPLOYEE ENGAGEMENT SCHEMES:

The buzzword of the moment for HR is "engagement". Engaged employees are committed to their work, putting in enthusiasm and discretionary effort for the organizations 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.

AKANSHA SRIVASTAVA

TABLE OF CONTENTS
S NO.
1. 2. 3. 4. 5. 6. 6.1 6.2 6.3 6.4 6.5 6.6 6.7 6.8 7 7.1 7.2 7.3 7.4

TOPIC
ACKNOWLEDGEMENT ABSTRACT ORGANIZATIONAL PROFILE COCA COLA INDIA A BRIEF INTRODUCTION ORGANIZATIONAL STRUCTURE HINDUSTAN COCA COLA BEVERAGES PVT LTD. PROJECT 2: PERFORMANCE MANAGEMENT SYSTEM AUDIT PERFORMANCE MANAGEMENT SYSTEM INTRODUCTION PROCESS OF PMS BENEFITS CONCERNS OF PMS OBJECTIVE OF THE PROJECT METHODOLGY ADOPTED PMS AT HCCBPL ANALYSIS & OBSERVATIONS SUGGESTIONS PERFORMANCE MANAGEMENT SYSTEM INTRODUCTION PROCESS OF PMS BENEFITS CONCERNS OF PMS

PAGE NO
3 5 10 13 15 16 17 19 20 20 22 26 31 35 36 AKANSHA SRIVASTAVA 37 38 40 42

7.5 7.6 7.7 7.8 7.9 8 8.1 8.2 8.3 8.4

OBJECTIVE OF THE PROJECT METHODOLGY ADOPTED PMS AT HCCBPL ANALYSIS & OBSERVATIONS SUGGESTIONS OTHER PROJECTS: MDS ASSESSMENT CENTER MDS ASSESMENT CENTER DESCRIPTION REFERNCES GLOSSARY APPENDICES

43 43 44 46 47 49 50 52 52 53

AKANSHA SRIVASTAVA

MAIN TEXT

AKANSHA SRIVASTAVA

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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. CocaCola 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 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, CocaCola 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 CocaCola 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 AKANSHA SRIVASTAVA 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

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

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BRANDS UNDER COKE UMBRELLA INTERNATIONAL: TEA / COFEE: FRUIT JUICES:

SPORTS DRINK:

COLD DRINKS:

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OTHER DRINKS:

WATER:

ENERGY DRINKS:

AND THE RECENT 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 CocaCola product for years:  1904 - Delicious and Refreshing  1922 Thirst now no season  1927 Around the corner from everywhere  1929 The pause that Refreshes  1932 Ice Could Sunshine  1938 The Best Friend Thirst Ever Had  1939 Coca-Cola goes along  1956 Coca-ColaMakes good things taste better  1959 Be Really Refreshed  1963 Things go better with coke  1970 Its a Real thing  1971 I would like to buy the world a coke  1976 Coke Adds Life AKANSHA SRIVASTAVA  1948 Where theres Coke theres hospitality

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 1979 Have a Coke and a Smile  1982 Coke Is It!  1987 When Coca-Cola is part of your life, you cant beat the feeling!  1988 Cant beat the feeling  1989 Cant 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 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. Its 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 countrys top international investors, having invested more than 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 AKANSHA SRIVASTAVA 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.

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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 countrys 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 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:

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 AKANSHA SRIVASTAVA 8) Bangalore office

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

www.coca-colaindia.com

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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, 6executives, 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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PERFORMANCE MANAGEMENT SYSTEM AUDIT

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PERFORMANCE MANAGEMENT SYSTEM

The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylors 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 AKANSHA SRIVASTAVA

http://en.wikipedia/coca-cola.org

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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 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:
y y y y y y
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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. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. AKANSHA SRIVASTAVA

Performance Appraisal Handbook, US Department of Interiors

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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.

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, 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. AKANSHA SRIVASTAVA

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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.

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 AKANSHA SRIVASTAVA

BENEFITS OF PERFORMANCE MANAGEMENT

Performance Appraisal Handbook, US Department of Interiors

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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, 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.
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www.pms/benfits.htm

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

Typical concerns expressed about performance management are that it seems extraordinarily AKANSHA SRIVASTAVA 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

www.pms/benfits.htm

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

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. AKANSHA SRIVASTAVA

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 its PMS system. Rationale for going for change was as follows:

y y y y y y

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

NEW PERFORMANCE MANAGEMENT SYSTEM AT COKE: SALIENT POINTS

AKANSHA SRIVASTAVA y 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 communicated to the employees. Alignment between associates & mangers: there is communication and alignment between associates and manger.

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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

Name Location Designation Reporting Manager Appraisal period

SECTION 2: Key Result Areas KRA 1: Business Plan Achievement

Objective Weight Target By when Actual Result Achievement Points Rating

KRA 2: People Development

Objective Weight Target By when Actual Result Rating Recommended Rating

KRA 3: Key Behavioral Measures

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

SECTION 3: Overall Ratings

KRA # 1 KRA # 2 Key Behavioral Measure Overall Rating

SECTION 4: Supporting Documents

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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 cokes 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:
y y 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. y y y y y y y y y y Allows the employee to highlight and bring into notice his achievements and progress. The form is divided in 3 KRAs 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. Relative performances are taken into consideration as the final touch to the process. Confidentiality is maintained AKANSHA SRIVASTAVA

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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.  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 AKANSHA SRIVASTAVA 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 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.

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 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. Managers 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 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 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. AKANSHA SRIVASTAVA

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

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EMPLOYEE ENGAGEMENT SCHEMES

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WHAT IS EMPLOYEE ENGAGEMENT?

Employee engagement has been the fastest growing form of community involvement during the 1990s 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.

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 doesnt merely turn up, but go that extra mile. Engaged employees are committed to their work, putting in enthusiasm and discretionary effort for the organizations 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 companys 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
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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

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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. 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.

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. AKANSHA SRIVASTAVA

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

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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 companywide program it helps to build a cohesive workforce, underpinning company values and culture.

8. Corporate reputation. Employee engagement as part of a wider social investment program can build a companys image in its local communities. Employee engagement is seen as a tangible way of demonstrating a companys 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

Some of the benefits of employee engagements are as follows:
y y y y y

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

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Engage: Getting Started in Employee Engagement by Amanda Bowman

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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.

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 made for the engagement programs.

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

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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 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: Activity-1 Activity-2 Refreshment Party sales any eating joint or hotels etc 1 day comes under marketing incentives Activity-3 Target Achievement Party sales & MD any eating joint or hotels etc 1 day comes marketing incentive

Current Activities/ Programs Target Audience/Dept/Grade

Family Day all from worker to managers beach (this year), resorts etc 1 day

Location Duration

Budget

11 lakhs

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Ideal Time Culture(mindset of people)

Interest of People Turnout of People

after peak season (dec - jan) family oriented, middle class family time, amusement to children 90%

before season begins not conservative

after season completion

Involvement of Top Management Frequency

Man-Power Requirement

Accessories Requirement Additional Information if any

target Audience feedbacks

Brief Description

More outdoor events and functions etc Eating out 95% 95% top management involved, HR is required to be people everyone was present involved present, 100% once in year twice a year once a year every department lot of people are HR + Sales has a involved in team people representative, HR planning & are involved. people organizing Printouts, Printouts, gifts, gifts, fooding, fooding, logistics etc Fooding, Logistics, logistics etc dinner packages None None Enthusiasm on gifts & rewards etc, excellent motivated responses, great response, everyone was like to have such people for next targets enthusiastic events dinner packages take out for presentations were given, games some lunch or of gifts, and picnic snacks etc lunch etc Open house meetings or grievance meetings. HR participate all staff, everyone on the payrolls of the company

Grievance Handling and Meetings Turnout of People

target audience

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issues involved

Frequency

Involvement of Top Management

adherence to time line

Ideal Time Response of top management Suggestions

anything that bothers any particular employee, problems varies with season At least once a month but try to do it at least on sat or sun. HR Dpt participates, managers most cases are solved immediately try to solve it before next meeting try to solve the problems None specific lot of planning, hard work, taking care of small details, supervision, involving top management officials AKANSHA SRIVASTAVA

Role of HR

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Activity-1 Current Activities/ Programs Target Audience/Dept/Grade Location Duration Family day all permanent employees Beach resort 1day

Activity-2 Republic Day

Activity-3 Safety Day

Activity-4 World Water Day all permanent employees plant & office 1day Comes under CSR activity, approximate budget 20 25 Lakh 1 day

all permanent all employees employees plant & plant & office office 1day 1day

Budget Ideal Time

Culture(mindset of people)

Interest of People

Rs. 12 Lakhs Rs. 20,000 after peak 26th Jan season, 4th feb Family oriented, spend time with kids, involve work with pleasure, workmen etc are from lower end of society so are traditional and conservative also, staff are educated and enjoy fun events and activities. would like more events & functions, mingle work with fun activities

Rs. 25,000 1 day

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Turnout of People

Involvement of Top Management Frequency

with security, not full employee attendance 95% required All managers Managers take interest involved, AGM and are also involved involved once a year HR dept and people in other areas also helped if required fooding, logistics, transportation etc None very excellent feedback, especially dinner package which was included this year was appreciated very much, pictures and all were taken occasions, once a year

100%

90%

once a year

once a year

Man-Power Requirement

Accessories Requirement Additional Information if any

logistics, decorations

logistics, accessories

gifts, logistics etc

target Audience feedbacks

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good response

positive response, workmen also participate enthusiasticall y

good and positive response

Brief Description Grievance Handling and Meetings

Beach resort, theme of village & rural area, candy, games, lunch was served, bhelpuri, dinner was also served so the employees do not have to cook after a tiring day. Open houses meeting Earlier there were many issues and complaints but over the time now the turnout is lowered as not many issues come out. Conduct meetings separately for all grades of associates like work men, contract labour, staff and managers alone Now only small issues like wages calculations, leave problems and OT

flag hoistation, sweets distribution etc Follow the calendar

safety pictures, slogans and sketching contests, presentations, drills etc

spread awareness

Turnout of People

Target audience

issues involved

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calculations come up.

Frequency

Involvement of Top Management

Adherence to time line

Ideal Time Response of top management

Once in month, alternative day btw 2-4 pm anyone can come with problems etc. Everyone is committed to help and solve any problem as per possible Mostly issues are solved in 24 hrs Within 24 hrs some action is tried to be taken on regular issues otherwise appropriate time line is fixed positive and helpful Try to plan something for the canteen etc, No activities for contract laborers.

Suggestions

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Role of HR

Planning and co ordination is all done by HR dept. overall organization of the events is also handled by HR with help from other areas if required.

Current Activities/ Programs

Activity-5 Navratri Pooja

Target Audience/Dept/Grade Location Duration

Activity-6 Vishwakarma Pooja everyone from all permanent workmen to mangers employees plant & office plant & office 1day 1day

Activity 7 Women Day staff & managers etc

Activity 8 Diwali all employees plant & office 1day

Frequency Man-Power Requirement

occasion, once a year

occasion, once year

occasion, festival, once a year once a year

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Budget Ideal Time Culture(mindset of people) Interest of People Turnout of People Involvement of Top Management

Rs. 25000 1 day

Rs. 3 Lakhs 1 day

Office 1day Rs. 600 per person + Rs. 2000 pearl Rs. 750 per necklace employee 1 day 1 day

95%

95%

100%

100%

Accessories Requirement Additional Information if any

decoration, logistics, fooding and related stuff

decoration and bouquet, related sweets and accessories gifts etc great response and full participation from employees plant and office is decorated, pooja is conducted on large scale, sweets and snacks are given

crackers, decorations, sweets etc

target Audience feedbacks

good participation and great response

Brief Description

big pooja, sweets etc

gifts and all were appreciated very well bouquet of flowers, sweets and gifts of pearl necklaces re given to women employees

positive and good response

free crackers and sweets are distributed to employees.

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SUGGESTIONS FOR EMPLOYEE ENGAGEMENT ACTIVITIES & THEIR FEASIBILTY ANALYSIS

Various suggestions for employee engagement activities made by me are as follows: Fields Activity -1 Activity -2 Activity -3

Night Out Camping

Cricket Tournament

Visit SOS Village / Old Age Home

Brief Description

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Night Out Camping involves going to an out door location like some natural park, grounds, or any open sky areas. Put up tents and bonfire, play some songs, play games, cook food there itself and enjoy the night out with the nature. Employees are required to bring along their families and children. A bus or transport should be arranged for travel and one could explore the natural surroundings around the city.

Book a ground for one day and conduct an coke cup cricket tournament. Drinks, snacks and food for both audience and players will be provided on ground itself. Selections are made by conducting matches within employees of one unit and then the best winning team can compete with teams of other units in south or whole India. Winning team would take home the trophy and the gifts.

Visit an SOS village with the families and kids. Spend the days with children there. Take along some gifts etc to give to underprivileged children there. Play with them, teach them or I n general interact with them.

Target Audience

Majorly this activity This activity is for Market would be for staff and developers and Sales For all staff and manager level associates team people. managers

Benefits / Reasons

Location Time Required

Night out is different activity than most day activities already conducted. It will be fun for the families and especially for the children who would enjoy the experience. Natural open skies areas, grounds, wild sanctuaries, parks and similar places

Since the MD and Sales team consist of mostly guys this would be more interesting for them. It is an outdoor and physical activity which is different from usual eat out parties. This would entail the pride of winning the coke cup and would bind the employees more with the company. Any open ground or stadiums which are easily available for rent at cheap prices for a day.

Will teach the employees and their families some compassion towards the society. Would act as image booster for the company. When children of employees interact with kids at SOS village they would also learn and enjoy along with their families. Would be a different and satisfying experience for all. Any Old Age Home or SOS villages around the city. AKANSHA SRIVASTAVA

1 day and 1 night

1 day

1 day

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Budget

Rs. 7-8 Lakhs approximately. Breakup: Rs.15,000 (for a tent for 4 person accommodation) + fooding ( Rs.20,000) + Rs. 2,500 (transportation by Bus)

Rs. 75,000 - 1 Lakhs approximately (2500*2 + 6000*4 + 300 *150). Breakup: Rs. 2,000 (transportation by bus) + Rs. 6,000 (sports kit) + Rs. 300 (food) per head

Rs. 77,500 - 1 lakh approximately. Breakup: Rs. 2,500 (transportation by one bus) + Rs. 50,000 (Fooding) + Rs. 25,000 (Gifts)

Ideal Time

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 work on Monday morning.

Can be conducted once every year as per suited by the organization.

Any time Gifts etc (which could also be old clothes & medicines etc collected), fooding, transportation, logistics etc.

Accessories Required

Tents, food and stuff required for cooking, night lamps, beddings, games and related activities, transport and other such related items.

Trophy, gifts, foods, snacks, drinks, uniforms, ground, transportation, logistics etc

Fields

Activity -4

Activity -5 Inter Department Carom, Chess or Badminton Championship / Games Room

Activity -6

Open Air Theater

Theme parties

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Brief Description

Target Audience

Benefits / Reasons

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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 sandwiches etc during enjoyment of the dishes of nay one part of the movies. employees. India. Can be done for both staff level or for workmen etc. games room facility can be enjoyed by workmen Workmen and their and staff during Staff and manager families. breaks etc. Since not many activities are for Contract labours and workmen and it is 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 break from require any specific skills separately for staff monotonous work and can be enjoyed by all age and other levels of environment. groups. employees also.

Location Time Required

Any open ground or available place (if such a space is available inside the campus boundaries it would be better). 1 day Rs. 50,000 approximately (considering the availability of projector and related equipments). Breakup: Rs. 1.5 lakhs (Projectors, big screen, loudspeakers; mostly already available) + Food (Rs. 200 per person). This estimate is base on 200 people. After peak season Logistics like projectors, speakers, screen etc, food and other items.

Any available space can be converted in games room. Championship can be conducted inside the campus location itself. Not applicable

Can hire any hotel or resort. Can be conducted inside the office campus if a big hall or space is available. 1 day

Budget Ideal Time

Rs. 8,000 approximately. Breakup: Rs. 3,000 (for games equipment) + Rs. 5,000 (Gifts / prizes as per budget) Anytime

Rs. 2 Lakhs Breakup: Rs. 75,000 (themed food) + Rs. 25,000 (Decorations etc) + Rs. 25,000 (Games, quizzes, props) + Rs. 25,000 (Hotel booking) + Rs. 2,500 (transport by bus) Before peak season

Accessories Required

Carom board, Prizes, Gifts, Chess. Table, Fooding, Logistics, Chairs and related Decoration etc stuff.

Fields

Activity 7

Activity - 8

Activity - 9

Activity - 10 Water Park / Oceans water park

Run Way Nine/ Go Carting

Snacks bar

GYM

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Brief Description

Can take the staff for outdoor go carting, rock climbing and other related sports. It will be a different and interesting experience.

Target Audience

Benefits / Reasons Location

Sales Team / Staff and manager Different activity and interesting to attempt. Do not require any specific skills and can be enjoyed by all age groups. Any go carting and sports center like

All the units of Coke have a canteen and cold drinks, coffee etc for the employee but addition of fresh healthy snack bars like fruit juices, sandwiches or fruit salad is added to the 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. For Contract labors and workmen a fruit juice machine or counter can be installed near their working space.

All units of coke can have a room for gym.

Water parks are the best way to beat the heat of summers. The organization can take the employees to Water Parks along with their families for 1 day.

Healthy option, energizing and would provide light snack between meals. Any space in the office and plant.

managers & staff Healthy option, energizing and would increase the fitness level of employees any free room of space in

Managers & Staff AKANSHA SRIVASTAVA

Fun filled activity to beat the stress of work and have a break from monotonous life. Any water park like Ocean water

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Run Way Nine in Hyderabad Time Required

Can also be included in canteen.

premise.

park in Hyderabad

Budget Ideal Time

1 day NA Rs. 40,000 (500*40+300* 40 +5000). Breakup: Rs. 500 (for sports) + Rs. 300 (food per person) + Rs. 2500 (transportation by one bus for a day). This estimate is based on 40 people. Rs. 25,000 After peak season Anytime

NA

1 day Rs. 85,000 (300*150 + 150*200 + 4 *2500) Breakup: 300 (food per person) + 200 (ticket fees) + 2500 (transport by 1 bus). This estimate is based on 150 people. Summers

Accessories Required

Transport

fruits, machine etc.

Approx 2 lakhs per unit. anytime Fitness machines, music system, free room.

Transport.

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 AKANSHA SRIVASTAVA 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

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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 WOMENS PARLIAMENT

LOGO:

(Signifies opening up of veil of Indian women.)

VISION: Womens empowerment for global betterment. MISSION:

1. To stimulate womens participation and address their concerns. 2. To motivate women empowerment.

OBJECTIVE:
Coke Womens 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). AKANSHA SRIVASTAVA

SCOPE:

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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:

y Regular interaction among the women associates

y y

Discussing the rights and related issues for women. 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.

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

Celebration of events and occasions like international womens day and festivals etc.

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

AKANSHA SRIVASTAVA

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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. Its 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.

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:
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 & informations 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. AKANSHA SRIVASTAVA

COORDINATING COMMITTEE: 3 Members (2 from hr, 1 from plant)

11

See glossary

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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

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

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) AKANSHA SRIVASTAVA

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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.

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

PROPOSED SHAPES:

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

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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 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, hell 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. y y 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 y The second is the time taken to answer these questions. For Example: Full form of PITA12 AKANSHA SRIVASTAVA

12

See glossary

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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 hell 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. y As and when the participant gives the wrong answer to any question he would not be allowed to continue further. y 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/-

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.

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FINAL ROUND

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) 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.

13

See glossary

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AKANSHA SRIVASTAVA

OTHER PROJECTS: MDS ASSESMENT CENTER

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MDS ASSESMENT CENTER

DESCRIPTION:
We also helped HCCBPL in the ongoing project MDS 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 MDs. This project provided us with the opportunity to understand the recruitment and selection procedure of the MDs.

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 score14, 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 person had the qualities necessary for the job profile.

For the first part previous performances of the MDs 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
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See glossary

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AKANSHA SRIVASTAVA

4. Aero-modeling Implementation 5. Role Play 6. Interview

The qualities checked were: y y y y y 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 individuals 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:

y y 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. y y y In house promotion scheme boosts the moral of the employees. Clear cut defined procedure for assessment of MDs 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. y Also makes it easy to track down any record of any individual. AKANSHA SRIVASTAVA

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REFERENCES
BOOKS
      Ashwathappa K, Human Resource and Personnel Management, Tata Mc Graw Hill Publicat ions, New Delhi, 1992 Edwin B Flippo, Personnel Management, McGraw Hill Internat ional, Singapore, 1984. Malhotra Naresh K. Marketing Research, an applied orientation. Prasad LM, Principles of 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 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 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 AKANSHA SRIVASTAVA

Engage: Getting Started in Employee Engagement by Amanda Bowman

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GLOSSARY
y 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

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

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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. 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. 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 AKANSHA SRIVASTAVA 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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