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A STUDY OF EFFECTIVENESS

PERFORMANCE APPRAISAL ON
EMPLOYEE OF PEPSICO INDIA
HOLDING PVT. LTD., KANPUR,
U.P(INDIA).

Under the Guidance of :


Company Guide Name:
Mr.Harish Chandra

Submitted to:
Dr.AmbalikaSinha
Dr.Rajesh Kumar Shastri
Dr.Ravindra Tripathi

Submitted By:
Arvind kumar Mishra
(13MW01)

INTRODUCTION:

Performance appraisel are employed to


determine who needs what trainning ,and who
will be promoted,demoted ,retained,or fired.

CONT,D
Performance Appraisal is the systematic
evaluation of the performance of employees and
to understand the abilities of a person for further
growth and development. Performance appraisal
is generally done in systematic ways which are as
follows:
The supervisors measure the pay of employees
and compare it with targets and plans.
The supervisor analyses the factors behind work
performances of employees.
The employers are in position to guide the
employees for a better performance.

COMPANY PROFILE
Pepsico. India Pvt. Limited was Established in
1989.
Pepsico. India Holding Pvt. Ltd., Jainpur Plant is
the 2nd Largest Plant of Pepsico in India. It covers
a Large Number of Pepsico Business in North
India.
We are the Manufacturer of food Products,Cold
drinks, soft drinks,Soda drinks and Juices.

PepsiCo, Incorporated (NYSE: PEP) is a Fortune 500, American


multinational corporation headquartered in Purchase, NY with
interests in manufacturing and marketing a wide variety of carbonated
and non-carbonated beverages, as well as salty, sweet and grain
-based snacks, and other foods.

Their main product, Pepsi Cola, sells over 100 billion cans a year.
Besides the Pepsi-Cola brands, the company owns other brands
such as Quaker Oats, Gatorade, Frito-Lay, Tropicana, Copella,
Mountain Dew, Miranda and 7-Up (outside the USA).

PepsiCo has 18 different product lines that offers a variety of


high quality products providing refreshment and nutrition. PepsiCo
brands are available in nearly 200 countries and union territories.

It is the 2nd largest manufacturer of soft drinks in the world.

CONTD

PepsiCo was founded in 1965 through the merger of Pepsi-Cola


and Frito-Lay. Tropicana was acquired and PepsiCo merged with the
Quaker Oats Company, including Gatorade .

Pepsi-Cola began selling its products internationally in 1934 with its


operations in Canada. Operations grew rapidly in the 1950s.

Key international markets include Argentina, Brazil, China, India, Mexico,


Philippines, Saudi Arabia, Spain, Thailand and the United Kingdom.
PepsiCo Beverages International, also produces, sells and distributes
Gatorade sports drinks as well as Tropicana and other juices internationally.

In the 1970s and '80s PepsiCo bought restaurant chains such as Pizza Hut,
Taco Bell, and Kentucky Fried Chicken which was later changed to KFC, but
in 1997 it spun off its restaurant business into a separate company, Tricon
Global Restaurants.

PEPSICO IN INDIA
o

PepsiCo and its partners have invested more than US$ 700
million in India - building businesses, which today provide
direct or indirect employment to more than 150,000 people

PepsiCo entered Indias hot beverages category in2003 through a


tie-up with Hindustan Lever Ltd.,a leader in hot beverages and owner
of the Lipton brand. To produce its beverages, PepsiCo has 37
bottling plants in India, including 17 company-owned plants and 20
owned by franchisee partners.

FritoLay India is one of the market leaders in the Indian snack


foods segment and has other brands like Cheetos (potato wafers),
Qauker Oats and Aliva low fat baked biscuits. The Lays potato
chips, however, dominates the other brands.

Indra Krishnamurthy Nooyi , who was ranked No. 11


in Fortune's list of the most powerful women in
business, joined the company in 1994 and was named
CEO in 2001. She was born in India and has done her
education in India .
She has been the chief executive of PepsiCo since
2006. During her time, healthier snacks have been
marketed and the company is striving for a net-zero
impact on the environment. This focus on healthier
foods and lifestyles is part of Nooyi's "Performance
With Purpose" philosophy

WORLDS HEADQUARTERS

PepsiCo World Head quarters is located in


Purchase at New York.

PEPSI-CO BRANDS

OBEJECTIVE:
To have a depth understanding of executive
appraisal system in Pepsi co india Holding pvt.
Ltd.
To analyze and apply performance appraisal
strategies to improve the performance of the
individual employees
To know the best performance appraisal strategy
in interdepartmental teamwork.
To know about the Appraisal system that leads to
increments and promotion.
To study the effectiveness of performance appraisal
process and thereby improving the overall
performance of the unit.
To understand the practical aspects.

RESEARCH DESIGN:

SAMPLE FOR THE STUDY- 44 Employee of


Pepsi co.

METHOD OF SELECTION- Random selection.


TOOLS USED FOR THE DATA
COLLECTION.
It is a use non parametric method.
Questionnaire.

THERE IS A LINK BETWEEN PERFORMANCE


APPRAISAL STRATEGIES WITH SATISFACTION OF
Case Processing Summary
EMPLOYEE.
Cases

Valid
N
performance appraisal strategy *

Missing
Percent

44

100.0%

Total
Percent

.0%

Percent
44

100.0%

Sastisfaction of employee in the


begning years

performance appraisal strategy * Sastisfaction of employee in the begning years Crosstabulation


Count
Sastisfaction of employee in the begning years
very satisfied
performance appraisal

satisfied

dissatisfied

Total

good

12

16

average

16

20

bad

32

44

strategy

Total

Chi-Square Tests
Value
Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear Association
N of Valid Cases

df

Asymp. Sig. (2-sided)

3.506a

.477

4.435

.350

.020

.887

44

Interpretation:
Here chi-square test is more than .05.Hence Hypothesis is
rejected.
It means there is no relation between There is a link between
performance appraisal strategies with satisfaction of employee

Symmetric Measures
Asymp. Std.
Value

Errora

Approx. Tb

Approx. Sig.

Interval by Interval

Pearson's R

-.045

.326

-.135

.896c

Ordinal by Ordinal

Spearman Correlation

-.006

.359

-.019

.985c

N of Valid Cases

44

Interpretation:
Here co relation is more than .05.Hence Hypothesis
is rejected.
It means there is no relation between There is a link
between performance appraisal strategies with
satisfaction of employee.

ANNUAL INCREMENTS ARE AN


APPLICATION OF WORKING
DURATION OF AN EMPLOYEE
Case Processing Summary
Cases
Valid
N
annual increaments basd on

Missing
Percent

44

100.0%

Total

Percent
0

.0%

Percent
44

100.0%

promotion * Empolyee
employment working duration

annual increaments basd on promotion * Empolyee employment working duration


Crosstabulation
Count
Empolyee employment working duration
0-1 years

1-5 years

10+ years

Total

annual increaments basd on yes

12

promotion

12

12

28

16

20

44

no
cant say

Total

Chi-Square Tests

Asymp. Sig. (2Value


Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear Association
N of Valid Cases

df

sided)

5.500a

.240

4.918

.296

.000

1.000

44

Interpretation:
Here chi-square test represents less than .05.
So H2 is accepted.
It means there is a relation between Annual increments
is an application of working duration of an employee.

Symmetric Measures

Asymp. Std.
Value
Interval by Interval

Pearson's R

Ordinal by Ordinal

Spearman Correlation

N of Valid Cases

Errora

Approx. Tb

Approx. Sig.

.000

.226

.000

1.000c

-.104

.279

-.312

.762c

44

Interpretation:
Here co-relation represents less than .05.
So H2 is accepted.
It means there is a relation between Annual increments is an
application of working duration of an employee

RESULT:All the strategies are mostly fair and objective.


Feedback is not given by the management cadre
staff properly.
Suggestions and innovations are not rewarded.
Supervisors are patient with the employees
problems up to more than a normal extent.
Good and effective performance appraisal
strategies arent applied.

CONCLUSION:

RECOMMENDATIONS: -

Extensive of the job training.


Free hand in decision making.
Focused job responsibility.
Transparent career planning of all officers.
Give tangible advantages.
Exemplary rewards should be given for unique
achievements of the employees.
Informal were calling as and when they need.