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PERFORMANCE APPRAISAL ON
EMPLOYEE OF PEPSICO INDIA
HOLDING PVT. LTD., KANPUR,
U.P(INDIA).
Submitted to:
Dr.AmbalikaSinha
Dr.Rajesh Kumar Shastri
Dr.Ravindra Tripathi
Submitted By:
Arvind kumar Mishra
(13MW01)
INTRODUCTION:
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.
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).
CONTD
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
WORLDS HEADQUARTERS
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:
Valid
N
performance appraisal strategy *
Missing
Percent
44
100.0%
Total
Percent
.0%
Percent
44
100.0%
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
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.
Missing
Percent
44
100.0%
Total
Percent
0
.0%
Percent
44
100.0%
promotion * Empolyee
employment working duration
1-5 years
10+ years
Total
12
promotion
12
12
28
16
20
44
no
cant say
Total
Chi-Square Tests
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
CONCLUSION:
RECOMMENDATIONS: -