COCA COLA

        The COCA COLA Company is an American Multinational Corporation, and manufacturer, retailer, and marketer of non-alcoholic beverage concentrates and syrups.  The company is best known for its flagship product Coca-Cola, invented in 1886 by pharmacist John Smith Pinkerton.

HISTORY:

In 1886, pharmacist john Pinkerton from Columbus, Georgia invented the original Coca-Cola drink and sold it as a medicinal beverage.  Pinkerton's bookkeeper, Frank M. Robinson, is credited with naming the products and creating its logo. Robinson chose the name Coca-Cola because of its two main ingredients (coca leaves and kola nuts) and because it sounded like an alliteration. John Pinkerton had taken a break and left Robinson to make and promote, as well as sell Coca-Cola on his own.  He promoted the drink with the limited budget that he had and succeeded.

PERFORMANCE MANAGEMENT:

According to the analysis, Coca Cola is using better linkage of mission and vision to its organisations functions. The company have developed a fine system to involve employees in decision making just to make the company loyal and responsible.

First goals are developed at higher level, then head of departments make their ones, then unit office, next comes locations PGM, then functional heads, then direct reports are being formulated, supervisors take part and at the end employees also formulate their goals. All these exceptional qualities make coca cola best out of its competitors.

PERFORMANCE APPRAISAL : Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the qualitative & quantitative aspect of job performance. It is a structured formal interaction between a subordinate and supervisor, in which the work performance of the subordinate is examined and discussed.

OBJECTIVES OF PERFORMANCE APPRAISAL: To review the performance of the employees over a given period of time. To Increase motivation to perform effectively. To judge the gap between the actual and the desired performance. Better clarify and define job functions and responsibilities. Clarify organizational goals so they can be more readily accepted.

PERFORMANCE APPRAISAL OF COCA-COLA : Coca cola performance appraisal is annually. They appraise the employee due to their performance about goals of the organization. They set the goals at the start of the year and tell the employees about the goal if the employees achieve this goal they appraise the employees.

STEPS IN APPRAISING EMPLOYEES PERFORMANCE OF COCA- COLA :

        Define the job: Means making sure that you and your sub ordinate agree on his or her duties and job standard. 

    Appraise the performance: Means comparing your subordinate's actual performance to the standards that have been set.

       Provide the feedback: Means discuss the subordinate performance and progress and make plans for any development required.

Types of Rewards of Coca Cola Yearly Basis:

 • Employee salary increment • Grade Jump • Designation change • Annual incentive Plan (AIP) (for business performance, but fixed) • Personal Progress report (PPR) (Annual Appraisal) Monthly Basis • Making the move (MTM, sales target achieve) • Monthly turn hall (extraordinary performance) Quarterly Basis • Employee of the Quarter (EON, non-sales) • Sales Dangle context

                             Recognizing & Managing Top Performers Role Expansion Assignments to work on Regional/National issue task-force. Sponsorship to conferences, and visits to other countries (on rare occasions). Advanced Learning and Development Opportunities Appreciation Letter / Certificates Accelerating Performance of Solid Performers Build on their Strengths. Help them leverage what they are best at. Create a Development Action Plan to enhance performance on critical tasks Assign Projects to utilize their skills & build confidence Facilitate problem-solving so barriers to performance are removed Encourage progress and recognize contribution.

                             Managing Bottom Performers Prepare robust 30-90 day Performance Improvement Plan (PIP) – include specific, measurable actions with clear timelines Guiding Principles  Longer for senior people with newly identified performance issues.  Shorter for more junior people, or people with a history or pattern of performance issues. Review & Take appropriate actions  If PIP results completely on-track, then align back to KRA's for the role.  If results not on track, but demonstrates maturity and drive to improve performance, revise PIP with shorter timelines (e.g. 30-60days)  If results not on track, and does not demonstrate enough drive to improve performance, exit. – Failure, exit Guidelines 

                   Appraisal system is an effective technique to support and change culture of the organization optimistically; it would only be possible if the system is equal for all employees of organization. Therefore, company’s management should utilize this system to all employees so as to increase effectiveness and productivity. Continuous assessment of personnel practices should be an ongoing HR practice. An especially effective method of evaluating appraisal practices is to ask for anonymous feedback about the system from both appraisers and appraised. There should be a proper check on biasing. Sometimes subordinates become good friend of managers and in appraisal time they enjoy good appraisals though, their work is not so commendable in comparison of others.