Training Supervisor Mr. B.K. Jha (Manager - HR & Administration)

Submitted By KHUSHBU YADAV Enrolment No.: 06511242370


Completing a task is never one man effort. It is often the result of invaluable contribution of number of individuals in a direct or indirect manner that helps in sharing a making of success. I express my gratitude towards the management of USMS and Varun Beverages Ltd., Greater Noida for giving me the opportunity to undergo my project report in a Multinational concern of a great reports and allowing me to gain invaluable experience with subsequent exposure to the modern business world. I am extremely grateful to my project guide Mr. B.K. Jha (Manager - HR & Administration) for completing my project report successfully. His constant support as well as the guidance, which he gave to me, helped me tide over the difficulties. I further extend my thanks to all the employees for their appreciation & cooperation given by them to me in gathering information for the survey. I would like to extend my heartiest thanks to my guide Mr. Sanjay Dhingra, my class, friends and for providing me light moments, patience and affection in times of distress and hopelessness. Last but not least I bow my head before GOD who has been the ultimate source of the energy.




e. In 2004 the cola war has begun afresh. which are followed in the soft drink industry. contested the figures by saying that it market share stood at 47. Pepsi and Coca Cola dominate the soft drink industry in India. Where coke follows ORG data and says it has 57% share. centralized procurement of raw material cut down wastage and the hub-and-spoke distribution system ensured deeper penetration and faster turnaround of returnable glass bottles. market share of Pepsi and Coca Cola and various sales promotion schemes. Coca cola India today claimed that it has increased its market share form 57 percent in the carbonated soft drink (CSD) Category in 2002 to 61 percent at the end of December 2003. ultra light glass bottles saved transport costs.EXECUTIVE SUMMARY This project takes a look in various kinds of merchandising activities. In this cutthroat competition. Pepsi. both of the cola majors have to do something special to the service. however. This apart. as per ORG .6 pe4rcent during the same period and Coca Cola India had a combined market share of only 52. According to Mr. Pepsi follows IMRB data and says it has 49% market shares in India. New consumers are coming in droves from the hinterland. as per IMRB figures. Coca cola's 200ml strategy has paid off. 4 . president Coca Cola India. Both the companies claim to be in number one sport coating the data produced by two different marketing research companies.4 percent. The two major global players i. Sunil Gupta.Marg figures. This something special is done in various forms of advertising and sales promotion schemes provided by the two companies. apart from the 200 ml strategy. the company undertook a series of cost-cutting measures to ensure efficient distribution. India is one of few battlegrounds in the world where there is neck-to-neck competition between the two.


Chapter 1 INTRODUCTION 1 .

e. In the year 1985 Pepsi tried to enter into India when it teamed up with RPG group. bottlers and the sales and distribution network of the companies the rule and responsibilities of each of the are different. and Coca-Cola having the major thank in the pie. Although Coca-Cola and Pepsi Cola are premier marketing companies the fundamental competitive advantage that allowed that to compete so effectively lies in their ability to operate through a very cumbersome distribution system. By the and of 1970 Campa Cola was practically alone in cola market Parles introduced Thumsup in the beginning of 1980s.INTRODUCTION 1. In year 1988 Pepsi again floated a project this time in collaboration with Punjab Agro Industrial Corporation (PIAC) and Voltas India Limited and succeeded. This proposal was rejected on the grounds that the import of concentrate could not be agreed and the use of foreign brand name was not allowed. Gold Spot and Thums up emerged as clear winner with around 60% market share.1 OVERVIEW VIEW OF SOFTDRINK INDUSTRY Soft drink industry scenario the world is almost the same with two major players i. Majors used a network of independent bottlers to bottle and market their products. The other Major player in the industry is Cadbury-Schweppes and some local players in individual countries. Finally in June 1990 Pepsi was launched in India 2 . The major activity taken up by the concentrate 2 India fountain sales form a very insignificant part of the sales revenue. By the and of 80’s Parle with Limca. During the initial stages both soft drinks. The major components of the industry consist of the concentrate manufactures. Pepsi Co. In India after the exist of Coke in 1977 the Indian Soft Drink market was controlled by Parle and Pure Drinks. Independent bottling arose primarily because it was not possible to create an effective organization for operating a vertically integrated company with hundreds of geographically separated manufacturing unit and local delivery operation given the limited transportation and communication system of the time and the lack of sophisticated financial and management controls.

In 1850 Texas had none of the sixty-four bottling plants in the nation. Flavored soda water. The 1890s saw major changes in the state's soft-drink industry. The most strategic step taken by Coca Cola was the purchase of Parle brands. and Mexia. and one each in Houston. During the eighteenth century. A wholly around subsidiary Coca Cola company which is a leader in Soft drink industry returned to India after a gap of 16 years in 1995. The Texas soft-drink industry dates from 1839." where proprietors dispensed artificial "mineral waters" for therapeutic purposes. and the term "soda water" became ensconced in the English language. (In a Hutchinson stopper. The first notice of a soda-water manufacturer in Texas was issued in 1866. C. when Dr. Dallas. In 1880 Texas had eleven bottling plants: four in San Antonio. Carbonated water had bubbled from springs in Europe since Roman times. two each in Galveston and Austin.) Most plants served one or two counties. In 1890 Texas had forty-two soda-water plants. when seated the seal blocked the escape of gas from the water in the drink. Sailing ships took ice from northeastern states to New Orleans in 1820 and later to Houston. Galveston and Brownsville reported "manufacturers of mineral and soda water. but bottled soda water was an expensive product. By 1810 New York City had "soda fountains. and occasionally they shipped by 3 .under the brand name of ‘ Lehar Pepsi’. Texas had one of the four ice plants in the nation. a wire loop protruded from the bottle neck and was fastened to a rubber seal." Victoria and Austin had two ice-making machines. Smith's establishment as a "mineral water manufactory. plus five unspecified bottlers and seven breweries. patented in 1879 and manufactured in Chicago. With this coke instantly had the ownership of countries tap soft drinks brands as well as got access to Parles extensive 54 plant bottling as well as a pre set distribution network. operated an apothecary with a soda fountain from March until his death on October 1. and in 1838 a Houston newspaper noted that ice sold for 50 cents per pound. which developed with the rise of the ice industry." In the 1870 census. J. an English physician living in Houston. Thomas Mitchell. scientists experimented with "fixed air" and produced "aerated waters. Taking full advantage of the liberalization policies of the government Pepsi set up a new company in India called PepsiCo India Holding Pvt. when the Houston City Directory listed J." Some of them used bicarbonate of soda in their experiments. was available in apothecary shops. New plants appeared with the introduction of the Hutchinson bottle stopper.

By the 1890s two beverages had changed the character of the soft-drink industry. Thomas built a bottling plant in 4 . The state also had seventy-seven ice plants. Lemon. and in 1886 John Pemberton concocted Coca-Cola in Atlanta. However. and raspberry were the principal flavors. began bottling soda waters.rail to neighboring communities. Georgia. who owned the Old Corner Drug Store in Waco. Twenty-nine bottlers and suppliers. The bottler's largest investment was in bottles and cases. orange. No deposit was charged and bottle stealing among bottlers was common. In 1891 a feed-store operator in Dublin. In 1898. Although Texas and parts of New England were excluded. Lazenby had an exclusive War Department contract to bottle and ship his Circle A Ginger Ale to servicemen in foreign lands. F. They drafted a constitution and by-laws aimed at preventing "the unlawful use of registered bottles. In 1885 Wade B. B. during the 1890s no Texas bottling plant advertised a franchised soft drink and no company listed such a product in its company or corporate name." But policing was impossible. In 1899 two lawyers from Tennessee. In 1891 the Elliott Bottling Works of Paris called a convention to address the problem. the system provided the capital and the entrepreneurship needed to develop the soft-drink industry nationally. ginger. originated Dr Pepper Phos-Ferrates (see DR PEPPER COMPANY). to mix and ship Dr Pepper Phos-Ferrates syrup to area drugstores. Thomas and Whitehead offered contracts in specific geographic regions. Thomas taking the northern and eastern states and Pacific coast and Whitehead taking the South and Southwest. etc. secured "bottling rights" from the Coca-Cola Company of Atlanta. Other plants in Central Texas followed suit. He supplied both army and navy installations until World War I. including Dr Pepper. In 1900 Texas had 139 soda-water bottling plants. arranged with Robert Sherman Lazenby. more than any other. during the Spanish-American War. boxes. In 1885 Charles Alderton. ale. Georgia. met in October in Dallas and formed the Texas State Bottlers Protective Association. sarsaparilla. Texas. principally from East Texas. even when glass blowers embossed the name of the town on the bottles. siphons. a Waco pharmacist. owner of a small bottling plant. Thomas and Joseph Whitehead. vanilla. Only one bottling plant used power-a four-horsepower central motor which delivered power by belts to carbonators and bottle-washing machines. They issued contracts to produce and sell Coca-Cola within control areas. Morrison.

114 produced no franchised soft drinks. ten Dr Pepper plants with name identification by trademark. Delaware Punch. Grapico (two). and in 1902 his relatives opened plants in Dallas and Houston.514 nationally). Lime Cola. In 1929 Texas had 325 bottling plants. NuGrape (one). By 1929 the state had thirty-four Nehi plants.Chattanooga. Between 1914 and 1924 a number of flavor manufacturers or distributors began offering franchises patterned after the Coca-Cola model. Cola-Cola filed a lawsuit against all "imitators. Keen Kola. Tennessee. was among the first to join Coca-Cola in issuing franchises in Texas. 16. but only 33 included a copyrighted soft drink in their trade name-30 with Coca-Cola and 3 with Whistle. In 1924 Texas bottlers marketed eleven trademarked products. Lupton. changed its corporate name to Nehi Company and promoted fruit flavors. In 1914 twenty Texas bottlers listed Coca-Cola as part of their trade name. and beer (one). creamery products (three). and stopped the traffic for a decade. Whitehead sold a half interest to J. Georgia. three Orange Squeeze plants. By 1923 Texas had 205 plants (of 4. Out of 276 bottling firms.8 percent of the nation's total). but only the Coca-Cola bottlers included the franchise in their trade name. Other franchises in Texas included Whistle (six plants). ice cream (ten). a lawyer from a Virginia tobacco family. Soft drinks were among the first consumer products controlled by the franchise system. Within three years Coca-Cola was selling its syrup to twenty-nine Texas plants. a noncarbonated drink formulated in 1913 in San Antonio." won a raft of court decisions. Between 1899 and 1914 the number of Texas plants doubled and the value of production tripled. The Chero-Cola Company of Columbus. and eight did not. candy (eleven). Orange Crush (three). In 1924 nine bottlers were producing "cola" drinks besides Coca-Cola. Tex-A-Cola. In 1922 Texas had 179 bottling works. Coca-Cola gave bottlers "exclusive rights" to use its trademark in 6½-ounce returnable bottles in a specific territory. including Chero-Cola. Other Texas companies did not issue franchises until the 1920s. T. 5 . In 1914 Texas had 262 plants (4. Bottling plants also manufactured other merchandise: ice (five plants). and six other plants incorporating a beverage name.3 percent of the national total. and Cola Hiball. Lupton helped finance the Coca-Cola bottling plant in Atlanta. and Whitehead built one in Atlanta. The number declined to 260 in 1931 and 210 in 1933. and Cherry Blossoms (one).

In January 1930 McCarley. Ed Taylor also put McCarley in touch with C. a lithiated lemon drink promoted as a mixer. Pepsi president in 1938-39. saw opportunities. when each plant served an area that a horse-drawn truck could cover in a day.During the Great Depression. Ed Knebel. Louis flavor manufacturer. however. was given an opportunity to sell Seven-Up in seventy-eight Texas counties. Business was slow: he signed up only one bottler. Depression prices enabled bottlers to offer twelve-ounce drinks for five cents retail. Texas bottlers were highly competitive.150 franchise areas in the nation. Although each community had a wealthy Coca-Cola bottler. mostly to bootleggers. By the 1930s. and "flint" (colorless). Walter Mack. 1934. McCarley was the first Texan to bottle Pepsi-Cola. Pepsi also ran ads at independent radio stations 6 . Nehi had a statewide system known as Chero-Cola bottlers. owner of the Howdy Company. In 1932 McCarley obtained a franchise to sell Hires Root Beer. While shagging baseballs for the Cleveland Indians in St. which offered franchises on Howdy Orange. Griggs. In addition to generic flavors. and in 1937 he moved to a larger plant in San Antonio. With Cola-Cola leading the way. and twelve-ounce bottles became popular. though many of these did not survive. they maintained an eighty-cent wholesale price for a case of twenty-four bottles. McCarley met Pearl Whitcraft and Ed Taylor. McCarley of San Antonio. McCarley and a partner secured a Pepsi-Cola franchise for sixty-four counties. Seven-Up and Pepsi-Cola sought markets in Texas. In 1929 Taylor offered McCarley a chance to get in the bottling business by assuming a debt owed a St. L. he sold Knight Club Ginger Ale. As his business expanded. but Mack was able to franchise 550 areas for Pepsi. he began operating five route trucks. Pepsi and Nehi's Royal Crown Cola had established markets in Texas. Coca-Cola maintained 1. Then Whitcraft notified McCarley that Pepsi-Cola was interested in Texas. The motor truck expanded dealer territories. who owned soda-water plants in the city. McCarley set up a small bottling plant in his home in San Antonio with second-hand machinery. Between 1934 and 1939 Pepsi signed up bottlers in eighteen Texas towns. the second bottler in the nation to receive a Seven-Up franchise (Taylor was the first).300 cases of Pepsi in twelve-ounce beer bottles of brown. The Coca-Cola franchise system had developed. green. and on April 1. Louis. mainly under the promotion of Jodie W. who had moved his small plant from Pflugerville to Austin in 1930. In his first year he sold 13. and peddled his drinks each morning. In 1928 Griggs had copyrighted Seven-Up.

the soft-drink industry faced rationing of sugar. and coolers. trucks. and at-work outlets. especially multiple choice vending. At the outbreak of World War II. to military bases. crown caps. After the war. By early 1938 many Texas Coca-Cola bottlers. had dropped all flavors except Coca-Cola. Carter. Dr Pepper and Seven-Up followed. Carter 7 . On October 23. but they were awkward to use. a vice president of the Texas State Bottlers Association. Few bottlers had vending machines. cork. soft drink demand soared. "Brownie" Dorris became vice president. wartime controls were lifted. 145 plants were non-members. especially Pepsi and RC Cola. Though prices were frozen and labor became scarce. bottlers profited from the military bases established in Texas. who declined to accept. Conrad Dunagan became second vice president. Association officers made swings through Texas to enlist members. As prices and bottle sizes increased. In1955 Coca-Cola introduced the "king-size" (ten or twelve ounce) and the "family-size" bottles (twenty-six ounces). While Coca-Cola kept sales prices down. sought to resolve the problem. grocery stores. In 1952 the Texas State Bottlers Association enrolled 226 bottling plants as dues-paying members. Dr Pepper started franchising in 1925 and offered the drink to Coca-Cola bottlers." Coca-Cola advanced its price from 80 cents to 90 cents to $1 a case. Nehi had authorized the "Par-T-Pak" in quart or family size in the 1930s. but sugar rationing continued until July 28. W. The family-size returnable became popular in Texas. under company pressure. since quotaexempt sugar was available to the military. other companies. but sales had been slow. 1946. Carter. sought new members and saw a major increase in membership to 71 percent of total Texas bottlers. were stuck with a twelve-ounce bottle and its higher ingredient costs. membership chairman. Most held multiple franchises. In February 1954 Carter became president. a conflict loomed between "big-bottle bottlers" and "little-bottle bottlers. tires. particularly in urban areas. L. introduced in the late 1930s in service stations. and J. which deemed soft drinks essential to morale. These bottlers found markets at the Post Exchanges. 1947. gasoline. Coca-Cola promptly moved its vending machines. Bottlers soon saw the economy of returnable bottles. Some coin-vending machines had a sixcent mechanism. In 1938 the Texas soft-drink industry comprised 297 plants. but still did not raise the retail price of 5 cents. Bottlers were reluctant to break the "nickel price.and later on the networks." Clifton C.

and Par-T-Pak entered the market. soft drinks were sold for home consumption. the association began to defuse the bottling controversy and other problems. Major soft-drink companies.visited eleven cities. introduced light-weight glass bottles. In 1933 Coca-Cola distributed 2 cent 8 . Calcium Cyclamate and sodium cyclamate were combined with the synthetic sweetener saccharin to produce an acceptable diet drink. Marketing strategies also changed. Strengthened paperboard solved the problem. Their efforts bore fruit. Texas. and distribution. but the boxes were too expensive for one-trip use. twenty-six to thirty-two ounces. In 1922 Coca-Cola sought additional markets by producing a cardboard six-bottle carton. Diet Rite. As the Texas bottlers worked out their differences. cited the Texas group as the "outstanding state bottlers' association in the nation. Canned-drink sales fell to 317 million by 1956. In 1957 the American Bottlers of Carbonated Beverages. In the 1920s. The glass-container industry.3 billion bottles sold. when Royal Crown. easily competed with aluminum and steel cans. had developed canned drinks during World War II. but a "metallic" taste persisted because the cans lacked special acidresistant linings. diet drinks gained steadily and reached an annual rate of 15 percent of the soft-drink market by 1969. a fraction of the 30. Vice President Lyndon B. Coco-Cola introduced canned drinks in 1960. innovations changed the industry in packaging. Nehi. Grocery stores offered a twenty-four-bottle wooden case. along with materials to withstand high degrees of carbonation. Johnson gave the keynote address. Although supermarkets quickly accepted canned drinks. and Nehi flavors arrived in Texas by rail from Columbus. they sold only 450 million cans in 1954. and Dunagan five. The larger sizes. aware that Texas supermarkets objected to handling returnable bottles. as well as major brewers. but acceptance was spotty. By enlisting members. and plants also sold cases from the floor or loading docks. Dorris nine. Cans with linings that could withstand the acidity of soft drinks were introduced. Nehi had tried to market Diet Rite in 1952 in Texas. manufacturing." Dunagan was elected to the ABCB Executive Board in 1961 to the presidency for 1957-58. when it authorized the Kimble Food Products Company of Fort Worth to offer canned Coca-Cola to franchised bottlers. with more ABCB members than any other state. However. Canned RC Cola. of which the Texas State Bottlers had been an affiliate since 1919. brought the national convention to Dallas in 1961. Georgia.

introduced a measure to call the bill from committee by a House vote. which had relied heavily upon independents until the 1980s. By then. Amarillo. so Southwest Canners located its plant in Portales. The organizers also discovered that Texas lacked legislation to permit issuing tax-exempt bonds for industrial development. buildings. But Texas representative George H. the FTC examiner ruled for the soft-drink companies. Nickles as secretary-treasurer. By 1972 West Texas bottlers planned a cooperative to produce Coca-Cola and other franchised products. Mahon. Finally. As most congressional districts in Texas had bottling plants. Coca-Cola. New Mexico. In 1971 the Federal Trade Commission declared the existing franchises to be illegal restrictions on interstate commerce and sued the major companies. The Portales plant opened in the spring of 1975. In the late 1970s and early 1980s. and Monahans bottlers sought ties with New Mexico and Oklahoma bottlers. After lengthy hearings. began to purchase large 9 .postcards to bottlers for stores to use as coupons with which a customer could received a free six-pack by paying the twelve-cent bottle deposit. McNamara as vice president. They established the Southwest Canners. in the Clovis Coca-Cola franchise. and equipment. Lubbock. Conrad Dunagan as president. Both House and Senate approved the measure. and an Albuquerque investment bank underwrote $2 million in municipal bonds. bottling franchises began to consolidate. While the threat of franchise cancellation hung over their heads. and R. This encouraged housewives both to return the empties and buy more. Pat W. Sam Hall. however. chairman of the Appropriations Committee. of Marshall. the FTC decision favoring franchises had been overruled-a shocking set-back. In the 1970s the federal government threatened the franchise system in the soft-drink industry. New Mexico permitted industrial bonds to acquire land. Pepsi-Cola built a plant at Conroe. E. with J. and in July 1970 turned it over to a corporation composed of Texas Pepsi-Cola bottlers. and the soft-drink franchise system was saved. The bottlers now sought federal legislation to rescue their franchises. some bottlers turned to cooperatives to build canning plants. would not release the bill. the bottlers found wide support. But Coca-Cola warned that the bottlers who used their franchise territory to host a cooperative could incur substantial liabilities.

Hallettsville. Dr Pepper merged with the Seven-Up Company in 1986 and soon thereafter moved its manufacturing operations to facilities in St.2 COMPANY PROFILE ABOUT PEPSICO COMPANY PepsiCo is a world leader in convenient foods and beverages. The company consists of Frito-Lay North America. 1. In 1996 Pepsi-Cola had company-owned bottling facilities at Conroe. In July 1986 Coca-Cola Enterprises acquired Rainwater Coca-Cola Bottling Companies in Texas. and Corpus Christi. and worked through independent bottlers at Abilene. Louis. North America. PepsiCo brands are available in nearly 200 countries and territories and generate sales at the retail level of about $78 Billion.independent bottling groups in 1986 and consolidate them into Coca-Cola Enterprises. PepsiCo Beverages North America. supplemented by other company franchises and independents. Mesquite. PepsiCo’s Mission “ To be the world’s premier consumer Products Company focused on convenient foods and beverages. PepsiCo was founded in 1965 through the merger of Pepsi-Cola and Frito-Lay. Many of PepsiCo’s brand names are more than 100 years old. By the mid-1990s many of the major urban markets for Coke were serviced by Coca-Cola Enterprises. business partners 10 . and San Antonio. and in September they acquired control of the McAllen and Brownsville CocaCola Bottling Companies. Tropicana was acquired in1998 and PepsiCo merged with Quaker Oats Company including Gatorade in 2001. although the company's corporate headquarters remained in Dallas. Houston. but the corporation is relatively young. We seek to produce healthy financial rewards to investors as we provide opportunities for growth and growth and enrichment to our employees. with 2004 revenues of more than $29 billion and 153.000 employees. PepsiCo International and Quaker Foods North America.

a world acclaimed sculpture collection in a garden setting. one of America’ foremost architects. When Pepsi-Cola entered Indian market. 1990 Milestone In March. New York. With the re-entry of Coca-Cola in the Indian market. And n everything we do. The seven building headquarters complex was designed by Edward Durrell Stone. The chronology of the initial phase of the Cola Wars in India are …… 1977 Milestone Parle launched Thumps-Up and pure drinks launched Coca-Cola. approximately 45 minutes from New York City. “Pure Drinks”.and the communities in which we operate. The building occupies 10 acres of a 144 acre complex that includes the Donald M. Its offering includes Campa-Cola. Parle was the leader with the Thumps-Up being its flagship brand.” PepsiCo’s World Headquarter PepsiCo’s world Headquarter is located in Purchase. Pepsi-Cola had to go in for more aggressive marketing to sustain share. the soft drink industry has under gone a radical change. we strive for honesty. another upcoming player in the market was. Campa-Lemon & Campa-Orange. the erstwhile bottler of Coca-Cola. “Pepsi-Cola and 7-Up” launched markets in north India. fairness and integrity. Other products offering by Parle included Limca & GoldSpot. PEPSI – THE INDIAN SCENARIO Since the entry of Pepsi – Cola to India in 1989. 11 . Kendall Sculpture Gardens.

1995 Milestone Pepsi-Cola lunched Cans. the Government cleared the Pepsi-Cola project again but with a change in brand name to “Lehar Pepsi”. 1992 Milestone In January. Pepsi-cola launched its product in Delhi and Bombay. having capacity of 330ml in various flavours. 12 . 1993 Milestone Pepsi-Cola launched “Slice & Teem” captured about 25-30% of the soft drink market in about 2 years. stable hited the market. Pepsi-Cola and Parle start initial negotiation for a strategic alliance but took break off after a while. 1991 Milestone Pepsi-Cola extended its soft drinks business and reached at national scale. 1996 Milestone Pepsi-Cola domestic and International operations combined into a PepsiCola Company.In May. International and Domestic operations combined into one business unit called “Frito-lay Company”. 1994 Milestone Pepsi bought “Dukes & Sones”. simultaneously it rejects the Coca-Cola application “Citra” from the Parle. 1997 Milestone Pepsi-Cola brought “Mirinda Orange” Opposite to “Fanta”. Brito Foods application is cleared by the FIPB.

final approval for the Pepsi Foods Ltd.” 1999 Milestone Pepsi-Cola launched “Diet Pepsi” can and 1. 2003 Milestone Pepsi-Cola launched “Pepsi Blue” to get the favour of world cup season. health conscious people. Project granted by the “Cabinet Committee” on economic affairs of the “Rajeev Gandhi Govt.5 Lit. Pepsi-Cola launched “Mountain Dew” to be more competitive with Coca-cola. In September. 2005-Milestone Pepsi-Cola launched 7-up as “7-up ice”.1998 Milestone Pepsi-Cola launched “Mirinda Lemon” opposite to “Limca”. 2005-Milestone Pepsi-Cola launched Mirinda in “Straw Berry” flavour to get the favour of movie Batman. 2001 Milestone Pepsi-Cola launched Slice in “Tetra” Pack . CELEBRITIES FOR PEPSI Following are some celebrities for Pepsi : Amitabh Bachchan Shahrukh Khan Saif Ali Khan Fardeen Khan 13 “PET” bottle for     .

K .          Kareena Kapoor Preity Zinta Sachin Tendulkar Saurav Ganguly Yuvraj Singh Harbhajan Singh Rahul Dravid Zaheer Khan Mohammad Kaif Priyanka Chopra FAMOUS CATCH LINES Some famous lines of Pepsi are : - • “Yehi Hai Right Choice Baby……Aaha !!” • “Nothing Official About It” • “Choice of Next Generation” • “More Cricket More Pepsi” • “Yeh Aazadi Hai Dil Ki” • “Yeh Dil mange More” • “Zor Ka Jhatka Dheere Se Lage” • “Pepsi Ke Liye Hum Besharam Hain” • “Yeh Pyaas Hai Badi” • “Do The Dew” • “Oye… Bubbly !!” R .Jaipuria Group 14 .

The group also become the first franchisee for Yum Restaurants International [formerly Pepsi Co Restaurants (India) Private Limited] in India. and Mr. Headed by Mr. President of Pepsi Cola Company. The group added another feather to its cap when the prestigious PepsiCo “International Bottler of the year” award was presented to Mr.E. K. Craig Weatherup. is the flagship company of the group. Roger A.up with Pepsi Foods Limited to manufacture and market Pepsi brand of beverages in geographically pre-defined territories in which brand and technical support was provided by the Principles viz. Jaipuria. Donald M. Companies are medium sized. Jaipuria for the year 1998 at a glittering award ceremony at PepsiCo’s centennial year celebrations at Hawai.O. The business of the company was started in 1991 with tie. K. the group as today can lay claim to expertise and leadership in the fields of education. It has total 27 pizza Hut Restaurants under its company. 15 . unlisted and closely held between Indian Promoters and Foreign collaborators. R. Chairman of the Board & C.It can be said with absolute certainty that the RKJ Group has carved out a special niche for itself. food beverages. The schools of the group are run under a registered Trust namely Champa Devi Jaipuria Charitable Trust. food chain and education... PepsiCo Inc. The manufacturing facilities were restricted at Agra Plant. Pepsi foods Limited. professionally managed. The award was presented by Mr. It has exclusive franchise rights for the Northern & Eastern India. only Varun Beverages Ltd. It diversified into education by opening the first school in Gurgaon under Management of Delhi Public School Society. R. Enrico. Our services touch different aspects of commercial and civilian domains like those of Bottling. USA.

People :RKJ creates an environment where employee enjoy a greater degree of empowerment – both individually and in their work teams. 16 .Vision:Being the best in everything we touch and handle. Driven by management team with a relentless focus on achieving superior customer service. as well as with an environment of open communication and involvement. driving earnings improvement and shareholder value. Mission:Continuously excel to achieve and maintain leadership position in the chosen business and delight all stakeholders by making economic value additions in all corporate functions. The employees are equipped with the necessary tools. high quality retail branded beverages combined with world class packaging. Success :Production of innovative. training and well management backup for strong performance and accountability.


VBL is the top position holding company 18 . Today. Plot No – 2. Surajpur Bypass.VARUN BEVERAGES LTD. GREATER NOIDA VARUN BEVERAGES LTD (PEPSI). Greater Noida is a Bottling Plant of Pepsi Cola Brands.

VBL has always secured top position in its best quality and marketing. Delhi(TRANS YAMUNA) and Uttaranchal. which is helpful in keeping cool their mind. It is on the rising path under and the wisdom guidance of its chairman Mr. Mirinda-orange. Mirinda-Apple. It’s a “R.K. GEORGE BUSH. Slice. Mirinda-Lemon.JAIPURIA. JAIPURIA GROUP COMPANY”. He has also been awarded for good quality and marketing in South Asia with “EXCELLANCY AWARD” by president of U. It is a Franchise company of PepsiCo India holding.JAIPURIA who is the chairman of the group. Export and many other projects. It was the first plant to start its operation in the Greater Noida Industrial Development Area.among the soft drink bottling companies in India. Restaurant chains under the Brand name of Pizza Hut and Tricon & Creambell Ice Cream manufacturing. Greater Noida Industrial Development Authority has awarded and given early production incentive for being starting and competing the project very first in Greater Noida. The company’s mainly operate the Bottling and marketing of Pepsi Cola Brand.A. Its registered office is located in New Delhi and corporate office at Noida. 7Up.K. And most importantly. through a range of customer relevant product manufactured with care and quality in a fully hygiene environment. Rajasthan. AIM The main aim of VBL Greater Noida plant is to provide soft drink to the people of India in its assigned territory. Mr. in 1998. Haryana. Evervess Soda. R. Its product brand are Pepsi. received various award for the best quality and marketing.R. The group is a largely diversified rising group having interest in Soft Drink Bottling. Mr.S.K. It is having Pepsi Bottling Plants in various places of India as well as out of India. Its marketing Network is spread in Western-UP. former QUALITY POLICY 19 . The VBL plant was established in the year 1995 in Greater Noida. The aim of this company is also to provide full satisfaction to the customers. power project.

• • • Deliver the best product in the market place The highest Quality The best Tasting 20 .

They have also diversified into different sectors.Different Brands of Pepsi Co. Their popularly exiting brands in the Indian Market are as follows: Soft Drinks 1) Pepsi 2) Pepsi Blue 3) Diet Pepsi 4) Mountain Dew 5) Slice 6) 7Up Purified Drinking Water Aquafina Fruit Juice Tropicana Chips Frito-Lays Ruffles 21 .(India) Pepsi Co is today having the soft drinks market in India with lots of its brands.

high fructose corn syrup and/or sugar. phosphoric acid. high fructose corn syrup and/or sugar. blue 1. ascorbic acid and calcium disodium EDTA (to protect flavor). potassium citrate. citric acid. caffeine. potassium benzoate and potassium sorbate (to preserve freshness). gum arabic. citric acid and natural flavors Calories 100 Total Fats (g) 0 Sodium (mg) 25 Potassium (mg) 10 Total Carbohydrates (g) 27 Sugars (g) 27 Protein (g) 0 Caffeine (mg) 25 Pepsi Blue Contains: Carbonated water. caramel color. natural and artificial flavors. red 40 Calories 100 Total Fats (g) 0 Sodium (mg) 25 Total Carbohydrates (g) 27 Sugars (g) 26 22 . phosphoric acid. caffeine.Composition of Pepsi Pepsi Contains: Carbonated water.

Protein (g) 0 Caffeine (mg) 25 Diet Pepsi Contains: Carbonated water. 200ML 23 .UP BOTTLING FILLING 300ML. citric acid and natural flavors Calories 0 Total Fats (g) 0 Sodium (mg) 25 Potassium (mg) 20 Total Carbohydrates (g) 0 Sugars (g) 0 Protein (g) 0 Caffeine (mg) 24 PRODUCTION SET UP Greater Noida plant is a dedicated plant for 7 major products. caffeine. aspartame. 200ML 300ML. These are as follows : PRODUCT PEPSI MIRINDA ORANGE MIRINDA LEMON SLICE 7. 200ML 300ML. caramel color. 200ML 250ML 300ML. potassium benzoate (preserves freshness). phosphoric acid.

1. There are 40 mangers/officers/ supervisors and rest of workmen.5 acre. This plant is spread over 7. This Plant is spread in peak seasons per day to various location.3 • • • PROBLEMS OF THE ORGANIZATION Service delivery / Logistics perception is weak Negative Environment Top management takes large amount of time to approve high value loan borrowers. Plant is dispatching near about125-150 trucks in peak seasons per day to various location. Plant has employed about 200 employees on permanent and casual basis.EVERVESS SODA MOUNTAIN DEW 300ML 200ML & 300ML Plant is producing 10 million cases every year.4 • • • • • • • COMPETITION INFORMATION COCA-COLA INDIA PVT LTD DABUR INDIA LTD MOUNT EVEREST MINERAL WATERS LTD NARANGS HOSPITALITY SERVICES PVT LTD PARLE AGRO PVT LTD PARLE BISLERI LTD PIOMA INDUSTRIES LTD 24 . 1.

).) 7.Cola. A large and strong distribution network. Mirinda is found more popular among kids.) 4. Professional and dedicated manpower. pronouncing Pepsi is lot more easy reason for more demand of the Pepsi and its brands. Pepsi is having an edge.5 SWOT ANALYSIS STRENGTHS 1. advertisement in which Sachin Tendulkar whistles at the end has maximum retain ability. (In comparison to the other competitive brand Pepsi is having better reach to the market. Company belongs to the FMCG sector so the demand will never die. In the rural areas and outskirts of the city where there is maximum population is illiterate. More popularity among the kids and female youth. On the other hand companies’ operational staff always try their maximum strength to meet the demand and utilize the recourses to maximum.V. 8. Other than this world cup 2003 advertisement 25 . advertisements of Pepsi is far more in comparison to Coca .V. (Companies efforts of providing the Pepsi and other products to the customer’s doorstep are working vis-ã-vis wherever the transportation is not possible dealers are appointed. which is brighter and have more visibility Pepsi’s blue color provide sense of relax ness in the bright sunny day. (Pepsi’s T. More emphasis on market penetration. 2.) 5. 6. (Because of the sweetened taste Pepsi and its other brands attracts the kids and female more. (Starting from the higher-level management to the sales-man Pepsi’s employees is having great degree of dedication and professional attitude towards selling the products.) 3. In comparison to Coca-Cola’s red color.1. Retain ability of the T. (As compared to Coca-Cola.

) 5. Pepsi’s sinages are far more scattered as compared to Coca-Cola. Lesser plant utilization during the off-peak seasons.). Demand is more than the production. 4. plant and resource utilization goes down. On the other hand Coca-Cola’s advertisement campaign of” thanda matlab Coca-Cola” and Amir Khan’s five rupees add have the maximum retainability. (Because of the bright color of Coca-Cola it is more visible even from the distance as compared to Pepsi) 2. Pepsi’s Greater Noida plant has one continuous assembly line for preparing tetra and four continuous assembly lines’ which are filling around 15. Lack of automaton in the administrative department in the plant. (Because of this at some places it looks that the market is captured by Coca-Cola.). Karma Kapoor and Adnan Sami and latest advertisements of Pepsi and Mountain Dew (Do the Dew) are very famous.campaign that comprises of Sachin Tendulkar. advertisement campaign which comprises of Amitabh Bachan..000 bottle/day. 3. which is insufficient to complete the demand during the peak seasons. (Devyani Beverages India Ltd. Coca-Cola’s red color has more visibility than Pepsi’s blue color. (During the winter season as the demand is very low. Low plant capacity because of which company is not able to meet its demand during the peak season. OPPORTUNITIES 1. (Because of the heat the demand of the soft drink raised drastically which is the good opportunity for the company a the rival 26 . WEAKNESS 1. Shane Warne and Carl Hooper. which results in wastage of time and sometimes in resources also.

With the launch of slice tetra PepsiCo has entered in to one more segment of soft drink beverages. 3. which was more or less captured by the “Frooti” till now.) 2. has to increase the production. Pepsi is not picking up the empty bottles of Coca-Cola on the other hand CocaCola is exchanging the Pepsi’s empty bottles with the filled bottles of Coca-Cola. (This is hitting the Pepsi in two ways. Not able to meet the market demand during the peak season. 3. he tends to meet with the lack of sales at the end of the day despite of the increasing demand because wherever he goes he found the empty bottles of CocaCola everywhere which he is asked not to picked up. as this can restrict the entry of the other brands in the rural market. Therefore PepsiCo. and secondly when our salesman goes to distribute the re-filled bottles in the market. 4. In the rural areas PepsiCo’s distribution network is far stronger vis. There is lot of complaints are coming up about the impurities or leakage of gas or leakage of carbonated water.brands are also finding it difficult to complete the demand. 2. (Within the last 30 days I met around 50 such complaints because of which retailers were very angry with the company). (As the plant capacity is very low the company is not able to meet the existing demand during the peak seasons). 27 .-I-vis to any of the competitor. Kids demand for the Mirinda more as compared to any other orange flavor soft drink brand. THREATS 1. Therefore it is viable to make it more stronger. firstly our bottles are getting tucked with the Coca-Cola and creating shortage of empty bottles of Pepsi in the market.

5. 28 . (Many of the retailers have so many things though their sales are low but few of them don’t have anything inspite of large sales.). There is no proper policy of distributing the merchandising assets of the company to the retailers.4. Some of the filling equipments in the plant are quite old which one of the reasons for low production is.


2.1 SIGNIFICANCE The main significance of the project is to identify the level of motivation. To study the Performance Appraisal method being used at Varun Beverages Ltd.4 • SCOPE OF THE STUDY To find out the loopholes (if any) in the Performance Appraisal System at Varun Beverages Ltd.3 • OBJECTIVE To critically study the HR Policies and Performance Appraisal system existing at Varun Beverages Ltd. 2. aiming to improve the productivity and efficiency of the worker and increase the level of job satisfaction among them. 2. • To have an overlook over the changes and improvements made in the Company 30 . • • • To study the various types of Performance Appraisal methods. To establish a direct relationship between work performance and Performance Appraisal system. job satisfaction and performance among the employees after & before the conduction of Performance Appraisal Exercise.RESEARCH METHODOLOGY 2.2 MANAGERIAL USEFULNESS OF THE STUDY To point out and suggest the organization to adopt remedial actions to remove those loopholes.

This method of data collection is quite popular particularly in case of enquiries.5 METHODOLOGY Research Methodology is a way to systematically solve the research problem involving a study of various steps that are adopted by the researcher in studying his/her research problem.Interview method: The interview method of collecting data involves presentaion of oral verbal and stimuli reply in terms of oral verbal responses. In this project I have used questionnaires as one of the primary sources of collecting data. private and public organizatoions and evenby governments.The respondents have to answer the questions on their own. These are given below. research purposes. C:. A.2. They are: 1) 2) Primary Data Secondary Data Primary data: There are several methods of collecting Primary data.. Under the observation method the information is sought by way of investigator’s own direct observation without asking from the respondent. B:. In this method questionnaires are sent to the persons ofconcern with the request to answer the questions and return the questionnaires. It is being adopted by private individuals. Data Collection There are two methods for collecting the data.Observation method: The observation method is the most commonly used method especially in studiesrelating to behavioural sciences. This method can be used through personal interviews and if possible through telephonic interviews. 31 .Questionnaires.

The list of target population is definite and already decided in advance. So.it is economical. web sites.6 LIMITATIONS Every Study suffers from certain limitations and so does this project. Type of Universe:  Retailers or marketers who sell Pepsi products in the finite type of universe. Ltd. The sample size has been decided in accordance with the instructions been given by the Pepsi Food Pvt. nonrandom sampling technique has been used.  Consumers of Pepsi products are the infinite type of universe.e. both in terms of money and time spent. Sample Designing: Target Population: The target population under this survey are the schools. The advantages of the secondary data can be. Type of Sampling: The sample is drawn on non-probability sampling basis i.Secondary Data When an investigator uses the data that has been already collected by others is called Secondary Data. Reports and various publications. restaurants. The secondary adapt could be collected from Journals. colleges. which keep Pepsi products and are in contract with Pepsi Food Pvt Ltd. banquet halls and other beverage stalls etc. 2. Also the target population is limited to the north and West Delhi only. Sample Size: The sample size taken into consideration includes simple of around 90 related people in various different location. the applicability of the findings and recommendations is subjected to the following mentioned constraints/limitations  Respondents were reluctant to give their views on data or open to other 32 . canteens.

33 .    Shortage of time duration for the research work Hiding of some true facts by the respondents due to the fear of the management Though care has been taken. judgement errors may have occurred Employees being very busy did not get enough time to give responses wholeheartedly  Some of the responses given by the respondents were not legible and clear.


acquiring their service. and develop members for an organization. education. organizing. Simply put. HRM tries to secure the best from people wining their whole hearted cooperation. select. recreation. compensation. In short. train. regardless of the type of organization–government business. It is that part of the management process which is concerned with managing Human Resources in an organization. or social action” “Human Resource Management is the planning. and social objectives are accomplished. maintenance and separation of human resources to the end individual. development. organization. directing and controlling of the procurement. developing their skills/ motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organization objectives.CONCEPTUAL DISCUSSION HUMAN RESOURCE MANAGEMENT Human Resource Management (HRM) is a process of bringing people and organization together so that the goals of each are met. Human Resource Management is a management function that helps managers recruit. developing and maintaining competent work force to achieve the goals of an organization in an effective and efficient manner. 35 . Since every organization is made up of people.. as the art of procuring. integration. Followings are the leading definitions of HRM………………………. “Human Resource Management is a series of integrated decisions that from the employment relationship: their quality contributes to the ability of organization and the employees to achieve their objective” “Human Resources Management is concerned with the people dimension in management. health. it may be defined. This is true.

3. HRM is not a one short deal. both as individuals and group. It requires a constant alertness and awareness of human relation and their importance in every day operations. selection. Pervasive Force HRM is Pervasive in nature. Features/Characteristics/Nature of HRM 1. training and development coupled with fair wage policies. Action Oriented HRM focuses attention on action rather than on record keeping.Thus. It is present in all enterprises. HRM refers to set programs. It enable them to give out their best to the organization. People Oriented HRM is all about people at work. making procedures or rules. It permeates at every level of management within an organization. 2. functions and activities designed and carried out in order to maximize both employee as well as organization effectiveness. Individual Oriented HRM tries to help employees develop their potential fully. It helps people on assigned jobs in order to produce good results. 5. The resultant gains are due to the people and it motivates them toward further improvements in productivity. It motivates employees through a systematic manner of recruitment. Continuous Function According to Terry. 36 . 4. It cannot be practiced only one hour each day or one day a week.

anthropology. Inter-Disciplinary Function HRM is a multi-disciplinary activity. 8. It includes :(a) Determination of manpower requirements (b) Job Analysis 37 . economics etc. to unravel the mystery surrounding the human brain. SCOPE OF HRM 1. sociology.6. Procurement Procurement includes recruitment and selection of right kinds of personnel to occupy the various posts in the organization. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Integrating Function HRM builds and maintain cordinal relations between people working at various levels in the organization. Development Oriented HRM intends to develop the full potential of employees. it tries to integrate human assets in the best possible manner in the serviceof an organization. 7. The reward structure is tuned to the needs of employees. utilizing knowledge and inputs drawn from psychology. In short. managers. need to understand and appreciate the contributions of all such ‘soft’ disciplines. Every attempt is made to use their talents fully in the service of organizational goals.

group insurance employee association etc. aptitude payment records. Job Analysis & Job Description Job Analysis and Job Description involves the studies of job requirements of the enterprises and assignment of well defined functions to jobs so that qualified employees may be hired. sanity facilities.. Employees participation in committee and Board meetings may also contribute toward their development. Efforts may be made to involve the employees in the actual management situations. It also forms the basis of wage determination. training job performance.g. merit-rating and performance appraisal. incentives systems of wage payment.(c) Nature and scope of recruitment (d) Employee selection and (e) Placement of employees Training & Development Training & Development is a must to prepare the worker gaining proficiency in the methods and techniques of work assigned to them. recreational facilities. Welfare and Industrial Relations It includes health and safety programme. 38 . Personnel Records The function of personnel records includes collection bio-data of all employees pertaining to their work e. Remuneration Provision of adequate remuneration for the work done by an employee involves Job Analysis and Job Evaluation. It includes determining wage rates.

3) Functional Objectives To maintain the department’s contribution at a level appropriate to suit the organisation’s demands. 39 . 1) Societal Objectives To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. For example. the department exists to serve the rest of the organization. It is only a means to assist the organization with its primary objectives. Functional and Personal. 2) Organisational Objectives To recognize the role of HRM in bringing about organizational effectiveness. HRM is not an end itself. Simply stated. Specifically. safety. the society may limit HR decisions through laws that enforce reservation in hiring and laws that address discrimination. Organisational. or other such areas of societal concern. HRM objectives are four fold – Societal. The department’s level of service must be tailored to fit the organization it serves.OBJECTIVES OF HRM The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organization. there are other objectives. The failure of organizations to use their resources for the society’s benefit in ethical ways may lead to restrictions. Beyond this. too.

employee performance and satisfaction may decline and employees may leave the organization. Otherwise.4) Personal Objectives To assist employees in achieving their personal goals. Organisational Objectives a) Human Resource Planning b) Recruitment c) Selection d) Training & Development e) Appraisal f) Placement g) Assessment 3. Functional Objective a) Appraisal b) Placement c) Assessment Supporting Functions 40 . HRM OBJECTIVES AND FUNCTIONS HRM Objectives 1. Personal objectives of employees must be met if workers are to be maintained. Societal Objectives a) Legal Compliance b) Benefits c) Union-management Relations 2. Retained and motivated. at least insofar as these goals enhance the individual’s contribution to the organization.

1) Managerial Functions A) B) C) D) 2) Planning Organizing Directing Controlling Operative functions A) Employment i) ii) iii) iv) v) vi) B) Job Analysis Human Resource Planning Recruitment Selection Placement Induction & Orientation Human Resource Development i) ii) iii) iv) Performance Appraisal Training Management Development Career Planning & Development a) Internal Mobility 41 .4.. viz. Personal Objective a) Training & Development b) Appraisal c) Placement d) Compensation e) Assessment FUNCTIONS OF HRM The functions of HRM can be broadly classified into two categories.

In other words. 42 .b) Transfer c) Promotion d) Demotion 3) Compensation A) B) C) D) E) F) 4) 5) Job Evaluation Wage & Salary Administration Incentives Bonus Fringe Benefits Social Security Measures Human Relations Effectiveness of HRM A) B) C) Human Resource Accounting Human Resource Audit Human Resources Research All the above maintained Categories and their respective sub headings are discussed in details as follows :1) A) Managerial Functions :Planning It is pre-determined course of action. changing values. Planning is determination of personnel programmes and changes in advance that will contribute to the organizational goals. recruitment. selection. it involves planning of human resources. requirement. attitudes and behavior of employees and their impact on organization. training etc. It also involves forecasting of personnel needs.

verifying and comparing of the accruals with the plans. Controlling also involves checking. the performance is to be verified in order to know that the personnel functions are performed in conformity with the plans and directions. viz. All these functions are interacted by managerial functions. 2) Operative Functions The Operative Functions of personnel management are related to specific activities of personnel management. organization establishes relationships among the employees so that they can collectively contribute to the attainment of company goals. C) Directing The next logical function after completing planning and organizing is the execution of the plan. organizing and directing the various activities of the personnel management. identification of deviations if any and controlling of identified deviations. leading and activating and human relations besides securing employee contributions.. A) Employment It is the first operative function of HRM. compensation and relations. D) Controlling After planning. Employment is concerned with securing and employing the people possessing required kind and level of Human Resources necessary to achieve the organizational objectives. development.B) Organizing An organization is a means to an end. Thus. It is essential to carry out the determined course of action. employment. It covers the functions such as job 43 . The basic function of personnel management at any level is motivating commanding.

analysis. ii) Human Resources Planning It is a process for determination and securing that the organization will have an adequate number of qualified persons. It involves : Estimation of present and future requirements and supply of human resources basing on objectives and long range plans of the organization. recruitment. job requirements and employees specification which will help in identifying the nature. It includes :Collection of data.  Calculation of net human resources requirements based on present inventory of human resources. machines and materials. facts and ideas relating to various aspects of jobs including man. levels and quantum of human resources. performing jobs which would meet the needs of the organization and which would provide satisfaction for the individuals involved. plans and basis for the job design and for all operative functions of HRM. human resources planning. selection.  Preparation of job description. i) Job Analysis It is the process of study and collection of information relating to the operations and responsibilities of a specific job. information. available at proper times. placement. 44 . job specification. induction and internal mobility.  Providing the guides.

. Striking a balance between internal and external sources. This function includes :  Framing and developing application blanks Creating and developing valid and reliable testing techniques Creation/Identification of new sources of applicants. Stimulating the candidates to apply for jobs in the organization.  Taking steps to mould. change. requirements. It deals with : them    iv) Selection It is the process of ascertaining the qualifications. of an applicant with a view to appraising his/her suitability to a job appraising. experience. knowledge etc. Identification of existing sources of applicants and developing 45 . iii) Recruitment It is the process of searching for prospective employees and stimulating them to apply for jobs in an organization. skill. and develop the strength of existing employees in the organization so as to meet the future human resource Preparation of action programmes to get the rest o human resources from outside the organization and too develop the human resources of existing employees.

46 . opportunities. market share. objectives. It is the process of assigning the selected candidate with the most suitable job in terms of job requirements. social and community standing. Checking of references Setting up medical examination policy and procedure Sending letter of appointment and rejection Employing the selected candidates who report for duty. Induction and Orientation Induction and orientation are the techniques by which a new employee is rehabilitated in the changed surrounding and introduced to the practices. career planning and development. appraising employee performance in order to determine employee adjustment with the job. Conducting the follow-up-study. This includes : Acquaint the employee with the company philosophy. policies. company history. policies. This includes :  Counseling the functional managers regarding placement.     V) Placement Formulating interviewing techniques..  vi) Correcting misplacements. of the organization. product. It is matching of employee specifications with job requirements. if any. purposes and people etc. culture etc.

 Introduce the employee to the people with whom he has to work such as peers. supervisors and subordinates. 47 .  Mould the employee attitude by orienting him to the new working and social environment.

It includes :    ii) Training It is the process of imparting the employees the technical and operating skill of employees. It includes : needed Identification of the areas in which management development is Identification of training needs of the individuals and the Developing policies. It includes : company   iii) Developing suitable training programmes. Evaluating the effectiveness of training programmes Management Development It is the process of designing and conducting suitable executive development programmes so as to develop the managerial and human relation skill of employees. procedures and techniques Helping the functional managers Reviewing of reports and consolidation of reports Evaluating the effectiveness of various programmes 48 .B) i) Human Resource Development :Performance Appraisal It is the systematic evaluation of individuals with respect to their performance on the job and their potential for development.

Performance Appraisal may be understood as the assessment of an individual’s performance in a systematic way. Thus under Performance Appraisal. co-operation. dependability. Objectives of Performance Appraisal The main purposes of employee assessment are :Training. A formal definition of Performance Appraisal is : “It is the systematic evaluation of the individuals with respect to his or her performance on the job and his or her potential for development” According to Dale Yoder. 49 . “all formal procedures used in working organization to evaluate personalities and contributions and potentials of group members” According to Flippo. etcs. an impartial rating of an employee’s excellence in matters pertaining to his present job and to his potentialities for a better job”. supervision. initiative. the performance being measured against such factors as job knowledge. Performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development for dialogue between the superior and the subordinate. quality and quantity of output. versatility. we not only evaluate the performance of a worker but also his potential for development. “ Perfromance Appraisal is a systematic. periodic and so far as humanly possible. judgement. and Transfers have been effective or not.  Conduction of development programmes Evaluating the effectiveness of executive development program PERFORMANCE APPRAISAL In simple terms. and improves understanding of personal goals and concerns. leadership abilities.

Self-appraisals.When to Appraise ? The appraisals are conducted wheneverthe supervisor or personnel managers feel it necessary. 2) Compensation Adjustments Performance evaluations help decision-makers determine who should receive pay raises. teams. However systematic appraisals are conducted on a regular basis. say for dxample every six months or annually. Many firms grant part or all of their pay increases and bonuses based upon merit. Committees. Who are Raters ? Raters are immediate Supervisors. which is determined mostly through performance appraisals. Likewise. USE OF PERFORMANCE APPRAISAL Followings are the some major use of Performance Appraisal to the organization :Poor Performance indicates the need for retraining. Clients. or division. Subordinates. good performance may indicate untapped potential that should be developed. group. 50 . specialists from HR Department. or a combination of several. Whose Performance should be Rated ? To the question as to whose performance should be rated? That is. who can be Ratee ? The answer is obviously – Employees! And when we say employees. Peers. it may be individual.

objective and incorporate all the factors. Often promotions are reward for past performance. PROCESS OF PERFORMANCE APPRAISAL Performance Appraisal is a nine step process :Step 1 In this step the performance standards are established based on the Job Description and Job Specification. The standards should be clear. Good / bad performance throughout the organization indicates how well the human resource function is performing.Promotions. Performance feedback allows the employee. and demotions are usually based on the past or anticipated performance. Step 3 51 . transfers. Appraisals help diagnose these errors. Deficiencies Good or bad performance implies strengths or weakness in the personnel department’s staffing procedures. Performance feedback guides career decisions about specific career paths one should investigate. manager. Step 2 Under this step. and Personnel specialists to intervene with appropriate actions to improve performance. the Performance Standards are informed to all the employees including Appraisals. Poor performance may be a symptom ill-conceived job designs.

This step includes guiding. 52 . If the actual performance is very poor and beyond the scope of improvement. Step 6 The sixth step of Performance Appraisal Process. measurement of employee performance by the appraisers through observation. the actual performance is measured with the standards and finding out deviations. Step 8 This step suggest necessary changes in standards. records and reports are done.In this step. the instruction given to appraisal are followed. Step 5 This step is to comparing the actual performance with that of other employees and previous performance of the employee and others. Step 9 The last step is the follow-up of performance appraisal report. counseling. internal and external environment. job analysis. Step 4 This step find out the influence of various internal and external factors on actual performance. it may be necessary to take steps for demotion or retrenchment or any suitable measure. interview. the actual performance of the employee and other employees doing the same job and discuss with him about the reasons for the positive or negative deviations from the pre-set standards as the case may be. coaching and directing the employee or making arrangements for the training and development pf the employee in order to ensure improved performance. Step 7 The seventh step compares.

Each scale ranges from excellent to poor. attitude. checks to indicate if the answer to a question about an employee is positive or negative. then . he supplies reports about it and the final rating is done by the personnel department. Generally. b) Checklist method In this method. each representing job-related performance criterion such as dependability.METHODS OF PERFORMANCE APPRAISAL 1) Past Oriented Methods a) Rating Scales This is the simplest and the most popular technique for appraising employee performance. initiative output. and the rater indicates which statement is most or least descriptive of the employee. The rater. These statements are arranged in block of two or more. the questions are on ‘Yes/No’ pattern. To value of each question may be weighed equally or certain questions may be weighted more heavily than others. c) Forced Choice Method In this method. attendance. A series of questions are presented concerning an employee to his behavior. It consists of several numerical scales. cooperation and the like. the raters doesn’t evaluate employee performance. then computes the employee’s total numerical score. The number of points scored may be linked to salary increases whereby so many points equal a rise of some percentage. 53 . The rater checks the appropriate performance level on each criterion. the rater is given a series of statements about an employee.

This method is also useful when comparable information is needed from employee in different units or locations. Average 40%. For example. The outsider reviews employee records and holds interview with the ratee and his/her superior. the following distribution might be assumed to exist – Excellent 10%. The method is primarily used for make promotional decision at the managerial level. Such incidents are recorded by the superiors as and when they occur. The forced distribution method seeks to overcome the problems by compelling the rater to distribute the rates on all points on the rating scale.Typical statements are :i) ii) iii) d) Learns Fast…………………. 54 .Works hard Work is reliable…………… Performance is a good example Absent often…………………usually tardy Forced Distribution Method One of the errors in rating is leniency-clustering a large number of employees around a high point on a rating scale. Below Average 20% and Unsatisfactory 10% e) Critical Incidents Method This approach focuses on certain critical behaviors of an employee that makes all the difference between effective and non-effective performance of a job. f) Field Review Method This is an appraisal by someone outside the assesee’s own department usually some one from the corporate office or the HR department. Good 20%.

Ranking can be given duly form A+. C. one at a time. Then A is compared with C. D. the performance of A is first compared with the performance of B and a decision is made about whose performance is better. starting from the best to the worst. B+. A relationship is established between the cost include in keeping the employee and the benefit the organization derives from him or her. A. B……and so on. Ranking Method In this. D.g) Cost Accounting Method This method evaluates performance from the monetary returns the employee yields to his or her organization. the superior ranks his / her subordinates in the order of their merits. ii. i. N= the number of employees to be compared. h) Comparative Evaluation Approaches This method is a collection of different methods that compare one worker’s performance with that of his/her co-workers. B. there are five employees name A. the appraiser compares each employee with every other employee. Performance of the employee is then evaluated based on the established relationship between the cost and the benefit. and E. 55 . The usual comparative forms used in this kind of evaluation are the Ranking method and the Paired Comparison Method. The number of comparisons may be calculated with the help of formula which is as under N(N-1)/2 Where. and E. The same procedure is repeated for other employees. Paired – Comparison Method Under this method. For example.

After the comparison. “BO is the establishment of effectiveness areas and effectiveness standards for the managerial positions and the periodic conversions of these into measurable time bound objectives linked vertically and horizontally and with future planning”. MBO helps and increases employee motivation but it relates over all goals to the individual’s goals and helps to increase an employee’s understand of where the organization is and where it is heading. Reddin. it can insure that everyone’s activity is ultimately aimed towards organization’s goals. Drucker was the first who gave the concept of MBO to the world way in 1954 when his The Practice Of Management was first published. 2) Future – Oriented Appraisals a) Management By Objectives (MBO) Method Peter F. b) Psychological Appraisals Large organizations employ full-time industrial psychologists. MBO identifies performance deficiencies and enables the management and the employees to set individualized self-improvement goals and thus proves effective Training and Development programme. they assess an individual’s future potential and not the past performance. When psychologists are used for evaluations. the result can be tabulated and a rank is created from the number of times each person is considered to be Superior. Management at succeedingly lower level in the organizations establishes targets which are integrated with those at the next higher level. According to Prof. 56 . MBO results in a “means ends” chain. The appraisal normally consists of in-depth interviews. psychological tests. Thus.

Assessment centres are now being used for evaluating executive or supervisory potential. Assesses are requested to participate in in-basket exercises. by observing their behavior across a series of selected exercises or work samples. The principle idea is to evaluate managers over a period of time. computer simulations. the raters meet to discuss these observations. 57 . role playing. as in the actual job. and other similar activities which requires the same attributes for successful performance. After recording their observations of rate behaviors.discussions with supervisors and a review of other evaluations. An assessment centre is a central location where managers may come together to have their participation in job-related exercises evaluated by trained observers. The psychologist then writes an evaluation of the employee’s intellectual. c) Assessment Centres This method is mainly used for executive hiring. work groups (without leaders). Finally a decision is generated based on the discussion made. emotional motivational and other work-related characteristics that suggest individual potential and may predict future performance.

and helps the appraiser to offer his suggestions. the traits and behavior he has taken into consideration for appraisal. set new standards based on the reality factors. as the most essential part of appraisal system. help. opportunity to the appraiser to explain the employee his rating.THE APPRAISAL INTERVIEW The post appraisal interview has been considered by most of the organizations. and an. as well as employees. This interview provides the employee the feedback information. guide and coach the employee for his advancement. It helps both the parties to review standards. OBJECTIVES OF APPRAISAL INTERVIEW 1) 2) 3) 4) to let employee know where they stand to help employees do a better job by clarifying what is expected of them to plan opportunities for development and growth to strengthen the superior-subordinate working relationship by developing a mutual agreement of goals 5) to provide an opportunity for employees to express themselves on performance related issues Guidelines for effective Appraisal Interview    select a good time inform to all employee a few days before the interview minimize interruptions 58 .

set at ease start with something positive Ask open-ended questions to encourage discussion Listen Manage eye contact and body language Be specific Rate behavior. not personality Layout development plan Discuss the future as well as the past Encourage subordinate participation Try to make constructive discussion always Always make the discussion on the right track Complete form Set mutual agreeable goals for improvement End in a positive .                welcome. encouraging note Set time for any follow-up meetings 59 .

They follow play safe policy because of answerability to management or lack of knowledge about the job and person he is rating or least interest in his job.PROBLEMS OF PERFORMANCE APPRAISAL The major problems in Performance Appraisal are :Rating Biases The problem subjective measure (is that rating is not verifiable by others) has the opportunity for bias. 60 . Such ratings do not serve any purpose. ii) The Error Central Tendency Some raters follow play safe policy in rating by rating all the employees around the middle point of the rating scale and they avoid rating the people at both the extremes of the scale. iii) Leniency & Strictness The leniency bias crops when some raters have a tendency to be liberal in their rating by assigning higher rates consistently. The rater biases include :i) Halo Effect It is the tendency of the raters to defend excessively on the rating of one trait or behavioral consideration in rating all other traits or behavioral considerations. Equally damaging one is assigning consistently low rates.

61 . 2) Failure of the superior in conducting Performance Appraisal and Post Performance Appraisal interviews. Less reliability and validity of the Performance Appraisal Techniques.iv) Recency Effect The raters generally remember the recent actions of the employee at the time of rating and rate on the basis of these recent action – favorable or unfavorable rather than on the whole activities. 4) 5) 6) Negative rating affect Interpersonal Relations and Industrial Relation System Influence of external environmental factors and uncontrollable internal factors Some ratings particularly about the potential appraisal are purely based on guesswork 7) 8) Supervisors may get confused due to many objectives of Performance Appraisal Management emphasizes on punishment rather than development of an employee in Performance Appraisal.

dissatisfaction resulting increase in the turnover among theemployees by generating a strong feeling of motivation. promotion. Making Correct Decisions Appraisal is a critical input in making decisions on such issues as pay raise. and by monitoring that behavior to ensure that the goals aremet. Consistency between organizational strategy & behavior Performance Appraisal system is an important organizational mechanism to elicit feedback on the consistency of the strategy-behavior link.COMPETITIVE ADVANTAGES OF PERFORMANCE APPRAISAL Improving Performance An effective appraisal system can contribute to competitive advantage by improving employee job performance in two ways – by directing employee behavior towards organizational goals. training etcs Ensuring Legal Compliance Promotions made on factors other than performance might land up a firm in a legal battle. Minimizing Job Dissatisfaction & Turnover Appraisal minimizes the frustration. transfer. 62 .

360° PERFORMANCE APPRAISAL METHOD The Performance Appraisal method. The 360-degree technique is understood as systematic collection of performance data on an individual or group. customers. He should prepare reports and make judgements without bias. The appraiser should be capable of determining what is important and what is relatively less important. Peer Consider the following factors while appraising :   Delegation of authority Team Spirit Motivation Subordinates The concept of having rated by subordinates is being used in most organizations today. team members. in which multiple raters are involved in evaluating performance. Such a novel method can be useful in 63 . other superiors having knowledge about the work of the employee and department head or Manager. peers. Supervisors Supervisors include superiors of the employee. is called 360-degree appraisal. and self.the stakeholders being the immediate supervisors. Peers Peer appraisal may be reliable if the work group is stable over a reasonably long period of time and performs tasks that require interaction. derived from a number of stakeholders. especially in developed countries.

other organizational settings too provided the relationships between superiors and subordinates are cordial. Self If individual understand the objectives they are expected to achieve and the standards by which they are to be evaluated, they are to a great extent in best position to appraise their own performance. Customers Employee performance in every service organizations relating to behaviors, promptness, speed in doing the job and accuracy, can better be judged by the customers or users of services. Consultants Sometimes consultants may be engaged for the appraisal when employees or employers do not trust supervisor for appraisal and management does not trust the self-appraisal or peer appraisal or subordinate appraisal.

360 degree appraisal form design - template guidelines
Job descriptions are also a useful starting point for (but by no means the full extent of) establishing feedback criteria, as are customer/staff survey findings in which expectations/needs/priorities of appraisee performance are indicated or implied. A 360 degree appraisal template typically contains these column headings or fields, also shown in the template example below:

Key skill/capability type (eg communications, planning, reporting, creativity and problem solving, etc - whatever the relevant key skills and capabilities are for the role in question).


Skill component/element (eg 'active listening and understanding' [within a 'communications' key skill], or 'generates ideas/options' [within a 'creativity/problem solving' key skill]). The number of elements per key skill varies - for some key skills there could be just one element; for others there could be five or six, which I'd recommend be the maximum. Break down the key skill if there are more than six elements - big lists and groups are less easy to work with.

• •

question number (purely for reference and ease of analysis) specific feedback question (relating to skill component, eg does the person take care to listen and understand properly when you/others are speaking to him/her? [for the active listening skill])

tick-box or grade box (ideally a,b,c,d or excellent, good, not good, poor, or rate out of 5 or 10 - N.B. clarification and definitions of ratings system to participants and respondents is crucial, especially if analysing or comparing results within a group, when obviously consistency of interpretation of scoring is important)

360 degree feedback form template example
A typical 360 degree feedback form template would look like this. This template allows a mixture of key skills comprising one, two, three, four, and up to six elements. The number of elements per key skill/capability would vary of course, so if necessary adjust the size of the boxes in the first column accordingly to accommodate more or less elements. See the notes directly above for more explanation about the purpose of each column and heading, and the feedback scoring method.


Feedback Form headings and instructions: appraisee name, da feedback respondent name, position (if applicable) plus l I instructions and guidelines for completion, etc. key skill/capability Sk skill/capability question area element n number q 1 2 3 4 5 6 7 8 9 feedback feedback question score


Chapter 4 DATA ANALYSIS 67 .

Analysis has been made on the data collected by means of Questionnaires. For this purpose, I prepared two questionnaires – First for the permanent Workers and Staff members and Second for the Managers of Varun Beverages Ltd. The Questionnaires have been prepared keeping in mind the level and magnitude of activities carried out by the Workers, Staff & Managers. The basic aim of questionnaire is to find out the mental perspective of the respondent towards the Performance Appraisal exercise followed at Varun Beverages Lt. The Questionnaire also aims at finding the level of motivation of the respondent with reference to the performance appraisal exercise i.e. whether the respondent feels motivated after his appraisal and works hard for the same. The questionnaire also highlights some suggestions given by the respondents as alternatives which the organization can practice for better working and for improving satisfaction level of the employees.


ANALYSIS BASED ON QUESTIONNAIRE ( WORKERS & STAFFS) Q1) Are you aware of the Performance Appraisal (PA) Method followed in Varun Beverages Ltd.? Yes NO. OF RESPONSE Yes No TOTAL RESPONDANT 24 16 40 PECENTAGE 60% 40% 100% No


Inference From the sample size of 40 respondents, only 24 are aware about the performance appraisal system while other 16 are unaware about this. It is thus cleared from the above analysis that about 40 % doesn’t know the performance appraisal system at VBL

Q2) Are you satisfied with the existing P.A. Method followed in the Company? 69



Not at all





11 19 10 40

28% 47% 25% 100%

H IG H L Y M O D E R A TE N o t a t A ll

Inference It is thus cleared from the above analysis that about are 28 % strongly satisfied, 47% are moderately satisfies and 25% are unsatisfied by the performance appraisal system at VBL. This shows a very much unsatisfaction among employees regarding Performance System at VBL Q3) Are there Biases in the existing P.A. Method? Yes No 70

Q4) Are you satisfied with the increment in your Salary? 71 .RESPONSE Yes No Total NO. This part constitutes a large amount of the total respondents. OF RESPONDENT 28 12 40 PERCENTAGE 70% 30% 100% YES NO Inference About 70% of the employees feel that there are biases in the Performance Appraisal system at VBL.

Q5) Did Varun Beverages Ltd. This shows a improper increment in salary or low satisfaction level among employee regarding their salary increment.Yes No RESPONSE Yes No Total NO. OF RESPONDENT 07 33 40 PERCENTAGE 18% 82% 100% YES NO Inference From 40 respondent. provide any training at beginning of your joining? Yes No 72 . 33 unsatisfied from their increment in salary and only 7 are satisfied.

This shows that Training Program is also not undertaken with much care or there may be some malfunctioning. Q6) Is proper action taken after the fulfillment of the PA Forms? Yes No 73 . 29 said that they got training after joining the organization while rest 11 respond to NO.RESPONSE Yes No Total NO. OF RESPONDENT 29 11 40 PERCENTAGE 72% 28% 100% YES NO Inference Among 40 respondents.

which shows a much amount and also some mal-functionings in Performance Appraisal System Q7) Is the PA exercise strictly followed or is just a formality? Strictly followed Moderate Formality 74 . responds to NO. OF RESPONDENT 12 28 40 PERCENTAGE 30% 70% 100% YES NO As per the respondents. the proper actions are not being carried after the filling of Appraisal Forms. About 70% of the respondents.RESPONSE Yes No Total NO.

OF RESPONDENT 08 20 12 40 PERCENTAGE 12% 50% 30% 100% Strictly Followed Moderate Formality Inference The above data shows that very few employee feels that the Performance Appraisal System really works in a proper way and most of were in the view of it as a Formality one and is made on the papers.RESPONSE Strictly Followed Moderate Formality TOTAL NO. Q8) Are you satisfied from the Feedback you get from your Supervisors? 75 .

OF RESPONDENT 10 15 15 40 Not at all PERCENTAGE 25% 37% 38% 100% Completely Moderate not at all Inference From the above analysis one can find that there not proper discussion is being carried among seniors and the junior employees Q9) If the existing PA Method be changed? Would you readily accept the change? Yes No 76 .Completely RESPONSE Completely Moderate Not at all TOTAL Moderate NO.

OF RESPONDENT 29 11 40 PERCENTAGE 72% 28% 100% YES NO Inference Among 40 respondents. are the results discussed between the Seniors & Subordinates ? 77 . 29 said to change in existing Performance Appraisal Method and also they will accept the newer method while rest 11 were satisfied to the existing method and are not willing for new method Q10) After filling PA Forms.RESPONSE Yes No Total NO.

Yes No RESPONSE Yes No Total NO. OF RESPONDENT 28 12 40 PERCENTAGE 70% 30% 100% YES NO Inference About 70% of the employees feel that there are biases in the Performance ANALYSIS BASED ON QUESTIONNAIRE (MANAGERS) 78 .

OF RESPONSE Yes No TOTAL RESPONDANT 35 05 40 PECENTAGE 87% 13% 100% No Yes No Inference From the sample size of 40 respondents.Q1) Are you aware of the Performance Appraisal (PA) Method followed in Varun Beverages Ltd. 35 are aware about the performance appraisal system while other 05 are unaware about this. It is thus cleared from the above analysis that about 13 % doesn’t know the performance appraisal system at VBL Q)2 Who Appraises the Leaders/Heads/Managers? Self Peers Supervisors Unit Manager 79 .? Yes NO.

Sub-ordinates Chair Person RESPONSE Self Peers Subordinates Supervisors Unit Manager Chair Person Total NO. OF RESPONDANT 02 02 04 02 12 18 40 PECENTAGE 5% 5% 10% 5% 30% 45% 100% Self Peers Subordinates Unit Manager Supervisors Chair Person Inference This shows that the Managers are Appraised mostly by the Unit Managers & the Chair Person Q3) Is PA at Managerial level seriously undertaken? Yes No 80 .

A. Method followed in the Company? Highly Moderate Not at all 81 .RESPONSE Yes No Total NO. OF RESPONDENT 07 33 40 PERCENTAGE 18% 82% 100% YES NO Inference The above analysis shows that the Performance Appraisal is taken under seriously as about 82% respondents have agreed regarding the respective question. Q4) Are you satisfied with the existing P.

This shows a very much unsatisfaction among employees regarding Performance System at VBL Q5) Are you satisfied with the increment in your Salary? Yes No 82 . 47% are moderately satisfies and 25% are unsatisfied by the performance appraisal system at VBL.RESPONSE HIGHLY MODERATE NOT AT ALL TOTAL NO. OF RESPONDENT 11 19 10 40 PERCENTAGE 28% 47% 25% 100% H IG H L Y M O D E R A TE N o t a t A ll Inference It is thus cleared from the above analysis that about are 28 % strongly satisfied.

RESPONSE Yes No Total NO. This shows a improper increment in salary or low satisfaction level among employee regarding their salary increment. Q6) Does the Appraisal System of the company motivates you? Always To a great extent To some extent 83 . 33 unsatisfied from their increment in salary and only 7 are satisfied. OF RESPONDENT 33 07 40 PERCENTAGE 82% 18% 100% YES NO Inference From 40 respondent.

OF No PERCENTAGE 84 .Not at all RESPONSE Always To a great Extent To some extent Not at all Total NO. Method? Yes RESPONSE NO. Q7) Are there Biases in the existing P. OF RESPONDENT 18 10 07 05 40 PERCENTAGE 44 25 18 13 100% Always To Many Extent To Some Extent Not at all Inference The analysis shows that the Managers are motivated to different levels. However.A. most of the Managers are motivated “Always” form the Performance Appraisal method at the organization.

RESPONDENT Yes No Total 28 12 40 70% 30% 100% YES NO Inference About 70% of the employees feel that there are biases in the Performance Appraisal system at VBL. do Managers requires Management Development Programmes (MDP)? Yes No 85 . Q8) In your opinion. This part constitutes a large amount of the total respondents.

around 33 agreed in the view that the MDP should be given to them. Yes No 86 . OF RESPONDENT 33 07 40 PERCENTAGE 82% 18% 100% YES NO Inference From 40 responding Managers. organized any Training Programmes for its Managers or Department Heads etcs?.RESPONSE Yes No Total NO. while rest 07 disagreed and doesn’t need the programme Q9) Has Varun Beverages Ltd.

RESPONSE Yes No Total NO. 29 said that they got training after joining the organization while rest 11 respond to NO. OF RESPONDENT 29 11 40 PERCENTAGE 72% 28% 100% YES NO Inference Among 40 respondents. Q10) Do you think the Training MDP will affect the performance levels of the Leaders? Highly Moderate Not at all 87 . This shows that Training Program is also not undertaken with much care or there may be some malfunctioning.

many of the respondents were in Moderate view. 88 . However. OF RESPONDENT 11 19 10 40 PERCENTAGE 28% 47% 25% 100% H IG H L Y M O D E R A TE N o t a t A ll Inference Regarding affect of MDP over Mangers.RESPONSE HIGHLY MODERATE NOT AT ALL TOTAL NO. respondent in view of Highly & Not at all are almost the same.


production incentives expenses should be provided to the employees • • • There should be proper utilization of existing manpower Employees should be given recognition at proper intervals. participation in decision makings etcs. 90 .. The work related benefits like overtime.but also by appreciation of their performance in public • Worker’s opinion regarding their job should be given more priority. Suggestions from the employees should be welcomed with open arms and if found suitable should be implemented • More opportunities should be given to the employees regarding.RECOMMENDATIONS • Certain recommendations can be made after interviewing various employees at different levels with the help of my data sheet. T&D. Some recommendations are as follows :• Good performer should not only be rewarded by promotion etc. MDPs.

CONCLUSION After analysis of the data collected and compiled we can say that. The company should have manageable working hours and equitable pay to ensure employee satisfaction. Public appreciation of his/her performance may also prove fruitful to this purpose. the management should pay heed to the problems faced by the dissatisfied employees and may even implement the suggestions given by them. Thus. In conducting this study. If the organization does so. it was found some employees are satisfied with the company’s appraisal technique whereas some are not. one can say for sure that the company will have a brighter future. The company should also reward the efficient employees occasionally to motivate them. Thus. the company should feel more free to work and accomplish the maximum results. VBL is doing well but a major area for the concern is that the employees feel themselves are not being involved in the decision making activity. This may bring down the moral of the employees. 91 . This is bringing down the motivation level of the employees.


.. Grade:W1 W2 W3 S1 S2 S3 Control Accounts Security PMX Maintenance Marketing HR Under 50 years Under 60 years Under 70 years Current Salary (in Rs):-……………………....QUESTIONNAIRE ( For Workers & Staff Members ) Name :..... Age:.. 93 ... Salary (Before 1st Promotion):-……………..(Tick mark to which you belong) Under 20 years Under 30 years Under 40 years Deptt :Production Quality TPT Designation:-…………………...……………………………………………... First Promotion :-…………………….. Experiences(in Years) :-…………..

Method followed in the Company? Highly Moderate Not at all 3) Are there Biases in the existing P.? Yes No 2) Are you satisfied with the existing P. provide any training at beginning of your joining? Yes No 6) Is proper Training given/recommended in PA Forms? Yes No 7) Is proper action taken after the fulfillment of the PA Forms? Yes No 8) Is the PA exercise strictly followed or is just a formality? Strictly followed Moderate Formality 9) Are you satisfied from the Feedback you get from your Supervisors? Completely Moderate Not at all 10) After filling PA Forms.1) Are you aware of the Performance Appraisal (PA) Method followed in Varun Beverages Ltd.A.A. are the results discussed between the Seniors & Subordinates ? 94 . Method? Yes No 4) Are you satisfied with the increment in your Salary? Yes No 5) Did Varun Beverages Ltd.

.Yes No QUESTIONNAIRE (For Managers) Name :... 95 .... First Promotion :-…………………..... Experiences(in Years) :-…………..……………………………………………. Grade:M1 M2 M3 M4 M5 M6 M7 M8 M9 M10 Accounts Control Security PMX HR Marketing Maintenance Under 50 years Under 60 years Under 70 years Current Salary (in Rs):-…………………... Age:..(Tick mark to which you belong) Under 20 years Under 30 years Under 40 years Deptt :Production Quality TPT Designation:-………………….

Salary (Before 1st Promotion):-…………..A. Are you aware of the Performance Appraisal (PA) method followed in Varun Beverages Ltd.? Yes How frequently is PA done ? Monthly Quarterly Semi-Annually Annually Who Appraises the Leaders/Heads/Managers? Self Supervisors Peers Sub-ordinates Is PA at Managerial level seriously undertaken? Yes No No Are you satisfied with the existing P. Method followed in the Company? Highly Moderate Not at all Are you satisfied with the increment in your Salary? Yes Always To a great extent To some extent No Does the Appraisal System of the company motivates you? 96 .

................... Method? Yes No Which PA Method would you alternatively suggest for the existing one? …………………………………………………………………………… …………………………………………………… Suggestions (if any):-……… ………………………………………………….........A..... ………………………………………………………………………………. 97 .Not at all Are there Biases in the existing P....... ……………………………………………………………………………….


K.REFERENCES HUMAN RESOURCE MANAGEMENT  Human Resource Management & Personnel Management  Human Resource Management .com       99 .rkjgroup. Kothari MARKETING RESEARH  Marketing Research .pepsiworld.com www.pepsi.com www.google.pepsico. Aswathapa .pbg.T.com www.N.com www.R.Rajendra Nargundkar WEBSITES www.C.com www. Chabra RESEARH METHODOLOGY  Research Methodology .

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