A STUDY OF

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

Submitted to:
Ambalika Sinha

Submitted By:
Arvind kumar Mishra
(13MW01)

INTRODUCTION:

It is a systematic and periodic process that

assesses an individual employees job
performance and productivity in relation to
certain pre-established criteria and
organizational objectives. Other aspects of
individual employees are considered as well, such
as behavior, accomplishments, potential for
future improvement, strengths and weaknesses,
etc

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

REVIEW OF LITERATURE:

Performance appraisals are considered one of the

best sources of evaluating employees. Such
appraisals should be objective, free of biases and
custom-designed to fit the specific needs of an
organization. In addition, procedures and
administration should be uniform and the entire
appraisal system should be easy to operate. It
should also be economical and acceptable to
users. Finally, the appraisal system should be
well documented and should provide procedures
for review or appeals.

HYPOTHESIS SET FOR THE STUDY:

H1: there is a link between performance appraisal

strategies with satisfaction of employee.
H0: there is no link between performance appraisal
strategies with satisfaction of employee.

H1: annual increments are based on supervisors interest

on employees personal concern.
H0: annual increments are not based on supervisors
interest on employees personal concern.

H1: extent of help of training and development programs in

improving employees performance leads to job rotation.
H0: extent of help of training and development programs in
improving employees performance doesnt leads to job
rotation.

H1: annual increments are an application of working

duration of an employee.
H1: annual increments are not an application of working
duration of an employee.

RESEARCH DESIGN:
SAMPLE FOR THE STUDY- 11 MEMBER OF
INTER DEPARTMENT.
METHOD OF SELECTION- Random selection.
TOOLS USED FOR THE DATA
COLLECTION
Questionnaire.

STATISTICAL ANALYSIS:

Frequency and percentages were calculated to

interpret the demographic characteristic of the
employes.
chi-Test test used for the comparison between
two groups in peer relations and adjustment.
Correlation: was carried out to assess the degree
of relationship between peers and adjustment of
respondents.

RESULT:All the strategies are mostly fair and objective.

The employees are well aware of what is expected
of them.
Feedback is not given by the management cadre
staff properly.
Suggestions and innovations are not rewarded.
Supervisors are patient with the employees
problems up to more than a normal extent.

INTRODUCTION

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

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

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

PepsiCo has 18 different product lines that offers a variety of

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

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

Indra Krishnamurthy Nooyi , who was ranked No.

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

WORLDS HEADQUARTERS

PepsiCo World Head quarters is located in

Purchase at New York.

PEPSI-CO BRANDS

CONCLUSION:

RECOMMENDATIONS: -

Extensive of the job training.

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