Presentation on Performance Appraisal at PepsiCoPresented To: Prof. Swati ShomePresented By: Manish Kumar Lodha

Flow of Presentation Introduction of HRM

Performance Appraisal Objectives of Performance appraisal

Importance of Performance Appraisal Performance Appraisal challenges

Introduction of PepsiCo

Cont.. Performance Appraisal at PepsiCo

Recommendation & Suggestion

Introduction of HRM Human Resource Management

HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration and trainingHuman Resource Management Includes Conducting job analyses, Planning personnel needs, and recruitment

Cont.. Selecting the right people for the job

Orienting and training Determining and managing wages and salaries Providing benefits and incentives

Appraising performance Resolving disputes Communicating with all employees at all levels

Formerly

called

personnel

management

Performance AppraisalPerformance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee Its aim is to measure what an employee does

Objectives of Performance Appraisal To review the performance of the employees over a given

period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior subordinates and management employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.

Cont. To provide feedback to the employees regarding their past

performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees.

Importance of Performance Appraisal

Performance Feedback

Employee Training and Development DecisionsValidation of Selection Process

PromotionsTransfers

Layoff Decisions

Cont.. Compensation Decisions

Human Resource Planning (HRP) Career Development

Performance Appraisal Challenges Determining the evaluation criteria

Create a rating instrument Lack of competence

Errors in rating and evaluation Resistance

Introduction of PepsiCoPepsiCo entered India in 1989 and in a short period of 20 years has grown into the largest and one of the fastest growing food & beverage business in the country. PepsiCo Indias growth has been guided by PepsiCos global vision of Performance with Purpose. This means that while businesses maximize shareholder value, they have a responsibility to all the stakeholders including the communities in which they operate, the consumers they serve and the environment whose resources they use

Cont Large investor

No.1 food & beverage business in IndiaA

third of PepsiCo India's portfolio today comprises healthier products Model partnership with over 22,000 farmers Global leader in water conservation Care for the environment Exemplary employment practices

Cont. PepsiCo Values & Philosophy

Our values and philosophy are a reflection of the socially and environmentally responsible company we aspire to be They are the foundation for every business decision we make Our Commitment

We are committed to delivering sustained growth through empowered people acting responsibly and building trust

Performance Appraisal at PepsiPepsi operations in over 150 countries has devised a common performance appraisal Motivating managers

Administrative consistency is achieved through the use of a performance appraisal system of five feedback mechanisms Instant feedback Coaching

Cont. Accountability based performance appraisals

Development feedback Human resource plan

Recommendation & Suggestion They should develop such system in their HR department

that no ethical issues can be raised The employees should participate in all the activities of the department They should choose plan in such a way that when there is a need of recruitment the proper candidate must be available The factor of favoritism must be eliminated from the department of HR They should hold meetings of the HR employees more frequently for eliminating any misunderstanding

Thank You