The document summarizes the performance measurement and appraisal processes of Coca-Cola Company. It discusses how Coca-Cola establishes performance parameters, evaluates employee performance qualitatively and quantitatively, and uses a Key Result Area approach. It outlines the stages of Coca-Cola's performance measurement including assessing results, setting goals, reviewing performance, and recognizing top performers. Dimensions like business results and competencies are assessed. The steps in Coca-Cola's annual performance appraisal process are also summarized.

1. WELCOME TO OUR PRESENTATION Topic: Performance measurement and appraisal of Coca-Cola Company

2. 2 Group Members

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4. 4 Performance Measurement Performance measurement is the process whereby an organization establishes the parameters within which programs, investments, and acquisitions are reaching the desired results.

5. 5 Appraisal Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the qualitative & quantitative aspect of job performance.

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7. 7 History The Coca-Cola Company is the world's largest beverage company. It is no.1 brand according to fortune 2009 survey. The company operates a franchised distribution system dating from 1889. The Coca-Cola Company is headquartered in Atlanta, Georgia. Its stock is listed on the NYSE (New York Stock Exchange). Its current chairman and CEO is Muhtar Kent. Key Result Area - KRA is the basis of performance management at Coca-Cola Company.

8. 8 Organization Structure of Coca-Cola

10. Prepare current year development plan

11. Set KRAs

12. Finalize current year Development plan

13. Review results

14. Competency development plan

15. Performance‐linked pay

17. 11 Dimensions of Performance

19. To assess progress on ‘How ’ - Self/ People Development and Competencies

21. To credit and compliment good progress

22. To coach Associates so that he / she can maximize performance following Year Performance Review Objectivesowner: administrative manager Performance Development Coaching

24. To review status of Bottom Performers already under PIP and take appropriate actions.

25. To prepare Performance Improvement Plan for newly-identified Bottom Performers.Performance Improvement Planning

26. 14 Steps in the performance review process

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28. 16 Performance Appraisal of Coca-Cola Coca cola performance appraisal is annually. They appraise the employee due to their performance about goals of the organization. They set the goals at the start of the year and tell the employees about the goal if the employees achieve this goal they appraise the employees.

29. 17 STEPS IN APPRAISING EMPLOYEES PERFORMANCE OF COCA-COLA

30. 18 Define the job: Means making sure that you and your sub ordinate agree on his or her duties and job standard. Appraise the performance: Means comparing your subordinate's actual performance to the standards that have been set. Provide the feedback: Means discuss the subordinate performance and progress, and make plans for any development required.

31. 19 Performance Management System and Appraisal What is the big picture? Processes that are going to enable them How are they going to execute? Talent Strategy Talent Assessment & Segmentation Differentiated Reward & Development Interventions Closely Aligned to Business Strategy Measurement Driven

33. Further, since 73% associates are in SP category, the differentiation is critical to build and support high performance culture.

34. For the purpose of Rewards :

35. SP sub‐ categorized as SP‐, SP and SP+;

37. 22 Recognizing & Managing Top Performers

38. 23 Accelerating Performance of Solid Performers

39. 24 Managing Bottom Performers

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42. Market potential (what of individuals worth according to his/her expertise, job experience etc.)

43. Matching with his/her presence career path

44. Personal development of an individual

46. Re-creational activities

47. Training and development

48. Individual goal settingAbove parameters are used by Coca Cola to make their reward system practices well in the market, object is to make their employees feel comfort, satisfied, motivated towards achievement of organizational tasks, competent to perform to the extent to attain organizational mission and vision terminologies and compete with outside rivals successfully. Because the management believes that if employees are loyal to the organization then they perform better to the way to overcome any competitive goal with accordance to desired results with remarkable customer satisfaction.

50. Designation change

51. Special assignments (inter departmental transfer)

52. Financial aspects

53. Grade jump and designation change

54. Training and development

55. Personal development of an individual

56. Career groomingThey make close collaborative or communication system with employees so as to fetch information on the part of their problems to satisfy them all to increases their efficiency and effectiveness. Because need and wants of employees are changing day by day to satisfy meaningful needs and wants are very important in the behalf of organization so as to use best potential of both physical and mental competencies is very important. That’s why defining criteria of rewarding them have a significant importance for the mutual benefits of both employees and organization.

58. Grade Jump

59. Designation change

60. Annual incentive Plan (AIP) (for business performance, but fixed)

64. 31 Recommendation Appraisal system is an effective technique to support and change culture of the organization optimistically; it would only be possible if the system is equal for all employees of organization. Therefore, company’s management should utilize this system to all employees so as to increase effectiveness and productivity.

65. 32 THANK YOU