A Training Project Report On

“A study of Employee Performance Appraisal at UpbrinGo Pvt Ltd”

In the partial fulfilment for the award of the Degree of

Master of Business Administration
Under the Guidance of
Dr .Narendra Kumar Shukla
Professor & Director
Department of MBA

Submitted By
Aanchal Chopra
MBA III SEM
Roll no. 19126195
(Batch. 2019-2021)

Gyan Ganga Institute of Technology and Sciences, Jabalpur (M.P.)

Submitted to

Rani Durgavati Vishwavidhyalaya Jabalpur (M.P.) 2019

FORWARD
I hereby forward the project entitled on the topic “A study of Employee performance Appraisal at
UpbrinGo Pvt Ltd” submitted by Aanchal Chopra student of MBA III Sem, batch 2019-21 of Gyan
Ganga Institute of Technology of Sciences, Jabalpur (M.P) in partial fulfilment of the requirement for
the award of the degree of Master of Business Administration for the subject MS-303 Evaluation of
Training Report and Viva Voce of the Syllabus of Rani Durgavati Vishwavidyalaya , Jabalpur (M.P.)

DIRECTOR

MBA
 DECLARATION

I hereby declare that the project entitled “A study of Employee performance Appraisal at Udaipur
Beverages Limited, Jabalpur” which is being submitted in partial fulfillment of the requirement for
the award of the degree of MBA subject MS-303 Evaluation of on site Training report and Viva Voce
of the syllabus of Rani Durgavati Vishwavidhyalaya, Jabalpur,(M.P.) is an authentic record and all
the information and facts furnished by me are true to my knowledge and are based on the information
collected through primary and secondary research done by me.

The matter reported in this project is neither being used elsewhere nor has been submitted earlier for
the award of degree of Master of Business Administration.

Date-

Place- SIGNATURE
 ACKNOWLEDGEMENT

It is with the sense of gratitude; I acknowledge the efforts of several people who have helped me
directly or indirectly to conduct this project work.

I would like to thank Mr. Aniket Jain HR Senior Officer Of Udaipur Beverages Ltd. without whom I
would have not got this exposure of learning.

Words fail to express adequately my feelings of deep sense of gratitude which I owe from deep of my
heart to Director MBA and Supervisor Dr.Narendra Kumar Shukla and all the faculty members for
their valuable support and counselling, constant help and guidance without which the completion of
the project would not have been possible.

I am grateful to my parents who brought me up with love and encouragement to this stage and have
always stood beside me as my pillars of strength and guidance.

And last but not the least I would like to thank almighty who has always guided me to walk on the
right path of life.

Mayur Gupta
 INDEX

Sr. No. Particulars Page No.

1. Forward (i)

(ii)
2. Certificate of company

3. Declaration (iii)

Acknowledgement
4. (iv)

5. Executive Summary 1

6. Introduction 2

Company Profile 9
7.

Objective of The Study 28

8.

Research Methodology 29
9.

Data Analysis & Interpretation 31

10

Findings 42
11

Conclusion 43
12

Suggestions 44
13

Limitations 45
14

Bibliography 46
15
 47
Annexure
16

Executive Summary

This Project report was undertaken with the perspective of fulfilling the MBA course. In order to
groom the student for the corporate world and establish a stronger hold over the academic knowledge
they have gained, the student was required to undertake an internship for duration of 45 days.The
project was undertaken at the Human Resource & Administration (HR&A) Department of the
Udaipur Beverages Limited in Richai Industrial Area Jabalpur. Udaipur Beverages Limited is the
plant of Coca Cola Company where bottling and distribution of the products of Coca cola ( Coca cola,
Fanta, Thums up, Limca, Sprite, Kinley Water Bottle) should be done.

The project covers the topic“A study of Employee performance Appraisal at Udaipur Beverages
Limited, Jabalpur, (M.P.)”.

Following are the objectives of this study:-

● To understand the concept of Employee Performance Appraisal.

● To understand the need of Employee Performance Appraisal in Udaipur Beverages Limited.
● Identification of the technique of performance appraisal followed in Udaipur Beverages
Limited.
● To study the Level of Satisfaction of Employees towards the present appraisal system.
● To provide suggestions and recommendations from the study conducted.
 Introduction

Concept of Performance Appraisal System

Appraising the performance of individuals, groups and organizations is a common practice of all
societies. While in some instances these appraisal processes are structured and formally sanctioned, in
other instances they are an informal and integral part of daily activities. Thus teachers evaluate the
performance of students, bankers evaluate the performance of creditors, parents evaluate the behavior
of their children, and all of us, consciously or unconsciously evaluate our "own actions from time to
time. In social interactions, performance is conducted in an unsystematic and planned manner to
achieve widespread popularity in recent years.
Meaning:
Performance appraisal is a method of evaluating the behavior of employees in the
work spot, normally including both the quantitative and qualitative aspects of hob performance.Perfor
mance here refers to the degree of accomplishment of the tasks that make up an individual's job. It
indicates how well an individual is fulfilling the job demands. Often the termis confused with effort,
but performance is always measured in terms of results and not effort. Some of the important features
of performance appraisal given, they are:

1.Performance appraisal is the systematic description of an employee's job- relevant strengths and

weaknesses.

2.The basic purpose is to find out how well the employee is performing the job and establish a
plan of improvement.

3.Appraisals are arranged periodically according to a definite plan.

4.Performance appraisal is not job evaluation. Performance appraisal refers to how well someone is
doing the assigned job. Job evaluation determines how much a job is worth to the organization and
therefore, what range of pay should be assigned to the job.

Performance Appraisal is the systematic evaluation of the performance of employees and to

understand the abilities of a person for further growth and development. Performance appraisal is
generally done in systematic ways which are as follows:

1. The supervisors measure the pay of employees and compare it with targets and plans.
2. The supervisor analyses the factors behind work performances of employees.
3. The employers are in position to guide the employees for a better performance.

Advantages of Performance Appraisal

It is said that performance appraisal is an investment for the company which can be justified by following
advantages:

1. Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmes for
efficient employees. In this regard, inefficient workers can be dismissed or demoted in case.
2. Compensation: Performance Appraisal helps in chalking out compensation packages for employees.
Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a
performance. Compensation packages which include bonus, high salary rates, extra benefits, allowances
and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than
seniority.
3. EmployeesDevelopment: The systematic procedure of performance appraisal helps the supervisors to
frame training policies and programmes. It helps to analyse strengths and weaknesses of employees so that
new jobs can be designed for efficient employees. It also helps in framing future development
programmes.
4. SelectionValidation: Performance Appraisal helps the supervisors to understand the validity and
importance of the selection procedure. The supervisors come to know the validity and thereby the
strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this
regard.
5. Communication: For an organization, effective communication between employees and employers is
very important. Through performance appraisal, communication can be sought for in the following ways:

● Through performance appraisal, the employers can understand and accept the skills of
subordinates.
● The subordinates can also understand and create trust and confidence in superiors.
● It also helps in maintaining cordial and congenial labour management relationships.
● It develops the spirit of work and boosts the morale of employees.
● All the above factors ensure effective communication.

6. Motivation: Performance appraisal serves as a motivation tool. Through evaluating performance of

employees, a person’s efficiency can be determined if the targets are achieved. This very well motivates a
person for a better job and helps him to improve his performance in the future.

Use of Performance Appraisal:

Performance appraisal is helpful in assessing a firm's human resources data that must be available that
describe the ability and potential of all employees.

A well designed appraisal system provides a profile of the organization's human resource strengths

and weaknesses to support this effort. Performance evaluation ratings
may be helpful in predicting the performance of job applicants.

● Performance appraisal will point out employee specific needs for training and development.
● Performance appraisal is useful in career planning and development.
● Performance appraisal results provide a basis for rational decisions regarding compensation
programmes.
● Performance appraisal data are also frequently used
for decisions in several areas of internal employee relations, including promotion, demotion
termination, lay-off and transfer.
 ● Performance appraisal is useful in assessment of employee potential.
● Performance appraisal can be used to determine whether HR programmes such as asselection,
training, and transfers have been effective or not.

Objectives of Performance Appraisal

Performance Appraisal can be done with following objectives in mind:

1. To maintain records in order to determine compensation packages, wage structure, salaries

raises, etc.
2. To identify the strengths and weaknesses of employees to place the right men on the right job.
3. To maintain and assess the potential present in a person for further growth and development.
4. To provide feedback to employees regarding their performance and related status.
5. To provide feedback to employees regarding their performance and related status.
6. It serves as a basis for influencing working habits of the employees.
7. To review and retain the promotional and other training programmes.

Appraisal Process:

Each step in the process is crucial and is arranged logically. Many organizations make
every effort to approximate the ideal process, resulting in first-rate appraisal systems.Unfortunately,
many others fail to consider one or more of the steps and, therefore have less-effective appraisal
system.

Objectives of Appraisal:

Objectives of appraisal include affecting promotions and transfers, assessing training needs, awarding

pay increases, and the like. The emphasis in all these is to correct the problems.

Establish job expectations:

The second step in the appraisal process is to establish job expectations. This gives clues in forming
the employee about what is expected of him or her on the job.

Design appraisal program:

Designing an appraisal program poses several questions which need answers.They're (i) Formal
versus informal appraisal; (ii) Whose performance is to be assessed? (iii) Who aretheraters? (iv)What
problems are encountered? (v) How to solve the problems? (vi) What should be evaluated? (vii) When
to evaluate? (viii) What methods of appraisal are to be used?

Performance Interview:
Performance interview is another step in the appraisal process. Once appraisal has been made of
employees, the raters should discuss and review the performance with the rates, so that they will
receive feedback about where they stand in the eyes of superiors.
 Methods of Performance Appraisal

1. Assessment Centre Method

The purpose of this method is to test candidates in social situations. It can be used by startups for
evaluating employees serving at senior level. This method of evaluation is helpful for assessing
managers, who have to deal with their subordinates, peers and supervisors for day-to-day business. It
helps employers understand the capacity and the capability of the individual in social settings. It
involves using situational exercises like an in-basket exercise, role-playing incident, business game
and many other similar exercises. It gives the employer an insight to the personality of the employee
like openness, tolerance, introversion/extroversion, acceptability, etc.

2. Behaviorally Anchored Rating Scale

This is the latest modern appraisal technique, which has been developed recently. It is claimed that the
Behaviourally Anchored Rating Scale method is one of the most equitable techniques compared to
other methods of appraisals. It is a combination of narrative techniques like essay evaluation and
quantifiable techniques like rating scale. It is comparatively more expensive than other techniques, but
it usually guarantees precision and effectiveness.

3. Essay Evaluation

The essay method is an affordable and effective way of appraising employees, especially in startups.
This method involves writing a detailed descriptive essay of the performance by the employee’s direct
supervisor or manager. The essay concentrates on describing the various strengths, weaknesses,
attitude and behaviour of the individual towards job duties. This method is less structured and thus
gives the appraiser an opportunity to explore and describe niche qualities or shortcomings of the
employee that need to be worked on. It is far less complicated to execute compared to the other
methods, only if biases could be kept at bay.

4.Management by Objective

A rather interactive and fair form of appraisal, the Management By Objective method is less time
consuming and of course cost effective. The technique involves setting up objectives and goals for the
employee either by the employer, or his manager, or both employee and employer. This performance
appraisal method helps the employee to perform better, because he is well aware of his goals and
already knows the quality and quantity that needs to be delivered. It has been observed that when both
employee and employer together decide the objectives, the probability of the individual meeting the
goal is much higher. This is a fair method of evaluating because the employee knows the odds that he
is measured against. It doesn’t involve giving constant feedback to the employee, because he is being
constantly self introspective, thereby saving time and efforts of the employer.

5. Rating Scale

This performance appraisal method can be used by startups and small businesses that are scaling and
are trying to set up processes in place. It is process-based and involves the organisation to set
predetermined objectives that employees are expected to meet. Individuals are then rated by their
supervisors or managers. It is similar to the grading system that is usually followed in schools, but is
effective and systematic. Employees are evaluated for their skills, teamwork, communication skills,
precision, etc. And they are expected to meet a basic score. If they do not meet the score then they are
sent for performance improvement training which would help them cope up with their shortcomings.

6. Trait Focussed Appraisals

This technique is useful for reinforcing positive work ethics and culture in the organisation. It
considers attributes like helpfulness, dependability, punctuality, etc for being appraised by the
organisation. It motivates employees to be competitive in a fair manner and yet be available for
helping out colleagues if need be. Startups should consider giving their employees trait focused
appraisals once in a while, because it reinforces positive culture in the organisation.

7. 360 Degree Feedback

This method involves getting feedback about the employee from every individual who interacts with
him during his working hours. They can be his peers, his subordinates, his superiors, customers who
have interacted with him and even he himself would be interviewed about his perception of himself
and his duties at the workplace. This performance appraisal method would be very useful for startups,
because the best way to review an employee’s overall performance and get an insight about his
behaviour, personality and attitude is the best method to follow. Although it is a little time consuming,
it is cost effective and precise.
Therefore, effective performance appraisal methods not only help the employee grow, but also the
organisation. If the employee is given feedback regularly and frequently, the organisation will be at
the receiving end of the profit too. Performance reviews are important because they help identify and
set goals for the employee, recognize performance over time, guide progress, identify the problem
areas or weaknesses, improve performance and discuss career development in the company.
Companies should give promotions and appraisals frequently because it keeps the employees
motivated to perform better, thereby maximizing the efficiency of the employee, and the productivity
of the company.

8. 180 Degree Feedback

A 180 degree appraisal process provides a formal opportunity for appraisers to discuss and record
their views on an employee’s performance. A 180 appraisal process also has the added benefit of
enabling employees to comment on their own performance. This invites a two way conversation and
helps to ensure a more rounded and objective performance appraisal.
As a key part of the appraisal process, this pre appraisal form should be completed by appraises and
handed back to the appraiser before the 180 appraisal meeting. Giving appraisers the chance to see an
employee’s comments beforehand helps appraisers to compare and reconcile their own thoughts on
performance with the appraiser’s thoughts.
 Company Profile

History of coca cola

With the development of the world and human beings, the taste, need and the
attitude of human beings also changes. India is one of the common markets in the
world with a population of more than one billion. Soft drink is a popular
common product which is generally purchased by consumers for quenching
their thirst in summer and also to have cool in refreshment.
As far as the market of soft drinks is concerned, it is facing cut throat
competition from the larger number of soft drinks available in the market.
Different brands are available in every segment of flavors, but the attitudes of the consumers differ
from each other due to several factors. Every company tries to increase their market share and their
sales volume. Discounting system followed by the companies proved to be an essential factor to boost
up the purchases made by the retailers. The companies try to attract the retailers to purchase more by
providing some schemes or incentives or cash/card discounts. If more discount or any other incentive
scheme is given to the outlets, they make purchases to avail that offer. Therefore, it is essential for any
company to have an efficient and effective discounting system. Distribution is the spine of any FMCG
company. The main function of a retailer is to bridge the gap between the supplier and the customer.
The central focus of distribution is to increase the efficiency of time, place, and delivery utility. For
any FMCG product it is
essential to have a good distribution network which should be better than that of itscompetitors.Distrib
ution is the key area for any FMCG business. For a smooth distribution network, it is essential to keep
the retail outlets satisfied which in turn mainly depend upon the profitability. Their profitability
is checked by keeping a satisfied profit margin for them. Apart from that, the company also provides
discounts on purchase of different pack sizes to some HVOs which in turn increases
their profit margin. Sometimes the company also provides incentives to the outlets which
make frequent and high purchases. To meet stiff and challenging competition from some of the other
brands, it is essential for the company to have an effective and efficient distribution network.
Therefore, the company tries to keep the outlets satisfied by offering discounts and some other
incentive schemes from time to time.
Primary Objectives of Company

● To find out any kind of misrepresentation being done by salesmen or by distributors related to
daily sales by making out their own personal benefits from the discounting system.
● To compare the discounts given to HVOs on the basis of their sales volume.
● To make proposals to minimize the revenue leakages and this will help the company in saving
its funds

Secondary Objectives of Company

● To study the discounting policies of the company.

● To know about the different pack sizes being sold by the company.
● To find out the outlets where the company is offering high discounts.
● To analyze the discount rates offered to HVOs.
● To find out whether they are actually getting the products at the pre – decided discounted
price or not

The Coca Cola Company

The Coca-Cola Company is an American corporation, manufacturer, retailer, and marketer of non-
alcoholic beverage concentrates and syrups. Coca-Cola's history began in 1886 when the curiosity of
an Atlanta pharmacist, Dr. John S. Pemberton, led him to create a distinctive tasting soft drink that
could be sold at soda fountains. He created a flavoured syrup, took it to his neighbourhood pharmacy,
where it was mixed with carbonated water and deemed “excellent” by those who sampled it. Dr.
Pemberton’s partner and bookkeeper, Frank M. Robinson, is credited with naming the beverage
“Coca-Cola” as well as designing the trademarked, distinct script, still used today.

Did you know? The first servings of Coca-Cola were sold for 5 cents per glass. During the first year,
sales averaged a modest nine servings per day in Atlanta. Today, daily servings of Coca-Cola
beverages are estimated at 1.9 billion globally.

Prior to his death in 1888, just two years after creating what was to become the world’s #1-selling
sparkling beverage.  In 1894, impressed by the growing demand for Coca-Cola and the desire to make
the beverage portable, Joseph Biedenharn installed bottling machinery in the rear of his Mississippi
soda fountain, becoming the first to put Coca-Cola in bottles. Large scale bottling was made possible
just five years later, when in 1899, three enterprising businessmen secured exclusive rights to bottle
and sell Coca-Cola.

Marketing Era of Coca-Cola

The first marketing efforts in Coca-Cola history were executed through coupons promoting free
samples of the beverage. Considered an innovative tactic back in 1887, couponing was followed by
newspaper advertising and the distribution of promotional items bearing the Coca-Cola script to
participating pharmacies. Fast forward to the 1970s when Coca-Cola’s advertising started to reflect a
brand connected with fun, friends and good times. The 1980s featured such memorable slogans as
“Coke is It!”, “Catch the Wave” and “Can’t Beat the Feeling”. Each animated ad in the “Always
Coca-Cola” series took 12 weeks to produce from beginning to end.

One of the most famous advertising slogans in Coca-Cola history “The Pause That Refreshes” first
appeared in the Saturday Evening Post in 1929. The theme of pausing with Coca-Cola refreshment is
still echoed in today’s marketing.

In 2009, the “Open Happiness” campaign was unveiled globally. The central message of “Open
Happiness” is an invitation to billions around the world to pause, refresh with a Coca-Cola, and
continue to enjoy one of life’s simple pleasures. The “Open Happiness” message was seen in stores,
on billboards, in TV spots and printed advertising along with digital and music components.

Milestones of Refreshment
 Beginning right here in Atlanta and reaching out to touch the lives of billions around the world,
Coca-Cola is rich in history and expansive in scope. The very first Coca-Cola was served at a soda
fountain like the one found at the beginning of Milestones of Refreshment. Soda fountains were
capable of dispensing many different flavours. Coca-Cola was only one of 16 flavours this fountain
offered. This particular soda fountain is actually older than Coca-Cola and dates back to the early
1880s, which makes it the second oldest artefact in the World of Coca-Cola
 Coca- Cola in India

Coca-Cola India Pvt Ltd is the Indian subsidiary of Atlanta-based The Coca-Cola Company that
sells concentrates for wide range of juice and juice drinks and aerated beverages. Headquartered
in Gurgaon, India, the company’s portfolio currently includes Maazaand Minute Maid juice
drinks,Vio Flavoured Milk, Kinley packaged Drinking water, Schweppes tonics and mixers, Georgia
(coffee)tea and coffee, Fuze iced tea,and a range of sparkling beverages (apart from the global brands
like Coca-Cola, Fanta and Sprite, this includes local brands Thumbs Up and Limca).

In 1950, the Coca-Cola Company opened in India but in 1977, they chose to exit the country after the
Governments’ new law of dilution of equity of MNCs. On October 24, 1993, they decided to move
back to India. Hindustan Coca-Cola Beverages Pvt. Ltd, is one of India’s largest FMCG
manufacturing and distribution companies. It is responsible for the manufacture, package, sale and
distribution of beverages under the trademarks of The Coca-Cola Company. The Company owns and
operates 21 factories. It also sources from and supports 11 contract packers’ plants. A network of
4,000 distributors and over 1.9 million retail outlets distribute the high quality, great tasting beverages
manufactured by Hindustan Coca-Cola Beverages.

Products of Coca-Cola india

1) Coca-Cola
2) Minute Maid
3) Limca
4) Thumbs Up
5) Maaza
6) Minute Maid Apple
7) Kinley Water
8) Minute Maid
9) Minute Maid
10) Zico
11) Georgia
12) Minute Maid
13) Thumbs Up Charged
14) Rani Float
15) Vio – Flavoured Milk
16) Diet Coke
17) Fanta
18) Fuze Tea
19) Sprite
20) Sprite Zero
21) Schweppes Soda Water
22) Kinley Soda
23) Coca-Cola Zero
24) Maaza Gold
 25) Maaza Refresh
26) RimZim
27) Vitingo

Production Processes

We monitor our production processes with sophisticated control equipment and testing programs in
order to meet and exceed our customers' and consumers' expectations.

Our Quality Standards

Our commitment to producing and bottling high-quality drinks is underpinned by the international
standard ISO 9001 and ISO 22000, as well as by our own Quality and Food Safety policy and the
global standards of The Coca-Cola Company.

We have installed electronic bottle inspection equipment on all refillable bottling production lines to
identify and reject even the tiniest irregularity in our beverages.

The Process

The production cycle starts with sugar, fruit juices, flavours and concentrate or beverage base. The
finished products will be packaged in PET or glass bottles, metal cans, bag in box or kegs.

Water Treatment

The water used in the production process is subjected to special treatments that ensure the
microbiological safety and the correct concentration of naturally dissolved salts, in compliance with
specific compositional and sensory characteristics.

The Syrup

The syrup is prepared in special tanks by dissolving sugar in the treated water, then filtering the water
to remove any impurities. Only after this, this “simple syrup” is mixed with “concentrate” or the
various “basic preparations” used for the various drinks, thus becoming “final syrup”.
A flash pasteurisation thermal process ensures that even the most sensitive products will not alter their
sensory characteristics during their shelf life.

Filling and Packaging

The treated and cooled water is mixed with the final syrup and, for sparkling drinks, with the carbon
dioxide that gives the product its characteristic effervescence.

The drink is then ready to be packaged: every hour, tens of thousands of perfectly clean containers are
filled, hermetically sealed, labelled, coded and tested in modern automatic plants. The glass bottles are
placed in boxes, while the non returnable glass bottles, PET bottles and cans go into various multi-
packs.

Final inspection:

After date coding, there is once again a final inspection station where light inspectors all low or high
filled bottles and permit only the saleable product to pass through for casing to the caser machine.

Market & customers:

Once the finished product is ready, it is transported to the distribution centers and then torn tail outlets
by way of route trucks. The consumer buys the soft drink from the retailer's outlets. The empty bottles
are simultaneously collected by the distribution channels at the time of dispensing the finished
products
Plant layout of Udaipur Beverages Limited, Jabalpur
 Generations In Coca Cola

1886-1892Atlanta beginning

It was 1886, and in New York Harbor, workers were constructing the Statue of Liberty. Eight hundred
miles away, another great American symbol was about to be
unveiled. Like many people who changed history, John Pemberton, an Atlanta pharmacist, was
inspired by simple curiosity.

One afternoon, he stirred up a fragrant, caramel-colored liquid and, when it was done, he carried it a
few doors down to Jacobs' Pharmacy. Here, the mixture was combined with carbonated water and
sampled by customers who all agreed -- this new drink was something special. So Jacobs' Pharmacy
put it on sale for five cents a glass. Pemberton's bookkeeper, Frank Robinson, named the mixture
Coca-Cola®, and wrote it out in his distinct script. To this day, Coca-Cola is written the same way. In
the first year, Pemberton sold just 9 glasses of Coca-Cola a day. A century later, The Coca-Cola
Company has produced more than 10 billion gallons of syrup. Unfortunately for Pemberton, he died
in 1888 without realizing the success of the beverage he had created. Over the course of three years,
1888-1891, Atlanta businessman Asa Griggs Candler secured rights to the business for a total of about
$2,300. Candler would become the Company's first president, and the first to bring real vision to the
business and the brand.

The contour bottle,which remains the signature shape of CocaCola today, was 
chosen for its attractive appearance, original design and the fact that, even in the dark, you could
identify the genuine article. As the country roared into the new century, The Coca-Cola Company
grew rapidly, moving into Canada, Panama, Cuba, Puerto Rico, France, and other countries and U.S.
territories. In 1900, there were two bottlers of Coca-Cola; by1920, there would be about 1,000.

The war and its legacy

Coca cola is enjoyed in 120 countries world wide. Introducing Coke. In 1961Sprite is introduced.
1963 Tab Company’s first diet soft drink was introduced In 1941,America entered World War II.
Thousands of men and women were sent overseas. The country, and Coca-Cola, rallied behind them.
Woodruff ordered that every man in uniform gets a bottle of Coca-Cola for 5 cents, wherever he is,
and whatever it costs the Company.

1960-1981A world of customers

Coca cola enjoyed in 163 countries world wide. It introduced can in 1960. In1981 Roberto c. Goizueta
became chairman and CEO of the coca cola company After 70 years of success with one brand, Coca-
Cola®, the Company decided to expand with new flavors: Fanta ®, originally developed in the 1940s
and introduced in the 1950s; Sprite® followed in 1961, with TAB® in 1963 and Fresca® in 1966.
In1960, The Coca-Cola Company acquired The Minute Maid Company, adding an entirely new line
of business -- juices -- to the Company. The Company's presence world wide was growing rapidly,
and year after year, Coca-Cola found a home in more
and more places: Cambodia, Montserrat, Paraguay, Macau, Turkey and more.Advertising for Coca-
Cola, always an important and exciting part of its business, really came into its own in the 1970s, and
reflected a brand connected with fun, friends and good times. The international appeal of Coca-Cola
was embodied by a1971 commercial, where a group of young people from all over the world gathered
on a hilltop in Italy to sing "I'd Like to Buy the World a Coke." In 1978, The Coca-Cola Company
was selected as the only Company allowed to sell packaged cold drinks in the People's Republic of
China.

1982-1989 Diet coke and new coke

Coca cola enjoyed in 165 countries world wide. In 1982 diet coke introduced.The 1980s -- the era of

legwarmers, headbands and the fitness craze, and a time of much change and innovation at The Coca-
Cola Company. In 1981, Roberto C.Goizueta became chairman of The Board of Directors and CEO
of The Coca-Cola Company. Goizueta, who fled Castro's Cuba in 1961, completely overhauled the
Company with a strategy he called "intelligent risk taking." Among his bold moves was organizing
the numerous U.S. bottling operations into a new public company, Coca-Cola Enterprises Inc. He also
led the introduction of diet Coke®, the very first extension of the Coca-Cola trademark; within two
years, it had become the top low-calorie drink in the world, second in success only to Coca-Cola. One
of Goizueta's other initiatives, in 1985, was the release of a new taste for Coca-Cola, the first change
in formulation in 99 years. In taste tests, people loved the
newformula,commonly called “new Coke.” In the real world, they had a deep emotionalattachment to
the original, and they begged and pleaded to get it back. Critics called it the biggest marketing blunder
ever. But the Company listened, and the original formula was returned to the market as Coca-Cola
classic®, and the product began to increase its lead over the competition -- a lead that continues to
this day. 

1990-1999 New markets and brands

In 1993 pet bottles are introduced. Coca cola enjoyed in 200 countries

worldwide.The 1990s were a time of continued growth for The Coca-Cola Company. TheCompany's
long association with sports was strengthened during this decade, with on going support of the
Olympic Games, FIFA World Cup™ football (soccer), Rugby World Cup and the National Basketball
Association. Coca-Cola classic became the Official Soft Drink of NASCAR racing, connecting the
brand with one of the world's fastest growing and most

Competitor Analysis

Indian soft drinks market is predominantly controlled by two major multinational namely Coca- Cola
and Pepsi, which have carefully stifled out the local competition here in India. Penetrating tough
Indian psychology and making their products feel accepted was the
toughest challenge in front of them. A brief overview of the soft drinks giant biggest competitor will
help in gaining a better insight of the soft drinks market in totality.

Current Market Position

There has been much controversy and debate on the market share standings between the two
companies in the Indian subcontinent and a substantial and a consolidated figure has been unavailable
for reference. This is mainly because both companies had approached different market research
companies for making a study about the market share standings .Pepsi Co had approached IMRB
while Coca- Cola had entrusted this responsibility on ORG .According to the survey done by IMRB
Pepsi’s market share was found to have increased from 47% to 49% while according to the study
conducted by ORG Coca- Cola’s market share was claimed to be 59%
Factors Affecting Business

Seasonality:

Seasonality is one of the most important factors that affect the soft drink  business. Seasonality is
primarily influenced either by the weather, or by holidays and religious festivals. Within the Group,
soft drink business has different seasonal cycles throughout the year.

Service frequency:

This is another factor that affects the business. Service frequency is the time gap between visiting a
particular outlet again. Service frequency directly affects the rotation time which in turn affects the
value of business.

Demand pattern for the market:

: The government policies related to taxation or politicalinterference also affect the business of the

players in the soft drink industry.

Logo Evaluation
Employees, Plants & Machinery:

The no of total unit employees is approximately 113 & in summer season, which is a peak season for
sale of soft drinks, the plant works for three shift operation round the clock. The overall education
level of the employees is good and they obviously have a good expertise in water treatment and
purification processes. Extensive in-house training programs are conducted to maintain the
competency of the manpower in respective areas. The plant and machinery consists of state of art
bottling machinery and test equipment to get consistent quality product at the optimum usage of raw
materials. The plant also has an extensive quality test laboratory with equipment like
spectrophotometer, density meter, micro lab etc. to conduct on the spot tests at various stages of
production. A typical bottling line will consist of un caser- pre wash inspection station –conveyers-
bottle washer-post wash bottle inspection station—filler-final light inspection station-conveyor-and
caser.

Analysis

Coca-Cola Company is one of the leading MNC in the world.

It has made a remarkable growth since it origin and it has got a good potential in spite of various
hurdles coming its way. By going through its SWOT analysis we can know much more about the
company

Strength:

The company has got various strengths, which leads the company be a market leader.
Some of the strengths are :-

Strong product line

The company has got various fast moving products which are going great job in the market. These
soft drinks not only quench thirst but also refresh everyone it touches. One of thestrong brands of the
company is Thumps Up, which specially doing well in the Indian market. It has captured one of the
major shares of the soft drink market.

Advertising

Advertising plays a major in promoting sales of the product. The company has got one of the best
advertising strategies. Appointing film actors, as the brand ambassadors, makes a great impact on the
mind of the customers. The company should try to launch more and more advertising and sales
campaigns to promote sales to the maximum
 Udaipur Beverages Ltd.

Udaipur Beverages Limited is a Public incorporated on 26 July 1996. It is classified as Non-

govtcompany and is registered at Registrar of Companies, Delhi. Its authorized share capital is Rs.
50,000,000 and its paid up capital is Rs. 45,370,000.It is involved in Sporting and other recreational
activities.

Udaipur Beverages Limited's Annual General Meeting (AGM) was last held on 30 September 2016
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on 31
March 2016.

Company Name UDAIPUR BEVERAGES LIMITED

Company Status Active

RoC RoC-Delhi

Registration Number 80714

Company Category Company limited by Shares

Company Sub Category Non-govt company

Class of Company Public

Date of Incorporation 26 July 1996

Age of Company 22 years, 1 month, 19 days

UBL (Udaipur Beverages Ltd), Jabalpur was established in the year 2005.The plant is located
approximately 15 km from Jabalpur City. The main business of the company is to produce and
distribute products of the Coca-Cola Company. The brands being produced are 200 ml & 300 ml
Fanta Orange, Thums Up, Coke, Sprite, Limca, Maaza and Kinley Soda Returnable Glass Bottles. 600
ml, 1250 ml & 2000 ml PET of Fanta Orange, Thums Up, Coke, Sprite, Limca. Kinley Soda in 600
ml PET and TFA Maaza in 100 ml pocket pouch. The distribution includes the products produced at
UBL, Jabalpur and outsourced products, which are primarily, packaged drinking water (Kinley
Bottled Water), Non-Carbonated Beverages (Maaza mango).

Area Covered

Total site area 14 Acre

Built-up area 05 Acre
Paved area 03 Acre
The products manufactured by Udaipur Beverages Limited are as follows:

∙Coca Cola.

∙Fanta.

∙Thums up.

∙Limca.

∙Sprite.

∙Kinley Soda.

Plant produces 7 flavors for Coca Cola India i.e. Coke, Fanta, Thums Up, Sprite, Limca, Kinley Soda
and Maaza. The director looks after all functional departments i.e. sales, production, finance and
accounts, purchase, and administration. Every department head report directly to the director and are
responsible of their working. The plant engineer is the head of production department and looks after
bottling process inspection, storage of raw material, maintenance etc.

Objectives of the study

● To study the concept of Employee Performance Appraisal.

● To study the need of Employee Performance Appraisal in Udaipur Beverages Limited.
● To Identify the technique of performance appraisal followed in Udaipur Beverages Limited.
● To find out the Level of Satisfaction of Employees towards the present appraisal system.
● To provide suggestions from the study conducted.

HYPOTHESES

The primary research question for this study is to see the main relationship between the performance
appraisal. Whether dependent or independent variable. The common variable in Udaipur Beverages
Limited for performance appraisal are, compensation package.
Wages structure
Salary
Growth and development.
Feedback
Developing the working habit.
Promotional and other training.
H0 (null hypotheses) – There is positive relationship between performance appraisal with the factor
influencing performance appraisal Udaipur Beverages Limited.
H1 (Alternative hypotheses) There is no any positive relationship between performance appraisal and
its factor in Udaipur Beverages Limited.

RESEARCH METHODOLOGY

According to Yoder, “Research is a shortcut to knowledge and understanding which can replace the
slower, more precarious road of trail and error in experience….” Research is a multipurpose tool
which is used to help solve a variety of organizational problems. The concept of research can be
applied to all organizational studies of any scope. Thus, research is an art of scientific investigation.
Research methodology is a way to systematically solve the research problem.
TYPES OF DATA COLLECTED:
Both the types of data is used, means; Primary data & Secondary data.
PRIMARYDATA- i.e. data is collected for the first time. Under it, information is collected to solve a
particular problem or investigating a specific issue. Here, no previous data stored is used for getting
the information. Sources of primary data that were used:
o Observation
o Interviews
SECONDARYDATA-Data that is previously recorded or stored comes under it. It consists of
information that someone else, who have already been passed through the statistical process have
already collected. Sources of secondary data that were used:
● Company manual
● Coca Cola Website
METHODS USED FOR DATA COLLECTION:

⮚ Observation:
Data collected by personally observing the things-ground. Skill and knowledge of investor plays an
important role on quality of primary data.
⮚ Interviews:
Interviews were conducted to get the information directly from the personnel. The employees of
middle grades were interviewed.

⮚ Websites:
Websites proved to be a great advantage for accomplishing the project. Sites were Google, Wikipedia
and Coca Cola website.

⮚ Company Manual:
UBL personnel manual was also taken up to go through so as to get the accurate and exact knowledge
of what services are provided to each employee and what are the various rules and regulations.
TOOLS OF DATA ANALYSIS TOOLS OF DATA ANALYSIS & REPRESENTATION:

● Tabular presentation :
The collected data is presented in tabular form to clarify so as to make easy understanding.
● Percentage :
System after collecting back the questionnaires, to draw out the conclusions I have calculated
the percentage of the persons responded in a particular option. As the sample size was 100, it
was easy for me to calculate the percentage.
● Graphical representation:

For representing the data and to make the interpretation easy 3-Dimensional Pie Charts are
used.
 DATA ANALYSIS AND INTERPRETATION

Analysis and interpretation plays the most important role in any research process. It helps to extract
pertinent findings from the collected data by applying the statistical techniques in discovering
additional findings. It converts raw data into meaningful data by bridging the gap between primary
and secondary data. Analysis is done with an attempt to organize and summaries data in order to
enhance the effect of results in such a way that enables to relate critical points with study’s objectives.

Percentage analysis is used for data analysis and interpretation. Analysis and interpretation was based
on questionnaire and interview schedule, which gives the data that is required for the study. The
analysis and interpretation is based on the options chosen by the respondents.

The data given below is represent on the basis of :-

1. Pie Chart
2. Graphical Presentation
3. Tabulation Form.
 1. Are you aware with the current performance appraisal system of Udaipur Beverages Ltd.

(a) Yes (b) No

S No. Awareness No. of Respondents Percentage

1 Aware 90 90%

2 Unaware 10 10%

Total 100 100%

AWARENESS OF PERFORMANCE APPRAISAL SYSTEM

Interpretation :- 90% of the respondents are aware that the performance Appraisal system followed in
UBL but 10 % are not aware of Current par System.
 2. Performance Appraisal of employee is assessed by
(a) Point system (b) Mark system
(C ) Grade System (d) Not Aware

S No. Level of Satisfaction PA of Employee is Assisted by

1 Point system 85%

2 Mark system 10%

3 Grade System 5%

4 Not Aware 0%

PA OF EMPLOYEE ASSESSED BY

Interpretation :- From the above results, 85% of the employees performance appraisal is assessed by
Point System, 10% through mark System, 5 % of Grade System and 0% are not
aware of any group adopted by UBL.
 3. Task setting by appraised and appraiser proceed objective while appraising the
performance appraisal of the appraise :
(a) Agree (b) Partially agree
(C) Neutral (d) Disagree

S No. Task Task Setting

1 Agree 50%

2 Partially Agree 30%

3 Neutral 10%

4 Disagree 2%

TASK SETTING

Interpretation :- 50% of Employee agree the task setting provide objectives in appraising their
performance. Less than 30% of the employee are partially agreed with the
statement and 10% are neutral & 2% are disagreed and not fill the
questionnaire.
 4. Self – Appraisal system proves to be effective while appraising the appraise :
(a) Agree (b) Partially agree
(b) Neutral (d) Disagree

S No. Self Appraisal System

1 Agree 60%

2 Partial Agree 20%

3 Neutral 10%

4 Disagree 10%

SELF APPRAISAL SYSTEM

Interpretation :- 60% of Employee agree that Self Appraisal System proves to be Effective, 20 %
are partially agreed and rest of the employee do not completely agree with it.
5. Who in your opinion should be responsible for answering objectivity and reducing
business in the ‘performance Appraisal’ system :
(a) Appraiser and appraise
(b) Appraiser. Appraise and Peer and subordinates
(c) Appraiser. Appraise and Peer

S No. Level of Satisfaction No. of Respondents

1 Appraiser and appraise 78%

2 Appraiser. Appraise and Peer and subordinate 10%

3 Appraiser. Appraise and Peer 10%

4 Blank Questionnaire 2%

ENSURING OBJECTIVITY & REDUCING BIASNESS THE PERFORMANCE

APPRAISAL SYSTEM

Interpretation:-78% of employee says that Appraiser and Appraise should be

responsible for ensuring objectivity and reducing biasness in the performance
appraisal system. 10 % says Appraiser and Appraise and Peer and Subordinate and
10% says Appraiser and Appraise and Peer, 2 % do not fill the questionnaire.
 6. Are you getting regular feedback on your performance from your Appraisal?
(a) Yes (b) No

Regular Feedback on performance from your appraisal

Yes 80%

No 20%

REGULAR FEEDBACK ON YOUR PERFORMANCE FROM YOUR APPRAISAL

Interpretation:- About 80% employees are getting regular feedback on their performance.
Less than 20% are not getting regular feedback.
7. Feedback as beneficial for improving your performance :
(a) Agree (b) Partially agree
(c) Neutral

Feedback is beneficial for improving performance

Agree 70%

Partially Agree 20%

Neutral 10%

FEEDBACK IS BENEFICIAL

Interpretation:- 70 % of employee agree that feedback is beneficial for improving

their performance, 20% are partially agreed and 10% are neutral.
8) Current ‘performance Appraisal’ system is an effective tool for evaluating the employee’s
performance :
(a) Agree (b) Partially agree
(b) Neutral (d) Disagree

Current PA is an Effective Tool

Agree 65%

Partially Agree 20%

Neutral 15%

CURRENT PA IS AN EFFECTIVE TOOL

Interpretation:- 65% of Employee accept that current performance appraisal is an

effective tool for evaluating the employee performance, 20% partially agree with this
and 15% are having neutral opinion.
 9) Are you satisfied with the current ‘performance Appraisal’ system.
(a) Yes (b) No

Satisfied with current PA

Yes 90%

No 10%

SATISFIED WITH CURRENT PA

Interpretation:- 90% of the employee are completely satisfied with current PA, rest
10% are not satisfied with the Current Performance Appraisal System.
10) Would you say management is responsible to :
(a) Innovativeness
(b) Personal problem
(c) Career aspiration
(d) Official problem

S No. Management is responsible to you ?

Innovativeness 20%

Personal problem 40%

Career aspiration 30%

Official problem 10%

Interpretation:- About 20% of employee says management is responsible to your

innovativeness and 40% says only personal problem, 30% for carrier aspiration,
10% are on official problem.
 Findings

● Majority of the employees (90%) are saying that they aware the current Performance
appraisal system followed in UBL.
● Most of the employees (85%) are assessed by point system.
● (50%) of employee agree the task setting provide objective in appraising their performance.
● Most of the (60%) are agreed by the self appraisal system.
● Majority of the employee (78%) are says that appraiser & appraise should be responsible for
ensuring objective & reduce the biasness in performance appraisal system.
● 80% of the employees are getting regular feedback on their performance.
● 70% of the employees are agree that feedback is beneficial for improving their performance.
● 65% of the employees are saying that current performance appraisal is an effective tool for
evaluating the employee performance.
● Most of the employees (90%) are satisfy with current performance appraisal.
● (40%) of employees says management is responsible for their personal problem.
●
 Conclusion

The project “Study of Employee Performance Appraisal At Udaipur Beverages Limited

Jabalpur” has introduced me to the various aspects and advantages of the Employee Performance
Appraisal System. The friendly welcoming staff and the space they have created for a trainee/intern
allowed me with ample opportunities to learn and know myself as a worker. This experience brought
out my strength and also the areas I needed to improvise. It added more confidence to my professional
approach, built a stronger positive attitude and taught me how to work in team as a player.

Especially working in this department made me realize my competencies and level of understanding
regarding the human resources.

On completion of this internship period, I came to know about the importance of human resources
and the role of HR manager, Training Executive, HR Senior Supervisor and HR Senior Assistant in an
organization.

As an intern, though I had a limited space to work, I still managed to grab plentiful of experiences. I
made the best of every opportunity I was given and made the utmost use of my abilities and
knowledge to fulfill all my responsibilities. I could implement my academic skills into practice and
my efforts were highly acknowledged. There is however some gap between our theoretical knowledge
and real life practice, yet the managerial level staff members is quite open towards upgrading current
approach, which was extremely motivating.

Hence, I can sum up by saying that my internship experience was a milestone to my academic and
professional experience. I thoroughly enjoyed the challenges that came along every single day. These
lessons that I have learned will be a valuable one for my future endeavours as well.
 SUGGESTIONS

● The performance appraisal techniques should be more detailed.

● There should be techniques other than rating based on targets employed in the organisation.
● As the performance appraisal techniques employed in UBL conveys a message that the men
are valued. The organisation have to treat men and women equally.
● UBL have to conduct performance appraisal half yearly instead of annually.
● UBL have to work to increase the motivation of employees towards the work by their
Performance appraisal techniques.
● There should be more involvement of employees in decision making process.
 Limitations

● The time was a limitation to cover more respondents.

● The information provided by the employees might be biased.

● Few employees sometimes felt disturbed, as they were busy in their job

● Due to different shifts of employees, contact with each one was not possible.

● The study was based on sampling method.

Bibliography
● C.A. Gupta “Human Resources Management”, New Delhi, Sultan Chand Sons Publishers,
2003.
● RaoSubba .P.Rao. “Human Resource Management”, New Delhi, Konarle Publishers (P) Ltd.,
2000.
● Annual Reports of UBL of year 2017,2018,2019

● Internal Records of UBL of year 2017,2018,2019

● Official Website of Coca Cola

http://www.coc-colandia.com

http://www.thecoca-colacompany.com

● Kothari, C.R. “Research Methodology”, New Delhi, New Age International (P)Ltd, Publisher,
2004
 Annexure

PERSONAL DATA:

Name :
Sex : O Male O Female
Age (In Years) : O Below 25 O 25 – 30 O 31 – 35 O 36 -50
1. Are you aware with the current performance appraisal system of Udaipur Beverages Ltd.

(b) Yes (b) No

2. Performance Appraisal of employee is assessed by
(A) Point system (b) Mark system
(C ) Grade System (d) Not Aware
3. Task setting by appraised and appraiser proceed objective while appraising the
performance appraisal of the appraise :
(a) Agree (b) Partially agree(C) Neutral (d) Disagree

4. Self – Appraisal system proves to be effective while appraising the appraise :

(A) Agree (b) Partially agree

(c) Neutral (d) Disagree

5. Who in your opinion should be responsible for answering objectivity and reducing business
in the ‘performance Appraisal’ system :

(a) Appraiser and appraise

(b) Appraiser. Appraise and Peer and subordinates
(c) Appraiser. Appraise and Peer

6. Are you getting regular feedback on your performance from your Appraisal?

(a) Yes (b) No

7. Feedback as beneficial for improving your performance :

(b) Agree (b) Partially agree
(c) Neutral
8. Current ‘performance Appraisal’ system is an effective tool for evaluating the employee’s
performance :
(a) Agree (b) Partially agree
(c) Neutral (d) Disagree
9. Are you satisfied with the current ‘performance Appraisal’ system.
(a) Yes (b) No

10. Would you say management is responsible to :

(a) Innovativeness
(b) Personal problem
(c) Career aspiration
(d) Official problem