Pepsi Performance

7/30/2019 Pepsi Performance

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INTRODUCTION

Pepsi is one of the world's most famous brands much like its rival Coca Cola. Pepsi Cola was

originally called Brad's Drink after its creator, Caleb Bradham, a pharmacist from North

Carolina. Pepsi was a carbonated soft drink he created to serve his drugstore's customers. The

new name, Pepsi-Cola, was first used on August 28. The Pepsi logo is a simple globe with the

Pepsi colors in the background and the word Pepsi in the foreground. Pepsi has changed its logo

and its slogans a number of times since its introduction in 1898. The Pepsi slogans through the

years are listed below.

1939: "Twice as Much for a Nickel" 1950: "More Bounce to the Ounce" 1950: "Any Weather is Pepsi Weather" 1957: "The Light Refreshment" 1958: "Be Sociable, Have a Pepsi"

1961: "Now It's Pepsi for Those Who Think Young" 1963: "Come Alive, You're in the Pepsi Generation". 1967: "(Taste that beats the others cold) Pepsi Pours It On". 1969: "You've Got a Lot to Live, and Pepsi's Got a Lot to Give" 1975: "Have a Pepsi Day" 1977: "Join the Pepsi People (Feeling Free)"
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1980: "Catch That Pepsi Spirit" David Lucas composer 1981: "Pepsi's got your taste for life" 1983: "Pepsi Now! Take the Challenge!" 1984: "Pepsi. The Choice of a New Generation" (Commercial with Michael Jackson,

featuring Pepsi version ofBillie Jean)

1986: "We've Got The Taste" (Commercial with Tina Turner) 1990: "You got the right one Baby UH HUH" ( sung by Ray Charles for Diet Pepsi ) 1991: "Gotta Have It"/"Chill Out" 1992: "Be Young, Have Fun, Drink Pepsi" 1993: "Right Now"Van Halen Song for the Crystal Pepsi Ad 1995: "Nothing Else is a Pepsi" 1996: "Pepsi:There's nothing official about it" (During the Wills World Cup(Cricket)

held in India/Pakistan/Srilanka)

1997: "GeneratioNext"." With the Spice Girls " 1998: "Yeh Dil Mange More"(In Urdu meaning "My heart wants more")(Pakistan) 1999: "Ask for More"/"The Joy of Pepsi-Cola" (Commercial with Britney

Spears/Commercial with Mary J. Blige)

2000: "Aazadi dil ki" (India) 2003: "It's the Cola"/"Dare for More" 2005: "Wild Thing"/"Ask For More" (With Jennifer Lopez & Beyonc Knowles) 2006: "Why You Doggin' Me"/"Taste the one that's forever young" Commercial featuring

Mary J. Blige

2007: "More Happy"/"Taste the one that's forever young" (Michael Alexander) 2008: "Yeh hai Youngistaan Meri Jaan!" (India) 2008: "Pepsi Stuff" Super Bowl Commercial (Justin Timberlake) 2008: "epsi is #1" v commercial (Luke Rosin) 2010:Youngistaan WOW! 2011 : Blue India 2012 : Change The game
http://en.wikipedia.org/wiki/Michael_Jacksonhttp://en.wikipedia.org/wiki/Billie_Jeanhttp://en.wikipedia.org/wiki/Tina_Turnerhttp://en.wikipedia.org/wiki/Van_Halenhttp://en.wikipedia.org/wiki/Spice_Girlshttp://en.wikipedia.org/wiki/Britney_Spearshttp://en.wikipedia.org/wiki/Britney_Spearshttp://en.wikipedia.org/wiki/Mary_J._Bligehttp://en.wikipedia.org/wiki/Jennifer_Lopezhttp://en.wikipedia.org/wiki/Beyonc%C3%83%C2%A9_Knowleshttp://en.wikipedia.org/wiki/Mary_J._Bligehttp://en.wikipedia.org/wiki/Mary_J._Bligehttp://en.wikipedia.org/wiki/Beyonc%C3%83%C2%A9_Knowleshttp://en.wikipedia.org/wiki/Jennifer_Lopezhttp://en.wikipedia.org/wiki/Mary_J._Bligehttp://en.wikipedia.org/wiki/Britney_Spearshttp://en.wikipedia.org/wiki/Britney_Spearshttp://en.wikipedia.org/wiki/Spice_Girlshttp://en.wikipedia.org/wiki/Van_Halenhttp://en.wikipedia.org/wiki/Tina_Turnerhttp://en.wikipedia.org/wiki/Billie_Jeanhttp://en.wikipedia.org/wiki/Michael_Jackson


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Company Profile:

Type Public (NYSE: PEP)

IndustryFood

Non-alcoholic beverage

Founded New Bern N.C, U.S. (1890)

Founder(s) Caleb Bradham, Donald M. Kendall and Herman W. Lay

Headquarters Purchase, New York, U.S.

Area served Worldwide

Key peopleIndra Nooyi

(Chairperson and CEO)

Products

Pepsi

Diet Pepsi

Mountain Dew

AMP Energy
http://en.wikipedia.org/wiki/Types_of_business_entityhttp://en.wikipedia.org/wiki/Publichttp://en.wikipedia.org/wiki/New_York_Stock_Exchangehttp://www.nyse.com/about/listed/quickquote.html?ticker=pephttp://en.wikipedia.org/wiki/Industryhttp://en.wikipedia.org/wiki/Foodhttp://en.wikipedia.org/wiki/Non-alcoholic_beveragehttp://en.wikipedia.org/wiki/Entrepreneurhttp://en.wikipedia.org/wiki/Entrepreneurhttp://en.wikipedia.org/wiki/Caleb_Bradhamhttp://en.wikipedia.org/wiki/Donald_M._Kendallhttp://en.wikipedia.org/w/index.php?title=Herman_W._Lay&action=edit&redlink=1http://en.wikipedia.org/wiki/Purchase,_New_Yorkhttp://en.wikipedia.org/wiki/Indra_Nooyihttp://en.wikipedia.org/wiki/Chairpersonhttp://en.wikipedia.org/wiki/Chief_executive_officerhttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Pepsihttp://en.wikipedia.org/wiki/Diet_Pepsihttp://en.wikipedia.org/wiki/Mountain_Dewhttp://en.wikipedia.org/wiki/AMP_Energyhttp://en.wikipedia.org/wiki/AMP_Energyhttp://en.wikipedia.org/wiki/Mountain_Dewhttp://en.wikipedia.org/wiki/Diet_Pepsihttp://en.wikipedia.org/wiki/Pepsihttp://en.wikipedia.org/wiki/Product_(business)http://en.wikipedia.org/wiki/Chief_executive_officerhttp://en.wikipedia.org/wiki/Chairpersonhttp://en.wikipedia.org/wiki/Indra_Nooyihttp://en.wikipedia.org/wiki/Purchase,_New_Yorkhttp://en.wikipedia.org/w/index.php?title=Herman_W._Lay&action=edit&redlink=1http://en.wikipedia.org/wiki/Donald_M._Kendallhttp://en.wikipedia.org/wiki/Caleb_Bradhamhttp://en.wikipedia.org/wiki/Entrepreneurhttp://en.wikipedia.org/wiki/Non-alcoholic_beveragehttp://en.wikipedia.org/wiki/Foodhttp://en.wikipedia.org/wiki/Industryhttp://www.nyse.com/about/listed/quickquote.html?ticker=pephttp://en.wikipedia.org/wiki/New_York_Stock_Exchangehttp://en.wikipedia.org/wiki/Publichttp://en.wikipedia.org/wiki/Types_of_business_entity


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Aquafina

Sierra Mist

SoBe

Starbucks Frappuccino

Lipton Iced Tea

7up

Mirinda

Izze

Tropicana Products

Copella

Naked Juice

Gatorade

Propel Fitness WaterQuaker Oats Company

Lay's

Doritos

Cheetos

Kurkure

Fritos

Rold Gold

Ruffles

Tostitos

Slice

Revenue US$44.3 billion

Operating income US$7.3 billion

Net income US$6.24 billion

Total assets US$39.8 Billion (FY 2009)

Total equity US$16.8 Billion (FY 2009)
http://en.wikipedia.org/wiki/Aquafinahttp://en.wikipedia.org/wiki/Sierra_Misthttp://en.wikipedia.org/wiki/SoBehttp://en.wikipedia.org/wiki/Starbuckshttp://en.wikipedia.org/wiki/Frappuccinohttp://en.wikipedia.org/wiki/Lipton_Iced_Teahttp://en.wikipedia.org/wiki/7uphttp://en.wikipedia.org/wiki/Mirindahttp://en.wikipedia.org/wiki/Izzehttp://en.wikipedia.org/wiki/Tropicana_Productshttp://en.wikipedia.org/wiki/Copellahttp://en.wikipedia.org/wiki/Naked_Juicehttp://en.wikipedia.org/wiki/Gatoradehttp://en.wikipedia.org/wiki/Propel_Fitness_Waterhttp://en.wikipedia.org/wiki/Quaker_Oats_Companyhttp://en.wikipedia.org/wiki/Lay%27shttp://en.wikipedia.org/wiki/Doritoshttp://en.wikipedia.org/wiki/Cheetoshttp://en.wikipedia.org/wiki/Kurkurehttp://en.wikipedia.org/wiki/Fritoshttp://en.wikipedia.org/wiki/Rold_Goldhttp://en.wikipedia.org/wiki/Ruffleshttp://en.wikipedia.org/wiki/Tostitoshttp://en.wikipedia.org/wiki/Slice_(soft_drink)http://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Earnings_before_interest_and_taxeshttp://en.wikipedia.org/wiki/Earnings_before_interest_and_taxeshttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Assethttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Ownership_equityhttp://en.wikipedia.org/wiki/Ownership_equityhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Ownership_equityhttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Assethttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Net_incomehttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Earnings_before_interest_and_taxeshttp://en.wikipedia.org/wiki/United_States_dollarhttp://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/Slice_(soft_drink)http://en.wikipedia.org/wiki/Tostitoshttp://en.wikipedia.org/wiki/Ruffleshttp://en.wikipedia.org/wiki/Rold_Goldhttp://en.wikipedia.org/wiki/Fritoshttp://en.wikipedia.org/wiki/Kurkurehttp://en.wikipedia.org/wiki/Cheetoshttp://en.wikipedia.org/wiki/Doritoshttp://en.wikipedia.org/wiki/Lay%27shttp://en.wikipedia.org/wiki/Quaker_Oats_Companyhttp://en.wikipedia.org/wiki/Propel_Fitness_Waterhttp://en.wikipedia.org/wiki/Gatoradehttp://en.wikipedia.org/wiki/Naked_Juicehttp://en.wikipedia.org/wiki/Copellahttp://en.wikipedia.org/wiki/Tropicana_Productshttp://en.wikipedia.org/wiki/Izzehttp://en.wikipedia.org/wiki/Mirindahttp://en.wikipedia.org/wiki/7uphttp://en.wikipedia.org/wiki/Lipton_Iced_Teahttp://en.wikipedia.org/wiki/Frappuccinohttp://en.wikipedia.org/wiki/Starbuckshttp://en.wikipedia.org/wiki/SoBehttp://en.wikipedia.org/wiki/Sierra_Misthttp://en.wikipedia.org/wiki/Aquafina


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PepsiCo in India

PepsiCo gained entry to India in 1988 by creating a joint venture with thePunjabgovernment-owned Punjab Agro Industrial Corporation (PAIC) and Voltas India Limited. This joint venturemarketed and sold Lehar Pepsi until 1991, when the use of foreign brands was allowed; PepsiCobought out its partners and ended the joint venture in 1994

.Others claim that firstly Pepsi was

banned from import in India, in 1970, for having refused to release the list of its ingredients andin 1993, the ban was lifted, with Pepsi arriving on the market shortly afterwards.

These controversies are a reminder of "India's sometimes acrimonious relationship with hugemultinational companies." Indeed, some argue that PepsiCo andThe Coca-Cola Companyhave"been major targets in part because they are well-known foreign companies that draw plenty of

attention."

In 2003, theCentre for Science and Environment(CSE), anon-governmental organizationinNew Delhi, said aerated waters produced by soft drinks manufacturers in India, includingmultinational giants PepsiCo and The Coca-Cola Company, containedtoxins, includinglindane,DDT,malathionandchlorpyrifospesticidesthat can contribute tocancer, a breakdown of theimmune systemand causebirth defects. Tested products includedCoke,Pepsi,7 Up,Mirinda,Fanta,Thums Up,Limca, andSprite.

Employees 203,000 (2010)

DivisionsPepsiCo Americas (PepsiCo Ameri Food, PepsiCo Americas Beverages),

PepsiCo International

Website PepsiCo.com
http://en.wikipedia.org/wiki/Punjab_(India)http://en.wikipedia.org/wiki/Punjab_(India)http://en.wikipedia.org/wiki/Punjab_(India)http://en.wikipedia.org/w/index.php?title=Punjab_Agro_Industrial_Corporation&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Voltas_India_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Lehar_Pepsi&action=edit&redlink=1http://en.wikipedia.org/wiki/The_Coca-Cola_Companyhttp://en.wikipedia.org/wiki/The_Coca-Cola_Companyhttp://en.wikipedia.org/wiki/The_Coca-Cola_Companyhttp://en.wikipedia.org/wiki/Centre_for_Science_and_Environmenthttp://en.wikipedia.org/wiki/Centre_for_Science_and_Environmenthttp://en.wikipedia.org/wiki/Centre_for_Science_and_Environmenthttp://en.wikipedia.org/wiki/Non-governmental_organizationhttp://en.wikipedia.org/wiki/Non-governmental_organizationhttp://en.wikipedia.org/wiki/Non-governmental_organizationhttp://en.wikipedia.org/wiki/Toxinshttp://en.wikipedia.org/wiki/Toxinshttp://en.wikipedia.org/wiki/Toxinshttp://en.wikipedia.org/wiki/Lindanehttp://en.wikipedia.org/wiki/Lindanehttp://en.wikipedia.org/wiki/Lindanehttp://en.wikipedia.org/wiki/DDThttp://en.wikipedia.org/wiki/DDThttp://en.wikipedia.org/wiki/Malathionhttp://en.wikipedia.org/wiki/Malathionhttp://en.wikipedia.org/wiki/Malathionhttp://en.wikipedia.org/wiki/Chlorpyrifoshttp://en.wikipedia.org/wiki/Chlorpyrifoshttp://en.wikipedia.org/wiki/Chlorpyrifoshttp://en.wikipedia.org/wiki/Pesticideshttp://en.wikipedia.org/wiki/Pesticideshttp://en.wikipedia.org/wiki/Pesticideshttp://en.wikipedia.org/wiki/Cancerhttp://en.wikipedia.org/wiki/Cancerhttp://en.wikipedia.org/wiki/Cancerhttp://en.wikipedia.org/wiki/Immune_systemhttp://en.wikipedia.org/wiki/Immune_systemhttp://en.wikipedia.org/wiki/Birth_defecthttp://en.wikipedia.org/wiki/Birth_defecthttp://en.wikipedia.org/wiki/Birth_defecthttp://en.wikipedia.org/wiki/Coca-Colahttp://en.wikipedia.org/wiki/Coca-Colahttp://en.wikipedia.org/wiki/Coca-Colahttp://en.wikipedia.org/wiki/Pepsihttp://en.wikipedia.org/wiki/Pepsihttp://en.wikipedia.org/wiki/Pepsihttp://en.wikipedia.org/wiki/7_Uphttp://en.wikipedia.org/wiki/7_Uphttp://en.wikipedia.org/wiki/7_Uphttp://en.wikipedia.org/wiki/Mirindahttp://en.wikipedia.org/wiki/Mirindahttp://en.wikipedia.org/wiki/Mirindahttp://en.wikipedia.org/wiki/Fantahttp://en.wikipedia.org/wiki/Fantahttp://en.wikipedia.org/wiki/Thums_Uphttp://en.wikipedia.org/wiki/Thums_Uphttp://en.wikipedia.org/wiki/Thums_Uphttp://en.wikipedia.org/wiki/Limcahttp://en.wikipedia.org/wiki/Limcahttp://en.wikipedia.org/wiki/Limcahttp://en.wikipedia.org/wiki/Sprite_(soft_drink)http://en.wikipedia.org/wiki/Sprite_(soft_drink)http://en.wikipedia.org/wiki/Sprite_(soft_drink)http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Division_(business)http://en.wikipedia.org/wiki/Websitehttp://www.pepsico.com/http://www.pepsico.com/http://www.pepsico.com/http://en.wikipedia.org/wiki/Websitehttp://en.wikipedia.org/wiki/Division_(business)http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Sprite_(soft_drink)http://en.wikipedia.org/wiki/Limcahttp://en.wikipedia.org/wiki/Thums_Uphttp://en.wikipedia.org/wiki/Fantahttp://en.wikipedia.org/wiki/Mirindahttp://en.wikipedia.org/wiki/7_Uphttp://en.wikipedia.org/wiki/Pepsihttp://en.wikipedia.org/wiki/Coca-Colahttp://en.wikipedia.org/wiki/Birth_defecthttp://en.wikipedia.org/wiki/Immune_systemhttp://en.wikipedia.org/wiki/Cancerhttp://en.wikipedia.org/wiki/Pesticideshttp://en.wikipedia.org/wiki/Chlorpyrifoshttp://en.wikipedia.org/wiki/Malathionhttp://en.wikipedia.org/wiki/DDThttp://en.wikipedia.org/wiki/Lindanehttp://en.wikipedia.org/wiki/Toxinshttp://en.wikipedia.org/wiki/Non-governmental_organizationhttp://en.wikipedia.org/wiki/Centre_for_Science_and_Environmenthttp://en.wikipedia.org/wiki/The_Coca-Cola_Companyhttp://en.wikipedia.org/w/index.php?title=Lehar_Pepsi&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Voltas_India_Limited&action=edit&redlink=1http://en.wikipedia.org/w/index.php?title=Punjab_Agro_Industrial_Corporation&action=edit&redlink=1http://en.wikipedia.org/wiki/Punjab_(India)


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CSE found that the Indian-produced Pepsi's soft drink products had 36 times the level ofpesticide residues permitted underEuropean Unionregulations; Coca Cola's 30 times.CSE said ithad tested the same products in the US and found no such residues. However, this was theEuropean standard for water, not for other drinks. No law bans the presence ofpesticidesindrinks in India.

The Coca-Cola Company and PepsiCo angrily denied allegations that their productsmanufactured in India contained toxin levels far above the norms permitted in the developedworld. But an Indian parliamentary committee, in 2004, backed up CSE's findings and agovernment-appointed committee, is now trying to develop the world's first pesticides standardsfor soft drinks. Coke and PepsiCo opposed the move, arguing that lab tests aren't reliable enoughto detect minute traces of pesticides in complex drinks.

As of 2005, The Coca-Cola Company and PepsiCo together hold 95% market share ofsoft-drinksales in India. PepsiCo has also been accused by the Puthusserypanchayatin thePalakkaddistrict inKerala, India, of practicing "water piracy" due to its role in exploitation ofground

waterresources resulting in scarcity of drinking water for the panchayat's residents, who havebeen pressuring the government to close down the Pepsi Co unit in the village.

In 2006, the CSE again found that soda drinks, including both Pepsi and Coca-Cola, had highlevels of pesticides in their drinks. Both PepsiCo and The Coca-Cola Company maintain thattheir drinks are safe for consumption and have publishednewspaper advertisementsthat saypesticide levels in their products are less than those in other foods such as tea, fruit and dairyproducts.

In the Indian state ofKerala, sale and production of Pepsi-Cola, along with other soft drinks,was banned by the state government in 2006, but this was reversed by theKerala High Court

merely a month later. Five other Indian states have announced partial bans on the drinks inschools, colleges and hospitals.
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Indra Nooyi Appointed As Pepsico CEO

Indra K Nooyi is all set to lead American cola giant PepsiCo with the board of the food and

beverage multinational on Monday electing the 50-year-old corporate wizard as the CEO to

succeed Steve Reinemund from October 1, 2006.

Putting a stamp of approval on her 12-year stint with the corporation, the Pepsico Board said in a

statement: "We are exceedingly fortunate to have a leader of Indra's calibre, vision and

experience to take the helm. She has been instrumental to PepsiCo's solid direction and ongoing

success and has the complete endorsement and support of the board."

Known to often attend PepsiCo events wearing a sari, Nooyi joined the $33-billion F&B giant in

1994 and has served as president and CFO since 2001, when she was also named to PepsiCo's

board of directors. As the fifth CEO in PepsiCo's 41-year history, she brings vast and unique

skills to the job.

Reinemund, who will continue in the corporation as executive chairman and member of the

Board till his retirement till May 2007, said, "Indra's record of transforming PepsiCo speaks for

itself, and she has been an invaluable partner and ally throughout my time as CEO".On his part,

Reinemund, who has been with PepsiCo for 22 years, described it as "the toughest and easiest

decision of my life.""After 22 years with PepsiCo, more than five of them as chairman and CEO,


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I have decided that my family is entitled to more time from me than the responsibilities and

obligations of continuing as PepsiCo's CEO requires and deserves," he said.PepsiCo said Nooyi's

current responsibilities will be divided between two of the company's veterans. While Richard

Goodman, 57, who is currently CFO of PepsiCo International, will assume the position of CFO

for the corporation, Hugh F Johnston, 44, currently Senior VP, Transformation, has been

promoted to the newly- created position of executive vice president, operations, and will add

global procurement and IT to his responsibilities.

PepsiCo said Nooyi has directed the company's global strategy for over a decade and was the

primary architect of its restructuring, including the divestiture of its restaurants into the success

Brands, Inc., the spin-off and public offering of company-owned bottling operations into anchor

bottler Pepsi Bottling Group, acquiring Tropicana, and the merger with Quaker Oats that broughtthe vital Quaker and Gatorade businesses to PepsiCo.Recently, Nooyi has been driving critical

cross-business initiatives to enhance operations and enable PepsiCo meet the changing needs of

consumers and retailers, the company said.Speaking on behalf of PepsiCo's board of directors,

presiding Director Robert E Allen said: "We have seen first hand the difference that Indra has

made on the business andthe people, and we look forward to working even more closely with her

to usher in the next generation of dramatic growth and advancement that has been a hallmark of

PepsiCo since its founding."

On her part, Nooyi described her elevation as a humbling experience. "I am humbled by the

opportunity to lead PepsiCo, and profoundly grateful to follow in the footsteps of Steve

Reinemund, Roger Enrico, Wayne Calloway and Don Kendall".

"Steve has steered the company to a strong and enviable position, and he will be a continuing

source of wisdom and perspective. I am equally fortunate to have amazing partners, not only on

the board and executive team, but in the 1,57,000 bright, talented colleagues around the world

who deliver the results every day and are as committed as I am to continue capturing every

growth opportunity," Nooyi said.

As CEO, Nooyi's leadership team of direct reports will include the company's division chiefs -

Michael D. White, PepsiCo vice chairman and chairman and CEO of PepsiCoInternational, who


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is also a member of the board of directors; Albert P Carey, President and CEO of Frito-Lay

North America; John C Compton, President and CEO of Quaker-Tropicana- Gatorade; Thomas

Greco, President of PepsiCo Sales; and Dawn Hudson, President and CEO of Pepsi-Cola North

Americ."

DIFFERENT BRANDS OF PEPSI

PepsiCo nourishes consumers with a range of products from tasty treats to healthy eats that

deliver enjoyment, nutrition, convenience as well as affordability.

Beverages

PepsiCo Indias expansive portfolio includes iconic refreshment beverages Pepsi, 7 UP,

Nimbooz, Mirinda and Mountain Dew, in addition to low calorie options such as Diet Pepsi,

hydrating and nutritional beverages such as Aquafina drinking water, isotonic sports drinks -


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Gatorade, Tropicana100% fruit juices, and juice based drinksTropicana Nectars, Tropicana

Twister and Slice. Local brandsLehar Evervess Soda, Dukes Lemonade and Mangola add to

the diverse range of brands.

Foods

PepsiCos food division, Frito-Lay, is the leader in the branded salty snack market and all Frito

Lay products are free of trans-fat and MSG. It manufactures Lays Potato Chips, Cheetos

extruded snacks, Uncle Chipps and traditional snacks under the Kurkure and Lehar brands. The

companys high fibre breakfast cereal, Quaker Oats, and low fat and roasted snack options

enhance the healthful choices available to consumers. Frito Lays core products, Lays, Kurkure,

Uncle Chipps and Cheetos are cooked in Rice Bran Oil to significantly reduce saturated fats and

all of its products contain voluntary nutritional labeling on their packets.


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The Pepsi Process

Despite being a global brand, Pepsi has built its success on meeting the Indian consumers needs,

particularly in terms of making the brand synchronize with localized events and traditions.

Instead of harping on its global lineage, ergo, it tries to plug into ethnic festivals, use the

vernacular indifferent part of the country, and blend into the local fabric. Pepsi is using both

national campaigns-such as the Drink Pepsi, Get Stuff scheme, which offers large discounts on

other products to Pepsi-buyers as well as local.

EMPOWERMENT

The Pepsi Process: Once of the strongest weapons in Pepsis armory is the flexibility it has

empowered its people with. Every manager and salesperson has the authority to take whatever

steps he, or she, feels will make consumers aware of the brand and increase its consumption.


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PEPSICO IN JAMMU

COMPANY PROFILE

PEPSI BOTTELING PLANT IN JAMMU (J&K)

Name of the unit

JAI BEVERAGES PVT. LTD. (PEPSI GROUP)

Location/Address of the unit

Sidco Industrial Complex, Ismailpur Road

Bari Brahmana, Jammu-181133

Phone:01923-20284,21384

Fax: 01923-20183,20184

e-mail:[email protected]

website:www.jaibeverages.com

Regd.office: 52, Janpath New Delhi-110001

Phone :011-3321098335325


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JAI FOOD BEVERAGES LTD

Jai beverages was born in 1999 as a pepsi India franchisee in Jammu .The unit was established

with an initial investment of approx.US$ 6.4 million .The plant boasts of ultra modern facilitiesat the plant .The state and especially the economy of the region have witnessed an upsurge since

the inception of the plant .The unit has already contributed to over 650 direct and indirect

employment opportunities in the state and the number is growing steadily overtime .The unit has

thus significantly affected the level of industrialization of the state.

The year was 1999 and pepsi company in India was very eager to improve its

extremely poor market share (less than 3%) in the state of Jammu and Kashmir .That was when it

approached the soft drink maestros of India-the Jaipuria family, and Mr. Jaipuria in particular,

for starting a plant in J&K. In spite of all odds ,the non-inductive climate in the state for a new

business venture, he took a bold step and went ahead with accepting the challenge and taking the

franchise in the name of his elder son- Mr. Anurag Jaipuria , and Jai Beverages Pvt. Ltd

From the day of the decision, to this day in 2001, there has been no looking back. In

this short span time, the company has been formed, sprawling compound of erstwhile M/S

Hindustan Ltd. Taken over from a supportive SIDCO, a prestigious unit in J&K, after an initial

investment of rupees 27.1 crores, has been established with full backing of the ministry of

industries (J&K government) and an ultra modern plant in full swing. The boiler used is oil-fired,

with a 33m high chimney and an effluent treatment plant which releases all the effluent water

after full treatment at very reasonable and much under the pollution boards maximum

acceptable BOD and COD levels, In fact, work in on to stop all the treated effluent from going

out and instead to utilize this water internally for horticulture. In other words, the water is being

put back into the earth to retain the water table .Further, work has been done to grow more trees

within the premises, in line with the universal endeavour of making the earth green.

With the coming of this prestigious plant, there has been upsurge in the economy ofthe people of the area, in particular and the state in general. The direct and indirect employment

generated by the unit has already surpassed a figure of 650,and is growing steadily. The excise

deposited to the government exchequer has already crossed an amount of Rs. 361 lacs and is

again growing .The once semi deserted main road for the industrial complex has become very

busy and would soon be required to be widened.`


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Companys logo :

This logo of Jaipuria group of companies was unveiled by Mr. C.K Jaipuria, in thepresence of Mr. Anuran Japery, Mr. Rehirans Jaipuria & all the senior managers of this group on

7th

of Dec.2005 at Jai Beverages Pvt. Ltd. Jammu.

Now at present, Mr. Anurag Jaipuia is the owner of this Company.

Companys Vision :

Lets Grow Together

Companys Missionat JBPL :

Will accomplish Rs.1,650 Crore turnover with a PAT of 10% by 2010,across diverse business

interests by:-

Placing jaipuria groups brands amongst the top 5 in the country. Treating our employees as an asset.


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Providing best quality products & services. Enhancing all stake holders value. Protecting environment and being sensitive to all natural resources.

INTRODUCTION TO THE PRODUCT SOFT DRINK :

Soft drinks can trace their history back to the mineral water found in nature springs.

Bathing in natural springs has ling been consider a healthy thing to do and mineral water was

said to have curative powers. Scientists soon discovered that gas carbonium or carbon dioxide

was behind in natural mineral water.

The first marketed soft drinks (noncarbonated) appeared in the 17th century. They water

made from water and lemon juice sweetened with honey. In 1676, the comparing de lemonades

of Paris was granted a monopoly for the sale of lemonade soft drinks. Vendors would carry tanks

of lemonade on their backs and dispensed cups of the soft drink to the thirsty Parisians.

In 1767, an Englishman, Dr. Joseph priestly, created the drinkable manmade glass of

carbonated water. Three years later, the Swedish chemist Torbern Bergman invented a

generating apparatus that made carbonated water from chalk by the use of sulfuric acid.

Bergmans apparatus allowed imitation mineral water to be produced in large amounts.


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In 1810, the first us plant was issued for the means of mass manufacture of imitation

mineral water to Simons and Rundell of Charleston, South Carolina. Carbonated beverages did

not achieve great popularity in America unit 1832, when John Mathews mass manufactured his

apparatus for sale to others.

The drinking of either natural of artificial mineral water was considered a healthy practice.American pharmacists. Who were selling most of the mineral water started to add medicinal and

other flavorful herbs to the unflavored beverage example, birch bark dandelion, sarsaparilla and

fruit extracts. The early drugs stores with their soda fountains become a popular part of America

culture. Customer wanted to take drinks with them and the soft drink bottling industry grew from

the customer demand.

Over 1500 US patents were filled either for a cork, cap or lid for the carbonated drink

bottle tops. The bottle tops were under a lot of pressure from the gas. Inventors were trying to

find the best way to prevent the carbon dioxide (bubbles) from escaping. In 1892, Willam

painter, a Baltimore machine stop operator, machine stop operator patented the crown corkbottle seal. It was the first very successful method of keeping the bubbles in the bottle.

In 1899, the first patent was issued for a glass-bowing machine for the automatic

production of glass bottles, earlier glass bottles had all been hand blow. Four years later, the

mew bottle-blowing machine was in operation. The inventor, Michel J Owens, an employee of

Libby Glass Company, first operated it. Within a few years, glass bottle production increased

from 1500 bottle a day to 57000 bottles a day.


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ABOUT THE SOFT DRINK :

WHATS IN SOFT DRINK?

Soft drink has been part of American lifestyle for more than 100 years. Many of

todays soft drinks are the same as the first ones enjoyed in the 1800s. Soft drink

production begins with creation of flavored syrup using a closely guarded company

recipe. The syrup is mixed with purified water and then carbonated by adding carbon

dioxide gas under pressure. This carbonation creates the tingle fizz that gives soft

drinks a refreshing taste.

Now for a closer look at soft drink ingredients

Like other foods, the ingredients that are used in making soft drink are approved and

closely regulated by the US Food and Drug Administration (FDA). All the ingredients

used in soft drinks are found in a variety of other foods.

WATER

Soft drink production starts with a pure source of water. Regular soft drink

contains 90% water while diet soft drink contains up to 99% water Drinking water

contains trace amount of various elements that affect its taste. You have probably noticed

that top differ in carious regions of the county. Bottler use sophisticate filtering and other

treatment equipments to remove any residual impurities and to standardize the water used


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to make soft drinks. Thats why your favorite soft drink tastes the name in New York as it

dies in India.

CARBON DIOXIDE

A colorless and odorless gas, carbon dioxide is the essential characterizing ingredient in

all carbonated beverages. It is given off when we breathe and is used by the plants to

product oxygen.

When dissolved in water, carbon dioxide imparts taste. For that reason natural

sources of carbonated. Of effervescent, mineral water were once highly prized. These

rare mineral water were once also believed to have beneficial medicinal properties.

Efforts to make and sell artificial mineral water underway Europe and US by 1800.

It was the innovative step of adding flavors to these popular soda water that gave

birth to the soft drink beverages we enjoy today. In these days of soft drink

manufacturing, carbon dioxide was made from sodium salts. This is why carbonated

beverages were called, sodas or soda water.

Today bottlers buy pure carbon dioxide as a compressed gas in the high-pressure

cylinders. Carbon dioxide gas is absorbed into flavored soft drink in a carbonator

machine just before the container is sealed. While under pressure and chilled, soft drink

may absorb up to four times the beverage volume of carbon dioxide.

FLAVORS

One of the most important ingredients in the soft drinks is flavoring. Most soft

drink bottles mix many individual flavors to create distinctive tastes. Natural flavors in

the soft drink come from spices, natural extracts and oils. Fruit flavored soft drink such

as orange and lemon-lime often contains natural fruit extracts. Other flavors such as root

beer and ginger are contain flavoring made from herbs and spices.

There are also some artificial or man made flavoring used in soft drinks. Nature does

not produce enough of some flavors to satisfy world demand. Also some flavors are

limited geographically and seasonally.


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COLORS

Many people do not realize important color is to taste perception. Color affects

our psychological impression of food. If you dont believe it. Try eating a familiar food

in the dark. The color used in the food and beverages comes both from natural and

synthetic sources.

CAFFEINE

Caffeine is substance that occurs naturally in more than 60 plants including coffee

beans, tealeaves, kola nuts and cocoa beans. In some cases, small amounts of caffeine are

added to soft drinks as a part of the flavor profile. The amount of caffeine in soft drinks is

only a fraction of that found in an equal amount of coffee or tea.

Caffeine has a classic bitter taste that enhances other flavors. It has been part of

almost every cola and pepper type beverage since they were first formulated more than100 years ago and has been enjoyed in coffee, tea and chocolate beverages for centuries.

Even though some people feel the effects of caffeine are harmful, scientific

research has refused these claims. The ling history of caffeines use confirms that it is

safe when consumed in moderation. For people who wish to restrict their caffeine intake,

many caffeine free soft drinks are available.

ACIDULANTS

Similar to fruit juices and many other food products, most drinks are slightly

acidic. Acidulates add a pleasant tartness to soft drinks for one or two common food

acidulates (phosphoric acid and citric acid) occasionally; other acidulates such as malice

acid is also used.

PRESERVATIVE

Soft drinks do not normally get spoiled because of their acidity and carbonation.

However, storage conditions and storage tome can sometimes impact taste and flavor. For

this reason some vs. contains small amounts of preservatives that are commonly used in

many foods.

POTASSIUM

Potassium is another essential nutrients found in many natural and man made food

ingredient like sodium, potassium exists naturally in drinking water and therefore, in soft


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drinks. Small amount of potassium are also found in some of the flavoring agents and

other ingredients used in soft drinks.

SODIUM

Because the name soda pop and soda water were associated with early soft

drinks. Many people falsely believe that carbonated beverages contains significant

amount of sodium. That is true.

Sodium, the name form of various salts, is present in many natural and man made

compounds. It is an essential nutrient responsible for regulating and transferring body

fluids. As well as other important body functions. Although an adequate daily intake of

sodium is necessary for good health, excessive consumption has been to high blood

pressure in some people.

SWEETENERS

Used in Non-diet soft drinks . Most regular (non-diet) soft drinks are sweetened with

either sucrose or high fructose corn syrup, (HFCS). A mixture of these sweeteners many

also be used. Sucrose, the familiar sweetener in your sugar bowl, cines firm sugarcane

or sugar beets.

HOW SOFT DRINKS ARE MADE?

START WITH PURE WATER!

Soft drinks begin with purified water (much clearer than the tap water you drink at home).

The soft drink manufacturer filters tap water through fine, clean sand and gravel to get rid of any

undissolved impurities that may pass through the finished drink and ensures that the water does

not contain any unwanted particles.

ADD THE FLAVOUR

Once the water is purified, flavourings are added. These are prepared from natural and

nature identical sources and are added to a mixture of sugar and purified water to make a syrup.

This forms the soft drink base.


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5- 7 UP

6- MOUTAIN DEW

7- SLICE

Punch lines (Pepsi cola jingles):-

Further year:-

Pepsi! Yeh Payas Hai Badi

Yeh Dil Mange More .Aahaa!

Yeh Hai Youngistan Meri Jaan

Current year:-

Pepsiiii.Change The Game

This plant has started in year 2000 & since then achieved lot many mile

stones:

Quality gold in year-2000-2001 (it was first time in 100 years of Pepsis existence thatany plant taken gold in its first years of operation)

Quality gold-2001-02. We repeated history in second year also. Ring of honor (sales prestigious award):- our sales head Mr. Naginder Razdan achieved

this award in year2004-05 & 2005-06 again.


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Mr. Smi butt sales manager for Kashmir valley nominate this year for Asia ring ofhonor.

Quality gold in year-2000-2001 (it was first time in 100 years of Pepsis existence thatany plant taken gold in its first years of Operation).

Quality gold-2001-02. We repeated history in second year also. Ring of honor (sales prestigious award):- our sales head Mr.Naginder Razdan achieved

this award in year2004-05 & 2005-06 again.

ORGANISATION CHART OF JAI BEVERAGES PVT. LTD

M.D

EXEC VP

VP OPS VP HR GM FIN HOS

Production

Quality

Engineers

Store

HR/IR/ADMN

Shipping

Local Legal

Matters

Statutory

Accounts

Finance

Direct/Indirect

Taxation

Statutory

Sales

Marketing

Liaison


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PRODUCT PROFILE OF THE ORGANIZATION

Pepsi Products available on the Highway

PEPSI The flagship product and the best tasting beverage

DIET PEPSI Great Taste, with only Calories.

7UP Great Taste.

MOUNTAIN DEW Crystal clear and Refreshing.

MIRINDA ORANGE Fruit drink with Orange taste.


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MIRINDA LEMON Fruit drink with lemon taste.

SLICE Bold mango taste.

AQUAFINA packaged drinking Water.

MARKETING MIX OF PEPSI

1). PRODUCTS :-

PEPSI. 7UP. MOUNTAIN DEW. MIRINDA (ORANGE). LEMONY BIITE. SLICE. AQUAFINA. LEHAR SODA. Nimbooz

2). PACKAGING AVAILABLE:-

2 LITRE (PET). 1.5 litre 1.2 LITRE (PET). I LITRE (PET). 600 ML (PET).


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330 ML CAN. 200 ML (RGB). TETRA PACK (ONLY SLICE).

3). PRICE:-

Price is governed by many factors like cost, Govt. Excise, Sales Tax and Market. Here priceis at with the competitors.

4). PROMOTION :-

Promotion is the aspect of selling and advertising or communicating the benefit ofthe product or service. To the consumers, as the market segment involved in order to persuadethem to purchase such product or service.

For Promotion Pepsico changes its Logos, Punchlines etc year after year & for the Promotion oftheir Products Pepsico uses number of Celebrities in their Adverisements.


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INTRODUCTION TO TOPIC


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PPEERRFFOORRMMAANNCCEEAAPPPPRRAAIISSAALLAccording to Dale Yoder, Performance Appraisal includes all formal

procedures used to evaluate personalities and contributions and potentials of the

members in a working organization. It

is a continuous process to secure

information necessary for making

corrects and objective decisions on

employees. Appraisal and feedback

can occur informally, as when a

supervisor notices and comments on a

good or poor performance, incident. A

more formal method is the structured

annual performance review in which a

supervisor assesses each employees performance using some official appraisal

producer. Larger organization tend to use both formal and informal methods, where as

many smaller organization use only informal supervisory feedback.

Performance appraisal is the function around which all the activities of human

resources management resolve. Performance appraisal is a process of evaluating an

employees performances of a job in term of its requirements .The performances

Appraisal is conducted annually by the HRD Department. The immediate superior of

the person indicate the strong & weak points of individual, his training needs and

growth potential. The Company follows an open kind of appraisal system where HOD

has to discuss all the contents of the appraisal from filled out by the superior, with the


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appraise so that he can know what his performance has been in the previous year & his

shortcomings also come to his notice which he tries to eliminate. The filled up form is

sent to HRD Department which makes its own assessment

through the form.

Once the appraisal form is complete, then

increment form is issued & each department is

asked to give its recommendations for increments.

Based on the appraisal form each individual is graded into

following categories:

A) ExcellentB) Very GoodC) GoodD) SatisfactoryE) Average MMOODDEERRNNAAPPPPRRAAIISSAALLPerformance appraisal may be defined as a structured formal interaction between a

subordinate and supervisor, that usually takes the form of a periodic interview (annual

or semi-annual), in which the work performance of the subordinate is examined and

discussed, with a view to identifying weaknesses and strengths as well as opportunities

for improvement and skills development.

In many organizations - but not all - appraisal results are used, either directly or

indirectly, to help determine reward outcomes. That is, the appraisal results are used to


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identify the better performing employees who should get the majority of available merit

pay increases, bonuses, and promotions.

By the same token, appraisal results are used to identify the poorer performers who may

require some form of counseling, or in extreme cases, demotion, dismissal or decreases

in pay. (Organizations need to be aware of laws in their country that might restrict their

capacity to dismiss employees or decrease pay.)

Whether this is an appropriate use of performance appraisal - the assignment and

justification of rewards and penalties - is a very uncertain and contentious matter.

EEXXEECCUUTTIIVVEESSUUMMMMAARRYYPerformance Appraisal means systematic evaluation of the personality and performance

of each employee by his supervisor some other person trained in the technique of merit

rating. It was found that most of the people in the company are not aware about the

main objectives of Performance Appraisal i.e., the development of employees. They just

have information that it is somehow related to their increments .Some employees dont

know this also. The top management people are of the view that HRD is important but

not urgent .Developing an HRD system need commitment from all. The other reason is

that is only 4-5 years back that they have started the HRD system. The other thing

which I find the company is that almost 70% people are ready to cooperate with HRD

department, provided they implement the system properly.


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FFUUNNCCTTIIOONNSS OOFFPPEERRFFOORRMMAANNCCEEAAPPPPRRAAIISSAALLFormal performances appraisal can be used for many purposes. Developmental uses of

appraisal focus on improving employees future performance and career advancement.

Administrative uses of appraisal include

decision making about merit raises and

promotion is also use

administration for personnel

research such as test validation or

training evaluation.

EMPLOYEE DEVELOPMENT TOOL.Performance appraisal can be used in several ways to encourage employee

development. It plays a role in reinforcing and determining career goals and training

needs.

REINFORCING &SUSTAINING PERFORMANCE.Using performance appraisal as an employee development tools can place the

supervisor in a supportive reinforcing role .By providing feedback on past performance,

a supervisor can encourage employees to sustain good behavior. Praise can augment

any financial reward that the employee may receive.


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IMPROVING PERFORMANCE.The supervisor ca use performance appraisal data to suggest ways in which employees

might perform better in future. The supervisor can point out strengths and weakness and

help employees identify more effective ways to accomplish important tasks.

DETERMINE CAREER PROGRESSION GOALS.The performance appraisal session gives the supervisor and employee an opportunity to

discuss the employees long term career goals and plans. The supervisor can advise the

employee on the steps to take to reach these goals. As a result, the employee may

become more highly motivated to perform well in his or her present position since it is

seen as a necessary step an ultimate goal.

DETERMINING TRAINING NEEDS.Performance appraisal can determine needs of individual employee. If an employee is

not performing up to expectation, training may enable him or her to corrupt any skill or

knowledge deficiencies.

PERFORMANCE EVALUATION AS AN ADMINISTRATION TOOL.Besides their use in employee development, performance appraisal also plays a role in

administration decision making. Performance appraisal is used in linking rewards to

performance and in evaluation the effectiveness of human resource policies and

practices.


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EVALUATION OF HRMPOLICIES &PROGRAMS.Performance appraisal data can also be used to evaluate the effectiveness of human

resource management programs.

RREEQQUUIIRREEMMEENNTTSSOOFFSSOOUUNNDDAAPPPPRRAAIISSAALLSSYYSSTTEEMM The appraisal should be simple to operate and easy to understand. The performance appraisal system should be performance based fair, just and

equitable.

The employees should be made aware of the performance in terms of goals,targets and behavior.

The appraisal plan should be designed in consultation with the subordinates. The appraisal system should be opened and participative. The appraisal system should be valid and reliable.

PPUURRPPOOSSEEOOFFPPEERRFFOORRMMAANNCCEEAAPPPPRRAAIISSAALLSSYYSSTTEEMM It helps to achieve organization task through guided efforts of individual. It provides data for evolving development plans for individuals. It provides inputs for decision on transfer and promotion. It enables clarification of expectations between superior and subordinates. Effective performance appraisal systems contain two basic systems operating in

conjunction: an evaluation system and a feedback system.


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The main aim of the evaluation system is to identify the performance gap (if any).This gap is the shortfall that occurs when performance does not meet the standard

set by the organization as acceptable.

The main aim of the feedback system is to inform the employee about the qualityof his or her performance. (However, the information flow is not exclusively one

way. The appraiser also receives feedback from the employee about job problems,

etc.)

One of the best ways to appreciate the purposes of performance appraisal is to lookat it from the different viewpoints of the main stakeholders: the employee and the

organization.

AAPPPPRRAAIISSAALLMMEETTHHOODDSSThere are two different types of performance appraisal methods:

TRADITIONAL METHODS Essay /Unstructured Appraisal. Straight Ranking Method. Paired Comparison. Critical Incident Methods. Field Review Method. Checklist Method. Graphic Rating Scale. Forced Distribution.


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MODERN METHODS Management by objective. Assessment Centers. 360 Degree performance Appraisal. Human Assets accounting methods. Score card.


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CHAPTER

OBJECTIVES


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To study the various performance appraisal techniques adopted in Pepsi foremployee satisfaction.

To know about the shortcoming of performance appraisal system.

To study what is performance appraisal and why organization needs it.

To study the different ways of performance appraisal. To study traditional and negotiable performance appraisal methods.


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CHAPTER 5

DATA ANALYSIS & INTERPRETATION


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1. Performance appraisal techniques employed in Pepsi is fair & equitable.

INTERPRETATION: It shows that 25% of employees are agreeing that the performance

appraisal techniques employed in Pepsi are fair & equitable. 23% disagree, 44%

partially agree, 8% completely disagree, 0% neither agree nor disagree.

Series10

5

10

15

2025

30

35

40

45

1 2 3 4 5

2523

44

8

0

% of Employees

Response % of Employees

Agree 25

Disagree 23

Partially Agree 44

Completely Disagree 8

Neither Agree nor Disagree 0


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2. Performance appraisal techniques employed in Pepsi should be more

elaborative.

INTERPRETATION: It shows that out of 100 employee,8% of employee are agree that

the performance appraisal technique in J&K should be more elaborative, 13% disagree,

3% partially agree, 9% completely agree, 67 % neither agree or disagree.

0

10

20

30

40

50

60

70

1 2 3 4 5

813

39

67


Agree 8

Disagree 13

Partially agree 3

Completely disagree 9

Neither agree nor disagree 67


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3. Performance appraisal technique should be conducted half yearly rather

annually.


Agree 20

Disagree 21

Partially agree 0



INTERPRETATION: It shows that out of 100 employees, 20 % of the employee agrees

that performance appraisal technique should be conducted half yearly rather

annually.21% disagree, 0% partially agree, 50% neither agree nor disagree.

0

10

20

30

40

50

12

34

5

20

21

0

9

50

% of Employees


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4. Performance appraisal techniques are considered as a vital tool & source of

motivation of employees.


Agree 30

Disagree 10

Partially agree 8



INTERPRETATION: It shows that out of 100 employees 30 % of the employee agrees

that performance appraisal technique as a vital source & motivation of employees, 10%

disagree, 8% partially, 2% completely disagree, and 50 % neither agree nor disagree.

0

30

10

82

50

Response

Agree

Disagree

Partially agree

Completely disagree

Neither agree nor disagree


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6. Performance appraisal techniques help in evaluating the effectiveness of HR

policies & procedures.


Agree 17

Disagree 6

Partially agree 13



INTERPRETATION: It shows that out of 100 employees, 17 % agree, that performance

appraisal technique helps in evaluating the effectiveness of HR policies &

procedures,13% partially agree, 44% completely disagree, 20% neither agree nor

disagree.

0

5

10

15

20

25

30

35

40

45

1 2 3 4 5

17

6

13

44

20


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7. Performance appraisal techniques give the employees an opportunity to

discuss long term career goals and plans with superiors.


Agree 37

Disagree 30

Partially agree 17



INTERPRETATION: It shows that out of 100 employees, 37% of the employee agree

that performance appraisal techniques give an opportunity to discuss long term career

goals & plans with superiors, 5 % neither agree nor disagree, 17% partially agree. 11%

completely disagree, 30% disagree.

1 2 3 4 5

37

30

17

11

5

% of Employees


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8. Performance appraisal techniques increase the effectiveness with which the

individual performs the job.

INTERPRETATION: It shows that out of 100 employees, 37% agree that performance

appraisal technique increases the effectiveness with which individual performs the job,

30%disagree, 17% partially agree, 11% completely disagree, 5% neither agree nor

disagree.

12

34

5

11

30

17

37

5

% of Employees



Disagree 30

Partially agree 17

Agree 37



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10. Performance appraisal techniques should be employed only at the time of

promotion.


Agree 12

Disagree 15

partially agree 2

completely disagree 16

neither agree or disagree 55

.

INTERPRETATION: It shows that out of 100 employees, 12% of employee agrees that

the performance appraisal technique should be employed at the time of promotion, 2%

partially agree, 16% completely disagree, 55% neither agree nor disagree

0

20

40

60

12

34

5

12 15

216

55

% of Employees


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11. The result of Performance appraisal techniques must be used for taking

important personnel decision such as trainings, transfers etc.


Agree 4

Disagree 15

Partially agree 13



INTERPRETATION:It shows that out of 100 employee, 4 of the employee agree that the

performance appraisal techniques must be used for taking important personnel decisions

such as transfers, training etc. 15% disagree, 13% partially agree, 4% completely

disagree, 64% neither agree nor disagree.

1

4%

2

15%

3

13%

4

4%

5

64%

Employees %


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12. An open discussion should be conducted between the superiors &

subordinates after the performance appraisals.


Agree 15

Disagree 5

partially agree 4



INTERPRETATION: It shows that out of 100 employees, 15 % agree that an open

discussion should be conducted between superiors & subordinates after the

performance appraisal, 5%disagree, 4%partially agree, 6%completely disagree,

70%neither agree nor disagree.

15

5 46

70

-10

0

10

20

30

40

50

60

70

80

0 1 2 3 4 5 6


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13. Interpersonal relations lead to biased performance appraisals.Response % of Employees

Agree 6

Disagree 16

partially agree 2


neither agree nor disagree 62

.

INTERPRETATION: It shows that 6% of the employee agrees that interpersonal relations

lead to biased performance appraisal, 16 disagree, 2%partially agree, 14% completely

disagree, 62% neither agree nor disagree

12

34

5

6

16

2

14

62

% of Employees


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14. The Performance appraisal techniques employed in Pepsi are excellent.

INTERPRETATION: It shows that out of 100 employees. 55% of the employees show

that the performance appraisal technique employed in Pepsi are excellent, 7% very

good, 14% satisfactory, 24 % average.


Excellent 55

Very good 7

Satisfactory 14

Average 24

0

10

20

30

40

50

60

1 2 3 4

55

7

14

24


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CHAPTER 6

FINDINGS & RECOMMENDATIONS


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FINDINGS

A circular containing the information about the performance appraisal techniquewerent circulated among the employees.

Majority of the employees in the Pepsi Ltd. anted the Performance Appraisalform to be biased performance appraisal.

Performance appraisal procedure increases the effectiveness with which anindividual performs the job.

An open discussion/ feedback session wasnt conducted b/w the superiors andsubordinates after the performance appraisal.


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CHAPTER 7

LIMITATIONS


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LIMITATIONS

The study has been completed during a short period of less than One monthswhich is not enough to gain all the practical knowledge and awareness about

organization and its management. Lack of time was one of the limitations. Because of which all the employees

werent able to fill the questionnaires.

Some of the employees were not giving their views openly. So. Personal biasnessmay prevail.


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CHAPTER 8

CONCLUSION


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Performance Appraisal is the definite guide for todays competitive businesses enterprise. It is

yardstick that would measure the contribution of an organization. Improved measurement of

human resources plays a vital role in linking human resource initiative to business strategies for

significantly increasing the values.

Values and belief that are present in Performance Appraisal System/It should be communicated

right from day on through books, handouts. Time should be spent on future aspect rather than

past by preparing carefully selected defined recorded targets.

Targets should be challenging as well as achievable goals, which are beyond the scope of

employees should be selected. Goals, which are mess with group goals and organizational goals,

should be selected. Employees should be in position to influence the outcomes.


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BIBLIOGRAPHY


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BIBLIOGRAPHY

www.google.com

www.wikipedi.org

www.hindustantimes.com

www.pepsi.in

www.wikipedia.com

BOOKS

Research Methodology C Kothari

HRM Shashi K Gupta

Principles And Practices Of Management C.B Gupta

Human Resource Development Santhosh & Sachin
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ANNEXURE


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QUESTIONNAIRE

The contents of this questionnaire are only for academic purposes & information

provided by you will be strictly kept confidential.

So, kindly fill this questionnaire.

1) Name: -2) Age: -3) Gender: - Male / Female: -4) Address : -5) Contact No : -

1. Performance appraisal techniques employed in Pepsi are a fair & equitablea) Agree b)Disagreec) Partially agree d) completely disagree

e) Neither agrees nor disagrees

2. Performance appraisal techniques employed in Pepsi should be more elaborative.

a) Agree b) Disagree

c) Partially Agree d) completely disagree


3. Performance appraisal techniques should be conducted half yearly rather than

annually-


c) Partially agree d) completely disagree


4. Performance appraisal techniques are considered as a vital tool and source of

motivation of employees-


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d) Partially agree d) completely disagree


5. Performance appraisal techniques used in the organization convey the message the

men are valued-


c) Partially agree d) completely Disagree


6. Performance appraisal techniques help in evaluating the effectiveness of HR policies

and procedures-



e) Neither agree or nor disagree

7. Performance appraisal techniques help in making superior subordinates relationship-


C) Partially agree d) completely disagree



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8. Performance appraisal techniques give the employees an opportunity to discuss long

term career goals and plans with the superiors-



e) Neither agrees nor disagrees.

9. Performance appraisal techniques increases the effectiveness with which the

individual performs the job-


c) Partially d) completely disagree


11. Performance appraisal techniques should be employed only at the time of promotion-




12. The result of Performance appraisal techniques must be used for taking important

personnel decisions such as trainings, transfers, etc.





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13. An open discussion should be conducted between the superiors & subordinates after

the performance appraisals-




14. Interpersonal relations lead to biased performance appraisals-




15. The performance appraisal techniques employed in Pepsi are-

a) Excellent b) very good

c) Satisfactory e) Average

Documents

Pepsi Performance