Coca-Cola Performance Appraisal

Firstly, the author introduces the history of the Coca-Cola; and how the brand is successfully developing into the most popular brand and ruling the soft drink world by outstanding products, good leadership, correct strategic decisions, completely distribution system, significant culture accomplishment, impressive marketing campaigns and publicities. But, they also had several problems in the 70s, which result in losing the market position at retail. At the same time, Pepsi, as the main competitor of Coca-Cola, started to make inroads by successfully launching the “Pepsi Generation” and “Pepsi Challenge”. Those kinds of efforts led to a rapid increase in Pepsi market share and strongly hit the brand image of Coca-Cola. Because of the severe situation, the leaders of Coca-Cola decided to change the formula of old Coke with marketing research supporting. So, the New Coke with a smoother and sweeter taste had been launched in April 1985. But out of expected, after launching the new taste soon, many customers boycotted the New Coke, and the market share of the company still decline. The company had to re-launch classic

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

For subject, it can balance a distribution of the rating of performance appraisal in statistically; moreover, rater can make comparison of employee’s performance with the same position for set up their salary range if running pay-for-performance system in organization. But oppositely, it has no standard criteria for rater to score with difficult to make employee comparability, because it affected by the job nature whether sufficiently similar in same criteria and relies on rater’s knowledge and perception.

This paper will discuss will discuss rating system that judge employees on job performance. The rating systems that will discuss in this paper are the following: forced-ranking, absolute-rating and relative-rating system. The author will discuss weather forced ranking is a good performance management system, the different between the absolute-rating and relative-rating systems, an what would the author rely on as a rating system and can a absolute-rating system be devise that would guarantee differentiation among workers,

I choose this company, because I can find many information about Coca-Coa which are usable for these tasks. It’s also an interesting company for me, because I want to know how this company became a multinational company. What are their mission to stay strong against the other competitors. In this report you read the story about Coc- Cola company, about the start the formula, the bottle and the branche that they have today. In my report I will start with the story about Coca-Cola company, about the start the formula, the bottle and the branche that they have today.

Compare and contrast the the following methods of job evaluation: Ranking, Classification , Factor comparisons, and Point Method.

The organization has an advantage of selecting the best employee since there is a criterion that is being used. The standardized measures minimize chances of selecting an employee based on biasedness by the interviewing managers. The use of the criteria for rating, therefore, minimizes chances of employee selection by nepotism, favoritism or any other kind of biases.

Forced ranking also known as the ‘stacking system’ is a performance rating system that has arguable attracted more attention over the years than any other (Smither & London 2009). While this practice has been widely used by well-known companies such as GE, Sun-Micro Systems and Hewlett-Packard (Grote 2005, cited in Smither & London 2009) it has also been the subject of significant controversy given its rejection by companies such as Xerox and PepsiCo (Olson & Davis 2003). Forced ranking is a performance rating approach synonymous with relative rating (Smither & London 2009). This implies that rather than being appraised independently against a uniform set of performance standards employees are ranked relative to peer performance and slotted into a normal distribution bell curve or a quartile distinction (Grote 2005). This would for example identify employees in the top and bottom 25 per cent (Grote 2005) and enable managers to identify the worst and best performing employees in an organisation. The use of forced ranking as a best practice people management scheme will be evaluated in the sections

Last function of management is controlling. The controlling system in Coca-Cola Company is done through intermittent reviews of managerial and salespersons performance. Towards this end, an appraisal system based on objective evaluation of whether the employee being appraised has met his or her targets forms the backbone of the controlling function in the company. Though managerial performance goes beyond evaluation of targets and their compliance as the managers typically perform other roles such as people management and strategic planning, the salespersons are appraised based on the Sales Person’s reporting system and the Sales Person’s evaluation

The essay describes the key characteristics of Coca Cola Company and how these characteristics are aligned with the organizational behavior. The motivational theories are also discussed in detail which could be useful in managing such a large workforce.

However, it is impossible to do without the constant improvement of the quality of performance of a company. This showing is comprised of a great number of various factors, however, the way in which employees perform their main duties could be taken as the most important one. That is why, the existence of an efficient and aligned organization's performance evaluation system could be taken as one of the most important factors which promote success of the company. With this in mind, the desire of the above-mentioned company to reorganize its evaluation system is quite logic and natural. First of all, it is possible to say that the fact that the system of this sort has already functioned could be taken as the great advantage of the firm as even bad evaluation system could help c company. Thus, it is obvious, that checklist of performance dimensions is not enough to determine the general level of performance of the company. Being an integral element of the organizational culture, the evaluation system playa a great role in the functioning of a company and its further development could not be achieved without it. With this in mind, the given company could be suggested to reconsider its system. First of all, it is necessary to introduce the

Under how the company must decide what different methods are available and which of these may be used for performance appraisal. Based on the comparative advantages and disadvantages it is decided which method suit the propose best.

In this project I will do a detail study of Coca Cola Company. I will study about the market value of Coca Cola and how sustainable the Coca Cola Company is for the people. I will highlight the issues which are faced by Coca Cola and describe the business cycle of the company. I will mention all the strength and capabilities of Coca Cola in coming years.

This report highlights the product coca cola and the various different ways it has achieved success in the global market. It will outline various elements relating to consumer behaviour and its implications for creating marketing strategies for this brand. This product is chosen due to its market recognition, brand identity, and market leadership. Firstly, this report briefly describes about the company and its highlighted product coca cola from various articles and the company’s website. Thereafter the report will further outline Coca cola’s market segmentation, targeting and positioning. The articles written by Demetris Vrontris and Iain Shap; and by Vendredi provided great insights over its marketing strategies of Coca Cola. Observational research was used to observe various consumer purchase patterns and buying decisions. Later highlights over the latest growing trends, market share, market size, operating revenues and profits are discussed in detail. Further this report talks about the use of internet and its effects on the consumers purchase decisions. Lastly, a comparative analysis between Coca cola and Pepsi is conducted.

The traditional method is very old performance appraisal. They are based on characteristics evaluation. Staff personal qualities or attitudes, judgment, versatility, initiative, reliability, leadership, loyalty, punctuality, working knowledge, etc., on the basis of criteria such as quality assessment