Coca Cola Performance Management Report
Introduction
Performance management is an annual evaluation of employees’ job performance and procedures used to inform job expectations and provide feedback on performance on an evolving basis through a year-end performance rating. The performance rating is used for compensation, promotion and other employment decisions .As the HR manger of Coca-Cola I have seen a gap in the company’s work ethic and I will improve it by implementing this new systematic process that will give employees great understanding in the manner they ought to behave and perform in the organization. I will be evaluating Coca-Cola’s resources and practices in the workforce within the organization
The system may be customized to satisfy the need of the organization. Employees
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Policies that support recruitment, training and development, employee’s welfare discipline and termination are in place and are also evaluated and monitored to support the desired work culture.
Communication
1. Staff engaging with each other.
2. Feedback actively acted upon
3. The employees are well informed about the plans and performance of the organization.
Performance culture
Performance being regularly monitored and evaluated at group and individual levels, which are part of the operations of the organization.
Excellent and good performance being recognized and rewarded regularly.
Customer satisfaction being an important element in evaluating the performance of employees.
Management adaptations and practices of the behavior expected of employees
A common set of values and code of conduct drive the behavior of employees.
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Performance rewards and sanctions:
Payment of increment and non-financial rewards
Increments are given to employees who have achieved the organizations goal target of 75% bases on the target and competencies agreed upon.
Am employees are eligible for rewards if they have exceeded the level of performance for example 80% score on the overall performance. These rewards are recognizes in the reward framework.
Employees at the top of a salary scale
Top management is only given a increment based on their performance. This arrangement will be held for two years waiting period.
Poor Performance
Targets are expected to be reached so it’s the duties of managers , supervisors to monitor the performance of their staff.
They are expected to also provide assistance and guidance necessary to facilitate maximum performance of their staff ensuring that the work planned remains relevant to organizations priorities and
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