Coca Cola Performance Management Process

There are four important steps involved in performance management process. The processes involved plan, act, monitor and review. An effective reward system should be aligned with the performance management process. The first step in performance management process is planning. In planning stage the HR practitioners in Coca Cola should emphasize on the performance agreement. Performance agreement can be described as the expectations of what the individual have to achieve in the form of objectives, how performance will be measured and the competencies needed to be deliver the required result. Without having a standard plan on what employees need to do will result to the hardship in setting up the equal or fair reward system. An effective reward

Performance assessment is a phase by which both of employees and manager are required to evaluate the progress of the expected performance. This information is highly crucial for top management in assessing the progress of the company’s strategic goals achievement. During this phase, the managers in Coca Cola Company can see their business progress as well as the employee’s development and competencies. As a result, the corrective action can be taken earlier in order to maximize the performance for the next

Performance review in Coca Cola Company is mainly to provide the information regarding performance delivery and result review for of the employees. In Coca Cola Company, performance review was done annually in performance appraisal. During this review stage, the employees will receive feedbacks on his or her performance. The performance appraisal in Coca Cola is aiming to recognize the top performers. Recognizing top performer is closely linked with reward system in human resource management activities. Each of top performers in any organization should be provided with positive feedback in order to motivate them in facing this challenging business world. Hence, reviewing the performance of employees imperative and this process has its own significant value for the top performer. On the other hand, Coca Cola Company is continuously done the performance review as a proactive step in improving the performance of the employees. In order to remain sustain in industry, Coca Cola always put the employee’s performance as their top priorities. In this review stage, the Coca Cola Company also focusing on the bottom performer under PIP system. The employees with low performance achievement will be given a specific training that had been established under Coca Cola’s Improvement Plan. Low performer in Coca Cola is never leave behind by