Performance Appraisal, Reward and Promotion Policies
Performance appraisal, reward and promotion policies
“Blaze new trails. Never settle for second best. Succeed together, celebrate and do something bigger”. That’s what performing of Pepsi Cola International is all about.
Pepsi-Cola International, with operations in over 150 countries, has developed a common performance appraisal system that focuses on motivating managers to achieve and maintain high standards of performance. It contains five feedback mechanisms - instant feedback, coaching, accountability based performance appraisals, development feedback, and a human resource plan.
The common system provides guidelines for performance appraisal, yet allows modified according to cultural differences. For example, the first step of instant feedback is based on the principle that any idea about any aspect of the business or about an individual’s performance is raised appropriately and discussed in a sensitive manner. The instant feedback message can be delivered in any culture; the important thing is not how it is done but that it is done. The purpose of instant feedback is always to improve business performance, not to criticise cultural styles. Using this system, Pepsi-Cola International tries to balance the cultural and administrative imperatives of successful managing the performance of a diverse workforce.
There’re few simple factors of Pepsi-Cola International’s success. The company’s management all the time figures out what needs to be done and charting a course of action. It focuses on an outcome and driving for completion, directs the work of and motivate others, puts ideas into action and always acts with maturity and good judgment. It knows how the organisation works and how to maximize it. It knows how to get along with people from all cultures and how to communicate cross-culturally. For example, Pepsi-Cola International even developed a multinational vocabulary that could be used to unite people from many different cultures and countries, because
“Blaze new trails. Never settle for second best. Succeed together, celebrate and do something bigger”. That’s what performing of Pepsi Cola International is all about.
Pepsi-Cola International, with operations in over 150 countries, has developed a common performance appraisal system that focuses on motivating managers to achieve and maintain high standards of performance. It contains five feedback mechanisms - instant feedback, coaching, accountability based performance appraisals, development feedback, and a human resource plan.
The common system provides guidelines for performance appraisal, yet allows modified according to cultural differences. For example, the first step of instant feedback is based on the principle that any idea about any aspect of the business or about an individual’s performance is raised appropriately and discussed in a sensitive manner. The instant feedback message can be delivered in any culture; the important thing is not how it is done but that it is done. The purpose of instant feedback is always to improve business performance, not to criticise cultural styles. Using this system, Pepsi-Cola International tries to balance the cultural and administrative imperatives of successful managing the performance of a diverse workforce.
There’re few simple factors of Pepsi-Cola International’s success. The company’s management all the time figures out what needs to be done and charting a course of action. It focuses on an outcome and driving for completion, directs the work of and motivate others, puts ideas into action and always acts with maturity and good judgment. It knows how the organisation works and how to maximize it. It knows how to get along with people from all cultures and how to communicate cross-culturally. For example, Pepsi-Cola International even developed a multinational vocabulary that could be used to unite people from many different cultures and countries, because