1. Background of the Study

The internal and external business environment of Coca Cola is becoming dynamic due to various reasons such as increasing market competition. Going through the daily course of the business is not enough for deriving expected outcome. Therefore, it becomes essential for the HRM department of Coca Cola to try out of the box activities by implementing various strategies for enhancing the performance of the business. Performance management is one of those significant strategies typically performed by the Human Resource Management (HRM) personnel of Coca Cola for making crucial strategic decisions in order to improve the performance of the employees. The current research analyses these activities for justifying whether performance management system of Coca Cola have any contribution at all for improving the performance of the employees.

2. Aims and Objectives of the Research

The aim of the current research is to justify whether the performance management system of Co Cola contributes to employee performance, by analyzing the impacts of such Human Resource Management (HRM) activity of Coca Cola.

  • To assess the performance management system of Coca Cola
  • To evaluate employee performance of Coca Cola
  • To analyze the process of measuring employee performance of Coca Cola
  • To analyze the impact of performance management system on employee performance of Coca Cola
  • To analyze the impact of setting objectives on employee performance of Coca Cola
  • To analyze the influences of frequent communication, training activities and seeking feedback over employee performance of Coca Cola
  • To analyze the impacts of personnel growth and development, performance evaluation, performance based payments or rewards on employee performance of Coca Cola

3. Research Hypothesis

Hypothesis 1: Development and Planning will positively affect employee performance of Coca Cola.

Hypothesis 1A: Setting objectives will positively affect employee performance.

Hypothesis 2: Performance Management and Review will improve employee performance of Coca Cola.

Hypothesis 2A: Frequent communication will be essential for improving employee performance.

Hypothesis 2B: Seeking feedback will help improving employee performance.

Hypothesis 2C: Training activities will lead to better employee performance.

Hypothesis 3: Rewards will improvise employee performance of Coca Cola.

Hypothesis 3A: Personal development will be necessary for improving employee performance.

Hypothesis 3B: Evaluation of performance will guide to improved employee performance.

Hypothesis 3C: Performance based payments will improve employee performance.

4. Literature Review

Every organization has some certain aims, goals, mission and objectives that signify the business of that particular organization including their course of operation and what they are actually planning to do or achieve. It is essential that the employees must understand the importance of those statements for understanding their roles and responsibilities and for contributing towards the organization accordingly. Performance management is the system that ensures whether the employees are doing their allocated tasks accordingly.

The HR personnel have two key benefits and motives for using performance management system. They have the chance to identify the employees that are not performing well. The HR personnel can either terminate those employees or try improving the performance of those employees by following various activities such as frequent communication and training. On the other hand, the HR personnel can reward the employee with exceptional performance for encouraging them to continue and to enhance their performance further.

As mentioned, the key motive of implementing performance management system is to enhance the contribution of the employees towards organizational success or performance. Therefore, the system becomes essential for most of the organizations. For managing the system, the HRM department of the leading organizations are concentrating upon various aspects such as personnel growth and development, continuous communication, performance evaluation, effective training, performance based payments or rewards and seeking feedback.

5. Research Methodology

The research is planned to perform by following quantitative research methodology as the methodology enables to perform the research by developing a relationship between numerical data and the theories or theoretical models based on performance management. Therefore, the research will also follow deductive approach for justifying those theories with the numerical data. The current research has clear objectives. Therefore, positivism research philosophy is appropriate for the research. The research will be developed by following descriptive design for interacting with several research participants. Surveys will be conducted with the employees of Coca Cola for conducting quantitative data analysis. On the other hand, qualitative data analysis will be conducted by arranging interviews with the HR managers of Coca Cola. The data collected for the research will not be used for any commercial purposes and the information of the research participants will not be revealed under any circumstances.

Reference List

Ahmadi, F. and Mirsepassi, N. (2010). Performance contagion and human resource layout: New concepts in performance management. Perf. Improv., 49(1), pp.25-33

Company, (2015). Employee Engagement. [online] The Coca-Cola Company. Available at: https://www.coca-colacompany.com/our-company/employee-engagement [Accessed 14 Jul. 2015]

Flick, U. (2015). Introducing research methodology

Harzing, A. and Pinnington, A. (2015). International human resource management. London: SAGE Publications Ltd

Raj Adhikari, D. (2010). Human resource development (HRD) for performance management. Int J Productivity & Perf Mgmt, 59(4), pp.306-32