12

S.NO
1

Statements

Fully
(No.emp)

Performance Appraisal 26
provides
an
opportunity for each 17.33 %
employees to have
understanding of his
reporting
officers
expectation from him.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
92
24
7
1
61.33 %

16 %

4.67 %

0.67 %

ASSESSMENT OF PERFORMANCE APPRAISAL SYSTEM IN

INDIAN AIRLINES
TABLE 4.1

13

CHART 4.1
Performance Appraisal provides an
opportunity for each employees to have
understanding of his reporting officers
expectation from him.
Fully
7 1

24

26

Considerable
Extent
Some Extent
Little Extent

92

Not at all

A majority of the respondents (61%) responded that

present Performance

Appraisal System provided an opportunity for each employees to have

understanding of his reporting officers expectation from him to a considerable
extent .
TABLE 4.2
S.NO
2

Statements

Fully
(No.emp)

Performance Appraisal 21
helps the employees to
identify their strength 14%
and weakness.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
94
27
4
4
2.67
62.67%
18%
2.67

14

CHART 4.2
Performance Appraisal helps the
employees to identify their strength
and weakness.

4 4

21

27

Fully
Considerable
Extent
Some Extent
Little Extent

94

Not at all

A majority of the respondents (62%) responded that the Performance Appraisal

helps the employees to identify their strengths and weaknesses to a
considerable extent.

15

TABLE 4.3
S.NO
3

Fully
(No.emp)

Statements

Performance Appraisal 15
helps provides an
opportunity for self- 10 %
review/assessment

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
96
28
9
2
64 %

18.67 %

6%

1.33 %

CHART 4.3
Performance Appraisal helps
provides an opportunity for selfreview/assessment
120
100
80
60
40
20
0

96

15

28
9

A majority of the respondents (64%) responded that the Performance Appraisal

helps provides an opportunity for self-/review and assessment to a
considerable extent.

16

TABLE 4.4

S.NO
4

Statements

Fully
(No.emp)

Performance Appraisal 8
assessment of each
employee focuses on 5.33 %
the personality factors
and attributes required
for current job.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
98
31
9
4
65.33 %

20.67 %

6%

2.67 %

CHART 4.4
Performance Appraisal assessment
of each employee focuses on the
personality factors and attributes
required for current job.
Fully
31
Considerable
Extent
9
4
98

Some Extent
Little Extent

8
Not at all

A majority of the respondents (65%) responded that Performance Appraisal

assessment of each employee focuses on the personality factors and attributes
required for current job.

17

TABLE 4.5

S.NO
5

Fully
(No.emp)

Statements

Performance Appraisal 18
ensures feedback to the
employees
12 %

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
25
90
14
3
16.67 %

60 %

9.33 %

2%

90

90
80

CHART 4.5

70

PA ENSURES
FEEDBACK
TO THE
EMPLOYEES

60
50
40
30
20

18

25
14

10

A majority of the respondents (60%) feel that Performance Appraisal ensures

feedback to the employees to some extent.

18

TABLE 4.6
S.NO
6

Fully
(No.emp)

Statements

Appraisal
system 14
provides
an
opportunity
for
a 9.33 %
discussion between the
appraiser and appraise
on the expectations
achievement, failure,
constraint
and
improvements
required.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
94
23
13
6
62.67 %

15.33 %

8.67 %

4%

CHART 4.6
Appraisal system provides an opportunity
for a discussion between the appraiser and
appraise on the expectations
achievement, failure, constraint and
improvements required.
Fully

13

Considerable
Extent
Some Extent

14

23

Little Extent

94

Not at all

Most of the respondents (62%) responded that to a considerable extent they are
in favour to the above hypothesis.

19

TABLE 4.7
S.NO
7

Statements

Fully
(No.emp)

Performance Appraisal 8
system
encourages
open communication 5.33 %
between
each
appraiser-appraise pair
through performance
review discussion.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
90
25
19
8
60 %

16.67 %

12.67 %

5.33 %

Chart 4.7
Performance Appraisal system encourages open
communication between each appraiser-appraise pair
through performance review discussion.

19

8
1
2
3

25

4
90

(60%) respondents responded that Performance appraisal system encourages

open communication between appraiser/appraise through performance review
discussion to a considerable extent which exhibits a good picture about IAL.

20

TABLE 4.8
S.NO
8

Fully
(No.emp)

Statements

The appraisal system 15

has
scope
for
correcting the biases of 10 %
reporting
officer
thorough
review
process.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
21
88
17
9
14 %

58.67 %

11.33 %

6%

CHART 4.8
The appraisal system has scope for
correcting the biases of reporting
officer thorough review process.

17

Little Extent

Not at all

21
Some Extent

15

Considerable
Extent

88

Fully

100
80
60
40
20
0

A majority of the respondents (58%) responded that the appraisal system has
scope for correcting the biases of reporting officer through review process to
some extent only .

21

TABLE 4.9
S.NO
9

Statements

Fully
(No.emp)

Periodic
orientation 11
programmes
are
conducted to explain 7.33 %
the details of the
appraisal system.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
14
13
87
25
9.33 %

8.67 %

58 %

16.67 %

Chart 4.9
Periodic orientation program mes are conducted to
explain the details of the appraisal system .

11

25

14

1
13

2
3
4

87

(58%) no of respondents responded that only to little extent periodic orientation

programmes are conducted to explain the details of the appraisal system.

22

TABLE 4.10
S.NO
10

Statements

Fully
(No.emp)

Performance
review 8
discussion
are
conducted
in
a 5.33 %
satisfactory manner.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
21
96
20
5
14 %

64 %

13.33 %

CHART 4.10
Performance review discussion are
conducted in a satisfactory manner.
96

100
80
60
40
20
0

21

20
5
S1

Majority of the respondents (64%)responded that only to some extent

performance review discussions are conducted in a satisfactory manner.

3.33 %

23

TABLE 4.11

S.NO
11

Fully
(No.emp)

Statements

HRD
Department 9
follows up seriously
the training needs 6 %
identified during the
appraisal process.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
11
94
12
24
7.33 %

62.67 %

8%

16 %

CHART 4.11
HRD Department follows up seriously
the training needs identified during
the appraisal process.
24

11

Fully
Considerable
Extent

12

Some Extent
Little Extent

94

Not at all

Majority of the respondents(62%) responded that HRD Department follows up

seriously the training needs identified during the appraisal process to some
extent.

24

TABLE 4.12

S.NO
12

Fully
(No.emp)

Statements

Efforts are made by 3

appraiser
to
be
objective
in
the 2 %
appraisal.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
28
92
23
4
18.67 %

61.33 %

15,33 %

2.67 %

CHART 4.12
Efforts are made by appraiser to be
objective in the appraisal.
Fully
23

43

28

Considerable
Extent
Some Extent

92

Little Extent
Not at all

Majority of the respondents(61%) responded that only to some extent efforts

are made by appraiser to be objective in the appraisal. They feel that the
present PAS was :(a)Inaccurate (b) subjective (c) biased.

25

TABLE 4.13
S.NO

Fully
(No.emp)

Statements

13a Appraisal data is used by 5

HRD Department for
other
3.33 %
judgmental/developmental
decision like:Pay

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
18
69
13
45
12 %

46 %

8.67 %

30 %

CHART 4.13
Pay
69
45

13

No
ta
ta
ll

18
5

Fu
Co
lly
ns
id
er
ab
le
Ex
te
nt
So
m
e
Ex
te
nt
Li
ttl
e
Ex
te
nt

80
70
60
50
40
30
20
10
0

PAY: Majority of the respondents(46%) feel that appraisal data is used by HRD
department for Judgmental/developmental decisions like pay only to some
extent.

26

TABLE 4.14

S.NO

Fully
(No.emp)

Statements

13b Appraisal data is used by 15

HRD Department for
other
10 %
judgmental/developmental
decision like:Promotion

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
17
86
19
13
11.33 %

57.33 %

12.67 %

8.67 %

CHART 4.14
Promotion
100
90
80
70
60
50
40
30
20
10
0

86
15

17

19

13

Majority of the respondents(57%) feel that appraisal data is used by HRD

department for Judgmental/developmental decisions like promotion only to
some extent.

27

TABLE 4.15
S.NO

Statements

Fully
(No.emp)

13c Appraisal data is used by

9
HRD Department for
other
6%
judgmental/developmental
decision
like:Termination

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
11
76
27
27
7.33 %

50.67 %

18 %

18 %

CHART 4.15
Termination

80
70
60
50
40
30
20
10
0

76

9 11

27 27

Majority of the respondents (50%) feel that appraisal data is used by HRD
department for Judgmental/developmental decisions like termination only to
some extent.

28

TABLE 4.16
S.NO

Fully
(No.emp)

Statements

13d Appraisal data is used by

3
HRD Department for
other
2%
judgmental/developmental
decision like:Human
Resource Planning

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
75
23
27
22
50 %

15.33 %

18 %

14.67 %

CHART 4.16
Human Resource Planning

22

Fully

Considerable
Extent
Some Extent

27
75

Little Extent
23

Not at all

Majority of the respondents (50%) feel that appraisal data is used by HRD
department for Judgmental/developmental decisions like Human Resource
Planning to a considerable extent.

29

TABLE 4.17

S.NO

Fully
(No.emp)

Statements

13e Appraisal data is used by

7
HRD Department for
other
4.67
judgmental/developmental
decision like:Career
Planning

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
12
86
21
24
8%

57.33 %

14 %

16 %

Chart 4.17
Career planning

24

12

1
2

21

3
4
5

86

Majority of the respondents(57.33%) feel that appraisal data is used by HRD

department for Judgmental/developmental decisions like Career Planning only
to some extent .

30

TABLE 4.18
S.NO

Statements

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
27
81
15
18

Fully
(No.emp)

13f Appraisal data is used by

9
HRD Department for
other
6%
judgmental/developmental
decision
like:Performance
Improvement

18 %

54 %

10 %

12 %

CHART 4.18
Performance Improvement
100

81

80
60
40
20

27

15 18

Majority of the respondents(54%)that

department

for

feel appraisal data is used by HRD

Judgmental/developmental

improvement only to some extent.

decisions

like

performance

31

TABLE 4.19
S.NO

Fully
(No.emp)

Statements

14 The appraisal data is used 9

as inputs for recognition
and encouragement of 6 %
high
performers
and
desirable behaviour.

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
19
95
17
10
12.67 %

63.33 %

11.33 %

6.67 %

CHART 4.19
The appraisal data is used as inputs for
recognition and encouragement of high
performers and desirable behaviour.

Fully
17

10

19

Considerable
Extent
Some Extent

95

Little Extent
Not at all

The majority of the respondents(63%) responded that the appraisal data is used
as inputs for recognition and encouragement of high performers and desirable
behaviour only to some extent.

32

TABLE 4.20
S.NO
15

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
24
90
23
9

2.67 %

16 %

Fully
(No.emp)

Statements
The performance
review committee do a
thorough job of
reviewing and using
the appraisal data.

60 %

15.33 %

6%

Chart 4.20
The perform ance review com mittee do thorough job
of review ing and using the appraisal data.

23

24

1
2
3
4

90

The findings say that the performance review committee do thorough job of
reviewing and using the appraisal data only to some extent.

33

TABLE 4.21

S.NO
16

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
21
89
22
10

5.33 %

14 %

Fully
(No.emp)

Statements
Appraisal facilitates
growth and learning in
this organization.

59.33 %

14.67 %

Chart 4.21
Appraisal facilitates grow th and learning in the
organization.

22

10

21

1
2
3
4

89

The majority of the respondents(59%)responded that appraisal facilitates

growth and learning in this organization to some extent only.

6.67 %

34

TABLE 4.22

S.NO
17

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
33
84
15
9

6%

22 %

Fully
(No.emp)

Statements
Increasing the
frequency of
appraising your
performance will help
in making the overall
appraisal exercise
more
objective/accurate.

56 %

10 %

6%

CHART 4.22
Increasing the frequency of
appraising your performance will
help in making the overall appraisal
exercise more objective/accurate.
9

Fully

15
33

Considerable
Extent
Some Extent
Little Extent

84

Not at all

About (56%) respondents expressed their opinion that increasing the frequency of
appraising their performance will help in making the overall appraisal exercise more
objective/accurate to some extent only.

35

TABLE 4.23
S.NO
18

90

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
26
19
10
5

60 %

17.33 %

Fully
(No.emp)

Statements
Performance appraisal
record is made known
to the employees.

12.67 %

6.67 %

3.33 %

Performance appraisal record is made

known to the employees.

10

19

1
2
3

26

90

4
5

About (60%) respondents responded that the performance appraisal record is

made known to the employees.

36

TABLE 4.24

S.NO
19

16

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
21
89
14
10

10.67 %

14 %

Fully
(No.emp)

Statements
The performance is
assessed on the basis
of key performance
area.

59.33 %

9.33 %

6.67 %

The performance is assessed on the basis

of key performance area.

14

10

16
21

1
2
3
4

89

The majority of the respondents (89%) responded that the performance is

assessed on the basis of key performance area only to some extent.

37

TABLE 4.25
S.NO
20a

Statements

Fully
(No.emp)

To what extent the 6

interaction
of
performance appraisal 4 %
exist
with
the
following
human
resource development
process Role analysis

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
12
97
24
11
8%

64.67 %

16 %

7.33 %

CHART 4.25
Role analysis
Fully

24

11

12

Considerable
Extent
Some Extent

97

Little Extent
Not at all

The majority of the respondents (64%) expressed that only to some extent the
performance appraisal process interacts with the human resource development
process: Role Analysis.

38

TABLE 4.26
S.NO
20b

Statements

Fully
(No.emp)

To what extent the 2

interaction
of
performance appraisal 1.33 %
exist
with
the
following
human
resource development
process Performance
Planning

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
15
89
35
9
10 %

59.33 %

23.33 %

6%

CHART 4.26
Performance Planning
Fully
9

15

35

Considerable
Extent
Some Extent

89

Little Extent
Not at all

About (59%) of employees responded that only to some extent the performance
appraisal process interacts with the human resource development process:
Performance Planning.

39

TABLE 4.27
S.NO
20c

Statements

Considerable
Some
Little
Not at all
Extent
Extent
Extent
(No.emp)
(No.emp)
(No.emp) (No.emp)
13
91
30
9

Fully
(No.emp)

To what extent the 7

interaction
of
performance appraisal 4.67 %
exist
with
the
following
human
resource development
process Performance
Analysis and Review

8.67 %

60.67 %

20 %

6%

CHART 4.27
Performance Analysis and Review
91

30

Not at all

Little Ex tent

Some Ex tent

13

Cons iderable Ex tent

Fully

100
90
80
70
60
50
40
30
20
10
0

The majority of the respondents (60%) responded that only to some extent the
performance appraisal process interacts the HRD process: Performance
Analysis And Review.