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JOCIL Ltd, Guntur
A PROJECT REPORT
Submitted in partial fulfillment of requirements to
By
Naveen Ravi Chandra Kumar
09MBMA63
1
ACKNOWLEDGEMENT
The first and foremost words of gratitude go to my faculty guide, Dr. V Sita
professor in HR , School Of Management Studies, University of Hyderabad for her
invaluable support. .I thank cordially for her guidance provided for the completion
of project successfully.
I specially thank to the Dean and the faculty members of the School of
Management Studies for having equipped me with the skill set and ability through
their inputs, which assisted me in the completion of the project.
2
CERTIFICATE
This is to certify that the Project work entitled “Study on Performance appraisal at
JOCIL Ltd, Guntur” has carried out and submitted by Mr. NAVEEN RAVI CHANDRA
KUMAR (09MBMA63) under my guidance by in partial and fulfillment of his Masters of
Business Administration at School Of Management Studies, University of Hyderabad.
Dr. V Sita
M.A, M.Phil, PhD, PGDHRM, FDP (IIM-A)
Professor
School Of Management Studies
University Of Hyderabad
3
DECLARATION
4
INDEX
CHAPTER - 1
CHAPTER - 2
CHAPTER - 3
3.1 Research - 21
3.2 Research Methodology - 22
CHAPTER - 4
4.1 Analysis - 30
CHAPTER - 5
5.1 Findings - 49
5.2 Suggestions and conclusion - 50
I Questionnaire - 51
II Bibliography - 54
5
EXECUTIVE SUMMARY
A sample of 80 employees was taken from different levels such as engineers, supervisors,
and operators. The data was collected from questionnaire which was prepared on the basis
of appraisal form of the company. And analysis of data was carried out basis of
questionnaire data and interview method. It could be concluded that employee were little
satisfied with the system and methodology of system found strictly fallowed by the
organization.
6
CHAPTER-1
INTRODUCTION
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who individually
and collectively contribute to the achievement of the objectives of the business
2. Welfare aspect-It deals with working conditions, facilities and amenities such as canteens, rest
and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation
facilities, etc.
Functions of HRM:
Based on the organization of task and implementation of methods we have two types of
functions, they are:
7
Managerial functions are also called the core functionalities of human resource
management, which will be deals with the planning, organizing, Directing and, Controlling. Among
these directing is also called the leading.
Objective functions are the active functionalities of human resource management which
has substantially organizing capability in according to requirements of the organization. These are
drawn from the managerial functions for successful achievement of the organizational tasks. These
includes the...
• Employee planning.
• Staffing.
• Training and Development.
• Employee evolution.
• Pay roll management.
• Welfare of the employee.
Employee evolution is the major task for an organization because employee performance
will be done and motivation factor to the extent of the employee requirement. It includes the
Conducting the performance appraisal, feedback generation, giving the extra inputs that requires
for the employee, compensation planning, Reviewing and auditing manpower management in the
organization… etc.
PERFORMANCE APPRAISAL
• Organizational objectives
• Day-to-day performance
• Professional development
• Rewards and incentives
8
What is the purpose of performance appraisal?
• To judge the gap between the actual and the desired performance.
• To diagnose the strengths and weaknesses of the individuals so as to identify the training
and development needs of the future.
• To judge the effectiveness of the other human resource functions of the organization such
as recruitment, selection, training and development.
9
Scope of Performance appraisal
Performance appraisal helps to identify the hidden talents and potential of the individuals.
Identifying these potential talents can help in preparing the individuals for higher responsibilities
and positions in the future. The performance appraisal process in itself is developmental in nature.
It is also closely linked to other HR processes like helps to identify the training and development
needs, promotions, demotions, changes in the compensation etc. A feedback communicated in a
positive manner goes a long way to motivate the employees and helps to identify individual career
developmental plans. Based on the evaluation, employees can develop their career goals, achieve
new levels of competencies and chart their career progression. Performance appraisal encourages
employees to reinforce their strengths and overcome their weaknesses
10
A systematic approach to performance appraisal can help ensure that these two important
criteria are met.
How to conduct a performance appraisal
Once clear and specific performance criteria have been developed, the next step is to
decide how to assess workers’ performance. It is recommended that a structured and systematic
approach is taken to assessing performance. Problems that arise when an unstructured “blank
sheet” approach is used include:
• Increased chance of appraiser errors
• Knowledge, skills and abilities most critical to job performance may be overlooked
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• Reduced consistency between appraisers
• Perceptions of “subjectivity” in evaluations, which may in turn, reduce workers’
satisfaction with, and acceptance of, appraisals.
Once the appraisal measures are developed, the next step involves collection of accurate
performance information. A common trap is to begin noting observations of workers just before
conducting appraisals. This is likely to give an inaccurate picture of a worker’s performance.
Ideally, workers’ performance should be observed in a systematic way over time .This method
ensures the accuracy of information about their performances.
The next step in a performance appraisal is to conduct the appraisal interview. The two central
purposes of the appraisal interview are to:
12
As with any organizational system, the performance appraisal process should undergo regular
review and improvement.
CHAPTER-2
Company Profile:
The Directors of the Company hereinafter referred to as "The Board" is committed to adopting,
besides any of its obligations under relevant laws or regulations, the best relevant practices for
corporate governance.
This Code of best practices represents a blend of law, regulation and appropriate voluntary
practices that will enable the Company to attract financial and human capital, perform efficiently
and to generate economic value for shareholders while respecting the interests of stakeholders
and society as a whole.
The principal attribute of the code is to ensure effective corporate governance, to enable the Board
to approve the Company's strategy and major business plans and decisions.
13
A code of conduct (hereinafter referred to as "Code") is adopted as per the stipulations of Listing
Agreement which is applicable to all the Directors of the Company.
CODE
The Board will operate within all applicable laws and regulations. The Board will act within and in
accordance with the powers granted to them by the Company's articles
The Board will act bonafide in the Company's interest, to use its powers and information
available for the business purposes and not exercise them for any collateral purpose and will
ensure that the Company is managed with due diligence, due regard to the interest of all
stakeholders, and essentially for the benefit of all its shareholders. The Board will in all
sincerity endeavor that the Company's activities ultimately add to the economic development
of the Country and further the national interest.
The Board will function within the framework of the economic, development and legal policies of
the Government of India and shall not undertake nor participate in any task, debate or
conversation that can reflect unfavorably on the dignity of our Nation or go against its interests
The Board will meet regularly, at least once every quarter with prime concentration on
strategic issues and their approval, policy and control, delegation of powers, specifying issues
that remain in the Board's domain
The Board will consider the following matters as and when deemed appropriate.
• Quarterly results for the Company and its operating divisions or business
segments.
• Show cause, demand, prosecution notices and penalty notices which are
materially important.
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• Any material default in financial obligations to and by the Company, or
substantial non-payment for goods sold by the Company.
Board will present a balanced, clear assessment of the Company's position. The Board will
ensure that the Directors' report shall include a narrative consistent with the figures in the
accounts of the performance and prospects.
The Board will ensure that the Annual Report shall include, inter-alia , a Management's
Discussion and Analysis Report as per SEBI guidelines and the Board's Report on Corporate
Governance (duly certified by the Auditors).
The Code of Ethics & Conduct for the Senior Managers of the Company helps to maintain the
standards of business conduct for Jocil Limited and to ensure the compliance with legal
requirements. The purpose of the Code is to deter wrong doing and promote ethical conduct.
15
The matters covered in this Code are of utmost importance to the Company, Shareholders,
business partners and other stakeholders. Further these are essential so that the Company
can conduct the business in accordance with high ethical values. Managers of the Company
are the custodians of Information and assets. As such, the Code of Ethics for the Senior
Managers of the Company is codified as under
CODE
The Code is applicable to the Senior Managers of the Company (hereinafter referred to as
"Managers") as stipulated by the Management by way of Office Circular from time to time.
Code of Ethics & Conduct for the Senior Managers of the Company:
Managers will -
• Affirm the code on annual basis as required by the revised clause 49 of the
Listing Agreement.
• avoid accepting any offer, payment, gift or anything of value from customers,
vendors, consultants etc. that is perceived as intended, directly or indirectly, to
influence any business decision, any commitment of fraud or opportunity for
the commitment of any fraud.
• Proactively promote and be an example of ethical behavior as a responsible
partner among peers, in the work environment and the community.
• Share knowledge and maintain skills important and relevant to stakeholders'
needs.
• Act in good faith, responsibly, with due care, competence and diligence,
without misrepresenting material facts or allowing one's independent judgment
to be subordinated.
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• comply with rules and regulations of all Public Authorities in all the
geographies in which Jocil Limited operates
• Respect the confidentiality of information acquired in the course of one's work
except when authorized or otherwise legally obligated to disclose.
• provide all stakeholders with information that is accurate, complete, objective,
relevant, timely and understandable.
• Strive to achieve responsible use of and control over all assets and resources
employed or entrusted not use confidential information acquired in the course
of one's work for personal advantage.
• act with honesty and integrity, avoiding actual or apparent conflicts of interest
in personal and professional relationships
• Quality
• Consumer Safety
• Safety, Health and Environment (SHE)
Company's Philosophy:
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Business and Strategies :
Product offered in the form of free flowing flakes, in different grades and to suit various industrial
applications.
User Industries:
* Rubber
* PVC
* Cosmetics
* Metal Polish
* Paints
* Tyres
* Food Pharmaceuticals
* Speciality Chemicals.
Customers :
*MRF
* Elgitread
* Nestle
* HUL
* Clariant
* BASF
* Century harma
* Sun Pharma etc.
Also manufactures
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Customer specific grades to suit specific industrial applications
* HUL
* BASF
* Emami
* Bayer ABS Limited.
Caprylic, Capric, Lauric, Myristic, Palmitic, Stearic, Oleic, Erucic & combination of these fractions,
with the Technology – Sulzer. A few of these are under trial production and will be available soon
for commercial sale. Refined Glycerine is a byproduct from the process of vegetable
oils during the manufacture of fatty acids. Grades Offered are CP (Chemically
Pure) and IW (Industrial White)
19
• Superia Fragrant Flower for ITC
• Superia Natural Glow for ITC
• Superia Healthy Glow for ITC
• Vivel Satin Soft for ITC
• Vivel Ayurveda Essence for ITC
• Manjal for MARICO
• Parachute Jasmine for MARICO
Past Soap Brands
Strengths
Flexibility to Manufacture Five Diffrent Grades at a time, 250 tpd of Installed Capacity.
Translucent Noodles and Premium Noodles of High Quality
* HUL
* ITC
* Marico
* Reckitt Benckiser
* Emami
* Jyothy Labs
* Henkel India etc.,
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Extending support in the areas of Research & Development of New Soap Products,
Coloured Noodles,Strands and Bits
Contract Manufacturing
* Product know-how
* Strong Quality Control
* Modern Facilities
* Total Commitment
* Responsiveness
* Team Work
* HUL
* Johnson & Johnson
* Henkel India
* Reckitt Benckiser
Trusted for
* Enquires
21
* Suggestions
* Complaints
Company Achievements
Continuous unbroken dividend paying record since 1988-89. Celebrated Silver Jubilee in
the year 2003. ISO 9001:2000 Certification by DNV in year 2004. Ventured into Wind energy in
the Year 2005. Wind farm is registered as CDM Project with UNFCCC in Year 2009.
CHAPTER-3
RESEARCH METHODOLOGY
“Research is simply a systematic and refined technique of thinking, employing specialized tools,
instruments, and procedures in order to obtain a more adequate solution of a problem than would
be possible under ordinary means. It starts with a problem, collects data or facts, analysis these
critically and reaches decisions based on the actual evidence. It evolves original work instead of
mere exercise of personal. It evolves from a genuine desire to know rather than a desire to prove
something. It is quantitative, seeking to know not only what but how much, and measurement is
therefore, a central feature of it.”
OBJECTIVES:
HYPOTHESIS:
Does the Performance Appraisal at JOCIL Ltd. give the positive and effective response from
employee?
Conducting study on Performance appraisal at JOCIL Ltd, Guntur, which is having all type of
employees as it is manufacturing unit for different products. Rating Scale Performance appraisal is
using by the company by the last few years with effective and deliberate response form the
employees. Performance Appraisal is one of the key factor for analyzing the employee strength
and weakness to provide compensation according to their performance which is for the growth of
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the organization.
TYPE OF RESEARCH:
The present project is Descriptive in nature, the data based on facts collected with the help of the
tools and presented in the form of pie chart and bar-charts, and percentages, describing present
status of the appraisal technique adopted by the organization.
RESEARCH APPROACH:
There are basically two types of approaches to research: Qualitative and Quantitative.
Quantitative: This approach involves generation of data in the quantitative forms, which is
subjected to rigorous analysis, this approach was includes the statistical analysis.
Quantitative: This approach is more subjective with respect to attitudes and opinions. This
approach has been adopted by administering a questionnaire to collect the data for study.
Data is the collection of the individual records in the form of numerical, words…etc for the evidence
of research. This can be done using the collection from different methods.
PRIMARY DATA: The data that has been analyzed and observed by the researcher for the first
time to their knowledge. It is considered more reliable.
• Primary data collected form Engineers, Supervisors and Operators, with respect to
the content like their satisfaction, knowledge, feedback, Objectives of appraisal
form…etc.
SECONDARY DATA: This data is the statistics not gathered form immediate study at hand but for
some other purpose. The secondary data for the study was collected mainly from appraisal form,
website.
SAMPLE DESIGN:
It is definite plan for obtaining a sample from a given population. It refers to the technique or the
procedure the researcher would adopt in selecting items for the sample.
POPULATION: It refers to the aggregate of data source or any aggregate from which data is
collected .Unrevised is the target group of study and is finite.
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SAMPLE SIZE: A sample is a small portion of the population. In the study a sample of 80
employees who are engineers, supervisors and operators.
The basic tools used for the study were questionnaire and interview methods.
QUESTIONNAIRE: A questionnaire handed with engineers, supervisors, and operators based on
the various aspects of performance appraisal form. Questionnaire was prepared on the basis
content in appraisal form of the company which is helpful to understand and brings the awareness
about the technique.
DATA ANALYSIS:
The analysis of data took place form the questionnaire and company appraisal form. And
questionnaire date has been analyses on the basis of the pie-charts and tabulation. The quality
factor has been converted into quantity factor to measure and presented the data and the
inference has provided.
CHAPTERISATION:
The chapterisation has been done according to the design of the study and it has been carefully
divided into five chapters.
1. The first chapter describes the introduction to the topic of the training and also
elaborates the importance of appraisal for the organization. It also provides major
objects and scope of the study.
2. The second chapter gives the organizational, providing vision and mission of the
organization and business strategies and philosophy’s.
3. Third chapter describes the research methodology, the types of research
conducted, the source of data collection, and techniques used in the analysis.
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4. The fourth chapter displays the data analysis
5. Final conclusions and findings are dealt with in the fifth chapter.
CAPTER-4
DATA ANALYSIS
ANALYSIS OF APPRAISAL FORM:
Rating scales of performance appraisal form: As JOCIL Ltd using the method of rating scale
mechanism for conducting appraisal of the employee the questionnaire was designed on the basis
of the content in the appraisal form.
1. Quality of work
2. Quantity of work
3. Teamwork:
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achieve team success
4. Job knowledge
5. Initiative
• Consider the extent to which the employees sets own constructive work practice and
recommends and creates own procedures.
• Self-starter, develop and implement new methods, procedures, solutions, concepts,
designs and/or applications of existing designs or procedures.
• Accepts additional challenges and responsibilities and willingly assist others, self-reliant.
• Completes assignment on time.
6. Interpersonal relations
• Consider the extent to which the employee is cooperative, considerate, and tactful in
dealing with supervisors, subordinates, peers, faculty, students and others.
• The degree to which he or she complies with or over sees the compliance with university
safety rules.
• The following are also to be completed for supervisory personnel and members of the
administrative staff.
8. Communications abilities
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• Demonstrates respect for all individuals in all forms of communication
• The extent to which the individual provides guidance and opportunities to his or her staff
for their development and advancement in the university.
12. Dependability
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QUESTIONNAIRE ANALYSIS:
Analysis of data has taken out based on the data collected with questionnaire
methodology of 80 employees as sample size.it is the interpretation of the data for the
evaluation of performance appraisal system with the organization.
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Performance appraisal system is which for calculating employee strengths
and weaknesses of the employee. The above inference shows that awareness of PA
system in the organization which is 54% people known about this and 44% people
known partly, which is required much awareness among the employees. Because
employees will assess on the basis of their performance and they get compensation
on the basis of this, which is helps to improve the productivity.
Responses yes % No %
To give the promotions 68 85 12 15
To increase the salaries 77 96.25 3 3.75
To evaluate the employee ability 68 85 12 15
To give the training where it needed 40 50 40 50
For job rotations 33 41.25 47 58.75
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gives the clear idea about the employee status at the workforce. From the
above inference training requirements based capturing is less in the
employee during appraisal it has balanced opinion about the training.
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4. On what basis does performance appraisal will conduct?
Performance appraisal will conduct on the basis work and productivity of the
employee. From the inference we can observe that 74% employees binding
towards the work appraisal but it has to consider the productivity, because these
two are the proportional to each other. When the strategic enlargement is required
in a company should focus on the work, presence of the employee with the
productivity.
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5. What kind of performance appraisal will conduct?
Jocil Ltd is fallowing the grading mechanism which suitable for the manufacturing
unit. Here the employee will give the grading to their performance and presence
which will helps to identifying the key positioning roles with their roll. This type
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of mechanism will gives the employee frequency towards the work this will be
given on the basis of qualification, work position, experience...Etc.
Jocil Ltd conducts the appraisal yearly once to give the increments and
promotions. From the above inference the company will conducts the appraisal
yearly once is 82% will is the reliable. Company wants to conduct the appraisal
for estimation of the employee increments, which is the better way for giving the
increments.
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7. What do you feel about this system?
Above
Parameters good average bad aveg.
Responses 35 38 6 1
Percentages 43.75 47.5 7.5 1.25
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8. Does performance appraisal give the potential to your work?
The above inference implies that people are satisfied with the PA system in Jocil
Ltd believe that it provides scope for developing their potential. This may be due
to the fact that the self-appraised of the appraise invites suggestions on job
enrichment, training needs and steps to be taken to improve individual’s
effectiveness. Whereas the above inference showing that potential level of
35
increment is 45% partly so company has to improve in the sense of giving
complete backup to the employee.
9.
9.Do you have self-appraisal system?
Parameters yes no
Responses 44 36
Percentages 55 45
36
activities undertaken successfully during the year, problems faced etc. It also
includes suggestions on making the job interesting and challenging and plans to
improve effectiveness. Due to this fact, most of the employees may have felt that
they were participating actively in their own appraisal by self -review and
reflection on various issues.
Parameters Yes no
Responses 35 45
Percentages 43.75 56.25
The above inference shows that the PA system Company does not giving the feedback
about performance to its employees. It helps anticipating work needs in order to arrange work in
logical order. It also helps in devising efficient methods to attain pre-determined plans. Again due
to flexibility in job content, some people may have found problems in planning their performance
systematically.
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11. How much you have satisfied with the system?
.
The employees do not want a fixed increment for their great performance.
The company should make recommendations related to salary on the basis of
regular performance feedback about every employee since the frequency of
performance measurement varies from department to department; it is difficult to
carry out this work smoothly so the satisfaction level low.
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12. Do you feel the fallowing are necessary for employee appraisal?
Yes % No %
Discipline 80 100 0 0
Attendance 79 98.75 1 1.25
Job knowledge 78 97.5 2 2.5
Relation with employee 80 100 0 0
Plan of work 78 97.5 2 2.5
Decision making 75 93.75 5 6.25
Guidance 74 92.5 6 7.5
Performance 80 100 0 0
Absenteeism 57 71.25 23 28.75
Integration 74 92.5 6 7.5
Dependency 75 93.75 5 6.25
Participation 80 100 0 0
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officer appraises a section of people whereas the reviewing officer appraises the
performance of an entire department. Also the reviewing officer is the immediate
superior of reporting officer. Any disagreement between the assessments of an
employee has to be duly discussed and recorded. Also, any noticeable difference of
opinion between self-appraisal and appraisal by reporting officer has to be
accounted for. All the above factors help in correcting the biases, if any of
reporting officer.
yes % No
Analysis of skill 17 21.25 63 78.75
Usage of logics 8 10 72 90
Self-opinion description 12 15 68 85
Participation in decision making 6 7.5 74 92.5
Unable to reveal self description 15 18.75 65 81.25
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14. Do you think performance appraisal system gives the real justice?
41
reaches the in the parallel level this system will gives the real justices for every
employee. From the inference 65% of the people are satisfied with their appraisal.
15. Have been selected for any training after PA system conducted?
Parameters yes no
Responses 29 51
Percentages 36.25 63.75
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Performance appraisal is major asset for employee estimation it gives the
employee status whether he require the training or not and the require areas for
training. So performance appraisal will choose the employee for training.
Parameters yes no
Responses 52 28
Percentages 65 35
For every employee training is required to take the right job at the right
place at the same time when the new work is entered in the organization training is
needed for analyzing the new operations. So the company needs training to
increase the efficiency and to polish the work where they are in.
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17. Does Performance appraisal give the improvement in promotions and salaries?
Parameters
Yes Partly No
Responses
28 43 9
Percentages
35 53.75 11.25
44
on people who are not rewarded and promoted duly for their good performance.
There should be a system of rewarding employees either in monetary terms or in
terms of recognition.
18. Does your company conduct the counseling after the appraisal?
45
19. What kind of an appraisal system will bring out the best of you?
This shows that the relationship between appraiser and appraise, in Jocil Ltd, with respect
to planning the performance is quite good. The subordinate in planning his performance. The
appraiser helps appraise in testing the soundness of his goals as well as of his plans for achieving
them. This implies that there is active participation of both appraiser and appraise in performance
planning. The reason behind ‘Not True’ answer may be due to the fact that many jobs in Jocil are
46
not well defined and therefore an elaborate planning on them is not done.
CAHPTER-5
FINDINGS
3) Organization climate-
47
CONCLUSIONS
The JOCIL Ltd adopted the rating scale performance appraisal mechanism which most
suitable for the manufacturing unit, since it is an agro based manufacturing company. The
employee satisfaction average compare to the executive level employees. The certainty in the
technique is being maintained from the last 10 years in the company. Organization is widely
using the appraisal method for the beneficiary of the employee in the sense of promotions and
increment in salary.
The finding can be found from the analysis of data collected in JOCIL Ltd.
1. The knowledge on performance appraisal to the employee is good and some
of them are having just knowledge on the technique.
2. Most of the employees are known that who will conduct the appraisal and
when it will conduct but reaching the knowledge of appraisal system to
every employee is required.
3. Majority of the employee satisfaction is 47.5% average on the technique
used within the organization.
4. Employees are feeling the performance appraisal technique will gives the
good result if the utilization is implements perfectly.
5. The chance for improving the self-appraisal should be more because 45%
of the employee feeling there is no chance for self-appraisal, it will increase
potential to the organization.
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6. Proper feedback should be given to the management cadre staff at fixed time
periods, so that the employee increase the performance based on their remarks.
7. Training and counseling classes are less in according to the data; it should be
improved for the befit of the organization goals and Effective training and
development programs should be held.
8. Exemplary rewards should be given for unique achievements of the
employees.
9. Employees are facing some problem with decision making in the work culture and
in the Free hand in decision making.
10. Performance appraisal system should be extensively used in job rotation AND up
gradation of basic qualification of all workers to be taken in future based on their
performance.
11. Uniform growth is required in the salaries and promotions, because it will gives the
employee satisfaction in high level which is for the achievement of the
organization.
Performance appraisal technique is meant for assessing the employee strengths and
weakness, to provide compensation to the employee. So that company should concentrate
more on individual development and reward for employee work should be there. If
implementation and analysis on the paper implements in more physical activity the
satisfaction level of the employee will increase as well as path to reach the organization
goal also easy.
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Questionnaire
Employee details:
Name : Age :
Sex : Experience :
Job details :
1. Are you aware that your organization fallowing the performance appraisal system?
a) yes b) partly
c) no d) well known
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6. How often performance appraisal does conducts?
a) once in a year b) once in 6 months
c) every week d) once in 3 months
a) true b) partly
c) not true
11. How much you have satisfied with your company PA system?
a) 10-30% b) 40-60%
c) 60-80% d) 100%
12. Do you feel the fallowing are necessary for employee appraisal?
Yes No
a) Discipline ( ) ( )
b) Attendance ( ) ( )
c) Job knowledge ( ) ( )
d) Relation with employee ( ) ( )
e) Plan of work ( ) ( )
f) Decision making ( ) ( )
g) Guidance ( ) ( )
h) Performance ( ) ( )
i) Absenteeism ( ) ( )
j) Dependency ( ) ( )
k) Integration ( ) ( )
l) Participation ( ) ( )
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13. Are you facing any fallowing problem during appraisal?
Yes No
a) Analysis of skill ( ) ( )
b) Usage of logics ( ) ( )
c) Self-opinion description ( ) ( )
d) Participation in decision making ( ) ( )
e) Unable to reveal self description ( ) ( )
14. Do you think performance appraisal system gives the real justice?
a) yes b) partly
c) no
15. Have been selected for any training after the appraisal conducted?
a) yes b) no
17. Does Performance appraisal give the improvement in promotions and salaries?
a) true b) partly
c) not true d) very true
18. Does your company conduct the counseling after the appraisal?
a) yes b) partly
c) no
19. What kind of an appraisal system will bring out the best of you?
a) appraisal by all superiors b) appraisal by immediate superior
c) appraisal by reference team c) appraisal by reference team and self
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BIBLIOGRAPHY
• T V Rao, 1999, Appraisal & Development ,Managerial Performance , T V Rao Learning
systems Pvt. Ltd, Excel Books
• Carey and Janice Keefe, 2003, Performance appraisal Phrase Book , Adams Media
• Carl G.Thor ,2004, Designing Feedback , Viava Management Library.
• Angelo S.DeNisi, 1996, A Cognitive approach to performance appraisal, published in the
Taylor & Francis e-Library.
• Jan Jonker & Bartjan Pennink, 2010, The Essence of Research Methodology, Springer-
Verlag Berlin Heidelberg .
• P. Subba Rao, 2006, Essentials of Human Resource Management and Industrial
Relations, Himalaya Publishing House.
Web Resources:
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• www.google.com
• www.gigapedia.com
• www.performance-appraisal.com
• www.appraisals.naukrihub.com
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