Beruflich Dokumente
Kultur Dokumente
MANAGEMENT
A SUMMER TRANING REPORT
ON
PERFORMANCE APPRAISAL
ACKNOWLEDGEMENT
I consider myself very fortunate to get the opportunity to conduct the training
approval and project assignment by BHARAT SANCHAR NIGAM LIMITED
(BSNL). I got opportunity to get a practical exposure into actual environment and it
provides me the golden opportunity to make my theoretical concept of Recruitment
and selection process in a more clear way.
I am very much thankful to MR. J.P Tiwari for providing me the opportunity
to do the training in the BSNL. Also, thankful to all the officials at BSNL for their
cooperation during my training for providing me necessary information without
which this project report would not have been completed.
I have gone through various sites, Research Books, Magazines and
Newspapers to get the accurate information for analysis and tried to find the best
conclusion.
PREFACE
Summer training is the most vital part of an BBA course, both as a link between
theory and actual industrial practices as well as an opportunity for hands on
experience in corporate environment. I therefore, consider myself fortunate to
receive the training in an esteemed organization viz. Bharat Sanchar Nigam
Limited. Yet the opportunity could not have been utilized without the guidance
and support of many individuals who although held varied positions, but were
equally instrument for although completion of my summer training.
Dr. Rajneesh Srivastava and also thanks to all my faculty members and
my Parents and friends. However, I accept the sole responsibility errors of omission
and would be extremely grateful to readers of this project report if they bring such
mistake to my notice.
EXECUTIVE SUMMERY
TABLE OF CONTENT
CONTENT
PAGE NO.
Acknowledgement
Preface
Executive summary
Company profile
6-19
Introduction
20-48
Research Methodology
49-58
59-70
Limitation
71
Suggestion
73-75
Conclusion
75
Bibliography
76
Appendix
77
COMPANY
PROFILE
INTRODUCTION
1.1
TYPE
AVAILABILITY
COUNTRYWIDE
OWNER
GOVERNMENT OF INDIA
KEY PEOPLE
FOUNDED
WEBSITE
WWW.BSNL.IN
authorized share capital of US$ 3.95 billion (INR 17,500 Crore) and
net worth of US$ 14.32 billion.
BSNL provides almost every telecom service, however following are the main
Telecom Services being provided by BSNL in India:1. UNIVERSAL TELECOM SERVICES: Fixed wire line services & Wireless
in Local loop (WLL) using CDMA Technology called bfone and Tarang
respectively. BSNL is dominant operator in fixed line. As on March 31, 2007
(end of financial year) BSNL had 76% share of fixed and WLL phones.
BSNL MOBILE
PRE-PAID MOBILE
BSNL Broadband
Since its corporatisation in October 2000, BSNL has been actively providing
Connections in both Urban and Rural areas and the efficiency of the company has
drastically improved from the days when one had to wait for years to get a phone
connection to now when one can get a connection in even hours. Pre-activated
Mobile connections are available at many places across India. BSNL has
alsounveiled very cost-effective Broadband internet access plans (DataOne)
targetedat homes and small businesses. At present BSNL enjoy's 47% of market
share of ISP services.
CHALLENGES:During Financial Year 2007-2008 (From April 01, 2006 to March 31, 2007)
BSNL has added 9.6 million new customers in various telephone services taking its
customer base to 64.8 million. BSNL's nearest competitor Bharti Airtel is standing
at a customer base of 39 million. However, despite impressive growth shown by
BSNL in recent times, the fixed line customer base of BSNL is declining. In order
to woo back its fixed-line customers BSNL has brought down long distance calling
rate under One India plan, however, the success of the scheme is not known.
However, BSNL faces bleak fiscal 2006-2007 as users flee, which has been
accepted by the CMD BSNL.
Presently there is an intense competition in Indian Telecom sector and various
Telcos are rolling out attractive schemes and are providing good customer services.
However, BSNL being legacy operator and its conversion from a Government
Department earns lot of criticism for its poor customer service. Although in recent
past there have been tremendous improvement in working of BSNL but still it is
much below the Industry's Expectations. A large aging (average age 49 years
(appx)) workforce (300,000 strong), which is mostly semiliterate or illiterate is the
11
main reason for the poor customer service. Further, the Top management of BSNL
is still working in BSNL on deputation basis holding Government employee status
thus having little commitment to the organisation. Although in coming years the
retirement profile of the workforce is very fast and around 25% of existing
workforce will retire by 2010, however, still the workforce will be quite large by the
industry standards. Quality of the workforce will also remain an issue.
Access Deficit Charges (ADC, a levy being paid by the private operators to BSNL
for provide service in non-lucrative areas especially rural areas) has been slashed by
37% by TRAI, w.e.f. April 01, 2007. The reduction in ADC may hit the bottom-line
of BSNL.
VISION
12
telecom
network with the following aims and objective
To build a high degree of customer confidence by sustaining quality and
reliability in service.
To upgrade the quality of telecom service to international level.
Provision of telephone connections on demand in all the villages of M.P.
Expansion of new services like Internet, Intelligent Network, ISDN, Internet
Telephony, Video Conferencing, Broadband etc.
Popularize Broadband Services and to be on-demand in the whole State.
Expansion of Cellular Mobile Telephone to all towns.
To open Internet Kiosks (Cafe's) at all Block Head Quarters.
To improve the quality of present services being given to the subscribers.
To open more Customer Service Centers and upgrade the existing Customer
Service Centers for better and friendly Customer care.
Modernize PSTN network by making RSUs & AN-RAX.
Plantation of Trees to make environment Clean & Green.
To raise necessary financial resources for its developmental needs.
To increase accessibility of services, by providing a large number of Local
and
NSD/ISD Public Call Offices (PCOs) so as to reach out to the masses.
13
Products
BSNL LANDLINE
BSNL MOBILE
_ POSTPAID
_ PREPAID
_ UNIFIED MESSAGING
_ GPRS/WAP/MMS
_ DEMOs
_ TARIFF
BSNL WLL
14
INTERNET SERVICES
_ NETWORK
_ BROADBAND
_ WI-FI
_ CO-LOCATION SERVICE
_ BSNL WEB HOSTING
_ DIAL UP INTERNET
_ SMS& BULK SMS
BSNL BROADBAND
BSNL MANAGED NETWORK SERVICES
BSNL MPLS-VPN
ISDN
LEASED LINE
INTELLIGENT NETWORK
_ FREE PHONE SERVICE
_ PREMIUM RATE SERVICE
_ INDIA TELEPHONE CARD
_ VIRTUAL PRIVATE NETWORK (VPN)
_ VOICE VPN
_ UNIVERSAL NUMBER
_ UNIVERSAL PERSONAL NUMBER
_ TELE VOTING
VIDEO CONFERENCING
AUDIO CONFERENCING
TELEX/ TELEGRAPH
15
EPABX
_ EPABX
_ FREE EPABX
_ CENTREX
HVNET
INMARSAT
TRANSPONDER
SWOT Analysis
(Strength / Weakness/ Opportunities / Threats)
Strength
The telecom sector is poised for continued high growth and our company is well
placed to benefit from this phenomenon. BSNL is the largest telecom operator
providing all kind of telecom services throughout the country. The widest network
reach of the company is its USP.
Weakness
16
BSNL being Government Company has no any major weakness in the business.
Opportunities
Having biggest infrastructure
area. BSNL has vast range of product as well as better infrastructure it makes the to
deal with any kind of customer.
Threats
The company operates in an industry, which is highly competitive and faces intense
Competition from other service provider, who enjoy certain advantages in their
Procurement as well as in selection of technology.
REGIONAL OFFICES
OF
BSNL
DEHRADUN LUCKNOW
DELHI
MEERUT17
BSNL's future plan include a fast expansion programme of increasing the present
93 million lines to twice that number by 2009 and some 120 million lines by 2010.
The shift in demand from voice to data domination, and from wire line to wireless,
has revolutionized the very nature of the network. BSNL has already set in place
several measures that should enable it to evolve into a fully integrated multioperator by 2009 and its incumbent status, size, infrastructure and human resource
should certainly, give it a distinct advantage.
Consolidation of the network and maintaining high quality of service comparable to
International standards is the key aim of the Growth Plan. Objective of the plan are:
18
The Network shall be made fully digital. All the technologically obsolete analog
exchanges will be replaced with digital exchanges.
Extensive use of Optical fiber System in the local, Junction and long distance
network so as to make available sufficient bandwidth for the spread of Internet and
Information technology.
ISDN services shall be extended to all the district headquarters, subject to demand.
To provide Intelligent Network Services, progressively all over the country (major
cities have already been covered).
Upgrading existing STD/ISD PCOs to full fledged Public Tele-Info Centers (PTIC)
for supporting Multi media capability and Internet Access
19
INTRODUCTION
PERFORMANCE APPRAISAL
appraisal can be an effective instrument for helping people grow and develop in
organizational setting. Through a Well organized appraisal system. An employee
can create learning spaces for himself in an organization.
20
21
As we have seen performance evolutions can be made a verity of reasonscounseling, promotion, research, salary, administration or a combinations of these
therefore it is necessary to begin by stating very clearly the objectives of the
evolution program. Having done this, the personal evolution system should address
the questions, who, what, when, where, how? Of performance appraisal
WHO
22
WHAT
The what of the performance appraisal consists in appraising non supervisory
employees for their current performance and managers for potential? It also
includes evaluation of human trades.
23
WHY
The why of an appraisal is concerned with
a) Creating and maintaining a satisfactory level of performance of employees in
there present jobs.
b) Highlighting employee needs and opportunities for personal growth and
development.
c) Promoting understanding between the supervisor and his subordinates.
d) Providing a useful criterion for determining the validity of selection and
training methods and techniques and forming concrete measures for
attracting individual of higher caliber to the enterprise.
WHEN
The when answers the query about the frequency of appraisal? It has been
suggested in formal counseling should occur continuously. The manager should
discuss an employees work as soon as possible after he has judged it.
WHERE
The where indicates the lo0cation where an employee may be evaluated. It is
usually done at the place of work or office of the supervisor.
24
HOW
Under how the company must decide what different methods are available and
which of these may be used for performance appraisal. Based on the comparative
advantages and disadvantages it is decided which method suit the propose best.
5. Need for supervision: the degree to which a job performer can carry out job
function without supervisory assistance
6. Interpersonal impact: the degree to which performer promotes feeling of
self esteem, goodwill and cooperation among co- workers and subordinates.
7. Training: need for training of improving his skills knowledge.
27
METHODS OF APPRAISAL
Broadly all the approaches to appraisal can be classified into: Past-oriented:
Rating scales
Checklist
Forced choice method
Forced distribution
Critical incident method
Behaviorally anchored scales
Field review method
Annual confidential report
Essay method
Cost accounting approaches
Comparative evolution approach
Ranking method
Paired comparison method
Future oriented:
Management by objectives
28
Psychological appraisals
Assessment center
29
Easy method
30
In the essay method, the rater must describe the employee with in a number
a)
b)
c)
d)
of broad categories such asThe raters overall impression of the employees performance
The promotability of the employee
The jobs that the employee is now able or qualified to perform
The strength and weaknesses of the employee and the traning and the
appraisers
are:
supervisors,
peers,
subordinates
employees
1. Supervisors:
Supervisors include superiors of the employee other superiors having
knowledge about the work of the employee and department head or manager.
General practices is that immediate superiors appraise the performance, hitch
in turn reviewed by the departmental head /manager.
2. Peers:Peer appraisal may be reliable if the work group is stable over a reasonably
long period of time and perform tasks that require integration.
3. Subordinates:The concept of having superiors rated by
subordinates is being used in most organizations today especially in
developed countries. Such a novel method can be useful in other
organizational settings too provided the relationship between superiors and
subordinates are coordinal.
4. Self-Appraisal:In individuals understand the objective they are expected to achieve and
the standard by which they are to be evaluated, they are to a great extend in
the best position to appraise their own performance.
5. Users of Service Customers:Employee performance in service organization relating to behaviors,
promptness, speed in doing the job and accuracy, can be better judged by the
customers or users of services.
6. Consultants:Sometimes consultants may be engaged for appraisal when employees or
employers not trust supervisor and management does not trust the selfappraisal a peer appraisal or subordinate appraisal.
32
33
34
ensure
that
internal
placement
decisions
are
not
discriminatory.
9) Feedback to human resource:Good/bad performance throughout the organization indicate how
well the human resource function is performing.
35
36
9
8
7
6
5
4
FINDIND OUT THE INFLUENCE
INSTRUCTION GIVEN FOR APPRAISAL
3
2
1
1) Rating Biases:The problem subjective measure (is that rating which is not
verifiable by others) has the opportunity for biases include:a) Halo effect
b) The error of central tendency
c) The leniency and strictness biases
d) Personal prejudice
e) The Recency effect
Halo Effect:It is the tendency of the raters to defend excessively on the rating of
one trait or behavioral consideration in rating all other traits or behavioral
consideration. One way of minimizing the halo effect is appraising all the
employee by one trait before going to rate basis of another trait.
The Error Central Tendency:Some raters fallow play safe policy in-rating-by-rating all the
employee on the middle point of the rating scale and they avoid rating the
p[people at both the extremes of the scale. They fallow play safe policy
because of a answerability to management or lack of knowledge about the
job and person he is rating or least interest in his job.
The leniency and Strictness:The leniency bias crops when some raters have an tendency to be
liberal in their rating by assigning higher rates consistently such rating do
not several any purpose equally damaging one is assigning consistently
low rates.
d) Personal Prejudice : 38
If the rater dislike any employee or any group, he may rate them at
the lower them which may distort the rating purpose affect the career of
these employee.
The Recency Effect:The raters generally remember the recent actions of the employee at
the time of rating and rate on the basis of this recent action.
1) Favorable or unfavorable rather than on the whole activities.
2) Failure of the superior in conducting performance appraisal and
post
helper.
Too many objectives often cause confusion.
The supervisor feels that subordinate appraisal is not rewarding.
A considerable time gap exist between two appraisal programs.
The skills required for daily administration and employee development are in
conflict.
39
Are the employees happy with their wages, rewards and hours of work
given?
PERFORMANCE MATRIX
KRA 1 to 5
For achievement of the set targets, the prescribed credit points would
accrue to all team members for the team performance and to an individual
for the individual performance.
Any drop / deviation from the targets will lead to Debit to while the
overall debit points for the negative variance vis--vis has been prescribed
for the team the individual will be liable to the lose additional points bin
case of direct responsibility for deviation.
41
KRA 6
It is intended to cover every individual distinguishing contribution/ efforts
made in respect of either assigned projects or innovations, cost saving
measures value additions etc. this has been specifically design to
acknowledgement and reward individual excellence.
KRA 7
(Health. Safety/fire, Environment) Debit will apply to an individual and his
superiors but his not peers / others who may not be connected with the safety
incident. Similarly there is scope to earn separate credit points for an individual
through safety suggestion and reporting of near misses and unsafe acts/
conditions/
KRA 8
(Training and HR) this is intended to cover self training, training of
subordinates, for the training programs organized by learning centre are HR
based on individual need assessment of self & subordinates.
42
KRA 9
(Quality System & Documentation) this include proper maintenance of each
and every documents of ISO 9000 and 14001 for surveillance audits, also
revision of SOPs / SOCs decided by the plant.
KRA 10
(Industrial Relations ) there is a scope for a team to earn separate credit points
based on the number of implement suggestions. In this case the team means the
concern immediate supervisor, production / department manager and plant
manager.
Disciplinary Action
It will be deemed to be complete when the matter is brought to logical
Conclusion resulting in either appropriate punishment or withdrawal of
Charge sheet. However no debit will be accrued in the event of
Prolonged enquiry beyond the control of the employee. Further for the
Discipline violations not reported and discovered.
43
Tier - II
The appraisal for managerial key dimension determined carder wise
With 20% weightage.
Performance Diary
44
Facilitating Factor:
Are those factors that are beyond the control of the appraise that have led to
better performance. Example: Availability of resources in time .
Inhibiting Factor:
Are those factors that are beyond the control of the appraise they have led to
poor performance. EXAMPLE: power failure that has led to loss of output.
45
RESEARCH
METHODOLOGY
46
RESEARCH
The research design of this project is exploratory. Though each research
study has its own specific purpose but the research design of this project on BSNL
is exploratory in nature as the objective is the development of the hypothesis rather
than their testing. The research designs methods of financial analysis. Through of
comparative balance sheet in comparative statement, I am studying on balance sheet
of BSNL of five year. So taking comparative statement, I am going to analyzed of
five years balance sheet of BSNL
METHODOLOGY
Every project work is based on certain methodology, which is a way to
systematically solve the problem or attain its objectives. It is a very important
guideline and lead to completion of any project work through observation, data
collection and data analysis.
Research Methodology comprises of defining & redefining problems,
collecting, organizing & evaluating data, making deductions & researching to
conclusions.
- Clifford Woody
RESEARCH DESIGN
47
Research Design refers to "framework or plan for a study that guides the collection
and analysis of data". A typical research design of a company basically tries to
resolve the following issues:
a) Determining Data Collection Design
b) Determining Data Methods
c) Determining Data Sources
d) Determining Primary Data Collection Methods
e) Developing Questionnaires
f) Determining Sampling Plan
(1) EXPLORATIVE RESEARCH DESIGN:
Explorative studies are undertaken with a view to know more about the problem.
These studies help in a proper definition of the problem, and development of
specific hypothesis is to be tested later by more conclusive research designs. Its
basic purpose is to identify factors underlying a problem and to determine which
one of them need to be further researched by using rigorous conclusive research
designs.
(2) CONCLUSIVE RESEARCH DESIGN:
Conclusive Research Studies are more formal in nature and are conducted with a
view to eliciting more precise information for purpose of making marketing
decisions.
These studies can be either:
a) Descriptive or
48
b) Experimental
Thus, it was mix of both the tools of Research Design that is, Explorative as well
as Conclusive.
SAMPLING PLAN:
Sample Size = 50 Employees
Sample Area = BSNL lucknow
Utter Pradesh
Duration = 6 weeks
RESEARCH PROBLEM
I have selected that PERFORMANCE APPRAISER as research problem for my
summer training project.
As a research problem is the situation that causes the researcher to feel
apprehensive, confused and ill at ease. It is the demarcation of a problem area
within a certain involving the WHO or WHAT the WHERE the WHEN and the
WHY of the problem situation.
RESEARCH OBJECTIVE
49
How productivity relates with performance appraisal. In addition, the major factors
of performance appraisal, which have taken a part in increasing productivity of the
organization.
QUESTIONNAIRE:
INTERVIEW:
The interview method of collection data involves presentation
of oral- verbal stimuli and reply in terms of oral-verbal response.
EXPLORATORY RESEARCH
Exploratory research studies are also termed as formulating studies. The main
purpose of such studies that of formulating of the problem for more precise
investigation or of developing the working hypotheses from an operational
point of view. An exploratory research focuses on the discovery of ideas and
is generally based on secondary data. It consists:
Search of secondary data and literature
50
Survey
SURVEY REPORT:
Survey means the survey of people who have had practical experience with the
problem to be study. These individual can be top executives, sales manager,
wholesaler and retailer processing valuable knowledge and information about
the problem environment.
QUESTIONNAIRE-:
The term questionnaire usually refers to a self administered process whereby
the respondent himself read the question and records without the assistance of an
interviewer.
INTERVIEW-:
The interview method of collection data involves presentation of oral-verbal
stimuli and reply in terms of oral- verbal response.
52
SAMPLE SIZE:
When a survey is undertaken and when it is not possible to cover the entire
population the researcher has to answer the basic question how large should be
sample be ? the sample size decision is related directly to research cost.
The intended sample size is the number of participants planned
to be included in the trial, usually determined by using a statistical power
calculation. The achieved sample size is the number of participants enrolled,
treated , or analyzed in the study.
I have taken 50 people in my sample size as the sample size should be neither so
small nor so large.
1) Primary Data
2) Secondary Data
1. PRIMARY DATA
Those data that have been observed and recorded by the researcher for the
first time in their knowledge.
Sources:
Questionnaire
Interview method
2.
SECONDARY DATA:
Those data that have been compile by some agency other than user.
Sources:
Company profile
Magazine
Internet
Books
Previous report
&charts in my project.
54
55
DATA ANALYSIS
OPTIONS
NO OF
RESPONDENT(SAMPL
E SIZE 50)
PERCENTAGE
42
84%
VERY MUCH
56
SOME WHAT
7
14%
2%
DONT KNOW
90
80
70
60
50
40
30
20
10
0
very much
some what
don't know
57
OPTIONS
NOS OF
RESPONDENT(Sampl
e size 50)
YES
38
76%
NO
10
20%
DONT KNOW
4%
PERCENTAGE
80
70
60
50
40
30
20
10
0
yes
no
don't know
3. Hold meeting in the beginning of the year to explain & clarify activity
task & goals to be achieved.
58
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
YES
39
78%
NO
11
22%
90
80
70
60
50
40
30
20
10
0
yes
INTERPRITATION-:
no
meetings helps goal and task. While the other 22% employees that is
not very much helpful.
59
OPTIONS
NOS OF
RESPONDENT (Sample
size 50)
PERCENTAGE
YES
40
80%
NO
10
20%
90
80
70
60
50
40
30
20
10
0
yes
INTERPRITATION -:
no
60
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
FULLY SATISFIED
20
40%
SATISFIED
26
52%
DISSATISFIED
4%
UNCERTAIN
4%
60
50
40
30
20
10
0
fully satisfied
satisfied
INTERPRITATION-:
dissatisfied
uncertain
61
OPTIONS
NOS OF
RESPONDENT(Sampl
e size 50)
PERCENTAGE
YES
42
84%
NO
16%
90
80
70
60
50
40
30
20
10
0
yes
no
62
OPTIONS
NOS OF
RESPONDENT(Sampl
e size 50)
PERCENTAGE
YES
47
94%
NO
6%
100
90
80
70
60
50
40
30
20
10
0
yes
no
63
OPTIONS
NOS OF
RESPONDENT(Sampl
e size 50)
36
PERCENTAGE
72%
YES
10
20%
8%
NO
DONT KNOW
80
70
60
50
40
30
20
10
0
yes
no
don't know
64
OPTIONS
NOS OF
RESPONDENT(Sampl
e size 50)
PERCENTAGE
PERFORMANCE
4%
EXPERIENCE
12%
BOTH
42
84%
90
80
70
60
50
40
30
20
10
0
Performance
experience
both
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
PERCENTAGE
YES
42
84%
NO
16%
90
80
70
60
50
40
30
20
10
0
YES
NO
66
PERCENTAGE
OPTIONS
NOS OF
RESPONDENT(Sample
size 50)
HIGHLY SATISFIED
27
54%
SATISFIED
18
36%
DISSATISFIED
2%
JUST SATISFIED
8%
60
50
40
30
20
10
0
Highly satisfied
INTERPRITATION-:
Satisfied
Dissatisfied
Just satisfied
Performance appraisal system. While 36% employees are satisfied with the current
performance appraisal system.
67
LIMITATIONS
68
LIMITATIONS
A few limitations and constraints came in way of conducting the present study,
Although all attempts were made to make this an objective study, biases
on the part of respondents might have resulted in some subjectivity.
Though, no effort was spared to make the study most accurate and
useful, the sample Size selected for the same may not be the true
representative of the Company, resulting in biased results.
69
SUGGESTIONS
AND
CONCLUSION
SUGGESTIONS
70
After having analyzed the data, it was observed that practically there was no
appraisal in the organization. To be an effective tool, it has to be on the
continuous basis. This is the thing that has been mentioned time and again
in the report, as, in the absence of continuity, it becomes a redundant
exercise. Before actually deciding drafting what should be the kind of
appraisal the following things should be taken care of:
1.
Further, at the time of confirmation also, the appraisal form should not
lead to duplication of any information. Instead, detailed appraisal of the
employees work must be done which must incorporates both the work
related as well as the other personal attributes that are important for
work performance.
4.
It should be noted that the appraisal form for each job position should
be different as each job has different knowledge and skill requirements.
There should not be a common appraisal form for every job position in
the organization.
71
5.
The job and role expected from the employees should be decided well
in advance and that too with the consensus with them.
6.
7.
The time period for conducting the appraisal should be revised, so that
the exercise becomes a continuous phenomenon.
8.
BIBLIOGRAPHY
72
BOOKSHuman Resource
- V.S.P Rao
Research Methodology
- C. R. Kothari
BSNL Manual
- Company Magazines
WEBSITES-
www.bsnl.net
www.bsnl.co.in
73
QUESTIONNAIRE
(PERFORMANCE APPRAISAL SYSTEM AT B.S.N.L.)
Name..
Designation
Department
1) Are you aware of the objective of the performance appraisal system?
a) Very much
b) Some what
c) Dont know
2) Performance appraisal helps the organization in achieving goal?
a) Yes
b) No
c) Cant say
3) Do you hold meeting in the beginning of the explain & clarify activity task &
goals to be achieved?
a) Yes
b) No
4) Should organization have to make a fixed duration for performance
appraisal?
a) Yes
b) No
5) To what extent are you satisfied for point allocation on the basis of KRAs &
managerial dimension?
74
a)
b)
c)
d)
Fully satisfied
Satisfied
Dissatisfied
Uncertain
Highly satisfied
Satisfied
Just satisfied
Dissatisfied
75
76