CHAPTER 2

DATA ANALYSIS AND INTERPRETATIONS

 27

2.1 PERCENTAGE ANALYSIS

ANALYSIS AND INTERPRETATIONS
Table – 2.1.1

TABLE SHOWING THE METHOD TO MEASURE THE PUNCTUALITY AND

DISCIPLINE IN THE EXISTING PERFORMANCE APPRAISAL SYSTEM (if
satisfied)

S. No Appraisal system No. of Respondent’s Percentage

1 Measurement through 30 30
proper record keeping
2 The nature of the 40 40
appraiser
3 It helps the future growth 30 30
4 All the above 0 0
Total 100 100

INFERENCE:
From the above table it is inferred that 30% of the respondents have shown
Measurement through proper record keeping, while 40% have shown the nature of the
appraiser.

Chart – 2.1.1
CHART SHOWING THE METHOD TO MEASURE THE PUNCTUALITY
AND DISCIPLINE IN THE EXISTING PERFORMANCE APPRAISAL
SYSTEM (if satisfied)
 28

Table – 2.1.2

TABLE SHOWING THE METHOD TO MEASURE THE PUNCTUALITY AND

DISCIPLINE IN THE EXISTING PERFORMANCE APPRAISAL SYSTEM (if
dissatisfied)

S. No Appraisal system No. of Respondent’s Percentage

1 Lack of record keeping 30 30
2 The nature of the appraiser 5 5
3 High subjectivity 5 5
4 All the above 10 10
Total 100 100

INFERENCE:
From the above table it is inferred that 30% of the Respondent’s have shown Lack
of record keeping and 5 of the Respondent’s have shown both the nature of the
appraiser and high subjectivity.

Chart – 2.1.2
TABLE SHOWING THE METHOD TO MEASURE THE PUNCTUALITY AND
DISCIPLINE IN THE EXISTING PERFORMANCE APPRAISAL SYSTEM (if
satisfied)
 29

Table – 2.1.3
TABLE SHOWING METHOD USED TO MEASURE THE JOB KNOWLEDGE,
QUALITY OF WORK, EFFECTIVE TIME AT WORK AND ATTITUDE (if
satisfied)
S. No No. of Respondent’s Percentage
1 Measurement through 60 60
handling of work
independently Clients
2 Measure the achievements 25 25
based on the organizational
goal.
3 It helps the future the growth 10 10
4 Measure the personal interest 0 0
contributing to organizational
interest.
5 Measurement of the job 5 5
within the stipulated time
Total 100 100

INFERENCE:
From the above table it is inferred that 60% of the Respondents feel
measurement through handling of work independently Clients, 5 of the Respondent’s
shown measurement of the job within the stipulated time.
Chart – 2.1.3
 30

CHART SHOWING THE METHOD USED TO MEASURE THE JOB

KNOWLEDGE, QUALITY OF WORK, EFFECTIVE TIME AT WORK AND
ATTITUDE (if satisfied)

Table – 2.1.4

TABLE SHOWING THE METHOD USED TO MEASURE THE JOB

KNOWLEDGE, QUALITY OF WORK, EFFECTIVE TIME AT WORK AND
ATTITUDE (if dissatisfied)
S. No No. of Respondent’s Percentage

1 Not measuring through handling of 10 10

work independently
2 Not measuring the achievements 20 20
based on the organizational goal
3 Not measure the personal interest 40 40
contributing to organizational
interest.
4 Does not measure the job with the 20 20
stipulated time

5 Highly subjectivity 10 10
Total 100 100

INFERENCE:
From the above table it is inferred that 40% of the Respondent have shown
Not measuring through handling of work independently. Whereas 10% of the
respondents have shown highly subjectivity.

Chart – 2.1.4
 31

CHART SHOWING THE METHOD USED TO MEASURE THE JOB

KNOWLEDGE, QUALITY OF WORK, EFFECTIVE TIME AT WORK AND
ATTITUDE (if dissatisfied)

Table – 2.1.5

TABLE SHOWING THE METHOD USE TO MEASURE THE WRITING AND

ORAL ABILITIES (if satisfied)

S. No Writing and oral No. of Respondent’s Percentage

abilities
1 Measurement through 40 40
addressing the meetings
2 Measurement through 15 15
proper record keeping
3 The nature of the 25 25
appraiser
4 Highly subjectivity 10 10
5 All the above 10 10
Total 100 100
 32

INFERENCE:
From the above table it is inferred that 40% of the respondent have shown
Measurement through addressing the meetings, 10% of the respondent have shown
Highly subjectivity.

Chart – 2.1.5
CHART SHOWING THE METHOD USE TO MEASURE THE WRITING AND
ORAL ABILITIES (if satisfied)

Table – 2.1.6

TABLE SHOWING THE METHOD USE TO MEASURE THE WRITING AND

ORAL ABILITIES (if dissatisfied)

S. Writing and oral abilities No. of Respondent’s Percentage

No
1 Not help to measure the coordination 30 30
among the employees
2 Does not measure the willingness to 10 10
learn in the job
3 Does not measure through 15 15
addressing the meetings
4 The nature of the appraiser 5 5
5 It does not help in the future growth 40 40
Total 100 100
 33

INFERENCE:
From the above table it is inferred that 30% of the respondent have shown
not help to measure the coordination among the employees, 5 of the respondent have
shown the nature of the appraiser.
Chart – 2.1.6
TABLE SHOWING THE METHOD USE TO MEASURE THE WRITING AND
ORAL ABILITIES (if dissatisfied)

Table – 2.1.7

TABLE SHOWING THE METHOD USED TO MEASURE THE ABILITY TO

ACCEPT, IMPLEMENT THE CHANGE (if satisfied)

S. No. of Respondent’s Percentage

No
1 Measurement through how many 40 40
times the higher authorities are
referred
2 Measurement through the ability 15 15
to take immediate action.
3 Measurement through fastness in 25 25
referring the manual and taking
decision

4 Measurement through proper 10 10

record keeping
5 The nature of the appraiser 10 10
Total 100 100
 34

INFERENCE:
From the above table it is inferred that 40% of the respondent have shown
Measurement through how many times the higher authorities are referred.
Chart – 2.1.7
CHART SHOWING THE METHOD USED TO MEASURE THE ABILITY TO
ACCEPT, IMPLEMENT THE CHANGE (if satisfied)

Table – 2.1.8

TABLE SHOWING THE METHOD USED TO MEASURE THE ABILITY TO

ACCEPT, IMPLEMENT THE CHANGE (if dissatisfied)

S. No. of Respondent’s Percentage

No
1 Not measure through how many 40 40
times the higher authorities are
referred

2 It does not measure through the 15 15

ability in taking immediate action

3 Not measure through fastness in 25 25

referring the manual

4 lack of record keeping 10 10

5 The nature of the appraiser 10 10
Total 100 100

INFERENCE:
 35

From the above table it is inferred that 40% of the respondents have shown
not measure through how many times the higher authorities are referred, 10% of the
respondent have shown lack of record keeping.
Chart – 2.1.8
TABLE SHOWING THE METHOD USED TO MEASURE THE ABILITY TO
ACCEPT, IMPLEMENT THE CHANGE (if dissatisfied)

Table – 2.1.9

TABLE SHOWING THE METHOD TO MEASURE THE ABSENTEEISM

RATE IN THE EXISTING PERFORMANCE APPRAISAL SYSTEM

S. No Absenteeism No. of respondents Percentage

1 Highly Satisfied 20 20
2 Satisfied 70 70
3 Neutral 10 10
4 Not Satisfied 0 0
5 Highly dissatisfied 0 0
Total 100 100

INFERENCE:
From the above table it is inferred that 20% of the respondents were Highly
Satisfied whereas 10% of them were neutral with absenteeism.

Chart – 2.1.9
 36

CHART SHOWING THE METHOD TO MEASURE THE ABSENTEEISM

RATE IN THE EXISTING PERFORMANCE APPRAISAL SYSTEM

Table – 2.1.10

TABLE SHOWING THE METHOD USED TO MEASURE THE PERSONAL

GROOMING THE EXISTING PERFORMANCE APPRAISAL SYSTEM

S. No No. of respondents Percentage

1 Highly Satisfied 30 30
2 Satisfied 40 40
3 Neutral 20 20
4 Not Satisfied 10 10
5 Highly dissatisfied 0 0
Total 100 100

INFERENCE:
From the above table it is inferred that 40% of the respondent have shown Satisfied, 10
of the respondent have Not Satisfied with personal grooming.

Chart – 2.1.10
 37

CHART SHOWING THE METHOD USED TO MEASURE THE PERSONAL

GROOMING THE EXISTING PERFORMANCE APPRAISAL SYSTEM

Table – 2.1.11

TABLE SHOWING THE METHOD USED TO MEASURE THE KNOWLEDGE

ON THE COMPANY POLICIES IN THE EXISTING PERFORMANCE
APPRAISAL SYSTEM

S. No No. of respondents Percentage

1 Highly Satisfied 10 10
2 Satisfied 50 50
3 Neutral 30 30
4 Not Satisfied 10 10
5 Highly dissatisfied 0 0
Total 100 100

INFERENCE:
From the above table it is inferred that 50% of the respondent have shown
Satisfied, 10% of the respondent have shown Not Satisfied about knowledge on the
company policies.
 38

Chart – 2.1.11

CHART SHOWING THE METHOD USED TO MEASURE THE KNOWLEDGE

ON THE COMPANY POLICIES IN THE EXISTING PERFORMANCE
APPRAISAL SYSTEM

Table – 2.1.12

TABLE SHOWING THE METHOD USED TO MEASURE THE EDUCATION

AND COMPUTER SKILLS IN THE EXISTING PERFORMANCE APPRAISAL
SYSTEM

S. No No. of respondents Percentage

1 Highly Satisfied 70 70
2 Satisfied 20 20
3 Neutral 10 10
4 Not Satisfied 0 0
5 Highly dissatisfied 0 0
Total 100 100

INFERENCE:
From the above table it is inferred that 70% of the Respondent have highly
satisfied, 10% of the Respondent have shown neutral about the education and computer
skills.
 39

Chart – 2.1.12

CHART SHOWING THE METHOD USED TO MEASURE THE EDUCATION

AND COMPUTER SKILLS IN THE EXISTING PERFORMANCE APPRAISAL
SYSTEM

Table – 2.1.13

TABLE SHOWING THE REGULAR FEEDBACK OF PERFORMANCE

APPRAISAL OF THE RESPONDENTS

S. No performance No. of Respondent’s Percentage

1 Yes 70 70
2 No 30 30
Total 100 100

INFERENCE:
From the above table it is inferred that 70% of the Respondent have shown yes,
30% of the respondent have shown no about regular feedback of performance appraisal.

Chart – 2.1.13
CHART SHOWING THE REGULAR FEEDBACK OF PERFORMANCE
APPRAISAL OF THE RESPONDENTS
 40

Table – 2.1.14

TABLE SHOWING THE PERFORMANCE APPRAISAL SYSTEM HELP FOR

THE FUTURE GROWTH

S. No No. of Respondent’s Percentage

1 Yes 75 75
2 No 25 25
Total 100 100

INFERENCE:
From the above table it is inferred that 75% of the Respondent have shown yes,
25% of the respondent have shown no about appraisal system.

Chart – 2.1.14
CHART SHOWING THE PERFORMANCE APPRAISAL SYSTEM HELP FOR
THE FUTURE GROWTH
 41

Table – 2.1.15

TABLE SHOWING AFTER APPRAISAL PROGRAM IS ANY TRAINING

PROGRAM CONDUCTED

S. No No. of Respondent’s Percentage

1 Yes 60 60
2 No 40 40
Total 100 100

INFERENCE:
From the above table it is inferred that 60% of the Respondent have shown yes,
40% of the respondent have shown no about training program.

Chart – 2.1.15
CHART SHOWING AFTER APPRAISAL PROGRAM IS ANY TRAINING
PROGRAM CONDUCTED
 42

Table – 2.1.15

TABLE SHOWING WHETHER THE SYSTEM IS TRANSPARENT

S. No No. of Respondent’s Percentage

1 Yes 65 65
2 No 45 45
Total 100 100

INFERENCE:
From the above table it is inferred that 50% of the Respondent have shown yes,
50% of the respondent have shown no about system.

Chart – 2.1.15
CHART SHOWING WHETHER THE SYSTEM IS TRANSPARENT
 43

2.2CHI-SQUARE

To determine whether there is significant difference between the knowledge and

education
H0 : There is significant difference between the knowledge and education
H1 : There is no significant difference between the knowledge and education

Table showing the knowledge and education

Table – 2.1.17
knowledge No of Respondent’s

To track T
Highly satisfied Neutral dissatisfied Highly
the source
Of candidates otal
satisfied dissatisfied
Highly - - - - - 0
satisfied
satisfied - - - - - 0
Neutral 25 5 10 - 30 70
 44

dissatisfied 5 5 5 5 10 30

Highly - - - - - 0
dissatisfied
TOTAL 30 10 15 5 40 100

Expected Frequencies are:

(30* 0) /100 (10 * 0) / 100 ( 15* 0) / 100 (5*0)/100 (40*0)/100
=0 =0 =0 =0 =0

(30* 0) / 100 (10 * 0) / 100 (15 * 0) / 100 (5 *0 ) / 100 (40*0)/100

=0 =0 =0 =0 =0

( 30* 70) / 100 (10* 70) / 100 (15* 70) / 100 (5 * 70) / 100 (40*70)/100
= 21 =7 = 10.5 = 3.5 = 28

(30* 30) / 100 (10 * 30) / 100 (15* 30) / 100 (5 * 30) / 100 (40*30)/100
=9 =3 = 4.5 = 1.5 = 12

(30* 0) / 100 (10 * 0) / 100 (15* 0) / 100 (5 * 0) / 100 (40*0)/100

=0 =0 =0 =0 =0

Calculation of :

Observed Expected
Frequency (0) Frequency (E)
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
25 21
5 7
10 10.5
0 3.5
30 28
5 9
5 3
/E
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
16 0.76
4 0.57
0.25 0.02
12.25 3.5
4 0.14
16 1.7
4 1.3
 45

5 4.5 0.25 0.05

5 1.5
10 12
0 0
0 0
0 0
0 0
0 0
12.25 8.16
4 0.33
0 0
0 0
0 0
0 0
0 0
16.53

0 – Observed Frequency

E – Expected Frequency

= 16.53
Calculated = 16.53

Degree of freedom = (5 - 1)(5 – 1)

= 16 d.f at 5% level of significance

Therefore, Tabulated = 26.30

Since Calculated < Tabulated

Therefore, we accept the hypothesis.

i.e, There is no significant difference between the knowledge and education.

 46

To determine whether there is significant difference between absenteeism rate and

flexibility of performance appraisal
H0 : There is significant difference between absenteeism rate and flexibility of
performance appraisal
H1 : There is no significant difference between absenteeism rate and flexibility of
performance appraisal
Table showing the absenteeism rate and flexibility of performance appraisal
Table – 2.1.18
absenteesim No of Respondents
T
Highly satisfied Neutral Dis satisfied Highly
otal
flexibilty satisfie Dissatisfied
d
Highly 10 20 5 - - 35
satisfied
satisfied 5 30 5 - - 40
 47

Neutral 5 15 - - - 20
dissatisfied - 5 - - - 5
Highly - - - - - 0
dissatisfied
TOTAL 20 70 10 0 0 100

Expected Frequencies are:

(20* 35) /100 (70 * 35) / 100 ( 10* 35) / 100 (0*35)/100 (0*35)/100
=7 = 24.5 = 3.5 =0 =0

(20* 40) / 100 (70 * 40) / 100 ( 10 * 40) / 100 (0 *40 ) / 100 (0*40)/100
=8 = 28 =4 =0 =0

( 20* 20) / 100 (70* 20) / 100 ( 10* 20) / 100 (0 * 20) / 100 (0*20)/100
=4 = 14 =2 =0 =0

(20*5) / 100 (70 * 5) / 100 ( 10* 5) / 100 (0 * 5) / 100 (0*5)/100

=1 = 3.5 = 0.5 =0 =0

(20* 0) / 100 (70 * 0) / 100 ( 10* 0) / 100 (0 * 0) / 100 (0*0)/100

=0 =0 =0 =0 =0

Calculation of :

Observed Expected
Frequency (0) Frequency (E) /E
10 7 9 1.28
20 24.5 20.25 0.82
5 3.5 2.25 0.64
0 0 0 0
0 0 0 0
5 8 9 1.12
30 28 4 0.14
5 4 1 0.25
0 0 0 0
0 0 0 0
5 4 1 0.25
15 14 1 0.07
0 2 4 2
0 0 0 0
0 0 0 0
0 1 1 1
5 3.5 2.25 0.64
0 0.5 0.25 0.5
 48

0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
8.71

0 – Observed Frequency

E – Expected Frequency
= 8.71

Calculated = 8.71

Degree of freedom = (5 - 1)(5 – 1)

= 16 d.f at 5% level of significance

Therefore, Tabulated = 26.30

Since Calculated < Tabulated

Therefore, we accept the hypothesis.

i.e, There is no significant difference between absenteeism rate and flexibility of

performance appraisal.
 49

2.3 WEIGHTED AVERAGE

To find the personal grooming of the existing performance appraisal system

Table – 2.1.16

S.no particulars No of weight Total score Mean score

respondent
1 Highly satisfied 40 5 200
2 satisfied 15 4 60
3 Neutral 25 3 75
4 dissatisfied 10 2 20 3.65
5 Highly dissatisfied 10 1 10
Total 100 365

Source: Primary Data

 50

Mean score = Total score 365

---------------------- = --------- = 3.65
No.of Respondent 100

INFERENCE:

From the table it is seen that most of the respondents were highly satisfied with
personal grooming of the existing performance appraisal system.

To find the knowledge on the company policies in the existing performance appraisal
system

Table – 2.1.22
S.no particulars No of weight Total Score Mean score
Respondent
1 Highly 9 5 45
satisfied
2 satisfied 60 4 240
3.72
3 Neutral 25 3 75
4 dissatisfied 6 2 12
5 Highly 0 1 0
dissatisfied
Total 100 372

Source: Primary Data

Mean score = Total score 372

---------------------- = --------- = 3.72
No.of Respondent 100
 51

INFERENCE:

From the table it is seen that most of the respondent have knowledge on the company
policies.

CHAPTER 3
SUMMARY
 52

3.1FINDINGS

# It shows that 30% of the respondents have shown Measurement through proper record
keeping, while 40% have shown the nature of the appraiser.

# It shows that 30% of the Respondent’s have shown Lack of record keeping and 5 of
the Respondent’s have shown both the nature of the appraiser and high subjectivity.

# It shows that that 60% of the Respondents feel measurement through handling of
work independently Clients, 5 of the Respondent’s shown measurement of the job
within the stipulated time.

# It shows that 40% of the Respondent have shown Not measuring through handling of
work independently. Whereas 10% of the respondents have shown highly subjectivity.

# It shows that 40% of the respondent have shown Measurement through addressing the
meetings, 10% of the respondent have shown Highly subjectivity.

# It shows that 30% of the respondent have shown not help to measure the coordination
among the employees, 5 of the respondent have shown the nature of the appraiser.

# It shows that 40% of the respondent have shown Measurement through how many
times the higher authorities are referred.

# It shows that 40% of the respondents have shown not measure through how many
times the higher authorities are referred, 10% of the respondent have shown lack of
record keeping.

# It shows that 20% of the respondents were Highly Satisfied whereas 10% of them
were neutral with absenteeism.
# It shows that 40% of the respondent have shown Satisfied, 10 of the respondent have
Not Satisfied with personal grooming.
 53

# It shows that 50% of the respondent have shown Satisfied, 10% of the respondent
have shown Not Satisfied about knowledge on the company policies.

# It shows that 70% of the Respondent have highly satisfied, 10% of the Respondent
have shown neutral about the education and computer skills.

# It shows that 70% of the Respondent have shown yes, 30% of the respondent have
shown no about regular feedback of performance.

#75% of the Respondent have shown yes, 25% of the respondent have shown no about
appraisal system.

#50% of the Respondent have shown yes, 50% of the respondent have shown no about
system.
 54

3.2 SUGGESTIONS

Based on the study, the following suggestions are given. The company
may look into these suggestions:

1. The findings suggest that for success of Appraisal system the credibility of
appraiser is of utmost importance.

2. The existence of a proper complains channel was also of utmost importance to

the appraises. They should be given a chance to convey their grievances to the
top management.

3. Most of the employees were also not clear about the criteria on which ratings
were given to each employee while conducting the performance appraisal.
Instead of secrecy there should be openness. Because of lack of
communication, employees may not know how they are rated.

4. From the survey we can also derive that the appraisers expect a post appraisal
interview to be conducted wherein they are given a proper feedback on their
performance and they can also put forward their complaints if any.

5. Purpose is to help an employee improve his performance level, maintain his

morale, guide him to identify and develop his strong points, overcome his weak
points, develop new capabilities to handle more responsibilities, identify his
training needs.
 55

3.3 CONCLUSION

Organizations face challenges in identifying the right candidates on contract

basis it has been identified that most candidates defer employment as they don’t have

role clarity at the time of recruitment. Contract employees hired by the organization do

not stay for long with it. The study shows that the reason behind this is delay in timely

payment of salary.
 56

APPENDIX

QUESTIONNAIRE
 57

To assess the challenges faced in recruiting candidates as

contract staff with respect to Mafoi Randstad

Name :
Age :
Gender :
Department :
Designation :
1. Are you satisfied with the method used to measure the punctuality and discipline in
the existing performance appraisal system?

1. A) if your answer is “satisfied “because,

a) Measurement through proper record keeping

b) The nature of the appraiser

c) It helps the future growth

d) All the above

1. B) if your answer is dissatisfied because,

a) Lack of record keeping

B) The nature of the appraiser

c) High subjectivity

D) All the above

2. Are you satisfied with the method used to measure the job knowledge, quality of
work, effective time at work and attitude towards work in the existing performance
appraisal system?
2. A) if your answer is satisfied because
 58

1) Measurement through handling of work independently

2) Measure the achievements based on the organizational goal.

3) It helps the future the growth

4) Measure the personal interest contributing to organizational interest.

5) Measurement of the job within the stipulated time

2. B) if your answer is dissatisfied because

1.) Not measuring through handling of work independently.

2) Not measuring the achievements based on the organizational goal

3) Not measure the personal interest contributing to organizational interest.

4) Does not measure the job with the stipulated time

5) Highly subjectivity.

3. Are you satisfied with the method use to measure the writing and oral abilities in
the existing performance appraisal system?

3. A) if you’re is satisfied because

1) Measurement through addressing the meetings

2) Measurement through proper record keeping

3) The nature of the appraiser

4) Highly subjectivity

5) All the above

3. B) if your answer is dissatisfied because

 59

1) It does not measure through addressing the meetings

2) lack of record keeping

3) The nature of the appraiser

4) Highly subjectivity

5) All the above

4. Are you satisfied with the method used to measure the ability to learn and
communicate in the existing performance appraisal system?
4. A) if your answer is satisfied because,

1) Measurement through coordination among the employees.

2) Measurement through willingness to learn in the job

3) Measurement through addressing the meetings

4) The nature of the appraiser

5) It helps the future growth

4. B) if your answer is dissatisfied because,

1) Not help to measure the coordination among the employees.

2) Does not measure the willingness to learn in the job

3) Does not measure through addressing the meetings

4) The nature of the appraiser

5) It does not help in the future growth

5. Are you satisfied with the method used to measure the ability to accept, implement
the change, to see problem and plan and to take decision at short notice in the existing
performance appraisal system?
 60

5. A.If your answer is satisfied because

1) Measurement through how many times the higher authorities are referred.

2) Measurement through the ability to take immediate action.

3) Measurement through fastness in referring the manual and taking decision.

4) Measurement through proper record keeping

5) The nature of the appraiser

5. B. If your answer is dissatisfied

1) Not measure through how many times the higher authorities are referred

2) It does not measure through the ability in taking immediate action

3) Not measure through fastness in referring the manual

4) lack of record keeping

5) The nature of the appraiser

6. Are you satisfied with the method used to measure the absenteeism rate in the
existing performance appraisal system?
a) Highly satisfied b) satisfied c) neutral d) dissatisfied e) Highly dissatisfied

7. Are you satisfied with the method used to measure the flexibility in the existing
performance appraisal system?
a) Highly satisfied b) satisfied c) neutral d) dissatisfied e) Highly dissatisfied

8. Are you satisfied with the method used to measure the personal grooming the
existing performance appraisal system?
a) Highly satisfied b) satisfied c) neutral d) dissatisfied e) Highly dissatisfied
 61

9. Are you satisfied with the method used to measure the knowledge on the company
policies in the existing performance appraisal system?
a) Highly satisfied b) satisfied c) neutral d) dissatisfied e) Highly dissatisfied

10. Are you satisfied with the method used to measure the education and computer
skills in the existing performance appraisal system?
a) Highly satisfied b) satisfied c) neutral d) dissatisfied e) Highly dissatisfied

11. Do you get regular feedback of your performance appraisal?

a) Yes b) no

12. Do you think performance appraisal system help for the future growth?
a) Yes b) no

13. After the appraisal program is any training program conducted.

a) Yes b) no

14. Do you think the system is transparent?

A) Yes b) no

15. Can you suggest some methods and tools to measure the parameters in the
performance appraisal system?
---------------------------------------------------------------------------------------------------------
-
 62

BIBLIOGRAPHY
 63

REFERENCE
TEXT BOOKS

 memoria.c.b (1990), personnel management published by himalaya publishing

house,
 levin & rubin (2002),statistics for management, new delhi, prentice hall of india,
 kothari.c.r (1990), Research Methodology Methods & Techniques published by
Wishwa prakasan.

WEBSITES
www.google.com
www.citehr.com
www.mafoirandstad.com