1. ANALYSIS AND INTERPRETATION
4.1 DATA ANALYSIS AND INTERPRETATION
1. Expectations from Appraisal System :
Expectation from Appraisal System
An insight into your strengths and weakness
312
Guideline for training Plan
254
Assistance in goal
228
Decision on layoff
354
Determination of promotion or transfer
Score
109
Salary Administration and Benefits
87
0
50
100
150
200
250
300
350
400
Respondents were asked to rank the various options according to their preference.
(Rank 1 being most preferred and rank 6 being least preferred). Then scoring was
given on the basis of ranks. 1 mark was allotted to rank 1, 2 marks for rank 2 and so
on.
Particular
Score
Overall Rank
Salary Administration and Benefits
87
1
Determination of promotion or transfer
109
2
Assistance in goal
228
3
Guideline for training plan
254
4
An insight into your strengths and weakness
312
5
Decision to layoff
354
6
INTERPRETATION
From the above table it can be seen that employees expect “Salary Administration and
Benefits” to be the main reason for conducting a Performance Appraisal. “Decision to
layoff” is of least importance as per the appraisee.
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2. 2. Awareness about Responsibilities :
Options
Response
Yes
86%
No
14%
Awareness about Responsibilities
Yes
14%
No
86%
INTERPRETATION
From the graph it can be seen that majority of employees are aware about their
responsibilities, which implies that the appraisers have efficiently communicated to the
appraisees all the parameters that will be taken into account during appraisal. 86%
respondents are aware about responsibilities and 14% respondents are not aware about
responsibilities.
55

3. 3. Satisfaction Level among appraise regarding Appraisal System :
Options
Response
Fully Dissatisfied
28%
Partially dissatisfied
42%
Satisfied
23%
Partially satisfied
5%
Fully Satisfied
2%
Satisfaction Level
Fully Dissatisfied
Partially dissatisfied
5%
Satisfied
Partially satisfied
Fully Satisfied
2%
28%
23%
42%
INTERPRETATION
From graph it can be seen that majority of the respondents are partially dissatisfied
with the appraisal system. 23% respondents are satisfied with appraisal system .28%
respondents are fully dissatisfied with appraisal program. Only a merger 7% were
satisfied with the Performance Appraisal programs.
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4. 4. Awareness about performance ratings :
Options
Response
Yes
34%
No
66%
Awarness about Performance Rating
Yes
No
34%
66%
INTERPRETATION
This clearly shows that majority of the employees are not aware about the performance
ratings that are taken into account while conducting a performance appraisal. 66 %
respondents are not aware about the performance ratings. Only 34% respondents are
aware about the performance ratings.
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5. 5. Allowing Self ratings :
Options
Response
Yes
92%
No
8%
Self Rating Should be allowed
Yes
No
8%
92%
INTERPRETATION
From graph it can be seen that majority of respondents want self rating to be a method
of conducting the appraisals . 92% respondents want self ratingmethod .
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6. 6. Chance to rate your own performance
Options
Response
Yes
23%
No
77%
Rate your own performance
Yes
No
23%
77%
INTERPRETATION
From the graph we can see that majority of the employees are not given a chance to
rate their own performance in the organization. 77% respondents are not given a
chance to rate their own performance and 23% respondents are given a chance to rate
their own performance.
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7. 7. Timing of Appraisals
Options
Response
Monthly
2%
Quarterly
3%
Half yearly
11%
Annual
84%
Timing of Appraisal
Monthly
Quaterly
Half Yearly
Annual
2% 3%
11%
84%
INTERPRETATION
This shows that most of the employees wants that the organisation conduct their
Performance Appraisal programs annually. A very small percentage of the employees
wants the organisation conduct Performance Appraisals on a half yearly basis. The
share of the quarterly and monthly appraisals are extremely minimal.
60

8. 8. Credibility of Appraiser
Options
Response
Yes
37%
No
63%
Credibility of Appraiser
Yes
No
37%
63%
INTERPRETATION
This shows that according to the employees/appraisees the credibility of the appraiser
is extremely important and it has an effect on the overall Performance appraisal
program.
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9. 9. Complaint channel for employees
Options
Response
Yes
27%
No
73%
Complaint Channel for employees
Yes
No
27%
73%
INTERPRETATION
This shows that there is no proper complaint channel existing in the organisations for
the employees who are dissatisfied with the performance appraisal system.73%
respondents are agree that there is no proper complaint channel in the organization.
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10. 10. Standards communicated to employees
Options
Response
Yes
36%
No
64%
Standards Communicated to Employees
Yes
No
36%
64%
INTERPRETATION
From this it can be seen that there is a clear majority among the employees who say
that the standards on the basis of which the performance appraisal is carried out is not
communicated to the employees before hand. 64% respondents are not communicated
with standards on the basis of which the performance appraisal is carried out.
63

11. 11. Performance Appraisal
Options
Response
Immediate Supervisor
91%
Peer Appraisal
0%
Rating Committee
9%
Self rating
0%
Appraisal by Subordinates
0%
Performance Appraisal
Immediate Supervisor
Peer appraisal
Self Rating
Appraisal by subordinates
0%
Rating committee
0%
9%
91%
INTERPRETATION
Almost all the Performance Appraisals are carried our by the Immediate Supervisor in
these organisations. In very few organisations, Rating committees carry out the
performance appraisals. None of the organisations use Peer Appraisals, Appraisals by
subordinates and Self rating as a method of Performance Appraisal.
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12. 12. Clear understanding of Appraisee’s job
Options
Response
Yes
77%
No
23%
Clear understanding of Appraisee's Job
Yes
No
23%
77%
INTERPRETATION
This shows that the performance Appraisal programs are successful in giving a clear
understanding of the appraisee’s job to both appraiser and appraisee. 77% respondents
are agree that the performance appraisal programs are successful in giving a clear
understanding of the appraisee’s job.
65

13. 13. Objectives of Appraisal System
Options
Response
Yes
50%
No
50%
Objective of Appraisal System
50%
50%
Yes
No
INTERPRETATION
From the figure we can derive that the objective for conducting the Appraisal system is
clear only to half of the employees. The remaining half are not clear about the
objective for which the Performance Appraisal is carried out.
66

14. 14. Good communication between top management and business goals
Options
Response
Yes
22%
No
78%
Good communication between Top
management and Business goal
Yes
No
22%
78%
INTERPRETATION
This shows that the appraisal systems do not provide a good communication flow of
the top-management plans and business goals to the staff below. 78% respondents are
agree that the appraisal program do not provide a good communication between top
management and business goal.
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15. 15. Comments and suggestions to be considered
Options
Response
Yes
98%
No
2%
Comments and suggestion to be considered
Yes
No
2%
98%
INTERPRETATION
Almost all the employees expect that their comments and suggestions should be taken
into consideration while conducting the Performance Appraisal. 98% employees
expect that their comments and suggestions should be taken into consideration.
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16. 16. Post Appraisal interview
Options
Response
Yes
30%
No
70%
Post Appraisal Interview
Yes
No
30%
70%
INTERPRETATION
As per the response from the employees we can see that there is no interview
conducted after the appraisal program for majority of the employees. 70% respondents
are agree that there is no interview conducted after appraisal program.
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