A PROJECT REPORT

ON

“A STUDY ON PERFORMANCE APPRAISAL”

AT

“MARS SOLUTIONS”

BY
“AFREEN SHAIKH”
UNDER THE GUIDANCE OF
“PROF. MISBA KADRI”
SUBMITTED TO
“SAVITRIBAI PHULE PUNE UNIVERSITY”
IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR
THE AWARD OF THE DEGREE OF MASTER OF BUSINESS
ADMINISTRATION IN HUMAN RESOURCE
DEVELOPMENT
(MBA-HRD)
THROUGH
POONA INSTITUTE OF MANAGEMENT, SCIENCE AND
ENTREPRENEURSHIP
PUNE-01
2019-2020

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 DECLARATION

I Afreen Shaikh a student of MBA-HRD IInd year at Poona Institute of Management

Sciences and Entrepreneurship hereby solemnly declare that the project entitled “A Study on
Performance Appraisal” is the outcome of my own research prepared by me. The work or
report has not been submitted in part or full anywhere else for the award of any other
degree/diploma/certificate. The basic purpose of the project was to take practical knowledge
of work in particular field.

Date: ___________ Name: Afreen Shaikh

Place: __________

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 ACKNOWLEDGEMENT
.

As a culmination of my internship at Mars solutions. I am submitting this project report on

“A Study on Performance Appraisal”. I would also like to thank Mr. Mannan Shaikh for
spending his valuable time in helping and guiding me. He provided me all the necessary
support and relevant documents required to complete this project.
This project was successful due to the co-operation extended by people who have truly
contributed towards it.
This project would not have been possible without the constant support, encouragement and
guidance of Prof. (Dr). Shakeel Ahmed (Director of PIMSE) and Mrs.Misba Kadti for giving
me the right direction and guidance to complete my project report.

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 INDEX

SR.NO. CONTENTS PAGE

NO

1. Executive summary

2. Organization Profile

3. Outline of the Problem/Task undertaken

4. Research Methodology

5. Data Analysis and Relevant Activity

(tables,graphs,diagrams)

6. Learning Objectives
7. Contribution to the Host Organization

8. Conclusion

9. References/bibliography

10. Annexure

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 EXECUTIVE SUMMARY

Performance appraisal is a systematic means of ensuring that managers and their staff meet
regularly to discuss post and present performance issues and to agree what future is
appropriate on both sides.
Primary and secondary data analysis is being done. Self-appraisal is a tool to analyze oneself.
One of the most important findings was that almost all the employees wanted self-rating to be
a part of performance appraisal program carried out by the organisation.The different
parameters implies that the appraisers have efficiently communicated to the appraisees that
will be taken into account during appraisal and performance apppraisal their expectations
from appraisal system, awarness about the responsibilities of employees,satisfaction level
among appraisee regarding the appraisal system, awarness about performance ratings,and
objectives of appraisal system.
The conclusion drawn from the study is that the company has been successful in gaining a
better performance appraisal system and also helps the employees to work better and the
organization should complete the work before time with good quality.

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 ORGANIZATION PROFILE
MARS SOLUTION

Mars solution is a privately owned organization founded in 2016 Mars Sol is a Lead
generation company. Lead generation techniques utilize data, email marketing, cold calling
and Tele-marketing automation to drive high ROI for marketing and technology clients. As a
full-service demand generation agency, we offer end to end Lead Generation services-
Whitepaper Dissemination, Content Syndication and Account Based Marketing solutions and
much more. Also, we offer wider coverage to your content across millions of Technology
readers who you could generate, nurture, and convert leads to revenue. Our sole purpose is to
support and stick to our commitments, to not just satisfy, but exceed opportunity. We believe
in fun and professional working environment as well as enabling us to provide on-going
development opportunities for our talented team. With our team of experts, we ensure that no
matter where you may be, you are provided with the best of services that help you move
towards successful business growth. .We work with positive approach towards the clients and
give our best in meeting our commitments of serving the clients with the best in the minimum
time. We are the ones bridging the gap between the right opportunity and the right talent.

The director of Mars solution is

 MANNAN RAFIQ SHAIKH

Mars solutions identification number is 27CQSPS3196K1zs

Email address and its registered address is Core, the latitude, suite no 208, 2nd floor, nibm
road, Kondhwa, Pune MH 411048 IN
Current status of Mars Solutions is – Active

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 COMPANY DETAILS
MARS SOLUTIONS

Website
http://marstechsol.com

Industry
Marketing and Advertising

Company size
12-50 employees

Headquarters
Pune, Maharashtra

Type
Privately Held

Founded
2016

Specialties
Lead Generation, Appointment Generation, Account Based Marketing, Contact Discovery,
Demand Generation, Webinar Registration, Market Research & Profiling, Content
Syndication, and Global Compliance.

VISION
 To attain high profit ratio and margin, to provide perfect scenario and working
conditions for employees.
 Our vision is to be the best globally in consulting and delivering marketing programs
for all companies, irrespective of their size and industry.

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MISSION
 To provide best services that helps to move towards successful growth.

 Diversify into new activities that will contribute to the Company's continuing growth
and profitability.
Continually improve services to match to the standards and meet the existing needs of
customers

Employees at Mars Tech

NAME DESIGNATION

Ganesh Bagul IT Head

Shams Hahnani Business Head
Aatik Inamdar Operation Head
Faiz Khan Lead Generation Executive
Arshiyanaaz Shaikh Global sales manager
Prachi Dhumale Research analyst

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 OUTLINE OF THE PROBLEM/ TASK UNDERTAKEN

DEFINITION, MEANING, METHODS, ADVANTAGES, DISADVANTAGES

DEFINITION:

Performance appraisal is a systematic process in which employees job performance is

evaluated in relation to the projects on which employee has worked and his contribution to
the organization. It is also known as an annual review or performance review.

MEANING:
In the business world investment is made in machinery, equipment and services. Quite
naturally time and money is spent ensuring that they provide what their suppliers claim. In
other words the performance is constantly appraised against the results expected.

When it comes to one of the most expensive resources companies invest in, namely people,
the job appraising performance against results is often carried out with the same objectivity.
Each individual has a role to play and management has to ensure that the individual’s
objectives translate into overall corporate objectives of the company. Performance
Management includes the performance appraisal process which in turn helps identifying the
training needs and provides a direction for career and succession planning.

What is Performance?
Performance is synonymous with behavior; it is what people actually do. Performance
includes those actions that are relevant to the organizational growth and can be measured in
terms of each individual’s proficiency (level of contribution). Effectiveness Performance
refers to the evaluation of results of performance that is beyond the influence or control of the
individual

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 Understanding Performance Management

PERFORMANCE MANAGEMENT

CORPORATE GOALS

DETERMINE INDIVIDUAL
OBJECTIVES LINKED TO
CORPORATE GOALS
ENSURE RESPONSIBILITY AND
ACCOUNTABILITY

PERFORMANCE APPRAISAL

PERFORMANCE LINKED
INCREMENTS/ INCENTIVES/
REWARDS

Good performance by the employees creates a culture of excellence, which benefits the
organization in the long run. The activity includes evaluation of jobs and people both,
managing gender bias, career planning, and devising methods of employee satisfaction etc.
the efforts are to make to generate the individual’s aspirations with the objectives of the
organization. Organization has to clear the way of career advancements for talented and
hardworking people. Fear of any kind from the minds of the employees should be removed so
that they give best to their organization. Allow free flow of information. Communication
network should be designed in such a way no one should be allowed to become a hurdle. This
enables the managers to take correct decisions and that too quickly.

Why Performance Appraisal?????

Today’s working climate demands a great deal of commitment and effort from employees,
who in turn naturally expect a great deal more from their employers. Performance appraisal
is designed to maximize effectiveness by bringing participation to more individual level in

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that it provides a forum for consultation about standards of work, potential, aspirations and
concerns. It is an opportunity for employees to have significantly greater influence upon the
quality of their working lives. In these times of emphasis on “quality”, there is a natural
equation: better quality goods and services from employees who enjoy better quality “goods
and services” from their employers.

Performance appraisal must be seen as an intrinsic part of a manager’s responsibility and not
an unwelcome and time-consuming addition to them. It is about improving performance and
ultimate effectiveness.

Performance appraisal is a systematic means of ensuring that managers and their staff meet
regularly to discuss post and present performance issues and to agree what future is
appropriate on both sides.
This meeting should be based on clear and mutual understanding of the job in question and
the standards and outcomes, which are a part of it. In normal circumstances, employees
should be appraised by their immediate managers on one to one basis. Often the distinction
between performance and appraising is not made. Assessment concerns itself only with the
past and the present. The staff is being appraised when they are encouraged to look ahead to
improve effectiveness, utilize strengths, redress weaknesses and examine how potentials and
aspirations should match up.

It should also be understood that pushing a previously prepared report across and desk
cursorily inviting comments, and expecting it to be neatly signed by the employee is not
appraisal - this is merely a form filling exercise which achieves little in terms of giving staff
any positive guidance and motivation.

THE APPRAISAL OF PERFORMANCE SHOULD BE GEARED TO:

 Improving the ability of the jobholder;

 Identifying obstacles which are restricting performance
 Agreeing a plan of action, that will lead to improved performance.

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It is widely accepted that the most important factor in organization effectiveness is the
effectiveness of the individuals who make up the organization. If every individual in the
organization becomes more effective, then the organization itself will become more effective.
The task of reviewing situations and improving individual performance must therefore be a
key task for all managers.
For appraisal to be effective, which means producing results for the company, each manager
has to develop and apply the skills of appraisal

These are: -
 Setting standards on the performance required, which will contribute to the
achievement of specific objectives

 Monitoring performance in a cost –effective manner, to ensure that previously agreed

performance standards are actually being achieved on an ongoing basis

 Analyzing any differences between the actual performance and the required
performance to establish the real cause of a shortfall rather than assume the fault to be
in the jot holder.

 Interviewing having a discussion with the jobholder to verify the true cause of a
shortfall, a developing a plan of action, which will provide the performance, required

Appraisal can then become a way of life, not concerned simply with the regulation of rewards
and the identification of potential, but concerned with improving the performance of the
company. The benefits of appraisal in these terms are immediate and accrue to the appraising
manager, the subordinate manager/employee, and to the company as a whole

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METHODS OF PERFORMANCE APPRAISAL:

There are various methods that are used by managers and employers to evaluate the
performance of the employees, but they can be put into two categories:

 Traditional methods: These are the old methods of performance appraisal

based on personal qualities like knowledge, capacity, judgment, initiative,

attitude, loyalty, leadership, judgment etc.

 Modern methods: An improvement over the traditional methods. Modern

methods are an attempt to remove defects from old methods. The modern

methods of judging the performance of employees are developed. 

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Advantages of Performance Appraisal:
1. A systematic performance appraisal system helps the managers to properly identify the
performance of employees in a systematic manner and their areas of talent and areas
where they are lacking.

2. It helps the management to place the right employees for the perfect jobs depending on
their skills in particular areas.
3. Performance appraisal helps employees identify the areas in which they need to
improve. The managers can also Potential employees are often given promotions on the
basis of or the results of performance appraisals. People who have high ratings get
promotions.  They can also transfer or demote employees if they not performing up to the
expectations of the managers.
4. use this information to provide constructive criticism of the way employees perform
their work.
5. An appraisal is also useful in determining the effectiveness and results of training
programmes. It can show managers how much employees have improved after taking the
training programmes. This will give managers data on how to change and evolve
the training programmes.
6. It creates healthy competition among employees as they will try to improve their
performance and score better than their colleagues.
7. Managers use appraisal programmes to identify the grievances of employees and act
upon them.
8. Keeping extensive records of performance appraisal will give managers will give
managers a very good idea of which employees have the highest growth rate and are
which ones have a declining rate of performance. . 

Disadvantages of Performance Appraisal

1. If the factors being used in the performance appraisal are incorrect or not relevant, the
appraisal will fail to provide any useful or effective data.

2. Sometimes, equal weightage is not given to important factors when performing an

appraisal.
3. Some objective factors are very vague and difficult to gauge like attitude and initiative.
There is no scientific method to measure these factors.
4. Managers are sometimes not qualified enough to correctly assess the employees and
their abilities. Thus, these mistakes can be very detrimental to the growth of the company

OBJECTIVES OF THE STUDY

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The various objectives of my research are as follows:
 To study the timing of appraisals, credibility of appraiser and objectives of appraisal
system.
 To study the purpose of performance appraisal.
 To determine the expectations and record the comments and suggestions of appraises.
 To study the satisfaction level of employees regarding the appraisal system.

SCOPE OF THE STUDY

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This study would give an overview of the “performance appraisal” in Mars Solutions. As
performance appraisal is an important element to increase productivity and goodwill of the
company, a study on the existing benefits to employees would help the company perform
better.
This study would throw light on the performance of the employees in the company that plays
an important role. This study would also help to analyze if there is unity between the
employees and management.

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 LIMITATIONS OF THE STUDY

Area Limitation:
This study is limited to the geographical region of Pune, as the study was conducted in an
organization that was located in Pune.

Time Limitation:
Since the study was conducted on the basis of internship done in the organization where that
was for three months.

Sample limitation:
Research is limited to only the employees of the organization where the internship was done.

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 RESEARCH METHODOLOGY

Statement of the Problem:

Performance appraisal is a process of assessing, summarizing and developing the work
performance of an employee. In order to be effective and constructive, the performance
manager should make every effort to obtain as much objective information about the
employee's performance as possible. Low performance can push the organization back in
today’s tough competition scenario. The project is aimed at analyzing the performance
appraisal in the company.

COLLECTION OF DATA

PRIMARY RESEARCH:
The primary study of this report includes the study on performance appraisal of employees
working in an organization (Mars Sol.) and how the organization focuses on the performance
appraisal and also maintains positive attitude. Primary data includes how the employees are
motivated to increase the performance in the organization. The primary research is done
through Personal interview and Questionnaire.
I have come out with the result as to how the performance appraisal is done and how the
employees are treated and what importance do they carry in the company.

SECONDARY RESEARCH:
The secondary research method of this study includes the various methods, advantages and
disadvantages.

SAMPLING RESEARCH:
This research is been carried out by taking a random sample of some employees working in
the organization irrespective of their age, gender, color.

SAMPLE SIZE:
The sample size for this particular research study is 50 employees.

TYPE OF STUDY:
Descriptive

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 DATA ANALYSIS

Findings from Appraisee

1. Performance Appraisal is the assessment of

individual potential.
Sr.No. Rating Scale No. of In%
Respondents
1 Strongly Agree 7 17.5
2 Neutral 4 10
3 Strongly Disagree 0 0
4 Agree 29 72.5
5 Disagree 0 0
Total 40 100

Analysis:

From the above table it can be known that 72 % of respondents have agreed
about the assessment of individual potential and 17.5 % of them have strongly agreed of
the above statement and 10 % of the employees are in a neutral stage and where none of

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 them have disagreed for the above statement. So majority of the respondents i.e. 72.5 %
of the respondents have agreed about the assessment of individual potential.

2. Performance Appraisal system followed in the organization is rational and fair.

S.No. Rating Scale No. of ln%

respondents
1. Strongly Agree 1 2.5
2. Neutral 12 30
3. Strongly Disagree 1 2.5
4. Agree 22 55
5. Disagree 4 10
Total 40 100

25

20

15

10 Series1

0
Strongly Neutral Srtongly Agree Disagree
Agree Disagree

Analysis:

From the above table, it can be known that, 55% of respondents have agreed that
die performance appraisal system followed in the organization rational and fair and 30
of the respondents are in neutral stage. Whereas 2.5 of the respondents have agreed for
the above statement and 2.5 of the respondents have strongly disagreed, where 10 % of
the respondents have disagreed for the above statement.

Interpretation:

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 From the above analysis we can interpret that, some of the employees were in
neutral position. Because the organization doesn’t follow the company’s policy fairly.

3. Satisfaction Level among appraise regarding Appraisal System :

From graph it can be seen that majority of the respondents are satisfied with the
appraisal system. Only a meager 30% were dissatisfied with the Performance
Appraisal programs.

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 4. Awareness about performance ratings :

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.

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5. Allowing Self ratings :

From graph it can be seen that majority of respondents want self rating to be a method
of conducting the appraisals .

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6. Chance to rate your own performance

From the graph we can see that majority of the employees are not given chance to rate
their own performance in the organization.

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7. Timing of Appraisals

This shows that the company conduct their Performance Appraisal programs
annually. As, a very small percentage of the organizations conduct Performance
Appraisals on a half yearly basis. The share of the quarterly and monthly appraisals
are extremely minimal.

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8. Credibility of Appraiser

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. Complaint channel for employees

This shows that there is no proper complaint channel existing in the organisations for
the employees who are dissatisfied with the performance appraisal system.

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10. Standards communicated to employees

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.

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11. Performance Appraisal

Almost all the Performance Appraisals are carried out by the Immediate Supervisor in
the company. Likewise in the other organisations rating committee 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. Clear understanding of Appraisee’s Job

This shows that the performance Appraisal programs are successful in giving a clear
understanding of the appraisee’s job to both appraiser and appraisee.

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13. Objectives of Appraisal System

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.

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14. Comments and suggestions to be considered

Almost all the employees expect that their comments and suggestions should be taken
into consideration while conducting the Performance Appraisal.

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15. Post Appraisal interview

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.

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 Findings from Appraiser

1. Purpose of Appraisal

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
done on basis of these ranks. 1 mark was allotted to rank 1, 2 marks for rank 2 and so
on. Then the total score for each purpose was calculated and overall ranking was
given.
Particular Score Overall Rank
Determination of promotion or transfer 24 1
Salary Administration and Benefits 27 2
Decision to layoff 42 3
Guideline for training plan 69 4
Assistance in goal 72 5
An insight into your strengths and weakness 81 6

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 From table it can be seen that appraiser considers “Determination of promotion or
transfer” & “Salary administration and Benefits” as two important factors for
conducting an Appraisal.

2. Appraisal System

In this question appraiser was asked to rate how helpful the appraisal system is, from
the graph it can be seen that majority of appraisers have rated 5,4 & 3 which implies
that Performance Appraisal system is very helpful in Planning their work. Also most
of the appraisers are satisfied with the appraisal system.

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3. Support from subordinate

This question was asked to find out how helpful appraisal system is in communicating
the support that apprasier needs from appraisee. From results it is seen that the
performance appraisal system is very helpful in communicating the support and help
needed by the appraiser from the appraisee.

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4. Type of Appraisal System

From results its clear that majority of companies prefer to use “360 degree feedback”
system for Performance Appraisal. As 360 degree feedback gives feedback of
appraisee from everyone interacting with him, it is more reliable and hence most
preferred.

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5. Performance Appraisal criteria

From results we can see that Qualitative Process is considered as the most important
criteria for which the Performance appraisal programs are carried out, which shows
that companies consider Qualitiy of service and Customer satisfaction as most
important factors.

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6. Timing of Appraisals

From graphs we can see that most of companies conduct appraisals on annual basis.
Some companies conduct quaterly also.

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7. Effect of poor Appraisal System

It can be seen from results that most of the employees get De-motivated because of a
poorly conducted appraisal. To some extent employees dont coordinate with their
team members. Thus resulting in reduction of output.

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8. Communication between management and staff

All appraisers totally agree that performance appraisal helps in communicating the
management plans and business goals to staff at lower level.

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9. Insight to Apprasiee’s strength and weakness

It is evident from the results that performance appraisal system doesn’t help the
appraiser in understanding strength and weakness of apraisee.

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10. Appraisee’s comment and suggestion

From the results it can be seen that appraisee’s comments and suggestion are not
taken into consideration before Performance Appraisal. Performance Appraisal
system is designed by appraiser without consulting appraisee.

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11. Performance Appraisal

It is evident from the results that performance appraisal is conducted by the

Immediate Supervisor in all the companies.

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12. Understanding of Apprasiee’s Job

From this it is clearly seen that according to appraiser there is a clear and joint
understanding of the appraisee’s job.

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13. Standards for Performance Appraisal

From results it is evident that Performance appraisal standards are very well
communicated to Appraisee before the Appraisal is carried out.

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14. Self rating in Performance Appraisal

From results it can be clearly seen that the Appraisee is not given a chance to rate his
own performance.

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 15. Action after Performance Appraisal

This shows that most of the companies act upon the results of their Performance Appraisal
program.

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CONTRIBUTION TO THE HOST ORGANIZATION

 The Performance Appraisal in the organization should be in a full fledge way so

that the others will be accepting this.

 As the Performance Appraisal is helpful to the employees by the assignment of

superiors task by training & development which should be more effective so that

the other employees will also be attracted.

 The Performance Appraisal should be assist effectively to the employees as it

recognizes the competence and potential of an individual.

 Employee’s appraisal should be fairly done according to the companies policies so

that it will assist the performance of the employees.

 The company should give some advises and suggestions to the employees during

the process and should get there feedbacks about the process.

 The employees should be appraised by their HOD once in a year.

 The employees should be aware appraisal and the organization should follow this

to motivate the employees.

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 FINDINGS AND RECOMMENDATIONS

 Analyzing ones own strengths and weaknesses is the best way of identifying the
potentials available, rather than the other person telling. Self-appraisal is a tool to
analyze oneself. One of the most important findings was that almost all the
employees wanted self-rating Reflection and review is a process that enables him
to feel the need and improve more upon his strengths and weaknesses

 Another point to be noticed is that even in the other forms of Performance

Appraisal also the employees expect that they should be given a chance to rate
their own performance. This can allow the employee to analyze ones own
performance which gives new insights on how one is performing and what are the
critical points where he has to put his best and improve upon

 The appraisees also expect that their comments and suggestions should be taken in
to account while conducting the appraisals. This expectation is not fulfilled as the
appraisers do not take their comments and suggestions into consideration.
Therefore they should look into this matter before it leads to dissatisfaction among
the employees.

 The appraisers on the other hand feel that the goals and plans have been clearly
communicated to the appraisees. Communication is very essential for any system
to function efficiently. Therefore the appraisers should look into this matter and
see to it that the goals and plans are communicated effectively.

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

 As per the Appraiser, a poorly conducted appraisal system would lead to

demotivation and ineffective teamwok which will result in inefficient functioning
and low productivity in the organization. Therefore, if at all they feel there is
dissatisfaction among the appraisee’s they should motivate them. Achievement,
recogntion, invelvement, job satisfaction and development can motivate the
employees to a large extent. Along with this satisfactory working conditions and
appropraite awards also play an important role.

 Also a majority of employees were satisfied with the current appraisal system
although they requested for some changes.

 Most of the employees were also not clear about the criteria on which ratings were
given to each employee while conducting the performance appraisal.

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 CONCLUSION

With rewards being directly linked to achievement of objectives, goal setting and
Performance Appraisal assumes utmost importance. The implementation is the
responsibility of each and every employee along with their supervisor. There should
be adequate training to the evaluator that will go a long way in answering the quality
of Performance Appraisal. In conclusion, a Performance Appraisal is a very important
tool used to influence employees. A formal Performance review is important as it
gives an opportunity to get an overall view of job performance and staff development.
It encourages systematic and regular joint-stocking and planning for the future. Good
performance reviews therefore don’t just summarize the past they help determine
future performance.

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 BIBLIOGRAPHY

 Organizational Behavior by Steve Robbins

WEBSITES:

http://marstechsol.com

www.google.com

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 ANNEXURE
Questions for Appraisee

Name: ___________________________ Contact No: __________________________

1. What do you expect from a Performance appraisal :

(Rank the options from 1 to 6; 1 being most preferred &

6 being least preferred)
Detail Rank

Salary Administration and Benefits

Determination of promotion or transfer

Decision on layoff

Assistance in goal

Guideline for training Plan

An insight into your strengths and weakness

2. Do you know what exactly is expected from you at work?

a. Yes b. No

3. Are you satisfied with the appraisal system?

1 2 3 4 5
(1 = Least satisfied; 5 = Most satisfied)

4. Are you aware of performance ratings?

a. Yes b. No

5. Do you think you should be given an opportunity to rate your own

performance?
a. Yes b. No

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6. Are you given a chance to rate your own performance?
a. Yes b. No

7. Timing of Appraisals
a. Monthly
b. Quarterly
c. Half Yearly
d. Annual
e. Anytime

8. Does the credibility of Appraiser affect the Performance Appraisal System?

a. Yes b. No

9. Is there a complaint channel for the employees who are dissatisfied with the
performance appraisal system?
a. Yes b. No

10.Are the standards on the basis of which the performance appraisal is carried
out communicated to the employees before hand?
a. Yes b. No

11.Who conducts the performance appraisal”?

a. Immediate supervisor
b. Peer appraisal
c. Rating committees
d. Self-rating
e. Appraisal by subordinates

12.Is the performance Appraisal successful in giving a clear understanding of

the appraisee’s job to both appraiser and appraise?
a. Yes b. No

13.Are the objectives of appraisal system clear to you?

a. Yes b. No

14.Does the appraisal system provide a good communication between the top-
management plans and business goals to staff below?
a. Yes b. No

15.Do you want your comments and suggestions to be taken into consideration
during appraisal?
a. Yes b. No

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 16.Is there a post appraisal interview conducted?
a. Yes b. No

Questions for Appraiser

Name: ___________________________ Contact No: __________________________

1. Purpose of Performance appraisal :

(Rank the options from 1 to 6; 1 being main purpose & 6

being last purpose)
Detail Rank

Salary Administration and Benefits

Retain performing employees

Determination of promotion or transfer

Decision on layoff

Assistance in goal

Guideline for training Plan

2. Is the Performance Appraisal helping you to plan your work well?

1 2 3 4 5
(1 = Least helpful; 5 = Most helpful)

3. Does the system provide you a chance to communicate the support

you need from your subordinate to perform the job well.

a. Yes b. No

4. Which appraisal system is being employed in the company?

a. Assessment centre
b. MBO
c. BARS
d. 360 degree feedback
e. Balance scorecard

5. Performance Appraisal criteria

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 a. Quantitative outcome criteria (Sales volume, Sales price, Productivity,
Goal accomplishment rate)
b. Qualitative process criteria (Quality of product or service, Customer
satisfaction)
c. Quantitative process criteria (Efficiency, Cost/expenses, Attendance)
d. Qualitative process criteria (Judgment, Work attitude, Leadership,
Conduct /Trait)

6. Timing of Appraisals
a. Monthly
b. Quarterly
c. Half Yearly
d. Annual
e. Anytime

7. What do you think is the effect of a poor appraisal system

a. De-motivation
b. Retention
c. Ineffective teamwork

8. Does the appraisal system provide a good communication between the top-
management plans and business goals to staff below?
a. Yes b. No

9. Does it give insight to appraisee regarding his strength or weakness?

a. Yes b. No

10. Are employee’s comments and suggestions taken into consideration

before the appraisal?

a. Yes b. No

11.Who conducts the performance appraisal”

a. Immediate supervisor
b. Peer appraisal
c. Rating committees
d. Self-rating
e. Appraisal by subordinates

12.Is the performance Appraisal successful in giving a clear understanding of

the appraisee’s job to both appraiser and appraise?
b. Yes b. No

13.Are the standards on the basis of which the performance appraisal is carried
out communicated to the employees before hand?
a. Yes b. No

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14.Do you give an opportunity to the appraisee to rate his own performance?
a. Yes b. No

15.Do you act upon the results of your performance appraisal?

a. Yes b. No

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